Advisory Systems

Providing policy advice is often the epitome of a public service career, the opportunity to have a direct influence on policy. Yet there is a wide range of circumstances in which policy advice might be sought, requiring different information, timetables and depths of analysis. This will necessitate the development of a number of skills and be dependent on the political and administrative circumstances. Using the Department of the Prime Minister and Cabinet as a case study, we develop a typology of policy advice, ranging from intelligence gathering, to reviewing options, coordinating policy and sometimes initiating strategy. We illustrate the implications of these differing types of work to show how public servants must approach policy advising, conscious of and within a framework that supports different approaches to policy work according to the situation.

Every job demands an employee with some specific qualities in addition to the basic educational qualification. For example, an introvert person cannot be a good leader despite of a very good academic qualification. Thinking and logical ability is required for a person to be a successful software engineer. So, the aim of this paper is to present a novel approach for advising an ideal job to the job seeker while considering his personality trait and educational qualification both. Very well-known theories of personality like MBTI indicator and OCEAN theory, are used for personality mining. For education mining, score based system is used. The score based system captures the information from attributes like most scoring subject, dream job etc. After personality mining, the resultant values are coalesced with the information extracted from education mining. And finally, the most suited jobs, in terms of personality and educational qualification are recommended to the job seekers. The experiment is conducted on the students who have earned an engineering degree in the field of computer science, information technology and electronics. Nevertheless, the same architecture can easily be extended to other educational degrees also. To the best of the author's knowledge, this is a first e-job advisory system that recommends the job best suited as per one's personality using MBTI and OCEAN theory both.

Every job demands an employee with some specific qualities in addition to the basic educational qualification. For example, an introvert person cannot be a good leader despite of a very good academic qualification. Thinking and logical ability is required for a person to be a successful software engineer. So, the aim of this paper is to present a novel approach for advising an ideal job to the job seeker while considering his personality trait and educational qualification both. Very well-known theories of personality like MBTI indicator and OCEAN theory, are used for personality mining. For education mining, score based system is used. The score based system captures the information from attributes like most scoring subject, dream job etc. After personality mining, the resultant values are coalesced with the information extracted from education mining. And finally, the most suited jobs, in terms of personality and educational qualification are recommended to the job seekers. The experiment is conducted on the students who have earned an engineering degree in the field of computer science, information technology and electronics. Nevertheless, the same architecture can easily be extended to other educational degrees also. To the best of the author's knowledge, this is a first e-job advisory system that recommends the job best suited as per one's personality using MBTI and OCEAN theory both.

This article develops the concept of policy advisory system (PAS) management in recognition of the need to better theorise and empirically study how governments approach the complex systems of advice around them. In our analysis, we go beyond the conceptualisation of degrees of government’s “control” over advisory sources. We use the dimensions of government agency and discretion and argue that PAS management falls into four forms: authoritative, dependent, laissez-faire, or absent. Using evidence from Australia, Canada, Britain, and New Zealand, we explore how governments operationalise these approaches through a range of choices and practices. The analysis points to the need to recognise that attempts to manage these systems occur both proactively and reactively with clear differences in the broad or narrow scope of management efforts.

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Advisory systems as a part of the software which user can call when he is unsure about what to do next in a given situation based on collected data, through expert knowledge in certain area of interset for process optimisation. Advisory systems should be the ones which are actively asking questions to the operator, performing computations, and should ultimately provide an answer. In a statistical context they provide some form of statistical strategy. According to all relevant requirements data base has to be carefully planned and created, especially in areas like statistical analysis in general and experimental design in particular, where knowledge of a strategic nature is hard to acquire and not generally agreed upon. Concept of an advisory systems is the most difficult phase to write computer support for due to fact that a research problem must be translated into one or more precise research questions and these must then be mapped into more or less “standard questions” approachab...

