<p> The demand for leaders able to navigate the complexity of multinational circumstances working with and through people of multicultural backgrounds is greater today than ever before. Corporations, non-governmental organizations, and governmental agencies and operations are all dealing with a globalized marketplace and economy. Work and the dynamics at play are more complex than ever; the coordination and interplay between people of different nationalities, customs, backgrounds, and languages is at an all-time high. People who live and work in global contexts have reported experiencing transformational moments as well as the development into a global leader. Such transformational, or crucible, experiences have been found to create for people new mental models, such as perspectives, worldviews, and perceptual acumen that do not exist for those people who have not gone through like events.</p><p> The intersection of global leadership and transformative learning is one ripe for further study. This study aimed to bring together two different fields of study, both relatively nascent in academe, to determine how the elements of one (transformative learning) may be beneficial in the expansion and development of another (global leadership). This mixed-methods study investigated the experience of people who developed as a global leader, as well as their experience with the ten phases of transformative learning. Senior level employees at a global fast-moving consumer goods company who had completed an international work assignment of at least one year in duration were asked to participate in this study on the intersection of global leadership and transformative learning.</p><p> This research showed that there are common phases through which people who have developed as global leaders have progressed in their growth as global leaders. Additionally, this research showed that those who developed as global leaders in an international work assignment of greater than one year reported experiencing, at different levels, the ten phases of transformative learning. Lastly, this study showed that the phases through which people progressed match closely with the phases of transformative learning. </p><p>

<p> Adult learners have become the majority on many college campuses, but as many as two-thirds of these students do not persist in attaining a degree. Although future labor projections present a positive outlook, an estimated shortage of graduates appears imminent despite the fact that individuals with bachelor&rsquo;s degrees have greater earning potential, lower unemployment rates, and greater career opportunities. The cause of this persistence problem is examined through analysis of the factors that affect persistence and the enrollment patterns of adult learners. </p><p> The diversity of the nontraditional adult population contributes to this predicament of low completion rates as their heterogeneous characteristics creates difficultly in analyzing which factors, in isolation or in combination, can be attributed to the gap in achievement. Moreover, a consistent standard of measuring adult student retention is lacking. Some colleges and universities do not even track degree persistence and completion rates for nontraditional adult students. </p><p> The purpose of this study is to examine the characteristics of nontraditional adult learners to determine how these factors influence a student&rsquo;s ability to persist toward degree completion. This study examined student demographics, finances, employment, academic records, institutional factors, and enrollment patterns to gain an understanding of what motivates adult students to complete a degree, continue to persist, or to cease enrollment altogether. With this information, institutions of higher learning will be in a better position to determine methods, policies and practices that will encourage, empower and motivate all adult learners to persist in their studies despite any combination of factors putting at risk their potential to graduate. The research design was a quantitative, nonexperimental, correlational, predictive design.</p>

<p> This study focuses on mass civic adult education reform. It inquires how lessons learned from the Chautauqua Movement, a movement that was funded through philanthropy and exploded throughout the United States and Canada in the late nineteenth and early twentieth centuries, can be applied to popular civic adult education reform today. At its peak, the Chautauqua Movement engaged more than 50 million people annually (or almost 50% of the total population at the time), playing a major role in building shared values among Protestant dominations, and kept adults without access to formal education informed. With the Chautauqua Movement&rsquo;s contraction, a void in mass civic adult education was never filled.</p><p> The aim of this inquiry is threefold. First, it aims to understand the tenets of the Chautauqua movement and how this movement became so popular among adults. Second, it seeks to understand why the Chautauqua Movement declined. Third, this inquiry discusses lessons of the Chautauqua Movement for twenty-first century civic adult education. The approach of this inquiry is a historical case study and uses archives, mapping, and interviews for a mixed methods view of this very complex phenomenon in American history.</p><p>

