Do you feel like you belong here?

As a freshman in an introductory chemistry class sits down for his semester, which could be his first stepping stone to a career in academia, research, or medicine, a thought may swirl through his mind. Head next to valence numbers, molar masses and oxidation states — an anxiety that turns into a guess: “Maybe people like me don’t belong to this class.

This thought is called uncertainty of belonging, a feeling of social insecurity linked to a person’s identity. New research from the University of Utah shows that insecurity of belonging in a STEM course, especially a freshman chemistry class, can affect a student’s midterm scores, which can then have repercussions on the student’s uncertainty of belonging. For students from groups that are under-represented in STEM, there is a risk that such a feedback loop will cause them to decide that science is not for them, deterring potential scientists from even entering a STEM field.

“Students in these first STEM courses face many struggles and challenges, such as learning to adjust their study strategies, which are normal for this period of academic transition from high school to college,” says Gina Frey, chemistry teacher. “The problem is that a student with a high degree of uncertainty of belonging has a less stable sense of belonging and will believe that the difficulties they encounter in these courses are due to their identity rather than a normal part of the transition. academic experience that everyone is faced with in their early days. years in college.

The research is published in the Journal of Chemical Education in a special issue on diversity, equity, inclusion and respect in the research and practice of chemistry education.

Sense of belonging and uncertainty of belonging

The uncertainty of belonging is different from the simple feeling of belonging. A sense of belonging is an individual feeling, says Frey, (that is, “Do I belong here?”), While the uncertainty of belonging is related to the groups in which a person identifies himself.

“The more uncertain a person is about belonging,” says Frey, “the more aware they are of the problems that specific identity groups may have in belonging to a community, and therefore the person may feel that ‘people like me ( that is, a certain identity group) have no place here.

In a study last year at another university, Frey and his colleagues saw how the difference between the feeling of belonging and the uncertainty of belonging played out. The researchers followed the students through General Chemistry 1 and 2 and found that women entered each class with a lower sense of belonging and higher uncertainty of belonging than men, even with the same. academic preparation (as measured by ACT math scores and the pre-assessment test scores). At the end of the semester, women still expressed a higher uncertainty of belonging than men, although their sense of belonging had increased. Both measures of membership, the researchers found, were correlated with exam performance.

But between membership measures and exam scores, what is the cause and what is the effect? Other researchers had previously hypothesized that belonging and academic performance were linked in a feedback loop – higher uncertainty of belonging can lead to lower exam scores, which in turn reinforces the uncertainty of belonging and so on.

In the new Frey study, chemistry graduate student Joshua Edwards and physics and astronomy assistant professor Ramón Barthelemy set out to explore the recursive phenomenon within the confines of a single course: general chemistry 1.

Recursive effects

A total of 725 students participated in the study, which was conducted in the fall semester of 2020 amid blended learning options due to COVID-19 (later on study impact ). With their consent, the researchers compiled student demographics, information on academic preparation, and grades from the course’s three exams (two mid-term and one final). They also assessed membership using a short questionnaire given at the start and end of the semester.

The results showed that membership uncertainty and test performance interacted with each other as assumed. In general, students’ mid-term performance predicted their uncertainty of belonging at the end of the semester. And that uncertainty predicted their score on the final exam.

Frey says she and her colleagues were surprised to see that the benefits of a good mid-point score over membership uncertainty applied differently to men and women. When men scored high on tests (90% or more), their uncertainty of belonging decreased significantly (suggesting greater security in their belonging). But for women, even with the same good scores, the uncertainty of belonging is not lower than the class average.

“This means that, at least for women, there is a limit to what performance gains can improve social belonging,” says Frey. “The ever-higher membership uncertainty we see for women in STEM classes could affect women’s retention and persistence in STEM fields, and improved performance is not the only factor needed to mitigate this gender-based belonging gap in STEM. “

The researchers also found that intersectionality, or belonging to more than one under-represented group, deepens the belonging-academia cycle. For the group of students who were both female and first-generation students, each increase in the standard deviation of membership uncertainty (a statistical term meaning distance from the class average) was accompanied by a decrease of up to 6% in the mid-term average mark.

How to break the cycle

Instructors and students can help break the cycle of membership uncertainty, says Frey.

Instructors can help by implementing collaborative activities to encourage peer interaction. “It is essential that students see that their learning experience and all the challenges that come with it are shared by most of their peers,” says Frey. They can also create a growing mindset and a supportive environment, helping students understand that their abilities can grow with time and practice, and that mistakes are part of the learning process. “This is especially important right after major assessments, such as exams, when students are most likely to make judgments about their own academic ability,” adds Frey.

Instructors can also help by using examples, analogies, and diagrams that are not stereotypical and include different identities. For example, avoiding analogies and references to popular male-dominated media and activities, Frey says, can have a substantial impact on student belonging.

“Instructors should use these teaching practices for all students,” she says, “but also focus on groups that are under-represented in STEM such as women, first-generation students, and people of color. “

Students can do their part by supporting each other, especially in collaborative activities.

“In the qualitative studies that we conduct, we find that students really appreciate the positive and supportive interactions between students during class,” says Frey. “Get to know your colleagues or peers in your classroom, initiate a discussion with them, share your point of view and respect the points of view of your colleagues. You may be surprised to find that many students’ experiences in the course are similar to yours and that you can help each other learn.

Next steps

The researchers conducted the study during the COVID-19 pandemic and mixed learning modalities. With such a high value placed on peer interaction, how did the disruption of traditional face-to-face learning affect the study?

