South Africa is facing increasing competition as it becomes a more active participant in the "global village". The current South African skills base is inadequate and existing education and training structures are doing little to ensure a high degree of flexibility and multi-skilling. In addition, many people have acquired skills which are not recognised by traditional, formal learning institutions. Future workforces will require a high degree of flexibility and multiple skills in order to keep abreast of the fast changing workplace and technological innovations. Furthermore, vocational training is often perceived as less valuable than an academic education qualification. It is these, and other issues which stimulated some debate around the transformation of education and training in South Africa. The recommended structure to guide this transformation is a national qualifications framework. The National Qualifications Framework (NQF) will form a backdrop for recognition of and awarding of qualifications. The Framework aims to integrate vocational and academic qualifications and maintain internationally comparative standards. This study focusses on the impact the introduction of the Framework is likely to have on industry. It was discovered that on the whole, organisations, unions and industry training boards are in agreement about the need for such a structure and the potential benefits thereof. However, most retain some reservations about the implementation process and the practical considerations of time and money are hindering the full acceptance of the Framework. While the process is in its infancy in many industries, certain other industries are rather well established in the process of implementation. The Framework is far from finalised, and even once fully implemented, will require ongoing maintenance and adaptation. For this reason most participants in this discussion indicated varying degrees of reservation about the overall success of the National Qualifications Framework. / Thesis (M.Soc.Sc.)-University of Natal, 1997.

South Africa is facing increasing competition as it becomes a more active participant in the "global village". The current South African skills base is inadequate and existing education and training structures are doing little to ensure a high degree of flexibility and multi- skilling. In addition, many people have acquired skills which are not recognised by traditional, formal learning institutions. Future workforces will require a high degree of flexibility and multiple skills in order to keep abreast of the fast changing workplace and technological innovations. Furthermore, vocational training is often perceived as less valuable than an academic education qualification. It is these, and other issues which stimulated some debate around the transformation of education and training in South Africa. The recommended structure to guide this transformation is a national qualifications framework. The National Qualifications Framework (NQF) will form a backdrop for recognition of and awarding of qualifications. The Framework aims to integrate vocational and academic qualifications and maintain internationally comparative standards. This study focusses on the impact the introduction of the Framework is likely to have on industry. It was discovered that on the whole, organisations, unions and industry training boards are in agreement about the need for such a structure and the potential benefits thereof. However, most retain some reservations about the implementation process and the practical considerations of time and money are hindering the full acceptance of the Framework. While the process is in its infancy in many industries, certain other industries are rather well established in the process of implementation. The Framework is far from finalised, and even once fully implemented, will require ongoing maintenance and adaptation. For this reason most participants in this discussion indicated varying degrees of reservation about the overall success of the National Qualifications Framework. / Thesis (M.Soc.Sc.)- University of Natal, 1997.

Text in Afrikaans / A labour market-oriented curriculum component for grade 7 - 9 learners in the existing education curriculum for South Africa could be achieved on the basis of an analysis and synthesis of various curricula by using curriculum components. The aim of the study is to reveal the essence of curriculation in order to bring the outcomes in the curriculum in line with the labour market needs of South Africa. An appropriate educational curriculum should not only address the high unemployment rate in South Africa, but should also bring about improvements in teaching practice as well as set standards that will be comparable both nationally and internationally. An analysis of different curricula shows clearly that various relevant theories can lead to the development of a curriculum component. These theories are not necessarily contradictory, but rather attempt to reveal the essentials for teaching and training. An analysis of the definitions of curricula gives an indication of the teaching possibilities of an appropriate labour market-oriented educational curriculum, whereby such a curriculum can be integrated in a sensible way with teaching practice by using the curriculum components. This theoretical consideration of different theories, curriculum components and teaching models has found a practical expression in a teaching labour market-oriented curriculum component that could possibly address current teaching and unemployment labour problems in South Africa. / Educational Studies / D. Ed. (Didactics)