<p> While recent research has focused on the relationship between educational attainment and recidivism for formerly incarcerated persons, less research has focused on the relationship between educational attainment/level and employment. This study employed mixed methods to examine data on post-release employment outcomes for ex-offenders from, and explore the forces that govern educational programming offered in, the Connecticut Department of Correction. For the quantitative analytics, the primary independent variable of employment was operationalized as employment status (employed/unemployed) and weekly wage. The two dependent variables were education level and race/ethnicity. Data indicate that, for the ex-offenders studied, education level varied by race, post-release employment status varied by race, the relationship between education and employment was impacted by race, yet there was no mean wage difference either by education level or race. Forces that influenced educational offerings were state budget, local job markets, inmate programs, and partnerships initiated by facility school leaders. Forces that influenced educational program participation were student mobility, custody mandates/restrictions, external partnership selection criteria, and agency practice of providing inmates with a small financial incentive for enrollment and matriculation. Forces that influenced student outcomes included extensive differentiated instruction, custody mandates/restrictions, the lack of quiet time and study space, GED exam changes in content and administration, and access to school supplies. The findings indicate an agency need for better systems of data collection and maintenance, attention to the impact of budget cuts, and attention to faculty and administrative tenure within the agency. Ultimately, the research paradigm around recidivism needs to shift to a more detailed examination of the myriad components that comprise recidivism, as opposed to simply using recidivism as the sole predictor of successful ex-offender rehabilitation. </p><p>

<p> Most decision analysis techniques are not taught at higher education institutions. Leaders, project managers and procurement agents in industry have strong technical knowledge, and it is crucial for them to apply this knowledge at the right time to make critical decisions. There are uncertainties, problems, and risks involved in business processes. Decisions must be made by responsible parties to address these problems in order to sustain and grow the company business. </p><p> This study investigates some of the most recognized decision analysis techniques applied by global leaders from 2006 to 2016. Several decision analysis tools are introduced such as heuristic decisions, multi-attribute rating, decision trees, Monte-Carlo simulations and influence diagrams. The theoretical development framework is presented. The approach for this research is Analyze, Design, Develop, Implement, and Evaluate (ADDIE), which included cognitive, behavioral, and constructive learning theories. Some of the top decision analysis skills needed for today&rsquo;s leaders and managers from literature review over the past decade (2006 to 2016), were taught to organization leadership doctorate students. Research scheme, the method chosen for selecting the topic, group of contributors, and the method selected for collecting the data are offered. </p><p> The learners were in their senior year of a leadership doctorate program and they did not need leadership training along with decision analysis technique training. Older learners had more interest in learning the fishbone and influence diagrams prior to the training. Students with intermediate math were more interested in learning about strategic planning techniques before training. The trainees with more computer skills were interested in learning the Zachman framework technique, which was surprising to the researcher since this tool does not require extensive computer skills. </p><p> After the training, the researcher observed that learners with higher computer skills showed more interest in learning about group decision-making (consensus versus analytic hierarchy process). That students with intermediate math skills were more interested in top-down induction of decision trees, algorithm decision making (data mining and knowledge discovery), and strategic planning techniques. </p><p> Spearman correlations with a moderate strength showed that older respondents tended to be more interested in the analytical hierarchy process, fishbone diagram, and risk analysis tool. After the training, students with stronger computer skills showed greater curiosity about learning more about the decision tree analysis, Zachman framework, and risk analysis. It made sense that students with weaker computer skills were less eager to learn about the Monte-Carlo simulation.</p><p>

