Thesis (Ph. D.)--University of Washington, 1998. / Vita. Includes bibliographical references (leaves [181]-185).

The study examined the patterns and effectiveness of counterpart training by Canadian cooperants involved in development projects. The traditional one-on-one apprenticeship model of counterpart training was used. Success of the training was analysed by comparing results against the principles of effective training in industry. / A group of 40 Canadian cooperants returned from postings in Africa participated in the study. All of the cooperants were participants in a major study on cross cultural effectiveness sponsored by the Canadian International Development Agency. / Results of the study indicate that the counterpart training system is not very effective as a means of transferring knowledge and expertise. The problem appeared to lie in the process itself. Training was generally secondary to completion of the project on time and on budget, and tended to evolve as the need arose and as time permitted. Few of the cooperants had any experience in designing training interventions, and so devised their own tools and methods with few identifiable measures of success. There were no formal evaluations of either the cooperant or the counterpart, nor of program success upon completion of the training.

No description available.

Thesis (Ph. D.)--Ohio State University, 2006. / Building cultural understanding through cultural exchange. Includes bibliographical references (p. 105-111).

No description available.