“It’s a good question that we think about a lot,” says Frey. Due to the unique circumstances of the pandemic, the researchers turned to their previous study for comparison. “We can say with certainty that the outcome of differences in sense of belonging and uncertainty of belonging among men and women in STEM courses is robust and widespread,” says Frey. Additionally, researchers are conducting a similar study this fall in an in-person chemistry class, providing another data point for comparison.

“A key difference we’re seeing is that in the online / hybrid learning environment,” she says, “students more often mention the importance of peer interaction.”

The team is also considering an introductory physics course at U to see if the same patterns hold up in other STEM courses.

Since Introductory STEM courses are the foundation of many specializations and careers, helping diverse students feel like they belong enhances diversity in the courses and careers that follow.

“You are not alone in the struggles and challenges you face as a student in your first STEM classes,” Frey said. “Anyone can improve themselves with the right study skills and support. Don’t be afraid to ask for help. Seeking help from your instructor, peers, or other academic resources is what you should do what you learn.

Find the full study here.

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E-Learning Content Creation Tools Market Size, Growth, and Analysis by Major Key Players – Adobe, Articulate, Dominknow, Trivantis

The latest recently published study, The forecast period of the global e-learning content creation tools market, 2021-2028. According to the study, the global e-learning content creation tools market was valued at XX USD and is expected to reach XX USD by 2027, exceeding only XX USD and an average of XX% per year during the forecast period. This research report provides a comprehensive perspective of the market with detailed insights into drivers, restraints, opportunities, trends and challenges, key factors that can affect targeted market results over the years.

The market reports provide a concise overview of the segments and sub-segments including product types, applications, players, and regions which provide key aspects of the market. The report focuses on the performance impact of the COVID-19 pandemic and provides the current market and takes an in-depth look at the market conditions. The report was able to conduct an in-depth study of market dynamics, changing consumer behavior, and flow of global supply chains affected by the market. This important information on reporting objectives provides clients with solid guidance in obtaining insight into their trading decisions from their investment market in order to assess factors that may affect current and future market conditions.

Competition analysis

This report provides a comprehensive view of the competitive environment for the e-learning content creation tools market and includes a detailed description of the performance of the major global players completed in the market. It provides the latest updated list of several business strategies including mergers, acquisitions, partnerships, product launches, manufacturing unit expansions and collaborations adopted by these major global players. The report provides a clear picture of large companies’ R&D investments and adoption of innovative technologies to broaden their consumer base and extend their existing competitiveness. Furthermore, the report provides detailed information about the position of new entrants or players in the market, the extent of growth, and opportunities.

The research focuses on the current market size of the E-Learning Content Authoring Tools market and its growth rates based on the records with the company outline of key players / manufacturers:

The Major Players Covered By The Online Learning Content Creation Tools Markets:

  • Adobe
  • Articulate
  • Dominknow
  • Trivantis
  • Sap
  • Techsmith
  • In spring
  • Elucidate
  • Brainshark
  • Soft chalk
  • informed
  • Udutu
  • Smartbuilder
  • Coursearc
  • gomo leaning

Segmentation of the e-learning content creation tools market:

The e-learning content creation tools market is split by Type and by Application. For the period 2021-2028, Intersectoral Growth provides accurate sales calculations and forecasts by type and application in terms of volume and value. This analysis can help you grow your business by targeting qualified niche markets.

Market breakdown of e-learning content creation tools by type:

  • Video
  • Graphic
  • Ring
  • Other

Online Learning Content Creation Tools Market Split By Application:

  • Business
  • Education
  • Other

Scope of the E-Learning Content Creation Tools Market Report

Report attribute Details
Market size available for years 2021 – 2028
Reference year considered 2021
Historical data 2015 – 2019
Forecast period 2021 – 2028
Quantitative units Revenue in millions of USD and CAGR from 2021 to 2027
Covered segments Types, applications, end users, etc.
Cover of the report Revenue forecast, company ranking, competitive landscape, growth factors and trends
Regional scope North America, Europe, Asia-Pacific, Latin America, Middle East and Africa
Scope of customization Free customization of the report (equivalent to 8 working days for analysts) with purchase. Add or change the scope of country, region and segment.
Price and purchase options Take advantage of personalized shopping options to meet your exact research needs. Explore purchasing options

Regional Market Analysis The e-learning content creation tools can be represented as follows:

Each regional e-learning content creation tools sector is carefully researched to understand its current and future growth scenarios. It helps the players to strengthen their position. Use market research to gain a better perspective and understanding of the market and target audience and to ensure you stay ahead of the competition.

Based on geography, the global e-learning content creation tools market has segmented as follows:

  • North America includes the United States, Canada and Mexico
  • Europe includes Germany, France, UK, Italy, Spain
  • South America includes Colombia, Argentina, Nigeria and Chile
  • Asia-Pacific includes Japan, China, Korea, India, Saudi Arabia and Southeast Asia

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The study thoroughly explores the profiles of the major market players and their main financial aspects. This comprehensive business analysis report is useful for all new entrants and new entrants as they design their business strategies. This report covers the production, revenue, market share and growth rate of the E-Learning Content Creation Tools market for each key company, and covers the breakdown data (production, consumption, revenue and market share. ) by regions, type and applications. Historical distribution data of e-learning content creation tools from 2016 to 2020 and forecast to 2021-2029.

