Metodología de valoración para proyectos de transferencia tecnológica universitaria. Caso aplicado - universidad de Antioquia

This article proposes the guidelines to initiate the road of definition and structuration of a valuation methodology for projects of university technological transference. Thus, the current mission of the universities is being revaluated and goes beyond teaching, research and courses of extension. Currently, the university must to transfer knowledge and the results from intellectual capital accumulation for the benefit of society. Additionally, a methodology to make easier the elaboration of the existent transference schemes and valuation models of intellectual capital are developed, in relation to technological transference projects valuation.

Comparação entre a Feição de Hidrografia Extraída de uma Imagem do Srtm (Shuttle Radar Topography Mission) e a Vetorizada pelo Módulo Arcscan/ Arcgis®: : Estudo de Caso para Fins de Análise Hidrológica na Bacia Hidrográfica do Rio Grande, Divisa entre os Estados de MG e SP

Perceptions of Shared Leadership within Academic Libraries Suggest Room for Improvement

Objective – To survey middle managers’ beliefs regarding their participation in shared leadership and their libraries’ practices of shared leadership. Design – Cross-sectional survey. Setting – Twenty-two academic libraries within four-year public master’s level institutions in the Pacific Northwest of the United States. Subjects – A total of 115 middle managers were invited to participate; 77 completed the survey for a response rate of 66.9%. Methods – Selected middle managers were contacted by email a total of five times and were invited to complete a Web-based survey composed of three sections. The first section contained 10 statements for rating shared leadership within their own institutions, which they were asked to rate on an eight-point Likert scale from 1 (strongly agree) to 7 (strongly disagree), with 8 as an option for no opinion. The second section used the same scale to rate their levels of agreement with conceptual definitions of shared leadership from Jackson’s Framework. Jackson’s Framework consists of four components for ascertaining levels of shared leadership from both managerial and staff perspectives: accountability, equity, partnership and ownership. The third section invited subjects to provide their own definition of shared leadership. A three-part pretest served to validate the survey instrument. Mean scores were calculated for each statement. Main Results – In the first section, there was the highest overall level of agreement (1.52) with the statement “I am accountable for the decisions within the scope of my responsibility” followed by “I share information with the senior library administration” (1.71). There was the lowest overall level of agreement (3.65) with the statement that “Ideas presented at all levels of staff in the library are equally considered.” In the second section, respondents’ mean scores for Jackson’s definitions of four concepts of shared leadership were 2.62 for ownership, 2.68 for both partnership and equity, and 2.77 for accountability. In the third section, respondents most often linked their definitions of shared leadership with communication, learning and collaboration. Conclusion – Examining middle managers’ perceptions of shared leadership may help us understand organizational trends and capacity for leadership within libraries. Future research could examine shared leadership at levels below middle management as well as the relationship between accountability and shared leadership throughout the organization.

Employers’ Perspectives on Future Roles and Skills Requirements for Australian Health Librarians

Objective – This study, which comprises one stage of a larger project (ALIA/HLA Workforce and Education Research Project), aimed to discover employers’ views on how (or whether) health librarians assist in achieving the mission-critical goals of their organizations; how health librarians contribute to the organization now and into the future; and what are the current and future skills requirements of health librarians. Methods – Each member of the project group approached between one and five individuals known to them to generate a convenience sample of 22 employers of health librarians. There were 15 semi-structured interviews conducted between October and November 2010 with employers in the hospital, academic, government, private, consumer health and not-for-profit sectors. The interview schedule was sent to each interviewee prior to the interview so that they had time to consider their responses. The researchers wrote up the interview notes using the interview schedule and submitted them to the principal researcher, who combined the data into one document. Content analysis of the data was used to identify major themes. Results – Employers expressed a clear sense of respect for the roles and responsibilities of library staff in their organizations. Areas of practice such as education and training, scientific research and clinical support were highlighted as critical for the future. Current areas of practice such as using technology and systems to manage information, providing information services to meet user needs and management of health information resources in a range of formats were identified as remaining highly relevant for the future. There was potential for health librarians to play a more active and strategic role in their organizations, and to repackage their traditional skill sets for anticipated future roles. Interpersonal skills and the role of health librarians as the interface between clinicians and information technology were also identified as critical for the future. Conclusions – Interviews with employers provided valuable insights into the current and future roles and skills requirements of health librarians in Australia, enriching the findings of the earlier stages of the research project. The next step is to work with the stakeholder groups in this project and use the research project’s findings as the evidence base on which to develop a structured, modular education framework comprising a postgraduate qualification in health librarianship and a continuing professional development structure supporting a three-year cycle of certification and revalidation.

