Career Path Development Research Articles

The development of the private security industry in South Korea: history, progress, and critical issues, 1950-2014

Purpose – The literature on the growth and regulations pertaining to private security has been largely confined to western countries, with very little published on other jurisdictions including South Korea. The purpose of this paper is to provide a general account of the development of the South Korean industry and an assessment of regulation, covering the period from 1950 to the present day, and to explore areas of possible improvement in regulation. Design/methodology/approach – A research synthesis method was utilised to identify and integrate qualitative materials on turning points and regulatory changes, with the addition of a gap analysis based on established concepts of best practice in industry regulation. Findings – The security industry in South Korea has grown exponentially, worth over $2.7 billion per annum. Notwithstanding this, regulation evolved through piecemeal rather than comprehensive changes. The problem is similar to those found in many other countries. However, in South Korea, over-reliance on market mechanisms of regulation, combined with the government’s lukewarm stance on stimulating the non-public security sector, means that there are inadequate guarantees of baseline competence and integrity. Practical implications – The study demonstrates the need for governments to be more proactive and consultative in regulating the burgeoning security industry, and move away from ad hoc responses to industry problems. Regulation should be comprehensive in covering all relevant operational aspects of security work that are reflective of a growth profile. Regulatory agencies should actively explore training programmes linked to career path development and professionalisation. Execution of regulatory enforcement should be independent from political or third-party influence. Regulators should be innovative in applying and evaluating research-based regulatory strategies. Originality/value – The study provides a comprehensive overview of the South Korean security industry and regulatory issues, adding to a more international understanding of regulatory challenges in security.

MAKNA PERUBAHAN ORGANISASIONAL INSTITUSI PENDIDIKAN TINGGI TENAGA KESEHATAN DALAM PERSPEKTIF MANAJEMEN

This study was intended to get description and explanation about organizational change happening in the institution of higher education of health personnel of the health polytechnic. The research approach used was qualitative research with the phenomenon analysis at the Health Polytechnic of Surabaya based on management perspective. The results of the study were as follows: (1) to enable the institution be able to follow the development of the globalization era and the progress in education so that the management of educational institutions were becoming increasingly clear and well focused in terms of the development of the organization, the management of educational program, the career path development of teaching staff in the future, (2) the performance achievement of efficiency in organizing the institution, (3) organization resources were becoming large, big, and complete to fulfill the need. (4) authority and creativity were limited, (5) less of autonomy of the academy after being just study programs, (6) loss of certain existed positions previously in the organization

2E10 数学・数理科学専攻博士課程履修生のキャリアパス構築に向けて : 日本数学会における産学連携を通した支援活動の試み((19)産学連携教育-II/(20)MOT教育,口頭発表)

2E10 数学・数理科学専攻博士課程履修生のキャリアパス構築に向けて : 日本数学会における産学連携を通した支援活動の試み((19)産学連携教育-II/(20)MOT教育,口頭発表)

“Career portfolio” as a Tool to Renew Career Capital

Cybal-Michalska Agnieszka, “Career portfolio” as a Tool to Renew Career Capital [„Portfolio kariery” jako narzedzie odnawialności kapitalu kariery]. Studia Edukacyjne nr 30, 2014, Poznan 2014, pp. 57-70. Adam Mickiewicz University Press. ISBN 978-83-232-2756-4. ISSN 1233-6688 In this article, the Author stressed the subject of the career phenomenon. The discourse presented here related to the career that requires taking into account multicontextual changes in the area of work and changes that make employees face new challenges, emphasizes the importance of constructing one’s own career “portfolio”, as a tool to renew one’s career. The most important changes include the increase in the role of the career and the ability to plan, manage and monitor one’s career in a lifelong perspective. Career capital is constituted by accumulated values that create career “portfolio” and are necessary to develop one’s career. Therefore career capital (subject to increase, decrease, or exchange for “fresh” capital) is a term that reflects the diagnoses and prognoses from an individual’s mind. These diagnoses and prognoses come from accumulated personal resources that individuals acquire through educational, professional, social, and cultural experience. Without a doubt, while analyzing individual career development paths, one should take into account a wide field of the subject’s conditions. Semantic meanings that individuals impart to their reality and in which they construct their careers should be also investigated.

公务员职业生涯规划探究：以警察为分析对象

警察职业生涯规划将培养警察贯穿于职业生涯全过程，将警察个性化发展规划与警察队伍的科学管理相结合，将警察个人潜能开发、职业素养提升与警务人才队伍建设相结合，通过政策引导与制度创新实现警察职业生涯规划的良性互动。职业生涯规划的核心议题包括分析警察职业周期阶段特征及需求，搭建组织管理与职业发展的匹配模型，注重警察内职业生涯的成长，设计多元化职业发展通道，并提供相应的制度与组织保证。Career planning runs through the entire career of policemen and has great significance. It combines individual planning with scientific management of the whole police team and integrates potential development with improvement of professional capacity and construction of police talent team. It achieves the positive interaction of career planning through policy guidance and institutional innovation. The key subjects of career planning include analyzing the characteristics and needs of different phases, building a coordinated model for management and career development, focusing on the development of the internal police career, designing diverse career development paths and providing corresponding institutional guarantee.

