During this explorative journey, I investigated what keeps teachers motivated to learn and develop in their professional practice. I employed Bell and Gilbert’s (1994) model which encapsulates and examines the personal, professional and social aspects of teachers’ development. Within this interpretive paradigm, I offered an understanding of what the impetus for change entailed - from their personal and professional self on their practice and what sustains teachers to continue to negotiate the changes in their daily work. Employing participatory methodology as my methodological research approach, I portray and interpret data that was generated from the teachers’ stories. The methods used to produce the data included life story interviews, photographs and drawings. By composing and reconstructing my participants’ stories, I show how the personal and professional aspects of teacher learning are interactive and interdependent. By retelling stories we can foreground crucial processes in teachers’ development and show what motivates them to learn and develop in their professional practice. Through the reconstructed stories, these particular teachers in this study were able to, through particular social relations and practice, create new meanings and definitions to their professional identity and responsibilities as teachers in a changing schooling context. The findings of the study indicate that within their school context there were many challenges with which teachers were confronted. However, the teachers in this study chose to uplift, inspire and motivate themselves. Although they followed prescribed policies and curriculum, they engaged in certain relationships and enacted certain practices that went beyond their teaching responsibility. The teachers’ initial frustration and restlessness had led to a personal change in their attitudes, values and beliefs. There was an inner desire to bring about change in the personal meanings and definitions of teacher self. Through particular practices and relationships, new thinking, new ideas, new interests and new meanings about the teacher self were invoked. It was through the creative use of these social spaces that teachers cultivated new ideas and new meanings of the kind of teacher they wanted to be for a South African classroom. The teachers engaged in innovative ways in terms of their professional development to bring about change. The teachers indicated that their identity as a teacher was linked to being a learner iii and a researcher. In addition, the relationships of love and care towards learners brought new meaning to their teacher self. It translated into what they were doing in their relationships with learners and the subject/s they taught - this, became a deeply rewarding engagement between the teacher and their work. In response to my main research question, what keeps teachers motivated? These particular teachers were not blind to complexities they faced on a regular basis but against all odds worked within the complexity. Imbued with renewed vigour, hope and love they forge ahead. / Thesis (M.Ed.)-University of KwaZulu-Natal, Edgewood, 2011.

Electrical contractors are evolving though a challenging phase in the maturing democratic South Africa. Government has allocated funding and has mandated skills development to the Sector Educational and Training Authorities (SETA), however, this strategy has lost its focus. With the golden thread lost in the maze of institutional bureaucracy. Implementation strategies at government and industry level should overlap each other, compliment and reinforce one another and form the core of South Africa’s Skills Development Strategy. Whilst it is true that there is a severe skills shortage in all technical fields, the reasons behind these shortages is not clear. The aim of this study was to determine what challenges electrical contractors in KwaZulu-Natal faced that prevented the development of skills in the industry. The lack of actual sector skills intelligence transfer from industry to government departments resulted in incorrect statistics of the electrical contracting sector. The objective of distributing the survey to all electrical contractors that were registered with the Electrical Contractors Association SA (ECA SA) in KwaZulu- Natal Durban and surrounding areas including Richards Bay was to conduct a study amongst the total population and then establish a simple random sample. An electronic questionnaire was mailed to all contractors registered with the ECA SA KwaZulu-Natal. A total of 540 respondents viewed the survey and 269 completed it. This translates to a 50% completion rate. It has been proven that 58% of electrical contractors were training electricians. Further analysis revealed that there was a relationship between the age of a business and the man hours invested in training. Older businesses conducted more training. There was also a relationship between the number of man hours invested in training and the number of qualified electricians employed. The greater the man hours of training the larger the number of qualified electricians employed. Whilst there was no relationship between man hours invested in training and accessing SETA funding, electrical contractors believed that the full reimbursement for training would accelerate the skills development processes. / Thesis (M.Com.)-University of KwaZulu-Natal, Durban, 2012.

