Submitted in fulfilment of the requirements for the degree of MASTER OF EDUCATlON in the DEPARTMENT OF EDUCATIONAL PSYCHOLOGY of the UNIVERSITY OF ZULULAND, 1999. / • To pursue a study pertaining to the educational needs of employees and the needs of their spouses at certain private companies. • To institute certain guidelines, based on the findings of both a literature study and structured interviews, for private companies to realize the educational needs of their employees and their spouses. A basic point of departure is that companies have an educational responsibility towards their employees. Employee education is a universal phenomenon that is valid for all employees. During this study it was found that certain companies acknowledge the need for educating their employees, which they regard as an investment in human capital. Because the company is engaged in the advancement and development of its employees, the spouses and children are not left behind in the development and advancement process. It has become the responsibility of employers to improve human resources because they are future assets of the company. Employees are engaged in empowerment programmes which uplift the labour force with job-related skills as well as life skills. Labour relations in South African companies have greatly improved due to the employers' acceptance of labour rights. The acceptance of labour rights in companies harmonises the relationships between employers and employees. Productivity becomes the joint effort of the employers and employees. Employers' expectations are determined by employees' educational expectations. Employees are in dire need of educational expertise, and on the other hand employers expect a high rate of productivity. Whilst employees' educational needs are visualized by responsible employers, others have been found to be inadequate in designing educational programmes to uplift and inculcate job know-how to serve the employees, educational needs. Employee empowerment programmes are needed to advance job related skills, but are inadequate as empowerment programmes need to address illiteracy, numeracy and financial assistance. The review of the literature has emphasised the importance of the employees' skills education, employees' empowerment and life skills programmes, and role of an employers' educational responsibility in treating and preventing illiteracy and numeracy. The literature studied and interviews conducted have shown that not all employers have responsibility for the education of their employees, their spouses and children. Education of the labour force, their spouses and children involving lay people in running the company programmes and the development of better services in the company, are discussed as ways and means of preventing illiteracy and numeracy. In the light of the findings of this research, the following was recommended: • That educational programmes directed at employees, their spouses and children are essential for the prevention of illiteracy and numeracy, and should be implemented. • That employees' training programmes with regard to job skills and life skills are needed and should be made available • That financial assistance from private companies should be made available for the education of the children of employees.

Educators are faced with the rapid influx of online courses in the K-12 educational setting. The majority of research conducted to date has been in the area of higher education. Research and publications suggest that many factors control the success or failure of students enrolled in online courses. These factors include student characteristics, mentoring, and teacher/student interaction. Other factors affect the implementation of successful online courses and virtual schools. These factors include policies, funding, student support, technology, curriculum, access, equity, staff development, and administration. Currently, the absence of appropriate research suggest the need to identify the necessary components of a staff development program to prepare teachers to teach secondary online classes in a local school system. In the development of a staff development program, measures need to be undertaken to assess and address the individual needs of the teachers. This study was designed to identify the necessary components of a staff development program for the purpose of training teachers to teach secondary online courses in a local school system and collect recommendations for differentiating staff development to meet the individual needs of teachers. Using a three-round Delphi technique, panelists, representing successful secondary public and corporate online schools, developed a common consensus on the necessary components. The panelists identified the components needed for teacher training and ways in which a staff development program could be structured to address the individual needs of teachers. The panelists were provided an opportunity to scale the components as to their degree of importance. By working through the rounds and providing statistical feedback, a consensus was obtained. Each panelist was provided the frequency, mean, and standard deviation for each criterion. The components agreed upon by 80% of the panelists as either very important or important were used to develop an outline of a staff development program that can be used to train teachers to teach secondary online courses. / Ed. D.

The Virginia Board of Education is considering the adoption of technology standards for instructional personnel in Virginia's schools. All pre-service instructional personnel will have to demonstrate proficiency prior to obtaining a Virginia teaching certificate. Those currently in service may also have to demonstrate proficiency, as defined by the local school division.This study was designed to be a prototypic model for implementing the standards in Gloucester County Schools. Three hundred-ninety (390) instructional personnel were surveyed, according to selected strata, regarding their current level of competence. The discrepancy between the current level of proficiency and the level required by the standard defined the need for staff development. Differences among strata were provided for in planning for staff development activities.Staff Development activities were planned for all identified needs and implemented for a pilot group. The training sessions focused on raising the level of proficiency to that required to satisfy the standards. Participants in the pilot group were re-surveyed to verify the plan. An assessment procedure for measuring and reporting mastery on the standards was proposed by the pilot group. The process outlined in this study will be condensed into a brochure that will be provided to the Virginia Department of Education for possible distribution to other school divisions. / Ed. D.

