O Centro Brasileiro e os Centros Regionais de Pesquisas Educacionais foram instituições criadas no interior da estrutura do Ministério da Educação e Cultura, em 1955. A finalidade principal dos Centros era realizar pesquisas cujos resultados pudessem ser utilizados na elaboração de uma nova política educacional capaz de tornar a educação escolarizada, efetivamente, um dos fatores favoráveis ao desenvolvimento econômico e social que se processava, em diferentes ritmos, nas diversas regiões do país àquela época. A partir da identificação dos projetos de pesquisa que foram propostos por todos os Centros, durante todos os anos em que neles foram desenvolvidas atividades de pesquisa, foi possível constatar a existência de dois períodos distintos em sua produção: um, transcorrido do início do funcionamento dos Centros até, aproximadamente, 1961; e, outro, que começou em 1962 e se estendeu até o princípio da década de 1970. Tendo em vista o objetivo de compreender as mudanças apresentadas pelos projetos de pesquisas dos Centros nos dois períodos identificados, foram estabelecidas relações entre essas mudanças e os diversos propósitos que orientaram a realização daqueles projetos, assim como com as políticas educacionais promovidas pelo governo federal entre as décadas de 1950 e 1970. Os resultados alcançados indicam que os Centros passaram da condição de instituições que se propunham a gerar subsídios científicos à tomada de decisões políticas relativas à educação, através da realização de pesquisas que enfatizavam a interpretação das relações existentes entre a educação escolarizada e as mudanças em curso na sociedade brasileira, para a condição de instituições que subsidiavam a implementação de políticas previamente elaboradas por outras instâncias de poder, promovendo a realização de pesquisas cuja ênfase se circunscrevia à análise de aspectos internos ao funcionamento da escola. / The Centro Brasileiro de Pesquisas Educacionais (Brazilian Center of Educational Research) and the Centros Regionais de Pesquisas Educacionais (Regional Centers of Educational Research) were institutions created inside the structure of the Ministério da Educação e Cultura (Ministry of Education and Culture) in 1955. The Centers aimed at realizing researches whose results could be used in the elaboration of a new educational policy capable of effectively rendering school education one of the favorable factors to the economic and social development in course, in different rhythms, in the different regions of the country at the time. Based on a survey of the research projects which were proposed by all the Centers, during all the years in which there was research activity within them, it was possible to identify the existence of two distinct periods in their research production: one from the creation of the Centers until, approximately, 1961; and another starting in 1962 and stretching until the early 1970s. This works\' objective is to understand the changes shown by the Centers\' research projects through the two identified periods by establishing relations between these changes and the different purposes that oriented the realization of these projects, as well as with the educational policies promoted by the federal government from the 1950s to the 1970s. The results reached indicate that the Centers, beginning as institutions that proposed to generate scientific assistance to the making of educational policy decisions, passed to the condition of institutions that gave support to the implementation of policies previously elaborated by other instances of power. Correspondingly, the content of the research projects changed from the realization of research that emphasized the interpretation of the existing relation between school education and the changes in course in the Brazilian society to promoting the realization of research that was circumscribed to the analysis of internal aspects of the school activity.

