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Individual Performance (individual + performance)
Selected AbstractsA COMPARISON OF METHODS FOR MONITORING INDIVIDUAL PERFORMANCES IN TASTE SELECTION TESTSJOURNAL OF SENSORY STUDIES, Issue 4 2005AMALIA CALVIÑO ABSTRACT The evaluation of panel performance was made by three methods: average of correct responses (A), comparison of distances of individual standardized judgments to the average standardized responses (D) and a principal components analysis (PCA). Thirty assessors identified water and basic tastes and discriminated different sweet stimuli in neutral or acidified vehicles using R-index rating and ranking tests. By A and D methods 22 assessors were qualified as proficient. Composition of both panels was identical except for one judge. The output from PCA provided a graphical representation of the performance of the assessors and retained different subsets of 24,26 panelists for different proposals as discrimination of sweetness in acidified beverages, recognition of bitterness, sourness and discrimination of slight sweetness or evaluation of saltiness. [source] Peer Appraisals: Differentiation of Individual Performance on Group TasksHUMAN RESOURCE MANAGEMENT, Issue 4 2001John A. Drexler Jr. The use of peer appraisals has been widely acclaimed, but how useful are they really? Student groups made non-anonymous ratings of peer performance on two group tasks, and the ratings contributed to the students' course grades. Groups differentiated very little among peers in their performance ratings. Individuals in non-differentiating groups reported more positive distributive and procedural justice, satisfaction, and turnover intent than did individuals in differentiating groups. In differentiating groups, no differences in attitudes were found between individuals who were differentially rewarded or penalized for their performance. Implications for peer appraisal practice and future research are discussed. © 2001 John Wiley & Sons, Inc. [source] Absent and Accounted For: Absenteeism and Cooperative Learning,DECISION SCIENCES JOURNAL OF INNOVATIVE EDUCATION, Issue 1 2006G. D. Koppenhaver ABSTRACT In a small section collaborative learning environment where student work teams promote mutual learning about investments, students limit the opportunity to learn from other students if they are absent from class. Absenteeism not only denies the student the opportunity to learn from others but also denies other members of the student's work team the opportunity to learn from the absent student. Other team members' absenteeism should be costly for individual performance if collaborative learning fosters learning and retention. The research finds that while absenteeism is detrimental to the student's own performance, absenteeism of other team members from team activities has a significant negative effect on both individual exam and homework scores. The conclusions validate the benefits of active learning and of encouraging attendance in collaborative learning environments in all disciplines. [source] Climate change and the future for coral reef fishesFISH AND FISHERIES, Issue 3 2008Philip L Munday Abstract Climate change will impact coral-reef fishes through effects on individual performance, trophic linkages, recruitment dynamics, population connectivity and other ecosystem processes. The most immediate impacts will be a loss of diversity and changes to fish community composition as a result of coral bleaching. Coral-dependent fishes suffer the most rapid population declines as coral is lost; however, many other species will exhibit long-term declines due to loss of settlement habitat and erosion of habitat structural complexity. Increased ocean temperature will affect the physiological performance and behaviour of coral reef fishes, especially during their early life history. Small temperature increases might favour larval development, but this could be counteracted by negative effects on adult reproduction. Already variable recruitment will become even more unpredictable. This will make optimal harvest strategies for coral reef fisheries more difficult to determine and populations more susceptible to overfishing. A substantial number of species could exhibit range shifts, with implications for extinction risk of small-range species near the margins of reef development. There are critical gaps in our knowledge of how climate change will affect tropical marine fishes. Predictions are often based on temperate examples, which may be inappropriate for tropical species. Improved projections of how ocean currents and primary productivity will change are needed to better predict how reef fish population dynamics and connectivity patterns will change. Finally, the potential for adaptation to climate change needs more attention. Many coral reef fishes have geographical ranges spanning a wide temperature gradient and some have short generation times. These characteristics are conducive to acclimation or local adaptation to climate change and provide hope that the more resilient species will persist if immediate action is taken to stabilize Earth's climate. [source] The effects of morphology and substrate diameter on climbing and locomotor performance in male spidersFUNCTIONAL ECOLOGY, Issue 2 2010John Prenter Summary 1.,Spiders are the most sexually size dimorphic terrestrial animals and the evolution of this dimorphism is controversial. Patterns of sexual size dimorphism (SSD) in spiders have been related to individual performance and size. In 2002 Moya-Laraño, Halaj & Wise proposed the ,gravity hypothesis' to explain patterns of sexual size dimorphism in spiders whereby species building webs high in the vegetation are predicted to show greater SSD than those that build lower down. They advocated an advantage in climbing speed in smaller males searching for females in high places. The gravity hypothesis predicts a negative relationship between male size and climbing speed. In 2007 Brandt & Andrade questioned this interpretation and proposed that the pattern of SSD in spiders is better explained by an advantage for larger males of low-dwelling species to run faster along the ground. 