Every job demands an employee with some specific qualities in addition to the basic educational qualification. For example, an introvert person cannot be a good leader despite of a very good academic qualification. Thinking and logical ability is required for a person to be a successful software engineer. So, the aim of this paper is to present a novel approach for advising an ideal job to the job seeker while considering his personality trait and educational qualification both. Very well-known theories of personality like MBTI indicator and OCEAN theory, are used for personality mining. For education mining, score based system is used. The score based system captures the information from attributes like most scoring subject, dream job etc. After personality mining, the resultant values are coalesced with the information extracted from education mining. And finally, the most suited jobs, in terms of personality and educational qualification are recommended to the job seekers. The experiment is conducted on the students who have earned an engineering degree in the field of computer science, information technology and electronics. Nevertheless, the same architecture can easily be extended to other educational degrees also. To the best of the author's knowledge, this is a first e-job advisory system that recommends the job best suited as per one's personality using MBTI and OCEAN theory both.

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Advisory systems as a part of the software which user can call when he is unsure about what to do next in a given situation based on collected data, through expert knowledge in certain area of interset for process optimisation. Advisory systems should be the ones which are actively asking questions to the operator, performing computations, and should ultimately provide an answer. In a statistical context they provide some form of statistical strategy. According to all relevant requirements data base has to be carefully planned and created, especially in areas like statistical analysis in general and experimental design in particular, where knowledge of a strategic nature is hard to acquire and not generally agreed upon. Concept of an advisory systems is the most difficult phase to write computer support for due to fact that a research problem must be translated into one or more precise research questions and these must then be mapped into more or less “standard questions” approachab...

Closed-loop deep brain stimulation (DBS) devices hold great promise for treating various neurological and psychiatric conditions. Yet while these algorithmic-based devices provide personalized treatment to each patient, they also present uniquely individualized risks of physiological and psychological harms. These experimental devices are typically tested in randomized controlled trials, which may not be the optimum approach to identifying and assessing phenomenological harms they pose to patients. In this article, we contend that an N-of-1 trial design-which is being used ever more frequently to realize the goals of individualized, precision medicinecould provide beneficial phenomenological data about the potential risks of harm to properly inform the use of closed-loop DBS devices. Data from N-of-1 trials may provide patients, as well as their families and other caregivers, with better information on which to base informed choices about pursuing this type of treatment option. KEYWORDS deep brain stimulation, closed-loop deep brain stimulation, N-of-1 trials, randomized controlled trials, medical treatment algorithm, informed consent, human subjects research

Background: Psychiatric interventions are a contested area in medicine, not only because of their history of abuses, but also because their therapeutic goal is to affect emotions, thoughts, beliefs, and behaviors that are regarded as pathological. Because psychiatric interventions affect characteristics that seem central to who we are, they raise issues regarding identity, autonomy, and personal responsibility for one's own well-being. Our study addresses two questions: (1) Do the public and academic researchers understand the philosophical stakes of these technologies in the same way? Following from this, (2) to what extent does the specific type of psychiatric technology affect the issues these two groups raise? This study compares how ethical issues regarding neurosurgical and pharmaceutical psychiatric interventions are discussed among the public and in the professional community of academic medicine and bioethics. Methods: We analyzed (1) online public comments and (2) the medical and bioethics literature, comparing the discussions of pharmacological and neurosurgical interventions in psychiatry in each source. Results: Overall, the public discussed philosophical issues less frequently than academics. For the two types of psychiatric interventions, we found differences between the academic literature and public comments among all themes, except for personal responsibility. Conclusions: These findings reveal some of the similarities and discrepancies in how philosophical issues associated with psychiatric treatments are discussed in professional circles and among the public. Further research into what causes these discrepancies is crucial.

