Text in Afrikaans / Die doel van hierdie navorsing is om te bepaal tot watter mate waargenome leierskapvaardighede van die middelvlakbestuurders in 'n provinsiale hospitaal, 'n voorspeller is van topprestasie. Vanuit die literatuuroorsig word leierskapteoriee, die veranderende konteks van leierskap, leierskapstrategiee en -vaardighede bespreek. Die rasionaal vir topprestasie, visie in topprestasie-organisasies en die beginsels van topprestasie word ook bespreek. Die navorsingsontwerp is 'n beskrywende studie en maak gebruik van 'n gestratifiseerde ewekansige steekproef. Die leierskapvaardigheidsvraelys (Charlton, 1991) is vir die meet van die leierskapvaardighede gebruik en die PA VE-vraelys is gebruik vir die meet van die vlak van topprestasie in die organisasie-eenheid. Die resultate vertoon bemagtiging as die vemaamste voorspeller van topprestasie by die middelvlakbestuurders. Toekomstige navorsing kan temas insluit soos die rol en potensiaal van 'n gedeelde visie, volharding, en werkstevredenheid. Relevante sleutelwoorde is transformerende leierskapvaardighede, topprestasie, bemagtiging en middelvlakbestuurders. / The aim of this research is to determine to what extent perceived leadership competency of the middle level manager in a provincial hospital, is a predictor of peak performance. The literature highlights leadership theories, the changing context of leadership, leadership strategies and competencies. The rationale for peak performance, vision in peak performing organizations and the principles of peak performance are also discussed. The research design is a descriptive study which uses a stratified randomized sample. The leadership competence questionnaire (Charlton, 1991) is used to measure the leadership competencies. The PA VE questionnaire is used to measure the level of peak performance in the organizational unit. The results indicate empowerment as the most prominent predictor of peak performance of middle level managers. Future research may include the role and potential of a shared vision, determination and work satisfaction. Relevant keywords are transformational leadership competencies, peak performance, empowerment and middle level managers. / Industrial and Organisational Psychology / M.Com. (Bedryfsielkunde)

Thesis (MTech (Education))--Peninsula Technikon, Cape Town, 2005 / In order for productive and positive interaction and growth to occur, schools need to be regarded as organisations with a specific purpose and aim. This means that very definite duties and responsibilities need to be structured to ensure that the organisation operates smoothly and that it achieves its aims and goals. In turn, smooth organisational operation will also determine its effectiveness and efficiency and the impact it has on educators, learners and the community. A professional development programme for middle managers might help to expand a philosophy and practice, which could help to equip middle managers of primary schools for a role in bringing about qualitative changes to address educational, needs. This study attempts to investigate the skills, knowledge, values and attitudes required by middle managers of Heads of Department (HODs) to be effective in their departments. This could be used to develop a skills development programme for middle managers in primary schools. The study as a whole is set against the research literature on the professional development of middle managers in primary schools and focuses on the following aspects: (I) managing policy; (2) managing people; (3) managing teaching and learning and (4) managing resources. In the exploration of the management roles and responsibilities of middle managers in primary schools. qualitative and quantitative research approaches were used in investigating the research questions. The research instruments used in the study included 11 semi structured questionnaires, interviews and a focus-group workshop. After the development of data collection instruments, data was collected through semi- structured questionnaires from HODs at selected 18 primary schools. Interviews were also conducted with four principals, one circuit manager, the Assistant Human Resources Consultant and the Human Resource Coordinator of the WCED. A workshop was also conducted with 35 BTech students to develop a framework for a management programme for middle managers in primary schools. The research study reveals the following aspects: (I) the Western Cape Education department has no existing skills development policy for the training of middle managers in primary schools; (2) research respondents identified a need for training in the interpretation and formulation of policies within their various departments as well as training in conflict management and counselling in order to successfully manage the human resources in their department; (3) finance is available for the training of educators but not specifically for middle managers, (4) educators prefer formal training above informal training. This thesis then examines, analyses and discusses these findings with recommendations that follow in Chapter 5.

