The Effectiveness of Anger Management Training on Decreasing the Anger of Unsupervised Girl Adolescents

This study aims to study the effectiveness of anger management training on decreasing anger of unsupervised girl adolescents aged 15 - 18 years old of Tehran. This research was an experimental one with plan of pre-test-post-test control group. The statistical universe of this research consisted of all unsupervised girl adolescents aged 15 - 18 years old of Tehran. The sample was 24 unsupervised girl adolescents identified from girls assigned to the two groups: experimental group and control group. Data were collected using the State-Trait Anger Expression Inventory (STAXI-2). Analysis of variance with repeated measure showed that the anger management training significantly decreased anger in the experimental group (P < 0.01). This finding has important implications as regards the education and mental health of adolescents.

How to Initiate and Perform Simulation-based Airway Management Training More Effectively and Efficiently in China？

INTRODUCTION While airway management is a fundamental skill set for many healthcare professionals, the difficult airway management has long been recognized as one of the most challenging tasks facing healthcare providers.As yet, failure to properly manage airway conditions remains a significant source of patients＆#39; morbidity and mortality.[1] To avoid or reduce medical errors and improve patient safety and outcomes, training for healthcare providers for airway management skills is essential.

A Comparison of the Effectiveness of Social Skills Training and Anger Management on Adjustment of Unsupervised Girl Adolescents

This study aimed at a comparison of the effectiveness of social skills training and anger management on adjustment of unsupervised girl adolescents between 15 - 18 years old in Tehran. This research was an experimental one with plan of pre-test and post-test control groups. The statistical universe of this research was consisted of all unsupervised girl adolescents between 15 - 18 years old in Tehran. The subject was 35 unsupervised girl adolescents who are assigned to two groups: experimental and control group. Data were collected by using the Adjustment Inventory for School Students (AISS). Multivariate analysis of covariance showed that the social skills training and anger management significantly increased social, emotional and educational adjustment on the experimental group (P < 0. 05). But Tukey’s follow-up test showed that there wasn’t significant difference between effectiveness of training anger control on compatibility and effectiveness of training social skills on individuals’ total compatibility. Findings showed that both trainings could be used in the same extent in order to enhance compatibility level.

Study on Virtual Training Management in Small-sized Enterprises

This paper firstly analyses the necessity of virtual management in small-sized enterprises, then presents two main modes to implement virtual training management in small-sized enterprises. The paper also points out the best mode for the small-sized enterprises＇ training to implement virtual management.

Current status quo of ICU low-grade nurse training and management

Intensive care unit(ICU)needs professional nursing staff with high professionalism to ensure the quality of nursing work and ensure patient's safety.However,low-age nurses play an important role in the ICU care team.In this study the authors reviewed the relevant literature,summarized the basic characteristics and training methods of ICU low-grade nurses,and analyzed the insecure factors and management strategies of ICU low-grade nurses.

Exploration of the effective way of the training management of the ＂apprenticeship＂ of teachers

Implement the innovation of the ＂apprenticeship＂ training method in the teachers, explore the effective ways of cultivating the young teachers and the transferred teachers, determine the guidance teachers and the training objects through the combination of rec- ommendation and self-recommendation, sign the mentoring agreement, establish the scientific and effective assessment and incentive mechanisms, to promote the healthy growth of the groups of teachers and the orderly cohesion the replacement of the old and new teachers.

Effectiveness in Group Facilitation Training in the Hospitality Industry: A Case Study

This paper aims at demonstrating that an acceptable level of performance as a group facilitator can be achieved byhospitality industry managers in a 35-hour course, to a maximum of fourteen trainees, experienced in groupleadership but not in small-group facilitation or large-group coordination. Based on a six-step model fororganizational intervention, the course was run in co-facilitation, using the effect of demonstration, modelling, andobservation to improve performance at individual level. The course represents a mix of organizational behaviourand human resources management that has proved to be effective in preparing managers to improve organizationalinnovation and accelerate change in companies. Each step produced outputs, namely three innovation projects.Participants rated the course in every item of an extensive questionnaire as Good and Very Good, except theintroduction (pre-consult), which was considered “too theoretical”. Therefore, the course model proved to beadequate for the preparation of managers as coaches for organizational innovation in the hospitality industry. As tofuture developments, they will have to do mostly with the functioning of a matrix structure in the hospitality industry,so that the whole approach may have a full impact on the company.

Training and Development of the International US Executive

The international US executive in foreign assignments faces more obstacles than his counterpart for domestic assignments. He has to pursue better coping skills for： cultural, communication and language, self-capability, stress management, and adjustment issues in the foreign settings. Premature return can be obviated through improved pre-departure training and post-arrival mentoring. US expatriates who are selected for foreign assignments in culturally distant and operationally different countries have an especially important need for their development and training. The challenge to adapt and become functional and fluent in the local surroundings in a very short time is very difficult for the expatriate. The expatriate＇s strange and difficult-to-fathom foreign environment causes him to be anxious as he works hard to adjust and be effective. The obstacles of dealing with the different business customs, social etiquette, and language differences make it difficult for communication, operating environments, and building professional relationships in an appropriate manner. He has to deal with the strangeness and unfamiliarity during the initial period after his arrival in the foreign country. This is further compounded by the pressing need for him to show good performance and produce results in his foreign assignment. He struggles to adjust and to perform the technical aspects of his task.

America Training Cross-cultural Managers in China

The purpose of this paper is to analyze how to train cross-cultural managers in China. According to the analysis of the actuality of training and development in China, the author will indicate how to train the American managers as a cross-cultural manager in China. In the end of essay, some useful conclusions will be given.