A Systematic Review of the Effects of Caffeine on Basketball Performance Outcomes

Caffeine is an ergogenic aid in many sports, including basketball. This systematic review examines the effects of caffeine on basketball-related skill tasks along with physical aspects of performance deemed important for the game. A systematic search was conducted across three databases (PubMed, SPORTDiscus and Web of Science) to identify randomized-controlled trials which examined the effect of caffeine on basketball performance outcomes including: free-throw, 3-point shooting accuracy, dribbling speed, vertical jump height, and linear and repeated sprints. Forty-six articles were identified of which 10 met the inclusion criteria. Improvements in vertical jump were identified in four of five studies, agility in two of four studies, and in linear and repeated sprints in two of three studies. No deterioration in basketball skills performance was observed in any studies. It is suggested that caffeine is useful for basketball players to improve the physical aspects of their game-play performance but there is little evidence of any change in skill-based performance at present. Further research should clarify the effects of caffeine on basketball performance in women and the role of individual genetic variation on caffeine metabolism. Basketball players and coaches should be aware of the properties of caffeine before ingesting it as an ergogenic supplement.

A Study on Effects of Employee Training Practices and its Outcome in Software Industries being Specific at Chennai

Training is an art of enhancing skills and knowledge of an employee in performing a task productively. It’s about to impart a defined work related skill to the worker. Training is the connective passage between the employee and the specific job requirement. Development means overall growth of an individual along with the organization. The ultimate purpose of training and development is to increase the efficiency and being skillful by adopting various new mechanisms for a better standard of work life. The purpose of the study is to analyze the effectiveness of training modules in IT sector based Chennai. The study concentrates on the perception of the employees about the training sessions. Developing the talent of workforce enables job enrichment and enlargement. A module of ten Questionnaire is framed out to identify the strong feelings of 100 sample employees on training programs conducted by the organization. The collected data will be analyzed using simple percentage analysis, factor analysis, ANOVA and Chi-Square.

Acquisition of novel ball-related skills associated with sports experience

Some individuals can quickly acquire novel motor skills, while others take longer. This study aimed to investigate the relationships between neurophysiological state, sports experience, and novel ball-related skill acquisition. We enrolled 28 healthy collegiate participants. The participants’ neurophysiological data (input–output curve of the corticospinal tract) were recorded through transcranial magnetic stimulation. Subsequently, the participants performed a novel motor task (unilateral two-ball juggling) on a different day, after which they reported their previous sports experience (types and years). We found that individuals with more years of experience in ball sports showed faster acquisition of novel ball-related skills. Further, this result was not limited to any single ball sport. Therefore, the acquisition of novel ball-related skills is associated with familiarity with a ball’s nature. Furthermore, gain of the corticospinal tract was negatively and positively correlated with the years of experience in primary ball and non-ball sports (implemented for the longest time in individuals), respectively. These results could be associated with the extent of proficiency in their primary sport. The chosen type of sports (e.g., ball or non-ball) could critically influence the future acquisition of novel motor skills. This study provides important insights regarding how to approach sports and physical activities.

EMPLOYEES' TRAINING AND DEVELOPMENT AS EFFECTIVENESS INSTRUMENT FOR ORGANIZATIONAL PRODUCTIVITY IN MANUFACTURING SECTOR IN CHENNAI

The aim of this study is to examine the effectiveness of training and development in the manufacturing sector using training evaluation framework and transfer of training elements. Quantitative method through questionnaire survey was used for data collection in which questionnaires were distributed to respondents in various manufacturing companies in Chennai. The ndings of this study suggest that manufacturing employees were evaluated at all ve levels of evaluation, namely, the reaction, learning, behavior change, results and transfer of training levels. Factors that can affect the effectiveness of training in the manufacturing sector include lack of support from top management and peers, employees' individual attitudes, job-related factors and also the deciencies in training practice. Information obtained could be practical when management decides to analyze the evaluation and transfer of training elements that has been addressed in this study as to get management support and to create conducive environment to apply related skill and knowledge on the job.

