La thèse que je présente s’intitule Machiavélisme : politique et réalisme. Elle est structurée en cinq chapitres. Dès le début, j’ai démontré que la pensée politique de Machiavel est inséparable du contexte socio-politique de l’Italie du XVe et XVIe siècles. Le souhait profond de Machiavel, c’est de voir son pays libéré de tous les barbares. Machiavel a décrit la mécanique du pouvoir, la lutte pour sa conquête, sa confiscation, l’affrontement des ambitions personnelles. Comment gouverner les hommes ? A cette question, il affirme que le prince doit être à la fois renard et lion pour connaître les pièges et effrayer les loups. Le prince est double : homme et bête. Il a une double nature. Sa bestialité elle-même est double. C’est le réalisme politique. Celui qui veut la fin doit aussi vouloir les moyens propres à l’atteindre, même si ces moyens peuvent paraître en contradiction avec l’idéologie du moment. Le prince ne doit pas s’embarrasser de la morale ni des principes quand il s’agit de gouverner les hommes. Paraître sans l’être et paraître en l’étant tout en demeurant capable de paraître son contraire et par là de le devenir. J’ai fait une étude du machiavélisme et ce concept est inséparable de la raison d’État. La raison d’État est ordinairement associée au pouvoir politique dégagé de toute limitation morale et juridique. Enfin j’ai fait un rapprochement entre le machiavélisme et les dictatures du XXe siècle (Hitler, Mussolini, Lénine). / The dissertation we deal with is entitled Machiavelianism: Politics and Realism. Five chapters structure it. Right from the beginning, it has been posited that Machiavelli's political thought is inherent to the Italian social and political context of the XVth and XVIth centuries. Italy was peculiarly in turmoil during this period because some of its provinces were besieged by France and Spain. Machiavelli's deep thought consists in seeing Italy free from the barbarians. Machiavelli has described the mechanism of power, the struggle for its conquest, its confiscation, the confrontation of personal ambitions. How to govern men? To this question, Machiavelli states that the Prince has to behave as a fox and lion in order to unravel traps and threaten the wolves. His bestiality is therefore double-shaped. That is the political realism, thereby. The one who wants the end has to justify the specific means to reach them as well; even though these means supposedly contradict the up-dated ideology. Neither morality nor principles have to embarass the Prince when the question of governing the city is posed. We have analyzed Machavelianism and the concept is inseparable from the state reason. The state reason is ordinarily associated with the political power, all moral and judicial limits cleared off. Finally, a link has been made between Machiavelianism and the XXth century dictatorships.

Magister Pharmaceuticae - MPharm / This study aimed to review the change management implemented in a Biopharmaceutical company in Cape Town in the light of existing literature on change management theory. Three main constructs were identified: process of change, readiness for change and climate of change. A quantitative pencil-and-paper survey were used to explore and describe employee experience of the change management process within a single department of a biopharmaceutical company in Cape Town. Cronbach alpha coefficient confirmed internal reliability (α = 0.94) of the questionnaire constructs. Employees across all ages reported average scores for all constructs (M ≥ 2.5 < 4), indicating a similar experience regardless of age. A medium-strong positive correlation (p < 0.01; r = 0.49) was observed between process of change and climate of change.

Masters of Science / This study aimed to review the change management implemented in a Biopharmaceutical company in Cape Town in the light of existing literature on change management theory. Three main constructs were identified: process of change, readiness for change and climate of change. A quantitative pencil-and-paper survey were used to explore and describe employee experience of the change management process within a single department of a biopharmaceutical company in Cape Town. Cronbach alpha coefficient confirmed internal reliability (α = 0.94) of the questionnaire constructs. Employees across all ages reported average scores for all constructs (M ≥ 2.5 < 4), indicating a similar experience regardless of age. A medium-strong positive correlation (p < 0.01; r = 0.49) was observed between process of change and climate of change. Based on the findings from the literature review and empirical research, recommendations were made to improve the change management processes and experience within biopharmaceutical companies. This study not only contributes to the body of knowledge on change management literature in the biopharmaceutical context, but also provides insight to a biopharmaceutical company to improve future change management practices.

