• Journal of Community Nutrition
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• v.2 no.1
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• pp.62-70
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• 2000

Nutrition education should be an important component of ongoing health promotion for older adults and their caregivers. This is because prevention through sound nutrition and food hygiene practices and regular excercise is the most cost-effective way to reduce risks for and deal with their major health problems. nutritions education services should effectively promote optimum intake and successful self-care. Unfortunately, however relative to other vulnerable groups, nutrition education for older adults has not been systematically developed or evaluated. Usually oder adults care a lot about their health, so this should be a relatively easy group to teach - but their increasing numbers, longevity and great diversity with respect to health, physical, and economic status and educational level present challenges. Some older adults may not perceive they would benefit from nutrition education, so interesting and motivating them is a challenge. The food and nutrition knowledge of older people has been acquired through a lifetime of experience. For most older adults in the Asian region, their sources are restricted by their restricted education, so that their major sources of information have been informal sources, such as television, radio, friends, family, and perhaps newspapers and magazines if they are literature. Nonetheless, dietary advice for older people should build on their existing knowledge and ingrained values. It should provide information useful in daily food selection, and focus on food, not nutrients - the same foods and groups considered appropriate for younger people, with consistent messages as given throughout the population. Attention must also be paid to discovering learning styles in older people. When we teach in schools, the young students are a captive audience resigned to their learning role. Learning by an older adult, however, reflects an effort to meet his or her perceived needs. Therefore, nutrition education should be a positive experience in a non-threatening environment, relaxed and non-competitive, and perhaps even social environment. The messages also need to be practical and achievable. A needs assessment is essential, because our ability to provide the most effective nutrition education will depend on our success in matching the needs, both perceived and unperceived. of this vulnerable group. Therefore, go to the potential older learners to assess their interest and preferences. Nutrition education activities for older adults are widespread, but few have been evaluated. Evaluation is therefore also recommended, particularly when new methods are used. Tips from other countries for giving successful nutrition education will be given, including some examples of applications as attempted in Hong Kong. Research needs will also be described. In conclusion, successful nutrition education for older adults depends on positive needs-based messages. This is may be hard to do, as few good examples are available to illustrate these principles.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.731-746
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• 2011

The successful and sustainable growth of SMEs depends on their ability of strengthen their competitiveness in quality and cost and service more than anything else as a fundamental of operation. Among these key competitive factors of SMEs, quality is the most critical factor in manufacturing business fields. Because quality strongly influence cost and service performance on this manufacturing business field. There are many different ways to improve the quality performance but it needs proper management decision to choose the best way what can maximize outputs with minimum inputs. And it needs effective measurement methods and some indicators to analysis the quality performance properly. The quality cost is one of the simplest key indicators to measure the quality performance and the effectiveness of quality related management decisions. The major purpose of this study is to diagnose the categorized current level of actual quality cost of local SMEs to maximize their quality management effectiveness through comparing their level with others what's expressed in early studies. In this study, through survey on local SMEs, we found that their average annual quality cost ratio versus turnover - Total amount of annual quality cost divided by annual turnover - is around 3.69% excluded some SME's performances what have different quality control measures with others. And we found some results what corresponded with the early studies on the correlations between those categorized quality costs factors and some discrepancies between some of the literature model and the early case study results as follows. There were negative correlations between the Prevention costs and the External failure costs, and the Appraisal costs and the External failure costs, and there was positive correlation between the Appraisal costs and Internal failure costs same as early studies. But, we couldn't found any strong negative correlations between the Cost of control - Preventive costs & Appraisal costs - and the Cost of Failure of control - Internal & External failure costs -. It reveals not only the lack of effectiveness on their preventive or appraisal activities but also it can reveal there were so many effective ways to prevent the failure costs properly such as some innovative investment on Factory automation includes Error Proofing and more preventive actions to improve the effectiveness of the typical management methods likes CE (Concurrent Engineering), APQP (Advanced Product Quality Planning), FMEA (Failure Mode & Effect Analysis) etc.

