This is a case study of the restructuring of the Jewish community schools in Johannesburg, South Africa. The purpose of this research is to explain why, how and with what impact, economic and ideological forces shaped the restructuring of the Jewish community schools. This is explored by drawing out the views of the different stakeholders as well as the meanings that they attached to the change and by recalling their experiences and understandings vis-à-vis the restructuring process. This study investigates what was considered to be the “first stage” of restructuring – a stage that aimed at ejecting the past, establishing new management and designing a blueprint for the future. The study follows the process as it evolved from April 2001 when a CEO was contracted to manage the schools until March 2003 with the 27th National Conference of the South African Board of Jewish Education, at which the changes were endorsed and constitutionalised. The study suggests that the restructuring evolved through the interaction and convergence of two globalised forces: one force pulled the schools towards marketisation and managerialism; and the other force pushed the schools towards the intensification of their religious identity. The study explores the impact of these two sets of dynamics as they came together in the context of a faith-based community school, and the contradictory forces that were set in motion. The main argument is that the synergy created between new managerialism and religious extremism, in a transitional and unstable context, undermined the fragile democracy of the faith-based community schools and caused them to change, thus shifting them towards ghettoisation, exclusion and autocracy. The study identifies and explains the global, national, local and institutional conditions and realities that enabled and constrained this process. This qualitative case study relies on insider accounts of the process of change and contestation, and raises important methodological and ethical questions around the difficulties of researching one’s own community and colleagues. / Thesis (PhD (Education Management and Policy Studies))--University of Pretoria, 2005. / Education Management and Policy Studies / unrestricted

Changing classroom practice is a difficult and complicated business. It involves challenging both what teachers know and do in their classrooms. It involves a process of re-configuring both teacher knowledge and practice. Many attempts at teacher development have had less than spectacular results in this regard. This study explored one such attempt of a teacher development programme that was aimed at challenging and reshaping teacher’s science content knowledge (CK) and pedagogical content knowledge (PCK), with the aim of influencing classroom practice. Using Shulman’s argument on the importance of uncovering teachers’ knowledge, this study investigated teacher clusters or networks and the opportunities they provide for science teachers to collaborate and share their knowledge and classroom practices. The collaboration was intended to strengthen science content knowledge (CK) and pedagogical content knowledge (PCK) in order to improve classroom practices. The context of the study was a professional development intervention on science and mathematics in Mpumalanga; the Mpumalanga Secondary Schools Initiative (MSSI) funded by the Japanese International Co-operation Agency (JICA), where the teachers met regularly to share knowledge and experiences in smaller groups commonly referred to as Teacher Clusters. Qualitative research methods in the form of case studies were used to investigate and understand how these clusters helped science teachers in particular to challenge and change their CK and PCK by working collaboratively. The study presents two case studies of science teacher clusters, and examines the interactions and mechanisms by which the clusters constituted resources for teacher learning and improvement in teaching practice. The major findings of this research are that: -- Teacher clusters indeed provided better resources for changing the classroom practice of science teachers by allowing them to focus specifically on their CK and PCK and the interactions between the two forms of teacher knowledge -- Most importantly, teacher clusters also functioned in such a way that they allowed teachers a substantially more and better set of collective resources from which to begin and sustain changes in classroom practice. In making these major findings, this research established the critical role of the structure and leadership of the cluster in helping to create conditions for successful clustering and teacher change. The study concluded by observing that clustering or networking does provide teachers with enhanced opportunities for professional growth and classroom change. Variations in forms of clustering and teacher leadership issues within the clusters still require further investigation and research than this study was able to provide. / Thesis (PhD (Science Education))--University of Pretoria, 2006. / Science, Mathematics and Technology Education / unrestricted

