Welcome to center4.org



EDUCATIONAL SERVICES CONSULTANT
EXTERNAL CONSULTANT
INDEPENDENT SCHOLAR


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THE CENTER 4




Founded 8/15/2002

"Of SERVICE to Others"

AARON LEE GIVAN, Ph.D.
Copyright. 2002. Aaron Givan.
All rights reserved.

[e-teachingandlearning.biz]


SERVICES EFFECTIVE AS OF 1/1/2009
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CENTER FOR
EDUCATIONAL SERVICES



MENTORING, Measurement, and Evaluation in Education


Services:

Educational management services are provided in the areas of evaluation of learning styles-strategies, personal growth enhancement/development, professional/vocational development, staff development, mentoring, coaching, consulting, and lifelong educational/vocational planning.

"Of SERVICE to Others"



MENTORING, EXCELLENCE, WELLNESS

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Personal and Professional Development for the Professions (PPDP)

Copyright. 2005. Aaron Givan.
All rights reserved.

"Act to Lead; Lead to Act." --AG, 11/21/2006

Proposal: A cross discipline approach emphasizing the development of problem solving skills, individual style, excellence, and wellness as it relates to a particular discipline or vocation--for example pilots, aviation mechanics or airport managers.


Possible Class Title: "Personal and Professional Development for the
Professions: Aviators."

Class aspects:
1. Determination of individual learning and problem solving style/preferences.
2. Relating the findings of number one to the client's specialty--pilot/aviator.
3. Provide mentoring/coaching training for the development of professional excellence within the profession--individually and within the class as a group.
4. Theory awareness and practice in best practices for personal wellness as part of professional practice--including applied ethics training.
5. Development of a lifelong educational/vocational plan as a cap stone.

Rationale: Through style analysis, vocational and wellness modeling, and educational best practices, each profession within aviation--pilots, mechanics, etc.--can receive customized guidance and training for the unique knowledge, skills, and abilities (KSA's) required for that profession.

Target audience:

1. Specific disciplines within academia as offered at ERAU: a three hour class.
2. Seminars and Workshops for the Professions: do at professional meetings.
3. Continuing Ed: classes and publications--for example, the class on a CD.

Expected Benefits:

1. Personal Maturity and Wellness Enhanced
2. Professional Excellence Fostered
3. Global Responsibility Promoted.

"Of SERVICE to Others"

My Expectations:
1. Primary author, owner and developer.
3. Product usage agreement--licensed to school or usage fee.
2. Long term relationship and recognition.
3. Excellent compensation as befitting the 25 years research and experience that support these services.


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Profession Development Program (PEP)

Copyright, 1999. A. Givan
All rights reserved.

Professionals working together in departments or divisions of a business attempt to meet the expectations of others, but often the participants have varied styles for solving problems. Implementing solutions and recycling the process can be difficult--often at a subliminal level. Concern for individual growth and empowerment over time, leadership development, and work environment issues can easily move to the background.

PEP Objectives:
* Assess individual vocational styles for effective use at work.
* Evaluate working groups for ideal communication & problem solving.
* Compare employee style preferences for goodness of fit.
* Implement training for integrated style work groups.

"Of SERVICE to Others"

TARGET Audiences:
* Individuals seeking self-awareness and skills improvement planning
* ANY professional work group wanting to foster enhanced performance
* ANY professional association wanting to foster member prosperity

Service Delivery Methods:
* Seminars/Workshops
* Staff Development and Inservice Programs
* ONLINE


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CENTER FOR
CERTIFIED ORGANIC MANAGEMENT SYSTEMS THREE (COMS3)

[Established 3/05/2005]

Organic/Naturalistic Management Modeling
Aaron Givan, Ph.D.
Copyright. 2005. Aaron Givan.
All rights reserved.


STRUCTURE AND DYNAMICS IN ORGANIZATIONS

One way to think about organizations and the functional modes necessary to make them operate is to use a naturalistic or organic approach--enough structure, like the skeleton system of the human body to support the organizational patterns [as imaged in an organizational chart by the entities named in the chart, for example] so they do not fall apart, but also, enough flexibility within the structure to allow for movement [as indicated by the connecting lines showing the relationships among the entities named within the chart]--rather like the muscle and ligaments of the human body.

