Over the last 5 decades, the retrospective pretest has been used in behavioral science research to battle key threats to the internal validity of posttest-only control-group and pretest-posttest only designs. The purpose of this study was to compare outcome measures resulting from four research design implementations incorporating the retrospective pretest: (a) pre-post-then, (b) pre-post/then, (c) post-then, and (d) post/then. The study analyzed the interaction effect of pretest sensitization and post-intervention survey order on two subjective measures: (a) a control measure not related to the intervention and (b) an experimental measure consistent with the intervention. Validity of subjective measurement outcomes were assessed by correlating resulting to objective performance measurement outcomes. A Situational Leadership® II (SLII) training workshop served as the intervention. The Work Involvement Scale of the self version of the Survey of Management Practices Survey served as the subjective control measure. The Clarification of Goals and Objectives Scale of the self version of the Survey of Management Practices Survey served as the subjective experimental measure. The Effectiveness Scale of the self version of the Leader Behavior Analysis II® served as the objective performance measure. This study detected differences in measurement outcomes from SLII participant responses to an experimental and a control measure. In the case of the experimental measure, differences were found in the magnitude and direction of the validity coefficients. In the case of the control measure, differences were found in the magnitude of the treatment effect between groups. These differences indicate that, for this study, the pre-post-then design produced the most valid results for the experimental measure. For the control measure in this study, the pre-post/then design produced the most valid results. Across both measures, the post/then design produced the least valid results.

M.Cur. (Nursing) / Please refer to full text to view abstract

The purpose of this study was to describe and record the experiences of people of color in a community leadership development program. Selected people of color were asked to describe their experiences as participants in the American Leadership program in Tacoma-Pierce County in the State of Washington. The American Leadership Forum (ALF) is a national leadership development program that is dedicated to joining and strengthening established leaders in order to serve the public good. ALF has 13 chapters throughout the United States, one of which is in Tacoma-Pierce County. Ten graduates of the year-long program were participants in the study, all of whom resided, at the time of the study, in that local community. The participants shared stories of their common experiences. These stories were compared to reveal the similarities and differences among them. While their personal backgrounds, familiarity with leadership theory, and careers revealed considerable differences, common themes emerged from the interview data. The research identified the following themes of their perceptions of the ALF participation: networking, relationships, community commitment, leadership development, personal transformation, family, connectedness over time, diversity, and community impact. The emergent themes reflect the positive perceptions of the participants' experiences, as well as their disappointments and concerns. They also represent the attitudes and opinions that were most deeply impacted by the ALF experience, as evidenced by their stories. The findings suggest community leadership development programs have the ability to: 1) Enhance professional networks and encourage relationship building 2) Empower leaders by developing their leadership capacity 3) Develop the image of a positive, centered self as a significant part of effective leadership. The findings also suggest considerations for the planning of leadership development programs that include: 1) Time for reflection and sharing 2) Relationship building among the participants of color 3) Balancing competing needs for time (i.e., work, involvement in the community, and meeting family obligations) 4) A mentor component 5) A learning environment that acknowledges and draws upon the diverse wealth of knowledge and experiences brought by the participants 6) Time for meaningful dialogue on ethnic and racial diversity. Recommendations for further research on leadership development and ethnic and racial leadership are included. They include intensive studies in leadership development, leadership development programs, and promoting and sustaining diverse communities. / Graduation date: 2004

The purpose of this case study, HRD—Leadership Training for Women on the Lower Rungs of the Organizational Ladder: A Qualitative Study, was to determine the responses of a group of women to a series of classes on leadership development and to perceive what they might have gained from this experience. These classes were modeled after those offered by the Academy for Community Leadership and offered to a group of workers who are not normally slated for this type of training. This study addressed the following research questions: 1. Given completion of an eight-week program introducing leadership skill enhancement opportunities, how did the participants describe this experience? 2. At the conclusion of the training, what types of leadership opportunities did participants express an interest in pursuing? 3. What barriers did participants note that might prevent them from pursuing their interests? 4. What unexpected outcomes emerged from providing the Academy for Community Leadership model of curriculum to women who typically do not have access to it? The participants in the study were Residential Assistants working in a group home setting for an organization that provides residential services for adults with intellectual disabilities/developmental disabilities in east central Indiana. The women in the study did not hold a designated leadership position. Through a series of eight two-hour classes the participants were introduced to various topics related to leadership such as leadership styles, teambuilding, workplace diversity, problem solving, communication and action plan development. The data collection methods included a weekly evaluation, journaling, non-participant observation and a post-session interview. The results revealed that the participants had increased their self confidence, and they felt better prepared to do their current job. They expressed aspirations to continue their education as well as to seek promotions. They came to understand the qualities of leadership that they already possessed as well as areas for improvement. The results of this qualitative study suggest that leadership training should be offered to groups such as CNAs, direct support professionals and others on the lower rungs of the organizational ladder who are not typically offered this type of training. / Department of Educational Studies