A atuação global das empresas exige capacidade de inovação e competitividade dentro de padrões produtivos mundiais. Para isso, precisam de profissionais qualificados nos ambientes de Pesquisa, Desenvolvimento e Inovação (PD&I). Um dos grandes desafios para as empresas inovadoras está em como manter esses talentos em seus setores, departamentos ou centros de PD&I. A presente tese tem como objetivo propor um conjunto de políticas e práticas de gestão de pessoas e inovação em ambientes de PD&I para empresas inovadoras. Para o desenvolvimento do trabalho utilizou-se de pesquisa qualitativa e de análise de conteúdo. Para a coleta de dados foi aplicado um questionário elaborado a partir de quatro categorias construídas a partir da análise de conteúdo: políticas e práticas de recursos humanos, políticas e práticas de gestão de pessoas, políticas e práticas de gestão de inovação e ambiente de trabalho. Obteve-se a participação de nove empresas caracterizadas como inovadoras, situadas no Estado do Paraná, que tem em suas estruturas setores ou áreas de inovação. O total de colaboradores respondentes foi de dezessete, estes, ocupam cargos de gerencia, coordenação e supervisão em ambientes de PD&I. Foi possível perceber que as políticas e práticas de recursos humanos têm um papel importante na gestão de pessoas em ambientes de Inovação. A permanência das pessoas, por sua vez, se dá pela possibilidade de crescimento na empresa, pelos salários, benefícios e incentivos que devem estar compatíveis com o mercado. Nesses ambientes, as práticas de gestão de pessoas são fundamentais para o desenvolvimento e para a motivação das equipes, pela autonomia, clareza de objetivos, feedback verdadeiro e liderança adequada ao nível de maturidade. O ambiente de trabalho também interfere no gerenciamento, pois pode contribuir ou prejudicar o desenvolvimento da confiança e da parceria entre gestor e diferentes membros da equipe de PD&I. Ambientes de trabalho com maior flexibilidade podem contribuir para a diminuição de estresse e para a colaboração entre os diferentes membros de uma equipe. Percebeu-se, também, a necessidade das empresas qualificarem seus gestores para lidar com pessoas nos ambientes de PD&I. A utilização de políticas e práticas de gestão de inovação tem papel importante para estimular à inovação. O desenvolvimento das habilidades técnicas, contextuais e de relacionamento são importantes para a melhor atuação do gestor nestes ambientes. O conhecimento e uso de práticas de gerenciamento de projetos influenciam no desempenho dos gestores. Da mesma forma, os comportamentos gerenciais podem influenciar no ambiente de trabalho e na atuação dos demais membros da equipe. / The companies’ presence in a global market requires innovation and competitiveness within global production patterns. Therefore, they need qualified professionals in Research, Development and Innovation (RD&I) environment. A major challenge for innovative companies is related to how to keep these talents in their RD&I sectors. The aim of this PhD dissertation is to propose a set of policies and personnel and innovation management practices in RD&I environments for innovative companies. We conducted a qualitative research and content analysis. For data collection we used a questionnaire based on four categories constructed from the content analysis: policies and management practices for human resource, policies and personnel management practices, policies and management practices for innovation and work environment. It was identified nine companies as innovative, located in Parana State with a total of seventeen respondents. These companies were selected due the presence of areas or sectors for innovation. Our results showed that policies and management practices has an important role on personnel management in innovation environments. Personnel permanence on the other hand can be achieved with the possibility of professional growing by salaries, benefits and incentives that has to be compatible with the market. In these environments, practices of personnel management are essential for the development and motivation of the team, by autonomy, clarity in the goals, real feedback and appropriate leadership with the maturity level of the team. The work environment also interferes in the management since it can contribute or damage the trust development and the partnership between manager and others members team of RD&I. Work environment with greater flexibility can contribute to decrease stress and to increase the collaboration between different members of the team. Results also demonstrated the need for companies to qualify their managers in order to deal with the RD&I staff. The usage of policies and management practices for innovation has an important role to stimulate innovation. Development of technical, contextual and relationship skills are importants to increase the manager’s action in these environments. The knowledge and use of project management practices can influence on the manager’s performance. Likewise, the managerial behaviors can influence in the environment of work and in the actions of other team members.