A dissertation submitted to the FACULTY OF EDUCATION at the UNIVERSITY OF ZULULAND in fulfilment of the requirements for the degree of MASTER OF EDUCATION in the Department of Educational Planning and Administration, 1999. / Staff supervision is central to the improvement of the quality of teaching in a school and if educators are well supervised and are aware of the benefits inherent in supervision, they need to be amenable to supervision. Yet educators are not, and they use every trick in the book to avoid or resist supervision. On the other hand, the principal struggles to persuade educators to understand the value of the exercise. Some resort to threats which may lead to animosity and resentment. The bottom line is that the principal is not able to play his/her role to encourage staff development, and as a result, the quality of teaching may drop. This study sought to assess the principal's understanding of his/her role in staff development. Secondly, it sought to ascertain the extent to which principals' supervision strategies enhanced educators' professional development. Lastly, the study aimed to obtain an understanding of educators' perceptions regarding supervisors as an aspect of staff development. Review of relevant literature of supervision and staff development was undertaken for the conceptual framework upon which the problem could be analysed. An interview schedule was administered in principals with an aim to soliciting information that would reveal the approach that they used to supervise their staff. Questionnaires were adrriinistered to educators with an aim of obtaining information from them about the perceptions that they had regarding supervision and staff development. The study established that principals have the desire to play a constructive role in the professional development of their teaching staff, but they unfortunately lack the capacity to do so. Secondly that principals' supervision strategies as currently employed do not enhance the educator's professional development. Lastly that educators do not have a clear understanding of supervision as an aspect of staff development. They seem to understand the role that the principal can play but they have problems in implementing that role.

The goal of this research was to determine the balance of a collaborative learning relationship between an institution and its employees. A review of the literature examined learning-centered theory to determine the necessary tenets of a learning-centered professional staff development program. In addition, various staff development components were examined to ascertain their role in a learning-centered program. The literature findings guided this research to conduct a study to determine if relationships existed between employees' perception of climate and two variables: (a) employees' locus of control and (b) employees' job satisfaction. Additionally, the three factors were assessed together in a linear regression to determine what percentage of variance could be accounted for by each of the factors. The extent to which the institution had sufficiently set the stage for learning to take place was determined by assessing the institution's climate utilizing the PACE©. Locus of control and job satisfaction were two audience components utilized to determine appropriate program selection. Findings from the correlation procedures revealed a moderate relationship between both the employees' locus of control and their job satisfaction and their perception of the climate. A multiple regression revealed that 43% of an employee's climate perception could be accounted for by locus of control and job satisfaction. Results of this study indicated that locus of control and job satisfaction were two factors that an institution needs to consider with regards to their staff prior to embarking on a staff development program or in re-designing an existing program. In addition, the results indicated the necessity in establishing a baseline climate perception to ascertain if the environment was conducive to staff learning. Lastly, an institution needs to be willing to inquire of its staff as to their needs and preferred learning delivery methods. By examining itself objectively, and engaging workers in a collaborative learning process, an institution can begin to establish the foundation for a learning centered staff development program.

Yes / Background and objectives: People with dementia occupy around one quarter of general hospital beds, with concerns consistently raised about care quality. Improving workforce knowledge, skills and attitudes is a mechanism for addressing this. However little is known about effective ways of training healthcare staff about dementia. This study aimed to understand models of dementia training most likely to lead to improved practice and better care experiences for people with dementia, and to understand barriers and facilitators to implementation. Method: A collective case study was conducted in three National Health Service Acute Hospital Trusts in England. Multiple data sources were used including interviews with training leads/facilitators, ward managers and staff who had attended training; satisfaction surveys with patients with dementia and/or carers; and observations of care using Dementia Care Mapping. Results: Interactive face-to-face training designed for general hospital staff was valued. Simulation and experiential learning methods were felt to be beneficial by some staff and stressful and distressing by others. Skilled delivery by an experienced and enthusiastic facilitator was identified as important. Staff identified learning and practice changes made following their training. However, observations revealed not all staff had the knowledge, attitudes and skills needed to deliver good care. Patient and carer satisfaction with care was mixed. A major barrier to training implementation was lack of resources. Supportive managers, organisational culture and strong leadership were key facilitators. Conclusion: Dementia training can lead to improved care practices. There are a range of key barriers and facilitators to implementation that must be considered. / National Institute for Health Research Policy Research Programme (NIHR PRP) under Grant [PR-R10-0514-120006].

