The aims of this research were to describe the role that coaching plays in the development of educators and to make recommendations for the way in which schools can make use of coaching as an educator human resource development tool at the workplace. According to the findings from the literature review, coaching plays an important role in the success of novice educators. Educators who are coached typically develop a strong self-concept, become consistent in the implementation of policies and procedures, show a greater focus on the teaching and learning purpose within the classroom and display more confidence in themselves, which increases their personal ability and selfefficacy to help and develop learners, and thereby increasing the learners' love for learning and academic achievement. Educators who display the personal traits mentioned in the above paragraph, according to the findings from the literature study, become effective and expert educators who have something to offer to the learners and are recognized as professionals in their field. Various researchers in the reviewed literature stress the need for coaching for its inherent potential of being a panacea for educator attrition and turnover which are always the result of job dissatisfaction. The qualitative research method in the form of focus group interviews was used to elicit primary empirical data from a population sample of eighteen educator participants who were all at post level one. This educator participant population sample was engaged by the researcher on a three-day coaching session in Outcomes-Based Education and Training as a new teaching and learning system in South Africa. After this three-day coaching session, the participants were interviewed to determine the role that coaching plays in the development of educators, with a view to making recommendations for the way in which schools can make use of coaching as an educator human resource development tool at the workplace. The results of the empirical research revealed that educator participants who formed the population sample of this research experienced the three-day coaching session which the researcher conducted as follows: developmental; providing support and guidance; leading to paradigm shifts; setting aside any power differences to offer a relaxed atmosphere; and eventful. Recommendations for educational practice and further research were made. / Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2006.

The aims of this research were to describe the role that coaching plays in the development of educators and to make recommendations for the way in which schools can make use of coaching as an educator human resource development tool at the workplace. According to the findings from the literature review, coaching plays an important role in the success of novice educators. Educators who are coached typically develop a strong self-concept, become consistent in the implementation of policies and procedures, show a greater focus on the teaching and learning purpose within the classroom and display more confidence in themselves, which increases their personal ability and selfefficacy to help and develop learners, and thereby increasing the learners' love for learning and academic achievement. Educators who display the personal traits mentioned in the above paragraph, according to the findings from the literature study, become effective and expert educators who have something to offer to the learners and are recognized as professionals in their field. Various researchers in the reviewed literature stress the need for coaching for its inherent potential of being a panacea for educator attrition and turnover which are always the result of job dissatisfaction. The qualitative research method in the form of focus group interviews was used to elicit primary empirical data from a population sample of eighteen educator participants who were all at post level one. This educator participant population sample was engaged by the researcher on a three-day coaching session in Outcomes-Based Education and Training as a new teaching and learning system in South Africa. After this three-day coaching session, the participants were interviewed to determine the role that coaching plays in the development of educators, with a view to making recommendations for the way in which schools can make use of coaching as an educator human resource development tool at the workplace. The results of the empirical research revealed that educator participants who formed the population sample of this research experienced the three-day coaching session which the researcher conducted as follows: developmental; providing support and guidance; leading to paradigm shifts; setting aside any power differences to offer a relaxed atmosphere; and eventful. Recommendations for educational practice and further research were made. / Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2006.

To make computational thinking appealing to young learners, initial programming instruction looks very different now than a decade ago, with the increasing use of graphics and robots both real and virtual. After the first steps, children want to create interactive programs, and they need a model for this. State diagrams provide such a model, as observed previously by other researchers. This thesis documents the design and implementation of a Model-Driven Engineering tool, SD~Draw, that allows even primary-aged children to draw and understand state diagrams, and create modifiable app templates. We have tested this with grade 4 and 5 students. In our initial test, we discovered that children very quickly understand the motivation and use of state diagrams using this tool, and will independently discover abstract states even if they are only taught to model using concrete states. To determine whether this approach is appropriate for children of this age we asked three questions: do children understand state diagrams, do they understand the role of reachability, and are they engaged by them. We found that they are able to translate between different representations of the state diagrams, strongly indicating that they do understand them. We found with confidence p=0.001 that they do understand reachability by refuting the null hypothesis that they are creating diagrams randomly. And we found that they were engaged by the concept, with many students continuing to develop their diagrams on their own time after school and on the weekend. / Thesis / Master of Science (MSc)

No description available.