The study was a descriptive correlational in nature in which scientific method was used to test the research objectives. The major objective of this study was to investigate the relationship between Myers Briggs Type Indicator (MBTI) and Emotional Intelligence (E.I) among university students. A 33 items questionnaire concerning E.I and 80 items concerning MBTI was used to collect the data for the study. Data was collected from 60 randomly selected students both male and female in master programs of the National University of Modern languages, Islamabad region, Pakistan. For data analysis mean, standard deviation and correlation were applied. The finding of the study showed that introvert, intuition, feeling and judging (INFJ) personality type were more emotionally intelligent than the extrovert, sensing, thinking and perceiving (ESTP) personality type.

The data points created by users with their online behavior are the primary source of data analysis in various research studies. One of such studies that even more contributes directly or indirectly to other application domains is personality trait analysis. There are well-defined models witnessed to be strong enough to characterize the individual personalities. Some prominent models are the Big Five, Interpersonal Circumplex, and DISC. To make it possible the model should always be fed with a huge amount of data. Here comes the limitation is that the user's online behavior is spread across various platforms resulting in various forms of data points. The segregated form of the data limits the model performance, which is the primary focus of the proposed work. Among these, the big five personality traits model has become so familiar because of its simplicity and dominance. The proposed work illustrated the mapping of various data forms namely measures of the source dataset (MBTI)...

Background: Psychiatric interventions are a contested area in medicine, not only because of their history of abuses, but also because their therapeutic goal is to affect emotions, thoughts, beliefs, and behaviors that are regarded as pathological. Because psychiatric interventions affect characteristics that seem central to who we are, they raise issues regarding identity, autonomy, and personal responsibility for one's own well-being. Our study addresses two questions: (1) Do the public and academic researchers understand the philosophical stakes of these technologies in the same way? Following from this, (2) to what extent does the specific type of psychiatric technology affect the issues these two groups raise? This study compares how ethical issues regarding neurosurgical and pharmaceutical psychiatric interventions are discussed among the public and in the professional community of academic medicine and bioethics. Methods: We analyzed (1) online public comments and (2) the medical and bioethics literature, comparing the discussions of pharmacological and neurosurgical interventions in psychiatry in each source. Results: Overall, the public discussed philosophical issues less frequently than academics. For the two types of psychiatric interventions, we found differences between the academic literature and public comments among all themes, except for personal responsibility. Conclusions: These findings reveal some of the similarities and discrepancies in how philosophical issues associated with psychiatric treatments are discussed in professional circles and among the public. Further research into what causes these discrepancies is crucial.

Political appointees in executive government have received increased scholarly attention in recent years. However, few studies have covered non-Westminster systems, and apart from classifications that systemize variation in assignments, theorizing about appointees has been limited. Using large-N survey data, the article finds three distinct roles among political appointees in Norway: 'stand in', 'media advisor' and 'political coordinator'. The article then combines insights from research on political appointees with insights from core executive studies (CES) to explain why political appointees perform one role or another. The empirical results support the notion that roles of appointees within the core executive depend on where they sit, supporting the asymmetric power model within CES. The results also show that appointees' roles within the executive depend on their personal experience, supporting the notion of a resource exchange between ministers and their appointees in the mould of the resource-dependency perspective within CES. Acknowledgements Previous versions of this article have been presented at seminars at KU Leuven 3-4. November 2015 and Hertie School of Governance 19. November 2015. The authors would like to thank the participants at these events, as well as the journal's three anonymous reviewers for their helpful comments and advice.

In this work we present a novel approach for evaluating job applicants in online recruitment systems, using machine learning algorithms to solve the candidate ranking problem and performing semantic matching techniques. An application of our approach is implemented in the form of a prototype system, whose functionality is showcased and evaluated in a real-world recruitment scenario. The proposed system extracts a set of objective criteria from the applicants' LinkedIn profile, and compares them semantically to the job's prerequisites. It also infers their personality characteristics using linguistic analysis on their blog Author names appear in alphabetical order.