Analysis of Gender Characteristics of Employment and Career Development Paths of Engineering Graduates

Analysis of Gender Characteristics of Employment and Career Development Paths of Engineering Graduates

Educational Tourism in Malaysia: Implications for Community Development Practice

Background: This paper aims to discuss the impacts of educational tourism on the residents in the Klang Valley, Malaysia. Educational tourism is a means to empower educational communities, host communities, local entrepreneurs, and to enhance economic prosperity. Method: A cross-sectional survey was carried out in five districts in Selangor and Kuala Lumpur (Federal Territory) which are located in the Klang Valley, and Nilai, Negeri Sembilan. Data was collected from 700 respondents using structured questionnaire from the Klang Valley and Nilai. Results: Pearson correlation analysis revealed that, there is significant positive moderate relationship between attitude, environmental impact, economic impact, and socio-cultural impact and practice. Multiple linear regressions showed that socio-cultural and economic impact of educational tourism, and local community attitude has significantly contributed to residents’ practice to educational tourists in the Klang Valley. Conclusion: The findings propose new insights into the socio-cultural and economic impacts of educational tourism and community development practice. Educational tourism can sustain the development of career paths for workers and local communities. The results of this study present practical information on sustainable educational programs for both the Ministry of Higher Education and the Ministry of Tourism.

Moving the Discourse on Quality in Pediatrics: Recent Contributions of Robert Wood Johnson Foundation Clinical Scholars

* Abbreviations: RWJF — : Robert Wood Johnson Foundation UCLA — : University of California, Los Angeles This issue links together a broad construct (quality) in a defined population (children) with alumni from a specific training program. In so doing, it is both a celebration and a challenge. The supplement celebrates the contributions of Robert Wood Johnson Foundation (RWJF) Clinical Scholars to the national discourse regarding the measurement and improvement of quality; it acknowledges the increasing prominence of child health work as part of the national quality agenda and the hope for filling the many gaps regarding our understanding of how to measure and improve children’s health care. Children’s health care quality has become a major part on the research agenda of pediatric participants in the RWJF Clinical Scholars Program. Alumni of this program have in turn nurtured additional health services research and quality fellowships at other institutions and have helped build this area of inquiry in pediatrics. The Clinical Scholars Program marks its 40th anniversary this year. This is a remarkable milestone of sustained support for any US philanthropy but even more so when the outlines of the history of the RWJF are filled in. As the story goes, in the late 1960s, physicians from a handful of prominent institutions were gathered (whether it was in a bar was not recorded) after a national meeting and chatting with leaders of The Commonwealth Fund and the Carnegie Corporation about the need for advanced training in the nonbiological sciences to create a career development path for clinicians who were intellectually inclined and humanistic but not inclined to laboratory training. Out of this conversation came an invitation to submit a proposal; that proposal evolved into a postresidency academic fellowship in the nonbiological sciences that would be national in scope and local in character. It was first funded in 1969 and built on institutional strengths (at Johns Hopkins University, University … Address correspondence to Lawrence C. Kleinman, MD, MPH, Department of Health Evidence and Policy, Mount Sinai School of Medicine, One Gustave Levy Place, Box 1077, New York, NY 10029. E-mail: lawrence.kleinman{at}mountsinai.org

Examining the Scale and Outcomes of Global Health Fellowship Programs in the United States

Examining the Scale and Outcomes of Global Health Fellowship Programs in the United States

When One Plus One Equals 10: Unique Rewards and Daunting Challenges of Being an MD‐PhD Clinician‐Scientist

Clinicians, scientists and clinician‐scientists each have unique and critical roles to play in advancing the successful completion of the clinical translational mission. In choosing a specific training and career development path, the goal is to make a truly informative and authentic decision based on a clear sense of personal calling, character and mission that will persist throughout a long, successful and productive career. For the intrepid prospective MD‐PhD student, it is critical that such a decision occur in the context of personal and concrete explorations posed by a series of important questions: “What is the lived daily experience of MD and MD‐PhD clinician‐scientists?” and “How do clinician‐scientists manage to navigate back and forth between patient care and their research efforts and the mounting pressures to write even more grants late into the night and over weekends—and still remain excited about starting anew each morning?” One approach towards understanding the unique rewards that are afforded clinician‐scientists and how well they face the daunting challenges they inevitably encounter, is to assess how successful they have been at developing creative and often non‐traditional career models that combine the skill sets and competencies of highly integrated MD and PhD training into something that is more than the sum of its parts—namely, MD‐PhD training.

