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 and Organisational Psychology / M.B.L.

M.A. / The institutionalisation and rehabilitation of juvenile delinquents has always been a contentious issue, generating much research and differences in opinions. What to do with youngsters who are too young to be criminals and too violent to be youth, remains a complex dilemma in a society where the incidence of juvenile delinquency is increasing by the day. The South African phenomenon of a marginalised generation who readily takes part in criminal behaviour, necessitated the development of a co-ordinated strategy involving formal and informal support groups in the training and development of this group. The establishment of e ,e first Youth Development Centre in Newcastle, named Ekuseni, was initiat ,* by President Nelson Mandela, in response to his concern that the conditions in South African jails are not conducive to transforming and developing young prisoners. The Ekuseni project was aimed at providing young convicted persons with appropriate life skills, education and training, to enable them to pa cipate fully in society. The aim of this study was to develop a psycho-educational programme to facilitate leadership competencies in young prisoners. The leadership programme constitutes one of the development programmes in the holistic rehabilitation model, developed specifically for the Ekuseni project by the Rand Afrikaans University. The leadership programme is aimed at developing various leadership competencies, grounded in leadership competency theory. The competencies included in this study were more specifically based on the research and the development of a unique leadership model for the South African organisational context by Charlton (1993). These concepts were adapted and integrated with theory on juvenile delinquency to develop a leadership program= suitable for South African youth in prison. The first step in the programme was to help students to create a vision for themselves and for the Ekuseni Youth Development Centre, and to take responsibility for attaining that vision. This included a shift from an external to an internal locus of control. Through learned communication skills, e competency to communicate this vision to other prisoners, to enlist them in dedicated action towards a constructive future, was facilitated. The development of conflict management skills as an essential competency for leaders in a youth prison, were facilitated in order for leaders to constructively resolve conflict between prisoners and staff, as well as between prisoners themselves. This is especially necessary in conflict between youth gangs in prison. Trust, earned by leaders through reliable and consistent behaviour is a fourth competency facilitated through IP is programme. Students were taught the art of interpersonal trust, which in turn enabled them to help others and empower themselves. The evaluation of the effectiveness of this programme did not fall nV in the parameters of this study. It is therefore recommended that this study be evaluated in future, before it is implemented in other youth prisons in South Africa.

D.Ed. / The objective of this study is to explore and describe the viewpoints of rural black secondary school principals concerning their leadership responsibilities with regard to the prevention of dropout; to develop strategies for secondary school principals with regard to their leadership role in preventing school dropout and to describe guidelines for the implementation of the strategies

From this investigation it can justly be asked what a leader is and why not all people are leaders. It is clearly evident that some people possess more innate leadership potential than others. It has subsequently been proved that leadership and leadership training is of great value to mankind. In this regard one can refer to Plato, Erasmus and Cawood who, despite living in different eras, all recognized the same crisis in leadership. Each concluded that the leadership crisis of his time could be bridged only by training. Great responsibility, therefore, lies upon the school as primary training centre, and especially the principal. / Educational Studies / M.Ed. (Teacher Education)

A rise in the number of high-profile cases of management failure and leadership misconduct increased the awareness of one of the core challenges of management, namely to lead responsibly and with integrity. The environment which senior managers create and within which middle managers need to function seems to have a direct bearing on the moral behaviour and integrity of the middle manager. The aim of this research was therefore to gain a better understanding of how middle managers view the impact of senior managers on their experience of integrity. There is an increasing need in organisations for responsible leadership, leadership with integrity and leadership towards developing the integrity of the follower. This study was conducted within the interpretive research paradigm. Sampling was directed by criterion-based guidelines, focusing on current middle managers from different industries in the private sector. In-depth interviews were conducted and the data was analysed using a grounded theory method. The main findings indicated that senior managers should engage in two debates with middle managers in the organisation. Firstly, integrity is not something that is demonstrated but rather means that leaders can be differentiated from other leaders when they lead with integrity. Secondly, defining integrity and linking it to personal standards and values, as well as aligning these standards and values to the organisational strategy, vision and mission, are important. The findings of this study can assist senior managers with decreasing unethical behaviour and increasing integrity in the organisation. The research provided a basic framework that can assist in creating a positive context for the viii relationship between senior managers and middle managers within which to function, in order to decrease unethical employee activity and increase integrity. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