Teacher education in South Africa has had to be overhauled in line with the reform of the South African school curriculum since 1996. Both initial and continuous teacher qualification programmes are constantly being reviewed to improve impact on prospective and currently practising teachers. In addition, efforts are being made to scale up non-qualification continuous professional development programmes for better implementation of the curriculum. Despite these endeavours, there is evidence that continuous professional development programmes in particular, are not responding adequately to the needs of the teachers and the education system in general. This is partly due to the failure by the system to differentiate between the needs of different groups of teachers who received their initial teacher education in racially segregated teacher education institutions. This research study aims to determine what teachers of Life Sciences perceive as their development needs, and how these needs are addressed through various forms of in-service teacher education, both formal and informal. Life Sciences is the name of the subject called Biology in the pre-reform curriculum. It is offered only in the final three years of schooling, Grades 10 – 12. The Life Sciences curriculum has experienced at least three revisions in a period of six years since the implementation of the National Curriculum Statement in 2006. Data was gathered in two phases, using mixed methods approaches. During the first phase, data was collected using a teacher questionnaire. The questionnaire dealt with teachers’ content and pedagogical development needs; their participation in both qualification and nonqualification CPD programmes; their motivation (or lack of) to engage in CPD programmes; and the perceived benefits of CPD programmes. Semi-structured interviews were conducted with Subject Advisors dealing with similar themes. During the second phase of the study, intervention programmes in the form of teacher training workshops were conducted and data was gathered through documenting the workshop activities and by conducting evaluations. Findings revealed that whilst a large proportion of Life Sciences teachers were furthering their studies through formal qualifications, they were not necessarily choosing Biological Sciences specialisations. A considerable proportion of teachers in the study were teaching out of their field of specialisation. These limitations likely account for teachers’ low selfconfidence, articulated as a strong need for development in almost every area of the content and pedagogy. Teachers that choose Biological Sciences specialisations in formal in-service qualifications seem to be benefiting significantly. Life Sciences teachers also benefit immensely from ‘hands on’ training in practical work skills rather than using passive, demonstration methods of training. Cluster-based CPD programmes present an ideal opportunity for teachers to learn and share knowledge and expertise in content and pedagogy, yet this platform is constrained mainly to development of assessment activities. Filling vacant posts and increasing the number of Subject Advisors is critical to ensuring that teachers received adequate support from districts. / Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2014.

Although quality management is used in occupational therapy in South Africa, no comprehensive description or standardisation of it exists. Literature in the context of this topic is scarce. As a consequence of this problem, the purpose of this study was to describe the extent of occupational therapists’ involvement in quality management. A quantitative study in the form of a survey was carried out. A convenience sample of 80 occupational therapists was surveyed, using a structured questionnaire. Results of the study indicate that most occupational therapists have some knowledge of quality frameworks. Standardisation on documentation and its auditing appears to be one of a number of problems. Another challenge is that occupational therapists may work in relative professional isolation making it problematic to implement quality management. Recommendations were made for occupational therapy practice and further research, as well as recommendations for a quality management framework for occupational therapy in South Africa. / Health Studies / M. A. (Public Health)

Text in English / A survey by means of mailed questionnaires was conducted to compile a career profile of persons who completed the B.Cur programme at Medunsa. The sample consisted of all the nurses who had completed the B.Cur. programme over a decade from 1985 to 1994. Forty-one percent of the questionnaires were returned and the findings indicated that the nurse graduates were committed to nursing and were contributing to the nursing services in south Africa. The public service was the largest employer of the graduate nurses. Their commitment to nursing is shown by their long service as well as post-registration qualifications sought in nursing. The B.Cur programme at Medunsa had adequately prepared them to practice nursing. There appears to be a need, however, to review the curriculum in some areas. It was concluded that Medunsa has contributed to the provision of well qualified nurses. / Health Studies / M.A. (Nursing Science)

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2011. / Human capital is both a key driver of economic growth and a means to promote overall development. In order to enhance human capital in South Africa, tertiary institutions have seen a tremendous increase in students' enrolment over the past few decades. But, in spite of the need for skilled labour, tertiary education graduates are increasingly faced with unemployment, which poses a serious obstacle to the economic growth of the country. This study investigated the role of tertiary education in enhancing selfemployment among project management graduates. This study was descriptive in nature and intended to find answers to research questions, which comprised the extent to which tertiary education seeks to motivate students to self employment. In addition, the study sought to find challenges related to self-employment facing project management students after they have completed their studies, as well as reasons why some people choose self-employment over salaried employment. Data were collected with the use of a self-administered structured questionnaire. Collected data were analysed using of the statistical software for social science (IBM SPSS Statistics version 19) for descriptive statistics in the form of tables and charts. Furthermore, statistical tests, using chi-square values at the 0.05 level of significance, were performed to determine factors influencing individuals to choose a self-employment career. The study found that education may either enhance individual entrepreneurial ability, thereby increasing the likelihood of choosing self-employment or increase opportunities for paid employment, both of which reduce unemployment. In addition, tertiary education provides human capital that enables graduates to achieve increased level of productivity, which leads to earning more income than lower educated people in both paid employment and self-employment career. Unfortunately, graduates face financial related challenges, which constrain them from undertaking self-employment endeavours. The results of this study suggest that graduate unemployment can only be eliminated if students are provided with the right skills and knowledge to match the requirement of the employment market. Furthermore, the study suggests that graduates should be assisted financially at the initial stage of their self-employment activities.