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Preparing young people in the UAE for employment involves several levels

The acquisition of professional skills is only part of it. Working on a strategy is what young people in the UAE will need to get started.
Image Credit: SGG

Young people are living a period of accelerated change driven by an increased focus on diversity, sustainability and technology. The rapid arrival of Industry 4.0 (advanced and connected manufacturing) will further change the nature of work and require new skills.

People between the ages of 15 and 35 make up almost 50% of the population of the United Arab Emirates, the largest demographic cohort. Investing in them to help everyone realize their full potential is an essential step in ensuring a secure economic future.

To understand the way forward, Strategy & Middle East Ideation Center worked with the Emirates Youth Council (EYC). We took a look at the top 10 youth-related trends that the pandemic has intensified, trends that will shape the next decade for young people in the UAE. Five themes are behind these trends: education and human capital, employment and productivity, health and safety, society and sustainability, and citizenship.

In terms of education and human capital, young people should focus on digital, personalized and lifelong education. As educational models become more flexible, students will personalize their learning experiences. Likewise, the focus on STEAM (science, technology, engineering, arts and mathematics) based education and learning in all disciplines will intensify, with an emphasis on developing technological skills and not techniques.

In turn, employers need an agile, entrepreneurial and resilient workforce. Remote and digital working will become the norm, made possible by the adoption of emerging technologies. The odd-job economy and fluid workforce are increasingly prevalent, with people holding many jobs or employees shared by multiple employers.

This means that young people will be inclined to find a job that meets their desire for enterprise, personal freedom, innovation, individuality and ownership. Likewise, they will put more emphasis on their physical well-being. Fitness will be more holistic and more digitally enhanced.

Young people are already benefiting from innovations that offer personalized diets. Medical technologies will provide data-driven preventative care and improve longevity. The pandemic has made mental health problems worse, but mental illnesses will lose their stigma and treatments will use new technologies.

A change in consumption

The pandemic has also encouraged young people to focus on sustainable consumption. There is more stress on saving for the future than on instant gratification. The sharing economy, hard hit by health problems, will have to be reinvented. The entertainment industry is moving towards immersive digital experiences. Disruptions in supply chains mean more support for local products. Young people will become more active in adopting resource-efficient lifestyles and promoting policies to combat climate change, and will encourage businesses to be more environmentally friendly. Likewise, young people will have more opportunities for “green” education and jobs in renewable energies. At the community level, social cohesion is strengthening in the UAE.

This trend is part of broader changes in the structure of the family, with an increase in the number of working women, a decline in birth rates and an increase in the number of dependent elderly people. Technology will narrow the intergenerational divide, while global citizenship education will prepare students for the future global job market.

Social protection, inclusion and empowerment programs will promote gender equality and determined people will benefit from inclusive opportunities through assistive technology. Social entrepreneurship is more popular, as is virtual volunteering.

Deploy technology creatively

Innovative channels like technology platforms strengthen civic participation. These platforms will also allow a wider participation of young people in politics and decision-making. Young people should treat these trends as priorities, prepare for Industry 4.0, seek internships and entrepreneurship programs while testing entrepreneurial ideas through startup challenges.

They need to take initiative and prioritize their physical and mental health, using technology to set physical activity prompts and embracing telemedicine and personalized health care. They need to be financially responsible and develop money management skills. They should develop environmentally friendly habits and “reduce, reuse, recycle” lifestyles.

In response, the entities concerned should have the appropriate policy for each trend. These entities should remain involved with young people so that young people are more involved in the co-design of solutions.

Organizations can create alliances with technology companies to provide young people with internships and apprenticeships. They should foster an ecosystem for young entrepreneurs and improve the availability of finance for young entrepreneurs.

Together, youth initiatives and official policies can have a huge impact, preparing young people and the UAE for the future.

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Business training must evolve. Faith-Based Lens Can Help Move Your Focus | The social enterprise magazine

Important questions are now being asked about the very purpose of the business enterprise and the need for sustainable enterprises and leadership. This means that business leaders need to have a long-term mindset and be concerned not only with their own bottom line, but also the larger society and the environment.

Secular business education – the genre taught in hundreds of business schools around the world, including undergraduates, postgraduates, and executives – doesn’t matter in this state. ‘spirit. Even the professional training of accountants and financiers is deeply acultural, secular and exclusive. The best academics and writers are now starting to question whether business education is fit for the purpose of our present age.

Even the concept of secularism stems from a particular western history and does not apply to all cultures – in many cultures there is no clear line between faith and infidelity. Indian Dharma Philosophy is a good example of an inclusive worldview that sees animals and nature as fundamental to human guardianship of the planet. Meanwhile, sciences like economics are categorized by prominent scholars and writers (like Herman Daly, John Cobb, and Satish Kumar) as selfish, violent, and materialistic, rather than respecting their original claims of universality.

The “cultural” role of finance must be placed at the center of its training and education

It is vital that business training transforms its paradigm as the needs of our world evolve. Trust is a key ingredient for lasting success in finance – it is essential to remember this in our shattered transactional society. It is an opportunity for investments and faith-based leaders to have a seat at the financial executive table and a chance for communities to work together towards ambitious societal goals.

Reform and renewal

To understand the roots of faith-based investing, it helps to go back to the roots of faith.

Faith communities have a strong sense of history, meaning and purpose in life. Unlike traditional finance, where there is an active denial of death, here death is accepted and seen as a reminder of the larger goals and meaning of existence. Death is simply not addressed in the calculations of finance which are primarily corporate and made impersonal, when in reality finance is a deeply personal experience, even for business executives. This “cultural” role of finance must be placed at the center of its training and education.