Submitted by Marlucy Farias Medeiros (marlucy.farias@unipampa.edu.br) on 2017-10-31T17:05:08Z No. of bitstreams: 1 Alian_Moreira_Engroff- 2017.pdf: 24051878 bytes, checksum: 383a7bff18457ae61cc3ad8ad6a80930 (MD5) / Approved for entry into archive by Tatiane Oliveira (tatiane.oliveira@unipampa.edu.br) on 2017-10-31T18:29:42Z (GMT) No. of bitstreams: 1 Alian_Moreira_Engroff- 2017.pdf: 24051878 bytes, checksum: 383a7bff18457ae61cc3ad8ad6a80930 (MD5) / Made available in DSpace on 2017-10-31T18:29:43Z (GMT). No. of bitstreams: 1 Alian_Moreira_Engroff- 2017.pdf: 24051878 bytes, checksum: 383a7bff18457ae61cc3ad8ad6a80930 (MD5) Previous issue date: 2017-08-24 / Nas ultimas décadas houve um crescimento exponencial no desenvolvimento de sistemas embarcados, que são alocados no mais diversos equipamentos como eletrodomésticos e eletrônicos portáteis. Os sistemas embarcados são compostos por processadores de uso geral ou especıfico, os quais são desenvolvidos para cada sistema, apresentando restrições quanto ao custo de área, consumo de energia e tempo de processamento. Essas restrições dependem da aplicação e das funcionalidades. Dentre vários tipos de metodologias de projeto que buscam atender´ as necessidade de desenvolvimento de processadores para esses equipamentos, destaca-se a metodologia de desenvolvimento ASIP, do inglêsˆ Application Specific Integrated Processor. Os ASIPs são desenvolvidos de forma otimizada para cada aplicação, com um conjunto de instruções, tipos de memoria, quantidade e formas de acesso customizados. No entanto, a otimização do hardware implica em muito esforço para o desenvolvimento do processador. Nesse sentido, e necessário uma plataforma de desenvolvimento automático de ASIPs que analise o programa, as restrições da aplicação, e também forneça suporte a simulação e compilação. Este trabalho tem como objetivo principal elaborar uma ferramenta para o desenvolvimento automático de processadores de aplicação especıfica chamada ASIPAMPIUM, buscando tornar o desenvolvimento de um ASIP fácil e rápido com uma boa relação entre custo de área, consumo de potencia e velocidade de processamento. Para isso, foi proposta uma arquitetura de um processador reconfigurável, chamado PAMPIUM, que e definida como uma arquitetura RISC com 80 instruções, utilizando operações apenas com registradores. Esta arquitetura e utilizada como base para o ASIP, pois ela possui a flexibilidade necessária para se adaptar as características das mais diversas aplicações. A utilização de uma arquitetura base permite que o usuário possa desenvolver ASIPs para as mais variadas aplicações utilizando uma mesma plataforma de desenvolvimento. O processador gerado pelo ASIPAMPIUM e disponível em linguagem de descrição hardware, de forma que possa ser sintetizado para a fabricação de circuitos integrados ou para gravação em FPGA. Para o desenvolvimento do ASIP são utilizadas três versões base do PAMPIUM: monociclo, pipeline e superescalar. Desta forma o processador gerado leva em consideração as principais estatísticas do compilador e do simulador. Para validação a ferramenta ASIPAMPIUM foi utilizada no desenvolvimento de uma FFT e comparadas suas características com outros trabalhos, mostrando uma boa equivalência nos resultados. Também foi desenvolvido um sistema de controle de uma rede de antenas retrodiretivas. Este sistema foi testado e validado em FPGA. Além disso, foi elaborada uma versão do PAMPIUM em silício, denominada PAMPIUM IC, a qual foi prototipada em tecnologia 0 ,18µm da TSMC, testada e validada eletricamente. Estas aplicações demonstram o correto funcionamento da metodologia proposta, gerando hardware de alto desempenho com um curto tempo de desenvolvimento. / In the last years there has been an exponential increase in the development of embedded systems, which are used in the most diverse equipment such as home appliances and portable electronics. Embedded systems are made up of processors of specific or general purpose. Specific processors are developed for each system, with restrictions on area, energy consumption and processing time. These restrictions are depend on the application and the features. Among several types of design methodologies for the development of processors for these equipments, stands out the development methodology for Application Specific Integrated Processors (ASIPs). ASIPs are optimally developed for each application, with a set of instructions, types of memory, quantity and custom access forms. However, the optimization of the hardware implies a lot of effort for the development of the processor. It is also necessary to develop a set of tools, such as compilers and simulators for ASIP. In that sense an automatic ASIP development platform is needed that analyzes the program, the application restrictions, and also provides support for simulation and compilation. This work has as main objective to elaborate a tool for the automatic development of specific application processors called ASIPAMPIUM. This tool seeks to make the development of an ASIP easy and fast, with a good relation between area, power consumption and processing speed. For this, a reconfigurable processor architecture, called PAMPIUM, was proposed, which is defined as a RISC architecture with 80 instructions, using register operations only. This architecture is used as the basis for ASIP, since it has the necessary flexibility to adapt to the characteristics of the most diverse applications. The use of a base architecture allows the user to develop ASIPs for the most varied applications using the same development platform. The processor generated by ASIPAMPIUM is available in hardware description language, so that it can be synthesized for the manufacture of integrated circuits or for FPGA implementation. Three basic versions of PAMPIUM are used: monocycle, pipeline and superscalar. In this way the generated processor takes into account the main compiler and simulator statistics. For validation, the ASIPAMPIUM tool was used in the development of an FFT and compared its characteristics with other works, showing a good equivalence in the results. Also has been developed control system for a retrodirective antennas array. This system has been tested and validated in FPGA. In addition, a version of PAMPIUM in silicon, called PAMPIUM IC, was developed, which was prototyped in TSMC 0 ,18µ technology, tested and validated electrically. These applications demonstrate the correct functioning of the proposed methodology, generating high performance hardware with a short development time.

