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

The study was an investigation into the workflow structure of junior and senior secondary schools. It constituted an attempt to develop a conceptual framework for identifying dimensions of school workflow structure and possible determinants thereof. The study incorporated seven stages: (1) development of a theoretical model of possible determinants of school workflow structure, (2) adaptation and refinement of an existing instrument to measure school workflow structure in junior and senior secondary schools, (3) use of the instrument to identify underlying dimensions of school workflow structure, analysis of the relationships between variables of organizational context and school workflow structure, (5) examination of a particular orientation of professional staff towards students, namely, the degree to which staff are concerned with the control of pupil behavior, (6) analysis of the control orientation, or Pupil Control Ideology (PCI), of professional staff with respect to school type, size, and school district affiliation and, (7) clarification of the relationship between pupil control ideology and school workflow structure. School workflow structure was measured by Kelsey's Diversification of workflow instrument. This instrument is based on the notion of diversification of workflow structure in schools and is an adaptation of Perrow's concept of technological routinization. Two separate major dimensions, 'Diversification of Control' and 'Diversification of Equipment', were found to underlie workflow structure. School districts and school types (junior or senior secondary) differed significantly on school scores on both dimensions. School types were significantly different in size but when size was controlled for type, size was not associated with scores on either dimension. PCI scores differed significantly across school districts in only two of eighteen pair wise comparisons. Junior secondary schools and senior secondary schools were, however, significantly different with respect to their mean PCI scores. Size of school, controlled for type, was not significantly associated with Pupil Control Ideology scores. School mean PCI scores and Diversification of Control scores showed a significant positive association in junior secondary schools. The attempt to explain this finding and the evident lack of relationship in senior schools led to the discovery that the amount of within-school variance on the PCI scores may be a mediating variable between school PCI score and Diversification of Control. When PCI variance is taken into account, prediction of the probable extent of diversification of control is possible for low variance schools but not for high variance schools. PCI scores were also significantly inversely related to Diversification of Equipment in junior secondary schools. The findings were incorporated into a revised model of possible determinants of school workflow structure. The revised model carries implications of a theoretical, methodological, and practical nature. The theoretical implications are found in the clarification of the nature of the relationships among dimensions of school workflow structure, variables of organizational context, and a psycho-sociological variable. Methodologically, the results indicate that, while it is possible to take an instrument such as Kelsey's, which was designed for comparative research, and apply it to a geographically restricted study, it is wise in such cases to consider using the unrefined form of the instrument in order to test not only the applicability of the instrument but also its initial conceptualization. Finally, the relationship of pupil control ideology to school workflow structure has implications for school principals and for the recruitment and placement of professional staff. / Education, Faculty of / Graduate

This dissertation deals with organizational theories, especially the theory of corporate culture and intercultural management. It is focused on L'ORÉAL group.

This dissertation addresses key questions raised in Human Geography and Economic Geography concerning scale and the production of space, alternative economic geographies and co-operative economic development. It is the product of a five year ethnographic investigation with cooperative enterprises in Western Massachusetts and the broader Connecticut River Valley of Western New England. It explores neglected questions about how subjects are producing co-operative economic identities, enterprises and development strategies amid capitalist cultural dominance; and how structural, financial and governmental aspects of their enterprises participate in cultivating the desire and capacity to expand co-operative space. In line with poststructuralist feminist perspectives within and outside the disciplines of Human and Economic Geography, each chapter challenges ontological presumptions often made about the economy, scale, power and size and offers theoretical contributions based upon empirical research with co-operative enterprises. The three chapters of this dissertation explore the co-production of co-operative space and subjects; the “practices of scale” in the Valley Alliance of Worker Co-operatives; and cooperative development in a regional context. They challenge the presumptions that space and economy are (and must be) structured by capitalism; power is constituted by hierarchy, size and “scale”; and subjects and subjectivity are insignificant to the project of constructive development. Contrary to structuralist critiques of worker co-operatives based upon size, political conservatism and vulnerability, I argue that worker owned enterprises empower workers despite capitalist cultural dominance and relative size.

