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- Creators: Department of Supply Chain Management
- Creators: Danzig, Arnold
Description
This study is designed to understand the patterns of selection, preparation, retention and graduation of undergraduate pre-licensure clinical nursing students in the College of Nursing and Health Innovation at Arizona State University enrolled in 2007 and 2008. The resulting patterns may guide policy decision making regarding future cohorts in this program. Several independent variables were examined including grades earned in prerequisite courses; replacement course frequency; scores earned on the Nurse Entrance Test (NET); the number of prerequisite courses taken at four-year institutions; race/ethnicity; and gender. The dependent variable and definition of success is completion of the Traditional Pre-licensure Clinical Nursing Program in the prescribed four terms. Theories of retention and success in nursing programs at colleges and universities guide the research. Correlational analysis and multiple logistic regression revealed that specific prerequisite courses--Human Nutrition, Clinical Healthcare Ethics, and Human Pathophysiology--as well as race/ethnicity, and gender are predictive of completing this program in the prescribed four terms.
ContributorsHerrera, Cheryl (Author) / Danzig, Arnold (Thesis advisor) / Cayer, Jospeh (Committee member) / Grando, Victoria (Committee member) / Arizona State University (Publisher)
Created2012
Description
The purpose of this paper is to understand how companies are finding high potential employees and if they are leaving top talent behind in their approach. Eugene Burke stated in 2014 that 55% of employees that are labeled as a High Potential Employee will turn over and move companies. Burke (2014) also states that the average high potential employee tenure is five years. The Corporate Leadership Council says that on average, 27% of a company's development budget is spent on its high potential program (CEB 2017). For a midsize company, the high potential development budget is almost a million dollars for only a handful of employees, only to see half of the investment walking out the door to another company . Furthermore, the Corporate Leadership Council said that a study done in 2005 revealed that 50% of high potential employees had significant problems within their job (Kotlyar and Karkowsky 2014). Are time and resources are being given to the wrong employees and the right employees are being overlooked? This paper exams how companies traditionally select high potential employees and where companies are potentially omitting employees who would be better suited for the program. This paper proposes that how a company discovers their top talent will correlate to the number of turnovers or struggles that a high potential employee has on their job. Future research direction and practical considerations are also presented in this paper.
ContributorsHarrison, Carrie (Author) / Mizzi, Philip (Thesis director) / Ruediger, Stefan (Committee member) / Department of Management and Entrepreneurship (Contributor) / School of Sustainability (Contributor) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
In this paper, it is determined that learning retention decreases with age and there is a linear rate of decrease. In this study, four male Long-Evans Rats were used. The rats were each trained in 4 different tasks throughout their lifetime, using a food reward as motivation to work. Rats were said to have learned a task at the age when they received the highest accuracy during a task. A regression of learning retention was created for the set of studied rats: Learning Retention = 112.9 \u2014 0.085919 x (Age at End of Task), indicating that learning retention decreases at a linear rate, although rats have different rates of decrease of learning retention. The presence of behavioral training was determined not to have a positive impact on this rate. In behavioral studies, there were statistically significant differences between timid/outgoing and large ball ability between W12 and Z12. Rat W12 had overall better learning retention and also was more compliant, did not resist being picked up and traveled more frequently at high speeds (in the large ball) than Z12. Further potential studies include implanting an electrode into the frontal cortex in order to compare neuro feedback with learning retention, and using human subjects to find the rate of decrease in learning retention. The implication of this study, if also true for human subjects, is that older persons may need enhanced training or additional refresher training in order to retain information that is learned at a later age.