<p> Andragogy, defined as, &ldquo;the art and science of helping adults learn&rdquo; (Knowles, 1980, p. 43) has been used in education and organizations for more than five decades. This philosophy was examined in this study to explore to what extent Andragogy was being used, and perceived to be used, by the coach in a collegiate athletic program. Interviews, observations, and surveys of the coach, along with questionnaires, surveys, and focus group sessions of the student-athletes were used to determine whether an andragogically based coaching approach positively affected the performances and outcomes of the participants. By utilizing an adaptation of Henschke&rsquo;s (1989) Modified Instructional Perspectives Inventory (MIPI) the coach&rsquo;s as well as student-athletes&rsquo; perceptions of the andragogical model were examined, recorded, and scored. The coach and student-athletes were also asked to score their most important needs as a learner, using the assumptions Knowles employed to characterize the adult learner. The study concluded that although Andragogy and its principles and practices were not previously known or understood by the coach and student-athletes, there was a high degree of parity between the principles and practices of a successful sports coach and that of Andragogy. What appeared to be new revelations in concept and practice were the notions of the Learning Contract (LC) and Self-Directed Learning (SDL), both of which were being used by the coach in an informal manner. Although not categorically concluded in the study that Andragogy would guarantee better results, the coach confessed that he saw both Learning Contracts and Self-Directed Learning as a way of enhancing his approach to becoming a better coach with increased skill to help unleash the potential, responsibility, and independence of his athletes. The adoption of andragogical principles and practices were acknowledged as an approach that could greatly add to Coach Owen&rsquo;s style and approach in dealing with his athletes, especially the very competitive. Future studies of this nature will be useful in promoting Andragogy and in the education of coaches. </p><p>

<p> This dissertation examines nontraditional online students&rsquo; perceptions of Tinto&rsquo;s four student success conditions: expectations, support, assessment, and engagement. Expectations include those of the student, the faculty and the institution. Support includes academic, social, and financial support. Providing early and meaningful assessment and feedback to students is crucial during their educational career. The fourth success condition in Tinto&rsquo;s model includes the involvement or engagement of students with their peers (and faculty) in both an academic and social contexts. Nontraditional student perceptions of each of these institutional conditions of success was uncovered through demographic survey, interviews, syllabi and website artifacts.This qualitative study provided a rich, detailed description of the lived experience of the nontraditional online student to add to the paucity of research on this understudied population. The three main themes emerged from the data: (a) nontraditional students identified in an asynchronous environment did not find the success conditions to be consistently present and reported that they would have benefitted from them if they had existed both academically and socially; (b) nontraditional students identified key elements for success, which included flexibility in their schedule and the opportunity to receive a degree from a reputable institution that would lead to career enhancement; (c) students reported developing a strong, positive academic relationship with their advisor. The advisor served as a substitute for faculty-student relationships and was the primary role for providing academic, social and financial support.</p><p>

M.Ed. / This is a community education research. The claim of this investigation is that adult learners' needs in Mmabatho are not addressed properly by adult education. The investigation here is based on the unaddressed adult needs, and the main question is whether adult education empowers the adults or not. Given the local context, observation revealed the following: The rate of unemployment is growing, the number of streef kids, some of whom are becoming adults, is also growing. The ever-changing social, political and economic scene poses a challenge to the adult community. Women are now intensifying recognition of their rights, while men are busy trying to fight poverty. Adult education should cater for the above adult needs. By catering for the needs, that will be empowering the adults. Investigations of this essay prompted the researcher to review literature related to adult education. The theoretical foundation discussed the elements related to the research question. Theoretical elements discussed are: The adult, adult education, adult needs, empowerment, and adult teaching and learning methods. Literature here provided a rich mixture of theories and concepts related to adult education. This literature served the purpose of checking the validity of my claim, which was ultimately argued to be valid. The rationale for this research is to make a contribution to the academic body of knowledge. This knowledge is envisaged to help the academic planners, the ABET planners, AE researchers, the adult learners themselves, and anyone interested in community education programmes. This essay tries to address reform of adult education in Mmabatho to be shaped along acceptable standards. In the light of the above, it has been clear from this inquiry that Mmabatho has good physical resources necessary for implementing AE, and address adults' needs properly. There should not be any wastage of resources available. It is for the above reasons that this inquiry is conducted. Methodology of this research was qualitative. Investigations and data gathering depended on interviews, and observations. An attempt of being representative concerning gender in whom were involved in A.E., while some were not involved. The people involved in data gathering were the adults enrolled in programmes, the unenrolled, men, women, young adults, the 'drop-outs', ABET government officials, and the adult tutors. The setting for data gathering was urban, rural and semi-urban and semi-rural settings. Research data was analysed, and it gave nse to a categones, which were summarised, scrutinised, and formed into main clusters. The following clusters were arrived at: Community ownership problems; unaddressed adult needs; program's lack of needs relatedness; poor adult planning; unbalanced gender, and adult centres as day-school models. Data ultimately showed that the claim of my research is valid. The conclusion section of this research included a number of issues such as, the strengths and weaknesses of the inquiry, the implications of the inquiry, and a conclusion drawn from the inquiry. Adult education in Mmabatho does not address the adults' needs properly or on a broader spectrum; in other words, AE in Mmabatho does not empower the adults in a way literature accounted for the concept 'empowerment'. There are many schools in Mmabatho which could be used well for AE programmes. Lack of human resources has been seen to be the one responsible for AE inadequacies. All these can be addressed through good planning. It could be useful for the AE planners to adopt or adapt where necessary, Vella's seven steps of planning: - Who Qearners, leaders) Why (Situation, outcomes) When (Time-frame) Where (Site) What (Content; skills, knowledge attitudes) What for (Achievement-based objectives) How (Learning tasks and materials)

