scholarly journals 1536 Neuroanatomy, Not Just for Budding Neurosurgeons. Motivations for Participating in An Extra-Curricular Neuroanatomy Course for Undergraduates

2021 ◽  
Vol 108 (Supplement_6) ◽  
Author(s):  
R Bhate ◽  
J Colman ◽  
T Fowler ◽  
J Hayley ◽  
N Kallam ◽  
...  
Keyword(s):  
Career Development ◽  
Undergraduate Education ◽  
Online Courses ◽  
Undergraduate Curriculum ◽  
Career Plans ◽  
Short Questionnaire ◽  
Future Career ◽  
Extra Curricular Activities ◽  
Popular Subject

Abstract Introduction Extra-curricular activities form an important part of undergraduate education as they give students the opportunity to explore subjects of interest. There is significant demand within the undergraduate population for further teaching in neuro-related specialities. The aim of this online twelve-week course was to provide neuroanatomy teaching in greater breadth and detail than possible in the undergraduate curriculum. We sought to gauge motivations for involvement. Method Delegates (n = 166) from six UK universities were asked to complete a short questionnaire examining motivations and future career plans prior to the course beginning, only those who consented were involved further in the analysis (n = 98). Results Motivations for involvement were predominantly to develop a greater understanding of neuroanatomy (63.3%), to support career plans (13.3%) or to support preparation for an examination or competition (8.2%). The majority (56.1%) had no particular speciality in mind. For those who did, a range of specialities including neurosurgery (24.5%), neurology (8.2%) was given. Conclusions There is clear interest within the undergraduate population for more specialised extra-curricular activities in addition to conventional experiences such as conferences. Online courses run over multiple weeks provide further scope for depth and exploration of subjects in further detail. In this course, the majority of delegates did not have a particular speciality in mind, demonstrating neuroanatomy to be a popular subject regardless of potential career plans. For students looking to pursue a career in neuro-related specialities, courses are perceived as important opportunities to support future career development.

scholarly journals A study on Pharm D Students Present Views and Future Plans

2020 ◽  
pp. 232-236
Author(s):  
Badmanaban R ◽  
Janice Jacson Mandumpala ◽  
Krupamol Joy ◽  
Sulaikha Abdul Kareem ◽  
Bharat Mishra
Keyword(s):  
Clinical Pharmacist ◽  
Health Sciences ◽  
Career Plans ◽  
Clinical Pharmacists ◽  
Future Career ◽  
Online Portal ◽  
Work Abroad ◽  
Future Plans

Objective- This study aims to evaluate reasons for joining the Pharm D program among the graduates and students, their levels of satisfaction regarding choice, their perception towards the program and future career plans. Methods- All students and graduates under the Kerala University of Health Sciences, KUHS were invited to participate in the study conducted using the online portal- Google forms. Results- A total of 199 participants responded to the questionnaire, where the main reasons for choosing the program were to serve the society (88.4%), he/she is good at science (81.4%) and to settle and work abroad (70.9%). Working as hospital Clinical Pharmacist (87.9%) and Pharmacovigilance(80.4%) were the most preferred future career plans. About 59.8% respondents were ambitious towards pharmacy field. Conclusion- More than half of the respondents were satisfied to choose pharmacy and their reason for choice was to serve the society which outstood other factors and were more inclined to depict their skills in the field of pharmacovigilance and as clinical pharmacists.

scholarly journals Evaluation Instruments and Good Practices in Online Education

2017 ◽  
Vol 21 (2) ◽  
Author(s):  
Sally Baldwin ◽  
Jesus H. Trespalacios
Keyword(s):  
Higher Education ◽  
Best Practices ◽  
Online Education ◽  
Undergraduate Education ◽  
Online Courses ◽  
Good Practice ◽  
Seven Principles ◽  
Evaluation Instruments ◽  
Type Of Institution ◽  
Principles Of Good Practice

Chickering and Gamson’s (1987) Seven Principles for Good Practice in Undergraduate Education offers extensively researched and validated tenets for best practices in higher education. After a review of the literature, twenty-eight evaluation instruments currently used to design and review online courses in higher education institutions were collected and divided into categories, based on geographical reach and the type of institution for which they were developed. This study investigates how evaluation instruments used in higher education assess the Seven Principles for Good Practice in Undergraduate Education, and what other items are addressed in the evaluation of courses. Findings show that national and statewide evaluation instruments were less institute specific and more closely aligned to the principles of good practice, and that evaluation instruments often measure extraneous items (e.g., student services, navigation, resources, or institutional support). Additional findings and conclusions based on the analysis of the instruments are discussed.

Meeting the Need for Inclusive Educators Online

2017 ◽  
pp. 106-122
Author(s):  
Jason Naranjo
Keyword(s):  
Special Education ◽  
Teacher Education ◽  
Career Development ◽  
Inclusive Education ◽  
Online Courses ◽  
Inservice Teachers ◽  
Teacher Education Programs ◽  
Teacher Competence ◽  
Teacher Shortages ◽  
Inclusive Schools

The purpose of this chapter is to detail how online courses and programs influence teacher education for both preservice and inservice inclusive educators. Specifically, this chapter will examine how online courses and programs that are focused on inclusive special education and dual certification in general and special education have the potential to address teacher shortages in special education, expand teacher competence, and provide pathways for career development. Teacher education programs have the opportunity and the civic responsibility to create courses and programs in inclusive education that are accessible, relevant to the career development needs of both preservice and inservice teachers, and promote meaningful and just education for all students in inclusive schools and classrooms.

