Is implementing criterion-referenced assessment worth the effort with gen Y?

Well implemented criterion-referenced assessment (CRA) requires dedicated time and effort, especially in describing realistic expectations of evidence of achievement to students in the form of criteria sheets (or grading rubrics). It is also takes time out of delivering content to teach students how to judge their own work using criteria sheets. In 2007, to engage third year Microbiology students in using criteria sheets for the first time in their degree, we devised an innovative assessment tutorial supported by online resources. We were sceptical of much of the literature that reported ‘agreed’ characteristics of our predominantly gen Y cohort, because of the older ages of the majority of authors. These authors claim gen Y has a propensity for digital media, overconfidence in their own abilities and a collaborative orientation. We rejected this stereotype when developing the tutorial. Evaluations by students were positive and there was no dramatic change to grades for the unit. These results are similar to those in the literature for non gen Y cohorts. This lends support to our claim that giving students control over their own learning, irrespective of their generational label, is worth the time and effort.

Gen Y recruitment: Understanding graduate intentions to join an organisation using the Theory of Planned Behaviour

Purpose Using the Theory of Planned Behaviour (TPB) framework, this study explored whether the standard TPB constructs explained variance in Gen Y individuals’ intentions to join their ideal organisation. Design/methodology/approach A mixed methods approach was used featuring qualitative and quantitative methods. Findings The overall TPB model accounted for a significant 51.6% of the variance in intention to join one’s ideal organisation in the next six months with the significant predictors in the model being subjective norm and perceived behaviour control but not attitude. Research limitations/implications Using graduating students from a single Australian university sample may mean that the current findings may not extend to all Gen Y individuals. The current study has demonstrated the explanatory utility of the TPB in relation to graduate Gen Y’s intention to join their ideal organisation, providing further evidence of the robustness of the TPB framework in an organisational setting. Practical implications These findings have implications for enhancing understanding of the most effective recruitment processes for Gen Y students entering the workforce. The findings could inform recruitment policies and strategies to attract Gen Y applicants. Originality/value To our knowledge this study is the first application of the TPB to this topic. The current research extends the recruitment literature with a theoretically-based investigation. Identification of factors which inform organisational recruitment strategies, allow organisations to stand out from their competitors and potentially achieve a larger application pool from which to select the best human capital and sustain competitive advantage.

Orígen y significación de algunas frases, locuciones, refranes,

Mode of access: Internet.

Gramatica de Ciceron, y demas autores, segun el estilo, engance, y uso retorico, en particulas, frases, y modo de oracionar en prosa, conforme vsa Ciceron ... : explicacion de las tres clases de gen. y pret. ...: tambien un tratado ... de particulas españolas /

Mode of access: Internet.

Coping with Generation Y in schools

In recent times, complaining about the Y Generation and its perceived lack of work ethic has become standard dinner-party conversation amongst Baby Boomers. Discussions in the popular press (Salt, 2008) and amongst some social commentators (Levy, Carroll, Francoeur, & Logue, 2003) indicate that the group labelled Gen Y have distinct and different generational characteristics. Whether or not the differences are clearly delineated on age is still open to discussion but in the introduction to "The Generational Mirage? a pilot study into the perceptions of leadership by Generation X and Y", Levy et al. argue that "the calibre of leadership in competing organisations and the way they value new and existing employees will play a substantial role in attracting or discouraging these workers regardless of generational labels". Kunreuther's (2002) suggests that the difference between younger workers and their older counterparts may have more to do with situational phenomena and their position in the life cycle than deeper generational difference. However this is still an issue for leadership in schools.

