The purpose of the study was to develop a proposed program that would provide comprehensive preparation for prospective secondary and elementary school administrators in Jamaica. The population consisted of one hundred practicing school administrators in Jamaica.A Q-sort technique was used to prioritize thirty-six educational preparation goal statements. The twenty most important goals were chosen and rank-ordered to develop a core curriculum for the proposed program. Findings The following goal statements were ranked as the four most important goals by practicing school administrators:-Goal Statement 1--"Develop competence in selection, development and evaluation of personnel."-Goal Statement 3--"Development and understanding of the decision making process."-Goal Statement 13--"Develop competence in providing leadership in the development of the total school curriculum and educational policies."-Goal Statement 27--"Develop competence in fostering and maintaining staff and student morale."Goal statements judged to be the least important by practicing school administrators were:-Goal Statement 16--"Develop competence in the process of negotiations and concepts of labor relations in the public school setting."-Goal Statement 33--"Develop competence in the use of computers in educational operations and in the decision making process." Conclusions The judgment of practicing school administrators regarding core preparation experiences needed by prospective administrators was revealed by the final rank-ordering of the set of twenty educational goal statements.Since the rank-ordering of the goal statements revealed that administrators in all types of positions were in substantial agreement on the items ranked in the top half of the set of twenty goal statements it would seem reasonable that the core of a program include the content suggested from these items.

The purpose of the study was to compare and contrast current management development delivery systems in the public sector with the private sector. Data was gathered through on-site interviews with five private and five public sector organizations. The organizations were selected for the study with the help of expert panels. Panel members also assisted in refining the structured interview guide used to collect data.Data obtained by the interviews were analyzed using a binomial test for differences in proportion to determine significant differences between responses of the public sector and the private sector interviewees. Open ended questions were compared and reported in narrative form.Data collected support the following conclusions:1. The importance of involving individual participants in planning for management development programs has been shown.2. A number of practices endorsed by respondents and identified in the data may serve as components of a model for program implementation.3. The literature supports the need to correlate management development activitites to events-based, on-the-job activities.4. A weakness appears to exist in current management development programs in regard to the lack of use of personal recognition as an incentive.5. The literature cites the need to increase funds for future programming needs.6. Changes in salary/wage policies may need to occur.7. Ambiguous goals are a reason for the failure of many management development programs.8. Evaluation techniques are utilized to assess individual program offerings rather than to measure improvement in on-the-job performance.9. Raise in income is preferred as an incentive in the public sector.10. Promotion is preferred as an incentive in the private sector.11. Development programs are hindered by a perceived lack of available time. / Department of Educational Administration and Supervision

No description available.

The purpose of the study was to develop an effective method of facilitating intercultural communication and understanding for school personnel (administrators, counselors, teachers) and to design a training tool which would assist in this task.Based on the body of literature in theory, research, and training of intercultural communication, the study synthesized the findings to determine the most effective methodology to accomplish this purpose.The following research questions were studied:1. What are the barriers to effective intercultural communication?2. What is the most effective intercultural training model (in terms of learner achievement of competencies)?3. How does one become an independent, effective intercultural communicator (what are the competencies, attributes, specific knowledge, and behaviors)?4.How does one evaluate one's competency and effectiveness in intercultural communication?1. Barriers to effective intercultural communicationwere identified as: language and non-verbal communication problems, preconceived ideas and stereotypes, ethnocentrism, differences in learning and approach to problem solving, differences in values and beliefs, lack of knowledge about oneself and others, perceptual distortions, role prescriptions, differences in individuals, past experiences, and technology.2. Several intercultural training models were analyzed: intellectual, area training, self-awareness, cultural awareness, multidimensional, developmental experiential, intercultural sensitizer, culture-general assimilator, and independent effectiveness. The author developed the SSSSS (SixStep Sequential Self-Structured) Model which integrated intellectual and experiential learning.A training tool was also developed, a videotape, which presented incidents of intercultural interaction. The video, entitled Creating Empathy Through Film, is to be used in conjunction with the SSSSS Model as a means of training school personnel in effective intercultural communication.3.Competencies of independent, effective interculturalcommunicators were identified as: understanding one's own cultural background and the backgrounds of those who areculturally different, openness, tolerance of differences, empathy, flexibility, global awareness, ability to cope in stressful situations, and the capability to function effectively in multicultural environments.4. The self-evaluation method developed for trainees uses three concentric circles within which gummed tabs are placed. This evaluative method will enable trainees to measure their own effectiveness in intercultural communication in terms of attitudes, behaviors, and knowledge. / Department of Secondary, Higher, and Foundations of Education

Typescript. / Thesis (Ed. D.)--University of Hawaii at Manoa, 1983. / Bibliography: leaves 129-139. / xviii, 139 leaves, bound ill. 29 cm