Orientador: Corinta Maria Grisolia Geraldi / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Educação / Made available in DSpace on 2018-08-21T03:07:32Z (GMT). No. of bitstreams: 1 Cruz_RubiaCristina_D.pdf: 1718495 bytes, checksum: 898b24a30163bdba9964a768f2fabdec (MD5) Previous issue date: 2012 / Resumo: Esta pesquisa toma como objeto de estudos a gestão escolar na complexidade de seu cotidiano, com o objetivo de contribuir para a reflexão sobre a formação do gestor em seu próprio ambiente de trabalho. A compreensão dos processos que constituem o trabalho de gestão sustenta-se num conjunto de narrativas, selecionadas dentre os acontecimentos cotidianos na escola, com base nos conceitos benjaminiano e larrosiano de experiência. A metodologia utilizada foi a da investigação narrativa. Na reconstituição narrativa dos acontecimentos, além da memória da própria investigadora-narradora e gestora, foram utilizados distintos materiais: anotações da gestora, de outras colegas de gestão, documentos da escola, documentos legais, atas de reuniões, e também entrevistas com os sujeitos envolvidos em cada um dos acontecimentos, incluindo não só professores mas também outros trabalhadores da escola e membros da comunidade. O entrecruzamento das informações e dados destes diferentes materiais empíricos permitiu uma aproximação maior dos fatos tomados aqui como ponto de partida da reflexão. A organização dos acontecimentos narrados, depois de uma primeira análise, obedeceu a critérios temáticos: a gestão dos espaços e tempos da escola; as relações mais amplas com a comunidade do bairro da escola na constituição do Conselho Escolar e a implicação das decisões jurídicas sobre aplicabilidade da legislação independentemente das condições concretas da escola para atendê-las. De cada história e seu tema foi extraída uma lição para o exercício da gestão. E cada lição foi estudada com base na bibliografia pertinente ao tema e à gestão escolar. As três principais lições podem ser consubstanciadas nos seguintes enunciados: (a) ainda que procedente de uma visão tradicional de gestão, na escola é de responsabilidade administrativa gerir os conflitos relativos aos espaços e tempos; (b) a uma gestão democrática é imprescindível o contato constante com a comunidade do entorno, tanto para compreender a história do lugar e da própria escola, quanto para gerir o presente de modo a respeitar o passado para construir em conjunto um futuro; (c) as políticas públicas que chegam a expressar-se na forma de leis, independentemente das condições concretas da escola para executá-las, abrem espaços para a judicialização da oferta de educação impondo soluções "ad hoc" para casos específicos com perda da finalidade maior da própria política pública que deu origem à legislação. Esta pesquisa beneficiou-se das experiências de trabalho com o cotidiano da escola e com a metodologia da investigação narrativa das produções do Grupo de Estudos e Pesquisas em Educação Continuada - GEPEC - da Unicamp, a que a presente investigação está filiada. / Abstract: This research has as study objects the school management in its daily complexity, with the objective to contrubute to the thinking about the formation of the manager on its own work place. The understanding of the process that constitute the work of management is sustained in a group of narratives, selected among the daily school events, with basis on benjaminianism and larrosianism concepts of experience. The methodology was the narrative investigation. In the events narrative reconstitution, besides the memories of the investigator-narrator and manager herself, distinct material were used: manager's annotations, and other colleagues of management, school documents, legal documents, meeting reports, and also interviews with involved persons in each of the events, including not only teachers but also other workers of school and members of the community. The crossroads of the information and data of there different empircal materials allowed a bigger approximation from the facts here taken as the beginning of the thinking. The organization of the facts narrated here, after a first analysis, obbey to thematical criteria: the management of the times and spaces of the school; the bigger relations of the school neighborhood community in the constitution of the School's Council and the implication of legal decisions about the application of the legislation independently of the concrete conditions of the school to attend them. A lesson was extracted of every story and theme for the managing