Staff, previously employed by Public Technical and Vocation Education and Training (TVET) Colleges, migrated (transferred) to the Department of Higher Education and Training (DHET) in terms of Section 197 of the Labour Relations Act. This treatise investigates the legal consequences of the migration of the staff from the fifty (50) TVET Colleges to DHET and focuses on the different categories of staff. The conditions of service of all the categories of staff before migration are compared with that after the migration. Meaningful recommendations are made about negotiations that should take place in the respective bargaining chambers in order to ensure a smooth transition that will prevent unnecessary legal consequences in future. The treatise furthermore analyses the legal consequences of staff, employed by temporary employment services to perform outsourced functions at TVET Colleges, who did not migrate to DHET. The legal implications of these members of staff is debated and evaluated. The treatise also discusses the performance management system and the changes from the integrated quality management system of lecturers to the performance management development system of public servants. TVET Colleges absorb the employment costs (as a separate employer) to ensure that there is growth in the Full Time Equivalents of Ministerial programmes, funded by DHET. The treatise makes meaningful recommendations to the new employer (DHET) with regard to the appointment of staff to conduct ministerial programmes and the overtime remuneration of current staff that willingly agree to work overtime but are not fairly remunerated by DHET. The treatise also considers the second phase of the migration process, namely the development of a blueprint organogram and the development of job descriptions for the different functions identified on the organogram. The process should ideally be followed by a restructuring process where staff are placed in identified functions and must be capacitated to perform the functions adequately. This process will ensure alignment of functions in the fifty TVET Colleges. Finally, the treatise notes the issue of workplace discipline at the TVET College and the definition of the workplace. It offers a proposal to the DHET to negotiate with the unions about defining the workplace as this has a legal consequence for attaining the objective of sound labour relations. It make meaningful recommendations about the overlapping regulatory requirements applicable to the TVET College as a legal person and DHET as an employer.

Part of the transformation of education in South Africa emphasises the need to address historical barriers that have been impeding access into institutions of learning, and the need for empowering stakeholders democratically. Improving institutional responsiveness and focusing on Science, Technology, and Engineering and increasing the number of university graduates are amongst the more prominent strategies for changing the educational, socioeconomic, and political landscape within a global context. This research, as the first cycle of an action research project, explores collaborative group work with a group of science students at a Vista University campus (that is now part of the Nelson Mandela Metropolitan University) as a contribution to institutional, professional, and personal responsiveness. The treatise traces my development as a novice researcher within an evolving action research context that became a terrain for facilitating a collaborative approach to learning. I describe my personal experience and the experiences of my co-researchers as collaborative partners, the systemic influences considered during the study, and the process of action research that encouraged movement from feelings of apprehension and inadequacy to feelings of anticipation and excitement regarding collaborative interactive learning and development opportunities. For the co-researchers and me an action research process in an interpretivist paradigm was not just suited to an exploration of collaboration, but also evolved into a vehicle for interactive teaching and learning, in a collaborative and student-centred way. Giving voice and being listened to, having perspectives validated, engaging in learning that could accompany academic and personal growth, and an acute sense of being empowered are ingredients that participants, and institutions of learning, can continue building on and building with along evolving spirals of life-long learning and meaning making.

This thesis examined the manifestations of the various forms of racism in a South African institution of higher learning, the Nelson Mandela Metropolitan University (NMMU). The study further attempted to confront racism from the perspective of finding ways in which human relations of a diversified higher education population could be improved. As the issue at hand in this study relates to racism, critical race theory (CRT) was explored in an attempt to understand different perceptions and ways of dealing with racial inequality. CRT recognizes the complexities of racism and the construction of race as a way of justifying political, economic and social inequality (Stovall, 2006:247). This understanding played a role in making sense of perceived racial discrimination which is also connected to gender, age and social class. CRT conceptual tools, such as stories and counter stories featured strongly in the data collection process. Understanding the relationships of power, race and racism, as advocated by CRT, was vital in the process of analyzing data, reporting on the findings, and the proposed recommendations. The empirical data and literature provided insight in the design of a ‘Wheel of Humanity’ which serves as a succinct portrayal of ideas that can work in nurturing acceptable, to better, human relations. The study revealed that Meta-stereotypes influenced the perceptions of racist attitudes, behaviours and practices. As much as overt forms of racism were reported as minimal, subtle and implicit forms still exist, and are aggravated by the ‘culture of power’ that is taken for granted. The success of initiatives designed for the purposes of going beyond race, and adopting a humane approach in instilling the principles of ubuntu, depends on changing attitudes and preconceived ideas.