Some religions, such as Hinduism, Buddhism, and Jainism, are actually non-anthropocentric, which makes them particularly interesting in the Anthropocene era. We now know that of all the species on the planet, humans have caused irreversible damage to the ecosystem. Reform and renewal require us to fundamentally change our beliefs and attitudes towards nature. The economy has been a big part of the attack on nature, long seen as a resource. Human organization into communities, as sets of networks and relationships, also demonstrates that for people of faiths, interdependence is not a theory but a lived experience.

Moral compass

This social capital, this sharing of knowledge and information is already generating significant investment results. Trust means there is no need for complex contracts or high legal fees; rather, relationships develop and flourish in an environment of reciprocity and community. Knowledge about markets and opportunities is actively shared within communities, and joint ventures and cooperation are also becoming normalized. Historically, the science and education of corporate finance seem counterintuitive as its primary focus is on building competitive financial wealth, rather than on sustainable businesses. Corporate finance has yet to fully recognize the importance of culture and community – it often makes it seem like none of it matters.

Often business leaders don’t show their faith publicly, but it guides their decision-making and relationships

In my own research on a variety of global religious communities including Hindus, Jains, Christians, Jews, Muslims, Zoroastrians, and Sikhs – what I have found is that for business leaders, faith gives them a strong sense of meaning and purpose, and a conscience that guides their moral actions.

Often, leaders do not display this faith publicly, or impose it on others, but it guides their decision-making, corporate relationships and culture, and the way they deal with suppliers, customers and others. the employees. It can transform the quality of the experience for a variety of stakeholders, and trust is developed and nurtured, rather than diminished and destroyed. Elaborate rules and codes of conduct, auditors and lawyers are not necessary to control the governance of these companies. They act ethically, simply because their leaders believe this is the right way to behave – they bring the conscience and the public interest to the top of the organization. It would be interesting to see non-denominational business leaders also consider their general guiding principles, their moral compass. Unfortunately, too many business leaders operate in a transactional fashion, where their own best interests come first. the lowest paid worker.

Impact with humility

Among faith-based investors, there is also a very sophisticated understanding of the nature and limits of money, which is crucial to how long-term impact works. Money is seen as a means to an end rather than an end in itself. Hindus and Jains worship Goddess Laxmi not only to gain more personal wealth and fortune, but also to enable their economic success to better serve the community. At their annual “Chopda Pujan” worship rally, business leaders pledge to open new accounts with ethical meaning and purpose, and an increased duty to serve society. Saraswati, the goddess of the arts, ethical wisdom, and knowledge, is never far from these ceremonies and is seen as the key to long-term progress. When interdependence is understood and accepted, expropriation is instinctively avoided. It is seen as an attack on oneself.

Hindus and Jains worship Goddess Laxmi not only to gain more personal wealth, but also so that their economic success can better serve the community.

This business approach leads to results that have a huge impact on all stakeholders and creates a shared sense of ownership and investment. Impact may not always be ‘measured’ in a social sense, but the nature of leadership is such that jobs are created and maintained, suppliers and customers are respected, and employees are trained and rewarded in a meaningful way. that their whole family can benefit from the income and stability.

Likewise, the environment can be protected by minimizing waste and providing useful and sustainable products and services, rather than low-quality and temporary ones. As these companies pride themselves on maintaining their reputation, they do not seek to expropriate the customer – win-win is their motto. Faith leaders often have a strong social impact with humility and self-regulation of behavior. The experience of belonging and community, along with the stories and memories of the past through faith and family, mean that culture and meaning survive and grow through such business ventures.

In light of the above, strategies and products designed to harness the strengths of faith communities will lead to greater social responsibility and more sustainable economies. Such impact investing will build confidence in society and replenish social capital instead of depleting it. Targeted approaches to education, health and social protection will thus have much better results, as they will be sensitive to specific needs and priorities. Ignoring faith communities in these times is damaging the very fabric of society that can pull us out of this climate and sustainability crisis. There is an opportunity for us to work together in a new way. Religious leaders and communities provide us with a unique and untapped opportunity for sustainable development – they can bring long-term purpose, awareness and public interest, and nurture trust and relationships, rather than drain them.

  • Atul Shah is professor at City University of London and author of several books.

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Music and Arts Return to Attleboro Area Schools | Local News

Call it a long intermission.

The theater and music programs of schools in the region depend on in-person practices and live audiences just as much as their athletic counterparts. Rehearsing close harmony via Zoom is no easier than doing attack drills from a distance.

For most of two school years, performing arts in local schools have had to contend with these challenges as well as the cancellation of live performances that students – and parents – look forward to all year long. ‘year.

But, just like varsity sports, the arts in area high schools are returning this fall with busy schedules and enthusiastic participants.

“I will say that despite everything the staff and students have been incredibly resilient and positive,” Cameron Todoldi, head of the music department at Foxboro Public schools, said. “They were able to overcome the difficulties,” she said, and “they will be able to make music together again.”

The Foxboro High Marching Band will perform in Friday’s home football game. Next month, the high school orchestra and choir will participate in the voice and string concert performing Schubert’s “Mass in G Major”. November will see the Fall Jazz Festival and an exchange concert with the University of Massachusetts – Amherst.

“We are delighted to present our performance on the 24th (September),” says Todoldi. “We have a lot to come in the next few weeks. “

North Attleboro school programs faced the same constraints in the wake of the 2020 pandemic lockdown and last school year blended learning plan, but managed to survive.