Orientador: Mara Regina Lemes de Sordi / Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Educação / Made available in DSpace on 2018-08-23T01:15:00Z (GMT). No. of bitstreams: 1 Oliveira_SaraBadrade_M.pdf: 1507268 bytes, checksum: 32692c77442537c6f9b4f85295ea4eb8 (MD5) Previous issue date: 2013 / Resumo: A presente pesquisa objetivou compreender a complexidade organizacional e a dinâmica interna de uma escola que tem protagonizado seus próprios processos de qualificação e de construção/implementação de Projeto Político Pedagógico. Que fatores influenciam a condução de processos de mudança por dentro da escola e a manutenção de iniciativas entendidas como inovadoras ao longo do tempo são perguntas que perpassam o estudo. Esta pesquisa pretende contribuir com o extenso escopo de investigação a respeito do papel ativo representado pelos atores da escola na construção da qualidade educacional, reforçando a importância do fortalecimento do coletivo da escola e de seus processos de participação e negociação como forma de lutar pela sustentação da qualidade negociada da educação pública no atual contexto político das "reformas empresariais". Elegeu-se como estudo de caso uma Escola Municipal de Ensino Fundamental da cidade de São Paulo, conhecida por implementar propostas alternativas para a organização do espaço e tempo escolar, para a dimensão do ensino e aprendizagem, bem como para a dimensão das relações e do trabalho coletivo ancorado na participação de diversos segmentos. Buscou-se compreender o movimento de mudança/manutenção dos pilares do Projeto Político Pedagógico desta escola, bem como as contradições do processo de construção coletiva ao longo dos anos, para o que procedemos à descrição do percurso histórico deste Projeto desde seu primeiro ano de implementação em 2004, a partir de um olhar atento aos conflitos e diferentes posicionamentos dos atores. As técnicas de coleta de dados utilizadas foram análise de documentos, como atas de reunião do Conselho de Escola; observação com anotação em diário de campo; e entrevistas semiestruturadas com pais, equipe gestora e professores. Concluímos que a mudança não pode ser estendida de um grupo que a elabora para um grupo que a implementa, o que é válido tanto para a relação entre o poder público e o nível local quanto para a relação entre grupos dentro da escola, sendo que inevitavelmente a mudança depende de como a escola como um todo conduz seus processos de participação e negociação e do quanto as condições internas e os diferentes atores são capazes de se apropriar da proposta e de empreender processos de qualificação. Isso significa que é necessário abrir para a comunicação, para a emergência dos conflitos, a partir de movimentos de participação e de negociação da qualidade. / Abstract: This research intends to understand the organizational complexity and internal dynamic of a school that has conducted its own processes of improvement and construction/implementation of Political Pedagogical Project. Which factors influence the conduction of change processes within the school and the maintenance of initiatives perceived as innovative over time are questions that motivate the study. This research aims to contribute to the broad scope of research about the active role that school actors play in the construction of educational quality, reinforcing that the direction of the school must belong to teachers, and emphasizing the importance of strengthening the school collective and its participation and negotiation processes in order to pursue the negotiated quality of the public education in the current political context of "corporate reform". As a case study, we have chosen a specific school (Escola Municipal de Ensino Fundamental) in São Paulo city which is quite famous because of its alternative proposals, related to organization of space and time, to teaching and learning process, and to social relations and collective work anchored in the participation of various segments. We aimed to understand the movement of change/maintenance of the Political Pedagogical Project guidelines of this specific school, as well as the contradictions of the collective construction process over the years. In order to do that, we have made a description of the historical course of this Project since its first year of implementation, 2004, through a focused look at the conflicts and the different viewpoints of the actors. In order to collect data we used document analyse (like records of the School Board), observation that we have recorded in a field diary, and semi-structured interviews with parents, teachers and management team. We conclude that change can not be extended to a group that conceives it for a group that implements it, which is valid both for the relationship between the government and local level and for the relationship between groups within the school; and that change depends inevitably on how the school as a whole conducts its processes of participation and negotiation and how the internal conditions and the various actors are able to take ownership of the proposal and to undertake improvement process. It means that it is necessary to open for communication, for the emergence of conflicts, through movements of participation and negotiation of quality. / Mestrado / Ensino e Práticas Culturais / Mestra em Educação

D.Ed. (Education) / Please refer to full text to view abstract

M.Ed. (Education Management) / In the South African teaching profession, a trend is qradually developinq in which a greater emphasis is beinq placed on the recoqnition of the professional authority of every qualified teacher. This trend, however, stands in sharp contrast to the traditional notion and practice of hierarchical authority. As a result of this contrast, conflict between these two opposites is unavoidable. In this short dissertation it has been determined that hierarchical authority can in fact be regarded as contrary to the nature and principles of a profession. This conclusion emanates from the fact that hierarchical authority is not qenerally recognised or accepted as one of the ordinary characteristics of a profession. The most common and acceptable type of authority prevalent in professions, is the professional authority attributed to every qualified and capable professional person because of his or her extensive knowledge and training in a particular field. Since teachinq can indeed be classified as a profession, it would therefore appear that hierarchical authority in the South African teaching profession, is actually a contradiction. Notwithstanding this assertion, it does appear that hierarchical authority is the traditional and established form of authority within the South Atrican educational system. On all three levels of educational management (macro-, meso- and micro-) in the Departments of Education and Culture in the House of Assembly and the House of Representatives, as well as the Department of Education and Training, hierarchical structures of authority are embedded. The central principle of hierarchical authority is the tact that all decisions, rules, regulations and procedures decided upon in the upper levels of the hierarchy, can be enforced on every level lower down in the hierarchy without any consultation of those at the lower level(s) of the hierarchy. lt would, however, also appear that a qreater plea for the recognition of the teacher's professional authority, is steadily gaining qround in all three above mentioned education departments. Some of the main contributing factors to this development are a qeneral improvement in teacher qualifications, increased specialisation and a number of teacher grievances.