Psychometric Properties of the Job Related Skills Inventory in Malaysia Context

The objectives of the current study were to test the internal consistency, convergent and discriminant validity and item analysis of the Job-Related Skills Inventory in the Malaysian context. The study was conducted among 102 employers from the various government department in Sabah, Malaysia. Cronbach alphas calculated to assess the inventory internal consistency of the inventory. The evidence for convergent validity of the inventory was tested by examining the inter-correlation between sub-aspect of the skills and correlation between the sub-aspects and the four dimensions of Industrial Revolution job-related skill. The discriminant validity of the Inventory was determined by examining the correlation between the inventory score and the scores of the Short Social Desirability Scale. Item analysis was also conducted to test the suitability and gaugeable of the Job-Related Skills Inventory items in the Malaysian context. The scale demonstrated good internal consistency (Cronbach alpha ranged from 0.87 to 0.95). The result reported The Job-Related Skills Inventory convergent and discriminant validity was confirmed with the strong relationship among the Inventory dimensions and strong relationship with the four dimensions of Industrial Revolution job-related skill as compared to weak and negative correlation coefficients between the inventory and the Social Desirability Scale. The result of item analysis also indicated all the items were good and suitable to use in the Malaysian context.

The Effect of Performance Reporting Frequency on Employee Performance

ABSTRACT Conventional wisdom suggests that frequent performance reporting is beneficial for decision making, as it can enhance timeliness and usefulness of the reported information for decision making. We investigate a potential motivational cost of frequent performance reporting. Using goal orientation theory, we predict and find that frequent performance reporting has negative motivational and performance implications when employees know or assume that the information they report will be used to evaluate their task-related skill. Our theory and results suggest that organizations need to balance the informational benefits and motivational costs of frequent reporting when designing their performance reporting systems. In addition, our theory and results can help organizations begin to design solutions that take advantage of the informational advantage of frequent reporting while minimizing its motivational costs.

A CDIO Framework on Instructor Teaching Effectiveness using Digitized Technology Concepts

In Engineering education it is mandatory to provide a set of digitized, technology related skill development activities to enhance the faculties teaching ability to strengthen vital innovations in academic and digital skill expertise throughout their career and to improve the continuous learning outcome of their students. This study examines the teaching and learning with digital competence will motivate and improve the performance of student learning and effectiveness in teaching (Angelo, 1991). The CDIO approach (Standard 9) guiding the educators to advance their skills in the teaching includes personal, interpersonal, process, product, system building skills and their competence are integral to implement a CDIO-based education. It is essential to recognize that faculties at distinct points of their teaching path will have divergent skillful advancement in cooperation, utility, collaboration, knowledge exchange and require explicit technologically qualified to react productively to learner, institution and various national academic regulatory bodies. In the paper, we try to compare the faculties with digital learning skills in the integrated curriculum of engineering programmes in the state of Tamil Nadu, in India with the technology integrated framework of CDIO followed by various developing countries. The proposed method shows that the teachers from various disciplines are exposed to frequent ICT (Information & Communication Technology) based training had definitely gained higher levels in using instructional technology, creativity, knowledge skill, effectiveness in delivering their instructions to improve the student cdio based learning outcome to enhance overall digital competence

Managerial Values

The purpose of this paper is to highlight the need for greater ethical, professional, and leadership-based education for undergraduate business students, and to offer helpful pathways for this professional preparation. This paper recommends the use of panel discussions centered around ethical and professional behavior, leadership, and related skill sets in business as one main route towards exposing students to these managerial values. A panel discussion with business leaders who value these traits can help students be exposed to impactful wisdom, advice, and personal experiences that can help shape their own careers, hearts, and minds. This paper addresses the importance of these values as they relate to business ethics education, the value of panel discussions in general, one specific panel discussion, the event’s creation, the post-event Meet and Greet, takeaways for students, related assessments, and other small related ways that panelists and guest speakers have informed ethics and professionalism in undergraduate training.

Undergraduate recognition of curriculum-related skill development and the skills employers are seeking

Employers of chemistry graduates are seeking a range of transferable skills from prospective employees, and academics are increasingly seeking to build employability skill development opportunities into the undergraduate curriculum. However, research suggests that undergraduates do not recognise or value such skill development without prompting. This recognition is essential if graduates are to be able to articulate their skills in the employment process. This study involves research amongst almost 1000 undergraduates studying chemistry at two institutions, using open-ended questions to collect qualitative data. The extent to which students recognised course-related skills development and understood the skills that employers are looking for was investigated, as was their desire to develop additional skills. Similarities and differences in student views between institutions are discussed, as well as trends across year levels and by gender. Results indicate that undergraduates studying chemistry are most likely to value and recognise development of some key skills sought by employers (teamwork, communication, thinking/problem solving, organisation/time management and laboratory/practical skills), but are very unlikely to value or recognise others (numeracy, independent learning, commercial awareness, interpersonal, research, computer/IT, creativity/innovation, flexibility/adaptability and initiative). Opportunities to develop the latter skills and recognition of the value of doing so will require improved communication with students and/or provision of new experiences within the curriculum.