A atuação global das empresas exige capacidade de inovação e competitividade dentro de padrões produtivos mundiais. Para isso, precisam de profissionais qualificados nos ambientes de Pesquisa, Desenvolvimento e Inovação (PD&I). Um dos grandes desafios para as empresas inovadoras está em como manter esses talentos em seus setores, departamentos ou centros de PD&I. A presente tese tem como objetivo propor um conjunto de políticas e práticas de gestão de pessoas e inovação em ambientes de PD&I para empresas inovadoras. Para o desenvolvimento do trabalho utilizou-se de pesquisa qualitativa e de análise de conteúdo. Para a coleta de dados foi aplicado um questionário elaborado a partir de quatro categorias construídas a partir da análise de conteúdo: políticas e práticas de recursos humanos, políticas e práticas de gestão de pessoas, políticas e práticas de gestão de inovação e ambiente de trabalho. Obteve-se a participação de nove empresas caracterizadas como inovadoras, situadas no Estado do Paraná, que tem em suas estruturas setores ou áreas de inovação. O total de colaboradores respondentes foi de dezessete, estes, ocupam cargos de gerencia, coordenação e supervisão em ambientes de PD&I. Foi possível perceber que as políticas e práticas de recursos humanos têm um papel importante na gestão de pessoas em ambientes de Inovação. A permanência das pessoas, por sua vez, se dá pela possibilidade de crescimento na empresa, pelos salários, benefícios e incentivos que devem estar compatíveis com o mercado. Nesses ambientes, as práticas de gestão de pessoas são fundamentais para o desenvolvimento e para a motivação das equipes, pela autonomia, clareza de objetivos, feedback verdadeiro e liderança adequada ao nível de maturidade. O ambiente de trabalho também interfere no gerenciamento, pois pode contribuir ou prejudicar o desenvolvimento da confiança e da parceria entre gestor e diferentes membros da equipe de PD&I. Ambientes de trabalho com maior flexibilidade podem contribuir para a diminuição de estresse e para a colaboração entre os diferentes membros de uma equipe. Percebeu-se, também, a necessidade das empresas qualificarem seus gestores para lidar com pessoas nos ambientes de PD&I. A utilização de políticas e práticas de gestão de inovação tem papel importante para estimular à inovação. O desenvolvimento das habilidades técnicas, contextuais e de relacionamento são importantes para a melhor atuação do gestor nestes ambientes. O conhecimento e uso de práticas de gerenciamento de projetos influenciam no desempenho dos gestores. Da mesma forma, os comportamentos gerenciais podem influenciar no ambiente de trabalho e na atuação dos demais membros da equipe. / The companies’ presence in a global market requires innovation and competitiveness within global production patterns. Therefore, they need qualified professionals in Research, Development and Innovation (RD&I) environment. A major challenge for innovative companies is related to how to keep these talents in their RD&I sectors. The aim of this PhD dissertation is to propose a set of policies and personnel and innovation management practices in RD&I environments for innovative companies. We conducted a qualitative research and content analysis. For data collection we used a questionnaire based on four categories constructed from the content analysis: policies and management practices for human resource, policies and personnel management practices, policies and management practices for innovation and work environment. It was identified nine companies as innovative, located in Parana State with a total of seventeen respondents. These companies were selected due the presence of areas or sectors for innovation. Our results showed that policies and management practices has an important role on personnel management in innovation environments. Personnel permanence on the other hand can be achieved with the possibility of professional growing by salaries, benefits and incentives that has to be compatible with the market. In these environments, practices of personnel management are essential for the development and motivation of the team, by autonomy, clarity in the goals, real feedback and appropriate leadership with the maturity level of the team. The work environment also interferes in the management since it can contribute or damage the trust development and the partnership between manager and others members team of RD&I. Work environment with greater flexibility can contribute to decrease stress and to increase the collaboration between different members of the team. Results also demonstrated the need for companies to qualify their managers in order to deal with the RD&I staff. The usage of policies and management practices for innovation has an important role to stimulate innovation. Development of technical, contextual and relationship skills are importants to increase the manager’s action in these environments. The knowledge and use of project management practices can influence on the manager’s performance. Likewise, the managerial behaviors can influence in the environment of work and in the actions of other team members.