execution. And every lesson was studied based on a bibliography pertinent to the theme and the education management. The three main lessons can be substantiated in the following titles: (a) even being derivated from a traditional management, it's the administrative responsiblity to manage the conflicts related to times and spaces; (b) for a democratic management the constant contact to the community around is very necessary, thus for the comprehesion of the region and the school itself, as to manage the present respecting the past to everybody construct a future; (c) the public policies that sometimes express themselves in the form of laws, independently of the concrete conditions of the school to execute them, open spaces for the judicialization of the offering of education imposing "ad hoc" solutions for specific cases with the loss of the bigger goal from the public policy that originated the legislation. This research was benefited by the experiences of daily school work and with the methodology of the narrative investigation of the "Grupo de Estudos e Pesquisas em Educação Continuada" - GEPEC UNICAMP - studies, wich this investigation is affiliated. / Doutorado / Ensino, Avaliação e Formação de Professores / Doutor em Educação

Ph.D. (Sport Management) / Sport and recreation are important in communities because of the pervasive influence they have on all different aspect of the society (Mohlamonyane, 2005). One of these pervasive influences is the way in which free time is spent. For individuals to spend their leisure time productively, some type of facility is necessary. The provision of a range of leisure facilities that could host a wide variety of activities may increase the quality of life for people (Lourens, 1990). The management of these facilities will also indirectly influence the utilisation of the facilities, as the enjoyment and utilisation of the experience is closely related to the manner in which the sport facility is being managed. With the international sporting arena opening up for South Africa, the need for qualified and competent sport facility managers has increased as professional and ordinary sport people need equipped facilities to train and to participate in. Not only are competent sport facility managers necessary to manage these sporting facilities, but with the increased emphasis on professional sport, recreational sport has also seen an increase in participants who need facilities to take part in their recreational activities. This has resulted in the need to have educational programmes in place to train personnel and students in the field of sport facility management...

The goal of this survey was to determine if a list of skills, activities, and competencies could be developed to aid in setting uniform guidelines for recruiting and selecting prospective mid-management instructor-coordinators. The data were amassed using a questionnaire which was sent to all mid-management instructor-coordinators and to three administrators at each participating college to ascertain the opinions of those persons closely involved with mid-management. The original mailing plus follow-up mailing resulted in a return of 72.50 per cent from mid-management instructor-coordinators and a return of 68.46 per cent from administrators. The results of this study show that the participants agree on a complex set of criteria, indicating a real need to formulate new guidelines for selecting instructors, guidelines which include definite skills, activities, and competencies mutually acceptable to administrators, teachers, and the TEA.

Submitted by isabela.moljf@hotmail.com (isabela.moljf@hotmail.com) on 2017-08-16T10:58:53Z No. of bitstreams: 1 hernitacarmemmagalhaessousa.pdf: 1122010 bytes, checksum: e3a10f6920bb77c13997cac65de09107 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-08-16T11:23:15Z (GMT) No. of bitstreams: 1 hernitacarmemmagalhaessousa.pdf: 1122010 bytes, checksum: e3a10f6920bb77c13997cac65de09107 (MD5) / Made available in DSpace on 2017-08-16T11:23:15Z (GMT). No. of bitstreams: 1 hernitacarmemmagalhaessousa.pdf: 1122010 bytes, checksum: e3a10f6920bb77c13997cac65de09107 (MD5) Previous issue date: 2016-12-07 / A presente dissertação foi desenvolvida no âmbito do Mestrado Profissional em Gestão e Avaliação da Educação (PPGP) do Centro de Políticas Públicas e Avaliação da Educação da Universidade Federal de Juiz de Fora (CAEd/UFJF). O caso de gestão estudado discutiu as ações de formação de gestores desenvolvidas pela Secretaria de Educação do Estado do Ceará no âmbito