This paper examines planning considerations for universities' participation in nonformal education. The main purpose of the study is to help guide the policy-makers and planners in Korea who are engaged in the formulation of strategies which will lead to a greater involvement of Korean universities in nonformal education. This involvement is in keeping with the full intention of promoting nonformal and lifelong education in Korean society under the provisions of the new constitution as revised in 1980. The methodological approach combines a critical survey of literature, of three case studies and an analytical survey of needs assessments. The survey of literature incorporates a comprehensive review of educational dilemmas in the world context, the potentials of non-formal education in promoting people's lifelong learning, and the roles and values of higher education in the world as well as the Korean context. The case studies highlight the models appropriate for adoption within the Korean higher education system in order to maximize Korean universities' involvement in nonformal education. The survey of needs analysis, which is the most central aspect of this study, was designed for utilizing ideas and issues related to Korean universities' participation in nonformal education as major needs components for the formulation of the Nonformal Education Act. The several data gathering approaches suggest these major recommendations for increasing coordination between the Korean universities' and the nonformal education's efforts: establish a system for preparing specialists in nonformal education in universities; arrange for university representation in national nonformal education policy bodies; provide financial support to universities for nonformal education efforts; and increase the effective dissemination of university findings concerning nonformal education. This study supports the thesis that the tensions between formal and nonformal education in Korea can be a creative source of energy and ideas, building on the strengths of both systems.

The Swedish study circle is a type of popular, non-formal adult education which was adapted in Sweden from an idea which originated in the Chautauqua Literary Circles of the late 1800s. Study circles became instrumental not only in providing educational opportunities to adults but in promoting non-violent social change in Sweden. These are still the most popular form of adult education in Scandinavia. The conditions which led early Swedish educators to adopt the study circle as an educational alternative were similar to those which led a group of Latino educators in the United States to use an adapted model of the original version of study circles with three groups of Latinas in a community-based agency. Current study circles in Sweden have evolved far away from the original model and the intention of this project was to use the original concepts. This study reviews the history and variety of adaptations of study circles in different settings and explores the extent to which this model could be adapted and used for empowerment education, and how gender and differences of race, ethnicity, language, culture and class influence personal and collective development. The study uses a qualitative research methodology grounded in feminist principles. The author took a leadership role and participated in an action-oriented process which led this group of Latinas to begin a journey of reclaiming their integrity and heritage. The results of this study revealed that study circles as adapted can be a powerful strategy for Latinas to break silence about their particular experiences of oppression. The study circles promoted a safe and caring environment which allowed the women to begin a process of discovering their power and ability to name, to reflect upon, analyze and value their experiences. From this experience a different set of conditions emerged which were essential for the success of study circles. Some of these include having a foundation in an organization with a commitment to promote people-centered education within a process of consciousness-raising.

Active parental involvement in the special education process has historically been emphasized. In addition, legal impetus (94-142, 766) has been provided for this active involvement. However, research has indicated that some educators tend to disregard, manipulate, and often intimidate parents during special education TEAM meetings, thus violating their due process rights. As a result, parental involvement in the Team process and development of the IEP document has continued to be lacking. The purpose of this study was to investigate parental attitudes toward the Team process and the IEP document and to implement a training program designed to assist parents in the development of the skills necessary to critically analyze their child's IEP document's effectiveness. The underlying theory behind the training program was, that given the appropriate training and information, parental skills to effectively participate in the Team meeting and development of the IEP document would increase. A group of 15 parents from the central Massachusetts area participated in this study. Their experiences within Special Education ranged from 3 months to 11 years. Severity of the handicapping conditions of their children ranged from speech/language services to full time special education. A pre/post test design was utilized to evaluate parental perception of the Team process and IEP evaluative skills. Based on the data gleaned from this research, the following has been concluded: (1) in spite of 17 years of mandated involvement in the Team process and development of the IEP document at the Team level, the parents; (a) view the child's IEP as not being the product of the entire Team's input, and (b) indicated that they did not participate in the development of the document. In regards to qualitative effectiveness of the IEP, it was determined that: (1) the student profile section; (a) did not contain all of the mandated information, and (b) was not concisely written. In addition, other information (teaching strategies, service delivery and plan duration) was not contained within. In spite of their passive roles, the parents generally expressed satisfaction with their child's program and IEP document. The need for parent training and professional staff development was cited.

<p> This dissertation addresses 12 questions related to an overall investigation designed to determine if there is a relationship between teacher perceptions of professional development and student achievement in rural Maryland. During an era of federal, state, and local education reform, lessons learned could help dramatically redesign professional development for the future. &ldquo;Pedagogical Content Knowledge&rdquo; (PCK) coined in 1986 by Lee Shulman, a past president of the Carnegie Foundation for the Advancement of Teaching, and the 1995 book written by Stephen Brookfield <i>Becoming a Critically Reflective Teacher </i> helped to form the conceptual framework of this study. </p><p> Twelve elements relating to professional development were part of the questions on the Teaching, Empowering, Leading, and Learning (TELL) Maryland Survey of 2011 and 2013. The change in these TELL Maryland Survey teacher perceptions was correlated with the change in student High School Assessment (HSA) senior exit exam results for the same time period. Data were included from 79% (11,365 of 14,368) of teachers in 80% (63 of 79) of all rural high schools in Maryland that reported HSA senior exit exam data and responded at a 50% or higher rate on both studied years of the TELL Maryland Survey. </p><p> After analyzing statewide data, disaggregated by five regions, it was determined that three professional development elements had positive correlations and nine had negative correlations, although none of these were statistically significant. Those elements that correlated most positively with student achievement (with shortened titles used in the study) were collaboration, reflect(ion), and time. The literature review provided insight into some possible reasons for these results.</p>

Thesis (Ph. D.)--Drexel University, 2005. / Includes abstract and vita. Includes bibliographical references (leaves 130-141).

