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571.
Harry Taylor 《公共行政管理与发展》1995,15(5):481-494
A large component of development aid in the past has been in the form of scholarships for officials and managers to attend short and long training programmes in the west. However, it has increasingly been felt that the impact of such programmes is limited, and hence the donor community is placing increased emphasis on ‘projectized’ training programmes, i.e. training that is geared to specific development projects in a particular country. This shift has implications for the nature of the training, the learning processes involved and the roles of trainers. This article explores these issues, firstly reviewing the debate between ‘open’ and ‘projectized’ training, and then going on to report on a case study involving a ‘projectized’ learning event run for the Nigerian Civil Service as part of its Civil Service reform programme. The case study explores the main differences between ‘open’ and ‘projectized’ training, demonstrates some of the potential problems with ‘projectized’ learning and, where appropriate, suggests solutions and offers a number of practical suggestions for trainers to consider for operating in an increasingly ‘projectized’ training scene. 相似文献
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Brandon Taylor 《北京周报(英文版)》2012,55(5):32
正Migratory birds seem to have it all figured out: in the winter it gets cold, so they pack up and fly south to warmer climates. Unlike my feathered friends, when the cold sets in, my winter jacket comes out and I begin a four-month stint of brooding and whining about Beijing temperatures. 相似文献
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Robert C. Davis Christopher D. Maxwell Bruce Taylor 《Journal of Experimental Criminology》2006,2(2):183-210
Preventing repeat victimization is an area of criminology that has shown particular promise in recent years. Based on the premise that persons once victimized are at higher risk than others for future victimization, British officials developed successful programs that focus crime prevention efforts on victims. Of all crimes, family violence may have the highest repeat rate, especially in the first weeks after an incident is reported to the police. Accordingly, New York City officials developed an intervention program to reduce repeat incidents of family abuse. Three field experiments conducted during the 1990s evaluated whether or not this program, targeted at public housing residents who reported family violence to the police, reduced the rate of subsequent victimization. The findings produced within each study were not consistent across the studies; rather, these three experiments, separately analyzed, produce varying results. Since the composition of the samples varied across studies, however, one possible explanation is that this program has different effects within different populations. This paper reports outcomes from a series of analyses of pooled data from these three studies to address the inconsistencies. The results indicate that the intervention brought about greater reporting of subsequent abuse both to authorities and to research interviewers. The results are invariant across the three studies, indicating that greater reporting of abuse is not idiosyncratic to one particular population, and are consistent across the nature and source of outcome measures. These findings suggest the need for careful monitoring by the advocates and agencies that operate these types of programs and among those designing and testing future programs. 相似文献
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Diana Bilimoria Susan R. Perry Xiangfen Liang Eleanor Palo Stoller Patricia Higgins Cyrus Taylor 《The Journal of Technology Transfer》2006,31(3):355-365
In this study we examine how a sample of 248 male and female professors at a Midwestern private research university construct
their academic job satisfaction. Our findings indicate that both women and men perceive that their job satisfaction is influenced
by the institutional leadership and mentoring they receive, but only as mediated by the two key academic processes of access
to internal academic resources (including research-supportive workloads) and internal relational supports from a collegial
and inclusive immediate work environment. Gender differences emerged in the strengths of the perceived paths leading to satisfaction:
women’s job satisfaction derived more from their perceptions of the internal relational supports than the academic resources
they received, whereas men’s job satisfaction resulted equally from their perceptions of internal academic resources and internal
relational supports received. Implications for leadership and institutional practices are drawn from the findings. 相似文献
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