In the light of youth unemployment and increased transnational mobility practice oriented vocational education and training get more and more importance in the international cooperation in education. There is a broad consensus among educational experts, that one of the possible measures to reduce youth unemployment in the world is to provide youth skills and competences, which are needed on the labour market. The school based vocational education needs to be updated with practical skills. The fundament of each practice oriented vocational education and training system (VET) lays in the cooperation between the main actors: the enterprises and vocational schools. Dual systems in countries as Germany, Switzerland and Austria offer many good practice examples on the benefits of the engagements of both actors in the vocational education and training system but nevertheless these examples cannot be taken as “one model fits all” which can be implemented in each country. Therefore each country interested in the redesign of their own vocational education and training system needs to identify possible benefits of and challenges in their system, to be able to specify the opportunities and threat for future development. It cannot be presumed that enterprises can be forced to take apprentices and train them in their facilities. It has to be evident for every educational actor willing to cooperate with enterprises, that enterprises first strive for growth in profits upon others to be able to secure their existence and secondly they may support additional, non-economic activities; for example the vocational education and training of future employee. Although to ensuring the quality of future employees may partly be seen as their social responsibility this fact will still depend on their economic situation and their need for skilled labour. However, making profit does not collide with the idea of the engagement of enterprises in the vocational education and training. It only needs an in depth-analysis of potentials and needs of enterprises and vocational schools and an adequate planning as well as development of the educational programs and activities. The following example on the PR China delivers many interesting basic approaches on how cooperation between enterprises and vocational schools can be built up, managed and preserved. Thanks to the over thirty years of multilateral cooperation between der PR China and other European and Asian countries, the PR China already knows what is needed to modernize the vocational education and training system. Further education of teachers, redevelopment of curriculums and the redesign of the infrastructure of the vocational schools are those activities, which enriched the Chinese vocational education and training system in the last thirty years. There is still backwardness in the economically weak part of the country but within the “go-west-strategy” of the government innovative measures are offered for enterprises to foster the development of the western region; for example cut red tape or tax and duty exemptions. In the course of the bureaucracy development of the east-southeast part of the country and through the increased perception of the country in the international business the quality of labour become more relevant also for the PR China. Products with low-value-added and unskilled labour were not sufficient anymore for the competitiveness of the country in the international environment. More and more enterprises realised the shortage of qualified labour because of the rise of progressing technology and of the availability of qualified labour. The commitment to quality in the vocational education and training laid on the market orientation and therefore on the establishment of cooperation between enterprises and vocational schools. The PR China can consequently show good practice examples from cooperation in the vocational education after more than thirty years of learning from other countries. The constructive element of these cooperation was identified by the actors as the consensus about the mutual benefit of cooperative activities. Although there are many good practices in the cooperation, nevertheless, more persuasiveness is still needed for continuous fostering of quality in the vocational education and training. The cooperation is not only influenced by the interest, need and the level of cooperation between enterprises and vocational schools, but the nature of the directives of the government are crucial for the cooperation too. For example, the decentralized implementation of the directives of the government may endanger the uneven development and quality assurance in vocational training. The transfer of responsibility of the state in the hands of the provinces ensures on the one side more freedom for provinces, for instance, it allows them to adapt the vocational education and training to their specific needs and to implement it to local circumstances. This means, to offer labour market oriented vocational education and training. On the other side it needs in the context of quality assurance to archive the knowledge gained through the fragmented implementation. This implies, that already developed teaching and learning materials should not get lost but it should be used as synergies and transfer these to other provinces, schools or enterprises. One of the exemplary efforts made by good situated “model vocational schools” is their willingness to overtake a sponsorship for other less developed vocational schools that are located mostly in the western region. Previously mentioned schools support the improvement of the teaching quality of latter mentioned schools and help them especially in the initial phase of the redevelopment of their teaching and training system. More concrete, “school sponsorships” allow to share knowledge, experience or to share technical equipment. The further education of teachers, the establishment of training facilities, the adaptation of curriculum to the labour market needs leave space for the consideration of local needs on the one side, and the dynamics of market development on the other side. It is only possible to take over responsibility for less developed schools, if there is