2.,We induced male spiders to run a standard distance up vertical poles of different diameters to examine the predicted relationship between size and climbing speed. We tested two species of extremely size-dimorphic orb-web spiders, Argiope keyserlingi and Nephila plumipes, that differ in the height at which females tend to build webs, and one species of jumping spider, Jacksonoides queenslandica, with low levels of size dimorphism. We also examined morphological determinants of horizontal motility by inducing males to run along a raceway. 3.,Substrate diameter was consistently found to influence climbing performance. In N. plumipes, climbing speed was slowest on the widest diameter substrate. In A. keyserlingi, size-adjusted leg length and substrate diameter interacted to determine climbing speed, while in J. queenslandica, there was an interaction between body size and substrate diameter on climbing speed. In the effect of substrate diameter, we have identified a potential bias in previous tests of the gravity hypothesis. 4.,Our results do not support the prediction of the gravity hypothesis. There was no evidence of a negative relationship between body size and climbing speed in the two orb-web species with high levels of SSD. Our results are also not consistent with a recent modification of the gravity hypothesis that suggests a curvilinear relationship between climbing speed and size. 5.,Body size was positively associated with maximum running speed only in the cursorial hunter J. queenslandica. For this spider, results are more consistent with Brandt & Andrade's explanation for variation in SSD in spiders, that larger males are selected for superior running ability in low-dwelling species, rather than selection for smaller size for climbing to females in high-dwelling species. [source] Merit pay preferences among public sector employeesHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2001Michelle Brown Organisations have choices about methods of pay, and employee pay adjustment preferences are an important consideration in this decision-making process. Of particular organisational interest currently are pay systems that seek to link increases with individual performance, usually referred to as merit pay. Researchers have shown that pay adjustment systems that are incompatible with employee preferences can be costly for organisations, and have identified a range of demographic factors that predict support for merit adjustments. This article extends this line of research by investigating the impact of a performance appraisal system and a range of situational factors on the level of support for merit pay in a large public sector research organisation in Australia. The study finds that higher levels of perceived job security are associated with support for merit pay, while good promotional opportunities are associated with lower levels of support. Those who saw the outcomes of the current performance appraisal system as fair were unlikely to support merit pay. [source] A contingency approach to reward strategy in the UK not-for-profit sectorINTERNATIONAL JOURNAL OF NONPROFIT & VOLUNTARY SECTOR MARKETING, Issue 4 2000Anjali Bakhru The word ,charity' is derived from the Latin word ,caritas', meaning love of other people or beneficence and liberality to those in distress. It is argued, however, that as organisations within the charity or not-for-profit (NFP) sector become more commercial or ,business-like', the greater is the imperative to focus on effectiveness as well as efficiency. In terms of an organisation's reward strategy, it is critical that individual performance is assessed and linked to rewards. The aim of the paper is essentially to examine current approaches to reward strategy in the UK voluntary sector as well as to assess the ,effectiveness' of existing reward strategies, making suggestions as to how a ,best practice' approach could be adopted. Primary data were gathered from organisations within the NFP sector, and it was concluded that the sector needs to question the ,effectiveness' of reward strategies, to link individual performance objectives with its reward strategy, and to move away from pure cost-efficiency considerations to ensure that there is a balance between long-term and short-term objectives. At the same time, a ,best practice' approach for reward strategies within the NFP sector cannot be prescriptive in terms of suggesting ,one best way', but rather a contingency approach is recommended with regard to the selection of the mix of financial and non-financial factors within the reward strategy. Copyright © 2000 Henry Stewart Publications. [source] Type A Personality Characteristics and the Effect on Individual and Team Academic PerformanceJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 5 2006Warren E. Watson Type A personality has been conceptualized in part as high need for achievement combined with aggression, hostility, and