A theory of entrepreneurial opportunity identification and development

The Visual Display of Quantitative Information

The leadership literature suffers from a lack of theoretical integration (Avolio, 2007, American Psychologist, 62, 25–33). This article addresses that lack of integration by developing an integrative trait-behavioral model of leadership effectiveness and then examining the relative validity of leader traits (gender, intelligence, personality) and behaviors (transformational-transactional, initiating structure-consideration) across 4 leadership effectiveness criteria (leader effectiveness, group performance, follower job satisfaction, satisfaction with leader). Combined, leader traits and behaviors explain a minimum of 31% of the variance in leadership effectiveness criteria. Leader behaviors tend to explain more variance in leadership effectiveness than leader traits, but results indicate that an integrative model where leader behaviors mediate the relationship between leader traits and effectiveness is warranted.

/pdf/trait-and-behavioral-theories-of-leadership-an-integration-2m70tdrf1d.pdf

Trait and behavioral theories of leadership: an integration and meta-analytic test of their relative validity

Internet evolution has affected all industrial and commercial activity and accelerated e-learning growth. Due to cost, time, or flexibility for designer courses and learners, e-learning has been adopted by corporations as an alternative training method. E-learning effectiveness evaluation is vital, and evaluation criteria are diverse. A large effort has been made regarding e-learning effectiveness evaluation; however, a generalized quantitative evaluation model, which considers both the interaffected relation between criteria and the fuzziness of subjective perception concurrently, is lacking. In this paper, the proposed new novel hybrid MCDM model addresses the independent relations of evaluation criteria with the aid of factor analysis and the dependent relations of evaluation criteria with the aid of DEMATEL. The AHP and the fuzzy integral methods are used for synthetic utility in accordance with subjective perception environment. Empirical experimental results show the proposed model is capable of producing effective evaluation of e-learning programs with adequate criteria that fit with respondent's perception patterns, especially when the evaluation criteria are numerous and intertwined.

https://ir.nctu.edu.tw:443/bitstream/11536/10843/1/000243797800008.pdf

Evaluating intertwined effects in e-learning programs: A novel hybrid MCDM model based on factor analysis and DEMATEL

Thank you for reading visible learning for teachers maximizing impact on learning. Maybe you have knowledge that, people have search hundreds times for their favorite readings like this visible learning for teachers maximizing impact on learning, but end up in malicious downloads. Rather than enjoying a good book with a cup of coffee in the afternoon, instead they juggled with some malicious virus inside their desktop computer.

Visible Learning For Teachers Maximizing Impact On Learning

Today’s economic climate means that anyone involved in training and development must be able to measure its effect on business performance With a focus on costs, benefits, and return on investment, this book provides a comprehensive reference for those who are learning about or implementing an evaluation system
This new edition is fully revised and updated to reflect current developments, with step-by-step guidance on a range of vital topics, including: 



Developing a results-based approach to HRD 


Evaluation design 


Data collection and measuring success


Calculating program costs and ROI


Increasing management support for HRD programs 

With end-of-chapter discussion questions and an accompanying online Instructor Guide, this fourth edition provides sound theory and practical solutions
The Handbook of Training Evaluation and Measurement Methods is a complete and detailed reference guide suitable for HRD professionals and students in advanced courses in HRD, training evaluation, and program evaluation

Handbook of Training Evaluation and Measurement Methods

Any human resource manager knows they contribute to their organization's bottom line--here's how to prove it. This groundbreaking book guides the reader through a proven, results-based approach to calculating the Return on Investment in training and performance improvement programs. Jack Phillips has composed user-friendly ROI calculations, plus: * ten post-program data collection methods * ten strategies for determining the amount of improvement that is directly linked to training programs * ten techniques for converting both hard and soft data to monetary values This book also details implementation issues, provides worksheets, and pinpoints non-monetary program benefits. A case study takes you through the ROI process step-by-step. Don't wait for the budget axe. With this book, you get the strategy you need to turn your training/HRD department into a visible, indispensable profit center. Any human resource manager knows they contribute to their organization's bottom line--here's how to prove it. This groundbreaking book guides the reader through a proven, results-based approach to calculating the Return on Investment in training and performance improvement programs. Jack Phillips has composed user-friendly ROI calculations, plus: * ten post-program data collection methods * ten strategies for determining the amount of improvement that is directly linked to training programs * ten techniques for converting both hard and soft data to monetary values This book also details implementation issues, provides worksheets, and pinpoints non-monetary program benefits. A case study takes you through the ROI process step-by-step. Don't wait for the budget axe. With this book, you get the strategy you need to turn your training/HRD department into a visible, indispensable profit center.