financial support through the government too. School sponsorship is mostly subject to model schools therefore there is a significant need for recognition and promotion of education activities of these model schools. The high dynamic of the labour market in developing regions may cause challenges in the cooperation between vocational schools and enterprises, especially in the time of recession. If the cooperation with a vocational school gives rise to concern because of the limited time, personal availability or financial support in the enterprises, than the support of enterprises may decrease. Therefore the model schools strive to mobilise all actors, ask for financial and material benefits during the time of economic growth to be able to implement those benefits targeted and lay a solid fundament for the performance of less developed schools. This fundament may consist of well-educated vocational teachers, well-equipped training facilities as well as practice oriented curricula. A solid basis allows vocational schools in a economically weak period to use previous investments and benefits. Additional created supplementary services, as further educational offers for enterprise employees, well-educated vocational teachers as consulters by building up of new production lines or by doing research on the effectiveness of human resources, are examples for reserves to bear itself. The redefinition of the role of vocational schools as “service providers” in a wide sense, allows setting quality standards in relation with the pedagogical requirements and economical needs in the vocational education and training. The school administration and teachers need to be equipped with additional management skills in addition to their educational and professional skills to be able to initiate, build and maintain cooperation systematically and analytically. Enterprises need to be aware of taking responsibility for future skilled labour while cooperating with vocational schools. The openness of enterprises for cooperation allows determining one's potential within vocational education and training and look for benefits for both actors. It is necessary for a successful cooperation to be a "win-win" situation, so the motivation for all parties should be maintained. Finally each cooperation needs competent teachers, well equipped training facilities also strategic planning (AIOC-strategy) in sense of analysis of initial situation and the possibilities for the implementation of practical vocational education and training, optimisation of available capacities and resources, the interdependence of responsibilities and competences of both actors, and the consolidation of pedagogical quality criteria under economic premises. The PR China has tried in the past thirty years to modernize its vocational education and training system; this happened mostly in the technical occupations. The challenge for the future will be to do the same effort for the service occupations. The reform and open-door policy of the Chinese government since the 1970s brings many opportunities not only for the economy, but also for the society. The rapid development in the technically based fields brought the anticipated economic upswing and leads the PR China from a development country to the second biggest economy in the world. Now, the current government aims more to increase the life standard of the Chinese and strengthen the domestic consumption than to focus on industry production. Through the emerging middle class the quality and necessity of services gain higher importance in the society and it is seen as an integral part of increasing their quality of life. Chinas new generation remained from the destructive revolutions of the 1960s and 1970s, which have slowed down the development in the country. It has now in hand to bring together identity of the country with its traditions and modernity not only outwardly in the perception of the world, but to strengthen it also in the Chinese society.

This ethnographic study investigates the experiences of those learning tailoring and trading in Freetown, Sierra Leone via apprenticeships, other on-the-job training or Technical and Vocational Education and Training programs (TVET). I examine these forms of occupational training by investigating the practices underway, how knowledge transmission occurs, as well as why learners engage with and what they get out of these activities. I consider how the job learners utilise occupational training as a manner of increasing social, cultural and economic capital in Bourdieu's sense of those terms to navigate the urban labour market.     I find that the learners aspire fundamentally to social mobility and a sense of self-worth. To achieve this, they use four main tactics: flexibility, reframing, co-operation and diligence. However, I find all tactics are developed in response to greatly circumscribed opportunities to obtain a good and stable income, and increased social status, due to structural inequality. Local political neoliberal discourse on youth unemployment emphasising diligence, belies these inequities and the limited ways in which social mobility is within the individual’s control. Hence, I argue, a focus on training without addressing structural inequality is inadequate.     As the training usually does not lead to paid and reliable employment, I argue it serves more fundamentally as a form of moral education and a vehicle for personal and social development. I argue it helps develop certain personal moral traits and alleviate society's concern about immoral "idle youth". Further, that it helps develop what I term resilience capital; that is, the hard-working and stubborn disposition developed by reframing previous experiences of adversity, which may later assist the individual in acquiring other forms of capital.     Although not its main focus, this study also seeks to contribute to academic scholarship through developing our understanding of knowledge transmission. I find that the process of knowledge transmission is fundamentally social and shaped by hierarchy, subjective positions of power, the inculcation of moral and ethical values, and more dependent for success on various forms of capital than it might at first appear.

