A stress management intervention was developed and integrated into the services provided by one of the nation's largest outplacement consultants. The purpose of the intervention was to aid outplacement clients in the management and resolution of stress associated with job loss and career transition. Based on the results of this study, the intervention had the effect of helping treatment participants maintain their levels of effective coping when compared to nonparticipants. This study supports the hypothesis that stress management training can be helpful for unemployed individuals and may impact their emotional well-being as they go through the job search process.

Thesis (PhD (Education )--University of Stellenbosch, 2003. / 355 leaves printed on single pages, preliminary pages i- xxiii and numbered pages 1-330. Includes bibliography and list of tables. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner. / ENGLISH ABSTRACT: The sporting environment in South Africa started changing drastically when professional sport increasingly became a reality after years of sporting isolation. As a result of these changes new career opportunities opened up because professionals were required to manage professional sport. These new professional sporting organisations are modelled on economically active businesses that require managers at all levels. Training institutions soon started offering programmes to train these so-called sports managers. Although there are specialists working in the sporting environment, the generic term "sports manager" is used to identify these individuals. The appropriate and sustainable training of sports managers forms the nucleus of the research in this study. Training programmes for sports managers are mostly offered at departments of human movement studies or sports science. This tended to create the impression that these training programmes are merely adapted human movement studies programmes that do not necessarily make provision for the professional sports management industry. The main purpose of this study was to design a curriculum framework for sport management training that is not only practice-oriented, but that also ensures sustainable programmes. To realise this, both an international and a national historical perspective on sport management training were researched. A description of a theoretical curriculum model with specific reference to current trends in education in South Africa was given. Furthermore it endeavoured to establish, from within the sporting industry, the knowledge and skills that are required for a career in sports management. From this information an attempt was made to suggest a curriculum framework so that appropriate and sustainable sports management training programmes can be offered. From a historical survey it became evident that sports management training programmes are in a relatively early development phase. An analysis of international programmes revealed that these programmes focus mainly on the economic and management activities in sports management organisations. Few instances were found where human movement studies constituted a prominent part of the contents of the programmes. However, the opposite was found to be true when South African programmes were reviewed. The majority of these programmes include components of human movement studies/sport science in their contents. Some of the programmes focus specifically on human movement studies/sport science and merely offer introductory modules on aspects of sports management. This study indicates the necessity for sports management training programmes in higher education to fit into specific structures in the South African education framework. New developments centred around the South African Qualifications Authority, the Higher Education Board and more specifically the National Qualifications Framework have been researched and applied to sports management training programmes. To place this study within the perspective of curriculum development, various models and methods of curriculum evaluation were explored. As a result of this a synoptic list was compiled to which sports management programmes may be required to comply. As part of the study a questionnaire review was conducted to indicate sports managers' knowledge and skills requirements in three levels of management. Guidelines were derived from this for generic contents of sports management programmes. It was also indicated that specialist functions exist within the sports