Principals were struggling with the interpretation of their roles in the implementation of the NCS in South African schools, parlty due to the huge change and complexity of the NCS. It was found that principals did not understand their roles in the implementation of the NCS, and as a result did not develop staff, were not familiar with the roles of educators as specified by policy and shifted the burden of developing educators to the Department of Education. A qualitative research approach was employed. A reputational case sampling was conducted on three secondary school principals in the KZN Vryheid District. A semi structured interview and a semi-structured questionaire were employed on these three principals to gather data. Theme analysis was used to determine how principals interpreted their roles in the implementation of the NCS. I found that principals did not have enough understanding of their roles in the implementation of the NCS. However, principals complained that the Department of Education was more concerned about expanding access to education than quality of education. They also lamented that teachers had a low self- esteem with the profession. I found that principals required detailed workshops on their roles in the implementation of the NCS, ongoing curriculum leadership training, and required LTSM resources and equipped laboratories.

South African universities are embedded in an unequal society. Transformation strategies and interventions in the sector attempt to address this, but arguably, the policies and practices which aim to bring about transformation are merely platforms for potential change and do not guarantee the achievement of their aspirations. This study engages with the notion of transformation in one university, looking at how an organisation for women has contributed to transformation in individuals and in the institution. It explores the idea that vulnerability is the starting point of transformation, and must be recognized and incorporated into how an organisation, institution or individual regards vulnerable groups, in order to build a more equitable society. The reframing of vulnerability is a process of acknowledging the way power works, and arguably, power’s melancholic nature and expression in society and in universities has particular challenges with regard to how vulnerable groups experience their vulnerability. If the framing of an individual as vulnerable does not also provide that individual with the conditions that shelter the vulnerability they experience, leading to a renegotiation of whom they can become, their “vulnerable” status is entrenched. The study explores ways in which an organisation for women uses its legitimized platform for renegotiating subjectivities, norms and performances, and the potential this has for transformativity.

M.Ed. (Education Philosophy) / The purpose of this study is to indicate that school renewal and improvement is necessary. The researcher aims to describe the crisis in schools in South Africa and tries to give a practical solution to this crisis, by means of a literature study. The literature study describes the crisis in South African schools, as well as the role different agents play in the improvement of school practice. Finally, ten criteria for school improvement are identified and briefly described and a visual, practical model is developed to show how these criteria can be utilized in practice. The most important findings are: • that the school principal, teachers, parents and pupils have a definite role to play in school improvement; • that a change for the better can be brought about; • for improvement to the implemented in a successful mannerthe process of change and improvement involves certain criteria, which must be adhered to. Recommendations are: • school improvement in practice is possible, when crisis in the school situation is removed; • school improvement can only take place with the active participation of the agents or roleplayers of improvement such as the school principal, teachers, parents and pupils. • the practical implementation of such a process of improvement be applied through a practical process model taking the ten criteria of improvement into serious consideration.

M.Ed. (Education Management) / The implementation of Outcomes-Based Education in South Africa is not as it was envisaged. This was attributed to lack of necessary skills and capacity by both office and school- based teachers to comply with policies of the Department of Education (In this concept the educators and teachers are used interchangeably). Due to the above, both institution and office-based teachers started blaming one another for poor implementation and monitoring as well as supporting the new curriculum reforms. Institution- based teachers blamed the office-based educators for the lack of capacity, monitoring and support as well as feedback. On the other hand the office- based educators blamed the institution based teachers for the lack of internal support within schools. The purpose of this study was to investigate the level of capacity by District Learning Area Specialists in supporting and monitoring the implementation of Revised National Curriculum Statements (currently called National Curriculum Statements). To accomplish this aim, Heads of Departments, District Learning Area Specialists, and teachers were sampled randomly from Ekurhuleni West school district. The Heads of Departments and educators were selected from Thokoza, Vosloorus and Katlehong schools, while the District Learning Area Specialists were from Ekurhuleni West district office. The research was conducted in a form of case study. It focused on qualitative and descriptive research style. Various methods of collecting data such as interviews, observation, questionnaires and document analysis were used in order to ensure reliability and validity. Based on the literature reviewed and responses from the empirical research the study revealed that the type of support offered by the District learning Area Specialists is not enough for the teachers to implement and comply with all the policies of the Department of Education. It also revealed that excessive demands and pressure from the Department of Education left schools and districts with no choice but to rush to the implementation phase without capacity building. In order for both district and institution- based teachers to implement and comply with the policy, the study recommended that: conducive organizational structure; combination of support and external pressure; issuing of incentives; reward and sanctions; strategies and prioritizing of work; high level of professional leadership and capacity; district working towards developing partnership with schools; monitoring and support and that institution based teachers should become organized and effective. Finally, the researcher recommended for a further research on the IDSO (Institutional Development and Support Officer). The reason is that these district officials are the ones who develop the management and governance of schools. They ensure that all the school systems are put in place. It is believed that if the governance and management of schools are in order, it is likely that the curriculum implementation might improve.

