Institute for Holistic Learning Based on Montessori Education

program development, labor market trends, industry needs <strong>for</strong> a trained work<strong>for</strong>ce, standards in WFD, connections
between education and work, criticalness of work ethic to WFD, changing demographics/need <strong>for</strong> diversity training,
effective teaching, and necessity <strong>for</strong> WFD systems-building. Focus was on critical connections in building systems
between secondary and postsecondary education and on into lifelong learning.
Presenters will discuss results from mixed research methodologies including literature reviews, interviews and surveys
with business people and technical college faculty and administrators, and analyses from various data sources.
Several studies will be summarized, but the primary goal of this presentation will be to draw key findings from the
various studies, synthesize in<strong>for</strong>mation, and propose implications <strong>for</strong> lifelong learning.
Through the presentation summary of the research, and reference to the Occupational Research Group’s website,
participants in this workshop will learn about:
Salient research that connects work<strong>for</strong>ce trends with postsecondary technical education
Data, empirical studies, wisdom of practitioners, and critical analyses <strong>for</strong> developing new programs, curriculum, and
instruction related to work<strong>for</strong>ce development
Programs areas that need increased focus in postsecondary and technical education
New research and scholarship to underpin the development of individual work ethic in contemporary workplaces
Critical needs <strong>for</strong> faculty development in postsecondary technical or other work<strong>for</strong>ce development programs
Changing demographics, diversity, and social issues of today’s work<strong>for</strong>ce
Systems that appear to advance the goals of transitions and lifelong learning <strong>for</strong> all learners
Policy issues—local, state, and federal—related to work<strong>for</strong>ce development
36 Harramach, R. Niki - Austria - office@harramach.com
Cross Cultural Training and Coaching in International Companies Groups
All international companies groups have to face the fact, that its managers are acting in and with different national
cultures.
"Fitting behaviour" in <strong>for</strong>eign cultures needs a lot of knowledge, understanding, acceptance and skills. Cross
Cultural Managers have to be prepared <strong>for</strong> that, best by training and/or coaching.
Benefits to Participants: the participants will have a look into 15 years of practical experience of entrepreneurship in
CEE - Central & Eastern Europe and of efficient and effective support of Cross Cultural Management.
In detail they will learn about the main principles of Cross Cultural Management the most important and effective
methods, models and instruments of Cross Cultural Management how to skill Cross Cultural Managers best by
trainings/coaching why, when and how to implement CCC - Cross Cultural Coaching within Cross Cultural
Managers trainings/coaching programs. The participants will get an overview about all this by lecture, presentation
of case studies and discussion with the lecturer, one of the most CEE-experienced consultants and trainers of
Austria.
37 Heitmann, Werner - South Africa - sdsigtz@icon.co.za
The South African Learnership VET System: A Brand-New Combination of the Two VET Mega-Trends:
Competency-<strong>Based</strong> and Dual-Oriented VET
The South African outcomes-based education and training (OBET) system clearly reflects the true purpose of the
competency-based approach. In principle it is a learning-outcome-oriented approach: the desired are defined in
terms of competencies (knowledge, abilities, skills, behaviour patterns, etc.) which the learners should master at the
end of the learning process, to enable them to per<strong>for</strong>m certain work tasks.
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