Identity has long been a prolific research interest for organizational scholars. Its popularity can be attributed to the development of post-bureaucratic organizations, where control is no longer achieved through external forms (i.e. rules and procedures), but rather, "softer" mechanisms, such as organizational culture and values. Examining identity therefore becomes crucial for understanding how employees internalize organizational goals to exhibit desired behaviors. While the predominant approach has been to analyze how organizations help shape, control, and regulate member identity, this project calls into question the assumption of organizational employment to explore the micro-processes of identity construction among a growing class of worker in the U.S.: the self-employed professional. This investigation is grounded in the world of personal coaching, an emerging profession organized largely by self-employment. Between 2007–2011, I immersed myself in the "field" of coaching, generating data via ethnographic methods—i.e. participant observation, in-depth interviews, informal interactions—and secondary archival sources. Applying a critical interpretive lens to conceptualize identity not as a "thing" but as an ongoing social accomplishment, the analysis reveals three main insights. First, intense identity working was provoked by tensions and anxiety arising from conflicts, contradictions, and challenges, as informants tried to construct a positive identity as a self-employed professional, while simultaneously performing vital (and mostly unrecognized) identity work for the wider coaching profession. Second, since "doing" identity and material conditions are mutually constitutive, identity efforts can be categorized as having a profitable, proficient, or pragmatic orientation; I contend that this typology is applicable to other self-employed professionals. Third, as a socially negotiated process, identity working is one which recruits many participants—both within and outside of the coaching community. Furthermore, geographically-dispersed members actively regulate and control each other's identities to maintain professional standards, via new organizing forms, like social media. This investigation contributes to knowledge about the nuances of identity working, and linkages between such micro-processes and the wider historical, socio-economic conditions. Extending beyond the coaching profession, the data produced serve as a contextual exemplar for exploring how individuals navigate the restructuring of labor and changing employment relations, which increasingly characterize the "new world of work."

Submitted in partial fulfilment of the requirements of the degree of Master of Education in the Department of Educational Planning and Administration, University of Zululand, 1997. / This research examines the transformation leadership role of principals during the current transitional period. This study makes use of interviews and questionnaires to determine whether principals themselves as facilitators of transformation and whether it has an effect on transformation as seen by members of the governing body, teachers and students. Based on the opinions of respondents, the study concludes that principals in the areas where the study took place viewed as leaders in the transformation process, especially regarding school policy, school vision and curriculum. The research project as undertaken in various regions, found that although the majority of teachers and students principals as leaders in the transformation process saw a significant high proportion of these respondents who are unsure or disagreed that principals transformation export.

No description available.

This thesis studies a by-product of the continuing and complex Arab-Israeli conflict: the Palestinian refugee diaspora in Lebanon, and the efforts of Western charitable organizations with this population. The rise of the non-governmental organization (NGO) movement embroiled the Western world in the Middle East as a new form of intervention, with the aim of providing emergency relief in the short term and plans for development in the long term. This research studies how Palestinians came to live in their host countries with the help of NGOs, and to determine what the challenges and successes of these organizations were. For this study, the American Near East Refugee Aid (ANERA) organization is used as a case study by looking at its history of interaction with Palestinians between the War of 1967 and the Israeli invasion of Lebanon in 1982, a decade and a half marked by war and exodus. Using ANERA’s annual reports, newsletters, board meeting reports, and interviews with individual Palestinians who were raised in Lebanon, the research looks at the history and ethical complications of the international NGO movement. Furthermore, this thesis analyses the logistical challenges and achievements of ANERA in their programming in Lebanon and the way that Palestinians were portrayed by ANERA back to their American public. Finally, the Palestinian perspective is taken into account to understand the impact of Western NGOs on their own community. Ultimately, this study seeks to determine how what has been ANERA’s historical experience with Palestinian refugees in Lebanon.

The purpose of this study was to determine the effectiveness of and the subjects' overall satisfaction with the implementation of an internally created performance appraisal system. The system was implemented at a major technology consulting firm in the US. The subjects of this study were manager level employees of the firm. An employee survey conducted annually at the firm included questions relating to the implementation of the performance appraisal system. Eight years of managers' responses to six key questions in the Career Development category were analyzed. Managers' perceptions of their contribution to the firm, their understanding of what career paths are available to them, their understanding of the requirements for promotion, as well as their overall satisfaction with the implementation of the performance appraisal system were captured by this survey. Trend analysis indicates that managers at the firm perceived their career path knowledge improved and their understanding of promotion criteria improved as a result of the implementation. Overall satisfaction with the implementation did not improve enough to site confidence in managers' perceptions for the period immediately after the implementation; managers' responses to the actual implementation were disagreeable to neutral. Managers did not feel their impact on the organization improved as a result of the implementation.

The master‘s thesis is dealing with the issue related to the organizational culture. The work is divided to three parts. In the first chapter, the theoretical base is defined. The second part consists of an analysis of the actual state of the organizational culture in the chosen organization. The last part contains suggested recommendations for organizational culture change based on the defined theoretical base, and the results of the performed analysis.