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Display: 20

    • Page 71

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    • SOCIAL THINKING INTERVENTIONS Appendix A Document 4: Small Group Lesson 3 p.3
    • Page 26

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    • PREFERENCES FOR GROUP LEADERSHIP STYLE 27 Wobber, Hare, Koler-Matznick, Wrangham, & Tomasello, 2009; Adachi, 2009). Though this study will focus on individuals in small groups, it is valuable to note the extent of the research focused on cognitive...
    • Page 95

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    • University. The second group (G-J) refers to appendices from the Board of Regents. I will explain each Appendix and how it works within the manual. Appendix A is the University Undergraduate Curriculum Proposal Form – Consent Item. This is a form...
    • Page 21

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    • Girls and Relational Aggression 17 special incentives for pro-social behaviors. Research has shown that just one caring adult can be a big help in deterring bullying. Each student should have a contact they can trust. If you have students who are...
    • Page 31

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    • Analysis The researcher used a quasi-experimental research design for data collection and analysis to examine the quantitative and qualitative aspects of this study. The 4th-grade students at School B were the experimental group that received the...
    • Page 204

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    • the county south of a line from Ennch to 'Ford or Sahara,' and are to perform regular missionary work, tracting and preaching, and meeting with the people primarily who are non-Mormon and deliver them the message that you are doing over there. We...
    • Page 72

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    • SOCIAL THINKING INTERVENTIONS 71 Appendix A Document 4: Small Group Lesson 3 p.4
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    • PREFERENCES FOR GROUP LEADERSHIP STYLE 28 Chapter III Rationale, Research Questions and Hypotheses Overall, research suggests that group communication and leadership styles have been investigated rather thoroughly. The domains of individuals have...
    • Page 55

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    • KUDZU Leadership 56 morale. The leader of each unit is the driving force behind what creates an environment where employees thrive or wither. Herzberg’s Work When I started the master’s program, I was preparing to write a paper about the morale...
    • Page 46

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    • Persevering Polygyny: An Initial Study of Relational Maintenance Among Polyginists 47 For example, some ladies will do all the shopping or all the laundry. Others choose to share the tasks. Interviewee #4 said her sisterwife (interviewee #13)...
    • Page 32

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    • Chapter 4 Results This chapter presents the pretest and posttest data for School A and School B. Only School B students, who participated in the STEP Express program, recorded their daily minutes of exercise. That data, as well as the student...
    • Page 73

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    • SOCIAL THINKING INTERVENTIONS Appendix A Document 5: Small Group Lesson 4 Rock Brain versus Superflex
    • Page 28

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    • PREFERENCES FOR GROUP LEADERSHIP STYLE 29 toward styles of group leadership. There is sufficient research to suggest that identification of psychological domains are helpful for psychological studies, such as evaluations in children (Keat, 1990),...
    • Page 33

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    • Table 3 Average School B Pre and Post Fitness Assessment Scores Event Pre-test Score Post-test Score Difference Endurance Run 56% 74% +18% V-Sit and Reach 3 inches 4.5 inches +1.5 inches Shuttle Run 12 seconds 11 seconds -1 second Curl-ups 25 per...
    • Page 74

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    • SOCIAL THINKING INTERVENTIONS 73 Appendix A Document 5: Small Group Lesson 4 p.2
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    • PREFERENCES FOR GROUP LEADERSHIP STYLE 30 group members, most organizations would prefer to train one person rather than five or six. Overall, the outcome of this investigation may indicate that there is a dominant, primary leadership style that...
    • Page 75

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    • SOCIAL THINKING INTERVENTIONS Appendix A Document 5: Small Group Lesson 4 p.3
    • Page 30

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    • PREFERENCES FOR GROUP LEADERSHIP STYLE 31 Settings have and will continue to arise when group members must adapt to and work with a leader who does not lead using their primarily preferred method. Instead of situations when group members either...
    • Page 58

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    • KUDZU Leadership 59 Hygiene Factors On a different spectrum, Herzberg identified the hygiene factors that exist and make job dissatisfaction a real possibility. The number one factor that can cause people to have bad feelings about their jobs is...

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