In Pursuit of a Better Life?

2021 ◽  
pp. 175-191
Author(s):  
Nina Szczygiel ◽  
Iwona Staniec
Keyword(s):  
Professional Growth ◽  
Satisfaction With Life ◽  
Highly Qualified ◽  
Foreign Born ◽  
Career Opportunities ◽  
Career Growth ◽  
Focus Group Methodology ◽  
Education And Employment ◽  
Global World ◽  
And Training

Nowadays, people enjoy the sense of freedom by moving from one place to another, seeking personal and professional growth, and satisfaction with life. Borders have become fluid. In the global world, education and employment seem to be within easy reach. People are pursuing lifelong learning and training to adjust to a changing job environment and maximise career opportunities. However, migrating qualified individuals can face specific difficulties in their way. The present research aims to study high-skilled migration in Portugal. For this purpose, a qualitative approach, with a focus group methodology, was applied. Two focus groups were conducted with foreign-born individuals residing in Portugal. The chapter aims to add to the understanding of how highly qualified migrants make decisions on migration, and how they perceive the job market, professional development, and career growth opportunities in Portugal.

Competenza ad agire insieme e senso di iniziativa: il tirocinio per attraversare i confini tra studio e lavoro

2020 ◽  
pp. 93-102
Author(s):  
Fabrizio d'Aniello
Keyword(s):  
Professional Growth ◽  
Capability Approach ◽  
Boundary Crossing ◽  
Methodological Framework ◽  
Knowledge Models ◽  
Internship Experience ◽  
Cultural Historical Activity ◽  
The University ◽  
And Training ◽  
The Capability Approach

The pre-eminent motivation behind this contribution lies in the intention to offer students of three-year degree course in education and training sciences and master's degree in pedagogical sciences of the University of Macerata a further support than those already existing, aimed at expanding the educational meaningfulness of the internship experience. The main criticality of such experience is connected with the difficulty in translating knowledge, models, ideas into appropriate activities. This notably refers to the conceptual and educational core of the sense of initiative and entrepreneurship and, consistently, to the skill to act. Therefore, after a deepening of the sense of initiative and entrepreneurship, followed by related pedagogical reflections based on the capability approach, the paper presents an operative proposal aimed at increasing young people's possibilities of action and supporting their personal and professional growth. With regard to this training proposal, the theoretical and methodological framework refers to the third generation cultural historical activity theory and to the tool of the boundary crossing laboratory, variant of the change laboratory

Meanings of burnout and resilience in Ontario dietitians

2012 ◽  
Vol 1 (2) ◽  
pp. 13-20
Author(s):  
Yuka Asada
Keyword(s):  
Job Stress ◽  
Professional Growth ◽  
Maslach Burnout Inventory ◽  
Professional Relationships ◽  
Contributing Factors ◽  
Dietetic Education ◽  
Body Of Knowledge ◽  
Growth And Change ◽  
And Training ◽  
Preventative Approach

  ABSTRACT   Objectives: Although experiences of burnout are well documented among some health professionals, there is limited research that explores similar experiences among dietitians. This study aims (1) to describe the varied qualitative dimensions of burnout that are particular to dietitians and (2) to identify the factors that might be deemed protective against burnout. Methods: Fourteen dietitians were recruited from a larger quantitative study that assessed prevalence of burnout in Ontario, Canada using the Maslach Burnout Inventory (MBI). Those who completed the MBI were invited to participate in two phenomenological interviews. Transcribed interviews were analyzed by naïve readings and identified meaning units with a larger team for increased rigor and trustworthiness. Results: Dietitians describe burnout as having bodily and overall health consequences. Both social/professional relationships and dietitians’ passion for their work contributed to experiences of burnout and resilience. Opportunities for continued professional growth and change were contributing factors for resilience. Implications & Conclusions: This study contributes to the limited body of knowledge on dietitians’ lived experiences of burnout and resilience. The findings have implications for those involved in the education and training of student dietitians, and for those in a position to offer support to dietitians who are struggling with job stress. In the context of fostering resilience, a preventative approach to dietetic education is explored with the intention to protect future practitioners from burnout.

