<p> American expatriate Sylvia Beach (1887-1962) is mostly recognized for her contribution to Modernist literature by publishing James Joyce's <i> Ulysses</i> and <i>avant-garde</i> magazines. However, the objective of this study is to resurrect Beach's legacy as a leader by discovering how Beach, through opening Shakespeare and Company, an English-language bookshop in Paris, led the literary community who expatriated to Paris in the early twentieth century. Beach's journey into leadership began when she bravely opened her bookshop in a foreign country in 1919, at the closing of World War I, during a time when few women owned their own businesses. By creating a place, a home away from home, for the disillusioned and disenfranchised expatriates writers, Beach created a safe environment for the expatriates&mdash;a place to find their identity. By befriending them, earning their trust, and gaining their help in the <i>Ulysses</i> publishing venture, Beach created an environment of collaboration among the writers, many of whom remained lifelong friends. Beach's business model was unprecedented, and with vision and boldness, at Shakespeare and Company, Beach exemplified leadership by continually helping others, and thus transformed Shakespeare and Company into one of the most recognized bookstores of the time.</p>

<p> The College Union is a campus facility that is part of the campus ecology. It provides a place where all can feel a sense of inclusion, safety, involvement, and community. Through a comparative research approach I will present how both students and professional staff perceive the College Union, the programs that are part of the facility, and how it impacts the retention of students. This investigation draws upon psychology, behavioral sciences and the liberal arts disciplines as they relate to learning spaces, campus ecology, and the building of community through involvement. </p><p> This study is a two phased mixed method research design with the primary data collection conducted electronically using web-based survey tools for both professional staff (N=562) with a response of 113 individuals, and 50 student respondents (N=1,971). Follow-up interviews were conducted with two participants at schools that were randomly selected from the survey participants who completed a construction or renovation project in their College Union in the past five years (N=21). </p><p> There is a synergy that became evident between Boyer's 6 Principles of Community (1990), the ACUI Core Competencies (2005), and common themes that came out of my literature review, survey results, and the interviews conducted as a follow-up to the surveys. Through the application of a grounded theory approach, this study presents the Six Principles of College Union Efficacy that support retention on college campuses. Tierno's 6 Principles of College Union Efficacy The College Union: 1. Supports the academic mission of the institution 2. Enhances communication of community values 3. Is a diverse space on campus 4. Is a Community Center 5. Is a Welcoming Place 6. Celebrates Traditions (Tierno, 2013)</p>

<p> The purpose of this study was to determine whether students associated with a generational group exhibit similar learning styles as identified by the Felder and Soloman Index of Learning Styles instrument. The secondary purpose was to determine to what degree these generational groups rate their satisfaction with online education through the use of the Distance Education Learning Environment Survey (DELES) instrument. </p><p> The instruments were administered to Montana University System students who were enrolled in one or more fully online courses. The data was analyzed using descriptive statistics, chi-square, and ANOVA. The collected data of 1426 (n) from a total surveyed population of 9,983 students revealed that generational learning styles indicated statistically significant differences with regard to visual-verbal learning style preferences, but no other statistically significant differences related to preferences were determined between the generational groups. Further analysis of the DELES results indicated that there were statistically significant mean difference score comparisons among the Millennial Generation, Generation X, and Baby Boomers. Specifically, the Millennial Generation reported lower scores on overall satisfaction survey components as compared with both Generation X and Baby Boomer respondents. </p><p> This study presents recommendations that may be used by faculty, instructional designers, and college leadership to address the continued growth and diversity of student populations. This increased awareness fostering an understanding on issues such as online program development, student satisfaction, and online student retention.</p>

<p> The Chief Research Administrator (CRA), also known as the Vice President, Vice Provost, or Vice Chancellor for Research, plays a key role in the research university. It is a position of power and not only affects the mission of the institution, but also controls a very large and vital percentage of external funding. The lack of information on how to prepare for the position makes it difficult to plan a career path for those who aspire to the position. This study was designed to obtain information to define the persona and career path(s) of the CRA at research universities in the United States. Survey data related to career pathways resulted in the emergence of four main pathways; Faculty/Academic, Administrative, Private Industry, and a Combination of the first three pathways. The results indicated that the most highly cited pathway to the position of the CRA was the Faculty/Academic (83%). The least traveled pathway to the position of CRA was found to be Administrative, that is, beginning at the lowest levels of a research office or administrative position and progressing through the ranks of the research office.</p>