In this work we present a novel approach for evaluating job applicants in online recruitment systems, using machine learning algorithms to solve the candidate ranking problem and performing semantic matching techniques. An application of our approach is implemented in the form of a prototype system, whose functionality is showcased and evaluated in a real-world recruitment scenario. The proposed system extracts a set of objective criteria from the applicants' LinkedIn profile, and compares them semantically to the job's prerequisites. It also infers their personality characteristics using linguistic analysis on their blog posts. Our system was found to perform consistently compared to human recruiters, thus it can be trusted for the automation of applicant ranking and personality mining.

Every job demands an employee with some specific qualities in addition to the basic educational qualification. For example, an introvert person cannot be a good leader despite of a very good academic qualification. Thinking and logical ability is required for a person to be a successful software engineer. So, the aim of this paper is to present a novel approach for advising an ideal job to the job seeker while considering his personality trait and educational qualification both. Very well-known theories of personality like MBTI indicator and OCEAN theory, are used for personality mining. For education mining, score based system is used. The score based system captures the information from attributes like most scoring subject, dream job etc. After personality mining, the resultant values are coalesced with the information extracted from education mining. And finally, the most suited jobs, in terms of personality and educational qualification are recommended to the job seekers. The experiment is conducted on the students who have earned an engineering degree in the field of computer science, information technology and electronics. Nevertheless, the same architecture can easily be extended to other educational degrees also. To the best of the author's knowledge, this is a first e-job advisory system that recommends the job best suited as per one's personality using MBTI and OCEAN theory both.

In this work we present a novel approach for evaluating job applicants in online recruitment systems, using machine learning algorithms to solve the candidate ranking problem and performing semantic matching techniques. An application of our approach is implemented in the form of a prototype system, whose functionality is showcased and evaluated in a real-world recruitment scenario. The proposed system extracts a set of objective criteria from the applicants' LinkedIn profile, and compares them semantically to the job's prerequisites. It also infers their personality characteristics using linguistic analysis on their blog Author names appear in alphabetical order.

US combat operations involving women and revelations of sexual abuse in the US military have periodically sparked intense political debates about women’s military roles. In the midst of these debates, US policy makers have repeatedly created independent advisory commissions on issues concerning women in the military. This article uses qualitative case studies of three such commissions to evaluate whether commissions can foster meaningful civil–military dialogue on contentious matters involving the military and society. This article finds that commission deliberations have sometimes led military professionals to change their views of sensitive issues, but that commissioners have been less open to deliberation if they have been affiliated with an organization possessing a distinct political agenda on women in the military. More broadly, the findings suggest that independent advisory bodies can provide valuable mechanisms for civil–military dialogue, so long as policy makers appoint to...

The advent of ministerial advisers of the partisan variety -a third element interposing itself into Westminster's bilateral monopoly -has been acknowledged as a significant development in a number of jurisdictions. While there are commonalities across contexts, the New Zealand experience provides an opportunity to explore the extent to which the advent of ministerial advisers is consistent with rational choice accounts of relations between political and administrative actors in executive government. Public administration reform in New Zealand since the mid 1980s -and in particular machinery of government design -was quite explicitly informed by rational choice accounts, and normative Public Choice in particular. This article reflects on the role of ministerial advisers in the policy-making process and, on the basis of assessments by a variety of political and policy actors, examines the extent to which the institutional and relational aspects of executive government are indeed consistent with rational choice accounts of the 'politics of policy-making'. The reader is offered a new perspective through which to view the advent, and the contribution of ministerial advisers to policy-making in executive government.

Advisory systems as a part of the software which user can call when he is unsure about what to do next in a given situation based on collected data, through expert knowledge in certain area of interset for process optimisation. Advisory systems should be the ones which are actively asking questions to the operator, performing computations, and should ultimately provide an answer. In a statistical context they provide some form of statistical strategy. According to all relevant requirements data base has to be carefully planned and created, especially in areas like statistical analysis in general and experimental design in particular, where knowledge of a strategic nature is hard to acquire and not generally agreed upon. Concept of an advisory systems is the most difficult phase to write computer support for due to fact that a research problem must be translated into one or more precise research questions and these must then be mapped into more or less "standard questions" ...