The structure-dynamics relationship for human organizations can be modeled using a number of natural-organic examples from nature: for example, the leader-worker pattern in bee colonies or the various kinds of ant colonies that have been found. Individual gifts and preferences within humans can come close to the assigned functions of individual groups within these organic organizations; combining individual gifts can foster the completion of group interests/goals.

VARIABILITY

The added dimension for a human organization is the power of choice of the individuals within the structure--more rigid or more flexible, as the case may be--to work within the normal give-and-take ranges of the existing organization at any given moment. The introduction of a crisis/problem variable within the normal "activities of daily operation" (ADO) can solicit several kinds of response that demonstrate the power of individual choice:

1. Empirical needs assessment that is process and thing oriented: like a fire in an aircraft that needs immediate response by-the-numbers--rather like the larger guard ants standing guard over the workers as they do their work. In such an instance there is strong structure established by the SOP's for such situations and very defined, expected responses that still require the element of human choice.

2. Appreciative inquiry that is person and group oriented: this emphasizes the continuation of what is working and building on those elements. The group's awareness of its own functioning helps guide and facilitate the health and growth of the group with permissions and protections within the group for members to help one another define the operating rules as ADO functions are processed in the moment.

"Of SERVICE to Others"


COMPOUND-COMPLEX OPERATIONS

For teaching purposes and purposes of analysis and model building, more simple elements are considered within any study of an organization--for example, models like management by walking around, theory X and theory Y, and the like.

One place to begin in such modeling studies is to understand the structure-behavior patterns within each individual within the organization; this can be done, for example, by using the MBTI type inventories suggested as part of this class and by keeping notebooks for the analysis of such patterns for the groups within which you work. A comparison of the findings from correlated studies of such notebook records can show suggestive models and ways of teaching and assessing ADO patterns.

At another level, rehearsing responses to the analyzed patterns as a group experience--talking it over together through whatever means--can allow for the more complex patterns that are present due to the power of choice and the need to maintain one's identity. How these dynamics work out becomes the acting operating dynamics in actual play in the moment.

At this point, the structure-dynamics dance among the players in the organization is compound and complex: compound in that the lines of movement within the named entities within the organizational chart have vibrancy--they are not static; complex in that the named entities are interacting in multiple ways with one another all at once at any given moment.

It's a wonder that a large organization can function at all; yet that is the beauty of human groups--they are compound-complex entities and, for me, living-organic creations...What have we wrought?

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Structure-Dynamics in Organizations:
One way to think about organizations and the functional modes necessary to make them operate is to use a naturalistic approach--enough structure, like the skeleton system of the human body to support the organizational patterns [as imaged in an organizational chart by the entities named in the chart, for example] so they do not fall apart, but also, enough flexibility within the structure to allow for movement [as indicated by the connecting lines showing the relationships among the entities named within the chart]--rather like the muscle and ligaments of the human body.
The key for successful operations is the achievement of some kind of balance between the structure of an organization and the movements/dynamics within the structure...
Can you give examples of this balance and the tensions that go with it within your organization?


[Written 3/5/2005 at Rolla, ND]

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External Consultant

[1997 to Present]

Services:

Provide external consulting services that include, but are not limited to, personal and professional development, professional excellence training for the vocations/professions, wellness, applied ethics, and diversity in the workplace, work site environmental management for success, reverse service/product marketing analysis.


External Consultant Consideration.

Fee Structure:

$1750.00 per day. 15% down, non-refundable. $125.00/hour prep time; $50.00/hour travel time. Plus travel and supply expenses.