<p> The purpose of this study was to investigate secondary school staff&rsquo;s beliefs, practices, and skills concerning Response to Intervention (RtI), now known as multi-tiered system of supports (MTSS). The majority of research in RtI/MTSS has focused on the elementary level; however, little research has addressed its implementation at the secondary level. Using an exploratory mixed method design, this study explored the beliefs and perceptions of over 300 secondary school staff currently implementing RtI/MTSS in a large urban district in south Florida. The first phase, a quantitative research design, used three surveys developed and vetted by the Florida Statewide Problem Solving and Response to Intervention Project. The surveys assessed the RtI/MTSS beliefs of four secondary school groups: administrators, professional support staff, general education and special education teachers, and measured their perceptions about their RtI/MTSS skills and practices. The second phase of the study utilized a qualitative design that included four homogeneous focus groups to address in depth the issues that had emerged in the quantitative survey phase. In order to reduce the possibility of Type I error, only statistically significant findings at <i>p</i> &lt;.001 were reported as there were multiple tests of significance conducted. MANOVA results showed that secondary special education teachers and administrators had significantly higher RtI/MTSS beliefs and perceptions of their RtI/MTSS skills than the other two groups, while secondary general education teachers had the lowest beliefs and perceptions about their RtI/MTSS skills. There were no significant differences in perceptions of practices among the four groups of participants. Major themes that emerged from the focus groups included the need for reorganization of urban secondary school structure, for extensive and intensive professional development, for authentic collaboration to build trust, for delineation of role clarity, and for improved knowledge of the RtI/MTSS framework.</p>

<p> Alternative high schools serve some of the most vulnerable students and their programs present a significant challenge to evaluate. Determining the impact of an alternative high school that serves mostly at-risk students presented a significant research problem. Few studies exist that dig deeper into the characteristics and strategies of successful alternative schooling. Moreover valid program evaluation methods to identify successful alternative school practices are hit and miss. As a result, public policy and systems of accountability have either disregarded information relating to alternative high schools or unjustifiably included them in comparisons with traditional high schools. </p><p> This dissertation studied the issue of how best to evaluate alternative high schools and what tools support leaders in planning a thorough and accurate program evaluation. The <i>Alternative High School Program Evaluation Toolkit</i> was developed to support school leaders and evaluation teams made up of internal and external stakeholders as they facilitate the program evaluation process. The features of the Toolkit address the need for alternative school evaluation to be practical, useful, fair and accurate. The Evaluation Toolkit includes training materials, protocols, an evaluation planning worksheet and an evaluation planning matrix that supports the team in conducting the evaluation. </p><p> The research represented in this dissertation is theoretically and practically grounded in Bridges and Hallinger's (1995) Problem-Based Learning (PBL) and Borg and Gall's (1989) Research and Development (R&amp;D) Cycle. The product of the R&amp;D Cycle was the <i>Alternative High School Program Evaluation Toolkit</i> and a process for use by evaluation teams assigned the task of planning and carrying out program evaluations.</p>

<p> Due to demographic shifts suburban schools are having difficulty meeting the needs of students of immigrant, poor and working class families. Schools are forced with the difficult task of closing learning gaps with students who may have difficult circumstances. Literature indicates fostering a healthy home / school connection by conducting educational home visits may support schools ability to embrace the cultural wealth and social capital of students and their families. In a suburban elementary school, six elementary school teachers and the assistant principal formed a research team to explore the relationship between home visits and teachers' practice. </p><p> The study focused on an overarching question: What is the relationship between home visits and teacher practice? The sub questions were: (1) What changes occur in teachers' thinking about students' contexts following home visits? (2) What changes occur in teacher practice following home visits? (3) How do teachers think these changes influences student learning? </p><p> The action research study consisted of three distinct phases of work cycles. The phases were, Phase I, Initiation, Phase II, Duration and Phase III, Conclusion. The team investigated how home visits influence teachers' practice and their perception of students' learning. The team collected data through conducting home visits, group meetings, peer classroom observations, triad discussions and maintained journal notes, audio tapes, and electronic notifications. The findings were teachers' improved practice, teachers' professionalism and professional growth. These themes emerged from the home visits, classroom applications experiences and group meetings of the action research project. </p><p> <b>Keywords:</b> cultural wealth, action research, home visits, teacher practice, professional development, students' home contexts</p>