Clinical leadership for high-quality care: developing future ward leaders

This paper reports upon the development, delivery and evaluation of a leadership programme for aspiring Ward Leaders in one National Health Service Trust in England. The ward sister role is fundamental to quality patient care and clinical leadership, however the role is increasingly difficult to recruit to. A lack of formal preparation and skills development for the role has been widely acknowledged. An evaluation of a programme of education for leadership. Three cohorts (n = 60) completed the programme. Semi-structured questionnaires were completed by participants (n = 36: 60%) at the conclusion of the programme. Qualitative data from questionnaires was analysed using a thematic approach. Participants reported increased political, organizational and self-awareness, increased confidence, feelings of empowerment and the ability to empower others. Opportunities for networking with peers were valued within the action learning approach. For some participants, career intentions were clarified through reflection. The majority of participants had benefited from the leadership programme and valued this development as an empowering preparation for future careers. Investment in leadership preparation for future ward sister roles is strongly recommended as part of a strategy designed to enhance quality improvement, career path development, workforce empowerment and retention.

Global self‐initiated corporate expatriate careers: a new era in international assignments?

PurposeWithin the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation.Design/methodology/approachA qualitative study, based on semi‐structured interviews in a major financial institution.FindingsMotivation to expatriate falls into two distinct categories – company initiated assignments; and self‐initiated, career orientated and/or self‐development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one – differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub‐group of corporate self‐initiated expatriates is identified for the first time.Research limitations/implicationsA qualitative study within one company.Practical implicationsThe emergent models could be utilized by HR managers to shape future policies and practices for global assignments.Originality/valueProviding a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self‐initiated careers.

Gastroenterology: A Field With Endless Career Opportunities for Physicians and Scientists

Gastroenterology is an exciting and burgeoning field that provides an extraordinary number of career opportunities for physicians and scientists. The unique blend of intellectual and procedural-based clinical practice coupled with the excite

The John W. Holmes Lecture: Reinvigorating the International Civil Service

PEOPLE MATTER IS A CENTRAL CONCLUSION FROM THE UNITED NATIONS Intellectual History Project and penultimate sentence of first of seventeen published volumes. (1) Yet critical contributions by individuals who work at world organization are usually overlooked or downplayed by analysts who stress politics of 192 member states and supposedly ironclad constraints placed by them on international secretariats. However, I have devoted considerable professional energy to international administration, both as an analyst and as a civil servant. (2) My proposition is straightforward: United Nations should rediscover idealistic roots of international civil service, make room for creative idea-mongers, and mark out career development paths for a twenty-first century secretariat with greater turnover and younger and more mobile staff. This essay explores origins of concept, problems, logic of reform, and specific improvements. Examples come from UN's three main areas of activity--peace and security, human rights, and sustainable development. (3) Overwhelming Bureaucracy and Underwhelming Leadership: The If conceptual UN is unitary, real organization consists of three linked pieces. The consists of heads of secretariats and staff members who are paid from assessed and voluntary budgets. Inis Claude long ago distinguished it from arena for state decisionmaking, First of member states. The Third of nongovernmental organizations (NGOs), experts, commissions, and academics is a more recent addition to analytical perspectives that first appeared in these pages. (4) The possibility of independently recruited professionals with allegiance to welfare of planet, not to home countries, remains a lofty but contested objective. During World War II, Carnegie Endowment for International Peace sponsored conferences to learn from great experiment of League of Nations (5). One essential item of its legacy, international civil service, was purposefully included as UN Charter Article 101, calling for securing highest standards of efficiency, competence, and (6) The Second UN's most visible champion was Dag Hammarskjold, whose speech at Oxford in May 1961, shortly before his calamitous death, spelled out importance of an autonomous and first-rate staff. He asserted that any erosion or abandonment of the international civil service ... might, if accepted by Member nations, well prove to be Munich of international cooperation. (7) His clarion call did not ignore reality that international civil service exists to carry out decisions by member states. But Hammarskjold fervently believed that UN officials could and should pledge allegiance to a larger collective good symbolized by organization's light-blue-covered laissez-passer rather than narrowly perceived national interests of countries that issue national passports in different colors. Setting aside senior UN positions for officials approved by home countries belies that integrity. Governments seek to ensure that interests are defended inside secretariats, and many have even relied on officials for intelligence. From outset, for example, Security Council's five permanent members have reserved right to nominate (essentially select) nationals to fill key posts in secretary-general's cabinet. The influx in 1950s and 1960s of former colonies as new member states led them to clamor for their quota or fair share of patronage opportunities, following bad example set by major powers and other member states. The result was downplaying competence and exaggerating national origins as main criterion for recruitment and promotion. Over years, efforts to improve gender balance have resulted in other types of claims, as has age profile of secretariats. …

Are women prepared to be school superintendents? An Essay on the Myths and Misunderstandings

The purpose of this essay is to examine and respond to Tom Glass's (2000) assertions about the dearth of women in the superintendency using the lenses of new data (from two large national studies) and analysis — an analysis that primarily focuses on women superintendents’ and central office administrators’ formal, experiential, and personal preparedness. The essay concludes that women who aspire to and who are seated in the superintendency meet and even exceed preparation requirements and expectations. Further, while experiential preparedness for women may look different from that gained by men, the variation and concentration on curriculum and instruction during career path development may render women better prepared than men.

