scholarly journals Orientation Leader Training

2019 ◽  
Vol 17 (2) ◽  
Author(s):  
Julianna Hendley
Keyword(s):  
Leadership Development ◽  
Conceptual Framework ◽  
Training Methods ◽  
Appreciative Advising ◽  
Traditional Training ◽  
Orientation Leaders ◽  
Leader Training ◽  
Training Exercises

Orientation directors are continually searching for a strong conceptual framework to undergird and improve their training of orientation leaders (OLs). Instead of developing a series of random, discrete training exercises, it is preferable that orientation practitioners structure and develop training using an established, proven conceptual framework. Looking beyond traditional training methods such as meetings, retreats, and employee handbooks can produce unique perspectives to revamp OL training. The purpose of this article is to advocate the use of the six phases of Appreciative Advising to enhance the training and leadership development of orientation leaders.

scholarly journals Adapting and Implementing Appreciative Advising Framework to Train Orientation Leaders

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Amanda E. Propst Cuevas ◽  
Claire Robinson ◽  
Amanda Clark ◽  
Bryant L. Hutson ◽  
Jennifer L. Bloom
Keyword(s):  
Practical Application ◽  
Skill Sets ◽  
Appreciative Advising ◽  
Effective Training ◽  
New Students ◽  
Orientation Leaders ◽  
Leader Training ◽  
Orientation Training ◽  
Incoming Students ◽  
Relational Skill

Expanding upon the work of Hendley (2010) who introduced the concept of adapting the six phase Appreciative Advising framework (Bloom, Hutson, & He, 2008) to orientation leader training, this article demonstrates how to construct and implement an effective training program for orientation leaders. It provides practical application of each phase of Appreciative Advising for bother orientation training facilitators and orientation leaders. In doing so, this article demonstrates how the six phases of Appreciative Advising offer a framework that incorporates and emphasizes the development of the informational, conceptual, and relational skill sets desired from orientation leaders. This development begins during training and transcends to leaders' interaction with incoming students. Appreciative approach to training has the power to positively impact the orientation leaders as well as the new students.

scholarly journals Leierskapontwikkeling in ‘n verplegingskollege

Curationis ◽  
1997 ◽  
Vol 20 (2) ◽  
Author(s):  
E. Harms ◽  
M. Muller
Keyword(s):  
Leadership Development ◽  
Focus Group ◽  
Conceptual Framework ◽  
Descriptive Study ◽  
Focus Group Interviews ◽  
Leadership Practice ◽  
Group Interviews ◽  
Nursing College ◽  
Educational Staff

This study is conducted within the context of nursing colleges and focuses on the empowerment of educational staff in a nursing college to facilitate excellence in leadership practice. A qualitative exploratory and descriptive study was conducted in different phases: the views and expectations of educational staff as leaders, as well as the views and expectations of the fourth year students as followers and potential professional leaders were explored and described by means of focus group interviews. A provisional conceptual framework for leadership development in a nursing college was compiled, exposed to a literature control and a final conceptual framework was refined, together with guidelines for leadership development in a nursing college. This article focuses on the final conceptual framework as well as the programme for leadership development in a nursing college. It is recommended that this programme be implemented and exposed to purposeful evaluation.

CSI4FS®

2019 ◽  
pp. 238-257
Author(s):  
Ian Levstein ◽  
Lenora Jean Justice
Keyword(s):  
Augmented Reality ◽  
Crime Scene ◽  
Smartphone Application ◽  
Training Methods ◽  
Training Environment ◽  
Crime Scene Investigation ◽  
Traditional Training ◽  
Augmented Reality Application ◽  
History Of ◽  
Scene Investigation

This chapter describes the development of a game-based markerless augmented reality smartphone application (CSI4FS®) that complements traditional crime scene investigation training. The intent is to make a strong case for the use of augmented reality in a forensic science training environment. It includes a brief outline of the issue followed by a history of augmented reality in education and training, simulation use in high-risk professions generally and in education specifically, and augmented reality use in crime scene investigation. Both marker-based and markerless technologies are discussed, followed by a description of the augmented reality application and some of the challenges involved in the creation of that application. Overall, the purpose of this chapter is to introduce a potential solution that will help college students learn crime scene investigation techniques more effectively than with the more traditional training methods.

Comparing Effectiveness of E-Learning Training and Traditional Training in Industrial Safety and Health

2013 ◽  
pp. 214-229
Author(s):  
Norlinda Binti Mohd Rozar ◽  
Abdullah Bin Ibrahim ◽  
Muhammad Ashlyzan Bin Razik
Keyword(s):  
Evaluation Model ◽  
Work Environments ◽  
Industrial Safety ◽  
Training Methods ◽  
Safety And Health ◽  
Traditional Training ◽  
E Learning ◽  
Four Levels ◽  
Kirkpatrick’S Model

In response to the demanding change in work environments, most companies not only depend on traditional training, but also on e-learning and emphasizing it in safety and health. The benefits and cost effectiveness of the benefits of e-learning training are trusted. Nevertheless, accidents still happen at the workplace. This has become an issue to be studied, especially on the effectiveness of e-learning training in comparison to traditional training. In this study, a framework to measure comparative effectiveness between these two learning environments was developed based on Kirkpatrick’s four-level evaluation model and a case study was applied to test all the levels of the framework. These four levels include participant reaction, learning, achievements, behavior of employees, and results. The interview results indicated that there is no difference in the rating of the effectiveness of the two training methods based on Kirkpatrick’s model.

