No abstract

We identified several implications for veterinary medical and medical practice that may reduce zoonoses transmission risks for people with HIV infection or AIDS, including increased communication between veterinarians and physicians, increased communication between people with HIV infection or AIDS and health-care providers, increased availability of client educational materials, and increased participation in zoonoses continuing education opportunities by health-care providers.

The purpose of this study was to explore the association between overall job satisfaction and selected demographic variables among 332 employees of a youth development organization. The Job Satisfaction Index (JSI) was used to measure the level of job satisfaction, and demographic information was obtained via a questionnaire developed by the researchers. Data analysis procedures included descriptive statistics, Spearman's rho, Pearson r, t tests, and analysis of variance (ANOVA). Results indicated no significant relationships or differences (p ¼ 0.05) between job satisfaction and demographic variables. These findings have implications for future research on job satisfaction and employee retention in youth development organizations.Youth development organizations with a primary emphasis on serving underprivileged, high-risk youth have been in high demand (Franze, Foster, Abbott-Shim, Francis, & Lambert, 2002). Accompanying the demand for these organizations has been an ongoing need for employees to operate them. Employee turnover has been extremely high for youth development organizations serving high-risk youth; annual turnover rates frequently have exceeded 30% (Franze et al., 2002;Halpern, 1999). Turnover has occurred at any time during the year and often unexpectedly (Clugston, 2000). Moreover, job vacancies at youth development organizations sometimes have Correspondence should be directed to Ernest W. Brewer,

This was an investigation of the work ethic of K-12 educators from Generation X and Baby Boomer generations. Teachers of the baby boom generation were born between 1946 and 1964, and many are beginning to retire. There is an impending teacher shortage due to the large numbers of this group retiring or leaving the profession. School administrators and public school human resource specialists are beginning to focus on strategies to replace this experienced workforce. Administrators need to know if this group has different work ethic than later groups of teachers. In this study, Generation X teachers scored higher on the subscales of Easy Going, Dependable, and Committed. While Baby Boomers and Generation X teacher about the same on Dependable, Baby Boomers are more “engaged”. Though these differences in the subscales were not significant, The overall MANOVA for the comparison of work ethic as measured by the Occupational Work Ethic Inventory was significant at the p<.05 level. Many older teachers complain about the newer younger generation of teachers and their so-called “lack of a work ethic”. Unfortunately, there were not enough data to study teachers from the latest, millennial generation however, this study points to data that indicate there is more to this difference in perception that originally thought that could affect hiring and training of new generations of teachers.

This chapter contains a description and discussion of the teaching and learning methods of the lecture (content delivery method) and small group discussion (interaction method). It also addresses the various steps in using each of these two techniques and compares them along with identifying the strengths and weaknesses of each technique. These formats are explored and discussed regarding procedures for facilitating and presenting and a planning sheet and an evaluation form for each is included. Major studies are cited and used to support strategies and techniques presented. In summary, these instructional techniques are compared and contrasted for their respective benefits for the adult learner.