There is a great need for qualified MBL and MBA graduates in South Africa to support and maintain the current growth rate that the economy is experiencing. Diligent effort is required to ensure that the locally acquired MBA/MBL qualifications remain on par with international qualifications. As an initial step to ensure high standards, the Council for Higher Education (CHE) did accreditation evaluations and only 18 MBA courses are now accredited. Admission criteria for the MBA/MBL is one of the minimum standards being assessed as part of the accreditation process conducted by the CHE. / Department of Industrial & Organisational Psychology / M.B.L.

Thesis (DTh)--Stellenbosch University, 2002 / ENGLISH ABSTRACT: This study is an appraisal of the training program of Veritas College as an answer to the training need of the untrained church leaders in Sub Saharan Africa, focusing on the country of Malawi. Partly as a result of the impact of the Church Growth Movement the number of churches in Africa has increased significantly during the last decade. These achievements have created a major training problem. Theological training institutions have been unable to cope with the massive influx of church leaders. Despite remarkable efforts by them, new methods of theological training have had to be developed in order to fulfil the training needs of Africa. The situation in Africa has changed due to many political and historical developments, creating a need for Christians to be trained in how to impact their context. There is a new environment and challenge for theological education in Africa today. Ideally, theological education should develop all levels of Christian leadership, so that leaders become devoted, effective and knowledgeable workers of God. The Church has always tried to provide theological training for these workers, and has created various educational models. Formal and non-formal education are important modes of training, and form, together with the church, an important triangle in the provision of learning services for the body of Christ. Formal as well as non-formal theological training models, however, have various weaknesses, including a tendency to dominate from the top; a fixed curriculum out of context; an over-emphasis on a content approach; the inaccessibility of training for the untrained church leader; the inaffordability of training for the really poor untrained church leaders in Sub Saharan Africa. This creates a need for change in theological training today. Principles for an appropriate theological education for Sub SaharancAfrica should include i) the development of local church leadership within the context, for the context; ii) a holistic approach to theological education; iii) a focus on character formation in leadership training; iv) training in the context of the local congregation; v) the equipping all levels of church leadership; vi) training to practise theology; and vii) the provision of 'basic theological training'. The training model proposed by Veritas College has an education philosophy called "Integrated Leadership Development" (ILD). This training model is integrated into the functioning of the local congregation and the life of the trainee. ILD also promotes an integrated theological practice, where the trainee is taught how to practise theology. Veritas' training program is built around the basic skills of how to do understand, apply and communicate the Bible. An appraisal is done of the training program of Veritas College as presented in the Synod of Nkhoma of the Church of Central Africa, Presbyterian (CCAP) in Malawi. From the perspective of the unique training context of Malawi and the CCAP, the development of this program is described and evaluated in the light of the training needs of Sub Saharan Africa. The potential of the Veritas training model to contribute to the training need of Sub Saharan Africa is evaluated. The model has the ability to i) present technical theological training for a semi-literate church leadership; ii) implement basic theological training for church leaders in the local congregation; iii) offer a theological training program not bound to many theoretical books; iv) help semi-literate church leaders to make use of the only piece of literature they possess, namely the Bible; and v) to teach the illiterate through an oral medium. It would indeed appear that Veritas is able to make a positive contribution to the training needs of Sub Saharan Africa. / AFRIKAANSE OPSOMMING: Hierdie studie beoordeel die opleidingsmodel van Veritas College as 'n antwoord op die opleidingsnood van die onopgeleide kerkleiers in Sub Sahara Afrika, met die fokus op Malawi. Gedeeltelik as gevolg van die Kerkgroei Beweging was daar gedurende die laaste dekade 'n aansienlike groei in die aantal kerke in Afrika. Dit het gelei tot 'n geweldige opleidingskrisis. Teologiese opleidingsinstansies kon net nie voldoen in die aanvraag vir opleiding in die steeds toenemende kerkleierskap nie. Ten spyte van noemenswaardige pogings om in hierdie behoefte te voldoen, was daar 'n besef dat nuwe metodes ontwikkel sou moes word om in die nuwe opleidingsbehoeftes van Sub Sahara Afrika te voldoen. Verder vra die benarde sosio-ekonomiese konteks in Sub Sahara Afrika dat gelowiges toegerus word om iets aan hulle konteks te doen. Teologiese opleiding moet daarna streef om aile vlakke van Christelike leierskap te ontwikkel tot toegewyde, effektiewe en ingeligde werkers van God. Die kerk het nog altyd probeer om in die behoefte vir opleiding van hierdie werkers te voorsien deur in 'n verskeidenheid van opleidingsmodelle te voorsien. Formele en informele onderrig vorm saam met die kerk 'n belangrike driehoek in die voorsiening van opleidingsdienste vir die liggaam van Christus. Formele en informele teologiese opleidingsmodelle toon verskeie tekortkominge, insluitend 'n geneigdheid om voor te skryf van bo af; 'n vasgestelde kurrikulum wat nie konteksgetrou is nie; die ontoeganklikheid van opleiding aan die onopgeleide kerkleier; en duur opleiding vir die arm kerkleiers in Sub Sahara Afrika. Dit alles skep die behoefte aan 'n nuwe benadering in teologiese opleiding vandag. Sekere beginsels word voorgestel vir 'n toepaslike teologiese opleiding in Sub Sahara Afrika vandag, insluitend i) die ontwikkeling van plaaslike kerkleierskap binne die konteks, vir die konteks; ii) 'n omvattende benadering tot teologiese opleiding; iii) 'n fokus op karakterontwikkeling in leierskapsopleiding; iv) opleiding binne die konteks van die plaaslike gemeente; v) die toerusting van aile vlakke van kerkleierskap; vi) opleiding om teologie te kan beoefen; en vii) die voorsiening van 'n 'basiese teologiese opleiding.' Die opleidingsmodel wat Veritas College aanbied se opleidingsfilosofie word saamgevat as "Geinteqreerde Leierskaps Ontwikkeling"'(GLO). Hierdie opleidingsmodel is qemteqreer in die funksionering van die plaaslike gemeente en die lewe van die opgeleide persoon. GLO bied ook 'n qeinteqreerde teoloqiese praktyk aan, waar die student geleer word hoe om teologie te beoefen. Veritas se opleidingsprogram is ontwikkel rondom die basiese vaardighede hoe om die Bybel te interpreteer toe te pas en aan te wend vir effektiewe kommunikasie. Binne die konteks van die Nkhoma Sinode van die Church of Central Africa, Presbyterian (CCAP) in Malawi vertoon die opleidingsprogram van die Veritas College potensiaal. Dit het die verrnoe om i) 'n tegniese teologiese opleiding aan te bied op die bevatlikheidsvlak van die laaggeskoolde kerkleierskap; ii) 'n basiese teologiese opleidingsprogram vir die kerkleiers binne 'n plaaslike gemeente te implementeer; iii) 'n opleidingsprogram wat nie gebind is aan baie handboeke vir die aanbieding van opleiding vir laaggeletterde kerkleiers; iv) laaggeskoolde kerkleiers te help om die enigste boek in hul besit, die Bybel, beter aan te wend; en v) om die ongeletterders mondelings te onderrig. Dit Iyk dus inderdaad of Veritas wei 'n bydrae kan lewer tot die opleiding van die baie onopgeleide kerkleiers in Sub Sahara Afrika.