Diese Arbeit beschäftigt sich mit der Aus- und Fortbildung von Lehrkräften der beruflichen Bildung in Entwicklungsländern und leistet einen Beitrag zur Disziplin „Berufsausbildung in der Dritten Welt“, einer Disziplin der Berufspädagogik. Sie verbindet Aspekte der internationalen Berufsbildungszusammenarbeit aus deutscher Sicht mit Aspekten der vergleichenden Berufspädagogik, des internationalen Projektmanagements sowie der Didaktik und Methodik im Kontext der beruflichen Bildung. Im Mittelpunkt der Schrift steht eine empirische Untersuchung zur Aus- und Fortbildung von Lehrkräften der beruflichen Bildung in der Volksdemokratischen Republik Laos mittels eines nationalen in-service-trainingsystems, das durch deutsche und laotische Experten im Zeitfenster 2000-2003 erfolgreich und nachhaltig eingerichtet wurde. Das System mit der Bezeichnung „Multiplikatoren-Trainingssystem (MTS)“ basiert auf einem erprobten deutschen Konzept, das seine Transferfähigkeit in mehreren Entwicklungsländern bereits nachgewiesen hat.:Kurzdarstellung / Abstract………………………………………………..I Abkürzungsverzeichnis…………………………………………………...II Abbildungs- und Tabellenverzeichnis…………………………… III Einleitung..............................1 Untersuchungsgegenstand und Eingrenzungen.............2 Begriffliche Festlegungen............................................8 Ziel der Untersuchung…..……..…………………….…………...…. 14 Problemlage und Begründungen………………..…………...... 15 Methodisches Vorgehen……………………..……………………... 16 1 Die Aus- und Fortbildung von Lehrkräften der beruflichen Bildung als Leistungsschwerpunkt der Berufsbildungszusammenarbeit Deutschlands mit Entwicklungsländern..................................................... 19 1.1 Auffassungen und Leitlinien zum Transfer deutschen Know-How’s in der BB in Entwicklungsländer aus der Sicht des deutschen Systemgebers......................................................................... 20 1.2 Herangehensweisen and die Aus- und Fortbildung von Lehrkräften der beruflichen Bildung in Projekten der BBZ .…………………......... 28 1.3 Beispielhafte Ansätze der Aus- und Fortbildung von Lehrkräften der beruflichen Bildung auf der Mikroebene………………………………… 31 1.4 Beispielhafte Ansätze der Aus- und Fortbildung von Lehrkräften der beruflichen Bildung auf der Mesoebene…………………………….…… 56 1.5 Beispielhafte Ansätze der Aus- und Fortbildung von Lehrkräften der beruflichen Bildung auf der Makroebene……………………...………… 71 2 Die Situation der Lehrkräfte der beruflichen Bildung in Laos in den Jahren 2000 bis 2003............................. 74 2.1 Kurzdarstellung von Merkmalen und Besonderheiten der beruflichen Bildung in Laos……..……………………………………………………. 75 2.1.0 Einführung…………….…………………………………………..……... 75 2.1.1 Die Regelung der beruflichen Bildung in Laos………………………….. 78 2.1.2 Die Rolle des VEDC……………………………………………………... 82 2.1.3 Die Situation der beruflichen Bildung in Laos um das Jahr 2000……...... 84 2.1.4 Der Einfluss traditioneller und buddhistischer Erziehung auf die berufliche Bildung in Laos...…………………………………………….. 87 2.2 Ausbildungs- und Arbeitssituation der Lehrkräfte der beruflichen Bildung in Laos…………………………………………………………... 89 2.2.1 Die Ausbildung von Lehrkräften der beruflichen Bildung in Laos……… 89 2.2.2 Die Kompetenz von Lehrkräften der beruflichen Bildung in Laos…….... 91 2.2.3 Status und Probleme der Lehrkräfte der beruflichen Bildung in Laos…... 93 2.2.4 Arbeitssituation von Lehrkräften der beruflichen Bildung in Laos……… 95 3 Die Einrichtung eines Multiplikatoren-Trainingssystems für die Fortbildung von Lehrkräften der beruflichen Bildung am Vocational Educational Development Centre in Vientiane.......................... 97 3.1 Die Rahmenvorgaben zur Fortbildung von Lehrkräften der beruflichen Bildung in Laos im Jahr 2000……………………..…………………...… 98 3.2 Die Planung von Fortbildungsaktivitäten für Lehrkräfte der beruflichen Bildung am VEDC ab dem Frühjahr 2000………………….. 104 3.3 Die Gestaltung der Vorbereitungsphase zur Einrichtung des „Multiplikatoren-Trainingssystems“ …………………………..………... 117 3.3.0 Einführung…..……………….…………………………………………... 117 3.3.1 Die Bereitstellung der Informationen über das Konzept sowie die Überzeugung der lokalen Entscheidungsträger zur aktiven Mitarbeit am Projekt………...………………………………………………………...... 117 3.3.2 Die Erstellung einer schriftlichen, detaillierten Aktivitätenplanung zum Vorhaben…………………...…………………………………………….. 122 3.3.3 Die Bildung und Bestätigung einer lokalen Projektsteuerungsgruppe (Task-Force)………………………………………..………………...….. 125 3.3.4 Die Bereitstellung von finanziellen, materiellen, personellen und zeitlichen Ressourcen………………………..…………………………... 127 3.3.5 Die Bildung eines Netzwerkes von zu beteiligenden beruflichen Schulen und Partnern…………………………………………………………….... 132 3.3.6 Identifizieren der Institutionen, aus denen die Multiplikatoren ausgewählt werden und Auswählen der Multiplikatoren ……………...... 136 3.3.7 Offizielle Bestätigung der Multiplikatoren und Aufstellen von gemeinsam anerkannten Arbeitsprinzipien und Methoden der Zusammenarbeit…………..……………………………………………… 140 3.4 Die Gestaltung der Durchführungsphase zur Einrichtung des „Multiplikatoren-Trainingssystems“ ………………………..…………... 147 3.4.0 Einführung…………………………………….…………………………. 147 3.4.1 Offizielle, feierliche Eröffnung unmittelbar vor Beginn der Ausbildung der Senior-Multiplikatoren .……………………..………………………. 148 3.4.2 Die Durchführung des „MTS-Initialseminars“ für Senior-Multiplikatoren zur Vermittlung der berufspädagogischen Lerninhalte ... 151 3.4.3 Analysieren der Themen, die an den Landeskontext angepasst werden müssen……………………………………………..………...................... 169 3.4.4 Fertigstellung der Arbeitsübersetzung des Trainingsprogramms und Aushändigung eines persönlichen Exemplars an alle Multiplikatoren………………………………..……………………...….. 171 3.4.5 Die Durchführung des „MTS-Methodikseminars“ für Senior-Multiplikatoren zur Vermittlung des methodischen Konzepts …….......... 173 3.4.6 Erarbeitung einer Aktionsplanung für die unbegleiteten Folgeaktivitäten der anschließenden Zwischenphase…………………………….………... 177 3.4.7 Operative Aktionsplanung nach der Beendigung der unbegleiteten Zwischenphase ………………………………………..…………………. 183 3.4.8 Durchführung des „MTS-Simulationsseminars“ für Senior-Multiplikatoren…………………………………………………………... 