da Superintendência das Escolas Estaduais de Fortaleza (SEFOR 01). O objetivo definido para este estudo é analisar as contribuições do curso de formação para o exercício da função dos gestores escolares no âmbito da SEFOR 01. Assumiu-se como suposição inicial da pesquisa, partindo-se das experiências profissionais vivenciadas na SEFOR 01, que é necessário aperfeiçoar as etapas de planejamento, implementação e avaliação do referido programa. De orientação qualitativa, a investigação contou, como instrumentos de coleta de dados no campo, com pesquisa documental, com a realização de entrevista semiestruturada e aplicação de questionários. Conclui-se que as atividades de formação não são planejadas a partir de um levantamento das necessidades e propõe-se uma formação pautada no desenvolvimento de competências, a partir do mapeamento das principais dificuldades apresentadas pelos gestores. / This work was developed in the Professional Master in Management and Education Assessment (PPGP) of the Center for Public Policy and Federal University of Education Evaluation of Juiz de Fora (CAEd / UFJF). The case management study discussed the training activities of managers developed by the Secretariat of the State of Ceará Education under the Superintendence of the State Schools of Fortaleza (SEFOR 01). The goal set for this study is to analyze the training course contributions to the exercising of the school management function within the SEFOR 01. It was assumed as initial guess of the survey, starting of professional experiences in the SEFOR 01, which is necessary to improve the stages of planning, implementation and evaluation of the program. Qualitative guidance, research counted as data collection instruments in the field, with desk research, with the completion of semi-structured interviews and questionnaires. We conclude that the training activities are not planned from a survey of needs and propose a training guided the development of skills, from the mapping of the main difficulties presented by managers.

Thesis (PhD)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The modern business environment is characterised by uncertainty, rapid change and the continuous pursuit of competitiveness. This has placed a renewed emphasis on the capacitation of managers operating in such environments and may be seen as a critical means of ensuring a sustainable advantage. Within the South African food retail environment, learning and development activities do not seem to be capacitating managers effectively, as well as taking too long to meet the changing demands of the retail sector. Lifelong learning has the potential to accelerate the development of individuals in management positions. Lifelong learning can be seen as the facilitation of learning, growth and development of individuals, as well as a means for enabling individuals and organisations to meet the challenges of an increasingly competitive world. Learning has the potential to empower individuals. In facilitating lifelong learning, a coaching methodology was used to facilitate the learning of ten middle managers in a large food retail store (part of one of the biggest retail organisations in South Africa). This research set out to evaluate the effect of coaching (as a method to facilitate learning) to empower middle managers in the food retail sector. The research was approached from a lifelong learning perspective and the focus of the research was the individual adult learner. Within the context of adult learning, the concepts of andragogy, experiential learning and transformative learning were applied in the facilitation of adult learning. Coaching (as a method to facilitate learning) allows for a uniquely individual and personal approach to learning. The learning and development intervention (using a coaching methodology) to facilitate learning was implemented over a period of 12 months and the participants were ten middle managers employed by the retail store. The case study (more specifically a multiple-case) design was used as research design. The findings of the research were discussed to place them within the context of the following research questions: • What is the effect of coaching as a method of learning and development in the facilitation of lifelong learning to empower middle managers in the food retail environment? • Is coaching (as only another way of facilitating learning) an effective method for facilitating learning and the development of middle managers in the food retail sector? • Which dimensions should be taken