It’s like some of the characters in the system Theater Next production of the company. Jillian Gabriel, a high school English teacher and headmistress, said in an email: “We operate as normally as possible, with the exception of wearing masks on stage. We are planning to organize a fall show in November; the piece is ‘Clue’ and we’re starting rehearsals (this) week.

North music The program is also operational, according to group director Thomas Rizzo.

“Right now, we’re running our full list of events for the year. Rehearsals, performances, fundraisers and events are all back on the program. We are incredibly happy to be working with our students again without the incredibly severe, though necessary, limitations and mandates of the past year, ”Rizzo said in an email.

The marching band were thrilled to perform in front of a live crowd for Red Rocketeer’s football matches, he wrote, and were able to rehearse indoors and outdoors “without a hitch.”

Musical performances are scheduled throughout the year, including a winter concert on December 9, a spring concert on March 24 and the Festival of Fine Arts on May 12.

And, of course, fundraising is also underway. The annual poinsettia sale begins October 23, and the music department’s annual 5K returns in May as a live road race after two years of virtual holding. (This year’s theme is “Toons N ‘Tunes.”)

A difficult year

For arts professionals who run school programs, the past few semesters have been tough, to say the least.

“The past year has been incredibly limited,” Foxboro’s Toldoldi said in an interview. “We weren’t allowed to sing or play wind instruments inside.” Playing outside in tents made the program “weather dependent,” she says. When they could move indoors, student artists had to maintain even more social distance than in the classroom. “Ten feet is really far.” And, she adds, parents told her they missed seeing their children play.

But, she says, unlike some districts, Foxboro didn’t just eliminate music education last year.

While the public concerts were canceled, “We were able to do school performances” and virtual concerts with the efforts of its staff and Foxboro Cable Access.

The emphasis, she said, was on “what we can do, not what we can’t”. Children and teachers “in 2020 realized how difficult it is to make music on your own.”

Still, she says, schools have maintained a high level of performance, noting that the famous high school Jazz Ensemble “didn’t miss a beat,” being named one of 15 finalists for the Essentially Ellington Music Competition and Festival. 2021.

Rizzo notes, “We are incredibly excited to be working with our students again without the limitations and the incredibly severe, though necessary, mandates of the past year.

While there are still safeguards in place, the updated guidelines and the elimination of virtual learning have had a positive impact on our ability to perform and communicate with students. “

There are always constraints, however, “Our concert choir and concert orchestra rehearse indoors at a three foot spacing using masks and bells while performing according to DESE guidelines.

But, adds Rizzo, “we’re finally able to do full group rehearsals with everyone in the same space at the same time. While hybrid and distance education options were needed last year, we’re incredibly happy to have everyone in the same space again. “

Even after the forced leave, Toolddi and Rizzo say, their students came back full of enthusiasm.

“Sharing moments of musical creation with each other is what builds community and culture not only within our department but within a school and that is why our students and teachers do what they do. font, ”Rizzo wrote.

Even with masks on, Toldoldi says: “It was really nice to get together. She noted that while it was an adjustment, “getting back on track,” the 2020 school year “was a different kind of burnout. It’s a good type of fatigue.

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Now is the time to build your career

The job market is hot right now, which makes it a great time to build your career. Employers struggle to find and hire great talent, and as a result, they offer increasing wages, benefits and opportunities. You can take advantage of the tight labor market to advance in your work and embark on the path to your best professional success.

Opportunities abound

A new report from ManpowerGroup polling 45,000 employers in 43 countries found that organizations are hiring. And in 15 countries, their hiring plans are the highest ever since the survey began in 1962. Additionally, a Monster report found that 82% of U.S. employers plan to hire in 2021.

The ManpowerGroup report found that globally, the strongest hires are forecast for the United States, India and Canada, and that in North America, they will be the largest in the United States. (up 48%), Canada (up 40%) and Mexico (up 39%). In addition to these most hired areas, the following countries also expect an increase in hiring: Austria, Belgium, Finland, France, Germany, Ireland, Italy, Netherlands, Norway, Spain, Sweden and United Kingdom. The countries with the greatest difficulties in finding the right talent are India, Romania, Singapore, Bulgaria, France, Japan, Belgium, Germany, South Africa, Italy, Spain.

The ManpowerGroup report found that the industries with the greatest difficulty hiring are manufacturing as well as finance / insurance / real estate / business services. The Monster report found that the strongest job growth will be in transportation and warehousing, technology, healthcare, professional services and construction. “This recovery is unlike any we’ve seen before, with hiring intentions increasing much faster than after previous economic downturns,” said Jonas Prising, CEO of ManpowerGroup.

Career involvement: Companies and countries are looking for great talent. Consider focusing your research on countries, markets, and industries where there is the greatest demand for talent. Maybe now is the time to step out of your current country or industry and expand in new ways and in new places.


According to Monster data, 86% of workers say their careers have stalled due to the pandemic. And a survey of 500 millennials and millennials by Elements Global Services found that 78% of respondents said the pandemic left them wondering what they wanted to do for their jobs and their lives. career. Plus, people are looking for new opportunities and Monster job searches prove it – they grew 18% in June and a further 18% in July.