185 3.4.9 Durchführung der ersten Seminare für Junior-Multiplikatoren …….…… 188 3.4.10 Feierliche Abschlussveranstaltung und Aushändigung der Zertifikate….. 191 3.4.11 Evaluierung und Präsentation der Ergebnisse ………..…………………. 192 3.4.12 Follow-up: Coaching der Akteure und intermittierende Begleitung der Ausbildung der verschiedenen Zielgruppen……………………………... 196 3.5 Die abschließende Evaluierung des „Multiplikatoren-Trainingssystems“ nach einer Laufzeit von drei Jahren ………………..……………….…… 210 3.5.1 Vorbereitung und Durchführung der Gesamtevaluierung ……………… 210 3.5.2 Abschluss der externen Begleitung des MTS in 2003………..………….. 217 4 Theoretische Begründungen und Herleitungen ausgewählter Aspekte, Komponenten und Merkmale des Multiplikatoren-Trainingsystems ....................218 4.1 Gestaltungsmerkmale des MTS-Initialseminars mit Bezug zur Einbettung und besonderen Konstruktion des „Modularen Trainingsprogramms“................................................................................. 219 4.1.0 Einführung………………………………….………………………...….. 219 4.1.1 Der Zielaspekt des MTS-Initialseminars……….…………………...….... 220 4.1.2 Der Inhaltsaspekt des MTS-Initialseminars……………….……………... 229 4.1.3 Der didaktische Aspekt des MTS-Initialseminars ………….……...….… 237 4.1.4 Der methodische Aspekt des MTS-Initialseminars…………….……...… 247 4.1.5 Der Bedingungsaspekt des MTS-Initialseminars……………….……...... 258 4.1.6 Der organisatorische Aspekt des MTS-Initialseminars………….……..... 287 4.1.7 Der Ergebnisaspekt des MTS-Initialseminars……………………....…… 293 4.2 Die Herleitung von transferrelevanten Merkmalen von Multiplikatoren-Projekten………………………………………….…….. 306 4.2.0 Einführung..………………….…………………………………………... 306 4.2.1 Fakten zum Hintergrund von Multiplikatoren-Projekten …………..…… 307 4.2.2 Transferrelevante Merkmale von Multiplikatoren-Projekten……….……… 312 5 Abschluss............................... 349 5.1 Zusammenfassung………..……………………………………………… 350 5.2 Eidesstattliche Erklärung………………………..………...……………... 359 5.3 Literaturverzeichnis……………......…………………………...………... 360 6 Anlagen.............................................. 377 Anlage 1 Übersicht über den bisherigen Einsatz des „Modularen Trainingsprogramms“ ………………………………………………. 378 Anlage 2 Beispiel einer Funktionsbeschreibung für einen Fachberater an einer Technischen Sekundarschule (Mikro-Ebene)...……………………... 379 Anlage 3 Beispiel einer Leistungsbeschreibung für einen Fachberater an einer regionalen Bildungseinrichtung für die Aus-& Fortbildung von Lehrkräften der beruflichen Bildung (Meso-Ebene).……………….. 381 Anlage 4 Beispiel einer Leistungsbeschreibung für eine Aus- und Fortbildung von Multiplikatoren auf nationaler und überregionaler Ebene (Makro-Ebene) …………………………………………………….... 383 Anlage 5 Module Specification „Technology“ – Chapter 1 - Module 8……….. 385 Anlage 6 Module Specification „Practical Training“ – Course 1 - Module 8 .. 388 Anlage 7 Process of Establishment of a Teacher Training System for formal and non-formal VET in the PDR Laos………………………………….. 391 Anlage 8 Presentation on MTS - a Lao success story (40 Folien)…………… 392 Anlage 9 Summary of all MTS-Seminars from 2001 to 2003……………………. 402 Anlage 10 List of all institutions benefited by MTS ………………………………... 404 Anlage 11 Survey of MTS-experience of Senior Multipliers………………………. 406 Anlage 12 Optimales Seminarraum-Lay-Out für MTS Seminare………………. 407 Anlage 13 Zeitlicher Ablauf der Umsetzung des MTS-Konzeptes in Laos…….. 408 Anlage 14 Berufliches Kurzprofil des Autors…………………………………... 410

Magister Educationis (Adult Learning and Global Change) - MEd(AL) / Student dropout, certification and retention rate has played a pivotal role for academic institutions globally. There are various factors that affect student persistence which inevitably leads to a student’s failure to graduate. These factors may also result in voluntary withdrawal from institutions which could impact on the status and funding of tertiary institutions. To deal with such critical issues, there is a need to understand the reasons for the decline in student retention and the factors that influence goals and student departure. The aim of the current study was to explore the factors that may or may not contribute to persistence, which eventually has an influence on the retention rate. In the current qualitative study, Tinto’s longitudinal model was comprehensively explored. Therefore, the current study was located within Tinto’s longitudinal model of student departure. The researcher was prompted to explore the factors that influence student goals, institutional commitments, social and academic integration and persistence. The South African government expected that the role of the TVET colleges would become the cornerstone of the skills development landscape. According to the Department of Higher Education and Training (DHET, 2013b), it was estimated that the growth in the sector would escalate as follows: the projection of 345 000 students in 2010, 630 000 students in 2013. The total projection for 2030 was that 2.5 million students would be certified (DHET, 2013b). Unfortunately, the 2030 projection has been adversely affected by the poorly performing institution and the high dropout rate. (DHET, 2013b) Therefore, the setting for the research was a Technical Vocational College in Cape Town which offers the National Certificate Vocational NCV. The single institutional study linking academic integration, goal influencers, institutional commitments social and academic integration and persistence was based in a college in Cape Town. Thus the study has an overarching research question and three sub-questions. The college was selected conveniently and the researcher purposively selected the participants. A total of twenty participants (20) were interviewed after providing assent and consent. The qualitative design utilized in the current study allowed the researcher to identify themes. Therefore, thematic analysis was employed in the data analysis section. The researcher is currently an insider in this sector. The unique experience and academic background of the researcher has afforded the opportunity to ethically gain access to past results in the TVET, specifically, in a NCV programme at a Cape Town College.