Research and Development Arrangements Guiding Policy:

1. Original writings are to remain the property of this author; no work for hire will be performed.
2. Set-up arrangements for research and/or writing projects: $125.00/clock hour or portion thereof.
3. Usage arrangements:
A. License to use: Fee--3% of net profit per project per use OR
B. Royalty: Negotiated fee to be paid for each participant involved, for example, $1.00/item in a five item inventory per person per use OR $7.50 per person per use--6-15 items per inventory, $10.00
per person per use--16-30 items per inventory.



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CENTERS FOR:



I. Center For Styles of Human Behavior: Using Bricolage Experiences for Personal and Professional Development (1998):

A series of interviews records a client's individual style or preferences using qualitative & quantitative modes. Planning and intergation experiences help to integrate new insights into the activities of daily living.

II. The Center for Educational Development:

A. School Improvement and Faculty Development (1998) Services:

* Lifelong Planning for Knowledge Development
* Learning Styles in Learning and Teaching
* Implementation of Distance Learning Strategies and Techniques:
"Online Education Teaching Model" (Copyright. 2002. A. Givan)

"Of SERVICE to Others"


B. Indexed Model For Student/Teacher/School Performance Assessment (Spring, 2003):

A procedure using class syllabi learning goals, academic department goals, and school mission statement goals to attain a comparative review mechanism up or down these goals as indexed by learning styles;
pre-post test/post test only instruments based on class content were devised in a Psy 101 class with the items indexed by learning style for easier comparison with stated goals at any of the three stated levels. Performance measurement based on focus groups using an intake, sturctured interview instrument usable as a treatment/teaching and testing mechanism.

C. ONLINE Education (12/2002):

* Syllabus Development: Model Development; Specific Class Development/
Contracting in a wide number of areas in education, behavioral
management for busines goals.
* Continuing education seminars for mentoring and lifelong learning.
* Program of Study/Dissertation Adivsement at the masters and
doctoral level.
* Learning Process Management/Advisement for the individual learner
within ongoing master's and doctoral programs.

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CERTIFICATE PROGRAM for Professional Development


ONLINE SEMINARS:

"Of SERVICE to Others"

CE2235 Group Dynamics and Work Team Communication--ERAU ONLINE, 2004, 2005, 2006.

CE2212 Goal Setting--ERAU ONLINE, 2004, 2005, 2006.

CE2224 Interdepartmental and Interpersonal Relations--ERAU ONLINE, 2005, 2006.

CE2242 Organizational Development--ERAU ONLINE, 2005, 2006.

CE2113 Community Relations--ERAU ONLINE, 2007.

CE2121 Strategic Vision and Planning--ERAU ONLINE, 2007.

CE2122 Leadership and Motivation--ERAU ONLINE, 2007.

CE2123 Managerial Communication--ERAU ONLINE, 2007.

CE2124 Professional Development--ERAU ONLINE, 2007.

CE2142 Employee Training Progams--ERAU ONLINE, 2007.

CE2143 Staffing and Team Building--ERAU ONLINE, 2007.


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III. The Center for Business Improvement (2002):
Sample Services:

* Lifelong Planning for Wellness and Knowledge Development: Mentoring
* Measurement and Evaluation of Business Dynamics
* Personal Styles/Meta-Voices in Business Ethics
* Diversity in Business
* International Ethics

"Of SERVICE to Others"

IV. Center For ONLINE Research and Critical/Strategic Planning (12/15/2002):

ONLINE Surveys and Analysis:

* Educational Program Evaluation Services for Higher Education.
* Artistic Critique Services: Individual Style, Fine Art Processes,
Architectual Modeling.
* Art as Education in Reframing/Reforming Teaching and Learning.
* Design Services for Interiors/Exteriors for Individuals/Small
Businesses.
* Product/Service Development for Small Businesses: Innovation
Development, Market Niche Analysis of A definite Artifact--Product
or Service.

V. Center For The Psychological Study of Education (1/15/2003):

Research, Training, and Product Development:


GOALS:

1. Research the functional use of concepts and practices within the discipline of the psychological study of education.
2. Identify meaningful constraints and extensions or refinements within the discipline of the psychological study of education.
3. Explore, define, and apply personal preferences for teaching/learning principles, modes, and strategies.
4. Promote the development of personal models of teaching and learning.
5. Develop feedback and critique mechanisms.
6. Foster lifelong learning planning.
7. Provide evaluation and action planning for new and refined learnings within the discipline of the psychological study of education.