management industry and that this phenomenon cannot merely be ignored by academic institutions when curricula are designed. These findings were used to suggest a possible framework for sports management curricula. In the light of a changing environment in South Africa and the development of the professional sports management industry, it is necessary that this framework should continuously be supplemented in a dynamic sporting environment. / AFRIKAANSE OPSOMMING: Die sportbedryf het in Suid-Afrika drasties begin verander toe beroepsport na jare van sportisolasie toenemend 'n werklikheid geword het. Uit hierdie veranderinge het daar nuwe beroepsmoontlikhede ontstaan deurdat professionele persone nodig was om professionele sport te bestuur. Hierdie nuwe professionele sportorganisasies is op die lees van ekonomies-aktiewe besighede geskoei wat beteken dat bestuurders op aile vlakke benodig is. Opleidingsinstellings het spoedig begin om programme aan te bied vir die opleiding van hierdie sogenaamde sportbestuurders. Alhoewel daar 'n verskeidenheid spesialiste in die sportomgewing werk, word die generiese term "sportbestuurder" gebruik om hierdie persone te identifiseer. Die toepaslike en volhoubare opleiding van sportbestuurders vorm die kern van ondersoek in hierdie studie. Opleidingsprogramme vir sportbestuuropleiding word meestal in departemente van menslike bewegingskunde of sportwetenskap aangebied, wat die vermoede laat ontstaan het dat hierdie programme slegs aangepaste menslike bewegingskundeprogramme is en nie noodwendig vir die volle spektrum van behoeftes van die professionele sportbestuurbedryf voorsiening maak nie. Die hoofdoel van hierdie studie was die daarstelling van 'n kurrikulumraamwerk vir sportbestuuropleiding wat nie net praktykgerig is nie, maar ook die volhoubaarheid van hierdie programme verseker. Om dit te verwesenlik, is daar gepoog om 'n internasionale en nasionale historiese perspektief oor sportbestuuropleiding daar te stel. 'n Teoretiese kurrikulummodel is beskryf met spesifieke verwysing na huidige onderwystendense in Suid-Afrika. Vervolgens is gepoog om vanuit die sportbedryf te bepaal wat die kennis- en vaardigheidsvereistes is wat die sportbestuurberoep aan individue stel. Uit hierdie gegewens is gepoog om 'n kurrikulumraamwerk te ontwerp ten einde 'n bydrae te maak tot die volhoubare en toepaslike voorsiening van sportbestuuropleiding. Uit 'n historiese oorsig het dit geblyk dat sportbestuuropleidingsprogramme in 'n relatief vroeë ontwikkelingsfase verkeer. Wat uit die ontleding van internasionale programme duidelik geblyk het, is dat hierdie programme veral op die ekonomiese en bestuursaktiwiteite van sportbestuurorganisasies gefokus is. Min gevalle is aangetref waar menslike bewegingskunde 'n prominente deel van die programinhoud uitmaak. Daar is egter bevind dat die teendeel grootliks waar is van programme in Suid-Afrika. Die meerderheid van die programme het wel komponente van menslike bewegingskunde/sportwetenskap as deel van die inhoud. Sommige programme fokus spesifiek op menslike bewegingskunde/sportwetenskap en bied sportbestuuraspekte slegs as inleidende modules aan. Die studie toon aan dat dit noodsaaklik is om sportbestuuropleidingsprogramme in hoër onderwys binne spesifieke strukture in die Suid-Afrikaanse opvoedingsraamwerk in te pas. Ontwikkelinge rondom die Suid-Afrikaanse Kwalifikasie-owerheid, die Hoër Onderwysraad en meer spesifiek die Nasionale Kwalifikasieraamwerk is ondersoek in die lig van moontlike toepassings op sportbestuurprogramme. Om die studie binne die perspektief van kurrikulumontwikkeling te plaas, is ondersoek ingestel na verskillende modelle en metodes van kurrikulumevaluering. Hieruit is 'n oorsiglys waaraan sportbestuurprogramme moontlik beoordeel kan word, saamgestel. 'n Vraelysondersoek is benut ten einde kennis- en vaardigheidsvereistes van sportbestuurders op drie bestuursvlakke aan te toon. Riglyne ten opsigte van generiese inhoude vir sportbestuurprogramme is hieruit verkry. Daar is ook aangetoon dat spesialisfunksies binne die sportbestuurbedryf bestaan en dat hierdie verskynsel tydens kurrikulumontwerp nie sonder meer deur akademiese instellings geignoreer kan word nie. Hierdie bevindinge is gebruik om 'n moontlike raamwerk vir sportbestuurkurrikula voor te stel. In die lig van 'n veranderende samelewing in Suid-Afrika en die ontwikkeling van die professionele sportbestuurbedryf is dit noodsaaklik dat hierdie raamwerk in 'n dinamiese sportomgewing voortdurend aangevul word.