The general objective of the study was to assess the existing practices and major factors affecting the design and development of Ethiopian TVET curriculum and explore considerations to be taken to design and develop TVET curricula that befit Ethiopia. The purpose of the study was to explore and understand the meanings TVET practitioners and stakeholders of Ethiopian TVET programme credited to the practices of TVET curriculum design and development in Ethiopia. Hence, the study employed qualitative research approach in phenomenological design and was undertaken within the interpretive paradigm to understand the lived experience of the curriculum designers, developers and implementers in Ethiopia. Accordingly, three regional states of Ethiopia were selected and one government-run TVET college from each regional state, i.e. a total of three TVET Colleges were taken as sample representatives for the study using purposive and convenience sampling methods. The study was delimited to the practices of curriculum design and development of the building construction fields of study. This is because firstly, it is impossible to encompass all available TVET fields of training in the study; secondly, building construction technology sector is one of the those sectors which much focus is given to by the government of Ethiopia and thus is the training fields found in abundance in the country. Two data gathering tools were mainly used to gather information in this study. These were interviews and document review. Therefore, the researcher first reviewed different related literature and strategic documents to understand the background of the problem and to see what has been done in reference to the problem. Accordingly, working and policy documents such as TVET strategies, guidelines, manuals, legislation, curriculum frameworks and guides, as well as Education Sector Development Programmes and other written documents and related literature to TVET curriculum design and development that were available at federal, regional and TVET college levels were reviewed and analysed. Other countries experiences visa-a-vis TVET curriculum design and development were also reviewed and used as sources of information. The interviews were held with curriculum development officials at the Federal TVET Agency and sampled Regional TVET Agencies as well as principals, heads of department and trainers from sampled TVET colleges that were providing training in the fields of building construction works. The interview participants were two TVET curriculum development officials from Federal TVET Agency, three TVET curriculum development officials from three sampled regional TVET Agencies, three TVET college principals from three sampled TVET colleges, three heads of department of building construction work fields from three sampled TVET colleges, and three trainers of building construction work fields from three sampled TVET colleges. Accordingly, it could be investigated from the study that the way outcome based TVET system is perceived and eventually executed and the processes and steps that were followed in order to design and develop TVET curriculum in Ethiopia had impact on present TVET curriculum developed . Besides, the way other countries’ experiences were espoused and adapted led to inappropriate curriculum design and development approach. Moreover, the Ethiopian TVET System following only one Curriculum development approach for designing and developing TVET curriculum for all trades, blue and white collar work-related-vocational education and training resulted in non-beneficial TVET curriculum. It was also noted from the study that the wrong perception of stakeholders’ roles and responsibilities in curriculum development activities led to TVET curriculum development with improper training content selection and unfair training time allotment, which in greatly impact on the TVET curriculum implementation and training delivery. Therefore, the study suggested that the curriculum that addresses individual, societal and employers’ needs should be designed and the labour market demand analysis needs to be undertaken before OS mapping is designed. In doing so, it is recommended that Ethiopia should benchmark itself against best practices of various developed and developing countries which have succeeded in outcome-based TVET system and when TVET system is adopted from other countries, it should be with tangible reasons and justifications. Furthermore, it is recommended that attention should be paid to practical training programmes and a combination of practice and theory time should be provided for all course types. In addition, the environmental situation of the country and the degree of importance of each unit of competence for employment and self-employment need to be considered. / Educational Studies / Ph. D. (Comparative Education)

Ce texte donne une compilation brève des traits fondamentaux du système d'éducation vocationnelle dans les pays germanophones. Tandis que d'autres essais de ce genre se limitent généralment dans la description des structures organisationnelles, ceci tente une phénomènologie essentielle de ce système bien particulier tout en considérant son historique et son présent.