Return on Investment in Training and Performance Improvement Programs

Part One:General Framework for Evaluation. The Need for a Results-Based Approach. Measuring the HR Contribution: A Survey of Approaches. Part Two:Developing a Results-Based Approach. Developing a Results-Based Approach and a New Model. Management Influence on HR Results. Part Three:Measuring the Contribution of Human Resources. Data Collection Techniques. Evaluation Design and Implementation. Measuring the Total Human Resources Effort. Measuring Specific Human Resources Functions. Using Benchmarking to Measure HR Effectiveness. Part Four- Data Analysis and Presentation. Human Resources Costs. Data Analysis and Interpretation. Communication of HR Program Results. Appendixes: How Results-Based Are Your Human Resources Programs? CEO: Check Your Commitment to the Human Resources Function. Feedback Questionnaire for HR Program. Performance Improvement Plan. Index.

Accountability in Human Resource Management

ROI: the search for best practices

This book helps you quantify the results of training - and calculate its ROI. In today's environment of tighter budgets and accountability, stakeholders increasingly want to know the end results of training in organizations. What did a training program add to the organizations performance and the bottom line? Did it work? If so, why? And if not, what could have been done differently? "How to Measure Training Results" gives you the tools to answer these questions and many others. Built around the authors' ROI Process - a proven, systematic methodology for measuring and assessing the organizational impact of training programs - this hands-on resource will help you: develop evaluation and measurement processes for specific training programs; isolate the effects of training from other performance-improvement factors; analyze results and identify changes in behavior and business impact; identify the costs of a training program, and calculate its return on investment; use data-based feedback to improve effective training programs - and discontinue or improve ineffective programs; and, validate training programs by linking them to business performance measures. While training has too often been viewed as trivial by both employers and employees, today's stakeholders are demanding better linkage to business needs. Let "How to Measure Training Results" detail how you can specifically and accurately measure the results of any training program, then use that knowledge to construct a training program that provides proven value to concerned stakeholders - and long-term value to your organization. 'This book is written for training practitioners and for anyone who is interested in using practical evaluation techniques to assess, improve, and report on training programs and results. It provides techniques, tools, worksheets, and examples that you can use to follow a systematic process to plan and conduct credible evaluations of your training programs' - From the Introduction. Corporate training and performance improvement programs have become standard corporate fare in today's ultra-competitive business arena. But decision-makers who try to determine which programs are effective, and how to increase their overall effectiveness, generally find that methods for credible evaluation and improvement are a little tougher to come by. "How to Measure Training Results" addresses this problem head-on. Well-documented and timely, it outlines a five-level framework for scrutinizing the efficacy and success or your training programs from every angle, in the process determining which portions of the program should be enhanced, which should be downplayed or scrapped, and why. Written by two of today's most recognized and accomplished authorities on training performance measurement and improvement, "How to Measure Training Results" shows you how to precisely measure and review programs to arrive at concrete, bottom-line results. Its ROI Process helps you create a balanced evaluation by collecting, measuring, and reporting key indicators on a six-level continuum: Did participants feel that the program was valuable, and that they learned new skills? What did they actually learn? How were these lessons applied and implemented on the job? What was the business impact of the program? What was the tangible, measurable return on investment? And, did the program provide intangible benefits and, if so, what were they? Training today is too costly - and the results of ineffective training too far-reaching - to be left to chance. Use the real-world-proven tools, worksheets, and processes in "How to Measure Training Results" to take a dramatic leap forward in measuring the success of your training programs, and move to a new level of accountability, effectiveness, and measurable impact on your organization's ROI.

Jack J. Phillips

Papers

Handbook of Training Evaluation and Measurement Methods

Return on Investment in Training and Performance Improvement Programs

Accountability in Human Resource Management

ROI: the search for best practices

How to Measure Training Results: A Practical Guide to Tracking the Six Key Indicators