Educational Management / South Africa is faced with educational transformation that is embedded in the current education policy. For this transformation to succeed, teachers, principals and those in the higher hierarchy in the Department of Education, will have to work together towards attaining the goals of Education. Teams are powerful learning entities than individuals seeking to learn on their own. Teams provide an environment which learning can be articulated, tested refined and examined against the needs of the organisation and within the context of the learning of others. To be effective, team based learning activity needs to be based upon the needs of the team, the needs of the individuals within the team and the needs of the organisation. By articulating these three sets of needs within the team, real progress and development will take place within an organisation. The principal should provide the staff with a forum where there is an interchange of information and the strengthening of relationships and the improvement of the school climate. Specific roles that relate to a specific task need to be clarified as well as those that relate to the team. Principals should realise that the role they play in a school is significant. Despite this significant role, they can never be solely responsible for the management of the school. To achieve excellence collective effort is needed. Involvement of team members in decision making will help in achieving the organisation's mission as well as the goals. This will result in the taking up of the school's ownership by all team members. Accountability will therefore be owned by all team members not only the principal. Team building can lead an organisation to success because it involves communication, effective coordination and division of labour. This will result in effective school management.

D.Ed. / During the past decade there have been far-reaching changes in the social and political structure in South Africa. As South Africa has entered the global stage, many companies are now competing internationally. There has been a rapid rise in the technological development which has often meant that people have outdated skills and can no longer be employed. Consequently, young people who wish to make a decision concerning their future careers, are presented with a host of new challenges. The reality of today's world of work demands an individual who can anticipate and adjust to change. The postmodem identity of the multiple selves, is in constant flux in order to maintain position in a rapidly changing world. Sunter (1999), Burr (1995), Mazarr (1999) all refer to the way metanarratives of the past have, in today's world, been called into question. All the old certainties of the past have evaporated. These changes have led to a lack of stability and a sense of hopelessness for the older generation. As a result, there has been an increasing lack of guidance both from parents and from those involved in educating the young people of the country, especially in terms of career choice. Subsequently, our young people are not empowered and many of them fall victim to unemployment and a sense of non-agency. The realities of people living and making meaning of life under very different social, cultural and economic conditions has profoundly important theoretical implications for career counselling (Donald, 1995). There are so many new options open in the world of work, that these confound the process of career decision making. Savickas (1993;1995;1997), suggests that the new work ethic for the 21" century will be one of self-development, changing the goal of career counselling from supporting careerism to fostering self-affirmation and improved decision-making. There is an urgent need to develop an approach which facilitates the process of career decision-making which suits the "spirit of the age" and which is discourse sensitive, but which also incorporates aspects of universal significance. The challenges which are faced by this need are: How can the career seeking adolescent be assisted to search for his/her own identity and recover his/her own voice? How can the adolescent be empowered to challenge and overcome the disempowering discourses which invite career "indecision*? Which way of working could assist the career seeking adolescent to position him/herself and enable him/her to exercise personal agency with regard to the dynamic world of work in the South African context, so that s/he can make a meaningful career decision? The intention of this study is to describe and explain the use of narrative ways of working to facilitate career decision making. This study was set in a postmodem South African context and used narrative ways of working in both career decision making and in the research process. Narrative ways of working use ideas which encompass aspects such as social construction of knowledge through language (Burr, 1995: Gergen, 1991), the power/knowledge relations (Foucault, 1980), and the "not-knowing" approach (Anderson & Goolishian, 1992). Career seeking adolescents took part in the study. The participants drew a lifemap and then they told their stories. I questioned the participants using the inner landscape of action, the outer landscape of consciousness and the experience of experience (Bruner, 1986; White, 1991) framework of questioning. All the participants wrote a reflection of the effect of the lifestory conversation. Other relevant knowledge was gathered from documents, such as school reports. I listened to each conversation which had been recorded. I transcribed the conversations and listened to them again several times. Each listening provided an opportunity to listen for themes which might have been missed. The participants listened to the retelling of the story which the researcher had written and themes which emerged, were co-constructed. Then the participants and the reseracher had a reflexive group conversation using the reflections of the process and further questions as stimulus. This conversation was transcribed and after multiple listenings the researcher wrote a retelling of this conversation. I asked reflexive questions about the career decision making process and each participant was invited to asked me questions about the process. These reflexive conversations were transcribed after multiple listenings. A reflection was written about the effects of the process. Other data collected was used to provide coherence with the knowledges elicited in the conversations. This research report follows a recursive rather than a linear structure. I avoided the objectification of knowledge as it is in direct contrast with the fundamental principles of narrative ways of working. Accountability for this study lies within the multiple reflexive conversations. The authenticity of the data was checked by the participants themselves and a peer researcher who is well versed in narrative ways of working. The retellings of the tellings, allow the reader to make meaning of the participants' and the researcher's stories of the experiences.