Purpose: Significant research has been done on morale within libraries focusing on librarians as teachers, administrators, staff, and faculty members. This review is the second in a series of two with the purpose of providing suggestions on ways to improve morale in librarians and library staff. The first part of this review discusses contributors to low morale in these populations. Methods: Searches were conducted between Spring 2020 and 2021 across six databases and by hand (Medline via PubMed, Library and Information Science Collection via ProQuest, Sociological Abstracts via ProQuest, PsycInfo via EBSCO, Library Literature and Information Science Full Text via EBSCO, and ERIC via EBSCO). Broad and narrow searches were performed utilizing keywords and controlled vocabulary terms related to morale and librarians or library staff. Results were reviewed by authors in three stages according to inclusion and exclusion criteria outlined in the article. Results: The initial search resulted in 735 articles for review. After completion of a three-stage review process and hand search, 52 articles remained. The search and hand search update resulted in 13 additional articles for a total of 65 articles for inclusion in the initial review. These articles were then split into two main groups: articles that address contributors to low morale and those that provide suggestions for improving morale. This article will address 28/65 articles retrieved that provided suggestions for improving morale within libraries. Conclusion: There is currently a large body of research on morale related to librarians and library staff; however, it is worth reexamining morale as librarianship and the world around it continues to change. Researchers confirmed that libraries have unique cultures based upon their region, overarching institution, type of library, customer or patron base, and other factors. As such, supervisors must be creative in terms of encouraging their staff and must adapt morale improvement efforts to their individual institution as material resources are not always available as rewards.

Purpose: Significant research has been done on morale within libraries, focusing on librarians as teachers, administrators, staff, and faculty members. This review is the first in a series of two with the intention to provide perspective on contributors to low morale in librarians and library staff. The second part of this review will be forthcoming and will discuss ways to improve morale in these populations. Methods: Searches were conducted between Spring 2020 and 2021 across six databases (Medline via PubMed, Library and Information Science Collection via ProQuest, Sociological Abstracts via ProQuest, PsycInfo via EBSCO, Library Literature and Information Science Full Text via EBSCO, and ERIC via EBSCO). A hand search was added in Spring 2021 in the interest of completeness. Broad and narrow searches were performed utilizing keywords and controlled vocabulary terms related to morale and librarians or library staff. Results were reviewed by authors in three stages according to inclusion and exclusion criteria outlined in the article. Results: The initial search resulted in 735 articles for review. After completion of a three-stage review process and initial hand search, 52 articles remained. The search update and hand search update resulted in 13 additional articles for a total of 65 articles for inclusion in the initial review. These articles were then split into two main groups: articles that address contributors to low morale and those that provide suggestions for improving morale. This article will address 40/65 articles retrieved that discuss contributors to low moral within libraries. Remaining articles and articles that discuss both contributors to low morale and ways in which to improve morale will be discussed in the second half of this review series. Conclusion: There is currently a large body of research on morale related to librarians and library staff; however, it is worth reexamining morale as this profession and the world around it continues to change. Researchers confirmed that libraries have unique cultures based upon their region, overarching institution, type of library, customer or patron base, and other factors. As such, supervisors and managerial staff indicate the importance of examining the culture of one’s own library including the motivations of staff/faculty and barriers that they encounter.

This study was conducted to see if teachers perceive a significant difference in school culture and leadership in Title I and non-Title I schools. Specifically, this researcher considered the possibility that teachers working in Title I schools have lower perceptions of their school’s culture and leadership than teachers working in non-Title I schools. A quantitative study was used to find the perceived differences between school culture and leadership in Title I and non-Title I schools. A quasi-experimental design was selected because preexisting data were collected on teachers in an upper East Tennessee region. The data were collected from the TELL Tennessee survey conducted in 2011 by the Tennessee Department of Education. The TDOE contracted with the New Teacher Center (NTC) to conduct the state’s survey. The NTC is a national organization that has administered surveys in several states and is dedicated to developing and supporting a quality teaching force. The TDOE compiled 8 constructs or focus indicator areas for the survey, and 5 of the 8 indicators were used to determine school culture and leadership. School culture indicators were compiled from the focus questions of facilities and resources and community support. Leadership indicators were compiled from focus questions of student conduct, school leadership, and instructional practices and support. The population included teachers who taught in public schools, Pre Kindergarten through 12th grade during the 2010 through 2011 school year. This study showed no significant difference in regard to teacher perceptions of leadership in Title I and non-Title I schools in an upper East Tennessee region. However the study did find a significant difference in regard to teacher perceptions of school culture in Title I and non-Title I schools in the area of facilities and resources. An examination of the group means indicates that Title I schools (M = .845, SD = .120) had a significantly more positive perception of facilities and resources than teachers in non-Title I schools (M = .786, SD = .149).