The purpose of this thesis was to develop a program that would accept, as input, a finite set of algebraic equations and simple if-then conditional expressions that model a natural system, and then produce a continuous computer simulation with graphics and tabular output. The equations and conditionals can be in any order and key elements can be missing. The program can be used to run existing models or as a development tool to produce immediate prototypic computer simulations through synergistic man-machine interactions. The theoretical aspects of automatic program generation were discussed, as well as the architectural design of the system. The simulation system was used to develop a computer simulation of an exploited Northern Utah pheasant population and the results were compared to the results from an earlier FORTRAN computer simulation of the same model. It was concluded that the simulation system developed for this thesis produces verified computer simulations from mathematical models that are at least as accurate as the corresponding simulation written in FORTRAN. The system was easy to use and should be useful for unsophisticated users. Some "tuning'' of the input was needed to produce a verified simulation and it was concluded that further work was needed here.

In the context of sustainable development, evaluations have particularly high relevance as complex issues have to be dealt with generally over an extended period of time. Furthermore, there is a growing demand to evaluate against the concept of sustainable development. Especially evaluations with sustainable development are a rather new type of evaluation, as the source of its evaluation questions and the criteria applied are rooted in the concept of sustainable development. Sustainability of a specific project or process is often highly case specific as sustainable development is determined by many often unique issues. However, evaluations would be highly inefficient, if they would have to be newly designed in every case. Thus it is necessary to determine and utilize the major issues for evaluations with sustainable development. This paper is part of a series of three papers - which can be used independently - that present the major common issues for evaluations with sustainable development in a Tool Box. The results presented here are based on outcomes of a research project funded by the "Austrian Science Fund". This paper includes the evaluation planning and commissioning procedure. It describes the steps from the idea to implementation of an evaluation with sustainable development. In the context of general requirements of evaluation planning and commissioning, the special features of evaluations with sustainable development are highlighted. (author's abstract) / Series: Research Paper Series of the Research Focus Managing Sustainability

The Balanced Scorecard (BSC) is a strategic management tool that provides the manager with a clear and concise picture of the business's health and progress in reaching the goals of the business (Norton & Kaplan, 1992: 71-79). The BSC is a set of financial and non-financial measures relating to a company's critical success factors. Of late the BSC was also used as a personal development tool – measuring the individual's performance towards set personal growth targets. The BSC process has been part of ArcelorMittal, Vanderbijlpark Works for many years. This process can add great value to a company if managed effectively- the question is thus: is the BSC effectively implemented in ArcelorMittal, Vanderbijlpark Works? It was decided to conduct a study to determine the status of the BSC with one main objective and two secondary objectives, namely to – • establish whether ArcelorMittal, Vanderbijlpark Works is effectively using the BSC tool as a performance measurement and a personal development tool (main objective); • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool within the different business units within ArcelorMittal, Vanderbijlpark Works. These units are Iron Making, Steel Making, Rolling, Engineering and Staff (Secondary objective 1): and • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool between different role gradings (these roles are defined as E, F and G roles) in ArcelorMittal, Vanderbijlpark Works (Secondary objective 2). An empirical study was conducted in ArcelorMittal, Vanderbijlpark Works. A questionnaire was used as the measuring instrument and was issued via the HR Department to a target group of 724 employees. The questionnaires consisted of 25 questions divided into 2 sections to test both the effectiveness of the BSC as a performance management tool and a personal development tool. To analyse the data, descriptive statistics and frequency distributions were used and calculated in Microsoft PHStat. From these results the following conclusions were drawn. • The BSC process is well entrenched in ArcelorMittal, Vanderbijlpark Works, but lacks overall effectiveness; • The BSC does encourage people to self-develop, but development plans are lacking, not enough time for training is given and managers must show a real intent to develop their people. From the study and the conclusions drawn, the following recommendations were made. • Address the issue of mistrust between the employees and their supervisory management. • Managers should make allowance for individuals to make mistakes. • Encourage innovation in the organisation. • More effort should be applied to translate the company strategic objectives into workable (and measurable) KPI 's at the lower levels of the organisation. • ArcelorMittal should make a concerned effort to allow more time for training and self-development during normal working hours. • Revisit all KPI's for weight allocation. All the departments and all the levels in the organisation see this as a drawback of the BSC system. • Test the applicability of the KPis. Ensure that the KPis on the BSC are clear and that these reflect the effort the company requires form the individual. • Allow more participation of the individual during the compilation of the BSC (this will improve buy-in). • The E-role level communicates very well downwards to the lower levels in the organisation. Take key learning aspects from this group, and skill the F-role and G-role levels to the same extent. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