• Management & Information Systems Review
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• v.34 no.3
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• pp.101-123
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• 2015

Amidst the growing uncertainty in external environments, securing and retaining superior human resources is becoming emphasized as a key means for organizations to achieve competitive advantages. Particularly, star employees-human resources that are characterized by their ability to create extraordinary performance relative to other peers-are increasingly gaining attention in both academia and industry because of its importance in knowledge-based industries. However, despite the prevailing recognition for star employees, few previous literature have attempted to empirically test the direct relationship between the ratio of star employees in an organization and organizational performance. Considering both the potential for positive and negative influence of star employees on organizations, the relationship between the ratio of star employees and organizational performance can not only be a simple linear relationship but can also exist in a curvilinear form. Building on the existing literature on star employees, this paper establishes competing hypotheses for the two possibilities of curvilinear relationship; as the ratio of star employees increases, marginal effects can either increase (i.e., U-shaped curvilinear relationship) or decrease (i.e., inverted U-shaped curvilinear relationship). Employing an unbalanced panel data of 35 Korean brokerage firms between years 2008 and 2013 with 134 observations, the relationship between the ratio of best analysts (i.e. star employees) as selected by Maeil Business Newspaper and financial performance (i.e. organizational performance) of corresponding brokerage firms is examined. Empirical results indicate that while organizational performance increases as the ratio of star employees increases, its positive effect diminishes over time which provides support for the curvilinear relationship with decreasing marginal effects. Our research findings imply that star employees create value in knowledge-based industries; at the same time, implications are given as results calls for caution for excessive dependence on star employees beyond a certain level.

• Journal of Distribution Science
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• v.6 no.1
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• pp.63-77
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• 2008

The source of a business competition is man and the core of a business success depends on people's ability, efforts and cooperation. Therefore, modern managers are making varied efforts to perform the ethical management for the organization immersion and job satisfaction of the employees. The managers of the financial agencies including the enterprises competing in the global market, face numerous ethical issues and problems. Considering the reality that financial institutions are actively asked to perform the responsibility and duties sincerely, the tasks how the head of financial agency will accept the social study of the level of ethics and change the level of recognition, and how he will settle it as the natural feature in the institution, become an important management target. In addition, it is necessary to figure out how the ethical management of the head of the financial agency will affect the organizational immersion of the employees. Based on the objective of this study, we attempted to confirm how the ethical management will of the head of the financial institution would affect the organizational immersion, the employees' mental result variables. Through this study, it became necessary for the directors of the financial institutions to search for the methods to improve the system of management and enhance the observance will of the business ethics so that they may not cause the disposition of the violation of the business ethics owing to the enforcement to achieve the target of the results of the business or the error recognition of the norm. Further, the heads of banks will have to set a management policy focused on the democratic management and the ethical justice based on the participating methods to induce the cooperative commitment of the stock company employees not to be shifted from the globalization and the competitive society.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.17 no.2
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• pp.15-23
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• 2017

The person Re-identification is the most challenging part of computer vision due to the significant changes in human pose and background clutter with occlusions. The picture from non-overlapping cameras enhance the difficulty to distinguish some person from the other. To reach a better performance match, most methods use feature selection and distance metrics separately to get discriminative representations and proper distance to describe the similarity between person and kind of ignoring some significant features. This situation has encouraged us to consider a novel method to deal with this problem. In this paper, we proposed an enhanced recurrent neural network with three-tier hierarchical network for person re-identification. Specifically, the proposed recurrent neural network (RNN) model contain an iterative expectation maximum (EM) algorithm and three-tier Hierarchical network to jointly learn both the discriminative features and metrics distance. The iterative EM algorithm can fully use of the feature extraction ability of convolutional neural network (CNN) which is in series before the RNN. By unsupervised learning, the EM framework can change the labels of the patches and train larger datasets. Through the three-tier hierarchical network, the convolutional neural network, recurrent network and pooling layer can jointly be a feature extractor to better train the network. The experimental result shows that comparing with other researchers' approaches in this field, this method also can get a competitive accuracy. The influence of different component of this method will be analyzed and evaluated in the future research.