into consideration when implementing a coaching methodology (as a method of learning) in developing middle managers in the retail sector? The participants’ empowerment status was measured with a standardised questionnaire using a pre-test, post-test and post-post-test design. The research was conducted in three phases. Mixed methods research (using both qualitative and quantitative methods) was used during the research, which included interviews, field notes, questionnaires, observation, tests and official statistics. The first phase consisted of an evaluation, which included an evaluation of each individual manager. Two learning style questionnaires were applied to each middle manager to gain a better understanding of each middle manager and to assist the learning process on an individual basis. Lastly, a pre-test on empowerment was done by means of a standardised questionnaire. Part of this phase involved a structured interview with each individual manager. The second phase involved exposure to the coaching intervention and the process of coaching, followed by a post-test for measuring changes in the empowerment status. The last phase consisted of a post-post-test to measure changes in empowerment at the end of the coaching intervention. Five out of the ten middle managers showed sustained empowerment gains at the end of the coaching intervention. An experiential approach (using Kolb’s learning model) was used to facilitate the learning, and the middle managers who completed the learning cycle (namely concrete experience, reflective observation, abstract conceptualisation and active experience) showed empowerment gains. The learners who showed empowerment also displayed self-direction in their learning. Coaching (as a method to facilitate lifelong learning) was used as an effective method of learning in a busy retail environment. Statistical analysis showed no statistically significant improvements in empowerment from pre-test to post-posttest of the total group. Based on the findings and conclusions of the research, a new coaching framework (to facilitate lifelong learning), namely the New Coaching Retail Model, is proposed. This model consists of dimensions that facilitate individual lifelong learning, pointing to an empowered lifelong learner. / AFRIKAANSE OPSOMMING: Die hedendaagse sake-omgewing word gekenmerk deur onsekerheid, vinnige verandering en ’n volgehoue ingesteldheid op mededinging. Binne die konteks van menslikehulpbronontwikkeling is daar ’n hernude beklemtoning van die ontwikkeling van bestuurders in omgewings van hierdie aard, wat aan besighede volhoubare voordeel sal gee. In die Suid Afrikaanse kleinhandel-voedselsektor blyk dit dat sekere leer- en ontwikkelingsaktiwiteite nie aan die uniekheid van die sake – en dus aan die konteks – voldoen nie. Lewenslange leer het die potensiaal om individuele ontwikkeling te versnel. Lewenslange leer kan as die fasilitering van leer, groei en ontwikkeling gesien word, en hou voordele in vir die individu, asook vir die organisasie binne die konteks van ’n veranderende sake-omgewing. Lewenslange leer het die potensiaal om die individu te bemagtig. Binne die konteks van die navorsing is ’n afrigtingsmetodologie gebruik om die lewenslange leerproses van tien middelbestuurders van ’n kleinhandelsaak (wat deel vorm van een van die grootste kleinhandelgroepe in Suid-Afrika) te fasiliteer. Die doel van die navorsing was om die effek van afrigting op die bemagtiging van middelbestuurders binne die kleinhandel te evalueer. Die navorsing is vanuit die perspektief van lewenslange leer benader. Die fokus van die navorsing was die individuele volwasse leerder. Binne die konteks van volwasse leer, is andragogie, ondervindingleer en transformasieleer tydens die fasilitering van volwasse leer toegepas. Afrigting (as ’n metode om lewenslange leer te fasiliteer) maak voorsiening vir ’n unieke individuele en persoonlike aanslag tot lewenslange leer. Die leer- en ontwikkelingsintervensie (deur die gebruik van afrigting ) is oor ’n tydperk van 12 maande gevolg en die teikengroep het uit tien middelbestuurders binne een kleinhandelsaak bestaan. Die navorsingsontwerp het ’n gevalle studie- (meer spesifiek ’n veelvuldige gevalle studie) ontwerp gevolg. Die drie navorsingsvrae verwys na die aard van die afrigtingsintervensie om lewenslange leer te fasiliteer en was daarop gemik om te bepaal of die afrigtingsintervensie ’n effek op die deelnemers se bemagtigingsvlakke gehad het, of afrigting as effektiewe metode vir leer en ontwikkeling vir middelbestuur binne