On the Job Training of Social Workers the Case for the Continuing Seminars

1979 ◽  
Vol 22 (1) ◽  
pp. 33-44 ◽  
Author(s):  
Arie Halachmi
Keyword(s):  
Action Research ◽  
Social Workers ◽  
Social Services ◽  
Professional Growth ◽  
Job Training ◽  
On The Job Training ◽  
And Training ◽  
Available Resources

The increase in the need for social services and the decrease in available resources may intensify the conflict between professional and organizational loyalties of social workers. Unless this conflict is resolved social workers will remain frustrated and uncooperative. The paper suggests the continuing seminar as a framework for action research and training. It suggests that such an approach may reduce the conflict of loyalties and provide social workers with a meaningful opportunity for professional growth.

scholarly journals Development of pedagogical competencies of the vocational teachers in Italy and Lithuania: implications of competence-based VET curriculum reforms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Giuseppe Tacconi ◽  
Vidmantas Tūtlys ◽  
Marco Perini ◽  
Genute Gedvilienė
Keyword(s):  
Working Conditions ◽  
Design Methodology ◽  
Vocational Education And Training ◽  
Vocational Teachers ◽  
European Level ◽  
Content Type ◽  
Career Opportunities ◽  
Curriculum Reforms ◽  
Pedagogical Growth ◽  
And Training

Purpose The present study aims to reveal common and diverging trends in the development of pedagogical competences of vocational education and training (VET) teachers and trainers in Italy and Lithuania. Design/methodology/approach A structured survey was administered to Italian and Lithuanian teachers. The collected data were analysed and compared. Findings Results show that there are many common challenges and problems in the development of pedagogical competencies of the VET teachers in both countries; e.g.: the marginalisation of the VET teacher's work and working conditions, especially the dissatisfying wages and poor career opportunities, and the absent or weak institutionalisation of the VET teacher's qualifications and training. Originality/value The emerged results can be useful for directors of VET-centres and VET-schools to manage training and pedagogical growth of teachers both in Italy and in Lithuania. Moreover, the outputs can be considered as a set of suggestions also by the policymakers both at national and European level.

scholarly journals CAREER GROWTH AND DEVELOPMENT: ROLE OF CONTINUING EDUCATION AMONG TEACHERS

2021 ◽  
Vol 11 (3) ◽  
Author(s):  
Priyanka Bhaskar ◽  
Padmalosani Dayalan
Keyword(s):  
Higher Education ◽  
Continuing Education ◽  
Personal Growth ◽  
Professional Growth ◽  
Growth And Development ◽  
Positive Impact ◽  
Higher Education Institutions ◽  
Career Growth ◽  
The Impact

This paper aims to highlight the role of continuing education among the teachers of India. The study identifies factors which influence teachers in Higher education institutions (HEI) for continuing education. The paper also explores the impact of continuing education on career growth and development. A systematic survey was conducted among the teachers in Higher education institutions of Uttarakhand, India. Factor analysis is used to identify the important factors that influence teachers to enrol for continuing education. SPSS and AMOS are used to analyse the data. The findings of the study indicate that factors like time, financial support, job opportunities, knowledge, skills, and abilities play a detrimental role among teachers for continuing education. This study also reveals that continuing education has a positive impact on career growth and development of teachers. Continuing education helps the teachers to explore better career opportunities, provides job security, salary increment, and promotion which contributes to their professional growth and personality development. Continuing education in teachers demonstrates a significant role in the development of interpersonal skills, technical skills and inculcates self-confidence that contributes to their personal growth. The importance of paper increases amidst the COVID19 pandemic and the launch of the National Education Policy in India, as the paper will provide support to the Higher education institutes and Government to frame policies and strategies to imbibe continuing education as an integral part of the education system. The paper by enumerating its benefits, motivates the teachers to enhance their qualifications and enhance their future prospects.

scholarly journals Challenges in Food Scientist Training in a global setting

2012 ◽  
Vol 1 (2) ◽  
Author(s):  
Andreas Höhl ◽  
Gerhard Schleining ◽  
Charlotte Hochgatterer ◽  
Wolfgang Kneifel ◽  
Velitchka Gotcheva ◽  
...  
Keyword(s):  
Training Programme ◽  
Research Management ◽  
Highly Qualified ◽  
Management Skills ◽  
Target Groups ◽  
Face To Face ◽  
Learning Modules ◽  
E Learning ◽  
Food Safety And Quality ◽  
And Training