<p> Both the nation and California are faced with a critical threat to our long term strength and welfare due to an acknowledged deficit in STEM ready students and workers as we head into the 21st century. The STEM workforce gap requires integrated conversations and solutions as it impacts multiple stakeholder groups who do not necessarily fully comprehend each other's needs and challenges. There is a broad consensus that increasing the STEM workforce is critical to the U.S., impacting standard of living, as well as national security in areas such as international competitiveness, combating terrorism and addressing global warming, to name just a few. Historically, the world has looked to the U.S. as the globe's preeminent source of innovation. However, critical indicators have caused industry, educators, policy makers, and communities to take a deeper look at some alarming trends. For example, a U.S. Department of Commerce study noted that the U.S. has made no progress in its competiveness since 1999, and is beginning to lose ground to other countries that are actively building their scientific and technological infrastructures. </p><p> This study utilized the literature review to explore the power of applying system's thinking to this complex social problem. In addition, the study quantitatively demonstrated the current state of alignment in California across two key stakeholder group's leaders, industry and education by exploring the following areas: 1. Are the perceptions of two respondent stakeholder leader groups aligned relative to nine identified California STEM goals? 2. Are the perceptions of the assignment of roles across the California STEM stakeholders related to the two respondent group leaders' affiliation? 3. What is the current state of collaboration in California based on the perceptions of the two respondent groups' leaders? </p><p> The quantitative research demonstrated alignment of the key stakeholder leaders around what is important relative to the goals of California's STEM workforce gap as well as alignment around which stakeholder leaders should be executing specific tasks. The research also underscored an aligned understanding of the current lack of collaboration that exists across stakeholder leaders in California.</p>

<p> The principal plays a key role in establishing a culture of collaboration and ongoing learning, and his/her actions related to effecting change are vital to the success of the school. A principal can contribute to the advancement of teacher expertise by engaging in specific behaviors. One such behavior is focused feedback, which leads teachers to reflect on their instructional routines. Given with intentionality, it is a powerful tool. Therein lies the motivation for this study.</p><p> The purpose of this qualitative, phenomenological study was to examine the practices in which principals engage during classroom post-observation feedback, and their effect on teacher professional growth. Seven teachers at 2 Southern California Catholic high schools were interviewed to capture their perceptions of the effect that principal feedback has had on their professional growth. Although much research has revolved around the impact that principals' actions have on the enhancement of teacher practice, very little research has focused on these effects from the perspective of the teacher. Capturing teachers' perceptions about the way their principals' actions impact their instructional practice may add to the existing body of knowledge in the field of education related to the way principals promote the use of effective practices at their schools. It may also shed light on the need for the teacher's voice to be heard and taken into consideration when making decisions on and implementing policies that are directly related to improving teacher practice.</p><p> Three main ideas emerged from a review of the existing literature: (a) <i> there is a direct connection between the principal's actions and teachers' professional growth;</i> (b) <i>principal feedback produces lasting changes in instructional practice, especially when given immediately following the teaching;</i> and (c) <i>teachers are reflective practitioners seeking to improve their practice on an ongoing basis.</i> Educational institutions may be able to utilize the findings of this study to inform their practice, and or to re-examine their policy on evaluation processes.</p>

<p> This quantitative replicated study was adapted from Nielson et al. (2008). It explored the relationship between exposure to bullying and symptoms of post-traumatic stress disorder as experienced by Licensed Professional Counselors (L PCs), who are themselves targets or have witnessed bullying in the workplace. The research questions probed (a) incidences of workplace bullying of LPCs, (b) the occurrence of post-traumatic stress disorder (PTSD) symptoms because of workplace bullying, and (c) the manner in which sense of coherence moderates PTSD-related symptoms for counselors experiencing bullying. Online surveys were sent to LPCs via email as a means of data gathering. LPC email addresses were obtained from Medical Solution links. The instruments chosen for the study were three validated surveys. The 54 LPC participants have provided their perceptions and personal experiences on workplace bullying, post-traumatic stress disorder, and a sense of coherence. The findings showed that the LPC respondents in this study were extensively exposed to workplace bullying. It was also established that there were no significant differences in the self-reported PTSD symptoms of LPCs who have experienced workplace bullying and those who did not. Lastly, the study concluded that high, moderate, or low sense of coherence (SOC) makes no significant differences in the development of PTSD-linked aftereffects to bullying. These findings add to the body of knowledge concerning bullying of licensed professional counselors, its aftermath, and any long-lasting effects of post-traumatic stress.</p>