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ISBN: 9783531178578

Stefan Baron gathers information on reasons for the consistently low further training rates of both older and less educated employees, and provides suggestions to increase their participa… Mehr…

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Baron, Stefan:

Workplace Learning: Subjective Motives and Supervisor Support Matter - Taschenbuch

2011, ISBN: 9783531178578

VS Verlag für Sozialwissenschaften, Paperback, Auflage: 2011, 136 Seiten, Publiziert: 2011-04-05T00:00:01Z, Produktgruppe: Book, Hersteller-Nr.: 21 black & white illustrations, 17 black, … Mehr…

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Baron, Stefan:
Workplace Learning: Subjective Motives and Supervisor Support Matter - Taschenbuch

2011

ISBN: 3531178571

[EAN: 9783531178578], Gebraucht, sehr guter Zustand, [PU: VS Verlag für Sozialwissenschaft], VG - Crisp, clean, unread book with some shelfwear/edgewear, may have a remainder mark - NICE… Mehr…

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Stefan Baron:
Workplace Learning: Subjective Motives and Supervisor Support Matter - neues Buch

2011, ISBN: 9783531178578

2011-04-05. New. Ships with Tracking Number! INTERNATIONAL WORLDWIDE Shipping available. May be re-issue. Buy with confidence, excellent customer service!, 2011-04-05, 6

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Baron, Stefan; Baron, Stefan:
Workplace Learning: Subjective Motives And Supervisor Support Matter - Taschenbuch

2011, ISBN: 9783531178578

Vs Verlag, 2011. Paperback. New. 2011 edition. 135 pages. 8.25x6.00x0.50 inches., Vs Verlag, 2011, 6

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Details zum Buch
Workplace Learning: Subjective Motives and Supervisor Support Matter

:Stefan Baron gathers information on reasons for the consistently low further training rates of both older and less educated employees, and provides suggestions to increase their participation in further training. He shows that employees are not solely rational decision-makers and that training decisions are affected by different educational motivation and investment risks. In particular, lacking confidence in own training competence can be a handicap for future training participation. Still, supervisors can help to strengthen confidence levels, but in many cases they are not trained to provide emotional support and may run the risk of following stereotypes and prejudices about older and less educated employees. As a consequence, both groups might not get the support they need for taking part in further training.

Detailangaben zum Buch - Workplace Learning: Subjective Motives and Supervisor Support Matter


EAN (ISBN-13): 9783531178578
ISBN (ISBN-10): 3531178571
Gebundene Ausgabe
Taschenbuch
Erscheinungsjahr: 2011
Herausgeber: VS Verlag für Sozialwissenschaften
135 Seiten
Gewicht: 0,209 kg
Sprache: eng/Englisch

Buch in der Datenbank seit 2009-01-29T00:21:48+01:00 (Berlin)
Detailseite zuletzt geändert am 2021-03-12T15:26:23+01:00 (Berlin)
ISBN/EAN: 9783531178578

ISBN - alternative Schreibweisen:
3-531-17857-1, 978-3-531-17857-8


Daten vom Verlag:

Autor/in: Stefan Baron
Titel: Workplace Learning - Subjective Motives and Supervisor Support Matter
Verlag: VS Verlag für Sozialwissenschaften; VS Verlag für Sozialwissenschaften
135 Seiten
Erscheinungsjahr: 2011-04-05
Wiesbaden; DE
Gedruckt / Hergestellt in Niederlande.
Gewicht: 0,208 kg
Sprache: Englisch
64,19 € (DE)
65,99 € (AT)
71,00 CHF (CH)
POD
135 p. 21 illus.

BC; Book; Hardcover, Softcover / Sozialwissenschaften allgemein; Gesellschaft und Sozialwissenschaften; Verstehen; Sozialwissenschaften, Soziologie; Educational Motivation; Learning Self-Efficacy; Multilevel Modeling; Signaling; Vocational training; C; Social Sciences, general; Organizational Studies, Economic Sociology; Sociology, general; Society; Economic Sociology; Sociology; Social Sciences; Soziologie; Soziologie: Arbeit und Beruf; Soziologie; Soziologie; EA

Strengthening Lifelong Learning - Lifelong Learning: Individuals' Motivation and Risk Aversion Matter - Influencing Confidence in Training Competence: The Impact of Employees, Team, and Supervisors - The Role of Supervisors and Educational Credentials in Lifelong Learning: Bringing the Boss back in!
Stefan Baron gathers information on reasons for the consistently low further training rates of both older and less educated employees, and provides suggestions to increase their participation in further training. He shows that employees are not solely rational decision-makers and that training decisions are affected by different educational motivation and investment risks. In particular, lacking confidence in own training competence can be a handicap for future training participation. Still, supervisors can help to strengthen confidence levels, but in many cases they are not trained to provide emotional support and may run the risk of following stereotypes and prejudices about older and less educated employees. As a consequence, both groups might not get the support they need for taking part in further training.

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