The paper presents main issues in managing implementation of the cross-compliance requirements on the microeconomic level, i.e. in an agricultural holding. Important areas of requirements that were introduced within the cross-compliance mechanism in 2004 are discussed. Cross-compliance means the dependence of obtaining EU direct payments in their full extent on meeting by a farmer some standards and keeping to some rules. This mechanism initiates some processes in agricultural holdings which are called processes of adjustment and which can be repeatable. Management of adjustment processes combines functions of management such as planning, organizing, directing and controlling the obtained results. Adjustment of the agricultural holdings receiving direct payments is related to the management of these holdings in accordance with established rules (standards) that operate as cross-compliance requirements.

Purpose Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work experience. The purpose of this paper is to investigate whether people can accurately infer a profile owner’s self-rated personality traits based on the profile on a job-related social networking site. Design/methodology/approach In two studies, raters inferred personality traits (the Big Five and self-presentation) from LinkedIn profiles (total n=275). The authors related those inferences to self-rated personality by the profile owner to test if the inferences were accurate. Findings Using information gained from a LinkedIn profile allowed for better inferences of extraversion and self-presentation of the profile owner (r’s of 0.24-0.29). Practical implications When using a LinkedIn profile to estimate trait extraversion or self-presentation, one becomes 1.5 times as likely to actually select the ...

In the last decades the explosion of ICT has opened up new avenues regarding peoples' accessibility to new job opportunities. Current technological advances in conjunction with people's online presence provide a great opportunity to automate the recruitment process and make it more effective. In this paper, we propose a novel approach for improving the efficiency of erecruitment systems. Our approach relies on the linguistic analysis of data available for job applicants, in order to infer the applicants' personality traits and rank them accordingly. To showcase the functionality of our method, we employed it in a web based e-recruitment system that we implemented.

In the last decades the explosion of ICT has opened up new avenues regarding peoples' accessibility to new job opportunities. Current technological advances in conjunction with people's online presence provide a great opportunity to automate the recruitment process and make it more effective. In this paper, we propose a novel approach for improving the efficiency of erecruitment systems. Our approach relies on the linguistic analysis of data available for job applicants, in order to infer the applicants' personality traits and rank them accordingly. To showcase the functionality of our method, we employed it in a web based e-recruitment system that we implemented.

The main objective of this article is to analyze and evaluate the state and development of agricultural advisory services in Poland after accession to the European Union. The most important change, based on the Act from 22 October 2004, was to obtain legal personality by the Agricultural Advisory Center in Brwinów (CDR) and 16 provincial agricultural advisory centers (ODRs), and the possibility of charging fees for selected services. This Act was changed three times during the research period. The changes concerned mainly the subordination of ODRs; from the Governors to the provincial self-governments (2009), then to the Boards of provinces (2012), and most recently to the Minister of Agriculture and Rural Development (2016), and how they are financed. At present, two main public organizational units exist within the agricultural advisory structure; there are the CDR responsible for training of advisers and the 16 ODRs responsible for farm advisory services and rural development.

Driver assistance systems have both the potential to alert the driver to critical situations and distract or annoy the driver if the driver is already aware of the situation. As systems attempt to preemptively warn drivers more and more in advance, this problem becomes exacerbated. We present a predictive braking assistance system that identifies not only the need for braking action, but also whether or not a braking action is being planned by the driver. Our system uses a Bayesian framework to determine the criticality of the situation by assessing (1) the probability that braking should be performed given observations of the vehicle and surround and (2) the probability that the driver intends to perform a braking action. We train and evaluate our system using over 22 hours of data collected from real driving scenarios with 28 different drivers.

