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  • 3 Secrets of Highly Successful Graduates

    Do you feel ready for the new world of work? Explain. Reid Hoffman , founder of LinkedIn, shares three things that successful professionals eventually figure out about their careers. The 3 Secrets of Highly Successful Graduates from Reid Hoffman

  • Bill of Rights in the Digital Age

    Are you taking online classes? Have you thought about your rights? What would you add to the infographic below? How could it relate to management training? Please include attribution to OnlineColleges.net with this graphic.

  • MOOCs

    Have you enrolled in a massive open online course (MOOC)? If so, did you complete the course? Some people think that MOOCs are the future of education. But, t he infographic below lists some of the reasons that others remain unconvinced. How might MOOCs and traditional college/university courses work together? Please include attribution to OnlineColleges.net with this graphic.

  • Robert Greene on Mastery

    In this video, Robert Greene addresses the Oxford Union Society. In his new book, Mastery , Greene explains how people master and rise to the top of their field. Masters learn faster and more intensely than others in their field. They make connections between ideas that others cannot see. When writing the book, Greene discovered several ideas. Every human being is born unique. This uniqueness is manifested in early childhood. Each child is drawn to something that he or she is good at. Masters hear and stay true to this voice (life task) all during their lives. Masters study, research, and practice. Practice is pleasurable and becomes more pleasurable. They develop patience and a solid work ethic. They immerse themselves in the work. Choose a place with maximum opportunities to learn. Work with an open mind. Observe people. Get along well with others. Accumulate and learn as many skills as possible. This is an adventure! What did you enjoy in your childhood? What is your uniqueness? What is your life task?

  • National Data Privacy Month

    Data Privacy Month began as National Data Privacy Day on January 28th four years ago. Legislation in 2009 declared every January 28th as the day for national data privacy awareness. Privacy is concerned with how data/information is managed, used, and disclosed. Security deals with the protection of data/information from being lost, stolen, or improperly accessed. SANS and EDUCAUSE developed this privacy awareness video used by colleges and universities. Managers train employees to incorporate the following work habits into their day-to-day activities. Share information with authorized personnel. When in doubt, don't give it out. Limit the amount of company information you carry. Change your passwords periodically. Position monitors so that bystanders cannot see internal or confidential information on your screen. Lock information whenever you are away. Lock your screen or workstation before leaving your workspace using any of or a combination of the three methods: Simultaneously press the Windows logo on your keyboard and the L key.Press the CTRL + ALT + DEL keys simultaneously.Set your computer to time out after a set time of idleness. Lock file cabinets. Lock office doors. What other tips can you share to insure privacy and security?

  • Wendy's Training Video (1980)

    A fundamental part of every manager's job is to train employees. Training is an important element in any company's productivity. Better trained employees are more productive. They get results in less time than employees without training. But, managers can get bored saying and doing the same things over and over in training sessions. One way to overcome this is to use a video. Using video for training is nothing new. The Wendy's training video above is from the 1980s. This video is entertaining as well as informative. What is your favorite way to learn? What did you learn from this traiing video? What did you like about it? What would you change about it? How could you use this format in the future to train employees?

  • Millennial Workforce

    In this episode of Revolution, Identified Co-CEO Brendan Wallace shares insights into millennial behavior with Brian Solis . His company is a new network that connects younger professionals with the businesses that hope to hire them. How can managers nurture millennial employees in a collaborative, rewarding, and connected workforce?

  • Massive Open Online Courses (MOOCs)

    Massive open online courses (MOOCs) allow anyone to take a class for free. Coursera provides a technical platform to 33 educational institutions and offers some 200 online courses to 1.5 million students. In this TED video , Daphne Koller, co-founder of Coursera , talks about what we are learning from online education. Have you ever taken a free college class on the Internet? Are MOOCs the future of education? What are the possibilities of training employees using MOOCs?

  • Do Educational Video Games Actually Work?

    From: OnlineCollegeCourses.com

  • Active Shooter Training

    Many managers provide "Active Shooter" training for their employees. "Run. Hide. Fight. Surviving an Active Shooter Event" is a video used to introduce the training. It was produced by the City of Houston Mayor's Office of Public Safety and Homeland Security and funded by a grant from Department of Homeland Security. For our own safety, we all must become proactive. Run from the building, if possible, and don't stop running until you are sure you are safe. Hide if you are forced to stay in the building, but deny the shooter entry or access. Lock the door, turn out the lights, and block entry points to the room. Fight to defend yourself and others. Use things you find in the room as improvised weapons (such as chairs, fire extinguishers, and computer monitors, etc.) to defend yourself and others. Know your work space and how to fortify it. What is your plan for your individual area?

  • Digital Textbooks

    The State Educational Technology Directors Association (SETDA) released a report Out Of Print: Reimagining the K--‐12 Textbook in a Digital Age . (See the attached report.) The goal is to move away from printed textbooks to digital textbooks. Online experiences offer students videos and interactive help features in a way a textbook never could. College and university students have been one of the most reluctant groups to adopt digital textbooks. What is it that students like about the printed book? What makes them reluctant to adopt digital books? Have you shifted from print to digital? Explain.

