Executive Solution Overview
refer to attached document – ## week4activityedu565.pdf – ## annotated-week20320assignment20edu20565UPDATED.docx.pdf **## week4activityedu565.pdf** Overview In this assignment, you will propose a training program for a company that has the strategic goal of becoming a learning organization. Completi…
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refer to attached document
– ## week4activityedu565.pdf
– ## annotated-week20320assignment20edu20565UPDATED.docx.pdf
**## week4activityedu565.pdf**
Overview
In this assignment, you will propose a training program for a company that has the
strategic goal of becoming a learning organization. Completing the assignment tasks
allows you to grasp the concept of a learning culture, connect it with business strategy,
and ensure the effective implementation and transfer of training.
Prepare
Review the media from Week 3, Benefits of a Learning Organization
Links to an external site.
, and the results of the Week 3 activity you completed, Defining Learning Needs.
Review the article, Is Yours a Learning Organization, and other course materials related
to the specific instructions below.
Instructions
Write a 3 page training proposal that includes the following:
1. Describe needs for training that will help the organization meet the goal of
becoming a learning organization. Include needs at the organizational,
employee, and task levels. This section of your paper should be based on the
Week 3 activity, Defining Learning Needs, and feedback from your instructor.
2. Create 3-5 clear and measurable learning objectives for improving an
organization's learning culture.
1. Follow the format for clear and measurable objectives provided in
your textbook. You may seek additional resources on how to write
objectives, as long as you keep the focus, making them clear and
measurable.
2. Your objectives should refer to the characteristics of a Learning
Organization, as described in course materials or other resources
you find through research.
3. Propose a training method that aligns to the scenario, the needs you
identified, and the objectives you created. You may choose a method
described in your textbook or other credible, relevant, and appropriate
resources, such as those identified in the EDU565 Library Guide.
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97](http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97)
[https://library.strayer.edu/education/edu565](https://library.strayer.edu/education/edu565)
4. Explain how the proposed training incorporates adult learning theory, citing at
least 3 specific elements of adult learning theory.
5. Specify 2 methods for promoting the transfer of the training given
organizational and employee needs. Describe the methods you will use to
promote the transfer and explain how these methods will work in the context
of organizational and employee needs in the organization.
6. Use 3 sources to support your writing, in addition to the 2 sources included in
your Week 2 activity. Choose sources that are credible, relevant, and
appropriate. Cite each source listed on your source page at least 1 time
within your assignment.
(I have Attached week 2 activity)
– Overview
– Prepare
– Instructions
**## annotated-week20320assignment20edu20565UPDATED.docx.pdf**
1
Courtney Hopkins
Professor Mayo
EDU 565 Training Strategies and Assessment
Strayer University
October 23, 2025
2
Needs Assessment for Building a Learning Organization
Telecommunications company where remote employees are experiencing high turnover
rates cannot but strengthen its culture of learning as one of the strategies of engaging them,
keeping them and making them more productive. A detailed needs analysis reveals five intuitive
areas that exist at the organizational, individual and task level.
1. organizational requirement: Enhance Communication and Knowledge Sharing.
The company has to come up with mechanisms that will allow free flow of information
and interdepartmental collaboration. Workers working at a distance are likely to experience
isolation hence not being engaged or innovative. The development of online team-working
environments and knowledge exchange networks is associated with the block of supportive
learning environment, and its subcomponent of psychological safety- where the employees feel
no fear of sharing ideas and mistakes (Awawdeh, 1).
2. Organizational Requirement: Align Learning with Strategic Goals
The training programs should be connected to the strategic objectives of the company to
be able to meet customer and technological innovation. The alignment will cause the learning
investments to drive quantifiable results. This is one of the requirements that add strength to a
leadership that prioritizes learning and places among the leaders who are role models in
continuous improvement and links development to performance standards (Awawdeh, 1).
