No previous study has attempted to clarify and articulate administrator attitudes regarding DNR orders in the school setting. Administrative school staff are responsible for development and implementation of school policy therefore understanding administrators' attitudes would assist discussion and decision making related to DNR orders in the school setting.

MPM / Oliver Tambo Institute of Governance and Policy Studies

MPM / Oliver Tambo Institute of Governance and Policy Studies

MEDEM / Department of Curriculum Studies and Educational Management

MPM / Oliver Tambo Institute of Governance and Policy Studies

See the attached abstract below

The purpose of this study was to examine concepts of "inclusion" held by policy drivers (PD), policy makers (PM) and policy implementers (PI) from various national organizations, state agencies and school districts. Interviews were conducted with 14 informants, and responses recorded, transcribed and clustered according to patterns of language. Documents provided by informants were reviewed. A Likert-type questionnaire was developed, grounded in patterns of language used in interviews and documents. Descriptive and inferential statistics identified variance between and within groups. Of 430 questionnaires sent, 266 were returned. Factor analysis of 29 items yielded 5 factors (definition of inclusion, training and support, receptivity, benefits/barriers, and prerequisites). One way analysis of variance, tests for homogeneity and multiple range tests were performed. Patterns of understanding of inclusion were clarified, and interpretations and conclusions were drawn. Significant variance was found among PD, PM, and PI on 3 of 5 factors (benefits/barriers, prerequisites, receptivity) with the greatest variance being between PD and PI. The most significant variance among 8 school districts occurred with factor 1 (benefits/barriers of inclusion). Informants' degree of support for inclusion was frequently not reflective of the organizations they represented. All groups associated inclusion with attitudes and beliefs, rather than with actions or programs. By describing patterns of definitions and critical attributes of inclusion, the development and implementation of educational policy relating to students with disabilities may be facilitated. Observed variations in how inclusion is philosophically and operationally defined may play a critical role in the implementation of inclusionary practices. The language used by informants reflects barriers to successful implementation of inclusion, as well as possible solutions. Variance between policy drivers, policy makers and policy implementers, as well as between individuals and their respective organizations may have implications for the evolution and development of educational policy.

The primary purpose of this study was to determine the perceived attitudes of vocational administrators, vocational office education teachers, and marketing and distributive education teachers toward using microcomputers in vocational education programs. The sample forth is study was randomly selected from all vocational administrators , vocational office education teachers, and marketing and distributive education teachers employed by Texas School Districts. A total of 288 questionnaire were returned from the three vocational education groups. The return was seventy-seven percent. Statistical techniques included descriptive statistics, one-way, and two-way analyses of variance (ANOVA) to describe the responses and to test the seven null hypotheses. The results of the study was reported in two categories: statistical significance of the tested hypotheses, and the educational inferences of the vocational administrators' and vocational teachers' responses to questionnaire items. There were significant differences in the perceived general attitudes of the three groups. There were no significant differences in the perceived general attitudes of the three groups when categorized by levels of age, occupational experience, amount of computer training, and availability of microcomputers. There were no significant differences in hypotheses which tested for differences in the perceived attitudes of the three groups toward utilizing microcomputers for classroom instruction and supportive services.

No description available.

This study investigated the perceptions of public school educators and Federal Government engineers in the Central Florida area to determine their self-perceived current and desired career stages (Dalton, Thompson and Price, 1977). The influences of age, education and tenure variables on these perceptions and on the employee's preference for a technical or managerial career track were also examined. The rationale for the study is based upon findings in the literature which indicate that both occupations are experiencing motivation and retention problems caused by the requirement to leave classrooms or technical engineering positions and enter management ranks in order to gain promotions. Questionnaires were used to collect information on the four career stages (apprentice, colleague, mentor, sponsor), demographic data and career track preferences. The data indicated that a higher percentage of engineers than educators perceived that they work in apprentice and mentor positions in their organizations. Engineers reported a desire to ultimately achieve a mentor position while educators aspired to be colleagues. Older engineers perceived themselves as mentors while educators as a group perceived themselves as colleagues regardless of age. Analyzed by tenure, engineers with 15 or more years experience perceived themselves in a mentor position. Educators perceived themselves as colleagues regardless of their experience after 5 years. Engineers holding a bachelor's or master's degree perceived themselves as working in and desiring higher career stages than did educators with those same credentials. Both educators and engineers who perceived themselves as working in an apprentice or colleague position indicated a preference for a technical career track. Those who perceived themselves as working in a mentor or sponsor position indicated a preference for a managerial career track. It was recommended that additional research on career stages be undertaken in other occupations to determine if similarities exist and that practioners begin to define and include current and desired career stage perceptions in personnel profiles to permit more effective training development and succession planning.