Career involvement: Now is a great time to come together and re-evaluate your career goals, your organization, your culture, and even your colleagues. You’ll be in good company as you think about what you enjoy doing, what job gives you the most fulfillment, and who you want to work with. According to Ruth Harper ManpowerGroup, Director of Communications and Sustainability, “Around the world we are seeing talent shortages at their highest and growing, including here in the United States. These record hiring intentions as we emerge from the pandemic mean that this is truly a labor market right now. ”

Work is a fundamental way for us to find meaning, to express our talents and to contribute to our communities. No job or career is perfect. love do with what you have to do. And now it’s time to reset and reimagine your career growth.

Competence development

The need for skills on the part of employers is important. According to the ManpowerGroup study, 69% of employers said they had difficulty filling positions due to the lack of skills of applicants. And that was a 15-year high data. As a result, 20% of employers are reducing their skills and experience requirements, and 41% of employers offer training, skills development and mentoring as a way to attract and retain employees. Claire Barnes, Director of Human Capital, Monster, offers a perspective on skills development: “Being able to develop and retrain the talents you already have demonstrates career progression. It also shows that if you are a successful artist, you have potential in the organization. “

From an employee perspective, the Monster study found that 29% of employees say they quit because they feel they don’t have adequate growth opportunities, and 45% of workers say they do. would be more likely to stay with their employer if they were offered job training. Specifically, workers want to further develop their technological skills such as coding, machine learning, word processing (eg Word, Google Docs), analysis (eg Excel) and updating professional accreditations. and licenses. For those looking for a new job, 54% say they do not have the skills to plan for the future.

Career involvement: Now is the time for you to think about what skills you want to acquire and how you can expand into a new role, job, or career. You may be able to enter a field that is new to you and get training from your employer. Or you may be able to enter a business by leveraging your existing skills and grow within the organization through skill development, learning and mentoring.

Scott Blumsack, Senior Vice President for Research and Ideas, Monster, offers this perspective: “Returning to work represents a great opportunity for job seekers to leverage their skills for career advancement. Technical skills are always in demand in all industries, but so are more general skills such as customer service and collaboration. “

Salary increases

With the job market tight, the ManpowerGroup study found that 31% of employers offer pay raises and 23% offer incentives such as signing bonuses. It is also what employees want. According to Monster data, 77% of job applicants define ‘career growth’ as ​​a pay rise, and the Elements study of several hundred career-related Google searches found that one of the top searches was “high paying jobs”. Indeed, the search for more profitable jobs increased by 120% between February 2020 and July 2021.

Career involvement: Your salary could go up. Look for high paying jobs and don’t be surprised if the pay scale for your job or career has increased. In some cases, key skills or credentials are particularly scarce, so the pay ranges for these roles have increased significantly. Do your homework to find out what you are worth.

Popular wisdom suggests that you shouldn’t change companies for less than a 20-30% increase. Also, think about today’s compensation, but also tomorrow’s revenue growth. When evaluating a new job, ask employers what the signing bonuses are, salary progression, and what you can expect in terms of regular pay increases.

One word of caution: don’t take salary as your only criteria for a new job. The income can be exhilarating, but you should also consider your suitability for the culture, the job content, the leaders you will be working with and the colleagues you will have the opportunity to learn with. There are many factors that contribute to your happiness at work. Remember that wages are only one of them.

Remote work and flexible work

One of the most recent considerations for your career choices is where you will be working and what hours you will be working. Increasingly, employers are providing flexibility in these areas to attract and retain in this tight job market. ManpowerGroup found that 39% of employers offer more flexible working hours and 28% offer more flexible workplaces. A study by Atlas of 420 decision-makers found that 95% of companies believed that part of their workforce would work remotely, full-time or part-time. Additionally, companies predicted that one third of their workforce would work entirely remotely and ¼ would work in a hybrid model.

Remote and hybrid working arrangements are increasingly in demand from employees. The Elements study found that searches for “jobs performed remotely” increased 114% between February 202 and July 2021. And the Monster study found that 69% of employees who do not work remotely today They are considering changing jobs if a new job would offer the possibility of working remotely.

According to Scott Gutz, CEO of Monster, “… the world has changed in 18 months. Employees have changed their approach to work-life balance and the relative importance of being in an office versus a home office. And according to Harper, “It is clear that people have been changed by the pandemic and have higher expectations of their employer to align with their values, enable a work-life mix and positively contribute to our communities. . ”

Career involvement: You will likely have more and more opportunities to find your way around your area. Think about how and where you like to work, and look for choices and options with your employer. You may be able to move to a new area or community and do work that would not have been available before. Or you may be able to tailor your schedule to strike the right balance between the rewards for your work and the rewards for activities outside of work (kids, family, volunteering, etc.).

See flexible working as one aspect of the overall benefits of your career choice. Additionally, consider how much you will want to be face-to-face with colleagues to build your relationships and be present in the organization to ensure visibility and future growth in your career.

In sum

Now is the time to develop your career in the way that is most meaningful to you. Whether it’s more growth and flexibility, higher pay and improved training, the opportunities are great. The “fresh air effect” suggests that something new may seem ideal, and the grass may appear greener in the next role. But consider everything you love and have invested in your current success before you take the plunge. Chances are there are plenty of new alternatives to choose from, and it might be time for a stretch, a fresh start, or a new adventure in your career path, in your current organization or in a new one.

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Dr Al-Sheikh reiterates KSA’s success in turning COVID-19 challenges into outstanding achievements

RIYAD – Education Minister Dr Hamad Bin Mohammed Al-Sheikh confirmed at the GCC Education Ministers’ Meeting, held on Sunday by videoconference, that the Kingdom, under the leadership of a wise leadership, has succeeded in transforming the challenges of COVID-19. pandemic that turned public education into exceptional achievements.

