Public Service Performance and Political Elite Career Advancement ab 58.99 € als Taschenbuch: Evidence from China. Aus dem Bereich: Bücher, Wissenschaft, Politikwissenschaft,
Lyn Kelley, Ph.D., Certified Professional Coach with over 20 years experience in business coaching gives you the step-by-step method to become a corporate or business coach or consultant. Most importantly she shows you how to promote it, how to get in with big corporations, and how to maintain your professional ethics and integrity. Dr. Lyn shows mental health providers, coaches and human service providers how they can get rich in the Corporate Coaching boom! You can easily earn $250/hr to $2500/day with business and corporate coaching. Plus she gives you samples of contracts and letters you'll need. Here's what you'll learn: What corporations want in coaches How to get your foot in the door How to promote to the right people How to structure a coaching program designed specifically for that corporation How to create a proposal and pitch it correctly How to train managers, supervisors and employees How to motivate people beyond what they ever thought possible How to do career advancement coaching with individuals Ethical guidelines for Coaches Sample Contract you must follow to protect yourself How to get businesses to BEG you to come back for more coaching PLEASE NOTE: When you purchase this title, the accompanying reference material will be available in your My Library section along with the audio. 1. Language: English. Narrator: Lyn Kelley. Audio sample: http://samples.audible.de/bk/acx0/002467/bk_acx0_002467_sample.mp3. Digital audiobook in aax.
TVET personnel is the backbone of any advanced TVET system. Therefore, in most ASEAN member countries the further advancement of TVET personnel is identified as a high priority. This study provides a comparative analysis of the current state of TVET personnel development in five ASEAN countries – Cambodia, Lao PDR, Myanmar, Thailand, and Vietnam – exploring promising areas for further action. The investigation addresses the following key questions:1. What are typical forms of pre-service and in-service training in the region? What different kinds of career development paths are available?2. How is TVET personnel understood and categorised within the classifications of TVET teachers, TVET school management and in-company trainers? What are differences and similarities between the different classifications of TVET personnel?3. How is the demand for TVET personnel quantified in the ASEAN member states? Are the institutional settings and national framework conditions well prepared for the challenges in pre- and in-service training? 4. What are conclusions and recommendations for national TVET systems and TVET delivery in a national and regional context?5. What good practices and lessons learned regarding TVET personnel development in the ASEAN member states can be concluded and used for transfer of knowledge?
The Hotel Industry is the fastest growing Industry in the world. Quality of service is of utmost importance to get the competitive edge and be a successful venture. This can be done through training and development of employees, and by retention of trained employees who have mastered the art of quality service. It is also important to invest in a career advancement plan through training and development for employee satisfaction and motivation. The hotels are realizing this and making provisions in their budgets for the training activities. With the current scenario where the hotels are grappling with high attrition rates, training and development is a tried and tested solution to this problem. This book illustrates the positive impact of training and development on the problem of employee attrition.
Public performance-accountability nexus is a hot topic in recent research, but we know little about its antecedents and consequences in developing countries and transition economies. Are top-down appointed political elites taken accountable for public service performance in authoritarian nations like China? The question is theoretically and empirically examined in the book. I argue that government cadres are appropriately appraised and promoted even with the lame democracy. Using a novel dataset and event history analysis method, I test the performance-based political promotion tournament theory and its contingent features. I find that career advancement of provincial leading officials is positively influenced by public service performance but not by economic performance. The effect is stronger for Party secretaries than governors, for central connected officials than local officials, for younger than older, and for short tenure in office than long serving. The performance-promotion nexus in relatively weak and contingent on contextual attributes, suggesting performance-based reform should be deepened to make local agents accountable for public service delivery and responsiveness.
Faculty in all disciplines must continually prioritize their time to reflect the many demands of their faculty obligations, but they must also prioritize their efforts in ways that will improve the prospects of career advancement. The current perception is that research contributions are the most important measure with respect to faculty promotion and tenure decisions, and that teaching effectiveness is less valued--regardless of the stated weighting of research, teaching and service. In addition, methods for assessing research accomplishments are well established, even though imperfect, whereas metrics for assessing teaching, learning, and instructional effectiveness are not as well defined or well established. Developing Metrics for Assessing Engineering Instruction provides a concise description of a process to develop and institute a valid and acceptable means of measuring teaching effectiveness in order to foster greater acceptance and rewards for faculty efforts to improve their performance of the teaching role that makes up a part of their faculty responsibility. Although the focus of this book is in the area of engineering, the concepts and approaches are applicable to all fields in higher education.
Over a period of almost 10 years, the work of the Project on Death in America (PDIA) played a formative role in the advancement of end of life care in the United States. The project concerned itself with adults and children, and with interests crossing boundaries between the clinical disciplines, the social sciences, arts and humanities. PDIA engaged with the problems of resources in poor communities and marginalized groups and settings, and it attempted to foster collaboration across a range of sectors and organizations. Authored by medical sociologist David Clark, whose research career has focused on mapping, archiving and analyzing the history and development of hospice, palliative care and related end of life issues, this book examines the broad, ambitious conception of PDIA - which sought to 'transform the culture of dying in America' - and assesses PDIA's contribution to the development of the palliative care field and to wider debates about end of life care within American society. Chapters consider key issues and topics tackled by PDIA grantees which include: explorations of the meanings of death in contemporary American culture; the varying experiences of care at the end of life (in different settings, among different social and ethnic groups); the innovations in service development and clinical practice that have occurred in the US in response to a growing awareness of and debate about end of life issues; the emerging evidence base for palliative and end of life care in the US; the maturation of a field of academic and clinical specialization; the policy and legal issues that have shaped development, including the ethical debate about assisted suicide and the Oregon experience; the opportunities and barriers that have been encountered; and the prospects for future development. A final chapter captures developments and milestones in the field since PDIA closed in 2003, and some of the challenges going forward.