A rise in the number of high-profile cases of management failure and leadership misconduct increased the awareness of one of the core challenges of management, namely to lead responsibly and with integrity. The environment which senior managers create and within which middle managers need to function seems to have a direct bearing on the moral behaviour and integrity of the middle manager. The aim of this research was therefore to gain a better understanding of how middle managers view the impact of senior managers on their experience of integrity. There is an increasing need in organisations for responsible leadership, leadership with integrity and leadership towards developing the integrity of the follower. This study was conducted within the interpretive research paradigm. Sampling was directed by criterion-based guidelines, focusing on current middle managers from different industries in the private sector. In-depth interviews were conducted and the data was analysed using a grounded theory method. The main findings indicated that senior managers should engage in two debates with middle managers in the organisation. Firstly, integrity is not something that is demonstrated but rather means that leaders can be differentiated from other leaders when they lead with integrity. Secondly, defining integrity and linking it to personal standards and values, as well as aligning these standards and values to the organisational strategy, vision and mission, are important. The findings of this study can assist senior managers with decreasing unethical behaviour and increasing integrity in the organisation. The research provided a basic framework that can assist in creating a positive context for the viii relationship between senior managers and middle managers within which to function, in order to decrease unethical employee activity and increase integrity. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Underachievement among secondary students in Tanzania is tragic: the failure rate on the national exams after the fourth year is between 65 to 100 percent (Mushi, 2011). The literature affirms that student learning is primarily improved by enhancing quality classroom instruction while the second most impactful strategy is consistent school leadership to ensure that effective practices are utilized in the classroom (Blase & Blase, 2004; Chenoweth & Everhart, 2002; Fink & Markholt, 2011; Leithwood, Louis, Anderson, & Wahlstrom, 2004; Leithwood, Harris, & Strauss, 2010; Marzano, Waters, & McNulty, 2005). Despite the research, the researcher's pilot study revealed that there is currently little or no oversight of classroom instruction in most Tanzanian secondary schools. This paradox yielded two research questions: 1. Can Tanzanian schools leaders improve the quality of classroom instruction in order to enhance student learning and performance by employing systematic, fair, and culturally relevant teacher evaluation techniques? 2. Are the teacher evaluation tools developed for American school systems suitable to serve the Tanzanian school system or must they be adapted into the Tanzanian cultural context? Using a Problem-Based Learning [PBL] method, the researcher field-tested and refined The Curriculum for Training Secondary School Leaders, and a workshop in which it was taught. The workshop and its curriculum provided instruction in Evaluation and Supervision of Classroom Instruction (ESCI) to Tanzanian Head Masters and Mistresses (HMs), or as commonly referred to as principals in America, in an effort to develop their pedagogical leadership skills. During the workshop, HMs refined the American-designed evaluation tools to make them culturally relevant to a Tanzanian context. After attending the six-day intensive ESCI workshop, participants indicated in surveys that they felt capable of providing support and coaching to their teachers and capable of assisting teachers in their efforts to improve their pedagogical skills. The researcher provided additional workshops for teachers and HMs at their school sites to support educators in the implementation of ESCI. Qualitative research demonstrated teachers also had favorable post-workshop reactions to ESCI. Though the implementation of the product and training will be further assessed in 2014, the initial qualitative results from post-workshop surveys strongly confirmed that HMs developed confidence, skill, and competence in employing ESCI, thus increasing the likelihood that HMs would employ ESCI in their own schools in the year to come.