Dr Al-Sheikh added that Saudi Arabia places great importance on public education at all local, regional and international levels, implementing several development projects to prepare students to keep pace with future changes. and to achieve the Kingdom’s Vision 2030 strategic objectives linked to the Human Capacities Development Agenda.

He explained that the Ministry of Education has carried out several development projects during the new school year, including; develop curricula and study plans, establish the new track system for secondary education and implement the three-semester academic year.

He added that education in the Kingdom has made significant progress in online learning and distance education, citing the “Madrasati” platform which has provided e-learning services for the stages of public education and was ranked among the top seven global e-learning platforms, and the launch of the “Rawdati” platform to provide e-learning services for kindergartens.

For his part, the Secretary General of the Gulf Cooperation Council (GCC), Nayef Falah Al-Hajraf, stressed the importance of integration and coordination among GCC states to exchange scientific and educational experiences, and Leverage efforts to address the challenges and impact of the coronavirus pandemic on the education sector in GCC states to achieve ambitions and enhance future opportunities to serve GCC interests.

During the meeting, participants discussed the results of the 40th session of the GCC Supreme Council and the Riyadh Declaration, as well as the completion of the monitoring and documentation of the efforts of the ministries of higher education and scientific research from GCC countries to fight the pandemic, strengthen Gulf joint work and develop technical capacities in the public sector. – SPA

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5 ways to successfully train a hybrid workforce

The workplace has evolved at a rapid pace during and after the pandemic, unlike anything we’ve seen before. As more companies reopen their offices, HR managers are asking: How do we form a hybrid workforce? Going forward, it’s crucial that training adapts and HR teams lead with creative thinking. With reinvigorated training methods, a focus on wellness, and increased flexibility, HR professionals can lead with confidence to ensure their team is on the right track to success. Giving all employees the right tools and resources will allow for a smooth transition to the workplace. And adjusting training methods to support a hybrid workforce format will help employees stay engaged and motivated. Let’s discuss some examples.

Reinvigorate Ways of Training

One of the most difficult aspects of reviewing a learning and development program is employee engagement. With a mix of employees at home and in the office, it can be difficult to bring everyone together. Modifying your training to capture the attention and engagement of employees can stimulate their long-term interest. How can you adapt your training to achieve this? If training videos are an essential part of your training, consider the attention span and intrigue of your employees. It is important that the workout videos are more relaxed, so that the attention does not slip. Monotonous videos simply won’t do the trick anymore. Instead, consider a combination of virtual panel discussions with pre-recorded webinars, in addition to self-guided content for a comprehensive training experience.

Select a training mode

Have synchronous or asynchronous training: why not both? There are several advantages and disadvantages to deploying both modes in your training program, but a combination can have lasting benefits for your employees.

Synchronous drive can be very effective in covering the information and content that the team collectively needs. While this mode can be done in person or hybrid, each employee can benefit from the same questions and answers and other feedback from their peers.

Alternately, asynchronous training can be just as effective in a number of ways. This type of training allows employees to learn at their own pace. Asynchronous training can also allow employees to independently immerse themselves in the content and have the ability to think through the information according to their needs.

Navigate better interactions

Work environments now exist almost everywhere. Whether it’s employees working in the office, home, and anywhere in between, it can be difficult to bring employees and new hires together for onboarding and continuing education. How to bridge this gap?

Zoom and other connectivity platforms within your organization’s technology stack can bridge better interactions in training. All users can learn in the same sessions, and engagement is efficiently streamlined. Interaction and engagement can be enhanced by using engaging quizzes, surveys, and creative videos.

Enhance well-being

The pandemic has offered unique opportunities to improve the culture of work, namely mental well-being. This lapse of time highlighted the importance of having a balance and a solid well-being to fight against burnout and virtual fatigue. HR professionals and managers should consider frequent check-ins for seasoned employees and new hires to support them and mitigate burnout.

Work is moving faster than ever and the need to integrate well-being from the start of training has never been greater. Leaders and HR professionals should consider taking wellness training as part of the onboarding or retraining process to inspire healthy work practices such as mindfulness and establish balanced boundaries between work and personal life. Incorporating mental health initiatives early into training can help employees be more productive and adopt healthier work habits.

Set achievable goals that translate into strong results

We all know that goals are essential to any successful training plan. Leaders want to be successful, but are the goals they set achievable? With any revised training program, you will want to adapt and make achievable changes if necessary. Changes can happen along the way, but that’s not a sign of failure with your program. Revisions within your training plan will only strengthen training for the future. Start with smaller goals and continue to ask employees and managers for feedback to assess what is working with the updated training plan. Ask managers what they want to see with their teams and ask employees what knowledge they hope to learn from a revised or hybridized training.

Evaluating results on the basis of accessible goals and group feedback will result in decisive results. It might not happen immediately, but working towards concrete goals will pave a solid path to success.

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Global Online Learning Market Size, Global Industry Trends, Share, Demand, Growth Opportunities, Industry Revenue, Future, and Business Analysis by Forecast – 2027

“A SWOT analysis of E-learning, Professional survey report including analysis of major global players with CAGR and stock market on high and low.

The Global “Online learning marketThe report offers a planned observation of the analyzed data associated with the E-learning market. The E-learning market report provides multiple opportunities for various industries, vendors, associations, and organizations offering Eneza Education, Obami, Via Afrika,, articles and administrations. by providing a huge platform for their global expansion by competing with each other and providing reliable services to consumers.

