problems and solutions
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Nyet Moi Siew

This research was conducted to explore the STEM imagination of Grade 10 students from one Malaysian rural secondary school that adopted the integration of the imagination process in an Engineering Design Process (EDP) through an outreach program in STEM. Four stages of the STEM imagination process were examined: initiation, dynamic adjustment, virtual implementation and implementation. A total of 50 students aged 16 participated in a 10-hour program which engaged them in designing and building two different prototypes. Data on students’ STEM imagination were captured through teachers’ field notes based on focus group interviews and observations. The findings reveal that students needed to draw from their lived experiences to brainstorm problems and solutions around a given scenario, and to arrive at a workable solution in order to move from the initiation to the implementation stage. The findings also suggested that the EDP approach is able to create a supportive environment for nurturing STEM imagination among rural secondary school students.

2022 ◽  
pp. 597-621
Marco Crescentini

2022 ◽  
pp. 004005992110684
Shiri Ayvazo ◽  
Alit Brill ◽  
Karen Samuel Magal

Problem-solving is a skill of fundamental importance for populations with developmental delays, and especially for students with Autism Spectrum Disorder (ASD). Training students with ASD to solve ill-defined problems is a challenging objective for educational and therapeutic teams. This is due to the myriad of unpredictable situations presented during the school day and the various responses, socially appropriate or inappropriate, that may be emitted to solve one's problem. The purpose of this paper is to present a systematic clinical behavioral program named the Problem Solver (PS) specifically designed to teach problem-solving to high-functioning students with ASD. The authors detail the three stages of the PS program (i.e., determining a set of problems and solutions for each student, skill acquisition and practice, and implementation of whole-class token economy). The authors conclude with recommendations for successful implementation in school settings.

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Nita Chhinzer

PurposeThis research identifies human resource (HR) management challenges and associated solutions of a medium-sized organization that reached a critical threshold of employees and required formalized HR systems. HR solutions focused on using labour efficiently, linking pay to performance and motivating or rewarding desired employee behaviour are identified.Design/methodology/approachThis case study involved HR data analysis and 50 semi-structured interviews (SSIs) over 4 successive phases: HR audit, problem identification and job description validation, solutions analysis and feedback on outcomes. Additionally, HR files and schedules were reviewed to determine labour usage, organizational structure and compensation.FindingsHR problems and solutions associated with job analysis (e.g. role identity, role conflict), HR planning (e.g. scheduling, motivation), employee performance management (e.g. validity, employee empowerment) and compensation (e.g. inequity, turnover intentions) issues are clearly identified.Research limitations/implicationsTraditionally, HR theory or concepts are presented in a limited or isolated manner. However, this research provides an integrative assessment of numerous interrelated, complex, core HR concepts including role conflict, equity, employee empowerment, motivation, consensus building, accountability, change champions, communication and coaching.Practical implicationsThis multi-phased, multi-stakeholder approach to small and medium enterprise (SME) management informs organizational leaders about HR problems and solutions they may encounter as they grow and require formalized HR systems. The proposed solutions can help safeguard organizational survival.Originality/valueThis research bridges HR theory with HR practices focusing specifically on SMEs. In addition, SMEs can benefit from the HR process information presented to conduct similar evidence-based HR problem and solution assessments.

2022 ◽  
pp. 315-329
Ali Kürşat Erümit ◽  
İsmail Çetin

The aim of this study is to examine the structure, tasks, and resources of distance education centers of Turkey universities to determine the changes occurring in the centers during the pandemic process by interviews with center employees and to create the framework for the tasks and responsibilities of centers. For this purpose, the organizational structure, tasks, and resources of distance education centers were examined by websites and a variety of documents by content analysis. Then, new tasks, problems, and solutions in the COVID-19 pandemic process were examined with semi-structured interviews with center employees, and changes in the structuring of center were determined. According to results, it is seen that there are more support requests coming to the assessment and evaluation unit than the normal process, communication problems with instructors, slowing and delayed question checks, and technical problems.

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