Essential elements for recruitment and retention : Generation Y

Purpose: Generation Y (Gen Y) is the newest and largest generation entering the workforce. Gen Y may differ from previous generations in work-related characteristics which may have recruitment and retention repercussions. Currently, limited theoretically-based research exists regarding Gen Y’s work expectations and goals in relation to undergraduate students and graduates. Design/methodology/approach: This study conducted a theoretically-based investigation of the work expectations and goals of student- and working-Gen Y individuals based within a framework incorporating both expectancy-value and goal setting theories. N = 398 provided useable data via an on-line survey. Findings: Overall, some support was found for predictions with career goals loading on a separate component to daily work expectations and significant differences between student- and working- Gen Y on career goals. No significant differences were found, however, between the two groups in daily work expectations. Research limitations/implications: Future research may benefit from adopting a theoretical framework which assesses both daily work expectations and career goals when examining the factors which motivate Gen Y’s decisions to join and remain at a particular organisation. Practical implications: At a practical level, based on the findings, some examples are provided of the means by which organisations may draw upon daily work expectations and career goals of importance to Gen Y and, in doing so, influence the likelihood that a Gen Y individual will join and remain at their particular organisation. Originality/value: This research has demonstrated the utility of adopting a sound theoretical framework in furthering understanding about the motivations which influence organisations’ ability to recruit and retain Gen Y, among both student Gen Y as well as those Gen Y individuals who are already working.

Búsqueda de espacios para la vida: I encuentro continental de teologías y filosofías afro, indígena y cristiana

La iniciativa del Encuenlro "Búsqueda de Espacios para la Vida" surge en el contexto de la vociferada globalización, que no es otra cosa que la homogenización cultural e ideológica, de acuerdo a un único patrón de referencia: el capitalismo neoliberal. Este capitalismo excluyente, idolátrico y salvaje, pretende imponer una forma de vida a su imágen y semejanza, sin tomar en cuenta que Abia Yala es un continente ricamente pluricultural y plurinacional. Francis Fukuyama, anunció el fin de la historia, con la desaparición de las contradicciones ideológicas que caracterizó la guerra fría: socialismo y capitalismo, este y oeste. El pensamiento neoliberal se fortaleció con los postulados de Karl Popper sobre la desaparición de las utoplas, es decir, de los sueños y las esperanzas. En tanto esa sensación caracteriza la neo-modernidad, desde lo profundo de la historia de los pueblos de Abia yala surgen contingentes, multitudes de organizaciones de indígenas y negros haciendo prevalecer sus esperanzas y utopías. En el fragor de los levantamientos de indígenas, de negros y de campesinos del Ecuador se percibe con gran nitidez la certeza de construir el "chaupi tutapi Pacarimun", el"amanecer en la mitad de la noche'. Las luchas de los pueblos de Chiapas y HaitÍ son hermosas lecciones de culturas de esperanza y obstinación por construir nuevas espacios de vida acordes con sus dernandas y propuestas histórico- culturales.

Y works : average hours worked and average salaries

Generation Y is entering the workforce in large numbers and, because this generation holds different values than previous generations, accounting firms are having difficulty managing these new hires. I t is important to determine whether Generation Y is associated with meaningful, long-term trends or i f they will adapt to the given situation. Gen Y' s association with average hours worked per person and average salaries in the Canadian Accounting, Marketing, and Legal professions is examined. I find that an increasing percentage of Generation Y employees in the workforce is associated with significant decreases in average hours worked, but is not associated with any significant trend in average salary. I t is concluded that Generation Y is associated with changing trends in the workplace. These trends are contrary to wha t might be expected under traditional definitions of success, therefore it is postulated that Gen Y may view workplace success differently than previous generations.