• Cartoon and Animation Studies
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• s.25
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• pp.41-63
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• 2011

Many educational facilities have been formed due to the nation's revival policy in the animation industry since about 1995. Owed to the active financial support of the nation, the production industry rapidly vitalized, production technology rapidly advanced, and a large workforce is being passed on into society through educational institutions. The reality of many developing countries appearing to be putting emphasis on the industrialization of animation, similar to our country, is becoming a great pressure on us industrially. It is never easy to develop a certain field into a globally competitive industry in a short period of time. Our countermeasure, pursuant to these international circumstances, lies in innovation and creativity that has broken away from the existing methods of production, and mass production of high quality animation specialists. This paper is a new educational proposition for the consolidation of national competitiveness. Animating, the core of producing an animation, completely depends on the animator's artistic and technical ability. In order to supplement the existing methods of studying by theory and make up for the biggest weak point, which is the lack of "on the scene" learning contents, I propose incorporating movements based on frequently appearing characters in popular animations and acting them out slowly and including the "Slow Motion" kinetic effect, a way of enabling someone to learn and sense astrodynamic fundamental principles by oneself. It is a new method of learning movement, a plan made to achieve sensual performance gestures, and an improvement in direction for students who wish to become animators in the future.

• Korean Journal of Comparative Education
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• v.24 no.5
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• pp.53-70
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• 2014

This study was performed in order to suggest the future model of Asian universities that could be used in the planning of the global competitive strategy. Futurologists forecasted the future of higher education using Harman Fan Scenario as like this. First, most current universities will be 'the satellite university' until 2015. Second, they also will replace 'the bookless university' until 2020. Third, they will be 'no calendar university' until 2025. And then they may be 'all have access university' until 2030. After 2030, futurologists prospected that almost universities based on off-line campus will be disappeared into the history. The analysis method of Harman fan scenario and applied scenarios were also used to "A study on the future scenario of Korean university". The predictive model and the alternative models were explored in a view point of students, enterprise, and government. Individuality with educational excellence are standardized for learner, profit and effectiveness are applied for enterpriser, and equality with welfare are adapted for national leader. Asian universities need to focus on bringing up the practical ability based on conscious and emotional education instead of knowledge based on memory. Also they need to enforce the specialized education that can create new jobs through convergence of interdisciplinary. Especially, Asian nations need to explore, to find the strengthen area of their universities compared with USA. And these area should be specialized. The convergency strategy between oriental medicine and informatics is a meaningful sample. Based on this point, a predicted with 3 alternative scenarios in a view point of equality were suggested for the future of Asian universities.

• The Journal of the Korea Contents Association
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• v.19 no.10
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• pp.315-324
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• 2019

In this research, one of five Hofstede's cultural dimension, Long term orientation (LTO) was selected to examine its influence on individual's change oriented organizational citizenship behavior with emotional regulation mediating. East Asian countries and Korea especially received higher score on LTO cultural dimension, meaning it valued harmony, long term relations and saving for future. Also, in today's hyper competitive and evolving global climate, the ability to adapt quickly and also to be able to control one's emotion is highly valued individual competency. Previous research on Hofstede's cultural dimensions were conducted at mostly national or large group levels. However, in this study, Yoo's CVSCALE which allowed for individual level analysis on Hofstede's cultural dimensions were used to analyze multinational company's employees's long term orientations' influence on emotional regulation and change oriented organizational citizenship behavior. The survey conducted from 200 employees from major electronic company based in S city in Korea for two weeks period and the results indicated long term orientation positively influenced change oriented organizational citizenship behavior. Also emotional regulation mediated between long term orientation felt by individuals and change oriented organizational citizenship behavior. Such results validated previous studies that indicated emotional regulation as possible antecedents of individual proactive behaviors such as change organizational citizenship behavior and long term oriented view as another potential antecedent of change oriented organizational citizenship behavior in multinational corporation setting.

• The Korean Journal of Franchise Management
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• v.12 no.3
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• pp.7-19
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• The Korean Journal of Franchise Management
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• v.12 no.3
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• pp.35-46
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.