Based on a sample of 2036 college students at a large Southeastern university, learner self-regulation was found to be significantly related to four of the big five traits: agreeableness, conscientiousness, emotional stability, and openness-as well as five narrow personality traits: sense of identity, optimism, tough-mindedness, work drive, and major satisfaction. The purpose was to examine self-regulation in relationship to other personality traits, vocational interests, and demographic variables. It was suggested that other personality traits may be influencing learner self-regulation. The results provide empirical support for SRL as a personality trait and for its multiple connections to the Big Five and narrow personality traits. Based on the present findings, we can characterize self-regulating learners as more likely than their more traditional peers to be hard-working, open to new learning, satisfied with their academic major, having a sense of identity, optimistic, conscientious, emotionally stable, and agreeable. Results were discussed in terms of theoretical and methodological implications.

A growing tribe of Special advisers (SpAds) are playing an increasingly important role in British Government. However, partisans have remained one of the most contentious sticking points in the core executive arrangement, as highlighted most recently in the scandal involving Dominic Cummings in 2020. By triangulating the findings of various pre-existing ethnographies and accounts from primary sources, this dissertation examines whether SpAds are performing a necessary function in British Government. We suggest a framework based on four recurring functions presented in the literature: (1) Policy Advice; (2) Media and Political Communication; (3) Political Support; and (4) Parliamentary Training. We establish that advisers are effective in helping Ministers respond to the ever-increasing demands placed on modern government. Despite acknowledging issues in the role, particularly concerning the potential for SpAds to conflict with civil servants, we determine that advisers are broadly fulfilling a necessary role.

International crises emphasize the critical role that presidents and their advisory systems play in formulating and implementing foreign policy. Scholarly research has identified three distinct conceptual models of how presidents manage their decision-making systems-the competitive, for-malistic, and collegial models. This article examines how Presidents Barack Obama and Donald Trump managed their advisory systems and formulated their policies toward Syria after the Assad regime employed chemical weapons against its people. The case studies demonstrate that each president employed a different approach to the decision-making processes, which significantly influenced the U.S. response to Syria's use of chemical weapons.

In this project, we present an innovative approach to improve the effectiveness of e-recruitment. The Rapid Development of Information Technology has been affecting human resource management practices and processes. Artificial Intelligence is an emerging area in the field of HR Technology which can replace or enhance the effectiveness of Human Resource Management. The System proposes an evaluation engine that is capable of evaluating the candidates on different aspects and extracts the information to rank them accordingly in our web-based e-recruitment system and further providing the candidates with related jobs.

While the Myers-Briggs personality test has become unfashionable in scientific circles it is booming on the internet on sites like Quora and Reddit and even on dedicated YouTube channels. A lot of young people turn to online tests and sites and are generally relieved when they learn that they are not "weirdos" or "aliens" but have a rare personality type like "INTJ" or "INFP" instead. I do the tests with my students, and students as young as 16 tell me that they already have found out their MBTI (Myers-Briggs Type Indicator) in their quest to understand themselves. While only 30 years ago great scientists like Stephen J. Gould had no qualms about using the MBTI for scientific research, nowadays most psychologists and scientists will only recognize the Five-Factor Model (Big Five/OCEAN) or the revised model with six factors (HEXACO). The reason: the Big Five model was derived using mathematical methods, whereas the MBTI was created mostly on intuition. However, the MBTI isn't that different from the OCEAN and the traits show a high degree of correlations. Any theory of personality must ultimately be able to show the evolutionary origin of the single traits. The oldest human personality trait is probably the T/F (testosterone-estrogen) dimension (in OCEAN the Agreeableness dimension), which characterizes more "male" or more "female" traits. Both men and women can be T or F, even though T is more common in men and F in women. This personality trait also shows physically in digit ratio, amount of facial hair, and via traits such as a more angular and boney or a softer, rounder face. The trait "Conscientiousness" or J in MBTI is probably related to early farming (dominant hormone serotonin) and "Openness" or N (dominant hormone oxytocin) in MBTI to hunting and gathering (read more here). So, three personality traits can be explained by the type of subsistence economy our ancestors practiced. The most famous personality dimension, i.e. "introversion/extroversion" cuts across all four personality groups. I have hypothesized elsewhere that introversion has its origin in hunter-gatherer female mate choice in order to maintain their alloparenting way of life. Extraversion might be connected to pastoralist female mate choice, as the dominant hormone in SP types

