Copyright (c) 2009 All rights reserved. http://works.bepress.com/peter_miller Recent documents in Peter Miller en-us Mon, 02 Nov 2009 17:17:47 PST 3600 http://works.bepress.com/peter_miller/71 http://works.bepress.com/peter_miller/71 Wed, 28 Oct 2009 21:35:22 PDT One of the key drivers for RPL is its perceived capacity to act as a mechanism for social inclusion within the context of lifelong learning policy frameworks that seek to "encourage formal learning, to promote links between it and informal learning and to improve opportunities for people to use their informal learning to gain recognised qualifications" (Young, 2001: 4). However, it has not acted as a mechanism for social inclusion in Australia or internationally. This paper seeks to answer the question: why is it so difficult to accredit learning that has occurred outside formal education and training towards the award of a qualification, particularly for people from disadvantaged backgrounds? The paper draws on research that the authors were commissioned to undertake in 2002 for the Australian Qualifications Framework Advisory Board. In this paper we consider two factors that inhibit the extent to which RPL is implemented: the focus on RPL as an outcome, with insufficient attention paid to RPL as a process; and, the extent to which RPL is mediated by, and mediates, exclusionary processes in formal education and training. Formal education and training is contextualised by the discourse of lifelong learning, which can increase opportunities on the one hand, but on the other, can act to "increase tendencies towards greater inequality, and [which] may [help to] entrench existing ones" (Field, 2002: 104). Leesa Wheelahan http://works.bepress.com/peter_miller/70 http://works.bepress.com/peter_miller/70 Wed, 28 Oct 2009 21:01:23 PDT Report summary: One of the key objectives of the Australian Qualifications Framework Advisory Board is to facilitate pathways to formal qualifications that are based on, or include, prior learning that has occurred outside formal education and training. Learning occurs in many contexts that include work, involvement in social, community or sporting activities, or learning through life experience generally. Much of this informal or non-formal learning is relevant to the learning or competency outcomes of formal qualifications within the Australian Qualifications Framework. Recognition of prior learning is a process designed to assess (or credential) that learning so that it can be counted towards achievement of a qualification. The AQF Advisory Board commissioned this project to identify obstacles to the implementation of RPL, and to identify mechanisms that facilitate increased use of RPL. In preparing the project brief, the AQF Advisory Board aimed to, through the project: facilitate and increase the use of RPL as a pathway towards the partial or complete achievement of a qualification; improve access to learning pathways, particularly for students from social backgrounds that are under-represented in post-compulsory education and training; promote lifelong learning; and, increase the consistency in the way in which RPL is applied in each of the four sectors of post-compulsory education and training. Leesa Wheelahan http://works.bepress.com/peter_miller/69 http://works.bepress.com/peter_miller/69 Wed, 22 Apr 2009 20:38:58 PDT This paper will examine three related concepts: access, RPL & pathways. The purpose of the paper is to expand and broadened perspectives in relation to these three concepts with the view to encouraging innovative practice in promoting lifelong learning and pathways. The concept of access will be discussed with reference to the spectrum of access models as outlined by Harrison (1993). Secondly, recent research into the up take and occurrence of RPL in Australia will be presented along with differing models of RPL from international literature. Lastly, the concept of pathways and progression routes will be explored. The discussion will conclude with the presentation of a holistic and multidisciplinary approach to promoting lifelong learning. The model was originally developed as a result of current doctoral and Adult Learning Australia (ALA) funded research focused specifically on jobseekers, however the model and its four integrated components has much wider applications. For example, it can be used with those groups with little or no post compulsory education and training, groups that are under-represented in tertiary education and those in transitional phases of their life course (re-enter, redundancy, career change). The model draws upon several bodies of knowledge, which includes theories of self and identity, social cognitive theory, models of adult learning, educational and cognitive psychology and new literacies studies. The paper offers insights into innovative ways to promote pathways and lifelong learning with ramifications and applications across all sectors and within a variety of learning communities. Roslyn Cameron http://works.bepress.com/peter_miller/68 http://works.bepress.com/peter_miller/68 Wed, 22 Apr 2009 20:38:57 PDT While some modern organisations have established 'virtual work teams', which are said to be comprised of people who are geographically separated and who work across boundaries of space and time using computer driven communication technologies, it is also true that many organisations remain structured around conventional face-to-face teams. Increasingly, the conventional face-to-face team is endeavouring to increase its productivity by utilising some of the technology and characteristics of the virtual team. In fact, it may not be practical any longer to draw a distinction between conventional face-to-face teams and virtual teams due to the invasive nature of technology throughout most modern organisations. Linda Arnison http://works.bepress.com/peter_miller/67 http://works.bepress.com/peter_miller/67 Wed, 22 Apr 2009 20:38:55 PDT There has been considerable discussion in higher degree research (HDR) literature about what constitutes 'good' HDR Supervision. The discussion, consciously or unconsciously explores other questions such as 'What is Research?' and 'What is Supervision?' and in doing so reveals multiple constructs and dissonance across the terrain. The author of this paper has concluded that a curriculum for Higher Degree Research supervision must therefore adopt a constructivist stance in order to portray these multiple possible meanings for 'good' research supervision. An Australian university, in an effort to develop an on-line professional development program for its doctoral research supervisors found that it needed firstly to clarify the nature of 'good' in good research supervision before embarking on a constructivist curriculum of 'good' research supervision. Peter Miller http://works.bepress.com/peter_miller/66 http://works.bepress.com/peter_miller/66 Wed, 22 Apr 2009 20:38:54 PDT Are appropriately qualified trainers educating the workforce? The purpose of this study was to investigate the qualifications and competencies of workplace trainers and, determine if there is a relationship between these attributes and their effectiveness. Using a survey questionnaire, 303 trainers responded to an effective trainer model developed from the literature and validated in a Delphi study. The variables of interest were statistically tested using factor analysis, discriminant analysis, Pearson correlational analysis, and MANOVA. The results of this research show that trainers who have formal teaching qualifications and who have been in training positions for more than 10 years, identify with the effective trainer model. This Australian research supports much of the previous research conducted in North America with some interesting differences. Darryl Gauld http://works.bepress.com/peter_miller/65 http://works.bepress.com/peter_miller/65 Wed, 22 Apr 2009 20:38:53 PDT "This second edition of Leadership continues to offer a balanced approach to the study of leadership, drawing on Australasian practices and international theory. It looks at the characteristics of leaders in a wide variety of Australasian settings - organisations in the private, public, and not-for-profit sectors, as well as in politics and in our community.Traditional content such as charismatic, transformational, contingency, and situational theories of leadership are covered in detail, along with the power, influence, motivation, coaching, communication, and team building aspects of leadership.The text also introduces contemporary issues, such as entrepreneurship, knowledge management, leadership in international contexts, and the importance of ethics and social responsibility." -- PUBLISHER WEBSITE Andrew J. DuBrin http://works.bepress.com/peter_miller/64 http://works.bepress.com/peter_miller/64 Wed, 22 Apr 2009 20:38:52 PDT Interest in the use of intuition as a viable approach to decision-making and judgements in environments of rapid change and complexity has increased in recent years. Despite this, little research has been conducted in organisational and management settings and in particular the relationship between the use of intuition and effectiveness; in fact, research in Australia concerning these issues is non-existent. This research addresses the stated knowledge gap by examining the role intuition plays in the decision-making and judgements of a small but distinguished sample of leaders of significant Australian organisations referred to in this study as 'Australian elite leaders' (AEL). The study focuses on how AEL define, use and experience intuition, and its perceived contribution to their effectiveness. It was found that AEL define intuition as a non-rational, holistic, cognitive process that is enhanced by experience and associated with affect; that AEL regularly use intuition in their judgement and decision-making processes; and that it is considered very important to their effectiveness as leaders. Martin Robson http://works.bepress.com/peter_miller/63 http://works.bepress.com/peter_miller/63 Wed, 22 Apr 2009 20:38:50 PDT These studies cover a range of research methodologies, from quantitative to grounded theory and action research, and are set in diverse fields and industries, therefore they can serve as models in a variety of contexts. Each study is accompanied by the researcher's retrospective and supervisor's comments to enhance understanding of the strengths, challenges and limitations involved in empirical research. Southern Cross University's DBA program is one of the largest and most successful in the Asia-Pacific region, widely acknowledged for the rigour and quality of its research and for its relevance to modern business practice in a globally competitive environment. Exemplary Practitioner Research in Management reflects this excellence and will appeal to practitioners and researchers in the Asia-Pacific region seeking to improve business and professional practice. Peter Miller http://works.bepress.com/peter_miller/62 http://works.bepress.com/peter_miller/62 Wed, 22 Apr 2009 20:38:49 PDT Value statements are a relatively recent addition to the corporate public face of many organisations and are made to clearly articulate the fundamental beliefs of the leaders and members of the organisation. However, the individual values of employees of organisations are rarely uniformly shared and congruence with the organisation's espoused values is problematic at best. To complicate further the values issue in organisations, Western researchers conclude that generational groups of employees have different work values. The objective of this study is to investigate if Western research, concerning values, applies equally to generational groups in Taiwan's workplaces, specifically in the higher education sector and manufacturing industry. The research found that generational groups in the manufacturing industry have different work values, while there were no differences in work values for generational groups in the education sector. Peter Miller