This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.

This dissertation studies the outcomes that higher education courses and seminars in stress management have on the stress levels of pastors. It identifies stress level differences between a sample of pastors who have and who have not been trained in stress management. The instrument that was used to assess the levels of stress was the Maslach Burnout Inventory. The Inventory is a twenty-two item dual-rating instrument that measures the frequency and intensity of three aspects of the burnout syndrome: emotional exhaustion, depersonalization, and a lack of personal accomplishment. Demographic questions were used to determine the respondents' sex, age, education, and experience in the clergy. These questions were asked for descriptive purposes only. In addition, questions were asked that would determine whether or not the pastors had had stress management training.

Depuis plusieurs années le système éducatif français peine à remplir sa mission auprès de tous les élèves. En outre, les comportements indisciplinés de ces derniers en classe viennent contrarier la tâche des enseignants et par conséquent la réussite scolaire des élèves. En l’absence de données sur la gestion par les enseignants de l’indiscipline des élèves en classe à l’île de La Réunion, cette recherche qualitative descriptive interroge, après les vagues successives de plans de lutte ministériels contre les comportements déviants à l’école initiée il y a plus de 20 ans, la place accordée au domaine de la gestion de classe dans le système éducatif français. Cette recherche vise à documenter : 1- le comportement des collégiens en classe ; 2- les connaissances et les pratiques de gestion de classe des enseignants ; et 3- leurs représentations quant à leur formation dans ce domaine. L’échantillon est composé de 47 enseignants de collège de Réseau d’Éducation Prioritaire renforcée (REP+) de La Réunion. Les résultats de cette recherche montrent l’ampleur du phénomène d’indiscipline dans certaines classes et semblent indiquer chez les enseignants, indépendamment de leur âge, de leur sexe et de leur ancienneté, un manque de connaissances au regard du phénomène d’indiscipline scolaire et des pratiques efficaces de gestion de classe. L’analyse des données suggère que ces lacunes s’expliquent entre autres par une formation insuffisante dans le domaine de la gestion de classe. Si cette recherche souligne l’importance majeure de la gestion de classe dans l’exercice du métier d’enseignant, elle invite également la communauté scientifique française à investir ce thème de recherche peu étudié en France et pourtant constitutif des sciences de l’éducation. / For several years, the French school system has shown some dysfunctions and has struggled to follow its school mission in instructing and educating all its students. Moreover, middle school students’ behavioural problems in class tend to interfere with teachers’ teaching task and as a consequence they tend to obstruct students’ success at school. This research takes place after the last 20 years of successive waves of plans undertaken from the French Ministry of education to address inappropriate behaviours at school. Since there is a lack of data in Reunion Island about teachers’ skills in dealing with students’ inappropriate behaviour in class, this descriptive and qualitative doctoral thesis questions the place given to classroom management in the French school system. This research aims at documenting: 1- middle school students’ behaviour in class; 2- teachers’ theoretical knowledge and practices in classroom management; 3- teachers’ representations pertaining to their training in classroom management. The sample ofrespondents includes 47 teachers in French public middle schools part of the Priority Education Network in Reunion Island. Results show the extent of the phenomenon of behavioural problems in some classes and seem to indicate a lack of teachers’ skills and teachers’ knowledge in classroom management regardless of their age, their gender and their length of service. The data analysis also indicates that one of the possible reasons for these results could be a lack of reservice and in-service teachers’ training in classroom management. This research joints to the fact that classroom management is a crucial part of the teaching profession. It also invites the French scientific community to invest the theme of classroom management since this theme is currently barely studied in France.

Made available in DSpace on 2016-04-04T18:29:36Z (GMT). No. of bitstreams: 1 TESE COMPLETA-Doutorado - Helga Heinhold.pdf: 656998 bytes, checksum: 55856193ed283c9bad64a87f71d5e9b0 (MD5) Previous issue date: 2004-12-10 / A sample of 28 female elementary school teachers was investigated regarding interaction of stress, burnout and meaning of life and effectiveness of two types of training to reduce excessive stress. As measurements were used the Invent?rio de Sintomas de Stress de Lipp (ISSL), the Maslach Burnout Inventory (MBI) and Lukas Logo-Test. 64.3% of the teachers were diagnosed with stress, mainly in the resistance phase, 35.7 had burnout and 10.7, tendency towards burnout. There were more teachers with stress among those with less perception of meaning. There was significant correlation between stress level and married or divorced teachers. The sample was divided into two groups and submitted to two different types of stress management courses: one with cognitive-behavioral approach only and the other including techniques to search meaning based on Frankl s logotherapy. After the training course the group with cognitive-behavioral approach had significantly better results than the group with inclusion of logotherapeutic approach regarding stress and burnout reduction and better meaning fulfillment. This difference in results may be due to different characteristics of the participants: the group with cognitive-behavioral approach only was significantly older and had longer work experience than the logotherapeutic oriented group; in addition, before training procedures, the group with exclusively cognitive-behavioral approach revealed a higher degree of stress than the logotherapeutic oriented group. / Foi estudada uma amostra de 28 professoras do ensino fundamental quanto ? intera??o entre stress, burnout e sentido e quanto ? efic?cia de dois tipos de treinamento para redu??o do stress excessivo. Utilizou-se como instrumentos de aferi??o o Invent?rio de Sintomas de Stress de Lipp (ISSL), o Maslach Burnout Inventory (MBI) e o Logo-Test de Lukas. 64,3% das professoras apresentaram stress, predominantemente na fase de resist?ncia, 35,7% revelaram burnout e 10,7%, tend?ncia ao burnout. Houve maior freq??ncia de professoras com stress entre aquelas com menor percep??o de sentido. Foi constatada correla??o significativa entre n?vel de stress e professoras casadas/separadas. A amostra dividida em dois grupos recebeu dois tipos diferentes de treinamento para gerenciamento de stress: um somente com abordagem cognitivo-comportamental, e outro com inclus?o de estrat?gias de busca de sentido da logoterapia de Frankl. Ap?s o treinamento, o grupo com abordagem exclusivamente cognitivo-comportamental apresentou resultado significativamente melhor do que o grupo com inclus?o da abordagem logoter?pica quanto ? redu??o de stress e burnout e melhor realiza??o de sentido. A diferen?a nos resultados pode ser atribu?da a caracter?sticas diferentes das participantes: o grupo que recebeu abordagem com sentido teve idade e tempo de servi?o significativamente superiores ao grupo sem abordagem de sentido; al?m disso, o grupo com abordagem somente cognitivo-comportamental apresentou grau de stress inicial mais elevado em rela??o ao grupo que foi submetido ? abordagem com sentido.