Orientador: Ricardo Antunes / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciencias Humanas / Made available in DSpace on 2018-08-05T04:41:17Z (GMT). No. of bitstreams: 1 Souza_JosedosSantos_D.pdf: 24370021 bytes, checksum: be3f10afd75d207913239f021591c031 (MD5) Previous issue date: 2005 / Resumo: No limiardo séculoXXI, a propagação de uma nova culturado trabalho e da produção,articulada à redefinição da relação entre o Estado e a sociedade civil, trouxe consigo o surgimento de novas demandas de formação de competências sociais e profissionais na classe trabalhadora. No caso brasileiro,para atendertais demandas,o empresariado e o Estado buscaram a adesão da classe trabalhadora ao seu projeto de universalização da educação básica e de ampliação das oportunidades de educação profissional.Para este fim, implementaram uma nova institucionalidade para a formação/qualificação profissional capaz de acionar o consentimento ativo dos trabalhadores por meio da gestão tripartite e paritária dos fundos públicos.Desse modo,a política de formação/qualificação profissional constitui-se não apenas em campo estratégicopara o aumento da produtividade e competitividade das empresas,mas tambémem campo de disputa de hegemonia.Diante desta problemática,esta tese analisaa ação da CUT,da Força Sindical,da CGTe da SDS no campo da política de formação/qualificaçã profissional como objetivo de verificar se ocorre uma ação consciente de disputa de hegemonia ou uma espécie de consentimento ativo diante da reforma da política de formação/qualificaçã profissional Os dadosf oram coletados a partir de fontes bibliográficas primárias, tais como:resoluções de congressos e plenárias nacionais;documentos sobre reestruturação produtiva e educação;panfletose revistas.Outros dados foram coletados por meio de revisão de literatura sobre sindicalismo brasileiroe por meio de entrevistas.Verificou-se que, de maneiras distintas,as centrais sindicais apontam a formação/qualificaçã profissional como fator de aumento da produtividade e da competitividade das empresas condição indispensável par a inserção do país no mercado globalizado. Além disto,entendem que o sucesso na concorrência dessas empresas no mercado internacional seria a alternativa para o desemprego.Esta característica configura relativa confluência de interesses entre as centrais sindicais,o empresariado e o governo. Apesar do esforço da CUT em formular um projeto de formação/qualificação profissional alternativo àquele do empresariado, esta não se furta à participação ativa na política governamental, sob a justificativa de disputa de hegemonia. Carente de um projeto genuinamente anticapitalista e,sse esforço da CUT viu-se permeado de contradições e cada vez mais distante do projeto de rompimento definitivo com a dualidade entre formação parao trabalho e formação para a vida social, rumo à formação omnilateral, de caráter politécnico,de naturezacientífica e tecnológica. A Força Sindical busca conformar a classe trabalhadora às novas exigências de formação/qualificação social e profissional. A. CGTe a SDS,praticamente oscilam entre as formulações da CUTe da ForçaSindical,r espectivamente. Concluiu-se que o principal limite destas centrais para formular um projeto alternativo para a formação/qualificação do trabalhador consiste no imediatismo de seus planos de ação para enfrentar o desemprego e no pragmatismo de suas formulações. Conformadas no projeto empresarial de interdependência entre educação básica e educação profissional até mesmo a CUT, entral mais crítica, mantém-se nos limites do projeto liberal-democrata para a formação do trabalhador naatualidade. As demais centrais pesquisadas seja por opção política ou por ausência de propostas,também se conformam nos limites do projeto educativo liberal democrata. Esta conformação, combinada com a participação ativa destas centrais nos fóruns gestores da política de formação/qualificação profissional instituídas pelo Governo,configuram o consentimento ativo do sindicalismo brasileiro às ações do empresariado e do governo no campo da política de formação/qualificação profissional. (Financiamento CNPq) / Abstract: In the dawning of the XXI Century, the spread of a newc ulture of labor and production articulated with the redefinition of the relationship between the State and Civil Society,brought with it the emergence of new demands rregarding the constitution of social and professional competencies in the working class. In the Brazilian case,the State and entrepreneurs, in order to attend to these new necessities,sought the adhesion of the working class to its project of universalization f basic education and the increase in opportunities for professional education.For that end, they implemented a new institutionalityin professional formation/qualification that would be able to put in action activeconsent through a three party and egalitarian management of public funds. In this manner the policy for professional formation/qualffication becomes not only a strategic site for the increase in productivity and competitiveness of enterprises,but also a site for hegemony disputes.In the face of this,the action of CUT ,Força sindical,CGTand SDS regarding professional formation/qualification is analyzed,in order to verifyif a conscious dispute for