"Of SERVICE to Others"

MEANS:

A. "Syllabi in PSychology" (Copyright. 2003): 5 undergraduate syllabi designed as a progressive curriculum module in psychology, especially for online education.

B. "Syllabi in Sociology" (Copyright. 2003): 5 undergraduate
syllabi designed as a progressive curriculum Module in sociology,
especially for online education.

C. " 'N'-Sights" (Copyright. 2003)--An occassional newsletter designed to facilitate the practicle use of psychological insights in the activities of daily living.

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VOCATIONAL STRUCTURES AND DYNAMICS (VSD) (3/2003)

"Of SERVICE to Others"

Classes Offered (minimum of 10 people):

VSD101: Inside Out: Perceiving the Self

VSD210: Group Sensation and Perception

VSD311: Targeted Cognition and Emotional Structures and Patterns for Political Behaviors in Office Work Groups

VSD419: The Forensic Investigation of Dysfunctional Work Group Practices

VSD549: The History, Design, and Application of Office Work Dynamics for Productive Work Environments

VSD599: Seminar in Research in Office Work Dynamics.

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Systems Integration Using a Macro/Micro-Involutional
Synthesis in a Single Phase Process

(Copyright 5/2/2003. Aaron Givan. All rights reserved.)

A systems synthesis model using six steps to identify, analyze, and format reframed models synthesized to meet new goals based on newly identified needs.

For example, the application of ethics in a changing business or ecological context.



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Turtle Mountain Academy Online

(Established 8/21/2003)

1. Designed for online training and educational activities.

2. Special Emphasis: The Arts.

3. Online address: turtlemountainacademyonline.com

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ETHICS IN AMERICAN LIFE

(Since 1978)
[Founded 9/15/2003]

FOCUS: Theory, education, and application of ethics in American culture.

Aspects/Concentrations:

1. Medical Ethics
2. Values and Ethics
3. Ethics in Society
4. Multicultural Ethics
5. Ethics in Education
6. Computers and Society
7. Business Ethics/International Ethics
8. Social Responsibility & Ethics in Management
9. Vocational Ethics for Professionals
10. Ethical Training and Development for Business Cultures

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CENTER FOR

DIVERSITY/MULTICULTURAL TRAINING
for Business and Education

(Established 8/21/2003)


Emphasis on Training and Applications in multicultural dynamics.
Approaches focus on individual and small group self awareness and
consciousness development as applied to probblem solving skills development.

Services:

1. Seminares and Workshops

2. Educational Classes:

Sequence Offered: (All 3 sem hrs):

1. SOC221 Minority Relations (TMCC)
2. HUM241 Multicultural Ethics (TMCC)
3. SO315 Minority Grop Relations (Park)
4. PS361 Cross Cultural Psychology (Park)
5. HU420 Applied Cross Cultural Communication (ERAU)
6. EFR 506 Multicultural Education (UND)

"Of SERVICE to Others"

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CENTER FOR APPLIED ETHICS DEVELOPMENT IN INTERNATIONAL BUSINESS



Providing Research and Training to the Gobal Business Community: Emphasis on Education, Networking and Individual Professional Development.

Services:

TRAINING IN APPLIED ETHICS--POLICIES AND PROCEDURES: A MODEL (11/6/03)
(TAEPP)
Copyright 2003. Aaron Givan, Ph.D. All rights reserved.

"Of SERVICE to Others"

Abstract: The TAEPP Model is a template for developing training and reseach in applied ethics to fit the many modern ethical dilemmas now faced by societies. TAEPP is a flexible construct adaptable to many environments. For a full view of the primary version, go to bricolagework.com and scroll down the page; TAEPP uses a bricolage approach for insight-creativity development for the soluton of ethical situations.