die kleinhandelsektor aangewend kan word, en watter dimensies in ag geneem moet word wanneer ’n afrigtingsmetodologie gebruik word om middelbestuur binne die kleinhandelsektor te ontwikkel. Die deelnemers se bemagtigingstatus is met ’n gestandaardiseerde vraelys gemeet, terwyl ’n voor-en-ná-toets en ’n verdere (post-post-) toetsontwerp gevolg is. Die navorsing is in drie fases geïmplementeer. Beide kwalitatiewe en kwantitatiewe metodes bestaande uit onderhoude, notas tydens veldwerk, onderhoude, vraelyste, waarneming, toetse en statistiese analise is gebruik. Die eerste fase het uit formele evaluering bestaan, waar elke individuele bestuurder geëvalueer is. Elke bestuurder het twee verskillende vraelyste voltooi wat die individu se leerstyl geïdentifiseer het. Hierdie fase het ook voortoets behels wat die deelnemers se bemagtigingstatus gemeet het, asook uit gestruktureerde onderhoude. Gedurende die tweede fase is deelnemers aan die afrigtingsintervensie blootgestel. Gedurende die intervensie is die deelnemers se bemagtigingstatus weer deur ná-toets gemeet om verandering in bemagtiging vas te stel. Fase drie het uit verdere toets bestaan om die deelnemers se bemagtigingstatus aan die einde van die leer intervensie te meet. Die navorsing se bevindinge dui daarop dat vyf van die tien deelnemers aan die einde van die afrigtingsintervensie ’n verbetering in hul bemagtigingstatus getoon het. Deur gebruik te maak van ’n ondervindingsaanslag (soos gebruik in Kolb se leermodel) was dit beduidend dat die middelbestuurders wat die siklus van leer voltooi het, almal ook ’n verbetering in hul bemagtigingstatus getoon het. Hierdie leerders het ook selfrigting in hulle leer getoon. Afrigting (as ’n metode om lewenslange leer te fasiliteer) kon effektief as ’n metode van leer in ’n besige kleinhandelsektor gebruik word. Statistiese analise het getoon dat daar geen betekenisvolle verbeteringe van die voortoets na die na-na-toets van die groep was nie. Gegrond op die bevindinge en gevolgtrekkings, word ’n nuwe afrigtingsmodel voorgestel om lewenslange leer te fasiliteer, naamlik die “New Coaching Retail Model” (wat vertaal kan word as die “Nuwe Kleinhandelafrigtingsmodel”). Dié model is aamgestel uit dimensies wat individuele lewenslange leer bevorder, en wat dui op ’n bemagtigde lewenslange leerder.

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.

Thesis (PhD)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The globalisation of business is probably the most important topic of discussion in business around the world. Globalisation impacts on business processes, and changes in the processes of economic and political liberalisation signify a radical shift in thinking about how the world works and how it should be organised. The process of change consequently means having to deal with increasing complexity. It is the complexity of change that prompts the urgency to improve the thinking of management in an organisation. As adult learners, managers need different competencies to operate; in addition their thinking skills need to be developed, as they are the key drivers in an organisation going through transformation. In a needs' assessment in a financial services organisation operating in the global environment, a need for training of middle managers to help them improve their thinking skills in order to become more effective thinkers was determined. The need to train adults to develop cognitive skills prompted a specific thinking skills intervention and the facilitation thereof. A Thinking Skills Programme aimed at teaching thinking dispositions and thinking skills was implemented as a programme to teach the managers to become effective thinkers. The study was approached from a programme evaluative perspective. The purpose of the programme was an improvement-orientated evaluation and was designed to evaluate the outcomes of the programme. Qualitative data was collected through a pre- assessment and postassessment process. Open-ended questionnaires as well as other qualitative methods were used in the assessment to capture the data. The data analysis was done through content analysis. In the process of determining the patterns and processes in the preassessment, observations, semi-structured interviews, field notes and post-assessment, the researcher looked for themes or interconnections that emerged in the units, sub-categories and categories. The sub-categories that emerged were derived from the frequency of appearance in the answers of the participants in the questionnaires. The post-assessment