hegemony or a kind of activ econsent occurs associated with reform of the formation/qualification policies.Data was collected from primary bibliographical sources,such as: resolution strom congresses and national plenaries;documents on productive reestructuration and education;pamphlets and magazines.Other data was collected from a revision of the literature on Brazilian syndicates and through interviews.It was verified that, in different ways,the syndicate centrais point to professional formation/qualification as a factor in the increaseof productivity and in the competitiveness of companies,an essential condition for the insertion of Brazilin the globalized market. Beyond that, they understand that the sucess in the competition between these companiesin the intemational market would be an altemative to unemployment. This characteristic points to a relative agreement of interests that emerges among syndicates,entrepreneurs and govemment.Despite the efforts of CUT towards formulating professional of formation/qualification project alternative to the one thought out by entrepreneurs, this syndicate centra ldoes not shy away from active participation in government policies,under the justification of a fight for hegemony. Lacking a trulyanti-capitalist project, this effort from CUT is permeated with contradictions and became increasingly distant from the definitive break witht he duality between a formation for labor and formation for sociallife,a move towards an omnilateral formation havinga politechnical character,with a scientific and technological nature.Força Sindical tries to conformthe working classes to the new dernands of social and professional formation/qualification. CGT and SDS oscillate between the projects coming from CUTand Força Sindical, respectively.The conclusion i sthat the main limit these syndicate centrais face in trying to formulate alternative projects for worker formation/qualification is the short-term character of their plans of action for fighting unemployment and in the pragmatism present in their formulations.Conformed to the empresariaL project of interdependence between basic and professional education even CUT, the most critical central,stays safely within the limits of the liberal-democratic project for worker formation cantemporarity. The other centralsresearched due to polítical options or a lack of proposals have also conformed to the liberal-democratic education project.This conformation,combined with their active participation in the management organs for professional formation/qualification instituted by the government,configure the active can sent of Brazilian syndicalism to the actions of the entrepreneurs and of the govemment in the site of professional formation/qualification(Financed byCNPq) / Doutorado / Sociologia do Trabalho / Doutor em Sociologia

Le monde du travail et de la production a connu bien des bouleversements, parmi lesquels les plus actuels sont ceux survenus sous l’effet incontournable des phénomènes de mondialisation et de globalisation des marchés. En effet cette « nouvelle » ère économique, qui s’installe depuis déjà quelques décennies, impose l’ouverture des frontières, de nouveaux modes de réglementations et d’échanges, ainsi que de nouveaux mécanismes de régulation et d’optimisation des moyens et des ressources. Ces mutations se traduisent également par un déplacement des termes synergiques d’efficacité notamment dans une version soutenue « du capital intellectuel » considéré comme le potentiel déterminant quant aux enjeux actuels de compétitivité. <p><p>Si ces développements relatifs à la thèse du capital humain ne constitue pas en eux-mêmes une innovation ni par rapport à la pensée capitaliste ni par rapport à la logique managériale qui en découle, ils peuvent tout de même être retenus come révélateurs de l’avènement d’une nouvelle vision ou philosophie d’optimisation des richesses intellectuelles et des compétences de l’entreprise ;celle qui confère à la notion de compétence une centralité dans l’explication des avantages compétitifs des organisations voire même des pays.<p><p>Ces termes d’analyse nous placent face à la problématique de l’entreprise utilitaire et compétitive d’aujourd’hui, autour de laquelle les recherches en management stratégique ne cessent d’être focalisées. Ces mêmes termes sous-tendent aussi des préoccupations qui ne peuvent se soustraire à la seule option managériale. En effet la question du statut conceptuel de cette notion de compétence, son interprétation dans la dynamique socioprofessionnelle, sa position comme substrat d’analyses interdisciplinaires … constituent la matière réflexive qui alimente différentes contributions sur la problématique des compétences.<p><p>Au vu de ces angles d’analyses disciplinaires, l’on relève des acceptions et des référentiels aussi diversifiés que riches témoignant du caractère intégratif et évolutif de la notion de compétence par rapport aux constructions socio-économiques des sociétés. Celles-ci paraissent surgir des éléments référentiels distincts des modes de pensée à l’égard des compétences.<p><p>Il serait aussi significatif de vérifier ainsi que les compétences ne sont pas seulement soumises à des considérations objectives, elles sont aussi investies par les schémas socio-psychologiques que se construisent les différents acteurs sociaux. De ce fait, leur analyse à travers l’approche des représentations sociales pourrait rendre compte des mécanismes selon lesquels les individus ou groupes trient, orientent et construisent une vision commune sur cet « objet ».<p><p>A cet égard, comprendre comment cet objet est appréhendé, intériorisé, reconstruit et ancré dans les référentiels sociaux comme « un savoir social partagé » nous a conduits à nous investir aussi bien dans le domaine théorique que dans le domaine expérimental des représentations sociales des compétences / Doctorat en Sciences politiques et sociales / info:eu-repo/semantics/nonPublished