self-esteem issues. In teams of undergraduate business students, high levels of Type A personality significantly correlated with high levels of depression and high levels of social monitoring; and negatively correlated with social desirability, communality, and individual performance across time. In team settings, the more Type A's were balanced in a team with low Type A's, the more there was team commitment and the more team synergy behaviors; while if teams had a greater number of Type A's, there was more individualistic behavior, and team project scores were lower. [source] Intrapopulation variation in reproduction by female eastern kingbirds Tyrannus tyrannus: the impacts of age, individual performance, and breeding siteJOURNAL OF AVIAN BIOLOGY, Issue 3 2004Michael T. Murphy I used data from a 13-year study of eastern kingbirds Tyrannus tyrannus from central New York, USA, to evaluate the relative impact of female age and body size on reproduction. I also calculated repeatabilities of reproductive traits for both females and the sites where they bred in an attempt to evaluate the relative contribution of each to intrapopulation variation in reproduction. Female age had a strong influence on timing of breeding (breeding date advanced by one day for each year of life), but was not a significant source of variation for clutch size, egg mass, number of young to hatch or fledge, or total seasonal production. Repeatabilities of breeding date for females and sites were both significant (0.284 and 0.181, respectively), but the only other significant repeatabilities were for female clutch size (0.282) and female egg mass (0.746). Among-year repeatabilities of breeding date for females who bred at two or more sites over their lifetime were as high as those for females that were site faithful. Thus, breeding date was probably affected independently by the female and site. No measure of productivity exhibited a repeatable pattern in comparisons made among females or sites. All reproductive traits were entered as dependent variables in a series of stepwise multiple regression analyses in an attempt to identify female properties (size, lifespan and condition) that might be linked proximately to differences in breeding statistics. I found that (a) large birds tended to breed the earliest, (b) clutch size was independent of female size, condition and lifespan, (c) female body size and egg size were correlated positively, but (d) production of young was independent of all measured female properties. Reproduction appears to be linked more closely to the female than to the site. Body size accounts for a portion of the repeatable portion of breeding date and egg mass, but most of the intrapopulation variation in these and other traits remained unexplained. [source] Towards case-based performance measures: uncovering deficiencies in applied medical careJOURNAL OF EVALUATION IN CLINICAL PRACTICE, Issue 4 2001Simon Hoelzer MD Abstract Measures are designed to evaluate the processes and outcomes of care associated with the delivery of clinical (and non-clinical) services. They allow for intra- and interorganizational comparison to be used continuously to improve patient health outcomes. The use of performance measures always means to abstract the complex reality (medical scenarios and procedures) in order to provide an understandable and comparable output. Measures can focus on global performance. The more detailed data are available the more specific judgements with respect to the appropriateness of clinical decision-making and implementation of evidence are feasible. Externally reported measures are intended both to inform and lead to action. By providing this information, deficiencies in patient care and unnecessary variations in the care process can be uncovered. Such variations have contributed to disparities in morbidity and mortality. The developments in information technology, especially world-wide interconnectivity, standards for electronic data exchange and facilities to store and manage large amounts of data, offer the opportunity to analyse health-relevant information in order to make the delivery of healthcare services more transparent for consumers and providers. Global performance measures, such as the overall life expectancy (mortality) in a country, can give a rough orientation of how well health systems perform but they do not offer general solutions nor spe-cific insights into care processes that have to be improved. In contrast to population-based measures, case-based performance measures use a defined group of patients depending on specific patient characteristics and features of disease. By means of these measures we are able to compare the number of patients that receive a necessary medical procedure against those patients who do not. The use of case-based measures is a bottom-up approach to improve the overall performance in the long run. They are not only a tool for global orientation but can offer a straightforward link to the areas of deficient care and the underlying procedures. Performance measures are relevant to providers as well as consumers, from their own individual perspective. Cased-based measures focus on the management of individual patient. This approach to performance measurement can inform physicians in a meaningful and constructive way by monitoring their individual performance and by pointing out possible areas of improvement. [source] Moving in social circles,social circle membership and performance implicationsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2007Willem