This thesis examines the dimensions of user engagement with an online forum on British Columbia's new policy on educational technology. Contributors to this site included elementary and secondary schoolteachers, distance educators, parents, students, researchers, BC Teachers' Federation staff and officers of the Ministry of Education. In the main, they did not respond to Ministry documents directly. Analysis of the site discussions reveals that participants mostly used the forum to debate the principles o f teaching and learning with technology. While many messages included collegial expressions of support, others revealed the political, ideological and pedagogical boundaries between the various education sectors in BC. In follow-up interviews, participants reported that the discussions were often fragmented and hard to follow, that it was virtually impossible to tell i f anyone else was listening, and what the impact of their contributions was. They were conscious of their professional status and uncomfortable about not knowing the size or identity of their audience, which included the Ministry of Education (BC). From the interview data I argue that the forum did not significantly increase public contributions to policy debate. However, while they acknowledged the shortcomings of the medium, participants still agreed that a forum of this kind was a valuable feature of their professional and political landscapes. In conclusion, I argue that different users differed enormously in their expectations of what the site offered, what their contribution might be and how such a site contributed to the realm of policy discussion at large. The political and educational agendas of those who did participate remained separate, fragmented and occasionally conflicting. The terms of engagement and motivation, as well as the shortcomings of this type of discussion, form the subject of this analysis. The conclusions reached here are critical to understanding the potential of this new medium for encouraging greater dialogue around political and professional issues in education and other fields. Finally, I argue that, i f the Ministry of Education could show a more effective listening presence, the texts which are produced on a future site would be more likely to answer their policy consultation needs. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

This study investigated the suitability of adopting a learning outcomes approach as a strategy for educational reform in British Columbia's colleges and university colleges. It focused on the views of institutional and department administrators during the initial implementation phase through a questionnaire (n=313), interviews (n=58) and the analysis of provincial documents. Study participants had varied reactions to a learning outcomes approach ranging from strong support to overt resistance. Proponents viewed it as a philosophical shift from teaching to learning involving themes such as transparency, integrated curricula, holistic curricula, and a learner-centered focus. However, many viewed learning outcomes as being similar to their current approach. Opponents viewed the approach as being too simplistic, too limiting and unsupported by evidence. Its central position in the reform agenda was questioned. The barriers to its implementation included competing priorities, lack of resources, faculty workload, organizational culture, pedagogical issues, concerns about the vocationalization of postsecondary education and its perceived relationship to the provincial government's accountability movement. Approximately one third of respondents who had made changes identified them as valuable to their programs and courses. However, respondents from academic areas had less involvement, less interest in integration and perceived it as less valuable than respondents from applied areas. The value of the approach resonated at the theoretical level, but often disappeared in the practice context particularly at the course level. It was viewed as being particularly valuable in applied areas, but was most often described as a refinement. The learning outcomes approach was too abstract to provide a vision for reform. While there have been changes in specific courses and programs, the policy did not have a provincial impact from a pedagogical or accountability perspective. The term has been integrated into many organizational documents, but it is unclear if these changes translated into more relevant learning experiences or more valid assessment approaches. The discussions generated about best practices have been the greatest impact of the policy. It forced faculty members to challenge and defend their educational practices. This may be the ultimate legacy of the learning outcomes policy in British Columbia. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

I conducted a case study at Multisite (a pseudonym), an established community college that is becoming a university college. I explored and attempted to understand (a) the organizational culture, and (b) how faculty members interpret this transition. I conducted prolonged observations and interviews with 39 faculty members. I explored the culture by means of what I label the themes of family, of participation, and of institutional mission. I also explored it using multiple perspectives, especially a fragmentation perspective (Martin, 1992). I used the metaphor of a kaleidoscope to signify shared frames of reference without consensus on meanings. I modified Geertz' (1973) sensemaking perspectives and developed a framework. It entails three elements: (i) a perspective, (ii) a symbol or issue, and (iii) the interpretation of (ii) within (i). It is consistent with Weick's (1995) description of organizational sensemaking. An individual may focus on (a) traditional (e.g., communal and participatory) cultural values, (b) emergent (e.g., academic) cultural values, or (c) pragmatic interests. The interpretation may be positive, negative, neutral, or postponed, depending on the perceived status of the cultural value or of the pragmatic issue. Interpretations seem not to be associated directly with objective characteristics, such as length of service, program affiliation, or academic credentials attained. Fragmented meaning systems are associated with fragmented interpretations; fragmented interpretations are associated with fragmented patterns of organizational commitment and job satisfaction. Faculty who use a traditional cultural perspective indicate that they or their colleagues retain their level of commitment or have lost it, according to whether traditional values seem retained or lost. If they are uncertain what will happen to traditional values, they are uncertain whether they or their colleagues will remain engaged. Faculty who use an emergent cultural perspective indicate an increased job satisfaction; they may indicate decreased organizational commitment. Faculty who use a pragmatic perspective may see the transition positively and express enthusiasm for their work; they may see it negatively and express low levels of organizational commitment. I suggest that factors in the external environment have precipitated changes in organizational values which, in turn, have precipitated changes in organizational commitment and job satisfaction. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

D.Ed. / One of the central themes that permeate the concept of learning organisations is its focus on individual and collective learning. Learning organisations are characterised as organisations that are capable of creating learning cultures, where acquisition of skill and knowledge is seen as an investment in tomorrow. Individual learning is promoted at personal, interpersonal and professional levels. Collective learning is promoted through conversation, inquiry and relationship building on collaborative cultures. This research focuses on how school principals and educators can transform their schools into learning organisations. This research concentrated on Black schools due to the enormous problems that exist in these schools. Use was made of a two-phase methodology namely the quantitative and the qualitative methods to elicit the perceptions of educators with regard to the school as a learning organisation. In relation to the quantitative method, a structured questionnaire consisting of 88 items was administered to 100 educators, with a return of 74,3%. After two successive factor analyses of the responses the 88 items were reduced to two factors only, namely: a collaborative culture consisting of 74 items, with a Cronbach-alpha reliability coefficient of 0,971; and educator commitment consisting of 13 items with a Cronbach-alpha reliability coefficient of 0,749. The two factors, namely collaborative culture and educator commitment were then used as parameters for the qualitative individual and focus group interviews. Thus the merging of the two traditional methodologies, namely the qualitative and quantitative paradigms, enriched the research. The researcher used one individual interview and two focus group interviews to elicit the opinions of educators concerning the concepts collaborative culture and educator commitment. The responses of the participants were coded and analysed. Eight themes emerged from the analysis namely: personal mastery; mental models; shared vision; team learning; systems thinking; reflection; dialogue; and leadership/management (iv) Categories related to these themes were also identified. The direct quotes of the respondents were transcribed and these together with the themes and categories were discussed in relation to relevant research literature. The results of the data analysis showed that the learning organisation is built around collaborative cultures and educator commitment. There was congruence between the literature review, the structured questionnaire and the individual and focus group interviews in that the themes that make up a learning organisation were personal mastery, mental models, shared vision, team learning, systems thinking, reflection/inquiry, dialogue and leadership/management. The recommendations that are provided in this research are based on the eight themes identified in the individual and focus group interviews, on the findings from the literature review as well as from the findings from the structured questionnaire. Although eight themes were identified these themes are closely related and interactive. The research was concluded with a chapter on the findings, results and recommendations, as well as possible areas that needed further investigation.

The purpose of this phenomenological study was to describe and explain teachers' perceptions about effective professional development as well as to identify the environmental factors that affect the teacher participants' ability to engage in and implement various behaviors and beliefs transferred from the professional development experience. Four teachers were studied in depth for one school year, and data collected included in-depth interviews and classroom observations. Findings indicate three main themes related to the research questions, which sought to understand how teachers perceive and describe their experiences of participating in professional development and the factors that support or constrain their instructional decision-making as it relates to new knowledge and skills acquired through professional development. These themes are that: (a) Effective professional development must have a supportive context and meaningful purpose which: meets the physical and cognitive needs of participants; focuses on improving practice, content knowledge, and pedagogy; provides participants with choice, adequate time and ownership of learning experiences; and includes opportunities for sustained learning and accountability; (b) Learning experiences are greatly affected by interpersonal relationships and opportunities for social learning and should be built upon the principles of: taking risks in the learning environment; sharing beliefs in a community of practice with effective support structures; involving all members, including the leaders, in the community of practice; and including opportunities for dialogue and the sharing of best practices as tools for learning, and (c) Implementation efforts are influenced by multiple sources, including: collegial and administrator support; curriculum and standardized testing; and time. Effective professional development must include attention to assisting teachers in dealing with these influences when they become barriers to implementation efforts.