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"Penelitian bertujuan untuk mengetahui adanya hubungan yang signifikan antara self-efficacy dengan kematangan dalam memilih karir siswa Program Percepatan Belajar. Jumlah subyek penelitian 37 siswa dari 2 sekolah di Jakarta yang menyelenggarakan program percepatan belajar. Teknik pengambilan sampel nonprobability sampling dengan cara incidental sampling. Penelitian ini tergolong tipe penelitian non-eksperimetal dan korelasional sehingga tidak bermaksud menerangkan hubungan kausal. Hasil penelitian menunjukkan bahwa ada hubungan yang signifikan antara self-efficacy dengan kematanagan dalam memilih karir siswa program percepatan belajar. Koefisien korelasi yang diperoleh dari penelitian ini adalah 0.683. Untuk penelitian selanjutnya, peneliti menyarankan untuk melakukan elistasi terlebih dahulu agar dapat membuat alat ukur self-efficacy dan kematangan karir yang lebih baik lagi, juga diusahakan untuk melengkapinya dengan wawancara berstruktur. Penelitian juga menyarankan penggunaan subyek dalam jumlah yang lebih besar, agar penelitian lebih representatif. "

"More than 22 million of the almost 173 million working age individuals in the United States have one or more disabilities. "Perfectly Able" offers practical guidance for companies large and small on how to hire and retain talented and motivated people from within this largely untapped pool of potential employees. Illustrated with enlightening personal stories, this one-of-a-kind book provides insight into what it's like to seek employment as an individual with a disability. Readers will discover how to: evaluate how suited their workplace environment is for disabled or different employees and what needs to be changed; improve and sustain their workforce by hiring the best people, regardless of any disability or diversity issue; effectively recruit, place, and develop individuals with disabilities who can contribute to their company's success; and embrace the differences among their workforce to add value to the organization."

"The most valuable people in and around an organization are often the most difficult to manage. They are the "elites" -- executives, highly educated professionals, investors, board members, experts in critical functions, and others -- whose special talents or positions give them unusual power and independence from those who seek to lead them. These influential individuals are not motivated by visionary speeches, by teambuilding sessions, or by a need to prove themselves (or keep their jobs). They are important assets to the company -- but only when their strengths can be harnessed and aligned with organizational goals."