• Journal of Practical Engineering Education
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• v.16 no.5_spc
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• pp.689-700
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• 2024

This study explored the possibility of utilizing virtual reality technology in successor training for the preservation of intangible heritage. In the midst of the crisis of transmission discontinuation due to the aging of holders, successor training of traditional skills in particular is becoming more difficult. As a solution to this problem, we propose the utilization of virtual reality technology. To this end, we conducted a survey on citizens' awareness and experience of utilizing virtual reality technology for intangible heritage and conducted in-depth interviews with holders and trainees at successor training sites. As a result of the analysis, it was evaluated that virtual reality technology would be effective in conveying historical meaning, establishing systematic learning, and archiving successor training courses and works in successor training of intangible heritage. In particular, repeated learning of traditional skills, reduction of risk factors, creative reinterpretation, and increased educational efficiency are expected through virtual reality. This study can be used as basic data for educational, academic, and industrial discussions on the preservation and utilization of intangible heritage in the future.

• Journal of Agricultural Extension & Community Development
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• v.25 no.2
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• pp.57-70
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• 2018

Farm succession is one of the most important events that substantially influence the viability of a farm business not only for a family farm operation, but also for a farm industry as a whole. This study aims to analyze the factors which affect the probability of existence of a successor, using the nationwide survey data. The probability of having a successor increases with the age of operator, the number of sons, the area under cultivation, organic farming, farm expansion plan, main crop and operator's attitude towards farm succession. Also this study investigates the succession plans of family farms having a successor and land disposal plans of family farms without a successor. 40% of farms having a successor have only vague succession plans and 34.7% of farms without a successor have a plan to apportion their land among their children. Based on these results, this study suggests the necessity of planning for farm succession and successors' agricultural training. In addition, measures for preventing from land fragmentation are needed for realization of effective usage of agricultural land.

• Korean small business review
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• v.43 no.1
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• pp.147-164
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• 2021

This study focuses on succession in a family business which is the crucial factor affecting future and survival of a family business. Especially, the study concentrate a successor's view which is regarded as a key-player during the succession. In this study, we used AHP (Analytic Hierarchy Process) methodology to identify priorities of factors influencing succession. We divided into two-tier level. The first-tier is defined as 1) the relationship with an incumbent CEO, 2) a successor 's management ability, 3) a successor' s self-efficacy and 4) succession plan. For the second-tier of each first-tier have 3 sub-factors ; 1) the relationship with an incumbent CEO is set as level of mutual trust, sharing the vision of a company, and level of communication each other. 2) A successor 's management ability is based on business competence, education and training and interpersonal management ability, 3) a successor 's self-efficacy was set as successor' s willingness of succession, confidence of overcoming crisis and confidence of achieving objectives. Lastly, 4) a succession plan is set as finance plan, leadership transformation plan and human-organization management plan. A total of 93 questionnaires is distributed and retrieved, and 88 questionnaires are used for the study, excluding those with missing data. As a result of this study, successors selected 1) the relationship with an incumbent C.E.O. as the most important priority in the first-tier. The second is 2) a successor 's management ability, the third is 3) a successor' s self-efficacy, and the last priority is 4) a succession plan. In particular, 3 sub-factors that make up the relationship with an incumbent are the most important factors. These factors rank the first to the third in the final result.

• Journal of Practical Agriculture & Fisheries Research
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• v.22 no.2
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• pp.23-36
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• 2020

The purpose of this study is to understand the phenomenon of agricultural management transfer and to present a plan to activate Korean management transfer through institutional consideration. To this end, the domestic and overseas agricultural management transfer system was identified, and an appropriate institutional plan for the country was sought. There are six ways to activate the management transfer system proposed in this study. First, establishment of an agricultural management transfer agency, second, training and utilization of management transfer experts, third, establishment of an agricultural succession certification support institution, fourth, operation of specialized training courses for management transfer, fifth, (local government) linked operation of a farming support center, sixth, agricultural management transfer legislation and securing of budgets. The above agricultural management transfer system is expected to contribute to the advancement of management transfer activation.

• Journal of Practical Agriculture & Fisheries Research
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• v.11 no.1
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• pp.137-158
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• 2009

This study is to find the causes of the current situations of conflict between generations in regards to succession of their family farm, for the target group of graduates Korea National Agricultural College of the year 2008 and their parents. This study aims at finding a way of controlling and solving the conflicts, and of developing a course of education and training, so that through this process they can come to a rational conclusion to the conflicts that arise regarding succession of the farm, in a climate of harmony and peace. It is found that communication between parents and graduates has normally gone on well, but specific problems related to management of the farm are often present. Furthermore, there is often lack of trust and promise between the parties which often causes difficulties in preparation for the succession of the farm. On the basis of these observation, we have designed and implemented an education workshop and training, as a program in which parents and their successors participated. As a result, we found it to be very effective, but it was also found to be in need of some changes. The workshop is to be implemented in two separate stages. The first stage should focus on communication and trust between family members. Firstly, they are given the opportunity to share the list of concerns withone another, as an ice breaking activity. Secondly, they can present their own hopes or wishes. And lastly, they can communicate with one another in an effort to find resolutions that will be keep both parties satisfied. The second stage should be aimed at establishing agreements concerning succession of the farm in a harmonious and peaceful manor; the second stage is also an opportunity to discuss 'Farm management and succession'. The Korea National Agricultural College (KNAC) is in the pursuit of fostering agricultural CEO's for the future of Korea. KNAC is currently implementing a very unique system of interviews in which parents participate together with students, in order to help them make a plan for rational management of their farm and smooth succession of the farm. Although KNAC now has students present a blueprint of their own unique business plans as a graduation thesis, it is necessary for KNAC to complement this system with education and training regarding the succession of family farms. Furthermore, KNAC should also develop an education and training program that is separate for this purpose, and make it a regular course of study of KNAC in the future.

