<p> White administrators of nonprofit organizations are tasked with the challenge of making the right decisions when their nonprofit seeks to work in predominantly Black and Brown neighborhoods. They utilize their personal worldviews and instincts to carry out the mission of their organization. The problem is that White administrators use their own cultural beliefs as their guide, which typically is counterintuitive to the cultural beliefs of Black and Brown people in the neighborhoods they wish to serve. This disparity raises issues, barriers, and sometimes conflict between both groups, which further divides efforts of collaboration. This study investigates the assumptions, disparities, and paradoxes that exist and arise between administrators in a Whiteled nonprofit organization and residents in Communities of Color as they negotiate issues of trust, decision-making, and transformative practices through the context of a nonprofit agency&rsquo;s mission and the neighborhood. By using portraiture, the assumptions, disparities, and paradoxes were examined utilizing the factors whereby groups engaged in relationship-building efforts. Employing one-to-one interviews, focus groups, observations, and documents allowed the researcher to answer the research questions through the portraits. These questions were centered on the understanding of the roles that White administrators and Black and Brown residents carry out in collaborative process efforts. Based on their understanding of these roles, the research sought to find a collaborative process that works. The findings revealed through the data that the Black and Brown residents and White-led administrators in nonprofits can achieve true collaborative practices through a more democratic approach. By understanding Black and Brown residents&rsquo; Community Cultural Wealth, both groups can engage in this democratic approach which benefits the mission of the nonprofit and empowers the Black and Brown residents.</p><p>

<p> Education policymakers in Nigeria lack the knowledge on the views of Niger Delta youths, who rely on entrepreneurship education and its contents to fight poverty and unemployment in their area. This study&rsquo;s purpose was to gain deeper understanding of the views of Niger Delta youths on entrepreneurship education, its contents, and its role in fighting their area&rsquo;s high rate of poverty and unemployment. This study was framed and guided by three key concepts that focus on the challenges of poor communities: youth unemployment in sub-Saharan Africa, entrepreneurship education, and youth entrepreneurship. To address this issue properly, a qualitative multiple-case study was designed. Data were collected from multiple sources: semi structured interviews, archival data from government labor reports , and the researcher&rsquo;s field notes.Data analysis was completed through thematic and cross-case synthesis analysis. . The findings showed that the Niger Delta is less privileged in financial availability, deepened in economic recessions under unemployment, poverty, inflation, hunger and starvations, with less chance of obtaining education, without qualification for employable white-collar jobs, neglected by the government of Nigeria, irrespective that Niger Delta region is the city of petroleum production that gives approximately 95% of Nigerian national revenue annually. With the adoption of entrepreneurship education in their school system and through training and skill acquisition, the Niger Delta would contribute to poverty alleviation, increased business career ownership, and meet the daily economic demands of their families, and be able to have a voice in social change. Social change can potentially be achieved through economic restoration and the enhancement of youths&rsquo; education and employment status, which in turn would help decrease the rate of poverty.</p><p>

The thesis examines the evolution of the approach to staff management in colleges of further education, and the implications of current pressures upon them for the further development of this management function. It recognizes that the traditional approach to the management of staff is based upon the presumption that staff have only to be recruited and selected to ensure that effective management occurs. This approach underplays the importance of personnel management in a labour intensive industry. It seeks to establish the likely directions of future development of the staff management function in F.E. colleges, in the context of governmental and market-induced pressures upon them. It uses the models of personnel management and human resource management, as developed in the literature (itself based largely on experience in industro-commercial organisations), to guide this part of the analysis, taking into account the similarities and differences in the nature of the the two types of organisation. The thesis concludes that colleges are likely to find it increasingly imperative to develop more deliberate personnel policies and practices and to integrate them more closely with objectives and strategies. To this extent, and in this context, the model of strategic human resource management is considered to offer more guidance to F.E. college managements on how they might proceed in the emergent environment.

