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COACHING EDUCATIVO COMO ESTRATEGIA PARA FORTALECER EL LIDERAZGO EN ENFERMERíA COACHING EDUCATION AS A STRATEGY TO ENHANCE NURSING LEADERSHIP  [cached]
Lizet VeLiz Rojas,Tatiana Paravic Klijn
Ciencia y Enfermería : Revista Iberoamericana de Investigacíon , 2012,
Abstract: El propósito del artículo es presentar el coaching educativo como una estrategia pedagógica para desarrollar y fortalecer el liderazgo en enfermería. Enuncia los elementos que pueden facilitar o dificultar el liderazgo en enfermería y se destaca a la educación como el factor clave para la adquisición de competencias necesarias para su ejercicio. Finalmente, se proponen algunos lineamientos operacionales para fortalecer y potenciar el liderazgo en la formación de enfermeras/os a través del coaching educativo. The purpose of this article is to present the coaching education as a pedagogical strategy to develop and strengthen leadership in nursing. It states elements that may facilitate or hinder nursing leadership and education stands out as the key factor for the acquisition of necessary skills for their exercise. Finally, we propose some ways to strengthen and enhance leadership in the education of nurses through educative coaching.
Modelo conceptual de desarrollo empresarial basado en competencias  [cached]
Rodrigo Varela,Olga Lucía Bedoya Arturo
Estudios Gerenciales , 2006,
Abstract: La formación de un empresario es un proceso en el cual intervienen un sinnúmero de variables sociales, culturales, psicológicas y económicas que contribuyen, con un conjunto de conocimientos específicos, a desarrollar una serie de competencias que buscan lograr que este empresario en formaci ón tenga altas probabilidades de convertirse en un empresario exitoso, capaz de generar riqueza y desarrollo social a lo largo de su vida. Esta investigación, cuyo objetivo principal es plantear un modelo de formación empresarial teniendo en cuenta el ciclo de carrera empresarial ha tomado en cuenta diversos elementos de la teoría general de Entrepreneurship y las experiencias que el CDEE (Centro de Desarrollo de Espíritu Empresarial) ha tenido en sus veintiún a os de actividad en el área, con diversos públicos. Como resultado de este análisis, la investigación propone un modelo de formación empresarial fundamentado en dos tipos de competencias: las competencias de conocimiento (CC) relacionadas con los conocimientos requeridos para el desarrollo de la empresa, y las competencias personales entendidas como las habilidades, comportamientos, actitudes y valores necesarios para convertirse en un empresario exitoso a lo largo del tiempo. Adicionalmente el modelo contiene seis etapas en el proceso: la de formaci ón en espíritu empresarial la de formación en generación y evaluación de ideas de negocio, la de evaluación de oportunidad de negocio, la de elaboración del plan de negocio, la del proceso de arranque y la de crecimiento y desarrollo, cada una de ellas apoyadas en un proceso educativo y con recursos especialmente asignados, y todas interrelacionadas.
El entorno Empresarial y el desarrollo de competencias  [cached]
Maria Eulalia Buenahora Ochoa
Aquichán , 2002,
Abstract: Reflexiones sobre la importancia de la educación laboral y la competitividad dentro de la organización laboral. El término competencia es el elemento articulador entre el conocimiento científico y el conocimiento técnico, para llegar a un saber-hacer. Se resalta, además, la importancia de la formación basada en competencias, sustentada en un diagnóstico realizado entre empresarios y académicos, donde se expresen las necesidades reales del mercado.
MODELO DE DESARROLLO DEL POTENCIAL HUMANO BASADO EN COMPETENCIAS PARA EL DESARROLLO DE LA ACTIVIDAD EMPRESARIAL EN LA POBLACIóN VULNERABLE DE SANTIAGO DE CALI  [cached]
Luis Fernando Parra Villanueva
Ingeniería Industrial , 2009,
Abstract: El bajo índice y calidad del empleo de la población vulnerable de Santiago de Cali, producto de la gran actividad empresarial informal, caracterizada por el bajo perfil tecnológico, los escasos recursos de financiación y el bajo nivel de competencias; han imposibilitado la creación de empresas de base tecnológica que desarrollen nuevos empleos. Esto se debe a que no existe un modelo de desarrollo del potencial humano basado en competencias para población vulnerable, que articule los planes de desarrollo de la actividad empresarial de la región con los saberes propios de este tipo de población.