The present study attempts to know the role of personality in adjustment among students. Personality is a very broad topic, to which people have taken diverse theoretical approaches. Personality is easy to observe but hard to pin down. Adjustment can be defined as a person's interaction with his environment. The current study has been designed to find out the impact of personality on adjustment, interaction of personality and gender on adjustment and the relationship between personality and adjustment. A sample of 500 students has been taken from various government schools of Haridwar and Dehradun (Uttrakhand). The impact of gender and personality on adjustment among students were examined by two-way analysis of variance. Coefficient of correlation (r) was worked out to establish relationship between personality and adjustment. Finding suggests gender has significant impact on adjustment. It implies that male and female differ significantly regarding their adjustment. Personality dimension also shows its significant impact on adjustment. It implies that introvert and extrovert students differ significantly regarding their adjustment. It is clear that both gender and personality (introversion-extroversion) have their significant main impact on adjustment of students, but their interaction failed to exhibit any significant impact. There exists a negative relationship between introversion and adjustment of students. The same has been found true for males as well as females. It is clear that extrovert male students are better adjusted. In female group, coefficient of correlation between personality and total adjustment is negative and significant. Among five dimensions of adjustment the correlation with personality is significant for home, health, social and emotional aspects, but the relationship of school adjustment with personality is not found significant. All the relationships obtained are negative, indicating female extrovert are better adjusted.

Emotional Intelligence reflects the ability to read and understand others in social contexts, to detect the nuances of emotional reactions, and to utilize such knowledge to influence others through emotional regulation and control. As such, it represents a critically important competency for effective leadership and team performance in today’s organizations. Emotional Intelligence scale developed by Dr. MeeraShanker and Dr. Omer Bin Sayeed (2006) was used to examine the Emotional Intelligence of students. Myer Briggs Type Indicator Form G developed by Isabel Myers and Katherine Briggs (1977) was used to measure the personality preference on 4 dichotomies that include Extraversion vs. Introversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving. It was found that there were significant differences on Emotional Intelligence and personality between professional and non- professional students. The complete sample

El presente trabajo se centra en el proceso de elaboración y desarrollo de una propuesta de innovación concreta  en la mejora de la relación familia-escuela. El reto que se plantea con este trabajo es hallar y crear un canal de intervención, dando protagonismo al conocimiento y experiencia de los diversos agentes educativos del centro escolar, de modo que se logre activar el cambio hacia la mejora y sean los propios implicados quienes lo mantengan vivo.  Se parte de una realidad en la que la participación de las familias en el centro tiene una connotación más formal que real.  El centro donde se llevó a cabo la experiencia de innovación manifestaba una necesidad clara de afianzar las relaciones y la integración de la familia dentro de la escuela, además de incrementar su participación en el desarrollo de programas o actividades propuestas por el centro. Para ello se llevó a cabo un proceso de trabajo colaborativo entre la Universidad de La Laguna y el propio centro, a modo de sistema de asesoramiento externo. En este trabajo se presenta el desarrollo de una primera fase del “Modelo de Procesos”,  denominada “Creación de Condiciones” con una línea de asesoramiento basada en la acción colaborativa, a modo de experiencia piloto.