PhD. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / Entrepreneurial intention (EI) is considered as an element used by researchers to measure the propensity of individuals to become entrepreneurs. Higher education institutions (HEIs) have been utilised globally by governments as mechanisms to increase the EIs of students by establishing entrepreneurship as an academic discipline and instituting entrepreneurship programmes at all educational levels. However, in South Africa, the Global Entrepreneurship Monitor (GEM) reports a decline in EIs in the last decade of the population aged 18-64 years. The current study investigated the influence of the entrepreneurship education (EE) at one selected Technical and Vocational Education and Training (TVET) college and a University of Technology (UOT) located in the Gauteng Province, South Africa through a comparative analysis. The Theory of Planned Behaviour (TPB) and the Theory of Reasoned Action (TRA) were used as theories to underpin the study. In addition, Self-efficacy (SE), Need to Achieve (NA) and Instrumental Readiness (IR) were included as constructs to examine further variables for EIs. The study adopted a survey design and followed a quantitative research approach in determining the relationship between the identified variables. A self-administered survey questionnaire was used to gather the data from the sampled students at the selected HEIs. The total number of usable questionnaires was 390 from the TVET college and 362 from the UOT, giving a total of 752 responses. The empirical analysis was performed by means of the descriptive statistics, exploratory factor analysis (EFA), Pearson correlations, and regression analysis. The descriptive analysis procedure was utilised to examine the demographic profile of the respondents as well as the perceptions of the respondents towards the research constructs of the study. The EFA procedure confirmed that all measurement scales applied in the study were unidimensional. The Pearson correlation analysis was used to examine the linear association between the constructs while the regression analysis was used to test the hypotheses. The results of the hypotheses tests revealed that EE was statistically significant in predicting the EI of the students from both the TVET college and UOT. The tests further revealed that EE was also statistically significant in predicting the Attitude towards Behaviour (ATB), Subjective Norm (SN), Perceived Behavioural Control (PBC), SE, NA and IR of the students from both HEIs in a similar manner. However, PBC, SE, and NA were found to be statistically insignificant for the TVET college students while for the UOT students only SN, NA and IR were statistically insignificant. The study concludes that EE is an important tool that can be used to enhance the EI of the students at both types of HEIs. It further draws the conclusion that students from the TVET college are more dependent on external factors such as the support of their families and friends as well as the availability of resources to start thinking of starting their own business, whereas those from the UOT are more reliant on internal motivation. Based on the results, the study recommends that subjects in the curriculum in HEIs should have a learning unit dedicated to stimulating entrepreneurship amongst students. Such an approach might inspire students to venture into entrepreneurship.

<h2>Abstract</h2><p dir="ltr">Currently, only 22% of high school graduates meet the basic requirements for one or more college courses in mathematics, science, reading, or English signifying fewer students with the skills to enter careers in science, technology, engineering, and mathematics (STEM) (Smithsonian Science Education Center, 2015). In contrast, science and engineering employment in the United States has grown more rapidly than the overall workforce and now represents 5% of all jobs which is projected to increase to 8% by 2029 (Khan et al., 2020). The current statistics represent a future labor force entering the labor market without the skills needed to obtain a large portion of future occupations. To bridge this gap, the U.S. Federal government outlined a vision with three goals to provide Americans access to high-quality STEM education to increase the skills of the future workforce (National Science & Technology Council, 2018). The three goals include 1) building a strong foundation for STEM literacy; 2) increasing diversity, equity, and inclusion in STEM; 3) preparing the STEM workers for the future (National Science & Technology Council, 2018). As the economy and workforce develop in future years, students will require a high-quality STEM education to enter this growing workforce to meet the goals of the federal government and the needs of future occupations. Robotic platforms are diverse and have the ability to provide students with instant feedback, integrate multiple subjects during the design challenge, and support self-efficacy development through mastery events where students practice skills until they receive a favorable result. Robotics in a life-centered context could interest a diverse range of young adults into STEM career fields. This study implements robotic learning activies in an assistive technology context which centers around improving the lives of living organisms.</p>

