There is a dearth of evidence investigating measurement instruments in randomized clinical trials (RCTs) of eLearning of healthcare professionals. Such a paucity of standardized tests which are valid and reliable research instruments to objectively quantify educational attainment/achievement or/and learning outcomes (cognitive, affective and behavioural) has the potential to distort the overall picture of eLearning research. Therefore, the state of the art systematic review is urgently needed to address this topic.

Technology is changing not just how researchers interact with the public, but also how marginalized research populations interact with researchers. Sex work and other human rights activists have used social media to discuss research, educate researchers, and impact research at an institutional level. Twitter, FaceBook, and blogs have been used to recruit research participants, refine research and research possibilities, and rally email campaigns to IRB boards to stop harmful research. This presentation will be a personal account of how sex workers and activists are using web 2.0 tools to interact with researchers, push back against research they perceive as harmful, and revolutionize research that describes their lived experiences.

The research explores the perspectives that create shared and elevated thought among team members. Birds, fishes, migrating mammals and even humans who meditate, regularly experience the ability to see all relevant data in a meaningful team relationship. Research suggests elevated thought, achieved when team focus is on a unified purpose, results in shared mental impressions and velocities which approach or equal the speed of light. This paper delves into the dynamics of this phenomenon, through elevated thought beyond individual separation, to achieve energetic motion and effective action in teams.

Remote employees, particularly, remote faculty members and instructors can sometimes feel disconnected from their colleagues and supervisors. In response to this, two years ago, Kaplan University launched an internal campaign to support our core values by establishing a group of employee volunteers (“The Difference Makers”) who actively build community in the workplace for both ground and remote employees spanning locations across the United States and globally around the world.

While nearly a dozen of these volunteer groups serve the ground locations, one unique aspect of this campaign is the virtual group, “The Virtual Difference Makers” whose mission is to outreach to over 4,000 remote employees, encompassing full-time faculty, part-time faculty, tutors, administrators and any other telecommuting employee.
This volunteer group (itself comprised of full and part time employees ranging from faculty to administrative and executive staff as well as clinical staff) has faced challenges of not only conducting effective outreach for virtual employees, but working effectively as a remote team themselves.

By adapting ground-based activities as well as creating online-only activities,this group has increased communication and participation from virtual employees with plans to launch a Healthy 2015 campaign, as a continuation of our monthly live Wellness presentations over the last 2 years. We also plan to continue growth in charitable work, and engage all virtual employees in continuing to make Kaplan a “Great Place” for our staff, administration and faculty members. In recognition of this group’s work, the Virtual Difference Makers received one of Kaplan University’s highest honors, The Kaplan Way Leadership Award for 2013.