No description available.

This study examined the morale of fifteen teachers in a Mid Atlantic State Public School System after the implementation of restructuring per the corrective action continuum mandated by the No Child Left Behind federal legislation. Per the legislation, schools which fail to meet Adequate Yearly Progress (AYP) for six consecutive years were required to select one of the suggested school restructuring options. These options were: replace most of the school personnel, including the principal; convert the school in to a charter school; release the control of the school to the state department of education; or contract the services of an outside agency to operate the school. The participants in this case study consisted of fifteen faculty members; five faculty members who remained at the study school, five faculty members who were displaced from the study school and five turnaround teachers who were newly assigned to the study school. As qualitative studies focus on `How' and `Why' questions, it was appropriate to utilize this type of framework as the researcher identified and explored how the morale of the faculty changed after the implementation of the restructuring process. The results of this study show only one of 15 of the study participants expressed that the implementation of the restructuring at the two study schools yielded a positive change in faculty morale. On the contrary, 14 of 15 study participants felt the restructuring process, as carried out in both study schools, had a negative impact on employee morale. Additionally, study participants indicted both study schools as having more of a positive climate prior to the implementation of restructuring as all of the interviewed subjects reported the restructuring process negatively impacted the student body, their parents and the entire school community. / Educational Administration

The thesis of this dissertation was: the morale of teachers will be high when they are involved in making decisions which they feel are important to them and when their involvement is to the extent to which they want to be involved in making decisions. The population of this study consisted of 31,998 full-time and part-time teachers assigned to 1,252 Virginia public elementary schools during the 1975-1976 school year. The sample of this study was set at 600 full-time and part-time teachers assigned to 120 Virginia public elementary schools during the 1975-1976 school year. Three instruments, the Personal and Situational Data Form, the Decision Locator Questionnaire, and the Purdue Teacher Opinionaire, were used for collecting data for this study. Useable instruments were completed by 381 teachers or 63.5 percent of those contacted and returned by contact persons of 77 schools or 64.1 percent of those contacted. / Ed. D.

The study was designed to investigate the relationship between the school communication system and teachers' work motivation. The theoretical basis for the study was Barnard's (1938) contention that communication is a vital element in organizations in that it serves as a vehicle for transmitting knowledge of purpose and as such is necessary for willingness to serve. The sample was composed of 234 elementary teachers from eleven randomly selected schools in the Norfolk school district. Downs' and Hazen's (1978) Communication Satisfaction Questionnaire, adapted for educational settings was used to collect data on the school communication system. The Teachers' Work Motivation Questionnaire (Miskel, et. al. 1980), based on Vroom' s expectancy work motivation model, was used to gather data on teachers' work motivation. Additional questions were asked to obtain demographic data and job satisfaction. data. A 70 per cent return of questionnaires was received. Multiple regression analysis was used to determine the separate and collective contributions of the independent variables to the dependent variable. The independent variables were the seven factors of the school communication, two job satisfaction measures, years of experience at the present school, and she of school enrollment. The dependent variable was teachers' work motivation which was composed of three factors, instrumentality, valence and expectancy. Three regressions were conducted, one with each of the factors in teachers' work motivation. Frequencies and means were obtained for the demographic variables. The results revealed that there was a significant relationship between the school communication system and teachers' work motivation in that some of various factors in both variables were significantly related. A significant relationship was found between horizontal communication and all three of the factors in teachers' work motivation--instrumentality, valence and expectancy. Media quality was related to two of the factors in teachers' work motivation-- instrumentality and valence. All but one of the factors in the school communication system were related to instrumentality. A second analysis of the data using the combined model of teachers' work motivation revealed similar results. Horizontal communication and level of satisfaction for the last six months were related to teachers' work motivation. Based on the results of the study, it was suggested that the study. be replicated to test the relationship between the school communication system and teachers' work motivation in secondary schools. In addition, it was suggested that further research be conducted to test the relationship between horizontal communication and teachers' work motivation. It was also suggested that administrators interested in developing higher levels of teacher work motivation advocate and foster horizontal communication and that school districts increase the number of desirable job outcomes. / Ed. D.