Abstract is in English, Zulu and Afrikaans / South Africa is facing a challenge regarding the shortage of South African (SA) engineers. The National Certificate (Vocational) (NC(V)) was introduced by Department of Education (DoE) in 2007 to address this challenge. However, there has been a cry and dissatisfaction from the government, industry, community and other stakeholders that NC(V) engineering curriculum is not addressing the shortage of engineers. SA has one engineer per 2 600 people compared to international norms, where one engineer serves 40 people. It has been ten years since the introduction of NC(V) curriculum, SA should not be in this state of importing engineers if the NC(V) engineering is achieving the goals of National Development Plan 2030. Since lecturers are the implementers of the NC(V) engineering curriculum, it was necessary to investigate their experiences in search for improvement of the curriculum and to find out the challenges facing lecturers which are hindering the success of this curriculum. Lecturers, Senior Lecturers and a Head of Department (HoD) as the primary implementers of the engineering curriculum were involved in the study as participants. There were 15 participants for this study who are lecturing in one selected college but at two different campuses which is why the qualitative research approach was employed, making use of a multiple case study. They took part in semi-structured individual interviews and shared their experiences with the researcher. Their experiences revealed that lecturers are experiencing challenges with the implementation of NC(V) engineering curriculum. Their main challenge was the minimum requirement, which is a Grade 9 pass. Their concern was that no matter what they try, a learner who has not mastered Mathematics up to Grade 12 will struggle with engineering subjects. Emanating from this challenge, low attendance rate, low pass rate, low throughput rate and high drop-out rate is experienced by participants every year. One of the aims of the Transformative Learning Theory (used as one of the theories in the theoretical framework) is to allow lecturers to identify challenges and design improvement plans on their own. This study has indicated that Technical Vocational Education and Training (TVET) colleges have challenges that are hindering teaching and learning. It was evident that some lecturers believe that government officials should resolve such challenges. However, on engaging with different lecturers they realised that they have the capacity to address classroom-based challenges. If this can be the case in every college, teaching and learning will improve because that will mean lecturers are focusing on teaching and learning and taking ownership of their subjects and students. The governance challenges, such as reviewing the NC(V) curriculum yearly, provide subject specific training to upskill lecturers and implementing Work Integrated Learning (WIL) in the professional development of lecturers were recommended to be addressed by the Department of Higher Education and Training (DHET). / INingizimu Afrika ibhekene nenselelo mayelana nokusweleka konjiniyela. Uhlelo lwemfundo iNational Certificate (Vocational) (NC(V)) lwethulwa wuMnyango wezeMfundo ngonyaka ka 2007 ukuze uxazulule le nkinga. Yize-kunjalo kuye kwaba khona ukungagculiseki ngasohlangothini lukahulumeni, lwezimboni, lomphakathi kanye nakwezinye izinhlaka ezidlala indima yenkinga yokuntuleka konjiniyela. INingizimu Afrika (SA) inonjiniyela oyedwa kubantu abayi 2 600 uma iqhathaniswa nezinga lomhlaba lokuthi unjiniyela oyedwa kufanele ibhekane nabantu abayi 40. Sekudlule iminyaka eyishumi selokhu kwethulwa lezi zinhlelo, ngakho-ke, iSA akufanele izithole isesimeni sokudinga onjiniyela abavela ngaphandle uma ngabe izinhlelo ezikhona ziyanceda ekufinyeleleni izimpokophelo zoHlelo lwezokuThuthukisa iZwe National Development Plan 2030. Njengoba abafundisi bangabaqhubi bezinhlelo zobunjiniyela, phecelezi NC(V), nokho sasikhona isidingo sokuphenya lokho abahlangabezana nakho ukuze kuthuthukiswe izinhlelo futhi kuvunjululwe izinselele ezibhekene nabafundisi, okuyizinselele ezikhinyabeza impumelelo yalezi zinhlelo. Abafundisi, abafundisi abaphezulu kanye neziNhloko zoMnyango Head of Department (HoD) njengabaqhubi bokuqala bezinhlelo bebebambe iqhaza kulolu cwaningo. Abadlalindima abayi 15 bebefundisa kwikholeji ekhethiwe, kodwa emagatsheni amabili ehlukene, lokho okwenza isizathu kusetshenziswe uhlelo locwaningo oluzinze kwizingxoxo, ngokusebenzisa izinhlobonhlobo zocwaningo lotho. Kwenziwe izinhlolovo ezimbaxambili zocwaningo kanti abadlalindima bavezele umcwaningi ulwazi lwabo. Baye baveza ukuthi behlangabezene nezingqinamba uma besebenzisa izinhlelo zobunjiniyela NC(V). Inselele enkulu abahlangabezene nayo kuye kwaba yisidingo sokuphumelela uGreyidi 9. Inkinga enkulu yabo ukuthi bethi bezama ngamandla kulokho abakwenzayo, umfundi owehluleke esifundweni seMethamethiki ukufikela kuGreyidi 12 uzohlangabezana nobunzima ukuze aphumelele ezifundweni zobunjiniyela. Okubhebhethekiswa yile nselele, yizinga eliphansi labafundi abahambela lesi sifundo, izinga eliphansi labafundi abaphumelelayo kanye nezinga eliphezulu labafundi abayeka ukufunda njalo nje ngonyaka. Enye yezinhloso zethiyori yemfundo eguqulayo (used as one of the theories in the theoretical framework) ukuvumela abafundisi ukuba bakwazi ukubona izinselele futhi badizayine izinhlelo zokuzithuthukisa ngokwabo. Lolu cwaningo luye lwaveza ukuthi amakholeji. Phecelezi Vocational Education and Training (TVET) colleges ahlangabezene nezinselele eziphazamisa uhlelo lokufunda nokufundisa. Kuye kwacaca ukuthi abanye abafundisi babekholelwa ekutheni abasebenzi bakahulumeni kufanele baxazulule izinselele ezinjengazo lezi. Yize-kunjalo, ngemuva kokuxoxisana nabafundisi abahlukahlukene, baye bazwisisa ukuthi banamandla