The problem of this study was to determine training priorities as mandated by the Texas Legislature on the CORE Curriculum for Management and Leadership Development and their implications for Texas public school principals. Purposes of the study were to validate an instrument for assessing principals' training needs, to provide data for planning and delivering training for principals, to provide results to staff developers, and to develop a profile of similarities and differences in the perceptions of principals and their superordinates.

Abstract Porsfelt, Dan (2001) Management trainee – Möten med förhinder. Written in Swedish with an English summary. ISSN: 1402 – 1544, ISRN: LTU - DT - - 01/24 - - SE, Institutionen för Arbetsveten-skap, Luleå Tekniska Universitet 2001:24. This doctoral thesis in Human Work Science is a study of the participants in a management trainee program, carried out in a large Swedish company in 1997-1998. The aim of the thesis is to formulate theory around the complexity of a secondary socialisation process where organ-isational culture is externalised and internalised and individual self-identities of leaders-to-be in organisations are developed. The thesis is based on an ethnographic description of the entry of six newly graduated economists into an organisation, called ‘Distro’, and their encounters with existing organisational cultures. The data material has mainly been gathered through par-ticipant observation in the everyday life in the organisation, but also in events outside the or-ganisational frame. An official pan-organisational culture with its related stories, cultures of the shop-floor and a managerial culture in the regional organisation are described, as well as the development of the self-identities of the management trainees in relation to these cultures. The partiality of the internalisation of the different organisational cultures and the conscious acting in contrast to aspects of the internalised managerial culture is emphasised and the great complexity of the transition- and socialisation processes in the specific case is pointed at. This complexity is most likely to exist also in similar cases. The complexity is understood as a room of differences or room of relations. A number of circumstances, demands, structures, possi-bilities, values and practices in relation to one another constructs a sort of zone for reflection and as a consequence also development, movement and action. This zone is labelled interspace. Interspace is thus, a theme that, in different forms, can be found in the previous descriptive chapters of the thesis. The interspace simultaneously makes learning and development of both individual and, in the end, the organisation, possible as it may hinder the individual objective career or that of a group. It is, as a consequence, important for individual or groups finding themselves in the interspace to try to manage the impression that the interspace does not exist. Management trainee programs as a social phenomenon is, finally, seen as an aspect of a pro-fessionalisation process on the work place level, and as a modern institution colliding with post-modern values in the elite groups normally recruited to such programs. Keywords: socialisation, internalisation, organisational culture, micro culture, subculture, leadership, management, trainee, management training, management learning, transition, self-identity, pro-fessionalisation Dan Porsfelt, School of Social Sciences, Växjö University, SE-351 95 VÄXJÖ, Sweden. E-mail: Dan.Porsfelt@svi.vxu.se