feedback categories indicated that a shift in effective thinking had taken place in the participants. The most significant difference in their thinking was the awareness of their thinking. They reflected on their thinking while solving problems, which is evidence of effective thinking. They used the thinking tools to help them solve problems. The intervention influenced the participants to be more creative in solving problems, which was not evident in the pre-assessment. The evaluation of the outcome of the programme through the application of a Thinking Skills Programme was successful. This was demonstrated by the fact that in the measurement of the outcome of the programme it was evident that the middle managers had become more aware of their thinking and that they applied the thinking dispositions and thinking tools in their daily managerial activities. They had become more effective thinkers. / AFRIKAANSE OPSOMMING: Die globalisering van die sakewêreld is waarskynlik die belangrikste besprekingspunt in dié sektor regoor die wêreld. Globalisering het 'n impak op sakeprosesse, en veranderings in die prosesse van ekonomiese en politieke liberalisering dui op 'n radikale verandering in denke oor hoe die wêreld werk en hoe dit georganiseer behoort te word. Die proses van verandering dui gevolglik daarop dat daar rekening gehou moet word met toenemende kompleksiteit. Dit is die kompleksiteit van verandering wat aanleiding gee tot die belangrikheid daarvan om die denkvaardighede van die bestuur in 'n organisasie te verbeter. As volwasse leerders benodig bestuurders verskillende vaardighede om hulle taak te verrig, en hulle denkvaardighede moet ontwikkel word aangesien hulle die dryfkrag is van 'n organisasie wat transformasie ondergaan. In 'n behoeftebepaling in 'n finansiële dienste organisasie wat op die wêreldmark meeding, is die behoefte geïdentifiseer aan opleiding vir middelvlak bestuurders om hulle denkvaardighede te help verbeter, ten einde van hulle meer effektiewe denkers te maak. Die behoefte om volwassenes op te lei in die ontwikkeling van kognitiewe vaardighede het aanleiding gegee tot In spesifieke denkvaardigheidsintervensie en die fasilitering daarvan. 'n Denkvaardigheidsprogram gemik op die onderrig van denkdisposisies en -vaardighede is as 'n program ingestelom bestuurders op te lei om effektiewe denkers te word. Die studie is benader vanuit 'n programevaluasie-perspektief. Die doel van die program was 'n verbeteringsgeoriënteerde evaluasie en dit is ontwerp om die uitkomstes van die program te evalueer. Kwalitatiewe data is versamel deur middel van 'n pre- en postassesseringsproses. Oopeindevraelyste asook ander kwalitatiewe metodes is in die assessering gebruik om data te versamel. Die data-analise is gedoen deur inhoudsanalise. Vir die bepaling van die patrone en prosesse in die pre-assessering, is observasies, semigestruktureerde onderhoude en veldaantekeninge gebruik. Vir die postassessering het die navorser gesoek na temas of interkonneksies wat na vore gekom het in die eenhede, subkategorieë en kategorieë. Die subkategorieë wat na vore gekom het, is geïdentifiseer op grond van die frekwensie van voorkoms in die antwoorde van die deelnemers wat die vraelyste voltooi het. Die terugvoeringskategorieë in die postassessering het aangetoon dat 'n verandering in effektiewe denke by die deelnemers plaasgevind het. Die mees beduidende verandering in hulle denke was die bewustheid van hulle denke. Deelnemers het gereflekteer op hulle denke tydens probleemoplossing, wat as bewys dien van effektiewe denke. Hulle het die denkinstrumente gebruik om hulle te help om probleme op te los. Die intervensie het tot gevolg gehad dat die deelnemers meer kreatief tydens probleemoplossing was, wat nie tydens die pre-assessering geblyk het nie. Die evaluering van die uitkoms van die program deur die toepassing van 'n Denkvaardigheidsprogram was suksesvol. Dit is gedemonstreer deur die feit dat in die meting van die uitkoms van die program dit duidelik geblyk het dat die middelvlak bestuurders meer bewus geraak het van hulle denke en dat hulle die denkdisposisies en denkinstrumente in hulle daaglikse bestuursaktiwiteite toegepas het. Hulle het meer effektiewe denkers geword.