<p> Retaining novice teachers in a Northeast Florida county public school is an ongoing challenge. Research indicates that 14% of new teachers will leave the field within 5 years. The purpose of this case study was to investigate the major factors that contributed to this unique group of novice teachers&rsquo; decisions to continue to teach at the school during their first 5 years in the field. The societal model served as the conceptual framework for this study of factors affecting teacher turnover, with emphasis on teacher and school characteristics in relation to teacher attrition. Data collected from 9 interviews and an observation and analyzed inductively were used to answer the key research question about what factors contributed to new teachers&rsquo; retention. The findings of this study indicated that teacher preparation, administrative support, school environment, working conditions, and student characteristics influenced teacher retention at the local site. Recommendations that stemmed from the findings were formulated into a proposal for a new teacher professional development series that the participating school can use to improve new teacher retention rates. This study promotes positive social change by implementing measures to stabilize new teacher retention rates, which will improve student learning and promote academic success by creating stability in the learning environment.</p><p>

The purpose of this research was to explore the domain of reflexive competence; how it is developed in business schools; what role the Council on Higher Education (CHE) plays in supporting its development and what organisation processes support its development. Further to this, the research then set out to establish if the individual needs that encourage the acquisition of reflexive competence and the methods and processes that develop and support the acquisition of reflexive competence, exist for MBA students. The study used a dominant – less dominant design. In-depth semi-structured interviews were used in the dominant qualitative phase to explore the views of the CHE, business schools in Gauteng, and various medium to large organisations in Gauteng as to what reflexive competence actually is, and what methods or processes support its development. The findings from this phase, was then used in the less dominant quantitative phase of the study to design a survey that was administered on final year MBA students. The findings from the dominant study showed that predominantly, reflexive competence is about making values-based judgements in varying contexts by systematically and holistically working through the issue or problem. Reflection and feedback were identified as key tools that enable an individual to develop reflexive competence that should permeate every context. Environmental factors such as open and honest communication, a safe environment and trust were found to be necessary to promote reflection and feedback. The qualitative study showed that business schools develop reflexive competence through: curriculum design, assignments and syndicate work, a case study approach, the use of lecturers with business experience and different styles of lectures, values, social responsibility and ethics education and the research project. Organisations support the development of reflexive competence though a commitment to ethics and values, the development of an organisation climate (questioning culture, empowerment and accountability, a diverse culture and work autonomy), career development and succession planning, mentoring and learning and development. The role of the CHE in supporting the acquisition of reflexive competence was found to be that of monitoring and reviewing. It was further found that the individual needs and self interests played a huge part in developing reflexive competence. The findings from the less dominant study showed that the individual needs that encourage the acquisition of reflexive competence and the methods and processes that develop and support the acquisition of reflexive competence exist for MBA students. Finally, a framework is proposed that supports the acquisition of reflexive competence in a MBA. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted