While student populations are growing, the gatekeeping devices of teacher certification examinations prevent many who want and are trained to teach from entering the profession. If failing these exams predicted failure to teach well, blocking students who do not pass certification exams from entering the profession might be a well-reasoned policy. However, many studies indicate that there is little correlation between certification test scores and quality of teaching. The present study investigated the effectiveness of a program to improve the scores of Texas elementary preservice teachers on a required certification exam. The program consisted of one-on-one coaching of preservice teachers upon the completion of coursework and prior to their taking the state's certification exam. Subjects' scores on a representative form of the certification test were used as pre-treatment measures. The content of the treatment program was individualized for each subject and determined by the specific items missed by each subject on the representative form. The post-treatment measure was the subject's score on the certification exam. Scores on the representative form and on the certification examination were compared to determine if there were significant differences between scores of preservice teachers who had been coached and those who were not coached. Since subjects voluntarily enrolled in the treatment, initial differences between coached and uncoached groups were controlled through analysis of covariance and pairwise matching. Descriptive statistics, t-tests for dependent samples, repeated measures analysis of variance, and univariate analyses of variance and covariance all indicated that there were statistically significant differences between the scores on the certification test of coached and uncoached students. Coached students showed greater improvement in scores than uncoached, with Hispanic subjects showing greater improvement than Caucasian subjects. Analyses that examined the differences between the coached and uncoached subjects on the domain and competency scores that make up the raw scores failed to indicate the sources of the differences in raw scores.

Thesis (M. Ed. (Education)) - Central University of Technology, Free State, 2014 / The goal of the education system is to increase cognitive capacity, competencies and skills such as acquiring new knowledge, recalling facts and figures and applying this information to reasoning, understanding and solving problems. To achieve all these competencies teachers and lecturers traditionally use Bloom’s Taxonomy of Learning Domains. The competencies and skills as described by Bloom are measured by standardised intelligence tests. Society takes it for granted that the higher a person’s IQ (Intelligence quotient), the better he/she will perform at school level. But what happens after school? While cognitive intelligence may be able to predict quite accurately how one will perform at school, it predicts very little else in the way of social performance and interaction after school. As such, IQ is a rather weak predictor of performance in interpersonal relations, at work and in coping with a wide variety of challenges that surface in the course of one's life on a daily basis (Wagner, 1997). Some writers makes a strong case that people owe their success in their professional careers to much more than mere IQ. Wagner reviews data and offers convincing cases to show that an IQ above 110, fails as an accurate predictor of success in a career. In other words, you need to be smart enough to handle the cognitive complexity of the information you need for a given role or job, be it engineering, law, medicine, or business. But after reaching this threshold of “smart enough,” your intellect makes little difference. Wagner concludes that IQ alone predicts just 6 to 10 percent of career success. It has been argued for over a century, as early as Charles Darwin that something is missing from the human performance formula that is needed to explain why some people do very well in life while others do not, irrespective of how cognitively intelligent they may be. One of the first attempts by psychologists to identify additional predictors of performance in other aspects of life was made by Edward Thorndike (1920) when he described "social intelligence" as the ability to perceive one's own and others' internal states, motives and behaviours, and to act towards them appropriately on the basis of that information. Mayer, Salovey and Caruso (2000:273) state that emotional intelligence includes “the ability to perceive, appraise and express emotion accurately and adaptively; the ability to understand emotion and emotional knowledge; the ability to access and generate feelings where they facilitate cognitive activities and adaptive action; and the ability to regulate emotions in oneself and others”. All of these skills are necessary for the teacher to function successfully in the classroom. The question is: does the modern teacher have the necessary EI skills? This dissertation explores and describes the level of Emotional Intelligence of the first year student teachers at the Central University of Technology, Free State. Seventy-nine (79) students were tested during 2012 and 2013 to establish whether they have the necessary levels of Emotional Intelligence to ensure that they will be able to become good classroom leaders upon entering the teacher’s profession. Traits of Emotional Intelligence were assessed by means of the Trait Emotional Intelligence Questionnaire (TEIQue). The study investigates the Emotional Intelligence attributes and skills that a teacher will need to become a good classroom leader. The study examines the four main areas tested in the TEIQue, namely the well-being, the emotionality, the sociability and the self-control of the student teacher. Findings suggest that the student teachers still need to develop their emotional intelligence as their results fall in the lower level of the acceptable range.