This paper focuses on the elaboration process of a specific family-school innovation proposal. The challenge which arises in this paper is to find and create an intervention channel, giving relevance to the knowledge and experience of the different educational agents present within the school, so as to activate a change towards improvement and also, that those implicated keep it alive. The reality which is counted on is that the participation of the family in school has a more formal than a real connotation. The school where the innovation experience was conducted, exhibited a clear need to strengthen the relationship with, and the integration of the family in the school, as well as their involvement in the development of programmes or activities suggested or planned by the school. To accomplish this, a collaborative work process was carried out, between the University of La Laguna and the school, which acted as an external advice system. The development of a first stage of the “Process Model”, called “Creation of Conditions”, with a collaborative line based on a collaborative action worked on as a pilot experience, is what is presented in this paper.

In this work we present a novel approach for evaluating job applicants in online recruitment systems, using machine learning algorithms to solve the candidate ranking problem and performing semantic matching techniques. An application of our approach is implemented in the form of a prototype system, whose functionality is showcased and evaluated in a real-world recruitment scenario. The proposed system extracts a set of objective criteria from the applicants' LinkedIn profile, and compares them semantically to the job's prerequisites. It also infers their personality characteristics using linguistic analysis on their blog 123 E. Faliagka et al. posts. Our system was found to perform consistently compared to human recruiters, thus it can be trusted for the automation of applicant ranking and personality mining.

This article examines the phenomenon of increased political pressures on governments in four Westminster systems (Australia, Britain, Canada, and New Zealand) derived from changes in mass media and communications , increased transparency, expanded audit, increased competition in the political marketplace, and political polarization in the electorate. These pressures raise the risk to impartial public administration and management performance to the extent that governments integrate governance and campaigning , allow political staff to be a separate force in governance, politicize top public service posts, and expect public servants to be promiscuously partisan. The article concludes that New Zealand is best positioned to cope with these risks, in part because of its process for independently staffing its top public service posts. The article recommends this approach as well as the establishment of independently appointed management boards for public service departments and agencies to perform the governance of management function. A public service staffed independently of ministers on the basis of merit has long been a central feature of the Westminster model of public administration. This arrangement has always assumed two public interest outcomes that justify an override of the executive powers of the Editors' Note. Peter Aucoin, a distinguished professor of public administration at Dalhousie University and a member of the Governance editorial board, passed away in July 2011. A few months earlier, Peter had submitted the following article to Governance. We sent Peter two reviews and invited him to submit a revised version of his article. Unfortunately, Peter was not able to complete his revisions. As a tribute to our friend and colleague, and in light of the merits of the work, the editors have decided to publish Peter's initial submission. The two reviewers of that submission—Jonathan Boston and John Nethercote—have agreed to expand their reviews into reflections on Peter's manuscript. Peter's colleague and collaborator Mark D. Jarvis of the University of Victoria copyedited Peter's text, but it should be noted that we have decided not to make any substantial changes to the initial manuscript. Readers should keep in mind that there might be statements in this article that Peter himself would have qualified or omitted if he had the opportunity to complete revisions in light of the reviewers' comments. Further, Peter saw this as the start of an ongoing research program. We do think, however, that the publication of this manuscript and the accompanying reflections is an appropriate tribute to Peter, whose career was distinguished by commitment to open dialogue on the great questions of contemporary governance.

As part of an Engineer as Leader course, students learn to dynamically take leadership in problem solving teams when their unique skills, abilities, or knowledge can contribute to the shared objectives. Part of this development makes use of Myers-Briggs Type Indicator ® Step II. This assessment provides scores on 40 facets of the eight Myers-Briggs Types. An objective of the course is to help students develop a richer vocabulary for thinking about themselves and others. An individual's clearest facets are used in the course by each student as part of their weekly reflections on assigned readings. A visual display of the team's integrated vocabulary is used as a guide in team decision making. A standard transition from Sensing to iNtuitive to Thinking to Feeling then back to Sensing is used as students learn to transition between decision making stages and individual team members' facets. The paper will present the process through which each student's vocabulary is developed and reinforced and the tools that support transitions and compensate for missing facets in the team decision process are described.