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2015-12-11T12:41:30Z No. of bitstreams: 1 cassiadocarmopiresfernandes.pdf: 2553100 bytes, checksum: 01d628953d532869e28edffdde3c62f6 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2015-12-11T15:04:39Z (GMT) No. of bitstreams: 1 cassiadocarmopiresfernandes.pdf: 2553100 bytes, checksum: 01d628953d532869e28edffdde3c62f6 (MD5) / Made available in DSpace on 2015-12-11T15:04:39Z (GMT). No. of bitstreams: 1 cassiadocarmopiresfernandes.pdf: 2553100 bytes, checksum: 01d628953d532869e28edffdde3c62f6 (MD5) Previous issue date: 2015-07-07 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Esta tese apresenta uma avaliação de resultados e efeitos do Curso de especialização em Gestão Escolar do Programa Nacional Escola de Gestores da Educação Básica (PNEGEB), considerando três dimensões: quem elabora (Ministério da Educação), quem implementa (Universidade Federal de Viçosa - UFV) e os beneficiários (egressos). Como ponto de partida, a premissa foi de que a formação de gestores provoca mudanças na gestão escolar, contribuindo para a melhoria da qualidade da educação pública. Na metodologia foram utilizadas de forma associada as abordagens qualitativa e quantitativa, com a realização de entrevistas semiestruturadas com um Gestor do MEC, uma Gestora do Grupo de Trabalho Interinstitucional do Programa, uma Gestora da UFV e cinco diretoras de escolas. Além das entrevistas foi realizado um survey online com 102 egressos. As análises dos dados foram viabilizadas pelo método de análise de conteúdo e por procedimentos estatísticos. Para justificar a pesquisa, delineou-se um estado da arte sobre avaliação de políticas educacionais a partir de dados do Banco de Teses/Resumos da Capes e dos anais da ANPEd (GT 5 Estado e Políticas Educacionais). O estudo teórico envolveu a caracterização do PNEGEB e a abordagem dos temas gestão escolar democrática, formação de gestores escolares, bem como a análise e avaliação de políticas educacionais, sendo apresentada a Abordagem do Ciclo de Políticas como o modelo escolhido para analisar o curso. A partir das análises empreendidas, é possível confirmar a hipótese de que os resultados e efeitos positivos do Curso são expressos num processo formativo de qualidade e que pode incidir sobre o desenvolvimento de uma gestão escolar democrática, segundo seus egressos. Contudo, no que tange às perspectivas, paira a insegurança quanto à continuidade do Programa, por ser uma iniciativa de governo. / This thesis presents an evaluation of results and effects of the specialization course in School Management of the Programa Nacional Escola de Gestores da EducaçãoBásica (PNEGEB) (Manager's School National Program of Basic Education), considering three dimensions, i.e., someone who plans (Ministry of Education), someone who implements [Universidade Federal de Viçosa (UFV) Federal University of Viçosa], and the beneficiaries (graduates). As a starting point, the premise is that management training causes changes in school management, contributing for improving the quality of public education. Associated qualitative and quantitative approaches were used as methodology, with the completion of semi-structured interviews with a Manager of Ministério da Educação e Cultura do Brasil (MEC) (Ministry of Education and Culture of Brazil), a Manager of the Inter-Institutional Working Group of the program, a Manager of UFV, and five Principals of schools. Besides the interviews, an online survey was performed with 102 graduates. The data analyzes were made possible by the content analysis method and statistical procedures. To justify the search, a status of the art about evaluation of educational policies was outlined up based on data from the Bank of Thesis/Abstract of Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) (Higher Education Personnel Improvement Coordination) and annals of Associação Nacional de Pós-Graduação e Pesquisa em Educação (ANPEd) (National Association of Graduate Studies and Research in Education ) (Grupo de Trabalho (GT) 5 - Estado e Políticas Educacionais (Work group 5 - State and Educational Policies). The theoretical study has involved the characterization of PNEGEB and the approach of democratic school management issues, training of school managers, as well as analysis and evaluation of educational policies; and the Policy Cycle Approach as the chosen model was presented to analyze the course. On the basis of the undertaken analysis, it is possible to confirm the hypothesis that the positive results and effects of the course are expressed in a formative quality process and can focus on the development of a democratic school management, according to professionals proceeding from this course. However, with respect to the prospects, the insecurity remains as to the continuity of the program, because this is a government initiative.