ContributorsSpinrad, Amelia (Author) / Si, Jennie (Thesis director) / Thompson, Patrick (Committee member) / Ma, Weichao (Committee member) / Barrett, The Honors College (Contributor)
Created2014-05
Description
Purpose: This thesis studies students' motivations for accepting internships, and how companies can better their internship programs to retain interns for full-time employment. The purpose of this thesis is to produce ways for companies to increase the return on investment of their internship programs by increasing their conversion rates of interns to full-time employees. Methodology: In addition to research of existing literature, a survey was given to undergraduate students at Arizona State University to determine students' motivations for accepting internships, interest level in working for the company full-time before starting their internship and upon completion of their internship, what factors are important when seeking an internship versus a full-time job, what different companies offer in their internship programs, and how companies stay in contact with interns following their internship. Findings: Through my research I found that upper and lower division students have different motivations for completing internships, and that upper division students have more of a motivation for working full-time for the company they intern for. I also found that students' interest in the company will shift throughout the course of their internship, but those students that are satisfied with their internship will be more likely to want to work full-time with that employer. Students also found different factors important when seeking internships versus full-time jobs; students looking for internships are most interested in work that they enjoy, industry, and pay, while students searching for a full-time job find pay, work, that you enjoy, and location most important. I also found that students would be most satisfied with those internships in which the program centers on engagement, meaningful work, and feeling a part of the team. Finally, students who accept return offers from the company they intern for receive minimal communication from the company after they receive their offer. This may be the reason so many former interns continue to seek other job opportunities following the acceptance of their return offer.
ContributorsFader, Julianne Arbor (Author) / LePine, Marcie (Thesis director) / Harthun, Jyll (Committee member) / Barrett, The Honors College (Contributor) / W. P. Carey School of Business (Contributor) / Department of Supply Chain Management (Contributor) / Department of Marketing (Contributor)
Created2014-05
Description
This study examined the quality of professional life at a Title I school that has achieved the Arizona Department of Education's highest accountability rating of Excelling for eight consecutive years. By examining the factors that influence the school environment including teachers' attitudes and the connections within the teacher community at this school, a description emerged of the factors that influenced the quality of professional lives of teachers. This descriptive study sought to describe, "What is the quality of professional life for teachers at a Title I elementary school with a history of high levels of student achievement?" The research was conducted at Seneca Elementary school (a pseudonym) in the Seneca School District (a pseudonym). By examining the quality of professional life for teachers in a highly ranked Title I school, a better understanding of the quality of professional life may lead to recommendations for other schools with high levels of poverty on how to support teachers who work in high poverty schools. Within a theoretical framework of motivation-hygiene theory and socio cultural theory, the study identified principal leadership as a primary supporting factor of quality of professional life. The study also identified lack of input and lack of teacher control over curriculum and instruction as barriers to quality of professional life. Teachers described principal leadership, environment, social factors and teacher identity as contributors to enhancing the quality of professional life. Trust and focus emerged as additional factors that improved the workplace for teachers.
ContributorsThomas, Jeffrey J (Author) / Danzig, Arnold (Thesis advisor) / Fischman, Gustavo (Committee member) / Boyle, Charlotte (Committee member) / Arizona State University (Publisher)
Created2011
Description
The purpose of this thesis is to examine how companies can most effectively attract and retain millennial workers. Millennials are the future of the corporate world, and their retention in the workforce is important. Research for this study was gathered through the use of two surveys administered to Arizona State University students and corporate recruiters. The student survey focuses on what students' value in future employers, while also concentrating on challenges and opportunities job seekers presently face. The corporate survey asks questions related to the efforts used to attract and retain future employees, and the challenges and opportunities of the millennial worker. The findings reveal the millennial generation and the employers of today find alignment and disagreement within the topics of job dedication, culture, generational perceptions, and perceptions of the millennial. This study has a number of practical implications for employers seeking to understand how to integrate millennial workers into their corporate environment. Students will also find practical implications from this study, as they can better understand how to successfully get hired and be a part of a corporate environment. Recommendations for change on the students and employers respective behalf are based on survey findings and secondary source research.
ContributorsSt. Marie-Lloyd, Honi (Author) / LePine, Marcie (Thesis director) / Hill, Sarah (Committee member) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2015-12