• Journal of the Daesoon Academy of Sciences
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• v.42
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• pp.167-199
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• 2022

A majority of religious orders in Jeungsanism believe in Jeungsan as a spiritual entity or incarnation of Maitreya. However, Daesoon Jinrihoe insists that the destiny of Maitreya lasts for fifty-thousand years and the 'gold (金)' associated with the Maitreya icon (Geumsan-sa Temple) symbolizes the 'Later World.' A different Maitreya icon was produced for Daesoon Jinrihoe's Toseong Training Temple Complex. That icon of Maitreya looks similar to the one at Gwanchok-sa Temple. That is because the icon in Daesoon Jinrihoe has been formed in order to emphasize Maitreya as a symbol different from the one in Geumsan-sa Temple. If the Maitreya icon of Geumsan-sa Temple is a core that symbolizes two figures, Jeungsan and his successor, Jeongsan, who inherited his religious orthodoxy, then the Maitreya icon at Toseong Training Temple Complex is a symbol that suggests faith and religious practice from a more conventional perspective. The Maitreya icon in Geumsan-sa Temple deals with issues of religious orthodoxy whereas the icon at Toseong is related to the prophecies on the redemption of people and the advent of Dao-empowered sages. According to Daesoon Thought, Maitreya is not just the future Buddha. He has already descended on the earth in modern times. Due to Jeungsan's descending on the earth, the incarnation of Maitreya has been accomplished as far as the Daesoon faith is concerned. Henceforth, the true practice of Maitreya reverence in the context of Daesoon Jinrihoe should be focused around a group of devotees who specifically practice Jeungsan's Reordering Works of Heaven and Earth. An attempt to do so will enable the formation of the ideal world aimed upon by Maitreya.

• Archives of design research
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• v.12 no.3
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• pp.43-52
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• 1999

For Bauhaus, the vaious typography experiments developed around the printing workshops, and it was only in the later Weimar Period that L. Moooly-Nagy, who came to be in charge of the rxinting workshops, approached it from the functional way of thinking and demanded print type reforms Using this as the basis, a new form of typograph called "typophoto" was developed by combining images and characters together using photography techniques and Bauhaus Unification Chaacter producyion. Harbert Bayer, striving at molds based on the ideologies of L. Moody-Nagy, prepared the framework for modern informational advertisements by producing a variety of advertisements based on several law of psychology and physiology. Bayer's successor, Joost Schmidt focused on lettering based on functionalism and typographic training and practice, while pioneering in the new area of display design wiwh efficient usage of space for exhibitions a1d dsplays. Thus, despite being carried doWl by the same leader in the sane era, the series of typographic experiments undertaken by the artists Bauhaus present guidelines to the direction modern visual communication must take through creativity and insight into the upcoming future that is not contained within the boundaries of traditions and customs.and customs.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.17
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• pp.7853-7857
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• 2015

Background: Mortality from breast cancer is high in low- and middle-income countries, in part because most patients have advanced stage disease when first diagnosed. Case-finding may be one approach to changing this situation. Materials and Methods: We conducted a pilot study to explore the feasibility of population-based case finding for breast cancer by community health workers (CHWs) using different data collection methods and approaches to management of women found to have breast abnormalities. After training 8 CHWs in breast problem recognition, manual paper data collection and operation of a cell-phone software platform for reporting demographic, history and physical finding information, these CHWs visited 3150 women >age 18 and over they could find-- from 2356 households in 8 villages in rural Bangladesh. By 4 random assignments of villages, data were collected manually (Group 1), or with the cell-phone program alone (Group 2) or with management algorithms (Groups 3 and 4), and women adjudged to have a serious breast problem were shown a motivational video (Group 3), or navigated/accompanied to a breast problem center for evaluation (Group 4). Results: Only three visited women refused evaluation. The manual data acquisition group (1) had missing data in 80% of cases, and took an average of 5 minutes longer to acquire, versus no missing data in the cell phone-reporting groups (2,3 and 4). One woman was identified with stage III breast cancer, and was appropriately treated. Conclusions: Among very poor rural Bangladeshi women, there was very limited reluctance to undergo breast evaluation. The estimated rarity of clinical breast cancer is supported by these population-based findings. The feasibility and efficient use of mobile technology in this setting is supported. Successor studies may most appropriately be trials focusing on improving the suggested benefits of motivation and navigation, on increasing the numbers of cases found, and on stage of disease at diagnosis as the primary endpoint.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.133-145
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• 2015

This study investigates the relationships between the characteristics of the succession process and organizational performance as well as the moderating roles of strategic HRM practices in these relationships. Data was collected from 256 successors and HR managers(128 for each) in South Korean family businesses where the succession process either had been completed or was currently underway around time of data collected and analyzed. Our results indicate that the provision of successor training is positively related to organizational performance, while the clarity of the incumbent's role after succession, communication of the decision regarding succession, and the incumbent's propensity to step aside are not significantly related to organizational performance. Further, our results confirm (a) the moderating effects of strategic staffing practices between communication of the decision regarding succession and organizational performance, and (b) the moderating effects of strategic staffing practices between the incumbent's propensity to step aside and organizational performance. The theoretical and practical implications of these findings are discussed.