The research mission of the university: policy reforms and institutional response

Pengaruh Faktor-Faktor Motivasi Terhadap Kinerja Karyawan

The mission this research to make analysis about the effect of motivation factors that concists of income, environment of work, connected between labours, award, and promotion of profession, towards to performance of labour in Kabupaten Fak-fak, the second mission analized between this variables, what are dominant variables towards to performance of labour. The first hypothesis reallty, that is there are significant effect between motivation variables that consists of income (X1), environment of work (X2), connected between labours  (X3), awards (X4), and promotion of profession (X5), towards to performance of labour in Kabupaten Fak-fak. Between that five variables have two variables that have significant effect that is X3, and X4 and then there aren’t three significant variables that is X1, X2, dan X5. And then for the second mission in this research that want to know that award variable (X4) is motivation variables that have effect dominant variable towards to performance of labour in Kabupaten Fak-fak.

Ideological And Historical Challenges In Business Education

Business schools bear a central mission in our society and are responsible for training business managers who work in, lead, and indeed control our corporations and drive our economy’s wealth. Historical and ideological challenges have influenced business education and steered it off the expected path. Several theoretical frameworks such as academic capitalism explain what has occurred in this profession and how academic institutions were held hostage to the capitalistic and entrepreneurial organizations that are more concerned with shareholders’ wealth than stakeholders’ wellbeing and welfare.

Remedying Misdemeanors At South African Higher Education And Training Institutions

In 2004 South Africa embarked on a mission of reforming its higher education system, merging and incorporating small universities into larger institutions, and renaming all higher education institutions university. The democratic country’s universities and technikons, which were incorporated with others and thus no longer exist, will be mentioned in this study. There are also a large number of institutions in South Africa, some are local campuses of foreign universities, some conduct classes for students who write their examinations at the distance education University of South Africa and some offer unaccredited or non accredited diplomas. Public universities in South Africa are divided into three types; traditional universities, which offer theoretically oriented university degrees; universities of technology, which offer practically-oriented diplomas and degrees in technical fields; and comprehensive universities, which offer a combination of both types of qualifications. Disciplinary problems at universities interfere with the educational process and place a burden on Management and academics. Misdemeanours have long been linked to negative outcomes for students, such as course failure and dropping out of universities. University senior management team is interested in keeping the institution safe and maintaining positive environment conducive to learning. To accomplish this mission, universities employ a range of policies and approaches to managing student behaviour, including positive behaviour support, exclusion, suspension and expulsions. Research was conducted in three types of South African universities. Management of each type of university was interviewed. From each type of university, three institutions were randomly selected. This left the researcher with a total of 9 universities out of 23. Responses from management of various institutions were related.

Developing An Undergraduate Student Research Conference In Business: A Model

AACSB accreditation, a student-centered mission statement, and the continuous quality improvement that most educators engage in have resulted in an increase in student research projects. This presented an opportunity to develop a venue for students to showcase their research. The paper describes a model for a student research conference in business that has resulted in increased student engagement and an increase in student-faculty research collaboration.

Suggestions For Successfully Establishing A University Selling Center

The authors describe the multiple benefits a university selling center offers to students, faculty members, administrators, and the general business community. The seven essential steps in first establishing a university selling center are addressed: find a champion, obtain the support of administration, find a white knight, establish a board of advisors, develop a mission, develop a facilities and technology plan, and develop the sales curriculum. In discussing these steps, the authors present both their experiences and discuss the literature in these areas. The authors also discuss what one should do after the selling center is established and future needs that a selling center might address.