Experiences of cognitive coaching  [cached]
Kristina Gyllensten,Stephen Palmer,Eva-Karin Nilsson,Agneta Meland Regnér
Coaching Psykologi : the Danish Journal of Coaching Psychology , 2011,
Abstract: Objectives: Cognitive coaching and cognitive behavioural coaching are approaches practiced by many coaching psychologists (Palmer & Whybrow, 2007). However, there is a lack of qualitative studies evaluating these approaches. The main objective of/with the present study was to investigate a number of participants’ experiences of cognitive coaching.
Existential Coaching Psychology  [cached]
Darren Langdridge
Coaching Psykologi : the Danish Journal of Coaching Psychology , 2012,
Abstract: In this article I seek to elaborate a model of existential coaching psychology that is both grounded in existential phenomenological philosophy but also informed by work in coaching. To date, many attempts to develop an existential approach to coaching have – in my view – described an approach to coaching that is either indistinguishable from existential counselling and psychotherapy or a rather crude form of technical eclecticism. In this article, I discuss the key elements of existential coaching, as I understand it, and the need to modify the existential therapeutic approach for coaching practise. To this end, I draw on extant work on coaching and, in particular, the need for both a goal and solution directed approach if an existential model of psychological coaching is going to provide the basis for effective practise.
L’essenza del coaching. [The essence of coaching].  [cached]
Nicola Luigi Bragazzi,Giovanni Del Puente
Health Psychology Research , 2013, DOI: 10.4081/hpr.2013.br1
Abstract: Both Alessandro Pannitti and Franco Rossi have a solid and reputed experience of several years in the field of Coaching, and in this book they have provided the readers with their expert, authoritative overview on the different coaching techniques...
Ist Online-Coaching richtiges“ Coaching?  [PDF]
Brigitte Koch
E-Beratungsjournal , 2009,
Abstract: Es wird beschrieben, warum Online-Beratung als Verfahren erfolgreich im Coaching eingesetzt werden kann und welche Aspekte der computervermittelten Kommunikation in besonderer Weise den Coaching-Prozess unterstützen.
Coaching Older  [PDF]
Stacey Masters,Jason Gordon,Craig Whitehead,Owen Davies
Australasian Medical Journal , 2012,
Abstract: BackgroundFrail older people who are considering movement into residential aged care or returning home following a hospital admission often face complex and difficult decisions. Despite research interest in this area, a recent Cochrane review was unable to identify any studies of interventions to support decision-making in this group that met the experimental or quasi-experimental study design criteria. AimsThis study tests the impact of a multi-component coaching intervention on the quality of preparation for care transitions, targeted to older adults and informal carers. In addition, the study assesses the impact of investing specialist geriatric resources into consultations with families in an intermediate care setting where decisions about future care needs are being made. Method This study was a randomised controlled trial of 230 older adults admitted to intermediate care in Australia. Masked assessment at 3 and 12 months examined physical functioning, health-related quality of life and utilisation of health and aged care resources. A geriatrician and specialist nurse delivered a coaching intervention to both the older person and their carer/family. Components of the intervention included provision of a Question Prompt List prior to meeting with a geriatrician (to clarify medical conditions and treatments, medications, ‘red flags’, end of life decisions and options for future health care) and a follow-up meeting with a nurse who remained in telephone contact. Participants received a printed summary and an audio recording of the meeting with the geriatrician.ConclusionThe costs and outcomes of the intervention are compared with usual care. Trial registration: Australian New Zealand Clinical Trials Registry.
DAS COACHING FUR DIE KARRIERE  [PDF]
Fleseriu Adam,Fleseriu Cristina
Annals of the University of Oradea : Economic Science , 2010,
Abstract: Coaching means change and transformation. This is the people`s ability to change their behavior, to rediscover and to create a new identity and new plans for the future. The coaching is divided, at this moment, in three categories: business coaching, executive coaching and live skills coaching. If we are talking about career coaching, we can say that this one is present in all its stages: if the person is choosing the first job, if the person is changing the workplace during the career and if the person is retiring.
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