3. Person-Level Need: Develop Employee Growth Mindsets and Adaptability
Motivation should be provided to the workers at home by giving them an opportunity to
develop as individuals and professionals. Adaptability and lifelong learning may be achieved
through boutique-customized development plans and mentorship programs. This is connected to
3
the enabling learning climate in appreciating differences and openness to other opinions (Dahl,
2).
4. Task-Level Requirement: Improve Competencies and Remote Collaboration Skills in the
Digital Context.
Employees should have a high degree of mastering such technologies as virtual
communication, project management, and customer service as they should use virtual tools and
virtual workflows. Special technical and soft-skills training is specialized with regard to concrete
learning processes and activities such as experimentation, feedback as well as systematic
approach to problem solving (Dahl, 2).
5. Person-Level Need: Gain a Higher Employee Engagement and Retention by Recognition.
Reward systems are innovative and implemented in learning and innovation to reduce the
turnover by strengthening good behavior. This supports the leadership which reinforces learning
particularly the leaders who signify the importance of learning by providing a reward system and
by openly encouraging it.
Conclusion
The culture that the company can adopt in order to integrate learning with its own values
is by putting more emphasis on communication, strategic alignment, digital competence,
adaptability and recognition. A combination of all these needs will lead to the blocks of a
learning organization which involves establishment of a working environment where continuous
improvement, knowledge sharing and leadership support is the key to success in the long term.
4
Sources
1.Awawdeh, S., Harb, Y., & Zhang, J. Z. (2024). Empowering sustainability: cultivating learning
and knowledge sharing for employee retention. Journal of Computer Information
Systems, 1-17. https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482
2.Dahl, O. J. (2025). Instill the Culture of a Learning Organization. Physician Leadership
Journal, 12(1).
https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtyp
e=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2
GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3
D%3D&crl=c
[https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482](https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482)
[https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c](https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c)
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**## annotated-week20320assignment20edu20565UPDATED.docx.pdf**
1
Courtney Hopkins
Professor Mayo
EDU 565 Training Strategies and Assessment
Strayer University
October 23, 2025
2
Needs Assessment for Building a Learning Organization
Telecommunications company where remote employees are experiencing high turnover
rates cannot but strengthen its culture of learning as one of the strategies of engaging them,
keeping them and making them more productive. A detailed needs analysis reveals five intuitive
areas that exist at the organizational, individual and task level.
1. organizational requirement: Enhance Communication and Knowledge Sharing.
The company has to come up with mechanisms that will allow free flow of information
and interdepartmental collaboration. Workers working at a distance are likely to experience
isolation hence not being engaged or innovative. The development of online team-working
environments and knowledge exchange networks is associated with the block of supportive
learning environment, and its subcomponent of psychological safety- where the employees feel
no fear of sharing ideas and mistakes (Awawdeh, 1).
2. Organizational Requirement: Align Learning with Strategic Goals
The training programs should be connected to the strategic objectives of the company to
be able to meet customer and technological innovation. The alignment will cause the learning
investments to drive quantifiable results. This is one of the requirements that add strength to a
leadership that prioritizes learning and places among the leaders who are role models in
continuous improvement and links development to performance standards (Awawdeh, 1).
3. Person-Level Need: Develop Employee Growth Mindsets and Adaptability
Motivation should be provided to the workers at home by giving them an opportunity to
develop as individuals and professionals. Adaptability and lifelong learning may be achieved
through boutique-customized development plans and mentorship programs. This is connected to
3
the enabling learning climate in appreciating differences and openness to other opinions (Dahl,
2).
4. Task-Level Requirement: Improve Competencies and Remote Collaboration Skills in the
Digital Context.
Employees should have a high degree of mastering such technologies as virtual
communication, project management, and customer service as they should use virtual tools and
virtual workflows. Special technical and soft-skills training is specialized with regard to concrete
learning processes and activities such as experimentation, feedback as well as systematic
approach to problem solving (Dahl, 2).
5. Person-Level Need: Gain a Higher Employee Engagement and Retention by Recognition.
Reward systems are innovative and implemented in learning and innovation to reduce the
turnover by strengthening good behavior. This supports the leadership which reinforces learning
particularly the leaders who signify the importance of learning by providing a reward system and
by openly encouraging it.
