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S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development.
Difficult specific goals lead to significantly higher performance than easy goals, no goals, or even the setting of an abstract goal such as urging people to do their best. Holding ability constant, and given that there is goal commitment, the higher the goal the higher the performance.
Bloom's taxonomy is a framework for categorizing educational goals, developed by a committee of educators chaired by Benjamin Bloom in 1956. It was first introduced in the publication Taxonomy of Educational Objectives: The Classification of Educational Goals. The taxonomy divides learning objectives into three broad domains: cognitive ...
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A wide array of personal development products are available to individuals. Examples include self-help books; education technology, neuroenhancement, and experiential learning (instructor-led training, motivational speeches, seminars, social or spiritual retreats). Domains Higher education, cognitive training; Personal finance
ENQA worked with the other "E4" agencies, the European University Association (EUA), the European Association of Institutions in Higher Education (EURASHE) and the European Students Union (ESU), to establish the European Quality Assurance Register for Higher Education (EQAR), [5] which makes available a validated list of higher education quality assurance agencies which adhere to the ESG, and ...
The Quality Assurance Agency for Higher Education (usually referred to simply as the Quality Assurance Agency or QAA) is the United Kingdom higher education sector's independent expert quality body. It has a remit to maintain and enhance the quality of teaching and learning in tertiary education in the United Kingdom and beyond. [ 1 ]
Businesses applied the same chop-shop logic to their own operations. Executives came to see themselves as first and foremost in the shareholder-pleasing game. Higher staff salaries became luxuries to be slashed. Unions, the great negotiators of wages and benefits and the guarantors of severance pay, became enemy combatants.