  • Work Skills 2020

    According to a report issued last month (September 24) by the U.S. Conference of Mayors, conducted by HIS Global Insight, "the nation is expected to gain about 11.5 million jobs in the next five years." Unfortunately, many workers are not prepared for those future jobs. So, the mayors and workforce development leaders met to discuss future job needs and ways to shrink the skills gap. (See " Mayors warn of skills gap at Dallas gathering .") We've all heard that U.S. students need to improve their math and science skills. But, the Institute for the Future and the University of Phoenix published a report , Future Work Skills 2020 , which lists ten skills needed for the future workforce : sense-making, social intelligence, novel & adaptive thinking, cross-cultural competency, computational thinking, new-media literacy, transdisciplarity, design mindset, cognitive load management, virtual collaboration. Which of the ten skills do you have? How are your classes preparing you for the jobs of the future?

  • High Jobless Rate Will Last Several More Years

    A majority of economists expect the national unemployment rate to stay above 6 percent until 2015 or later. Thirty-two private, corporate, and academic economists were surveyed by the Associated Press for its Economy Survey. (See the graphic below.) Under the Employment Act of 1946, full employment is defined as an unemployment rate of 4 percent. However, economists consider "normal" unemployment to be between 5 and 6 percent. That's because millions of Americans have become discouraged looking for work and have given up looking for a job. They are no longer counted as unemployed. Many states are encouraging the unemployed to go to Alison.com to "up-skill" themselves. They want evidence that unemployed people receiving benefits are taking active steps to improve their job prospects. Alison is short for Advanced Learning Interactive Systems Online. It is the brainchild of Michael Feerick, an Irishman. Over 400 courses are offered for free. Courses include those developed by Stanford and MIT. Employers can check the skills of job applicants who say they've taken and mastered an Alison course by asking the applicant to take a "flash test." The applicant logs on, takes a quiz from the course material of randomly selected questions, and passes or fails. Even though courses are free, Alison charges $30 for a certificate or diploma. A diploma printed on parchment costs $120. (See attached file.) How do Alison credentials compare to those of college graduates? How do credentials change as education goes online?

  • Two enemies of training

    This video post is part of Sullivision on NRN.com , a resource center for restaurants looking for service, leadership and sales-building techniques from industry expert and NRN columnist Jim Sullivan. Two common enemies of training are (1) in the classroom - preoccupation or distraction and; (2) outside the classroom - habit. Managers must engage the team members so that they are active learners. The biggest enemy of training outside the classroom is habit. It takes at least 21 days of different behavior to change a habit. For example, try reversing the order of the way you usually fold your arms or fingers. It feels strange - just like trying to learn something new. Reinforce new training by teaching it each and every day. Read more: http://nrn.com/article/two-enemies-training-restaurant-employees?NL=NRN-03&Issue=NRN-03_20120702_NRN-03_524&YM_RID=&utm_source=MagnetMail&utm_medium=email&utm_term=gemmyallen@dcccd.edu&utm_content=NRN-News-NRNam-07-02-12`email`&YM_MID=`mmid`#ixzz1zTWYdn1f How do you like to learn? What methods keep you engaged in the classroom? On the job?

  • Management Conduct Contrary to Policies at Best Buy

    Richard Schulze founded Best Buy, but is stepping down as chairman after a company inquiry found that he failed to reveal the CEO's relationship with a female employee. CEO Brian Dunn resigned last month for violating Best Buy's policy . He had an inappropriate ("close personal") relationship with a female subordinate. The female employee was much younger than the CEO, according to reports. The Associated Press reported , "The company probe found that although Dunn did not misuse company resources or aircraft related to the relationship, he and the employee were in significant contact for no identifiable business purpose. For example, during one four-day and one five-day trip abroad in 2011, the CEO contacted the female employee by cell phone at least 224 times, including 33 phone calls, 149 text messages, and 42 picture or video messages." Problems affect productivity. Both Schulze and Dunn forgot that company policies, procedures, and rules are important. They are written to take care of problems which occur again and again. Companies have an incentive to implement and enforce strong policies prohibiting harassment and effective complaint procedures. Furthermore, employees have an incentive to alert management about harassment before it becomes severe and pervasive. The " Facts About Sexual Harassment " below is from the U.S. Equal Employment Opportunity Commission (EEOC). Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 . Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. Dating a co-worker has resulted in the Best Buy CEO losing his job. Not sharing the information with the board has resulted in the chairman of Best Buy's board losing his position. Do you think any others at Best Buy knew the CEO and employee had a relationship? If so, do you think there was office gossip? Could employees see this relationship as a sign of favoritism? Should the CEO fear blackmail, the possibility that she would accuse him of hierarchical harassment or blackmail?
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