School administrators are required by law to report suspected cases of child abuse. They create serious legal and moral consequences for their school districts when they fail to report suspicions of child abuse occurring in the school setting. Studies consistently find that child sexual abuse is under-reported and that allegations of sexual abuse by school personnel are increasing. School administrators may not be responding effectively to the abuse that does occur in schools because they have not been trained to recognize indicators of abuse nor to effectively investigate allegations of abuse. The purpose of this study was to investigate whether specially designed training would significantly improve school administrators' performance on child sexual abuse case simulations. Subjects were from a convenience sample of 40 practicing administrators from five school districts in Yamhill County, Oregon. A one-group pretest-intervention-post-test (A-B-A) design was used, and data were collected using three instruments: (1) an administrator questionnaire developed through a Delphi Process, (2) a pre-evaluation case simulation, and (3) a post-evaluation case simulation. The t test of alpha was used to examine the correlated means and determine the significance in changes in performance between the pre- and post-test results. A standard level of significance (p<.05) was employed throughout the study. This study confirms that the administrators in this sample were lacking in knowledge in the six areas addressed by the training modules and that the gains they made were significant in each of the six training areas and on the overall post-test. No significant differences were found among the subjects on the basis of gender, age, experience level, and longevity in their current positions. This study concludes that school administrators may lack sufficient knowledge about child sexual abuse to adequately protect children in their schools. It also suggests that specially designed training sessions will increase reporting and reduce the number of child sexual abuse cases occurring in public schools. Districts may better fulfill their moral and legal obligations to protect children and reduce their legal costs and exposure to liability by providing specialized training in child sexual abuse for administrators. / Graduation date: 1997

Mode of access: World Wide Web. / Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 260-275). / Electronic reproduction. / Also available by subscription via World Wide Web / xii, 275 leaves, bound 29 cm

The purpose of this study was to provide a comprehensive and descriptive study of the Oregon Mentorship Program. The study examined literature on adult mentorship programs particularly related to education and educational administration, and gathered mentor and protege perceptions on the personal and professional usefulness of program activities and characteristics. The analysis of the data may provide guidance for future formal mentorship programs designed to prepare better beginning administrators in the field of education. Data were gathered utilizing a questionnaire. All participants in the program (77 mentors and 79 proteges) were surveyed with an instrument designed around the follow-up study model. Statistical analyses of the data were based upon 55 mentor and 57 protege respondents. Chi square, mean, t-test, and Kendall's coefficient of concordance were used to determine significant differences among mentors and proteges. Two qualitative methodologies of analysis, phenomenology and development of a category system for analysis which seeks convergence and divergence were also applied to the responses. Major findings of this study were grouped as perceptions, structure, logistics, participant relationships, and demographic. Mentors and proteges had few differences in the way they perceived the mentorship program. Mentors and proteges did not agree on the significance of same/different gender mentor/protege pairings. Age differential between mentors and proteges was also not found to be a significant factor. Structurally, proteges more than mentors felt that directives and guidelines were unsatisfactory. Proteges did not agree that satisfactory year-long goals were established. Logistically, proteges were more likely to come to mentors than mentors to proteges. No significant differences existed in any of the items concerning the participant relationship category: mentors and proteges responded in similar ways to each of the questions. The study recommended future actions to enhance the Oregon Mentorship Program and made recommendations for further research into formal mentorship programs.

The purpose of this study was to identify the standards and criteria of graduate programs and credential requirements for special education administrators; ascertain practicing administrators' representative functions and performance requirements; and determine if interrelationships exist among these variables. Data were ordered in a format that should contribute to planning at the national, state and university levels. Data were gathered from universities, state education agencies and special education administrators. Universities, states and practicing administrators agreed that coursework/competency requirements emphasizing training and experience in both general and special education is appropriate. Fifty-six percent of the universities reported offering the necessary coursework in both areas, but only thirty-eight percent of the states had such requirements. In general, universities had more specific requirements than states. However, the coursework emphases and state requirements were found to be inconsistent with administrators' perceptions of knowledge and skills important to their jobs. Currently, forty states require certification for special education administrators: 13 as Directors of Special Education, 7 as Special Education Supervisors, 8 as General Administrators with Special Education Endorsement, 12 as General Administrators. Additionally, four states offer but do not require administrative credentials and two states require teaching credentials only. It was concluded that graduate programs often do not prepare special education administrators for the roles they actually perform. University and state requirements should parallel one another and both should reflect basic skills and competencies required on the job. Graduate program requirements need to place more emphasis in the areas of law and legal issues, public relations, fiscal procedures, personnel management, supervision and evaluation--both as basic administrative competencies and skills and as they relate to special education in particular. Appropriate internship experiences should be required by states as well as universities to provide expertise in such areas as report writing and public relations.

No description available.