Performance ethnography on disordered eating that weaves poetry and stories.

An exploration of Annie Baker's play The Aliens through the perspective of student directing. This includes the process of research, casting, rehearsal, and performance of the play in the Spring of 2017 at East Tennessee State University.

A summary of the experience of directing The Aliens by Annie Baker including the process of research on the play and playwright, casting the production, rehearsing the play, and performing it.

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The quality of questionnaire data hinges on participants’ willingness to provide careful responses. Some research participants, unfortunately, respond after only skimming the contents of a given study questionnaire. In more extreme cases, participants may respond without reading the questionnaire content at all. This symposium examines recent advances in careless responding research

La société contemporaine est en évaluation permanente dans une rapidité toujours plus accrue, une concurrence toujours plus forte qui crée de plus en plus un malaise chez les personnes à responsabilité qui travaillent dans une atmosphère de grande incertitude, de perte d’humanité et de repères. Pour les dirigeants aujourd’hui, le challenge est de trouver la paix, la sérénité et la confiance au travail chaque jour ; de trouver des alternatives pour leur bien être et un meilleur rendement de leur leadership. C’est par ce biais qu’intervient la spiritualité. Cette recherche a mis en évidence la manière dont la spiritualité participe à améliorer et à maintenir la performance du leadership dans les organisations. Par la construction d’une théorie du Leadership spirituel englobant, nous comprenons pourquoi, comment et dans quel but le spirituel intervient dans la vie des dirigeants. La spiritualité se présente comme moteur d’efficacité du leadership des dirigeants, essentiellement par un rapport à soi, à l’altérité, à la croyance, au transcendant, aux religieux et à la foi. C’est «la prédominance de l’esprit sur le corps ». Le dirigeant trouve dans la spiritualité un cadre de pensée et d’action qui passe par le sens, l’introspection, l’optimisme et la confiance. Le leader prend exemple et incarne l’exemple, il est moins vulnérable et plus productif. Sa « compétence spirituelle » influence ses choix, son état d’esprit et ses interactions, lui permettant d’aller au bout de ses réalisations via l’« amour » d’« autrui ». / The contemporary society is in permanent evaluation in a speed always more greater, a competition always stronger and creating more and more a faintness at the people with responsibility who work in an atmosphere of big uncertainty, of loss of humanity and marks. For the leaders today, the challenge is to find the peace, serenity and confidence in the work every day; to find alternatives for their good to be and has to better yield one their leadership. It is by this way that intervenes the spirituality. This search highlighted the way the spirituality participates to improve and to maint performance of the leadership in organizations. By the construction of a theory of the Including Spiritual Leadership, we understand why, how and in which purpose the spiritual intervenes in the life of the managers/leaders. The spirituality appears as engine of efficiency of the leadership of the managers/ leaders, essentially by a report to one, to the otherness, to the belief, to the transcendent, to the religious order and to the faith. It is « the ascendancy of the spirit on the body ». The manager/leader finds in the spirituality a frame to think and of action which through by the sense, the introspection, the optimism and the confidence. The leader takes example and embodies the example, he is less vulnerable and more productive. His « spiritual competence » influences its choices, its state of mind and its interactions, allowing him to go at the end of its realizations through « love » of « others ».

The purpose of this project was to broaden my skill set and responsibilities within a well-established theatre company by transitioning from performer to director. I would accomplish this goal by using my extensive knowledge of the inner-workings of the Redlands Theatre Festival, while applying my own set of techniques, philosophies, and judgments. The project was based around the Redlands Theatre Festival’s (RTF) production of The Hot L Baltimore, written by Lanford Wilson, performed by resident actors and the acting company of RTF. I was given the opportunity to direct the play under the supervision of the Artistic Producing Director and founder of the then 40-year-old theatre company. The assignment had one main component: directing a successful production in an already-established company of experienced theatre artists. This main task was riddled with myriad complications in its production methodology. Contributing factors to the success of this project included thorough research of the period and material, a strong background in acting, creativity and the willing suspension of disbelief amongst performers and audience, trial and error, and the drive to share my passion of theatre. Many opinions and critiques were available upon the opening of the production and I am confident that this project was a success, in many ways. The play was well-received by audiences, as well as a positive and educational experience for the performers. Upon the completion of the project, I have a deeper understanding of the specialized techniques that are required, and necessary, for me to amass future successes in similar endeavors with the Redlands Theatre Festival.

Model-Based Testing is a method that supports automated test design by using amodel. Although it is adopted in industrial, it is still an open area within performancerequirements. We aim to look into MBT for performance requirements and find out aframework that can model the performance requirements. We conducted a systematicmapping study, after that we conducted a sample study on software requirementsspecifications, then we introduced the Performance Requirements Verification andValidation (PRVV) model and finally, we completed another sample study to seehow the model works in practice. We found that there are many models can beused for performance requirement while the maturity is not enough. MBT can beimplemented in the context of performance, and it has been gaining momentum inrecent years compared to earlier. The PRVV model we developed can verify theperformance requirements and help to generate the test case.

Thesis (MPA)--University of Limpopo, 2009. / The democratic political breakthrough of 1994 in South Africa intensified debate on the delivery of quality public education among the teaching fraternity. This culminated in the promulgation of education legislation such as the South African Schools Act of 1996, the Education Employment Act of 1998 and finally the Collective Agreement Number 8 of 2003, which contains a section on the Integrated Quality Management System (IQMS).This was an attempt by the Department of Education to enhance the development of educators. The main purpose of the IQMS is to determine educators’ competence, to assess their strengths and areas in need of further development.What triggered the research was the fact that the Department of Education and teachers’unions were always at loggerheads regarding the implementation of the IQMS. This made the researcher investigate the feasibility, successes and shortcomings of the implementation of the IQMS. The researcher used questionnaires, interviews and a document study for the collection of data.The results indicated that the purpose, aim and objectives as enshrined in the Collective Agreement Number 8 of 2003 had not been realised in the implementation of the IQMS within Lebowakgomo circuit in Limpopo Province. Instead of being developed, educators were left demoralised and confused. The IQMS had lost its meaning in the sense that the monetary aspects were over-emphasized at the expense of the development aspects. The professional development of educators was ignored by the Department of Education, as it did not make in-service training or departmental support in any form available. The departmental officials never visited schools to effect the whole school evaluation required by Collective Agreement Number 8. Thus, educators simply completed the IQMS forms without proper evaluation just for the sake of the 1% salary increase. Lack of support by the Department of Education had indeed put the implementation of the IQMS in a crisis. Finally, recommendations were made. The key recommendation was the amendment of Collective Agreement No. 8 of 2003 so that the Development Support Groups are restructured. Furthermore, the review should take on board a reduction of the instruments that make up the IQMS. This is an attempt to streamline the IQMS and make it user-friendly.

Thesis (MPA.) --University of Limpopo, 2009. / Human Resource Development (Employer)