Comparing Effectiveness of E-learning Training and Traditional Training in Industrial Safety and Health

2011 ◽  
Vol 1 (3) ◽  
pp. 46-61 ◽  
Author(s):  
Norlinda Binti Mohd Rozar ◽  
Abdullah Bin Ibrahim ◽  
Muhammad Ashlyzan Bin Razik
Keyword(s):  
Evaluation Model ◽  
Work Environments ◽  
Industrial Safety ◽  
Training Methods ◽  
Safety And Health ◽  
Traditional Training ◽  
E Learning ◽  
Four Levels ◽  
Kirkpatrick’S Model

In response to the demanding change in work environments, most companies not only depend on traditional training, but also on e-learning and emphasizing it in safety and health. The benefits and cost effectiveness of the benefits of e-learning training are trusted. Nevertheless, accidents still happen at the workplace. This has become an issue to be studied, especially on the effectiveness of e-learning training in comparison to traditional training. In this study, a framework to measure comparative effectiveness between these two learning environments was developed based on Kirkpatrick’s four-level evaluation model and a case study was applied to test all the levels of the framework. These four levels include participant reaction, learning, achievements, behavior of employees, and results. The interview results indicated that there is no difference in the rating of the effectiveness of the two training methods based on Kirkpatrick’s model.

Training Law Enforcement Officers to Identify Reliable Deception Cues With a Serious Digital Game

2019 ◽  
Vol 9 (3) ◽  
pp. 1-22
Author(s):  
Claude H. Miller ◽  
Norah E. Dunbar ◽  
Matthew L. Jensen ◽  
Zachary B. Massey ◽  
Yu-Hao Lee ◽  
...  
Keyword(s):  
Law Enforcement ◽  
Deception Detection ◽  
Law Enforcement Officers ◽  
Training Methods ◽  
Digital Game ◽  
Student Sample ◽  
New Information ◽  
Traditional Training ◽  
Effective Training ◽  
Professional Law

Extant research indicates that professional law enforcement officers (LEOs) are generally no better than untrained novices at detecting deception. Moreover, traditional training methods are often less effective than no training at all at improving successful detection. Compared to the traditional training, interactive digital games can provide an immersive learning environment for deeper internalization of new information through simulated practices. VERITAS—an interactive digital game—was designed and developed to train LEOs to better detect reliable deception cues when questioning suspects and determining the veracity of their answers. The authors hypothesized that reducing players' reactance would mitigate resistance to training, motivate engagement with materials, and result in greater success at deception detection and knowledge. As hypothesized, LEOs playing VERITAS showed significant improvement in deception detection from the first to the second scenario within the game; and the low-reactance version provided the most effective training. The authors also compared various responses to the game between LEOs and a separate undergraduate student sample. Relative to students, findings show LEOs perceived VERITAS to be significantly more intrinsically motivating, engaging, and appealing as a deception detection activity.

The Impact of Arts-Based Leadership Development on Leader Mind-Set

2015 ◽  
Vol 17 (3) ◽  
pp. 391-407 ◽  
Author(s):  
Thomas N. Garavan ◽  
Ann McGarry ◽  
Sandra Watson ◽  
Norma D’Annunzio-Green ◽  
Fergal O’ Brien
Keyword(s):  
Emotional Intelligence ◽  
Leadership Development ◽  
Music Drama ◽  
Leader Identity ◽  
Feedback Orientation ◽  
Quasi Experimental ◽  
Orientation Leaders ◽  
Mind Set ◽  
Development Literature ◽  
The Impact

The Problem Arts-based leadership interventions have gained a foothold in the leadership development literature; however, few studies have investigated their effectiveness. These interventions include music, drama, art, and performance and are utilized to develop dimensions of leader mind-set. The Solution In this study, an arts-based intervention (leadership drawing exercise) is evaluated. Utilizing a quasi-experimental, pre-test, post-test design, we evaluate the impact of an arts-based intervention on four dimensions of leader mind-set: emotional intelligence, leader identity, openness to experience, and feedback orientation. Leaders in the arts-based intervention showed significantly greater improvement in emotional intelligence, leader identity, and feedback orientation. The Stakeholders This article informs leadership development researchers, those making decisions about investment in leadership development and those who deliver leadership development. The article will be of interest to organizations that have to justify investment in leadership development.

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