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***STEP BACK INTO THE FUTURE--APPLIED FUTURISTICS***

STEP BACK INTO THE FUTURE:
1. BUY AND STUDY: "TURNING THE FUTURE INTO RFEVENUE:
WHAT BUSINESSES AND INDIVIDUALS NEED TO KNOW TO SHAPE THEIR
FUTURES" BY GLEN HIEMSTRA (2006: ISBN 978-0-471-79293-2).
2. LEARN THE FOLLOWING:
---PREFERRED FUTURE PLANNING, P. 99, CH. 10.
---MEMORIZE AND APPLY THE CONCLUSION: "IDENTIFY FUTURE NEEDS
AND MEET THEM BETTER, FASTER, AND CHEAPER." "THE FUTURE IS
SOMETHING WE DO...AND IS A MATTER OF INTEGRITY." P. 211.
---PROVIDE WIDE ACCESS TO HIGHER EDUCATION... Pp. 198-199.
---PRACTICE "FIRST WIN" ACTIONS. P. 173
---DESIGN AND IMPLEMENT VISION CRITICAL STRATEGIES. P. 169.
---PLAN-DO-CHECK-ACT (PDCA CYCLE). P.177.
---TRACK PROGRESS--8 STEPS. p. 177.
END. A. GIVAN, Ph.D., 3/31/2008


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The Center For Environmental Management for Success

[An Intrapsychic-Ecological Approach]

[11/10/2003]

(Established 1982, Phoenix AZ)

Aaron Givan, Ph.D.
Copyright. 2003. Aaron Givan.
All rights reserved.

KEY FOCUS:

Wholeness Within the Self as ART

"Of SERVICE to Others"


ABSTRACT: Within the structures of everything are the elements of "living beauty": the key/secret to finding and participating in this living beauty is to look long and hard at "X"--in this case the self--so that you see/perceive/understand the structure and relationships of behaviors to the patterns of structures within--in this case, the self....AND make moment-to-moment small adjustments about the tasks of living using the whole self--reasoning AND feelings...Real, living beauty depends on this connection, the small decisons/adaptations, so that things are lived rightly, placed just right, or seen in the light of the larger WHOLE, the cosmos....

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"Feeling Good at Work: Environmmental Management for Success"

--A Four Course Certificate Program

(Copyright. 2004. Aaron Givan. Rolla, ND. All rights Reserved.)

"Of SERVICE to Others"


Which builds on the following elements:

My work in internal psychic state/trait assessment tools and
training/inteventions using these tools to help people understand:

1. Their personality/learning style preferences: structure and
dynamics--some 20 instruments and 10 plus professional papers...

2. The major clusters of work/creativity (16+) available to the human
creature: uses the metavoicesystems model articulated in my Union work...

3. Developing the local work site so it "feels good" and promotes work
mission and vision statements as well as wellness and meaning...includes
theory Y and stakeholder models

4. Giving back to the community in which the work site is
situated....includes applications of Ethics in American Life.

A Four Course Certificate Program...4 three-sem hours classes...180 contact
hours, etc., ...$1200 tuition...

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REALTOR DECISION MAKING ABILITY INVENTORY--A MODEL
(RDMAI)
Aaron Givan, Ph.D.
Copyright. 2005. Aaron Givan.
All rights reserved.

Measures a person's goodness of fit to the realty business against that person's decision making ability.

In six versions that establish natural preferences that define a base line with six versions that measure a realtor's relative decision making ability. [Two ten-item versions and eight five-item versions.]

Can be used as a model for similar comparisons for any of the vocations/professions, that is, a work preference against the values of a four-part circumplex model of personality structure and dynamics.

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SEE ALSO:
e-teachingandlearning.biz
adjunctaarongivan.info
ethicsclasses.com
appliedethics.us
churchman.net
writingsbyaaron.com
bricolagework.com
metavoicesystems.com
professionaldevelopmentinstitue.biz
artbyaaron.com
teachingandlearning.us
e-teachingandlearning.org
colorsforliving.com
bricolageworks.com
dreamanalysis.us
center4.org

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