This dissertation deals with the possibilities of using the teaching methods offered by the concept of teaching through problem solving in accounting education in business academies and economic lyceums. The main aim of this type of teaching should be above all the introduction of accounting as an important part of the students' economic thinking. The use of problem-based teaching is especially useful when explaining topics fundamental for the understanding of the basic principles of accounting. Accrual Basis Accounting being one of these topics, the thesis presents didactic material suited for problem-based teaching of this subject matter. It falls into the area of didactics of accounting, i.e. a scientific discipline deriving from the didactics of economic subjects.

published_or_final_version / abstract / toc / Education / Master / Master of Science in Information Technology in Education

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This project is a study to determine if a group of middle school students can improve their problem solving ability by means of curriculum of nonroutine problems that was presented over a six month period.

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The postmodern organisation and its leaders are faced with relentless turbulence and change and a compelling economic drive for success. The recent exponential rise in the popularity of coaching can be ascribed to the business need for the development of leadership bench-strength. Appreciative inquiry (AI) claims to be a source of untapped strength for organisations in the postmodern world and a source of sustainable solutions and genesis for energy. However, the scarcity of evidence of coaching linked to a postmodern stance, incorporating AI principles, as well as using group-based coaching methods, provided an opportunity for this study to respond to the challenges and contribute to the theory and practice of leadership coaching in the organisational setting by investigating the transformative effects of a postmodern group-based leadership coaching programme (LCP) on leaders’ personal and professional perspectives. The premises suggest that postmodern group-based coaching is a practical and cost-effective methodology in multi-cultural international organisations. Furthermore, postmodern coaching in groups can transform the personal and professional perspectives of leaders, specifically in transforming future plans, goal-directedness, confidence, resilience, hope, subjective well-being and empowerment as a leader, as well as broadening life outlooks. Key transformative themes were identified: self-knowledge, appreciation of others, broader vision, self-control and work-life integration. This applied study has made a valuable contribution to the body of research in the area of postmodern and group-based coaching. Replication of the study in other industries, setting and with different levels of leadership, training of postmodern coaches and robust follow-up coaching were identified as opportunities for further exploration. / Industrial & Organisational Psychology / D.Lit. et Phil. (Industrial Psychology)

The postmodern organisation and its leaders are faced with relentless turbulence and change and a compelling economic drive for success. The recent exponential rise in the popularity of coaching can be ascribed to the business need for the development of leadership bench-strength. Appreciative inquiry (AI) claims to be a source of untapped strength for organisations in the postmodern world and a source of sustainable solutions and genesis for energy. However, the scarcity of evidence of coaching linked to a postmodern stance, incorporating AI principles, as well as using group-based coaching methods, provided an opportunity for this study to respond to the challenges and contribute to the theory and practice of leadership coaching in the organisational setting by investigating the transformative effects of a postmodern group-based leadership coaching programme (LCP) on leaders’ personal and professional perspectives. The premises suggest that postmodern group-based coaching is a practical and cost-effective methodology in multi-cultural international organisations. Furthermore, postmodern coaching in groups can transform the personal and professional perspectives of leaders, specifically in transforming future plans, goal-directedness, confidence, resilience, hope, subjective well-being and empowerment as a leader, as well as broadening life outlooks. Key transformative themes were identified: self-knowledge, appreciation of others, broader vision, self-control and work-life integration. This applied study has made a valuable contribution to the body of research in the area of postmodern and group-based coaching. Replication of the study in other industries, setting and with different levels of leadership, training of postmodern coaches and robust follow-up coaching were identified as opportunities for further exploration. / Industrial and Organisational Psychology / D.Lit. et Phil. (Industrial Psychology)

This study investigated the effect of cross-cultural differences on conflict episodes in a multicultural organisation in South Africa. The sample consisted of seven people, who represented six cultures. The phenomenological method of inquiry was used. Following the data collection process, the researcher identified the sources of conflict, then determined the qualities of leadership which aid in minimizing conflict. The five conflict management strategies were discussed, with further exploration into the use of confrontation and mediation. The researcher believes that the framework for describing conflict management strategies may need to be expanded as cross-cultural interaction is better understood. Finally, the study explored the positive and negative outcomes of conflict. Although many conflicts are costly to an organisation, some conflicts may assist people in cross-cultural understanding. Because diversity is becoming a more pressing issue in the 21st century, most people and organisations are facing the need to effectively communicate cross-culturally. The researcher recommends a three stage diversity training programme, which begins with new employees, then includes all employees and, finally, becomes an ongoing learning process in the organisation. / Education management / M.Ed.(Management)

This thesis is an account of how a networking approach may assist participatory community development. The author undertakes naturalistic action research into how she can improve her social practice with a view to gaining equal participation amongst university and community members in a community development practicum. She describes how efforts to maximize group participation are typically countered with various forms of non-participation, analogous to a rebellion against authoritarianism. Dialogue with her doctoral peer group about tacit meanings from her personal history reveals that she is too heavily invested in community involvement. A stance of irreverence gives her the freedom to realize that her politically correct approach is conveying the message that "MY way of participation is THE way". She embarks on a networking programme of action in the hope of achieving more balanced participation. A multidisciplinary workshop and a study tour show her that openness to multiple inputs may free people from restrictive views and problematic styles of participation. She initiates the formation of a local network and finds that this is a more free-flowing structure that encourages fluid problem solving among community, government and university participants. The author's original anxieties are, however, revived when networking, too, becomes entangled in organizational complexities. She eventually realizes that she tends to base her actions on premises of power and justice and that it may be helpful to base new ventures on information flow and creativity instead. Her new approach to group facilitation elicits creative inputs from others. She finds that deliberate debate of the assumptions on which collective undertakings are based releases an awareness of alternative approaches to addressing unequal resource utilization in the commons. A review of the local Network's development over six years draws attention to networking resources, and its uses, structuring and management. The author's experiences continuously demonstrate that the assumptions of independence and freedom of choice may provide a more satisfactory basis upon which to manage community participation. / Social Work / D.Litt. et Phil. (Psychology)

This study investigated the effect of cross-cultural differences on conflict episodes in a multicultural organisation in South Africa. The sample consisted of seven people, who represented six cultures. The phenomenological method of inquiry was used. Following the data collection process, the researcher identified the sources of conflict, then determined the qualities of leadership which aid in minimizing conflict. The five conflict management strategies were discussed, with further exploration into the use of confrontation and mediation. The researcher believes that the framework for describing conflict management strategies may need to be expanded as cross-cultural interaction is better understood. Finally, the study explored the positive and negative outcomes of conflict. Although many conflicts are costly to an organisation, some conflicts may assist people in cross-cultural understanding. Because diversity is becoming a more pressing issue in the 21st century, most people and organisations are facing the need to effectively communicate cross-culturally. The researcher recommends a three stage diversity training programme, which begins with new employees, then includes all employees and, finally, becomes an ongoing learning process in the organisation. / Education management / M.Ed.(Management)