The Crown Prince Court’s Training and Career Development section: managing training for its employees

2020 ◽  
Vol 10 (1) ◽  
pp. 1-16
Author(s):  
Alya Ateeq Al Remeithi ◽  
Syed Zamberi Ahmad
Keyword(s):  
Career Development ◽  
Change Management ◽  
Change Process ◽  
Online Courses ◽  
Development Program ◽  
Training And Development ◽  
Content Type ◽  
Employee Resistance ◽  
Crown Prince

Learning outcomes This case study focuses on change management and employee resistance when implementing a new initiative. The case may be helpful to students to clarify their understanding of the following: the importance of employee involvement in the change management process in the government sector. Understand how to help employees to deal with change more effectively, maintaining their commitment and bringing them successfully through the change. Understand the importance of communication during the change process. Successful approaches used when implementing change, such as the Lewin model and Kotter 8. The obstacles to change, including resistance and adverse reactions to change and connecting employees, as well as the causes of resistance when implementing a change. Case overview/synopsis The Crown Prince’s Court is an independent government entity established in 1971, providing support to the Crown Prince of Abu Dhabi with the help of almost 300 employees. The Training and Career Development subsection headed by Sumaya Al Saedi decided to initiate an online training and development program for employees. Given that national service, maternity leave and emergency leave had led to working pressure and less training and development for the employees, Sumaya and her team realized that few employees were registering for the course and few of those that did register actually completed their course. Several causes were identified that had led to employees avoiding the online courses. Work pressure and technical issues were among the most salient reasons that kept registered employees from completing the course. The lack of policies at an institutional level to aid changes in training structures reduced the number of employees who felt that they could register for the courses. Therefore, Sumaya and her team had to decide how to attract their employees to online courses and how to support them. Complexity academic level This case study was written for Change Management courses in Bachelor of Business Administration programs. This case examines employee resistance to change when implementing a new system. It can, therefore, be used for undergraduate-level courses. As it concerns employees during the implementation of changes, this case study can be used to help students develop their planning and implementation skills. By focusing on internal departmental challenges, students are introduced to the change process of implementing an initiative and how to deal with employees in the organization. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.

Strengthening Communication Education in an Undergraduate Nursing Curriculum

2010 ◽  
Vol 7 (1) ◽  
Author(s):  
Geertje Boschma ◽  
Rochelle Einboden ◽  
Marlee Groening ◽  
Cathryn Jackson ◽  
Maura MacPhee ◽  
...  
Keyword(s):  
Undergraduate Education ◽  
Teaching And Learning ◽  
Undergraduate Curriculum ◽  
Nursing Curriculum ◽  
Communication Education ◽  
Group Discussions ◽  
Undergraduate Nursing ◽  
Learning Centered ◽  
Student Focus

As effective communication is an essential professional competency that is conceptualized and developed during undergraduate education, the purpose of this study was to investigate and reinforce the role of communication in the nursing undergraduate curriculum. Analysis of faculty and student focus group discussions revealed the benefit of purposefully structuring and explicitly articulating communication education throughout the undergraduate curriculum for increased accessibility and visibility of communication education, expanded ranges of available teaching and learning methods and resources, and strengthened ability to address undermining mixed communication messages. These findings have implications for how to specifically include communication education in a learning-centered undergraduate curriculum.

scholarly journals Szervezeti karriergondozás a nők előmenetelének szolgálatában: Sikeres európai uniós és hazai megoldások (Organizational career development in the career chance of women: successful European and Hungarian solutions)

2007 ◽  
pp. 2-16
Author(s):  
Katalin Koncz
Keyword(s):  
Career Development ◽  
Selection Process ◽  
Diversity Management ◽  
Organizational Level ◽  
Income Differences ◽  
Career Plans ◽  
Whole Process ◽  
Career Needs ◽  
Skilled Workforce ◽  
Care Period

A szerző tanulmányában a női karrierpálya és a szervezeti karriergondozás sajátosságait mutatja be. A női munkaerő sajátos munkaerő. Sajátosságait a társadalmi munkamegosztásban elfoglalt helye, szerepe, az ebből is táplálkozó férfiakétól eltérő személyisége, motivációja, habitusa, munkahellyel és munkakörrel kapcsolatos elvárásai alkotják. A hatékony emberierőforrás-menedzsment célja, hogy a rendelkezésre álló munkaerő-potenciált, kompetenciatárat minél jobban kihasználja. Ezért hasznosítja a sokszínűségből fakadó szinergiahatást, és számol a különböző alkalmazotti rétegek eltérő adottságaival. _____________________ The career needs of women demands special requirements towards organizational career development which covers the whole process of the human resource management. It is necessary to take attention to the elimination of all forms of discrimination in the organization, to develop an objective selection process based on competences, to eliminate barriers of advancement, to contact and inform women during the paid child-care period, to provide new ways to balance career and family, to extend the mentor system, to aid the preparation of individual career plans, to extend the different forms of flexible employment, to eliminate the wage and income differences. In Hungary the lack of women-friendly social environment and organizational culture prevent the development of diversity management, the fulfilling of the special mission and tasks of female career development. These circumstances waste the human resources in social and organizational level, too. It results the insufficient utilization of the competences of skilled workforce, especially that of women.

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