Verbeke We investigate social circles in intra-firm settings. First, we argue that social circles are inhabited by individuals whose attitudes display fit with the objectives of the social circle rather than more self-centered instrumentalism or calculation. For a test of this hypothesis, we distinguish between friendship circles and strategy-influence circles. We find that friendship circle membership is positively associated with attitudes that display empathic concern but negatively with more instrumental attitudes, whereas strategy-influence circle membership is positively associated with attitudes that display long-term ambition but negatively with attitudes that display short-term calculation. Second, we argue and find that membership of social circles affects individual performance (social circles foster the exchange of information, for which we find clear evidence), albeit not necessarily in a linear fashion. Our new insights into social circle membership and performance implications can guide individuals in seeking access to such social circles and can aid management in understanding and perhaps influencing intra-firm knowledge flows. Copyright © 2006 John Wiley & Sons, Ltd. [source] Leader-member exchange, differentiation, and task interdependence: implications for individual and group performanceJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2006Robert C. Liden We investigated the effects of leader-member exchange (LMX) differentiation on individual and group performance with a sample of 120 work groups consisting of 834 employees who represented six different organizations. LMX differentiation was defined as the degree of variability in the quality of LMX relationships formed within work groups. Hierarchical Linear Modeling (HLM) results did not indicate support for a main effect of LMX differentiation on individual performance. Rather, the results demonstrated that LMX moderated the relation between LMX differentiation and individual performance, such that increases in LMX differentiation were accompanied by increases in individual performance for low LMX members, but no change in individual performance for high LMX members. At the group level, there was not a main effect for LMX differentiation on group performance. However, the hierarchical regression results revealed that the relation between LMX differentiation and group performance was moderated by task interdependence, such that for groups high in task interdependence, the greater the differentiation among group members, the higher the performance of the group. Conversely, for groups with relatively lower levels of task interdependence, differentiation among subordinates was not related to group performance. Finally, LMX differentiation was positively related to group performance in groups with a low LMX median, but was not related to performance in groups with a high LMX median. Copyright © 2006 John Wiley & Sons, Ltd. [source] A robust benchmark for the h- and g-indexesJOURNAL OF THE AMERICAN SOCIETY FOR INFORMATION SCIENCE AND TECHNOLOGY, Issue 6 2010Giovanni Abramo The use of Hirsch's h-index as a joint proxy of the impact and productivity of a scientist's research work continues to gain ground, accompanied by the efforts of bibliometrists to resolve some of its critical issues through the application of a number of more or less sophisticated variants. However, the literature does not reveal any appreciable attempt to overcome the objective problems of measuring h-indexes on a large scale for purposes of comparative evaluation. Scientists may succeed in calculating their own h-indexes but, being unable to compare them to those of their peers, they are unable to obtain truly useful indications of their individual research performance. This study proposes to overcome this gap, measuring the h- and Egghe's g-indexes of all Italian university researchers in the hard sciences over a 5-year window. Descriptive statistics are provided concerning all of the 165 subject fields examined, offering robust benchmarks for those who wish to compare their individual performance to those of their colleagues in the same subject field. [source] Effects of CO2 and light on tree phytochemistry and insect performanceOIKOS, Issue 2 2000Jep Agrell Direct and interactive effects of CO2 and light on tree phytochemistry and insect fitness parameters were examined through experimental manipulations of plant growth conditions and performance of insect bioassays. Three species of deciduous trees (quaking aspen, Populus tremuloides; paper birch, Betula papyrifera; sugar maple, Acer saccharum) were grown under ambient (387±8 ,L/L) and elevated (696±2 ,L/L) levels of atmospheric CO2, with low and high light availability (375 and 855 ,mol×m,2×s,1 at solar noon). Effects on the population and individual performance of a generalist phytophagous insect, the white-marked tussock moth (Orgyia leucostigma) were evaluated. Caterpillars were reared on experimental trees for the duration of the larval stage, and complementary short-term (fourth instar) feeding trials were conducted with insects fed detached leaves. Phytochemical analyses demonstrated strong effects of both CO2 and light on all foliar nutritional variables (water, starch and nitrogen). For all species, enriched CO2 decreased water content and increased starch content, especially under high light conditions. High CO2 availability reduced levels of foliar nitrogen, but effects were species specific and most pronounced for high light aspen and birch. Analyses of