This study presents results to be contributed to the field of Environmental Education. It is a new arena for qualifications development and implementation in the South African Education and Training system. The study is located in the context of a joint research programme focusing on understanding issues of articulation and learning pathways development for sustainable development, established between the South African Qualifications Authority (SAQA) in partnership with Rhodes University, Environmental Learning Research Centre (ELRC). Phase 1 of the SAQA/ELRC research showed that researching workplace learning requires an understanding of learning pathways, if it is to be meaningful. It is for this reason that this research in phase 2 focuses specifically on learning pathways in the context of a local municipality in Makana. Using a case study research approach and qualitative data, this study investigated learning pathways for three occupational categories at different levels in the Makana Municipality: 1) key managerial occupations; 2) key supervisory occupations; and 3) key workers occupations relevant to sustainable development and how they are shaped and experienced. It also identified system and structural factors influencing articulation and access issues relevant to progress in learning pathways relevant to these key occupations. The study was designed using a case study research. Primarily, qualitative research techniques were employed to generate data, including observations, interviews and document analysis. The study used inductive, abductive and retroductive modes of inference to interpret and analyse data, using critical realist and systems perspectives. The findings on worker learning pathways show that there is a discrepancy between the Training Policy and the Environmental Training and Education Strategy of Makana Municipality. The issue of complexity in learning pathways and social structural factors such as inequality emerged as factors that strongly influenced learning pathways for workers. Learning pathways for workers involved in sustainable development practices hardly existed or simply did not exist. Interesting transitions associated with learning pathways such as from home, to work or no schooling in the case of the workers, showed a pattern of emergence. These showed that learning pathways are not accessible and equally available to everyone as can often erroneously be assumed. The findings on supervisor learning pathways show diverse complexities as well as related issues, when compared to the worker’s learning pathways. Issues such as overlapping of study and work emerge as influential to supervisor learning pathways. Lack of support is, however, an influencing factor, but in a different context compared to the workers, and mainly focuses on lack of bursaries, highlighting training policy issues. This aspect was found to also relate to lack of proper resources in order to enable them to learn and do their job better; an issue raised by the workers too. This challenge of lack of support in various forms posed a barrier to learning pathways. Findings related to the manager’s learning pathways show a noticeable gap between the workers, supervisors and managers. The manager’s generally have higher education qualifications related to sustainable development, and in certain cases managers have had exposure to international training related to sustainable development. Factors such as ample opportunities for learning, mentoring, association on professional bodies, and decision making powers influenced the manager’s learning pathways. It was also notable that while managers receive occupationally directed training, it is not necessarily sustainable development related. In theory, the results highlighted a need to understand systems as a whole and how their integration is important in influencing learning pathways. There were also underlying mechanisms and structures identified which needed to be unravelled and understood as these were found to influence learning pathways in this study. The study highlighted critical insights in understanding how learning pathways in a local municipality context (the case of Makana Municipality) are constructed by both systems and structural factors in the workplace, while also identifying ways in which agency of those engaged in learning for sustainable development in workplaces is enabled and /or constrained by such factors. It also showed the persistence of deep-seated inequalities of opportunity, especially for workers, to access and participate in sustainable development learning pathways.