Thesis (PhD)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: Municipalities are entrusted with the responsibility of providing sustainable social services to local communities. Issues of capacity to facilitate the delivery of such services feature prominently in these municipalities where a number of communities have expressed their frustration and even anger at the slow pace of delivery of services, or the absence of such service delivery. The reported failure by senior municipal managers to facilitate the delivery of the needed services to communities motivated this investigation. In particular, the possible contribution of leadership learning in the developmental needs of senior managers in the Bushbuckridge Local Municipality was focused upon. The main knowledge claim in this study is that the proven lack of competencies and skills of senior municipal managers have much to do with the weak delivery of acceptable services to communities. Consequently, the study indicated the need to identify the developmental needs of senior municipal managers from a leadership learning perspective and to implement developmental interventions to possibly address such needs. The study was conducted in four phases. First, a number of pre-planning leadership learning questions were formulated, which were determined through document analyses and developing theoretical perspectives from review of relevant literature. Next, a needs assessment among senior managers was conducted. This phase was followed by the implementation of a planned intervention based on leadership learning principles. Finally, the potential success of the intervention was evaluated. The study revealed that although the municipality of Bushbuckridge has an acceptable policy framework that supports leadership learning, the leadership competencies and skills required for senior managers to facilitate delivery of municipal services to communities were lacking. The leadership intervention in this study had limited success due to systemic instabilities within the particular municipal system. The study showed that systemic stability appears to be essential for productive leadership development. It also showed that financial investment in leadership development or developmental interventions may contribute less to enhancing the performance of senior managers if a municipality lacks systemic stability. Given the reported large-scale systemic instability within local municipalities countrywide in South Africa, the results of this study indicate that capacity development initiatives are destined for failure if systemic issues are not addressed first. / AFRIKAANSE OPSOMMING: Munisipaliteite is daarvoor verantwoordelik om volhoubare maatskaplike dienste aan plaaslike gemeenskappe te verskaf. Kwessies rakende die vermoë om sulke dienste te fasiliteer speel ʼn belangrike rol in munisipaliteite waar ʼn aantal gemeenskappe uitdrukking gegee het aan hul frustrasie en selfs woede oor die stadige pas waarteen dienste gelewer word of die afwesigheid van sulke dienslewering. Die gerapporteerde onvermoë van senior munisipale bestuurders om die vereiste dienste aan gemeenskappe te lewer het hierdie ondersoek gemotiveer. In die besonder is die kollig geplaas op die moontlike bydrae van leierskapleer in die ontwikkelingsbehoeftes van seniorbestuurders in die plaaslike munisipaliteit van Bosbokrand. Die belangrikste kennisaanspraak in hierdie studie is dat die bewese gebrek aan bevoegdhede en vaardighede van senior munisipale bestuurders grootliks toegeskryf kan word aan die swak lewering van aanvaarbare dienste aan gemeenskappe. Die studie het aangetoon dat daar ʼn behoefte bestaan om die ontwikkelingsbehoeftes van senior munisipale bestuurders vanuit die perspektief van leierskapsleer te identifiseer en om ontwikkelingsintervensies te implementeer om moontlik sulke behoeftes aan te spreek. Die studie is in vier fases uitgevoer. Eerstens is ʼn aantal voorafbeplanningsvrae rakende leierskapsleer geformuleer. Hierdie vrae is deur dokumentanalise en die ontwikkeling van teoretiese perspektiewe van ʼn tersaaklike literatuuroorsig gegenereer. Daarna is ʼn behoeftebepaling onder seniorbestuurders gedoen. Hierdie fase is gevolg deur die implementering van ʼn beplande intervensie gebaseer op leierskapsleerbeginsels. Laastens is die potensiële sukses van die intervensie geëvalueer. Die studie het aan die lig gebring dat alhoewel die munisipaliteit van Bosbokrand ʼn aanvaarbare beleidsraamwerk het wat leierskapsleer ondersteun, die vereiste leierskapsbevoegdehede en -vaardighede vir seniorbestuurders om die lewering van munisipale dienste aan gemeenskappe te fasiliteer ontbreek het. Die sukses van die leierskapsintervensie in hierdie studie was beperk vanweë sistemiese onstabiliteit in die besondere munisipale stelsel. In die studie is daar aangetoon dat sistemiese stabiliteit noodsaaklik is vir produktiewe leierskapsontwikkeling en verder dat geldelike investering in leierskapsontwikkeling of ontwikkelingsintervensies waarskynlik minder tot die verbetering van senior bestuurders se prestasie sal bydra as sistemiese stabiliteit in ʼn munisipaliteit ontbreek. In die lig van die gerapporteerde grootskaalse sistemiese onstabiliteit in plaaslike munisipaliteite in Suid-Afrika dui die bevindinge van hierdie studie aan dat inisiatiewe vir die ontwikkeling van kapasiteit sal misluk as sistemiese vraagstukke nie eers aangepak word nie.