<p> Primary purpose of this project was to address lack of resources for the special needs population pertaining to sports and recreation. Well known organizations within the special needs community, Special Olympics and Boys and Girls Club, provide programs for the population with intellectual and developmental disabilities but can only provide so much when it comes to additional resources. For our able bodied athletes, millions of dollars throughout each year are spent in order to make sure that elite athletes in top professional sports organizations are well taken care of. From million dollar stadiums and practice facilities to knowledgeable sports medicine staff and certified conditioning coaches, professional athletes seem to have a wealth of resources. This project proposes the creation of a facility that would provide the same resources as those of the professional athletes to those with special needs. </p><p>

<p> The global marketplace, with its complexity, immediacy, and ubiquitous disruptions places almost impossible demands on its leaders and its leadership ranks. For many years, a top, perennial contender for the &ldquo;what keeps CEOs up at night&rdquo; list has been a severe lack in both the quantity and quality of effective leaders. The war for talent has been figuratively bloody and literally protracted. Leadership development and coaching modalities abound, but demand appears to be much greater than the supply of effective and measurable solutions. Nowhere does there appear to be a scalable approach to accelerate into this demand curve. </p><p> This descriptive phenomenological inquiry explores the lived experiences of 16 leaders who participated in an experimental Facilitated Peer-group Coaching experience (FPC). FPC is a coaching methodology where participants work on both their own leadership development and the development of their peers. Participants learn to coach and develop each other with the assistance of a trained facilitator. Subjects in this study responded to 20 face-to-face interview questions designed to identify their thoughts, perceptions, feelings and perspectives. The findings and conclusions of this study revealed five developmental fields that catalyze and empower leadership growth. These fields include creating community, self-exploration and illumination, the community mirror, leadership development, and organizational business results. Those fields comprise an ecosystem that presents opportunities for global organizations, coaches and coaching organizations, and academic scholarship. </p><p>

<p> The purpose of this project was to create a nutrition education program with relevant nutrition topics for parents with at least one adolescent child attending an elite training school for figure skating. This program aims to enhance parental knowledge and increase awareness surrounding the nutrition needs of elite adolescent figure skaters. The 6-week nutrition education program consists of six 40-minute PowerPoint presentations with corresponding topic-specific handouts, activities, and lesson plans. Each lesson includes a research-based curriculum, providing parents with specific nutrition recommendations to promote healthy eating patterns for their adolescent figure skating children. </p><p> An expert panel comprised of three registered dietitians with sports nutrition experience reviewed the curriculum using the Formative Evaluation. The average scores from the evaluation were positive, indicating that the curriculum is appropriate, accurate, and provides valuable information for the target audience. To further evaluate the curriculum&rsquo;s efficacy, a study could be conducted to facilitate this 6-week nutrition curriculum to determine the curriculum's effectiveness by assessing class participants&rsquo; nutrition knowledge before and after implementation.</p><p>

<p> The purpose of this qualitative exploratory case study was to examine the significance of participation in a six-session innovation training program on participants&rsquo; perceived creative behaviors in a military research and development organization in eastern Maryland. This study included an introduction and background of the problem, thorough literature review, declaration of design and methodology, data collection and analysis, and presentation of the findings. Data collection included an online qualitative survey of past program participants, theoretical literature, and innovation training course materials. The survey responses showed evidence through individuals&rsquo; perceptions, beliefs, and lived experiences that may encourage leadership to utilize innovation-training programs and similar creative behavior training to improve organizational culture, communication, and experience. Four common themes emerged through data analysis relative to influencing creative behaviors as follows: Essential to Innovation, Applicable to Daily Activities and Organization, New Skills and Methodologies Learned, and Significant Perceptions and Beliefs. These themes were analyzed to formulate responses to the guiding research questions of this study. The data presented in this study has shown the potential value of innovation training by presenting both positive and negative outcomes, allowing leaders to understand current issues with organizational creative behaviors, and the potential opportunity to bolster these behaviors through innovation training. Organizational leaders have an opportunity to potentially utilize innovation training as a means of reinforcing or improving the quality and productivity of organizational innovative projects through enhancing individual perception in areas including critical thinking and problem solving, communication, collaboration and team building, and creativity and innovation.</p><p>

