(Contact Info: larry at larryblakeley.com)

Important Note: You will need to click this icon to download the free needed to view most of the images on this Web site - just a couple of clicks and you're "good to go." For reasons why - go here.

A listing and access link to all:
song lyrics and mp3 audio files http://www.royblakeley.name/larry_blakeley/songs/ (all of which are a part of this Web site) can be accessed simply by selecting the "htm" file for the song you want;

poetry http://www.royblakeley.name/larry_blakeley/poetry.htm;

quotations http://www.royblakeley.name/larry_blakeley/quotations.htm; and

essays written by Larry Blakeley http://www.royblakeley.name/larry_blakeley/articles/articles_larry_blakeley.htm,

all of which are used to tell the story in this Web site, can be accessed by going to each respective link set out above.

My son, Larry Blakeley http://www.royblakeley.name/larry_blakeley/larryblakeley_photos_jpeg.htm manages this Web site.

Major Roy James Blakeley (December 10, 1928 - July 22, 1965) - USAF (KIA)

When I was young my dad would say
Come on son let's go out and play

No matter how hard I try
No matter how many tears I cry
No matter how many years go by
I still can't say goodbye

- "I Still Can't Say Goodbye," Performer: Chet Atkins

MP3 audio file/lyrics http://www.royblakeley.name/larry_blakeley/songs/still_cant_say_goodbye.htm

For a larger image click on the photograph.

"Shifts in organizational forms and the nature of employment relationships, brought about by new technologies and global competition, also favor such high-level cognitive skills as abstract reasoning, problem-solving, communication, and collaboration, attributes associated with so-called “knowledge work.”

In addition, technological developments, such as technologymediated instruction, have the potential to improve educational outcomes and support lifelong learning through on-the-job training or training through other public and private institution business computer systems generate demand for highly skilled labor in the form of technical staff who operate and repair the equipment, develop and install the software, and build and monitor the networks. In addition, computer systems often generate more data that may be profitably analyzed, thereby increasing the demand for the analytical, problem-solving, and communication skills of workers, managers, and other professionals. Increasingly, the term “knowledge workers” is applied to workers who go beyond just providing information to now being responsible for generating and conveying knowledge needed for decisionmaking.

Technology-mediated learning—the use of computers and other information technologies as an integral part of the learning process—is gaining ground through such applications as computerbased instruction, Internet-based instruction, and other methods for customized learning. Information technologies potentially allow access to instructional materials any time, any place.

New technologies in the next 10 to 20 years offer tremendous potential to revolutionize the way education and training is delivered in order to improve efficiency and effectiveness in learning. For example, one application that goes beyond traditional distance learning is the use of electronic performance support systems, typically wearable computer devices that provide real-time access to information needed on the job to perform increasingly complex, dynamic tasks. Just as individualized medicine is envisioned as an outgrowth of biotechnology, individualized learning programs that are optimized for a given person’s knowledge base and learning style are expected for the future. Such learning programs will become increasingly sophisticated over time with advances in hardware and software, including artificial intelligence, voice recognition and natural language comprehension. They will also benefit from improvements in intelligent tutoring systems that allow self-paced, interactive, selfimproving learning.

Since the work products in many information-based and knowledge-based industries can be readily transmitted over high-speed computer networks, the physical location of the workforce is increasingly less relevant.

For U.S. firms, a more open world economy expands the size of the market they can sell to, elevating sales and possibly reducing costs and raising productivity through economies of scale. At the same time, the increased openness of U.S. markets, both through export competition and import competition, pressures U.S. firms to remain competitive in the global marketplace.

Technological advances and globalization are changing the way production is structured, pushing firms toward vertical disintegration and specialization, decentralized decisionmaking, and attaching a premium to acquiring and sustaining knowledge as a means of achieving competitive advantage. Such specialization allows firms, which may remain as large as ever, to exploit their comparative advantage in the provision of particular goods and services, while outsourcing those functions peripheral to the core business. With more decentralized decisionmaking, striking the right balance between empowerment and control will be an important management element in the future workplace. In some sectors, these trends could result in the disintegration of firms to the individual level in the form of numerous IT-enabled, networked, self-employed individuals or 'e-lancers.'"

- excerpts from "The 21st Century at Work Forces Shaping the Future Workforce and Workplace in the United States," (PDF) Lynn A. Karoly, Constantijn W. A. Panis, 2004, the RAND Corporation (http://www.rand.org/publications/MG/MG164/)

Post Date: August 14, 2004 at 10:50 AM CDT; 1550 GMT