Thesis (Ph. D.)--Indiana University, 1993. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 203-211).

Contemporary assessments of management training efforts have generally found such efforts to be wanting, in failing to inculcate enduring changes in skills and capacities. Simultaneously, a variety of management theorists have pointed in the direction of cognitive complexity, sometimes described as "complicated understanding", as the key quality for successful managers. This study is concerned with the contribution that an explicitly developmental perspective can make to a better understanding of the dynamics of managing in an organizational setting. It draws on research conducted over the last two decades by a small group of researchers interested in the nexus of developmental psychology and management and aims to lend additional empirical support to those efforts. This study focuses on the work of developmental psychologist Robert Kegan, who has constructed a theory of stage-related progressions in the development of the self and personal meaning-making over the life course. Kegan's notion that our culture makes mental demands on us that can be understood in stage terms is applied here to the domain of management. The purpose was to explore the possible connections between essential managerial skills and the properties of developmental stages. Sixteen (16) managers in a mid-sized state agency formed the research sample. Each subject was assessed for both developmental stage and managerial stage. The results reported here suggest a strong correlation between stage-functioning and management style. The implications for further theory building and organizational reform in the service of fostering managerial success are discussed in detail.

In 1989, the City of Pittsfield implemented an entrepreneurial education program for the unemployed using federal funding. This study describes the evolution of the educational program and identifies key elements in the entrepreneurial education process. The literature review sets the context of the case study in the new, burgeoning field of entrepreneurial education. The lack of consensus on a definition and the "idiosyncratic" nature of entrepreneurship creates a fluid, volatile climate for this case study. The case study responds to the call for research in the field by providing a seven year in depth analysis of the results of an entrepreneurial educational program for the unemployed. A personal, narrative case study approach reflected my role as a participant/observer and included participant and staff responses. Data analysis also included document review and participant surveys. The key elements that emerged in this case study were: (1) issues of unemployment needed to be addressed in the curriculum design; (2) adult learning strategies provided methodologies that addressed those issues; (3) a staff composed of present or former business owners provided the necessary practical, relevant orientation; (4) networking skills were enhanced by interaction with peers; (5) continual feedback from participants provided essential guidance for curriculum development; and (6) beneficial results beyond business starts need to be included in assessments of entrepreneurial training programs. The case study reports that 264 of the 428 participants included in the study started businesses and almost all of the others secured employment or went on for other training. This study concludes with recommendations for support of future entrepreneurial educational programs for the unemployed as a way to create a climate for small business development in turbulent, changing economies.

We used Kolb's Model of Experiential Learning and learning style (LS) theory to design a group workshop (GW) and correspondence course (CC) to instruct adults on reducing cancer risk through diet. Kolb's model has four stages: having a concrete experience, reflecting on that experience, forming abstract concepts about the experience, and actively experimenting with what has been learned. Individuals prefer one stage of learning and are classified into four LSs: divergers, assimilators, convergers, and accommodators. The purpose of the study was to test the relationship of LS and instructional method to knowledge, attitude, and behavior change; knowledge and attitude maintenance ten weeks after instruction; and course attrition. Through mass media we recruited adults interested in diet and cancer prevention. Subjects completed Kolb's LS Inventory II (an instrument to determine LS), demographic questionnaire, and knowledge, attitude, and behavior pretests. Subjects were randomly assigned, by LS, to the GW, CC, or control group. Following the educational intervention, participants completed posttest measures of knowledge and attitude and delayed posttests of knowledge, attitude, and behavior. Both courses improved knowledge and attitude at posttest. However, knowledge gain was not maintained in either course, but attitude was maintained in the CC. Each course increased self-reported behavior scores, but only the GW values were significantly greater than controls. The CC improved "Yellow and Dark Green Vegetable" intake and lowered fat consumption in those subjects who had high fat intakes before the study began. No relationship was found between LS and knowledge and attitude change or maintenance, self-reported behavior, nutrient intake, nutrient density, or attrition. However, the converger LS had a significant decrease in consumption of citrus fruits at delayed posttest as compared to divergers and accommodators. In addition, convergers attending the GW had decreased fruit and vegetable consumption. The negative outcomes of convergers in the GW may be due to their preference for technical tasks rather than people. Thus, successful knowledge, attitude, and behavior change can result from nutrition education programs designed to reach all learning styles. Further research is needed to compare Kolb's model to other theories of behavior change and maintenance.

Fishery and wildlife biologists employed by state fish and wildlife agencies were surveyed to determine their continuing education needs related to specific job tasks. In addition, proficiency levels required for job tasks were rated. An organizational analysis was also conducted to ascertain agency climate for support of continuing education programs. Forty-seven state fish and wildlife agencies responded to the organizational analysis. Agencies valued their employees and understand the benefits of continuing education, but did not allocate many resources to support programs. A positive climate does not presently exist for the development and implementation of continuing education programs. Continuing education was not an important part of state fish and game agencies’ organizational culture. Differences in continuing education needs of fishery and wildlife biologist have little correlation to undergraduate/graduate curricula, highest degrees attained, or length in the profession. Biologists’ greatest needs for continuing education related to technical tasks in research/data collection and analysis, and specifically computer and software usage. Other continuing education needs were related to population and habitat tasks. Biologists identified low proficiency levels needed for modeling and genetic tasks, but indicated a high need for continuing education. Continuing education needs for non-technical tasks related to communication, interpersonal relations, management and leadership skills were rated significantly higher by agency administration than fishery and wildlife biologists. Additional data were provided on proficiency levels identified for job tasks. Recommendations are made to state fish and wildlife agencies, providers of continuing education programming, and university faculty. / Ph. D.