Impact of COVID-19

The most recent report includes extensive coverage of the significant impact of the COVID-19 pandemic on the Heated Vests division. The coronavirus epidemic has a huge impact on the global economic landscape and therefore on this particular industry. Therefore, the report offers the reader a clear concept of the current scenario of this industry and estimates the consequences of COVID-19.

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The report provides detailed insights into the major market competitors as well as the currently emerging organizations that hold considerable stakes in the market on the basis of sales, revenue, demand, premium product manufacturers and suppliers. satisfactory service.

On the basis of demand and methodologies currently used by market holders, the global e-learning market report provides an in-depth and carefully analyzed forecast regarding the growth rate of the market over the coming years. Further, the report presents detailed training, testing, market trends by application of K-12 industry, post-secondary education, enterprise and government, others of the global market based on technology, product type, application, and various processes and systems. The market report provides detailed information about changes in product types, innovations and advancements that may result from minor deviation in item profile.

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The analysis of the quality and effectiveness of the global e-learning market is based on quantitative and subjective methods to obtain crystal clear insight into current and expected growth patterns. The report also includes the bifurcation of the market based on geological areas.

The global e-learning market report brings the comprehensive data on the key factors that are accelerating or slowing the growth of the business. The report includes a study on changing competitive dynamics. The report provides precise knowledge which helps in making the right business choices. The global market report systematically represents the information in the form of flowcharts, facts, statistical graphs, diagrams, figures, and assurances that display the state of the particular trade on the global and regional platform.

Additional geographic segments are also mentioned in the empirical report.

North America: United States, Canada, rest of North America
Europe: United Kingdom, Germany, France, Italy, Spain, Rest of Europe
Asia Pacific: China, Japan, India, Southeast Asia, North Korea, South Korea, Rest of Asia-Pacific
Latin America: Brazil, Argentina, Rest of Latin America
Middle East and Africa: GCC countries, South Africa, Rest of Middle East and Africa

There are 15 Chapters to display the global Online Learning market

Chapter 1, definition, specifications and classification of e-learning, applications of e-learning, market segment by regions;
Chapter 2, Structure of manufacturing costs, raw materials and suppliers, manufacturing process, industrial chain structure;
Chapter 3, E-learning manufacturing plant technical data and analysis, commercial production capacity and date, manufacturing plant distribution, R&D status and technology source, raw material source analysis;
Chapter 4, Global Market Analysis, Capacity Analysis (Company Segment), Sales Analysis (Company Segment), Sales Price Analysis (Company Segment);
Chapter 5 and 6, Regional market analysis which includes United States, China, Europe, Japan, Korea and Taiwan, E-learning segment market analysis (by type);
Chapter 7 and 8, E-learning Segment Market Analysis (By Application) Major Manufacturers Analysis of E-learning;
Chapter 9, Market Trend Analysis, Regional Market Trend, Market Trend by Product Type Training, Testing, Market Trend by Application Sector K-12, Post-Secondary Education, Business & Government, Others;
Chapter 10, Analysis of the type of regional marketing, Analysis of the type of international trade, Analysis of the supply chain;
Chapter 11, Consumer analysis of global online learning;
Chapter 12, E-learning research findings and conclusion, appendix, methodology and data source;
Chapter 13, 14 and 15, e-learning sales channel, distributors, traders, resellers, research results and conclusion, appendix and data source.

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Reasons to Buy Online Learning Marketplace

  • This report provides an accurate analysis of changing competitive dynamics
  • It provides a forward-looking perspective on the various factors driving or restraining the growth of the market
  • It provides a six-year forecast evaluated on the basis of how the market is predicted to grow.
  • It helps to understand key product segments and their future
  • It provides accurate analysis of changing competitive dynamics and keeps you one step ahead of your competition
  • It helps to make informed business decisions by having a comprehensive view of the market and performing in-depth analysis of market segments

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Blended learning remains the norm for Fermanagh University students

University students are in the midst of returning to college after summer break, but for some university students it will not be business as usual as many universities are cautious and take a hybrid approach to study.

One of those students who will be doing a blended learning is Oisín Maguire from Kinawley, a second year law student at Queen’s University. Oisín completed virtually all of his education at Fermanagh last year, but now plans to return to Belfast as he takes a hybrid approach to learning.

Speaking to The Impartial Reporter, Oisín said: “For me this year is quite different. Last year my course was completely online so I stayed at home. This year part of my classes are on campus so I now live in Belfast. It will be strange to participate in a live seminar.

Oisín will approach apprenticeship this year with some enthusiasm as it will be a new style of learning for the law student.

He said: “I’m not sure how the blended learning style will work. It would be nice to be on campus full time for a more fruitful experience.

Reflecting on the period of full-time online learning and its challenges, Oisín said, “I had difficulty concentrating while looking at a computer screen all day. It was often difficult to motivate me. For the fees we pay, the experience is quite poor.

Other members of the Oisín peer group had a different experience.

He said, “Some friends like to be completely online. Everyone’s experience has varied. At Queen’s, the approach to delivering instruction varies by subject. I have friends who are in medicine who have no idea how many they will be on campus.

I have other friends who are studying at university in the south of Ireland and they are planning to be on campus full time.

Meanwhile, Queen’s University, the University of Ulster and colleges of higher education in Northern Ireland have set up a pop-up vaccination center on campus for dates in September and October. The initiative will open 60 clinics on 30 further and higher education campuses in September.

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