The purpose of this study was to investigate the implementation and management of workforce diversity among teachers at secondary schools in the Mthatha Education District with reference to national and international teachers. The literature reflects issues and theories concerning the implementation and management of workforce diversity in secondary schools. The study also shows the benefits of managing teacher diversity and the challenges in the implementation and management of workforce diversity among teachers in secondary schools. The population of the study comprised of all teachers in the fifty- six public secondary schools in the Mthatha Education District and the sample comprised of five principals, five deputy principals, five heads of departments and five international teachers on whom the case study was base to examine their views about the awareness, implementation and management of teacher diversity in the education system. This sample was drawn from five public senior secondary schools. The selection of the sample was done through the use of a purposive sampling technique. The sampling technique was used because it is not all public secondary schools in the Mthatha Education District where international teachers are found. This, therefore, allowed the researcher to select only those secondary schools at which international teachers were found. The researcher developed an open- ended interview schedule for the face-to-face in-depth interviews on the implementation and management of workforce diversity among teachers at secondary schools in the Mthatha Education District. Themes were drawn from the responses of the participants and analysed. The findings revealed that Principals, deputy principals, school management teams and teachers at all levels lacked the skills and knowledge in designing, implementing and managing teacher diversity policies in secondary schools. The findings revealed that local teachers were resistant and took a xenophobic stance towards the employment and promotions of International teachers in secondary schools. Lastly, Affirmative Action and Employment Equity Acts favour the local teachers and discriminate against the international teachers. Recommendations are made concerning the lack of awareness, skills and knowledge in designing and implementation of teacher diversity policies in secondary schools. Recommendations are also made concerning the Affirmative Action and Employment Equity Acts that influence the non recruitment and selection of international teachers.

This study was designed to analyze the sources of revenue, revenue variability, program and personnel changes, and the fiscal soundness of six Latino nonprofit organizations (LNPOs) in three major cities in Western Massachusetts, for the period 1989 to 1992. Income variability was assessed for the period 1985 to 1992. Contingency or adaptive theory formed the basis of the study, with emphasis on organizational uncertainty, and the concepts of complexity and chaos. Contingency theory holds that there is no best way to organize, and that any way of organizing is not equally effective. The review of the literature was exhaustive and presented an analysis of the history, economic impact, and relationship of both LNPOs and non-LNPOs with the modern welfare state. IRS Form 990 and Form PC, filed by the six LNPOs with the Public Charities Division of the Massachusetts Attorney General, was the source of the data for this study. The study concluded that the aggregate reliance of LNPOs on government sources of revenue was 79.5 percent. Diversity of the funding base of these LNPOs was very limited. The average rate of revenue increase for 67 percent of these LNPOs ranged from 14 percent to 72.3 percent. The influence of revenue variability on the program mix and primary personnel was not as conclusive. Revenue increases correlated more with salary increases of primary personnel than with increases in the number of programs. Revenue increases correlated with salary increases of the rank and file for four of the six LNPOs. Fifty percent of the LNPOs in the study were rated as fiscally sound. None of the six LNPOs had contingency reserves and endowment funds. The most compelling recommendations for improving the infrastructures of these LNPOs include: the expansion of their funding base; the establishment of contingency reserves and endowment funds; effect changes in management and in governance; improve technology; and develop partnership with area colleges and universities for developing degree programs for managers of NPOs, and programs and workshops aimed at providing technological assistance to LNPOs.

This research seeks to understand the actual perception of the proper role of athletics on the part of student-athletes, faculty, and presidents within the New England Small College Athletic Conference (NESCAC), an intercollegiate athletic league comprised of 11 highly selective National Collegiate Athletic Association Division III institutions. Data for this research was collected using a survey instrument to sample attitudes and perceptions from all three constituent groups so as to ascertain more fully conference-wide trends. The greatest perceptual differences overall in responses to these statements were registered between faculty and student athletes. Faculty were considerably more skeptical of the values to be gained from the time and effort expended on intercollegiate athletics, while student-athletes consider these same expenditures to be not only valuable, but on an equal plane with those made in the academic realm. Presidents and student-athletes demonstrated perceptual similarities on those statements that examined the perceptions of the relative importance of intercollegiate athletics in relation life on NESCAC campuses. Follow-up interviews with presidents were held to collect qualitative data to formulate a more complete picture of conference-wide attitudes and perceptions. Presidents were chosen to be interviewed because they have the most power and influence over the formation of intercollegiate athletic policy as outlined in the conference bylaws. Findings from these interviews indicate that perceptual “sub-groups” exist amongst the presidents. These perceptual sub-groups can be defined as “promoters,” “acceptors,” and “doubters.” Presidents in each sub-group maintain that NESCAC reflects their own personal notions of the classic and ideal role of intercollegiate athletics, believe that the above cited classic and ideal perceptions are under fire and are increasingly difficult to maintain, and declare that NESCAC has not been immune to the growing interest and emphasis in sport in American society. In addition, many presidents were surprised at the level of significance attributed to and required for the management of intercollegiate athletic policy and were therefore unprepared to deal with the increased managerial expectations and attention required to deal with athletic policy issues.