Adolescents in a children’s home are exposed to unique experiences from an early age. These adolescents develop in a system with early deprivation experiences, which may result in developmental and adjustment problems that impact on several spheres of their lives, including their career development. Given the lack of South African career research on adolescents, the present study aimed to explore and describe the career development of adolescents in a children’s home. Specifically, this exploration takes the perspective of the systems theory framework of career development which is comprised of three interrelated systems, namely the individual, social, and the environmental/societal systems. The research approach was exploratory and descriptive in nature and was conducted both within a qualitative and quantitative framework. A workbook titled My System of Career Influences (McMahon, Patton, & Watson, 2003a), was used to collect the data. A non-probability, purposive sampling technique was employed to obtain the sample which consisted of 16 English-speaking adolescents, aged between 13 and17 years. Age, gender and culture were not considered in this study. The qualitative data was subjected to content analysis to identify themes, while frequency counts were used for the quantitative data. The results indicate that the present sample of adolescents is presently in the process of exploring and crystallizing their career choice, therefore fitting well within Super’s (1990) theoretical career stage of Exploration. The majority of the adolescents indicated that their present career situation involves making choices regarding schools, subjects, and participation in activities. Quantitative findings indicate that all influences within the three interrelated career systems have an influence on the career development of adolescents in a children’s home. Based on frequency counts, individual system influences such as personality, health, interests and abilities were identified as prominent influences. Within the social system, prominent xi influences included parents, friends, teachers and reading. Within the environmental/societal system, influences such as financial support, location of universities, availability of jobs, and opportunities to work overseas were identified as prominent influences. In addition, adolescents were able to reflect on their personalized diagram of system influences and thus to examine the inter-relatedness of the three systems. The present study highlights the applicability of both the systems theory framework and the My Systems of Career Influences measure in exploring and describing the career development of adolescents in the unique contexts within which they live. Limitations and recommendations for future research based on the present findings are suggested.

M.Ed. / The aim of this study was to describe the most prominent needs for Continuing Professional Development (CPD) amongst Educational Psychologists in South Africa, in order to provide guidelines for further provision of CPD activities. This was done by implementing a questionnaire in a cross-sectional survey. The questionnaire was mailed to an initial sample of 1000 (out of 1100) registered Educational Psychologists, whose details were obtained from the Health Professions Council of South Africa. A total of 386 Educational Psychologists replied to the questionnaire. The study was mainly quantitative in nature...

M.A. (Counseling Psychology) / Please refer to full text to view abstract

The journey towards becoming a counselling psychologist, in South Africa, includes the completion a 12 month internship. The internship year holds many challenges and demands for novice professionals and aims to assist them in making the transition from student to professional. This study aims to explore the subjective experiences of intern counselling psychologists and the critical incidents which assist them in making this transition. In addition, it aims to identify experiences impacting on the interns’ professional development and professional identity. Three registered counselling psychologists, who completed their internship at a South African university counselling centre within the last year, were recruited and participated in individual interviews. These interviews were semi-structured and followed the Critical Incident Technique method. Each interview was voice recorded and transcribed. The data collected was analysed using thematic content analysis. As the research design is qualitative, using a phenomenological approach, the focus is on presenting information-rich and detailed descriptions of participants “lived” experiences of their internship year. It attempts to understand significant incidents or events which influenced the participants’ professional and personal development as they navigate through this ambiguous period to become independent and ethical practitioners. Four predominant themes emerged from the data collected, which include a discussion pertaining to professional boundaries and limitations, learning within the internship environment, the effects of professional and personal support and, lastly, the transition from dependent to independent professional functioning.