This dissertation is comprised of two studies, which taken together aim to enhance healthy lifestyle habits of young children. In the first study, early childhood professionals (N = 39) identified their beliefs and values regarding the role of physical activity and sleep in child development, and their role in assisting children with establishing healthy behaviors. Correlational analyses were conducted to examine if early childhood professionals’ beliefs and values were associated with an array of demographic characteristics (e.g., age, gender, and ethnicity) and/or the early care professional’s perceived personal health and body mass index. Descriptive analyses revealed that early care professionals believe physical activity and sleep are important contributors to the healthy development of young children, yet place less value on their role in assisting children with establishing healthy habits. Demographic and health variables of the early childhood professional were not associated with their beliefs and values. Using the results from Study 1 to address gaps in professional development on healthy habits in early childhood, Study 2 involved the development, implementation, and evaluation of two, 3-hour professional development trainings each focused on a contributor to the obesity epidemic (i.e., physical activity and sleep). Both trainings included an overview of the state of the science on the topic as it relates to early childhood and the area, recommendations for obesity prevention in the classroom, specific, hands-on examples of the early care professionals’ role (i.e., behavioral and environmental) in establishing healthy habits. Pre- and post-surveys were used to assess the effectiveness of the training on knowledge of physical activity and/or sleep as it relates to early childhood. Additionally, two researchers conducted classroom observations prior to and following (M = 4.5 weeks) the training to assess potential behavior change within the classroom. Paired-samples t tests indicated that early care professionals improved their general knowledge of physical activity and sleep in child development. Results indicated minimal behavioral and environmental changes in the classroom following the professional development.

No description available.

The purposes of this study were to (1) identify the variables affecting peer coaching, (2) the characteristics of peer coaching, and (3) to determine the outcomes of peer coaching. Participants were interviewed individually, face-to-face to gain insight into peer coaching. The interview questions were developed around the three domains in the conceptual framework: variables affecting peer coaching, the characteristics of peer coaching, and the outcomes of peer coaching. This study was conducted in one school division in the Commonwealth of Virginia . Two schools within the school division were randomly selected by the superintendent of schools for participation. Twelve teachers and the principals of these two schools participated in the study. Data were gathered using a teacher questionnaire, a principal questionnaire, and face-to-face interviews with the teachers. The constant comparative method was used to analyze the interview data. The variables found to affect peer coaching were: (a) trust, (b) commitment, (c) administrative support, (d) environment (non-threatening), (e) time (constraints), and (f) teacher attributes. The characteristics of peer coaching were: (a) user friendliness, (b) instructive training, (c) the centrality of observation, and (d) conferencing. The outcomes of peer coaching were: (a) creates support networks, (b) impacts instructional and classroom management practices, and (c) confirms instructional and classroom management practices. These findings may be helpful to school administrators and teachers who are interested in learning about peer coaching and how peer coaching can serve as an ongoing staff development intervention to bring about changes in teachers' instructional and classroom management practices. <strong></strong> / Ed. D.

This study investigated teachers' perceptions of the influences of action research on their thinking about instructional practices and the impact of this thinking on teaching practices. The four specific areas of investigation were teachers' perceptions about (a) the overall teacher role, (b) teachers' knowledge about teaching, (c) teaching practices, and (d) reflective practices. The data were collected from interviews with teacher researchers, informal classroom observations, and collection of teacher and student work and related artifacts. The data revealed that teachers perceived changes in the four areas of investigation. Engaging in the stages of action research provided teachers with a methodical structure for implementing and analyzing the teaching and learning process. This defined structure guided teachers through more systematic and conscious data collection, data analysis, and reflection. / Ph. D.