'Soft Skills. Hard Returns.' is anything but soft. Here's why. A Harvard study indicates that 80% of your career achievement will be determined by soft skills. Eighty percent. Whether you're a freshly minted graduate, a workforce newbie or a seasoned pro, in some way, regardless of title or position you'll use soft skills. Communication. Collaboration. Innovation. Persuasion. Skills long considered exclusive to a sales position are proven necessary to career advancement regardless of profession. The ability to effectively communicate and express ideas is vital and in 'Soft Skills. Hard Returns.' you'll learn that and more. Since the late 1950s researchers have studied the importance of soft skills. It continues. A recent LinkedIn study reveals 40% of employers struggle to match candidates with job openings where soft skills are a requisite. Business development. Sales. Account management. Project management. Customer experience. These positions are becoming increasingly hard to fill. Employers face a widening-skills gap. Because the majority of colleges and universities don't teach soft skills. So, they're usually acquired independently, on the job, or at the employer's expense. Consider 'Soft Skills. Hard Returns' your 'go to.' It summarizes 40+ years of successful sales, business development, marketing, advertising and client-service experience in one eBook. With bite sized, humor-laced stories you'll learn the skills necessary to protect and expand revenue. You'll gain the know how to address everyday issues related to the right and the not-so-right ways of planning and delivering on objectives like: strategic external and internal communications along with effective and memorable presentations. Client-needs-based proposals. SILO-busting. Productive-team collaboration. Improved-customer retention. Unconventional lead-generation approaches. And more, including how to handle the 'bad' boss. With 570+ tips and supporting informational links 'Soft Skills. Hard Returns' addresses topics the majority of business and non-profit organizations face with real, common-sense solutions. Whether you call them soft skills, sales skills, or people skills, they're interrelated and pivotal to career success. Without them, you put your career in a stranglehold. With them ... you'll be in demand.
In this important new book, Lindsay Blohm and Ashley Riveira provide law students with valuable information about the state of gender equity and family-friendly policies in the country's top law firms. . . . The result is a candid and revealing account that will hopefully foster a badly needed dialogue among law firms, law students, and law schools about the barriers that continue to impede women's advancement in the workplace. -- David B. Wilkins, Kirkland & Ellis Professor of Law, Director of the Program on the Legal Profession and the Center on Lawyers and the Professional Services Industry, Harvard Law School Presumed Equal is a must read for anyone who wants to learn the inside scoop about life for women in law firms. The book is a critical means to improve the retention and promotion of women in the legal profession by facilitating competition, making information public and invigorating a national dialogue. -- Deborah Epstein Henry, Esq., Founder & President, Flex-Time Lawyers LLC This new edition of Presumed Equal . . . will likely spark a robust debate at a number of firms surveyed in the book, which will lead to positive change. As for law graduates - men and women -, this is a 'must read' book on the intangible aspects of law firm life not taught in law school from career development and family-work balance to attitudes, atmosphere, business development, networking and mentoring, all of which could have a major impact on a lawyer's future in the profession.-- Carole Aciman, President, National Conference of Women's Bar Associations (2005-06) In Presumed Equal, Lindsay Blohm and Ashley Riveira perform a critical service to law students by providing a window into prospective employers that may not be apparent in an interview. It is clear that, in the decade that has passed since Suzanne Nossel and Elizabeth Westfall published their version of Presumed Equal, not enough progress has been made towards the retention and advancement of women in the legal profession. This latest version should encourage others to continue shining a light on these issues. -- Lauren Stiller Rikleen Esq., author, Ending the Gauntlet: Removing Barriers to Women's Success in the Law, and the Executive Director of the Bowditch Institute for Women's Success Even though men and women have graduated law school at nearly the same rate for two decades, women still only make up only 17% of partners at law firms. Since 1995, Presumed Equal has provided valuable insight into the evolving role of women at top law firms. Based on anonymous survey responses from nearly 4,000 female associates and partners at 105 of the nation's most prestigious firms, this 2006 edition continues to provide candid, first-hand observations on issues such as work-life balance, advancement, mentoring, business development, part-time opportunities, gender discrimination and firm leadership on a firm-specific basis. There are few resources that can boast such a wealth of information to guide those seeking to learn more about a specific firm's culture and to distinguish between similar firms. Presumed Equal fills this academic and professional void by providing detailed reports on 150 offices of 105 firms. While especially helpful to women seeking opportunities in law firms, this guide also reflects each firm's attitude toward every attorney's need to balance career advancement and non-firm interests. Furthermore, the reference manual provides insight into a firm's responsiveness to other critical issues such as overall minority advancement and the availability of mentoring. Presumed Equal allows employment candidates to learn the questions to ask and issues to consider when entering any conversation about what firm is right for them.