The retirement of community college administrators has led to the creation of leadership development institutes. Yet, few studies exist to understand their comprehensive design, practices, and effectiveness. The purpose of this study was to develop an understanding of, and a framework for, creating and evaluating effective leadership development institutes. The framework was applied to the El Paso Community College’s Leadership Development Academy (EPCC-LDA) to examine how its program aligned with the framework; assess the EPCC-LDA’s success in meeting its own specified goals of creating more skilled leaders; and understand better how EPCC-LDA decisions, practices, program components and forms of evaluation have led to successful outcomes. The research design followed a descriptive, case study format utilizing both qualitative and quantitative data. This study had several major findings. First, El Paso Community College demonstrated how an effective leadership development institute can be created by focusing its design and implementation on processes, core values, and human interaction. Second, the study’s analytic framework was validated through a triangulation of data: research recommendations; EPCC-LDA coordinating committee interviews; and program participant evaluations. Third, El Paso Community College was accomplishing and surpassing its mission of improving employee leadership skills. This study concluded with recommendations for the refinement of its analytic framework, for EPCC-LDA programmatic considerations, and for future studies. By instituting responsive and focused programming that continually meets the needs of the institution, the participants, and leadership in general, leadership development institutes can serve as one effective resource for increasing the flow into the community college leadership pipeline, increasing the skills of those within the pipeline, and improving the pipeline’s outflow of diverse leaders. / text

From this investigation it can justly be asked what a leader is and why not all people are leaders. It is clearly evident that some people possess more innate leadership potential than others. It has subsequently been proved that leadership and leadership training is of great value to mankind. In this regard one can refer to Plato, Erasmus and Cawood who, despite living in different eras, all recognized the same crisis in leadership. Each concluded that the leadership crisis of his time could be bridged only by training. Great responsibility, therefore, lies upon the school as primary training centre, and especially the principal. / Educational Studies / M.Ed. (Teacher Education)

M.Cur. (Professional Nursing) / The nursing service manager in local goverment is confronted by extensive changes in the health care delivery system. The communities need to work towards better health but in turn it ask for competent leadership from the nursing service manager. The nursing service manager is accountable for the nursing component of services in the personal health services and should focus in on quality control, in the preventative and primary health care services. It appears that leadership development of the nursing service manager in the local goverment does not receive the attention that it should. The question that offers leadership manager and if so needs to be asked, is whether local government development programs for the nursing service what is the nature and extent of the program? What is the predominant leadership style that the nursing service manager is using from within the situational leadership theory? What guidelines for a leadership development program for nursing service managers should be formulated? The objectives of this study is to investigate what the nature and extent of leadership development for the nursing service manager in the local government in the Pretoria, Witwatersrand and Vaal triangle is. The second objective is to determine the leadership style of the nursing service manager in the local government in the Pretoria, Witwatersrand and· Vaal triangle. The third objective is to develop guidelines for a leadership development program for nursing service managers in local government from within the framework of the situational leadership theory, based on the results of the study. An explorative, descriptive research design within the context was used to answer to the objectives set for this study. The research methods consist of a interview with a interview guide that was used to determine the nature and extent of leadership development that the nursing service manager receives. Secondly an evaluation was done with the aid of the LEAD-Self and LEADOthers instruments. The situational theory was the Whole Person Theory study. The researcher found that most of the nursing managers are working in the two biggest local governments and the predominant designation is that of chief community health nurse. The nursing service managers have the applicable clinical ability in community health nursing science. The findings are as follows The majority of nursing service managers in this study are working in the two largest local governments. The designation of community health nurse is the most common designation for the nursing service managers. The nursing service manager possesses the appropriate clinical experience in community health nursing. The researcher found that seven (38.9%) of the leaders are busy with formal leadership development by means of further studies, which points to positive motivation. The results show that . leadership development of the service manager does not receive the necessary attention should receive. nursing that it The primary managers are style three. leadership style that most of the nursing service using according to their own perception is that of This style is also known as the style of participation which is high in support and low in direction giving. According to the followers perception, the nursing service manager uses style two as the primary style. This style is both high in support and direction giving and it is also known as the selling style. Guidelines for the development program are set out accordingly curriculum development.