Conclusion
The culture that the company can adopt in order to integrate learning with its own values
is by putting more emphasis on communication, strategic alignment, digital competence,
adaptability and recognition. A combination of all these needs will lead to the blocks of a
learning organization which involves establishment of a working environment where continuous
improvement, knowledge sharing and leadership support is the key to success in the long term.
4
Sources
1.Awawdeh, S., Harb, Y., & Zhang, J. Z. (2024). Empowering sustainability: cultivating learning
and knowledge sharing for employee retention. Journal of Computer Information
Systems, 1-17. https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482
2.Dahl, O. J. (2025). Instill the Culture of a Learning Organization. Physician Leadership
Journal, 12(1).
https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtyp
e=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2
GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3
D%3D&crl=c
[https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482](https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482)
[https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c](https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c)
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**## week4activityedu565.pdf**
Overview
In this assignment, you will propose a training program for a company that has the
strategic goal of becoming a learning organization. Completing the assignment tasks
allows you to grasp the concept of a learning culture, connect it with business strategy,
and ensure the effective implementation and transfer of training.
Prepare
Review the media from Week 3, Benefits of a Learning Organization
Links to an external site.
, and the results of the Week 3 activity you completed, Defining Learning Needs.
Review the article, Is Yours a Learning Organization, and other course materials related
to the specific instructions below.
Instructions
Write a 3 page training proposal that includes the following:
1. Describe needs for training that will help the organization meet the goal of
becoming a learning organization. Include needs at the organizational,
employee, and task levels. This section of your paper should be based on the
Week 3 activity, Defining Learning Needs, and feedback from your instructor.
2. Create 3-5 clear and measurable learning objectives for improving an
organization's learning culture.
1. Follow the format for clear and measurable objectives provided in
your textbook. You may seek additional resources on how to write
objectives, as long as you keep the focus, making them clear and
measurable.
2. Your objectives should refer to the characteristics of a Learning
Organization, as described in course materials or other resources
you find through research.
3. Propose a training method that aligns to the scenario, the needs you
identified, and the objectives you created. You may choose a method
described in your textbook or other credible, relevant, and appropriate
resources, such as those identified in the EDU565 Library Guide.
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97](http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97)
[https://library.strayer.edu/education/edu565](https://library.strayer.edu/education/edu565)
4. Explain how the proposed training incorporates adult learning theory, citing at
least 3 specific elements of adult learning theory.
5. Specify 2 methods for promoting the transfer of the training given
organizational and employee needs. Describe the methods you will use to
promote the transfer and explain how these methods will work in the context
of organizational and employee needs in the organization.
6. Use 3 sources to support your writing, in addition to the 2 sources included in
your Week 2 activity. Choose sources that are credible, relevant, and
appropriate. Cite each source listed on your source page at least 1 time
within your assignment.
(I have Attached week 2 activity)
– Overview
– Prepare
– Instructions
**## annotated-week20320assignment20edu20565UPDATED.docx.pdf**
1
Courtney Hopkins
Professor Mayo
EDU 565 Training Strategies and Assessment
Strayer University
October 23, 2025
2
Needs Assessment for Building a Learning Organization
Telecommunications company where remote employees are experiencing high turnover
rates cannot but strengthen its culture of learning as one of the strategies of engaging them,
keeping them and making them more productive. A detailed needs analysis reveals five intuitive
areas that exist at the organizational, individual and task level.
1. organizational requirement: Enhance Communication and Knowledge Sharing.
The company has to come up with mechanisms that will allow free flow of information
and interdepartmental collaboration. Workers working at a distance are likely to experience
isolation hence not being engaged or innovative. The development of online team-working
environments and knowledge exchange networks is associated with the block of supportive
learning environment, and its subcomponent of psychological safety- where the employees feel
no fear of sharing ideas and mistakes (Awawdeh, 1).
