E-Learning as Revolution or Evolution?
Based on recent academic literature, this report will argue that contemporary trends in e-learning respond, mostly, to an evolutionary process occurring in organisational Learning and Development. This relatively new methodology of training seems to have emerged from the need of finding cost-effective practices informed by cognitive theories that may offered reassurance for their return of investment.
Knowledge Sharing EconomyEffective Training Design. Six Training Design Principles to Conduct the Shift from Training to Learning
Competitiveness of any industrialized nation is defined in the 21st century knowledge economy more than ever by highly skilled employees working in learning organisations (Noe, 2010; Cheng and Hampson, 2008; Drucker, 1999). Knowledge creation which was subject to experts and academics in the past is now deeply embedded in everyday life and organisational contexts (Gibbons et al., 2010; Nowotny et al., 2003).
How does Job Control and Autonomy Impact Workplace Health and Wellbeing?
The world of work has undergone a tremendous transformation since the end of the 18th century. During four industrial revolutions, labour intensive manual work has been gradually replaced by knowledge and service driven occupations ( Nini, 2011; Grant and Parker, 2009; Drucker, 1999). Ever since, occupational health and safety concerns have accompanied this transformation.
Ways non-standard and traditional careers could be supported in organizations
Career theory as a dedicated area of research within organization and management science emerged in the late 1970s (Moore et al. 2007). Since then a rather fragmented stream of definitions, theories and concepts, dealing with careers in one or the other way has started to converge. This report will draw on theory and research within contemporary career theory in order to outline ways traditional and non-standard careers can be supported in organisations.
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