secondary plant compounds revealed that levels of phenolic glycosides (salicortin and tremulacin) in aspen and condensed tannins in birch and maple were positively influenced by levels of both CO2 and light. In contrast, levels of condensed tannins in aspen were primarily affected by light, whereas levels of ellagitannins and gallotannins in maple responded to light and CO2, respectively. The long-term bioassays showed strong treatment effects on survival, development time, and pupal mass. In general, CO2 effects were pronounced in high light and decreased along the gradient aspen birch maple. For larvae reared on high light aspen, enriched CO2 resulted in 62% fewer survivors, with increased development time, and reduced pupal mass. For maple-fed insects, elevated CO2 levels had negative effects on survival and pupal mass in low light. For birch, the only negative CO2 effects were observed in high light, where female larvae showed prolonged development. Fourth instar feeding trials demonstrated that low food conversion efficiency reduced insect performance. Elevated levels of CO2 significantly reduced total consumption, especially by insects on high light aspen and low light maple. This research demonstrates that effects of CO2 on phytochemistry and insect performance can be strongly light-dependent, and that plant responses to these two environmental variables differ among species. Overall, increased CO2 availability appeared to increase the defensive capacity of early-successional species primarily under high light conditions, and of late-successional species under low light conditions. Due to the interactive effects of tree species, light, CO2, and herbivory, community composition of forests may change in the future. [source] ADAPTATION AND INTRAINDIVIDUAL VARIATION IN SALES OUTCOMES: EXPLORING THE INTERACTIVE EFFECTS OF PERSONALITY AND ENVIRONMENTAL OPPORTUNITYPERSONNEL PSYCHOLOGY, Issue 2 2006GREG L. STEWART Many practices in the field of industrial-organizational psychology assume that individual performance is stable across time; yet, little is actually known about the extent to which performance varies within individuals. We specifically address this issue by exploring the longitudinal influence of a situational opportunity (referrals received from the central office) on intraindividual performance outcomes of sales representatives. We also explore Conscientiousness and Openness to Experience as traits that explain variation in adaptation to changes in referrals. Our results show that more weekly variation in individual performance resides within individuals than between individuals. A majority of this variance is explained by the situational opportunity of referrals. Furthermore, the positive relationship between referrals and outcomes is stronger for sales representatives high on Conscientiousness, but weaker for representatives high on Openness to Experience. [source] Validation of DNA probes for preimplantation genetic diagnosis (PGD) by fluorescence in situ hybridization (FISH) R1PRENATAL DIAGNOSIS, Issue 11 2006Stanislawa Weremowicz Abstract Background Preimplantation genetic diagnosis (PGD) by fluorescence in situ hybridization (FISH) is being employed increasingly by medical centers and private companies. Validation of any clinical assay, particularly one with novel applications such as PGD by FISH, is of critical importance in the clinical setting. This importance is recognized by both the College of American Pathologists (CAP) and the American College of Medical Genetics (ACMG), who recommend validation of FISH assays in the clinical setting. Validation of FISH assays for PGD is especially significant, as only one or two cells (blastomeres) will be available for testing of a given embryo. Methods We have developed validation protocols for a variety of FISH assays, including sex identification, structural chromosomal aneusomy, and aneuploidy screening with the Vysis, Inc., PGT probe panel. Results Our validation results show good individual performance of commercially available probes, and decreasing overall efficiency as the number of probes included in an assay increases. Copyright © 2006 John Wiley & Sons, Ltd. [source] Physician-patient encounters: The structure of performance in family and general office practiceTHE JOURNAL OF CONTINUING EDUCATION IN THE HEALTH PROFESSIONS, Issue 4 2006Elizabeth F. Wenghofer PhD Abstract Introduction: The College of Physicians and Surgeons of Ontario, the regulatory authority for physicians in Ontario, Canada, conducts peer assessments of physicians' practices as part of a broad quality assurance program. Outcomes are summarized as a single score and there is no differentiation between performance in various aspects of care. In this study we test the hypothesis that physician performance is multidimensional and that dimensions can be defined in terms of physician-patient encounters. Methods: Peer assessment data from 532 randomly selected family practitioners were analyzed using factor analysis to assess the dimensional structure of performance. Content validity was confirmed through consultation sessions with 130 physicians. Multiple-item measures were constructed for each dimension and reliability calculated. Analysis of variance determined the extent to which multiple-item measure scores would vary across peer assessment outcomes. Results: Six performance dimensions were confirmed: acute care, chronic conditions, continuity of care and referrals, well care and health maintenance, psychosocial care, and patient records. Discussion: Physician performance is multidimensional, including types of physician-patient encounters and variation across dimensions, as demonstrated by individual practice. A conceptual framework for multidimensional performance may inform the design of meaningful evaluation and educational recommendations to meet the individual performance of practicing physicians. [source] Energy and exergy analysis of Salihli geothermal district heating system in Manisa, TurkeyINTERNATIONAL JOURNAL OF ENERGY RESEARCH, Issue 5 2005Leyla Ozgener Abstract This study deals with an energy and exergy analysis of Salihli geothermal district heating system (SGDHS) in Manisa, Turkey. In the analysis, actual system data are used to assess the district heating system performance, energy and exergy efficiencies, specific exergy index, exergetic improvement potential and exergy losses. Energy and exergy losses throughout the SGDHS are quantified and illustrated in the flow diagram. The exergy losses in the system, particularly due to the fluid flow, take place in the pumps and the heat exchanger, as well as the exergy losses of the thermal water (e.g. geothermal fluid) and the natural direct discharge of the system. As a result, the total exergy losses account for 2.22, 17.88 and 20.44%, respectively, of the total exergy input to the entire SGDHS. The overall energy and exergy efficiencies of the SGDHS components are also studied to evaluate their individual performances and determined to be 55.5 and 59.4%, respectively. Copyright © 2005 John Wiley & Sons, Ltd. [source] The Generalizability of Scores for a Performance Assessment Scored with a Computer-Automated Scoring SystemJOURNAL OF EDUCATIONAL MEASUREMENT, Issue 3 2000Brian E. Clauser When performance assessments are delivered and scored by computer, the costs of scoring may be substantially lower than those of scoring the same assessment based on expert review of the individual performances. Computerized scoring algorithms also ensure that the scoring rules are implemented precisely and uniformly. Such computerized algorithms represent an effort to encode the scoring policies of experts. This raises the question, would a different group of experts have produced a meaningfully different algorithm? The research reported in this paper uses generalizability theory to assess the impact of using independent, randomly equivalent groups of experts to develop the scoring algorithms for a set of computer-simulation tasks designed to measure physicians' patient management skills. The results suggest that the impact of this "expert group" effect may be significant but that it can be controlled with appropriate test development strategies. The appendix presents multivariate generalizability analysis to examine the stability of the assessed proficiency across scores representing the scoring policies of different groups of experts. [source] Moult speed affects structural feather ornaments in the blue titJOURNAL OF EVOLUTIONARY BIOLOGY, Issue 4 2009M. GRIGGIO Abstract Growing evidence suggests that structural feather colours honestly reflect individual quality or body condition but, contrary to pigment-based colours, it is not clear what mechanism links condition to reflectance in structural feather colours. We experimentally accelerated the moult speed of a group of blue tits (Cyanistes caeruleus) by exposing them to a rapidly decreasing photoperiod and compared the spectral characteristics of their structural feather colours with those of control birds. Blue tits were sexually dimorphic on the UV/blue crown and on the white cheek feathers. Moult speed, however, dramatically reduced brightness and the saturation only on the UV/blue crown feathers, whereas structural white on the cheek feathers was basically unaffected by moult speed. Given that the time available for moulting is usually confined to the period between the end of the breeding season and migration or wintering, UV/blue colours, but not structural white, may convey long-term information about an individual's performance during the previous breeding season. The trade-off between fast moulting and structural colour expression may represent a previously unrecognized selective advantage for early-breeding birds. [source] A Performance Approach to Job AnalysisPERFORMANCE IMPROVEMENT QUARTERLY, Issue 4 2001Al Folsom ABSTRACT When we think of conducting analyses with a performance view, we commonly lean toward tools like front end analysis, needs assessment, performance analysis, and several variations. Usually, this starts because of a performance problem or because of an anticipated new performance. What about existing training? We look to training evaluation in its various levels to determine whether people like it, learn from it, transfer it, and whether the organization is benefiting from it. This paper describes a scenario where existing training was occurring, people suspected it could be more efficient, and yet the individuals' performance was for the most part satisfactory. We wanted to determine where the training could be made more efficient, determine if there were other barriers to performance, and do this with valid and reliable data from a large workforce. The Coast Guard's Performance Technology Center was in its infancy and was given the permission to try out alternative methods of conducting its work. This article describes the lessons learned about the process, about the technologies employed, and even the logistics of carrying out a rather large-scale effort in minimal time. [source] | ||||||||||||||||||||||