• 실천공학교육논문지
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• 제12권1호
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• pp.93-100
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• 2020

현장실습의 양적 성장과 더불어 질적 향상을 위해 단기(4주) 및 중기현장실습(8주)의 비중을 낮추고 장기현장실습(12주이상)을 높이는 노력이 대학 현장에서 증가하는 추세이다. 단기 및 중기현장실습의 전공과 연계된 체계적이고 특화된 현장실습 교육커리큘럼 부재와 대학의 현장실습 참여도가 증가할수록 기업들은 현장실습 참여를 선호하지 않고 학생들은 전공수업 부담으로 장기현장실습 참여를 주저하는 문제점이 있다. 이를 해결하기 위해 본 논문에서는 기업의 애로문제를 현장실습 참여학생들이 현장실습 기간 동안 직접 해결하되 어려운 난제가 있을 경우 관련분야 전공교수의 도움으로 해결하는 기업애로해결형 현장실습 IPBP를 경북지역 K대 사례를 중심으로 제안한다. 참여기업과 win-win 현장실습 문화 구축을 위해서는 본 논문에서 제안한 기업애로해결형 현장실습 IPBP가 하나의 좋은 모형이라고 판단된다.

• 공학교육연구
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• 제8권1호
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• pp.60-70
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• 2005

직업교육의 목적은 산업체 현장에 필요한 인력을 양성 공급하는 것으로, 학생들이 학교 교육을 통하여 산업체에서 요구하는 지식, 기술 등을 습득하는데 있다. 그러나 최근 우리나라의 경우에서는 직업교육이 위축되는 경향을 보이고 있다. 이공계를 지원하는 학생들이 감소하면서 정원이 미달되는 현상이 발생됨으로써 학교 경영이 어려워지는 동시에 직업교육에 대한 투자 효과마저 떨어지고 있다. 본 논문에서는 직업교육 활성화를 위해 일부 국가와 국내에서 적용하고 있는 학교기업 프로그램을 분석하고, 학교기업을 적용할 경우 예상되는 문제점을 예방하고 개선방안을 제시하고자 한다.

• 한국사회복지학
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• 제48권
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• pp.271-301
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• 2002

This paper is to provide the legitimacy of the recruit system of professional social welfare workers in public sector with government by analyzing the evaluation results of the supervisors. In order to evaluate the public welfare workers recruit system, 500 supervisors are selected randomly from the universe of 2,880 supervisors working in the public welfare field. They are not a professional social worker, but an administrative supervisor in hierarchical structure. Among them 302 supervisors give their views on the recruit system, social welfare workers' job achievement, job attitude, ability, and professional values. They assess the workers' job achievement very positively, which are affected by job attitude, ability, and professional values. They agree that it is very valuable to exist the recruit system of professional social welfare workers in public sector, because it has contributed to increasing the workers' job achievement level in the public welfare field. This study concludes that it is successful to adopt the recruit system of social welfare workers in public sector, and suggests that the system be developed further in public welfare field. Besides, this paper insists that professional public welfare workers recognize that they are one of the members of the organization and they work together with administrative staffs.

• 기술사
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• 제42권6호
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• pp.28-30
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• 2009

There is a proverb in Korea "Don't chase after another." It can be a right proverb in sometimes. However, usually it doesn't fit in these various society, information knowledge society. Modern society requires convergence technology. IBS (Intelligent Building System) requires knowledge of architecture field, electric field, communication field, and computation field. ITS (Intelligent Transport Systems) which is constructing in many cities requires various knowledge as engineering works, electricity, computation, communication and transportation. In the case of u-City, it requires technology of many fields as architecture, electricity, communication, engineering works, transportation, and computation. Anyone who wants to participate in u-City should study and acquire knowledge in various field. Otherwise, it must be failed because of lack of communication like as the Tower of Babel. U-City is not a portion of one field. Therefore, engineers in many fields should cooperate with each other to make u-city as the best product in the world.

• 기술사
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• 제24권6호
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• pp.33-44
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• 1991

• 복식문화연구
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• 제12권2호
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• pp.239-248
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• 2004

This study was examined the characteristics of individual or an organization differences of oriented value and shared value for the employees in the field and management division of clothing enterprises in Korea. The hypothesis of this study are as follows: ＜Hypothesis 1＞ The field employees of clothing enterprise would prefer to have a professional tendency and the management employees would prefer to have the organizational tendency. ＜Hypothesis 2＞ The employees who have organizational tendency would have higher shared standard of organization value than the employees of professional tendency. As a result of the study, the hypothesis 1 has accepted as showing the mean value is high when the field employees have their professional tendencies and the management employees also have their organizational tendencies respectively. The hypothesis 2 has also accepted that the employees who have organizational tendency have higher shared value than the employees of professional tendency.

• 기술사
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• 제36권3호
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• pp.73-77
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• 2003

• 기술사
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• 제36권2호
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• pp.56-60
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• 2003

• 기술사
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• 제24권1호
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• pp.3-16
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• 1991

• 의학교육논단
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• 제23권2호
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• pp.104-107
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• 2021

Building professional identity is the most basic purpose of medical education. Students who enter medical schools do not have an identity rooted in the medical profession, and universities should therefore take steps to help students form their identity as doctors, attitudes, beliefs, and values through the curriculum. However, while medical knowledge and clinical skills are fully reflected in basic medical education, issues persist regarding education on values, attitudes, and beliefs that are important for professional identity. Regarding the process of professional identity formation, it is important to keep in mind that rapid changes in modern society lead to corresponding changes in socio-cultural expectations and demands related to professional identity, resulting in discrepancies between the reality of medical education and the actual field of medicine. Medical schools need to prepare students for these discrepancies, and in-depth discussions should address what is important and what should be solved first at medical education sites. However, it is difficult to generalize the tasks of professional identity formation in the field of medical education because each medical school may have unique circumstances. This article discusses the tasks that medical education should solve for professional identity formation education in terms of five aspects: establishing learning outcomes, training educational experts, introducing transformative learning, utilizing self-directed learning, and developing evaluation methods.