The Balanced Scorecard (BSC) is a strategic management tool that provides the manager with a clear and concise picture of the business's health and progress in reaching the goals of the business (Norton & Kaplan, 1992: 71-79). The BSC is a set of financial and non-financial measures relating to a company's critical success factors. Of late the BSC was also used as a personal development tool – measuring the individual's performance towards set personal growth targets. The BSC process has been part of ArcelorMittal, Vanderbijlpark Works for many years. This process can add great value to a company if managed effectively- the question is thus: is the BSC effectively implemented in ArcelorMittal, Vanderbijlpark Works? It was decided to conduct a study to determine the status of the BSC with one main objective and two secondary objectives, namely to – • establish whether ArcelorMittal, Vanderbijlpark Works is effectively using the BSC tool as a performance measurement and a personal development tool (main objective); • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool within the different business units within ArcelorMittal, Vanderbijlpark Works. These units are Iron Making, Steel Making, Rolling, Engineering and Staff (Secondary objective 1): and • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool between different role gradings (these roles are defined as E, F and G roles) in ArcelorMittal, Vanderbijlpark Works (Secondary objective 2). An empirical study was conducted in ArcelorMittal, Vanderbijlpark Works. A questionnaire was used as the measuring instrument and was issued via the HR Department to a target group of 724 employees. The questionnaires consisted of 25 questions divided into 2 sections to test both the effectiveness of the BSC as a performance management tool and a personal development tool. To analyse the data, descriptive statistics and frequency distributions were used and calculated in Microsoft PHStat. From these results the following conclusions were drawn. • The BSC process is well entrenched in ArcelorMittal, Vanderbijlpark Works, but lacks overall effectiveness; • The BSC does encourage people to self-develop, but development plans are lacking, not enough time for training is given and managers must show a real intent to develop their people. From the study and the conclusions drawn, the following recommendations were made. • Address the issue of mistrust between the employees and their supervisory management. • Managers should make allowance for individuals to make mistakes. • Encourage innovation in the organisation. • More effort should be applied to translate the company strategic objectives into workable (and measurable) KPI 's at the lower levels of the organisation. • ArcelorMittal should make a concerned effort to allow more time for training and self-development during normal working hours. • Revisit all KPI's for weight allocation. All the departments and all the levels in the organisation see this as a drawback of the BSC system. • Test the applicability of the KPis. Ensure that the KPis on the BSC are clear and that these reflect the effort the company requires form the individual. • Allow more participation of the individual during the compilation of the BSC (this will improve buy-in). • The E-role level communicates very well downwards to the lower levels in the organisation. Take key learning aspects from this group, and skill the F-role and G-role levels to the same extent. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

The topic of this paper is creation of new ServiceNow development tool. ServiceNow is cloud based IT service support management tool. It is widely customizable, mainly by creating scripts. The problem is that scripts are created via web browser, which is not very user friendly. The main goal of this paper is to design better solution for creating scripts in ServiceNow and implement it for selected integrated development environment - Eclipse. Created development tool should support these operations - checking out scripts from ServiceNow to local workspace, editing them in special editor, updating them to newest version and committing them back to ServiceNow with check that work of some other developer is not overwritten. The main contribution of this paper is created ServiceNow development tool that provides better user experience than existing solutions. This paper is only start of development. It will continue in the future.