Les pratiques d'attraction et de rétention de la génération Y dans les PME

Les dirigeants-propriétaires des petites et moyennes entreprises (PME) sont de plus en plus intéressés par la gestion des ressources humaines (GRH); certains y voient un avantage concurrentiel face à la pénurie de main-d’œuvre actuelle. Considérant que la compatibilité entre les caractéristiques des travailleurs et celles de l’organisation peut générer des résultats positifs (Kristof-Brown et Guay, 2011), notre étude s’intéresse aux pratiques de GRH associées aux valeurs au travail de la génération Y ainsi que leur effet sur la capacité des PME à attirer et retenir cette cohorte. Cette étude qualitative s’est réalisée grâce à des données primaires colligées à la suite d’entrevues avec des dirigeants de quatre PME du secteur de la construction et seize employés appartenant à la génération Y œuvrant au sein de ces entreprises. Par nos résultats, nous avons relevé que la qualité des relations, autant avec les collègues que les superviseurs, demeure généralement la principale source d’attraction et de rétention des Y dans les PME. Nos résultats soutiennent aussi que leur attraction et rétention peut être très fortement favorisée grâce à des pratiques de communication bidirectionnelle et illimitée, une communication stratégique et une liberté dans la gestion du temps et des méthodes de travail. La conciliation travail et vie personnelle, les défis variés, les possibilités d’avancement, la gestion des ressources humaines socialement responsable, la reconnaissance des compétences ainsi que la gestion participative sont aussi des pratiques pouvant être fortement liées à l’attraction et la rétention de cette génération. Nos résultats montrent aussi que l’attraction et la rétention des Y dans les PME sont modérément favorisées par le travail d’équipe, les conditions de travail équitables et objectives et la rémunération globale concurrentielle. À l’inverse, la présence de technologies de l’information et des communications et la formation continue sont des sources plus faibles d’attraction et de rétention en comparaison aux autres pratiques abordées dans cette étude. En somme, cette étude contribue à la littérature sur la GRH dans les PME, puisque les spécificités relatives à ces entreprises ont été peu considérées jusqu’à aujourd’hui. Elle permet aussi la recommandation de pratiques utiles aux dirigeants-propriétaires et professionnels en ressources humaines œuvrant avec le défi d’attraction et de rétention de la génération Y au sein de leur entreprise.

Polimorfismos del gen Butirilcolinesterasa responsables de reacciones adversas en pacientes consumidores de “cocaína”

La butirilcolinesterasa humana (BChE; EC 3.1.1.8) es una enzima polimórfica sintetizada en el hígado y en el tejido adiposo, ampliamente distribuida en el organismo y encargada de hidrolizar algunos ésteres de colina como la procaína, ésteres alifáticos como el ácido acetilsalicílico, fármacos como la metilprednisolona, el mivacurium y la succinilcolina y drogas de uso y/o abuso como la heroína y la cocaína. Es codificada por el gen BCHE (OMIM 177400), habiéndose identificado más de 100 variantes, algunas no estudiadas plenamente, además de la forma más frecuente, llamada usual o silvestre. Diferentes polimorfismos del gen BCHE se han relacionado con la síntesis de enzimas con niveles variados de actividad catalítica. Las bases moleculares de algunas de esas variantes genéticas han sido reportadas, entre las que se encuentra las variantes Atípica (A), fluoruro-resistente del tipo 1 y 2 (F-1 y F-2), silente (S), Kalow (K), James (J) y Hammersmith (H). En este estudio, en un grupo de pacientes se aplicó el instrumento validado Lifetime Severity Index for Cocaine Use Disorder (LSI-C) para evaluar la gravedad del consumo de “cocaína” a lo largo de la vida. Además, se determinaron Polimorfismos de Nucleótido Simple (SNPs) en el gen BCHE conocidos como responsables de reacciones adversas en pacientes consumidores de “cocaína” mediante secuenciación del gen y se predijo el efecto delos SNPs sobre la función y la estructura de la proteína, mediante el uso de herramientas bio-informáticas. El instrumento LSI-C ofreció resultados en cuatro dimensiones: consumo a lo largo de la vida, consumo reciente, dependencia psicológica e intento de abandono del consumo. Los estudios de análisis molecular permitieron observar dos SNPs codificantes (cSNPs) no sinónimos en el 27.3% de la muestra, c.293A>G (p.Asp98Gly) y c.1699G>A (p.Ala567Thr), localizados en los exones 2 y 4, que corresponden, desde el punto de vista funcional, a la variante Atípica (A) [dbSNP: rs1799807] y a la variante Kalow (K) [dbSNP: rs1803274] de la enzima BChE, respectivamente. Los estudios de predicción In silico establecieron para el SNP p.Asp98Gly un carácter patogénico, mientras que para el SNP p.Ala567Thr, mostraron un comportamiento neutro. El análisis de los resultados permite proponer la existencia de una relación entre polimorfismos o variantes genéticas responsables de una baja actividad catalítica y/o baja concentración plasmática de la enzima BChE y algunas de las reacciones adversas ocurridas en pacientes consumidores de cocaína.