Thesis (PhD)--Stellenbosch, 2015. / ENGLISH ABSTRACT: The South African public technical and vocational education and training (TVET) colleges have experienced considerable change in the past 20 years. Recently, these colleges have become the focal point of education and training, ever since the publication of the Green Paper on Post-School Education and Training in 2012, transferring the colleges to the higher education and training system. These colleges are expected to increase their enrolments from 650 000 to 2.5 million by 2030. Leaders in these institutions have been faced with constant challenges in a rapidly changing environment. It has been internationally acknowledged that in order for leaders at all levels of vocational education and training institutions to be capable of and effective in transforming their institutions, leadership development is essential. Even though a leadership development programme was advocated in the Green Paper on Further Education and Training in South Africa (RSA, 2012), this training was not mentioned specifically in the subsequent White Paper (RSA, 2014). This lack of leadership development prioritisation of leaders in this sector differs from governments in other countries where customised leadership development in this complex sector has not only been prioritised but has become a matter of urgency. The purpose of this study was thus to develop a leadership development curriculum framework specifically for leaders, present and future, of public TVET colleges in South Africa. These colleges have also been examined as activity systems with their cultural and historical influences, according to Engeström’s (1987) version of activity theory. Through interactive qualitative analysis (IQA), an interpretive methodology grounded in systems theory (Northcutt & McCoy, 2004) which uses an interpretive approach by means of focus group and individual interviews with different constituency populations, an attempt was made to gain an understanding of what challenges these college leaders face and what knowledge, skills, attributes and attitudes they may need to achieve the mandate of the White Paper (RSA, 2014). / AFRIKAANSE OPSOMMING: Die openbare tegniese en beroepsgerigte onderwys-en-opleidingskolleges in Suid-Afrika het die afgelope 20 jaar groot veranderings ervaar. Hierdie kolleges het onlangs die hoof-fokuspunt van onderwys en opleiding geword vandat die Groenskrif vir Na-skoolse Onderwys en Opleiding in 2012 gepubliseer is, wat die kolleges verskuif het na die hoër onderwys-en-opleidingstelsel met die verwagting om teen 2030 inskrywings van 650 000 tot 2.5 miljoen te vermeerder. Leiers in hierdie instellings ondervind voortdurende uitdagings in ’n vinnig-veranderende omgewing. Daar word internasionaal erken dat om leiers op alle vlakke by beroepsgerigte onderwys-en-opleidingsinstellings in staat te stel om hierdie instellings effektief te transformeer, leierskapontwikkeling essensieel is. Al word leierskapontwikkeling in die Groenskrif vir Na-skoolse Onderwys en Opleiding voorgestel, word daar nie vir hierdie opleiding in die daaropvolgende Witskrif (2014) voorsiening gemaak nie, wat verskil van die optrede van regerings in ander lande wat leierskapsontwikkeling in hierdie komplekse sektor prioritiseer. Gepaste leierskapskwalifikasies en -programme is oral ter wêreld vir leiers in dié sektor beskikbaar, maar nie in Suid-Afrika nie. Hierdie kolleges is ook as aktiwiteitstelsels ondersoek en daardeur is ’n analise van die kulturele en historiese invloede gemaak volgens Engeström (1987) se weergawe van Aktiwiteitsteorie. Die doel van hierdie studie was dus om ’n leierskapkurrikulumraamwerk vir huidige en toekomstige leiers van openbare tegniese en beroepsgerigte onderwys-en-opleidingskolleges in Suid-Afrika te ontwikkel. Deur interaktiewe kwalitatiewe analise, ’n interpretatiewe metodologie wat sy basis in stelselsteorie het (Northcutt & McCoy, 2004) en wat ’n interpretatiewe benadering toepas, is daar gepoog om deur middel van fokusgroep- en individuele onderhoude vas te stel wat leiers in die sektor glo in so ’n kurrikulumraamwerk ingesluit moet word, sodat die mandaat van die Witskrif (RSA, 2014) uitgeoefen kan word.

