316,308 research outputs found
Building Leadership Capability: What It Means for Rail Organisations
No full textThis chapter draws attention to the pressing need for all organisations to build leadership capability at a time in history when leadership is a recurring and signifi cant theme in popular discourse. According to international experts, leadership is the most pressing issue facing organisations today because of the turbulent and complex environments where endless change and unexpected events have become the norm. In Australia, the pool of leadership talent has decreased at a faster rate than many other parts of the world, while at the same time investments in leadership development activities are higher than many other developed countries. In this chapter we aim to demystify the challenge of building leadership capability and move beyond the rhetoric to explore what can be done as part of a workforce development strategy. This chapter reports on fi ndings taken from a leadership study undertaken between 2009 and 2011 which contributed to the development of a leadership capability framework in the Australian rail industry. The study concluded that many industries such as rail should utilise top-level frameworks of good practice while also making leadership development fi t the local context of each unique environment
The Future of Workforce Development—Old Wine in New Bottles?
No full textIn recent years organisations have been compelled to adopt an expanding range of workplace education and training activities in order to remain competitive and survive. Developing people to gain, maintain and obtain new employment, sometimes called employability, has become accepted practice and part of the human resource practitioners' narrative. However, the language we use to describe these learning events has changed from one decade to the next-largely in response to adjustments in vocational education policy, developments in society and evolutions in the nature of work. Workforce development is the latest label in a long line of professional titles given to workplace education and training activities and in this chapter we attempt to discover whether the current vocabulary reflects a surge in innovation or is simply a case of putting old wine into new bottles. In this final chapter we identify a selection of important findings from each section and synthesise them into a concept model of ten topics arranged in three broad themes of environment, place and people. We conclude as a consequence of these emerging issues that the strategies and workforce development practices deployed by organisations in the future will become much less predictable than previous generations, more diverse and challenging for upcoming HRD professionals
Leading Multiple Generations in the Australian Rail Workplace
No full textThe emergence of multi-generational organisations and the need for leaders to develop ‘generational competence’ is a contentious topic in the literature. Academics argue that multi-generation organisations are nothing new and warn us of the dangers of making sweeping generalisations about the behaviours and outlook of people who belong to a particular age classification. Conversely, market surveys and consulting reports, primarily led from the USA, claim the existence of such a growing phenomenon and suggest that organisations must treat different cohorts of employees in a way that capitalises on their age-related values and working preferences. These studies have given rise to popular terms such as Baby Boomers and Generation X and Y.
This chapter draws on research findings to uncover how one industry in Australia is dealing with a workforce of four generations. We comment on how the rapidly ageing industry is facing major challenges in transferring tacit knowledge and skills from one generation to the next and how workforce development activities accommodate the needs of different age groups such as attracting apprentices, up-skilling returning workers and assisting those who are ready to retire. The findings remind us of the need to plan and prepare for career transitions at all generational levels
Letter, [Author unclear] to Paulina T. Merritt
No full textHandwritten letter to Paulina Merritt from an unknown author, October 1, 1876.
The neural correlates of phonological short-term memory: A repetitive transcranial magnetic stimulation study
No full textNeuropsychological reports and activation studies by means of positron emission tomography anti functional magnetic resonance imaging have suggested that the neural correlates of phonological short-term memory are located in the left hemisphere, with Brodmann's area (BA) 40 being, responsible for short-term storage and BA 44 for articulatory rehearsal. However, a careful review of the literature on the role of left BA 40 shows that the data are equivocal. We tested We hypotheses by means of repetitive transcranial magnetic stimulation (rTMS). Participants performed four tasks: two phonological judgements, thought to require only articulatory rehearsal Without the contribution of short-term storage digit span, which involves both short-term storage and articudlatory rehearsal: and a pattern span, this last heing the control task. The sites of stimulation were left BA 40. left BA 44 anti the electrode location V-W plus a baseline without TMS. Reaction times increased and accuracy decreased in the case of the phonological judgement and digit span after stimulation of both left sites, suggesting that BA 40, in addition to BA 44. is involved in phonological judgements. Possible explanations are discussed, namely, the possibility that (i) the neural correlates of rehearsal are not limited to BA and (ii) phonological judgements invlove processes other than rehearsal. We also consider the effects of using different tasks and responses to resolve some of the descrepancies in the literature
T(3) increases mitochondrial ATP production in oxidative muscle despite increased expression of UCP2 and -3.
No full textTriiodothyronine (T(3)) increases O(2) and nutrient flux through mitochondria (Mito) of many tissues, but it is unclear whether ATP synthesis is increased, particularly in different types of skeletal muscle, because variable changes in uncoupling proteins (UCP) and enzymes have been reported. Thus Mito ATP production was measured in oxidative and glycolytic muscles, as well as in liver and heart, in rats administered T(3) for 14 days. Relative to saline-treated controls, T(3) rats had 80, 168, and 62% higher ATP production in soleus muscle, liver, and heart, respectively, as well as higher activities of citrate synthase (CS; 63, 90, 25%) and cytochrome c oxidase (COX; 119, 225, 52%) in the same tissues (all P < 0.01). In plantaris muscle of T(3) rats, CS was only slightly higher (17%, P < 0.05) than in controls, and ATP production and COX were unaffected. mRNA levels of COX I and III were 33 and 47% higher in soleus of T(3) rats (P < 0.01), but there were no differences in plantaris. In contrast, UCP2 and -3 mRNAs were 2.5- to 14-fold higher, and protein levels were 3- to 10-fold higher in both plantaris and soleus of the T(3) group. We conclude that T(3) increases oxidative enzymes and Mito ATP production and Mito-encoded transcripts in oxidative but not glycolytic rodent tissues. Despite large increases in UCP expression, ATP production was enhanced in oxidative tissues and maintained in glycolytic muscle of hyperthyroid rats
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