Thesis advisor: Patrick Proctor / This study aimed to explore middle leadership from a single K-12 district. To accomplish this, an exploratory, embedded single case study (Yin, 2018) was utilized. The district was the case while one elementary, middle, and high school were embedded “sub-units” in the case. A principal, middle leader, and 2 middle leader colleagues further represented each school. This method was employed in order to illuminate how middle leadership was experienced through multiple perspectives and contexts but within the same district. This dissertation also took a narrative approach, beginning in understanding the conditions that led to the creation of middle leadership roles, to the selection, conceptualization, and evaluations of middle leaders. Then, middle leaders were asked about how the district can further support their roles. Results indicated that external (standardized tests, changes in standards or curriculum) and internal (desire for district consistency and cohesion) and factors influenced the creation of middle leadership positions. Middle leaders were selected based on their teaching and leadership experiences. However, conceptualization of middle leaders in the district extended beyond teaching. In addition to teaching, middle leaders were also conceptualized as strategic planners, people with good interpersonal and communication skills, managers, coaches, and evaluators. Evaluation of middle leaders were based on state-based evaluation frameworks for teachers or administrators that showcased a misalignment of responsibility and evaluation processes. To support their roles in the district, middle leaders suggested a combination of internal and external support. Internally, they suggested the creation of a within-district, middle leader-specific professional learning community in order to have opportunities to share best practices and collectively think about problems and solutions. Externally, they would also appreciate the district’s support in attending formal professional development such as courses or certification programs. These results indicate that there is a need for middle leadership-specific classes, programs, and evaluation frameworks and that middle leaders would also benefit greatly in the creation of mentorship programs or professional learning communities. / Thesis (PhD) — Boston College, 2020. / Submitted to: Boston College. Lynch School of Education. / Discipline: Teacher Education, Special Education, Curriculum and Instruction.

Master’s thesis proposes a solution of data and communication model in the ŽOS Trnava, a.s. and GOŠA FŠV. Thesis proposes model for customer, which generates reports for individual management areas.

Recovery of tax arrears and tax execution Abstract The aim of this diploma thesis is the processing of the topic of tax arrears recovery and tax execution, which are crucial areas in the legislation of all democratic rule of law. My original intention was to focus on the analysis of legislation, but also on practical issues, real problems and their possible solutions. I divided the thesis into four parts, which are further divided into chapters and subchapters. The first part of the thesis is devoted to the current legal regulation of the recovery of tax arrears, which is largely embodied in the Rules of Tax Procedure. In several cases significant changes have occurred with the legal effect of this Act, in such cases the comparison with the previous legislation was made. Recovery of tax arrears in the meaning of the term covering various ways of recovery including tax execution is modified in the second part of this thesis. In this part the major focus was given on the statutory procedures during the recovery of arrears through a bailiff and during the recovery of the tax administrator's claim against the tax debtor in insolvency proceedings. Since these two ways are primarily governed by different laws than tax execution, I particularly tried to emphasize the differences between the methods of recovery...

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1 Legal possition of the insolvency administrator in debt reliéf Abstract An insolvency administrator has an irreplaceable role in the insolvency proceedings. He isn'n an lawyer of debtor or creditors. However, he has to defend a legal interests both of them and to direct insolvency proceedings in such a way that its purpose is fulfilled. The purpose of the insolvency proceedings is to achieve the greatest satisfaction of creditors without any unjustly harmed or unlawfully favored party. The aim of this diploma thesis called "Legal possition of the insolvency administrator in debt relief" is to comprehensively analyze the insolvency administrator's procedure, its role and activity in debt relief. The secondary subject of the thesis is the evaluation of the debt relief legislation, which was substantially amended by an amendment No. 31/2019 Sb. Text of the thesis is divided into two parts, theoretical and practical. Initial part is divided into four chapters, in which the characteristics of the insolvency administrator, including his position towards other entities in insolvency proceedings. The second and third chapters specify the process of issuing the insolvency administrator's license, including the conditions they must fulfill in order to be authorized. The fourth chapter gives the reader insight into...

Correctional institutions across the United States continue to experience prisoner sexual assault despite the enactment of the Prison Rape Elimination Act of 2003 (PREA). The purpose of this correlational study was to examine the association between jail administrators' difficulty complying with the PREA and their transformational leadership styles. The theories of punctuated equilibrium theory and general strain theory formed the theoretical framework of the study. The data were collected through an Internet-based survey from 22 local and regional jail administrators from the East Coast. Data analysis using Pearson's correlation coefficient was performed on leadership scores to test the hypotheses. There were results showed no statistically significant correlations between 5 attributes of transformational leadership styles and PREA compliance. A multiple linear regression analysis was performed; however, this question could not be answered because 2 fundamental assumptions of multiple linear regressions were not satisfied. Social change implications of this study include using the study results to expand leadership development programs that could influence a full range of leadership skills essential for addressing the present and future policies of PREA affecting correctional facilities in the United States.

Literacy coaching is a widely implemented method for increasing teacher effectiveness and student learning. However, literacy coaches, teachers, and administrators from various countries have expressed confusion and concerns regarding this method. In the current research setting, literacy coaching was implemented to improve reading test scores with inconsistent results. Cultural historical activity theory was used as the theoretical framework for this sequential explanatory mixed-methods research that explored literacy coaching relationships in the research site from the teachers' perspectives. Phase 1 research questions examined (a) differences between the amount of time coaches spent with teachers, (b) components of coaching teachers found most/least effective, (c) how effective the teachers found literacy coaching, and (d) the correlation between the amount of time teachers spent with coaches and their effectiveness ratings. Phase 2 concerned teachers' experiences with coaching, and teachers' ideal literacy coaching situations. Twenty-two teachers completed surveys in Phase 1. Overall, teachers rated literacy coaching between ineffective and very effective. The median scores for individual components of literacy coaching were between neutral and effective. Significant correlations were found between effectiveness ratings and time spent with literacy coaches in a group, r (20) = .34, p = .01, and time spent one-on-one, r (20) = .54, p = .01. Phase 2 consisted of interviews with 9 teachers. Four themes resulted from framework qualitative analysis: what teachers want from coaches and coaching, teacher concerns, how teachers view the coaches, and coaching in practice. Three trainings were created to provide administrators, literacy coaches, and teachers with strategies and local data that may improve their practice and student reading capabilities.