The purpose of this case study was to describe and further understand how faculty are being prepared and developed to teach web-based courses at a college in Florida. The study examined practices used by the college in preparing their faculty to teach online. Faculty preparation and development were defined as any activity which expands knowledge about how to teach web-based courses. Broward College was chosen as the site of study. Utilizing the qualitative case study approach, the researcher collected and analyzed data during the Fall 2009 academic semester. Data collection methods included interviews, observations of faculty development workshops as well as online classrooms, and document analysis. The study revealed Broward College's method of preparing faculty to teach online. Faculty are prepared to teach online through the Instructional Technology Department. This method focuses heavily on professional development workshops that directly correlate with the types of online classes offered at the college. Faculty are also prepared to teach online through the use of consultants, known as e-associates, as well as other follow-up support. This was an educational leadership study that focused on preparing faculty to teach online. Florida's community colleges are becoming baccalaureate degree-granting colleges, and as enrollments increase, so will the demand for online classes. In turn, college faculty need to be prepared to teach online. This study emphasizes the importance of leadership, administration, and support needed in order to successfully prepare faculty to teach online. / by Stephanie Arsht. / Thesis (Ph.D.)--Florida Atlantic University, 2011. / Includes bibliography.

published_or_final_version / abstract / toc / Education / Master / Master of Education