Development of a Concept Map to Convey Understanding of Patient and Family-Centered Care

Even though the expression "Patient and Family-Centered Care (PFCC)" is widely used, there remains a lack of clarity regarding how the fundamental tenets of PFCC fit with our current model of healthcare. The purpose of this manuscript was to describe the first step in developing an organizational understanding of the operational construct for PFCC utilizing a concept map and the fundamental concept mapping learning theories. The overall goals were to build a more robust organization-wide understanding of the basic PFCC tenets guided by the philosophy of concept mapping. The long-range aspirations of this process are to improve safety and quality of life by incorporating the PFCC philosophy in the career development path of our students and healthcare professionals.

Transferability of Knowledge, Skills, and Abilities Along IT Career Paths: An Agency Theory Perspective

Agency theory is proposed as a framework for explaining the design of IT jobs and career paths. To support this theory, data about knowledge, skills, and abilities (KSAs) were gathered and analyzed from Fortune 500 job listings for the Programmer/Analyst → Systems Analyst → IT Manager career path. The results indicate that agency theory has significant predictive power over the type and importance of IT KSAs for job sequences along IT career paths. The results have implications for both researchers who are looking for theories that explain IT job design and career path development and managers who are challenged with decisions about how to design IT jobs and manage IT career paths.

Repurposing My Professional Practice: Learning from my students over time and place

This article, written in narrative form, represents a data-based analysis of what I have learned about myself as a teacher of prospective teachers and as a teacher education researcher from Fall 2000 through Fall 2008 at the University of Illinois at Urbana-Champaign. The data for this analysis consist of three related data sets: notes on 13 people who graduated from an English teacher preparation program in Spring 2002, notes on the research team that collected data on the graduates and who participated in the early stages of analysis, and notes on my current teaching. I argue that it is impossible and undesirable to segment my professional practice into discrete components. I also argue that is simplistic and unrealistic to locate students' learning in one event or one factor. A longitudinal, qualitative design has provided me with insight into the development of my former students' practices and career paths and also into the challenges and complexities of maintaining connections through the medium of research.

Towards a more “robust” technology? Capacity building in post‐tsunami Sri Lanka

PurposeIn fast urbanizing economies such as Sri Lanka, the construction industry tends to fragment into almost separate spheres of production with little or no reciprocal connection in training, know‐how and career development paths, and consequent limitations in internal knowledge dissemination and technology transfer. This type of industrial compartmentalization is detrimental to the social acquisition of skills, and restricts the operational frameworks of given technologies, especially in low‐cost sectors. Against this backdrop, this paper sets out to speculate on how design can act as an engine of social and economic growth for those involved in its production.Design/methodology/approachBased on government statistics and building output analysis, the paper argues that architects can build labour policy‐making into the design of their buildings, provided that such an agenda is developed strategically, by examining the industrial base of the region, and by defining a design and technological vocabulary that feeds off the analysis of place‐specific conditions, limitations, and ambitions.FindingsThe integration of technological development and broad socio‐economic growth can be facilitated by “open” (or “incremental”) industrial design strategies aimed at connecting construction markets rather than keeping them separate. To this end, it is posited that technological contamination and compromise can help the labour force to increase its own skills progressively.Research/limitations implicationsIn practical terms, this objective translates in the definition of building implementation techniques that can adapt to the level of complexity required and the level of expenditure possible without penalizing the expected performance of the building – i.e. they must be inherently “robust” as opposed to precise and therefore more “sensitive”.Originality/valueThe paper is the first result of a thesis‐in‐progress that, on the basis of a technical review carried out on a small sample of ideal‐type projects in Sri Lanka, is considering ways to create and link labour development opportunities through architectural design.

A TIME for Nursing Portfolios

Nursing portfolios are purposeful collections of a nurse's tangible and intangible skills, including critical thinking, communication, and clinical abilities. They can be used for any number of creative career and professional development paths. Nurses should select portfolio pieces representative of their personal philosophy of nursing and display the professional image they choose to create. Through self-reflection, neonatal nurses may showcase talents they feel make their practice distinctive. This article describes the purpose, importance, process, and uses of professional nursing portfolio development. Through the process of self-reflective practice and clinical experience, nurses are empowered to continue on the path of career development and professionalism.