Local public agencies turn to public-private partnerships (PPPs) to allow greater participation by private firms in delivering public services. In the last 25 years, private organizations had been reluctant to form PPPs with local government agencies because of the complex procurement processes and the bureaucratic business environment. Guided by the decision theory and complex adaptive systems theory, the purpose of this multiple case study was to identify what information leaders within third-party administrators (TPAs) need regarding the contracting process in the formation of PPPs. The data collection process consisted of face-to-face interviews with 4 executive leaders of 3 Wisconsin state licensed TPAs and examination of contracts and plan service agreements (PSAs) between TPAs and local government agencies. Dada was analyzed using the Yin 5-step data analysis method and cross-case analysis. The results indicated that TPA leaders must understand collaborative leadership, key players, roles and responsibilities, and specialized services in the formation of a PPP; change and transfer of controlling interest, and understanding the strengths and weakness of contract provisions are complex business systems that influence the decision to form a PPP; ERISA and compliance with applicable federal and state laws are critical contract stipulations to consider in the formation of PPPs; that market assessment, health care reform, and transparency between private and public partners are critical in the formation of PPPs. The implications for social change include new insights for PPP leaders that may enhance the effectiveness of social services and save taxpayers' money.

The purpose of this study was to determine if there were any differences in faculty members; and administrators; perceptions of those factors which should be influential and those factors which are actually accounted for in making decisions pertaining to salary increases at Utah State University. The data for this study was collected from 55 administrators and 303 faculty members at Utah State University. A total of 21 factors, which were identified as being influential and/or determinants of faculty salary increases at Utah State University, were analyzed through the testing of four hypotheses using the chi square tests for independence. The critical region for the testing of all four hypotheses was set at the .05 level. Analysis of the data Hypothesis one. (there is no difference in the perceptions of administrators of those factors which are perceived as being of importance in awarding salary increases and those factors perceived by faculty members as actually being used in determining salary increases at Utah State University.) Hypothesis one was rejected on six of the factors. Sex, college within the university, race, fulfillment of role expectation, testing excellence, and student teaching yielded significant values of chi square. Hypothesis two. (There is no difference in the perceptions of faculty members of those factors which are perceived as being of importance in awarding salary increases and those factors perceived by faculty members as actually being used in determining salary increases at Utah State University.) Hypothesis two was rejected on 19 of the 21 factors. Research and the quality of graduate school attended were the only two factors which did not yield significant values of chi square. Hypothesis three. (There is no difference between the perceptions of faculty members an the perceptions of administrators of those factors which are of importance in awarding salary increases at Utah State University.) Hypothesis three was rejected for five of the 21 factors. Number of years at the institution, fulfillment of role expectations, extension services, writing and publication record, and grant proposals funded were the five factors with significant values of chi square. Hypothesis four. (There is no difference between the perceptions of faculty members and the perceptions of administrators of those factors which are actually used in awarding salary increases at Utah State University.) Hypothesis four was rejected for nine of the factors. Sex, years of service at the institution, tenure, rank, and quality of graduate school attended are perceived by faculty members as actually being used in determining salary increases. Administrators' perceptions were found non-congruent with faculty members' perceptions and in fact administrators indicated that they perceive fulfillment of role expectations, teaching excellence, extension services, student advisement as factors usually used in determining salary increases at Utah State University. The primary conclusion of this study is that there is a high degree of congruency between the perceptions of administrators and faculty members of those factors which are perceived to be of importance in determining salary increases. There is nevertheless, non-congruency between faculty members' and administrators' perceptions of those factors perceived to be actually used in determining salary increases at Utah State University. Although administrators as well as faculty members perceive certain factors (e.g., sex, race) as not being of importance in determining salary increases, administrators nevertheless, because of pressure, personal and institutional commitment, actually use such factors in determining salary increases.

Exploring the Career Experiences and Leadership Perceptions of Nonprofit Executives in Central Florida: A Mixed-Methods Study. JahKiya S. Bell, 2016: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler College of Education. Key Words: nonprofit organizations, leadership effectiveness, leadership qualities, administrator characteristics. This applied dissertation was designed to explore the professional and leadership development thoughts and experiences of nonprofit administrators in the Central Florida region. Administrators play a significant role for in ensuring the sustainability and success of nonprofit organizations. Administrators must possess the knowledge, skills, and attitudes that will allow them to lead their organization to accomplish goals while securing necessary funding from diversified sources. In Central Florida—defined in this study as Orange, Osceola, and Seminole Counties—as of 2012 there were 1,485 health and human services nonprofit organizations in the region, which is 42% increase in the number of nonprofit organizations in the past ten years. An increase in the number of nonprofit organizations is indicative of an increase in competition for available funds. The problem addressed by this research was that while research is available about general leadership practices and the knowledge and skills necessary to become a leader, there was a lack of knowledge regarding the specific experiences of nonprofit administrators in Central Florida. This study collected and discussed the academic and professional credentials held by participating nonprofit administrators and leaders in the Central Florida, as well as reviewed these leaders’ perspectives on the knowledge, skills, and leadership practices required to lead a nonprofit organization.