Search results
Results from the WOW.Com Content Network
The DICE framework, or Duration, Integrity, Commitment, and Effort framework is a tool for evaluating projects, [1] predicting project outcomes, and allocating resources strategically to maximize delivery of a program or portfolio of initiatives, aiming for consistency in evaluating projects with subjective inputs.
The worked-example effect is a learning effect predicted by cognitive load theory. [1] [full citation needed] Specifically, it refers to improved learning observed when worked examples are used as part of instruction, compared to other instructional techniques such as problem-solving [2] [page needed] and discovery learning.
Original file (1,275 × 1,650 pixels, file size: 96 KB, MIME type: application/pdf, 6 pages) This is a file from the Wikimedia Commons . Information from its description page there is shown below.
The plan–do–check–act cycle is an example of a continual improvement process. The PDCA (plan, do, check, act) or (plan, do, check, adjust) cycle supports continuous improvement and kaizen. It provides a process for improvement which can be used since the early design (planning) stage of any process, system, product or service.
Published surveys on estimation practice suggest that expert estimation is the dominant strategy when estimating software development effort. [3] Typically, effort estimates are over-optimistic and there is a strong over-confidence in their accuracy. The mean effort overrun seems to be about 30% and not decreasing over time.
The Four Right Exertions (also known as, Four Proper Exertions, Four Right Efforts, Four Great Efforts, Four Right Endeavors or Four Right Strivings) (Pali: sammappadhāna; Skt.: samyak-pradhāna or samyakprahāṇa) are an integral part of the Buddhist path to Enlightenment (understanding). Built on the insightful recognition of the arising ...
Effort justification is an idea and paradigm in social psychology stemming from Leon Festinger's theory of cognitive dissonance. [1] Effort justification is a person's tendency to attribute the value of an outcome they put effort into achieving as greater than the objective value of the outcome.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]