Dissertation-TransferOfTraining-Gedeon-2002
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Dissertation-TransferOfTraining-Gedeon-2002
The Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002uster 12An Applied Dissertation Presented to the EdD Program in Instructional Technology and Distance Educationin Partial Fulfillment of the Requirements for the Degree of Doctor of EducationNova Southeastern University2002Approval PageThis applied dissertation was submitted by John Anthony Gedeon u Dissertation-TransferOfTraining-Gedeon-2002nder the direction of the persons listed below. It was submitted to the National EdD Program for Instructional Technology and Distance Education and aDissertation-TransferOfTraining-Gedeon-2002
pproved in partial fulfillment of the requirements for the degree of Doctor of Education at Nova Southeastern University.Christine Sorensen, PhD CommiThe Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002 Transfer of 1 raining of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in d Private-Sector Enterprise. Gedeon, John Anthony, 2002: Applied Dissertation, Nova Southeastern University, F.dD Program in Instructional Technology and Distance Education. Transfer of Training- Relapse P Dissertation-TransferOfTraining-Gedeon-2002rcvcntioii'Trainccs/Sclf-Managcment/Otganizational Changc/Cultural Context'’ Cultural InfluencesThis applied dissertation was designed to address theDissertation-TransferOfTraining-Gedeon-2002
transfer of training problem, which costs organizations upwards of 90% of their naming budget in paid for but unutilized skills. It had been generallyThe Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002 in the first world, but even more so in lesser-developed countries. The setting for study was in the West Indies (Caribbean) and attempted to improve the transfer rate in terms of the frequency, quality, and maintenance of newly learned skills, via a training intervention.Thirty supervisors were ta Dissertation-TransferOfTraining-Gedeon-2002rgeted for training in an observable skill termed Kaizen or continuous improvement. Of this number, only 15 actually enrolled anil 12 completed the twDissertation-TransferOfTraining-Gedeon-2002
o-day workshop. Five of the 12 trainees, randomly selected to form the treatment group, went on to participate in a six-hour session on Relapse PrevenThe Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002ategies to overcome them, and designing a self-management program. To the researcher's knowledge, this is the first time Rp has been used in a non-American culture. Every lime the trainees made an improvement in how their units approach their work, they were supposed to document it so that it could Dissertation-TransferOfTraining-Gedeon-2002be counted.Alter seven weeks, not one trainee had documented any improvements. As a consequence, the data collection strategy was changed and semistruDissertation-TransferOfTraining-Gedeon-2002
ctured interview questions were drafted and administered to determine the problem, lhey were targeted at many of the trainees themselves, a few of theThe Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002ills constraint. the transfer quality and maintenance outcomes could not be measured, but die sampling did indicate that the treatment group outperformed the control group in frequency of use of the Kaizen skill. There are plausible alternative explanations lor this di l ierent e that are not due to Dissertation-TransferOfTraining-Gedeon-2002 the treatment intervention.iiiTable of ContentsPageChapter 1: Introduction.........................................................1Description of CoDissertation-TransferOfTraining-Gedeon-2002
mmunity...................................................1Writer’s Work Setting......................................................1Writer’s Role..The Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon Clu Dissertation-TransferOfTraining-Gedeon-2002Statement..........................................................4Problem Description........................................................4Problem Documentation......................................................6Causative Analysis........................................................11Rela Dissertation-TransferOfTraining-Gedeon-2002tionship of the Problem to the Literature.............................19Chapter 3: Anticipated Outcomes and Evaluation Instruments....................Dissertation-TransferOfTraining-Gedeon-2002
.41Goals.....................................................................41The Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon CluThe Transfer of Training of Kaizen Improvement Skills Using Relapse Prevention by Supervisors in a Private-Sector Enterpriseby John Anthony Gedeon CluGọi ngay
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