Résumé.<p><p>Cette recherche a pour but d’étudier le développement de la compétence de conduite de classe chez les futurs enseignants du primaire.<p>Cette idée touche à deux préoccupations. La première renvoie à la question de l’intérêt de la formation initiale dans le développement des compétences d’enseignement. La deuxième est liée à notre pratique de formateur d’enseignant et au constat que les contraintes contextuelles liées à l’environnement de la classe structurent la pratique des futurs enseignants en les obligeant à procéder à une mobilisation d’actions de conduite de classe. <p><p>Pour répondre à la question du développement de cette compétence, le travail de thèse s’articule sur trois parties emboîtées. Les deux premières sont indispensables à la troisième dans la mesure où elles fournissent le matériau nécessaire pour mortaiser cette dernière.<p><p>Sur le plan méthodologique, le travail du chercheur se fonde dans la dynamique de la recherche qualitative pour dégager des données sujettes à l’interprétation et à la réflexion. <p>La première étude est réalisée auprès d’un public d’enseignants. Elle est destinée à explorer la compétence de conduite de classe. La seconde s’intéresse aux contraintes contextuelles qui interfèrent dans les activités d’enseignement des futurs enseignants. La troisième a pour objectif de rendre compte des actions de conduite de classe mobilisées par les futurs enseignants et de la réflexion qui pourvoit à cette mise en œuvre.<p><p>Sur le plan des résultats, l’étude dégage dans un premier temps les actions de conduite de classe privilégiées par les futurs enseignants et les scénarios d’enchaînement de ces actions. Ensuite, la démarche d’analyse qualitative inductive des données empiriques permet de charpenter une structure explicative de la réflexion des futurs enseignants lors de la mise en œuvre des actions et montre les composantes qui étayent cette structure.<p>Les éléments dégagés lors de cette troisième étude donnent à penser qu’une construction de la compétence de conduite de classe est bien entamée dans la formation initiale et que le dispositif des stages d’enseignement est un atout dans la formation. Il permet en l’occurrence d’acquérir des connaissances de la pratique du métier, c'est-à-dire un socle de savoirs qui sont utiles au futur enseignant et qui lui permettent d’ «être » dans ses activités d’enseignement. <p> <p> / Doctorat en Sciences psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished

Teve como objetivo analisar, através da percepção de alunos ingressantes e concluintes, as motivações e razões que justificam ou explicam as suas escolhas por cursos de educação profissional técnica de nível médio na forma subsequente, buscando entender o papel do ensino profissionalizante em suas vidas. Através da identificação do perfil dos discentes manifesto pelas suas vivências escolares e experiências profissionais, contextualizou a sua trajetória familiar e escolar e seus projetos de vida face às exigências do mundo do trabalho e a necessidade de atualização e formação continuada. Sustentando-se teoricamente na relação entre a escola, a educação, o trabalho e seus impactos junto à classe trabalhadora, assim como nas transformações ocorridas no mundo do trabalho, tomou como referência autores como Antunes, Ciavatta, Cunha, Enguita, Frigotto, Ferretti, Friedmann, Naville, Kuenzer, Ramos, Hirata e Saviani. A pesquisa de campo desenvolveu-se através de uma investigação de caráter qualitativo da qual participaram, respondendo questionários e concedendo entrevistas, alunos ingressantes e concluintes dos cursos técnicos de nível médio de Administração e de Eventos do Instituto Federal de Educação, Ciência e Tecnologia do Paraná, campus Curitiba. Os resultados foram norteados pelo estabelecimento de categorias que privilegiaram a compreensão da realidade vivenciada pelos participantes ao longo de suas trajetórias escolares e profissionais, das motivações e expectativas em relação ao futuro educacional e profissional principalmente de alunos que, teoricamente, já poderiam pleitear uma vaga em cursos de graduação mas optaram por esta modalidade de ensino. / The study aimed to analyze, through the perception of entering and graduating students, the motivations and reasons that justify or explain their choices for subsequent mid-level technical professional education courses, seeking to understand the role of vocational education in their lives. Through the identification of students’ profile, which is manifested by their academic experiences and professional experiences, the study contextualized their family and school life and their life projects in view of the demands of the working world and the need for updating and continuing education. The research is theoretically based on the relationship between school, education, work and their impact in the working class, as well as on changes in the working world, it took as reference authors as Antunes, Ciavatta, Cunha, Enguita, Frigotto, Ferretti, Friedmann, Naville, Kuenzer, Ramos, Hirata and Saviani. The field research was developed through a qualitative survey, entering and graduating students from middle-level technical courses in Management and Events of Instituto Federal de Educação, Ciência e Tecnologia in Paraná, Curitiba campus, had participated answering questionnaires and giving interviews. The results were guided by the establishment of categories that favored the understanding of the reality experienced by the participants throughout their academic and professional careers, motivations and expectations of the educational and professional future mainly of students who theoretically could have applied for a job in graduate courses but opted for this type of education.