Education and training were an integral part of the MoniQA Network of Excellence. Embedded in the "Spreading of excellence programme", Work Package 9 (Joint education programmes and training tools) was responsible for establishing a joint training programme for food safety and quality within and beyond the network. So-called `MoniQA Food Scientist Training' (MoniQA FST) was offered to provide technical knowledge on different levels and research management skills as well. Training needs for different regions as well as for different target groups (scientists, industry personnel, authorities) had to be considered as well as developing strong collaboration links between network partners and related projects. Beside face-to-face workshops e-learning modules have been developed and web seminars were organized. In order to achieve high quality training, a quality assurance concept has been implemented. It turned out that these types of training are of high value in terms of bringing together scientists from different regions and cultures of the globe, involving highly qualified trainers as basis for a sustainable network in the future.

scholarly journals Intra-firm mobility of scientific staff of the Russian Academy of Sciences

POPULATION ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 105-119
Author(s):  
Olga Kolennikova
Keyword(s):  
Professional Growth ◽  
Large Scale ◽  
Labor Mobility ◽  
Top Management ◽  
Russian Academy Of Sciences ◽  
Scientific Staff ◽  
Career Growth ◽  
The One ◽  
Academy Of Sciences ◽  
Scientific Environment

The article is devoted to the study of intra-firm labor mobility and the opportunities for updating the composition of research personnel, including managers. The information base was the data from the questionnaire survey of the personnel of the institutes of the Russian Academy of Sciences, carried out by the Institute of Socio-Economic Studies of Population RAS in 2015. The age limit set for heads of institutions, the established standards for young research fellows and other measures have changed the mechanism of labor mobility. Changes in the position of researchers of different categories have been analyzed with the account of the factors facilitating career growth or, on the contrary, complicating it. It turned out that junior researchers and top-management were the most mobile categories in the personnel hierarchy. The summary picture of the career advancement to top management, on the one hand, showed its availability for employees with different starting opportunities, and on the other hand, provided insight into the personnel reserves of candidates for the position of director and deputy director for research. Career attitudes were correlated with the assessment of the reality of their implementation. The process of accelerated rejuvenation of the RAS personnel can be described as controversial, especially in connection with the large-scale changes in the top management. The internal potential of candidates for director’s post was also investigated. According to the study, it is not high enough, and the chances of a person from the outside are significant. It looks like normalization of the intra-firm mobility of researchers, including rotation of managerial personnel, is possible not so much by administrative regulation, as through the all-round development of the scientific environment in which there is a qualitative professional growth of scientific personnel.

Preparing Undergraduate Psychology Students for Careers in Business

1987 ◽  
Vol 14 (1) ◽  
pp. 16-20 ◽  
Author(s):  
Bernardo J. Carducci ◽  
William C. Deeds ◽  
John W. Jones ◽  
Donald M. Moretti ◽  
Jeffrey G. Reed ◽  
...  
Keyword(s):  
Human Resources ◽  
Psychology Students ◽  
Training And Development ◽  
Educational Programs ◽  
Career Opportunities ◽  
Psychology Majors ◽  
Undergraduate Psychology ◽  
And Training

As a means of increasing their career opportunities, psychology majors can prepare themselves for business careers in areas such as marketing, human resources administration, and training and development. This article identifies some important skills for psychologists working in the business field and describes educational programs and curricular strategies for acquiring those skills.

scholarly journals Qualifications Frameworks in the Transition to Knowledge Community

2020 ◽  
Vol 12 (1) ◽  
pp. 26
Author(s):  
Osman Yazicioglu ◽  
Oguz Borat
Keyword(s):  
Informal Learning ◽  
Training Center ◽  
Knowledge Community ◽  
Training Systems ◽  
National Priority ◽  
Community Expectations ◽  
Education And Employment ◽  
The Individual ◽  
University Training ◽  
And Training

In the transition to the knowledge community, the disciplines of knowledge management have necessitated the revision of education and employment issues. As a result, more than 140 countries around world have had to set their national priority to review their own education and employment policies considering the individual developments, community expectations and international practices associated with the “lifelong learning”. The overall goal of Turkish Qualifications Framework (TQF) is to provide an integrated structure which describes and classifies all qualifications available in Turkey, allowing for links such as transfer or progression among qualifications to be determined. Thus, transparency will be improved in education and training systems, which will enable national and international comparability, recognition and validation. TQF will ensure to link all qualifications achieved either at classroom of a school, university, training center, or in a laboratory, workshop and workplace of a research center or company through formal, non-formal or informal learning. TQF structure comprises of levels described by level descriptors and supported by qualification types. Qualification types are described through qualification type specifications.

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