2. Organizational Requirement: Align Learning with Strategic Goals
The training programs should be connected to the strategic objectives of the company to
be able to meet customer and technological innovation. The alignment will cause the learning
investments to drive quantifiable results. This is one of the requirements that add strength to a
leadership that prioritizes learning and places among the leaders who are role models in
continuous improvement and links development to performance standards (Awawdeh, 1).
3. Person-Level Need: Develop Employee Growth Mindsets and Adaptability
Motivation should be provided to the workers at home by giving them an opportunity to
develop as individuals and professionals. Adaptability and lifelong learning may be achieved
through boutique-customized development plans and mentorship programs. This is connected to
3
the enabling learning climate in appreciating differences and openness to other opinions (Dahl,
2).
4. Task-Level Requirement: Improve Competencies and Remote Collaboration Skills in the
Digital Context.
Employees should have a high degree of mastering such technologies as virtual
communication, project management, and customer service as they should use virtual tools and
virtual workflows. Special technical and soft-skills training is specialized with regard to concrete
learning processes and activities such as experimentation, feedback as well as systematic
approach to problem solving (Dahl, 2).
5. Person-Level Need: Gain a Higher Employee Engagement and Retention by Recognition.
Reward systems are innovative and implemented in learning and innovation to reduce the
turnover by strengthening good behavior. This supports the leadership which reinforces learning
particularly the leaders who signify the importance of learning by providing a reward system and
by openly encouraging it.
Conclusion
The culture that the company can adopt in order to integrate learning with its own values
is by putting more emphasis on communication, strategic alignment, digital competence,
adaptability and recognition. A combination of all these needs will lead to the blocks of a
learning organization which involves establishment of a working environment where continuous
improvement, knowledge sharing and leadership support is the key to success in the long term.
4
Sources
1.Awawdeh, S., Harb, Y., & Zhang, J. Z. (2024). Empowering sustainability: cultivating learning
and knowledge sharing for employee retention. Journal of Computer Information
Systems, 1-17. https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482
2.Dahl, O. J. (2025). Instill the Culture of a Learning Organization. Physician Leadership
Journal, 12(1).
https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtyp
e=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2
GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3
D%3D&crl=c
[https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482](https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482)
[https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c](https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=23744030&AN=183686809&h=oRfJnMdqlZbVK8eBtRITdBHM49ek2GC0%2Bvny1t5Ub5pLnbEgCv%2FSJ3WF16NZnO3ZNrDPI3C5ywPGvTop203JOQ%3D%3D&crl=c)
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**## week4activityedu565.pdf**
Overview
In this assignment, you will propose a training program for a company that has the
strategic goal of becoming a learning organization. Completing the assignment tasks
allows you to grasp the concept of a learning culture, connect it with business strategy,
and ensure the effective implementation and transfer of training.
Prepare
Review the media from Week 3, Benefits of a Learning Organization
Links to an external site.
, and the results of the Week 3 activity you completed, Defining Learning Needs.
Review the article, Is Yours a Learning Organization, and other course materials related
to the specific instructions below.
Instructions
Write a 3 page training proposal that includes the following:
1. Describe needs for training that will help the organization meet the goal of
becoming a learning organization. Include needs at the organizational,
employee, and task levels. This section of your paper should be based on the
Week 3 activity, Defining Learning Needs, and feedback from your instructor.
2. Create 3-5 clear and measurable learning objectives for improving an
organization's learning culture.
1. Follow the format for clear and measurable objectives provided in
your textbook. You may seek additional resources on how to write
objectives, as long as you keep the focus, making them clear and
measurable.
2. Your objectives should refer to the characteristics of a Learning
Organization, as described in course materials or other resources
you find through research.
3. Propose a training method that aligns to the scenario, the needs you
identified, and the objectives you created. You may choose a method
described in your textbook or other credible, relevant, and appropriate
resources, such as those identified in the EDU565 Library Guide.