What do they expect? : A case study on the work expectations of the working German Generation Y

Purpose – The purpose of this paper is to identify the expectations of the workingGerman Generation Y regarding its current work and employer. As a result, the mainelements which could be considered by companies to retain the Generation Y inGermany will be pointed out and discussed.Design/methodology/approach – Semi-structured interviews were used in order toexplore the work expectations of this young generation within a German company. Anon-probability and purposive sample was used and six respondents part of theGeneration Y and working in the same company were interviewed. Furthermore, aseventh interview was conducted with the HMR of the company.Findings – Several findings are consistent with previous results of Gen Y from othernationalities than Germany such as the importance of varied tasks, opportunities forself-development, responsibilities and a pleasant working atmosphere. However,differences were found in particular regarding the importance of the work-life balanceand new expectations such as trust, autonomy and internationality have been broughtto light. Furthermore, several findings are also consistent with other studies aboutemployee retention, commitment and job satisfaction.Originality/value – This research extended previous studies of the expectations of theGeneration Y by providing firstly findings for Germany, a country where such studieshave not been conducted yet and secondly by focusing on the Generation Y who isalready working and therefore not studying anymore.

A GERAÇÃO Y E A PUBLICIDADE NA MÍDIA IMPRESSA REVISTA: UMA CONEXÃO POSSÍVEL

A conexão que se estabelece entre a publicidade veiculada na mídia impressa revista e os jovens da chamada Geração Y é o principal foco deste trabalho. Estes jovens, nascidos entre 1980 e meados da década de 90, no século XX, se desenvolveram juntamente com as novas tecnologias da comunicação, cresceram com um computador ligado ao mundo pela internet, com o telefone celular e jogos interativos, mas continuam sendo assediados pelas revistas. Com o objetivo de conhecer melhor esta conexão, saber como a Geração Y se comporta diante das mensagens publicitárias e verificar se existe um padrão de consumo entre estes jovens foram realizadas investigações exploratórias em fontes primárias e secundárias complementada por um estudo conclusivo descritivo. Depois de uma revisão da literatura que trata dos conceitos de geração até o perfil da Geração Y, e de uma análise histórica da mídia revista, a realização de pesquisas aplicadas em forma de grupos focais e de um estudo descritivo, nos permitiu concluir que existe uma sobrevida para a mídia impressa revista, e ainda por muito tempo. Aspectos como a tangibilidade, portabilidade e a tradição são os pilares que garantem às revistas uma sólida confiabilidade por parte dos jovens da Geração Y, sobrepondo-se à mídia eletrônica, volátil e pouco confiável para eles.

Towards a literacy of attention

In 1997, business trend analyst Linda Stone proposed the term "continuous partial attention" to characterise the contemporary experience of wanting to be ‘a live node on the network’. She argued that while it can be a positive and functional behaviour, it also has the potential to be disabling, compromising reflective and creative thought. Subsequent studies have explored the ways in which technology has slowly disrupted the idea and experience of a "centred" and "bounded" self. Studies of ‘Gen Y’ show the ease with which young people accommodate this multiplying of the self as they negotiate their partial friendships and networks of interest with family and work. In teaching and learning circles in tertiary education we talk a lot about problems of student ‘disengagement’. In characterising our challenge this way, are we undermining our potential to understand the tendencies of contemporary learners? This paper begins a consideration of how traditional models, frameworks and practices might oppose these partially engaged but continuously connected and interpersonal "dividuals". What questions does this provoke for learning environments towards harnessing yet counterpointing the crisis students might experience; to recognise but also integrate their multiple selves towards what they aim to become through the process of learning?

What advertisers need to know about the iYGeneration : An Australian perspective

A great challenge exists today: how to reach youth (a.k.a. the iYGeneration) who consume multiple media concurrently, who can access information on demand, and who have intertwined virtual social media networks in their lives. Our research finds that Australian youth multi-task and rarely use traditional media, although significant differences between males and females, as well as late tweens and 20-somethings, exist. Technology convergence facilitates two-way dialogue, allowing growing social interactions to occur in their technological environments. Our findings show that in order for marketing communication professionals to effectively communicate with this market, it is crucial to know exactly how the iYGeneration use media, which media they use, and when they use it.