The aim of this research was to determine the perceptions of school climate of 178 educators of six primary schools in the Southern Cape. Two instruments, namely The Organizational Climate Description Questionnaire Rutgers Elementary (OCDQ-RE) and Dimensions of Organizational Health Inventory of Elementary Schools (OHI-E) were used. The results indicated that primary school educators in the Southern Cape perceived their relations with their principals as more closed, while educator-educator relations were being perceived as more open of nature. The typical climate prototype for the relevant primary schools, was an engaged school climate. Regarding the overall organizational health of primary schools, average health profiles were found. A significant relationship was found between the perceptions of primary school educators with regard to organizational climate and organizational health. A significant difference between educators of different primary schools was found regarding their perceptions of all the different dimensions of both organizational climate and health. / Educational Studies / M.Ed. (Education Management)

The study proposed to determine the relationship of the teachers' perception of the organizational climate of the school as measured by the Organizational Climate Description Questionnaire (Halpin) and leader behavior as measures by the Leader Behavior Description Questionnaire (Halpin) with teacher job satisfaction as measured by the Minnesota Satisfaction Questionnaire.

M.Ed. / In-service training and staff development of the personnel in the primary school are of great importance. The principal of a school has an acthe and important role to play in this regard. This study will subsequently focus on the different categories or various types of teachers found in the primary school, because each and every member of the personnel is equally involved in in-service training and the development of the staff programme. A brief look is taken at the influence the curr'iculum,the pupils and the community have on the teacher regarding his or her in-service training. Evaluation of the teachers remains one of the principal's main tasks. The different types of school climates will also be studied, since the nature of the climate of a school to a great extent detel'lllines the effectiveness of the education offered there. If a healthy climate is created, greater productivity will ensue, which in its tum will result in better-equipped and well-adjusted teachers, frolll whose teachings the pupils will benefit greatly. Attention is also paid to the matter of class visits, one of the most general and obvious forms of in-service training. Class visits provide the principal with the opportunity to keep his finger on the pulse of the whole organisation. the five facets comprising the class visit will also be discussed at length, as each of these facets is of great importance to the realisatfon of in-servfce training. For this purpose, formal as well as informal class visits will be dealt with. The important part played by communicatfon is explained and stressed, especially in respect of the primary school. A facet of communication, namely the delegation of tasks, will also be looked into, because of its relevance for the teacher's in-service training. While executfng some of the tasks which the principal cannot possibly find time for, every teacher is being trained and prepared for promotfon. The professfonal growth of teachers has also become a focal point where trainfng for managerial positions is concerned. The deputy headmasters are dependent on guidance by the headmaster. Principals have the responsibility of discreetly and meaningfully stimulating the deputy as well as the other teachers on the staff. The principal who is sincerely concerned with the professional development of his staff contributes successfully towards an in-service guidance programme by including class visits. various types of staff meetings and delegation in his programme • Attention will be given to ways and means by which the principal can apply each of these skill s in order to purposefully stimulate the professional development of his staff. To enable the principal to give meaningful help and guidance in these matters. he should ensure that an open climate prevails at his school. The principal should also have a clear understanding of what can reasonably be expected of a new. as well as an experienced teacher. and he must also clearly formulate his own responsibilities in the training of both. In-service training of the working teacher should naturally be a continuous process. The principal is responsible for the professional growth of his staff and the quality of teaching at his school. He plays an an-important role in the professional development of the teachers on his staff. Continued research pertaining to the training of principals is therefore absolutely essential.

M.Ed. / Please refer to full text to view abstract

The correlation between home environment and educational performance is addressed in this study.

Are elementary public school teachers who have been upwardly mobile occupationally more helpful, as measured by Anderson-Brewer "Dominative-Socially Integrative" observation scheme, to children of lower and upper occupational status families than teachers who have not engaged in upward occupational mobility?

This study examined the attitudes of regular education teachers at the elementary school level, toward mainstreaming students with emotional/behavioral disorders (E/BD) and identified variables which were correlated with those attitudes.

The purposes of this study were (1) to survey the amount of time spent by elementary educators in reading professional literature; (2) to survey elementary educators' purposes for reading professional literature; (3) to survey the availability of professional literature to elementary educators; (4) to survey the circumstances which encourage or discourage the reading of professional literature by elementary educators; (5) to survey the types of sources of professional literature used by elementary educators; (6) to compare the amount of time spent by elementary teachers, elementary administrators, and elementary teach educators in reading professional literature; (7) to compare elementary teachers', elementary administrators', and elementary teach educators' purposes for reading professional literature; (8) to compare the availability of professional literature to elementary teachers, elementary administrators, and elementary teacher educators; (9) to compare the circumstances which encourage or discourage professional reading among elementary teachers, elementary administrators, and elementary teacher educators; and (10) to compare the types of sources of professional literature used by elementary teachers, elementary administrators, and elementary teacher educators.

Praise notes have the potential to positively influence student behavior and relationships. Few studies have examined the social validity of praise, however, and these studies have focused on students' perceptions. The purpose of this study was to describe student, parent, and teacher perceptions of a school-wide praise note intervention at a Title I elementary school. Twenty-three teachers, 203 parents, and 203 students completed surveys regarding a pre-existing praise note intervention. Surveys consisted of 13 quantitative items and two open-ended questions. Quantitative and qualitative results indicate that participants had positive perceptions of praise notes. Participants also believed that praise notes helped improve relationships, home/school communication, and student behavior. Results also suggest that praise notes are sustainable and have a good level of buy-in. While parents liked praise notes and believed that praise notes improved home/school communication, teachers seemed unaware of parents' enthusiasm. Implications and limitations of this study are addressed.

The purpose of this study was to describe outstanding, veteran elementary teachers using an ethnographic approach. This qualitative study was conducted in a suburban independent school district in northeast Texas serving approximately 17,000 students. The data collected focused on five outstanding, veteran elementary teachers who had at least twenty years of uninterrupted teaching service. Data were collected through interviews, classroom observations, and the administration of the Mind Styles (Gregorc,1982) inventory. The findings of this research were as follows. This study found that many factors were responsible for retaining outstanding, veteran elementary teachers in the work force. These included adequate preparation, a strong personal commitment, a successful initial teaching assignment, a development of skills and abilities inside and outside the teaching field, and professional accomplishments throughout the teaching career.