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp](https://media.capella.edu/CourseMedia/sumid001524/wrapper.asp)
[http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97](http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2518055&site=eds-live&scope=site&ebv=EK&ppid=Page-__-97)
[https://library.strayer.edu/education/edu565](https://library.strayer.edu/education/edu565)
4. Explain how the proposed training incorporates adult learning theory, citing at
least 3 specific elements of adult learning theory.
5. Specify 2 methods for promoting the transfer of the training given
organizational and employee needs. Describe the methods you will use to
promote the transfer and explain how these methods will work in the context
of organizational and employee needs in the organization.
6. Use 3 sources to support your writing, in addition to the 2 sources included in
your Week 2 activity. Choose sources that are credible, relevant, and
appropriate. Cite each source listed on your source page at least 1 time
within your assignment.
(I have Attached week 2 activity)
– Overview
– Prepare
– Instructions
**## annotated-week20320assignment20edu20565UPDATED.docx.pdf**
1
Courtney Hopkins
Professor Mayo
EDU 565 Training Strategies and Assessment
Strayer University
October 23, 2025
2
Needs Assessment for Building a Learning Organization
Telecommunications company where remote employees are experiencing high turnover
rates cannot but strengthen its culture of learning as one of the strategies of engaging them,
keeping them and making them more productive. A detailed needs analysis reveals five intuitive
areas that exist at the organizational, individual and task level.
1. organizational requirement: Enhance Communication and Knowledge Sharing.
The company has to come up with mechanisms that will allow free flow of information
and interdepartmental collaboration. Workers working at a distance are likely to experience
isolation hence not being engaged or innovative. The development of online team-working
environments and knowledge exchange networks is associated with the block of supportive
learning environment, and its subcomponent of psychological safety- where the employees feel
no fear of sharing ideas and mistakes (Awawdeh, 1).
2. Organizational Requirement: Align Learning with Strategic Goals
The training programs should be connected to the strategic objectives of the company to
be able to meet customer and technological innovation. The alignment will cause the learning
investments to drive quantifiable results. This is one of the requirements that add strength to a
leadership that prioritizes learning and places among the leaders who are role models in
continuous improvement and links development to performance standards (Awawdeh, 1).
3. Person-Level Need: Develop Employee Growth Mindsets and Adaptability
Motivation should be provided to the workers at home by giving them an opportunity to
develop as individuals and professionals. Adaptability and lifelong learning may be achieved
through boutique-customized development plans and mentorship programs. This is connected to
3
the enabling learning climate in appreciating differences and openness to other opinions (Dahl,
2).
4. Task-Level Requirement: Improve Competencies and Remote Collaboration Skills in the
Digital Context.
Employees should have a high degree of mastering such technologies as virtual
communication, project management, and customer service as they should use virtual tools and
virtual workflows. Special technical and soft-skills training is specialized with regard to concrete
learning processes and activities such as experimentation, feedback as well as systematic
approach to problem solving (Dahl, 2).
5. Person-Level Need: Gain a Higher Employee Engagement and Retention by Recognition.
Reward systems are innovative and implemented in learning and innovation to reduce the
turnover by strengthening good behavior. This supports the leadership which reinforces learning
particularly the leaders who signify the importance of learning by providing a reward system and
by openly encouraging it.
Conclusion
The culture that the company can adopt in order to integrate learning with its own values
is by putting more emphasis on communication, strategic alignment, digital competence,
adaptability and recognition. A combination of all these needs will lead to the blocks of a
learning organization which involves establishment of a working environment where continuous
improvement, knowledge sharing and leadership support is the key to success in the long term.
4
Sources
1.Awawdeh, S., Harb, Y., & Zhang, J. Z. (2024). Empowering sustainability: cultivating learning
and knowledge sharing for employee retention. Journal of Computer Information
Systems, 1-17. https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482
2.Dahl, O. J. (2025). Instill the Culture of a Learning Organization. Physician Leadership
Journal, 12(1).
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[https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482](https://www.tandfonline.com/doi/abs/10.1080/08874417.2024.2363482)
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