okuqeda izinselele ezisemagunjini okufunda. Uma ngabe lokhu kuyenzeka ngempela kuwo wonke amakholeji, ngakho-ke uhlelo lokufunda nokufundisa luzothuthuka ngoba lokho kuzochaza ukuthi abafundisi bagxile ohlelweni lokufunda nokufundisa kanti ngokunjalo baba yibo abalawula izifundo kanye nabafundi babo. Izinselele zokuphatha, ezinjengokubuyekezwa kohlelo lwemfundo, phecelezi NC(V) njalo nje ngonyaka, lunikeza ukuqeqeshwa okuthile okuthuthukisa abafundisi. Ukulandela uhlelo lwemfundo oluhlangene nomsebenzi olumayelana nokuthuthukiswa ngokomsebenzi wabafundisi kuyinto enconywe ukuba ilungiswe uMnyango weMfundo ePhakeme kanye nokuQeqeshwa (Department of Higher Education and Training). / ʼn Tekort aan ambagslui staar Suid-Afrika in die gesig. Om hierdie rede het die Departement van Onderwys in 2007 die Nasionale Sertifikaat (Beroepsgerig) (NS(B)) ingestel. Tot die ontevredenheid van die regering, die bedryf, die gemeenskap en ander belanghebbendes vul hierdie kurrikulum nie die tekort aan nie. In Suid-Afrika is daar een ambagspersoon vir elke 2 600 mense teenoor die internasionale norm van een ambagspersoon per 40 mense. Hierdie kurrikulum is meer as tien jaar gelede ingestel en SA moet tans ambagslui invoer. Die oogmerke van die Nasionale Ontwikkelingsplan 2030 word dus nie verwesenlik nie. Aangesien dosente die NS(B) kurrikulum vir werktuigkundiges implementeer, moes hulle belewenisse ondersoek en hulle probleme bepaal word om die kurrikulum te verbeter. Dosente, senior dosente en departementshoofde, as die implementeerders van hierdie kurrikulum, het aan die studie deelgeneem. Die 15 deelnemers is verbonde aan een kollege wat twee kampusse het. Daarom is ʼn kwalitatiewe navorsingsbenadering gevolg en ʼn veelvuldige gevallestudie gebruik. ʼn Halfgestruktureerde onderhoud is met elke deelnemer gevoer. Uit die onderhoude blyk dat dosente moeite met die implementering van die NS(B) kurrikulum ondervind. Die grootste struikelblok is die minimumvereiste van Graad 9. Al doen hulle ook wat, ʼn leerder wat nie Graad 12-wiskunde geslaag het nie, sal tegniese vakke nie kan bemeester nie. Afgesien hiervan is die bywonings- en slaagsyfer sowel as die omset jaar na jaar laag en die uitsaksyfer hoog. Die transformatiewe leerteorie is deel van die teoretiese raamwerk. Die oogmerk hiervan is dat dosente self probleme aantoon en met verbeteringsplanne kom. In hierdie studie is bevind dat kolleges vir tegniese beroepsgerigte onderwys en opleiding (TBOO) met probleme te kampe het wat onderrig en leer belemmer. Sommige dosente is van mening dat staatsamptenare hierdie probleme moet oplos. Ná gesprekke het talle dosente egter besef dat hulle oor die vermoë beskik om self hulle klaskamerprobleme op te los. As dit van alle kolleges waar is, sal onderrig en leer verbeter omdat dosente hulle op onderrig en leer sal toespits en vir hulle vakke en studente verantwoordelik sal wees. Vakopleiding word gegee om aan bestuursprobleme, soos die jaarlikse hersiening van die NS(B)-leerplan, die hoof te bied. Daar word aanbeveel dat die Departement van Hoër Onderwys en Opleiding toesien dat werkgeïntegreerde leer deel uitmaak van dosente se professionele ontwikkeling. / Curriculum and Instructional Studies / M. Ed. (Curriculum Studies)

As new teaching and learning technologies begin to challenge the boundaries between time and place, distance and elearning are becoming mainstream approaches to increase access and improve quality in post-secondary education. Educators and educational managers are being challenged by the need to manage technology integration within institutions and within education systems. In 2007, the Government of Botswana established a new technical college with the specific mandate to expand technical and vocational education and training (TVET) provision by introducing distance and elearning programme delivery. This thesis reports on the findings of a case study undertaken during the first two years of the life of the college. The study aimed to identify the organisational structures and change processes needed for the successful implementation of distance and elearning and to discover how these structures and processes can be best managed. The field work was carried out within an interpretive paradigm in a longitudinal case study over 30 months. The approach was ethnographic and the data collection methods included documentary analysis and participant observation. Focussed interviews were carried out with a purposive sample of key respondents in order to further explore observations. Different theoretical and practical models of technology integration were investigated and the MIT 90s model was considered to be the most applicable and pragmatic. Theories of organisational change were researched to help understand the process. Lewin’s seminal work on field theory, group dynamics and the 3-step change model with the notion of driving and restraining forces on change gave a framework against which to analyse the process of change. The findings detail a change process which features a lack of preparation, perceived lack of management commitment by staff and poor timing in a top down approach to introducing distance and flexible learning. The findings show how an external group of change agents working as technical experts within clearly defined policy objectives and facilitating extensive staff development, were an insufficient driving force for change against the restraining forces of a bureaucratic organisational culture, strong mental models of traditional teaching and perceived lack of leadership. / Sociology / D. Litt. et Phil. (Sociology)