Syfte: Syftet är att skapa en ökad förståelse för hur offentliga verksamheter i mindre kommuner uppfattar och hanterar utmaningarna vid chefsrekrytering samt vad som ligger till grund för hur de hanterar det. Metodik: En tvärsnittsstudie på offentlig sektor i Kalmar Län har använts som forskningsstrategi med en induktiv ansats. Genom en kvalitativ metod med åtta semi-strukturerade intervjuer har vi producerat fram data. Slutsats: Studien har visat att offentliga verksamheter i mindre kommuner upplever ett problem i att finna lämpliga kandidater till chefstjänster, men ser inte det som krisartat. För att hantera rekryteringssvårigheterna utnyttjar offentliga verksamheter i mindre kommuner både operativa och strategiska åtgärderna. Operativa åtgärder som används är exempelvis förlängning av annons och informell rekryteringsmetod. De strategiska åtgärderna är exempelvis det ledarförsörjningsprogram som både kommun och landsting har samt genom att arbeta med Employer Branding. Det framgår också att offentliga verksamheter i mindre kommuner hanterar svårigheterna både genom att ta hand om det synliga problemet och de faktorer som gett upphov till problematiken. De bakomliggande orsakerna till verksamheternas hanterande styrs av informella och formella krafter. Olika påtryckningar gör att de blir begränsat flexibla och offentliga verksamheter i mindre kommuner imiterar varandra för att upprätthålla sin legitimitet. / Purpose: The purpose of this study is to gain greater understanding of how the public sector in smaller communities perceive and handle difficulties in recruiting executives and what they base their chosen approach on. Methodoly: Using an inductive approach, a survey study was performed on the public sector of Kalmar Län. A qualitative method was used to collect data, by conducting eight semi-structured interviews with executives in public sector organizations. Conclusion: The study has shown that public sector in smaller communities perceives a problem finding relevant candidates for executive positions, but they do not see it as a crisis. To handle the difficulties in finding relevant applicants they use operative and strategic actions. Operative actions include for example extending the ad and using the informal recruitment method. The strategic actions involves for example the talent management programs and by working with employer branding. The public sector in smaller communities is taking actions to handle the problem they perceive and also to handle the underlying factors that led to the problem. The way they handle the problem is based on formal and informal forces. Different forces prevent flexibility and the public sector in smaller communities imitates each other to maintain their legitimacy.

Šis darbas nagrinėja Austrijos ir Lietuvos valstybės tarnautojų mokymo sistemas ir jų raidą Europos Sąjungos lygmeniu siekiamų tikslų atžvilgiu. Lietuvos valstybės tarnautojų mokymo sistema yra palyginama su valstybės tarnautojų mokymo sistema Austrijoje, kaip gilesnę demokratinio viešojo valdymo patirtį turinčioje šalyje. Ši lyginamoji analizė aktuali tuo, kad nagrinėjant dviejų skirtingo išsivystymo lygio šalių sistemas, gali būti perimta geroji patirtis, leidžianti spręsti su tyrimo objektu susijusias problemas. Nors valstybių narių viešojo administravimo sritis nėra tiesiogiai reguliuojama ES teisės aktais, tačiau vykdomos reformos, strateginiai tikslai bei jų įgyvendinimo programos kuriamos ir įgyvendinamos ES teisės aktų pagrindu. Darbe keliama hipotezė, jog skirtingose Europos Sąjungos šalyse (šio tyrimo atveju – Austrijoje ir Lietuvoje) valstybės tarnautojų mokymo sistemos raidą lemia Europos Sąjungos lygmeniu užsibrėžti tikslai, tokie kaip Lisabonos strategija. Atliktas teorinis ir praktinis tyrimas iš dalies patvirtina hipotezę. ES teisės aktais yra vadovaujamasi, tačiau lemiamą įtaką daro vietos faktoriai. Visgi, abi šalys vysto valstybės tarnautojų mokymo sistemą ta pačia kryptimi – Lisabonos strategijos įgyvendinimo link. Tai daugialypis procesas, kurio metu Lietuva, kaip jauna ES valstybė narė galėtų pasisemti gerosios patirties iš tokios pat nedidelės šalies kaip Austrija, kuri sėkmingai įgyvendina Lietuvoje dar menkai taikomus naujosios viešosios vadybos... [toliau žr. visą tekstą] / This research analyses the training system of civil servants in Austria and Lithuania and the development of the training system in context of the goals of the European Union. The training system of civil servants in Lithuania is compared with the training system of civil servants in Austria, as in country, which has a deep tradition of democratic governance. The public administration systems of member states are not under control of the European Union law system, but the reforms strategies and realisation of them are implemented in context of the EU strategic goals, like Lisbon Strategy. So, the development of the training system of civil servants is under the influence of the EU strategic goals and law system. The research confirms this hypothesis partially. The development of the training system of civil servants is under the influence of the EU strategic goals, but more influenced are the local factors. However, both countries are developing the training system of civil servants in the same direction – to the realization of the Lisbon Strategy. It is the multiple process. Lithuania, as a new member state of the EU, could use the good experience of other small countries, like Austria, which has successfully developed the new public management principle in the training of public servants. However, there are a few similarities between the training systems in both countries: compulsory introductory education for the state servants and long-life-learning principles. The... [to full text]