Vaiko teisė į visapusišką asmenybės ugdymą, užtikrinant geros kokybės švietimą, skatina pedagogus racionaliai priimti švietimo erdvėje vykstančius pokyčius, analizuoti edukacinį procesą ir jo dalyvius, atlikti tyrimus ir ieškoti tinkamiausių metodų ir būdų šiai teisei įgyvendinti. Tyrimo objektu pasirinkta aštuntos klasės mokinių anglų kalbos komunikacinės kompetencijos ir tarpusavio santykių sąveika. Ši problema sprendžiama gilinantis į komunikacinės kompetencijos ugdymo galimybes plėtojant paauglių tarpusavio santykius. Išsiaiškinta, kad interaktyvių mokymo(si) metodų galimybių išnaudojimas gali pagerinti aštuntokų tarpusavio santykius ir komunikavimo anglų kalba įgūdžius. Tačiau, anglų kalbos mokytojų asmeninės savybės turi reikšmingą poveikį tik anglų kalbos komunikacinės kompetencijos ugdymui. / Child's right to the full personal development, ensuring good quality education, encourages teachers to adopt the rational space of the developments in education, to analyze the educational process and its participants to perform research and find the best methods and ways to implement this right. The interaction between the eighth grade students' relationship and their English language communication competence are selected as the object of study. This problem has been solved going deeper to the communication competence education opportunities while developing the relationships between adolescents. There was found out that the potential of interactive training methods can improve the relations between students and their English language communication skills. However, English language teachers' personal characteristics have a significant impact only on English language communicative competence education.

Made available in DSpace on 2009-11-18T19:01:12Z (GMT). No. of bitstreams: 1 LE.pdf: 458915 bytes, checksum: 13b0e7a32db2f8fc613f74a2fc3beb9a (MD5) Previous issue date: 2005 / Organizations have shown a speech focused on Knowledge Management and share of knowledge that reveal the relevance of both the age of knowledge and the capture and transference of individual and colective knowledge. Due to its continued repetition, the speech has been legitimated, not establishing, however, what can be shared, which methods shall provide it and which personal and corporate reasons can stimulate sharing the knowledge. This speech tries to convince that the implementation depends exclusively on the actions promoted by the firm. It also admits the presence of necessary environment conditions to make share of knowledge possible. The speech makes one believe that individuals and teams, formal or informal, are prepared and desire to share their knowledge, not considering feelings, wishes or availability to do so. The research has revealed the difficulty of sharing knowledge within service companies, which are strongly results oriented, due to the competition among employees in order to catch better jobs, the fight to retain power and the lack of time to develop daily tasks. Such organizations prevent people from the desire and the availability to share knowledge. / Existe um discurso dominante nas organizações a respeito da Gestão do Conhecimento e do compartilhamento do conhecimento que afirma a existência de uma era do conhecimento e que assevera a importância da captura e disponibilização do conhecimento individual e coletivo. Trata-se de um discurso que, de tão repetido, revestiu-se de legitimidade, não tendo evidenciado, contudo, o que pode ser compartilhado, que métodos garantem o compartilhamento, e os motivos, pessoais e empresariais, que podem incentivá-lo. Este discurso faz crer ser esta uma disciplina cuja implementação depende unicamente da efetividade das ações conduzidas pela empresa. Admite, igualmente, que as condições ambientais necessárias ao compartilhamento do conhecimento estão presentes. O discurso parte da premissa de que as pessoas, equipes e grupos, formais e informais, estão preparados e desejosos por compartilharem seu conhecimento, desconsiderando os seus sentimentos e sua vontade ou disponibilidade para tanto. A pesquisa, contudo, revelou a dificuldade para o compartilhamento do conhecimento em organizações prestadoras de serviços fortemente orientadas para resultados, pois as condições de trabalho em organizações deste tipo são pautadas por uma competição interna ferrenha na luta pelos melhores cargos e funções, pela disputa de poder e pela escassez de tempo para o desenvolvimento das atribuições básicas dos cargos. Nestas organizações, em geral, os indivíduos não encontram vontade nem disponibilidade para compartilhar conhecimento.

Ce travail a pour objet l’étude des procédures linguistiques employées par les enseignants universitaires d’espagnol comme langue étrangère dans la gestion discursive de la relation interpersonnelle avec les élèves. En partant d’une perspective discursive nous postulons que la gestion discursive de la relation interpersonnelle peut être considérée comme la manière dont l´enseignant, en qualité de parlant/producteur (et agent social), gère un ensemble de procédures linguistiques pour établir la relation interpersonnelle avec les élèves dans la salle de classe, en fonction des limites et possibilités qui encadrent son travail dans un espace social et un espace discursif. À partir de cette proposition nous avons déterminé que le sens de la gestion discursive dans le domaine didactique et pédagogique réfère spécifiquement à l'aide que l'enseignant, en sa qualité de compétent et facilitateur de l'apprentissage, fournit aux étudiants. En outre, selon nous, cette aide résulte d’une logique croisée dans laquelle convergent deux principes antinomiques: une hétéronomie et une autonomie discursive. En nous basant sur l’analyse des transcriptions de classes filmées et des entretiens avec les élèves, on montre que les procédures linguistiques employées par les enseignants correspondent au phénomène de la modulation et opèrent à deux niveaux, un micro et un macro fonctionnement. On confirme également que ces procédures se situent dans la logique croisées qui est propre au sens de l’aide. Néanmoins, on constate que la gestion discursive des enseignants qui se situe dans cette logique croisée est problématique dû à la distribution des procédures linguistique et son éventuel contre-sens. / This work is about the the study of linguistic procedures used by university teachers of Spanish as a foreign language in the discursive management of interpersonal relationships with students. Starting from a discursive perspective we argue that the discursive management of interpersonal relationship can be considered as how the teacher as speaker / producer (and social agent) manages a set of linguistic procedures to establish the interpersonal relationship with students in the classroom, based on the limits and possibilities that surround his work in a social and discursive space. From this proposition we determined that the sense of the discoursive management in the didactic and pedagogical domain refers specifically to the help which the teacher, in his capacity as a competent being and as a facilitator of learning, provides to the students. In addition, we believe that this help results from a crossed logic in which converge two contradictory principles: discursive heteronomy and autonomy. Based on our analysis of transcripts of videotaped classes and interviews with students, we show that the procedures used by language teachers correspond to the phenomenon of modulation and operate at two levels, a micro and a macro functioning. We also confirm that these procedures are in a logic which is particular to the sense of help. However, we note that the discursive management of teachers, which is in this logic, is problematic due to the distribution of linguistic procedures and its eventual unproductiveness.

Department of Curriculum Studies and Education Management / MEDEM

In the first part, this thesis is examining the psychology of C. G. Jung, especially those parts, which are somehow connected to interpersonal relationships. That means foremostly the psychological projections and mechanisms, which are causing those projections. By those mechanisms, I mean the dynamics of consciousness - unconsciousness, the shadow and the cognitive functions. Besides those concepts and mechanisms, the thesis aims to explore the way which Jung ascribes to deal with those shadow projections - in favor of improving the interpersonal relationships. This deed lays mainly in the so-called individuation, with main focus on the shadow integration. The aim of the second part of this thesis is to reflect upon the C. G. Jung's psychology from the theological ethics point of view. The thesis is defining the criteria of goodness of the interpersonal relationship from the theological ethics standpoint. Then further uses those criteria to clarify the conditions under which could be maintained the dialogue and cooperation between theology and psychology and thus, under which conditions is theologically acceptable to utilize C. G. Jung's findings.

Text in Afrikaans / Health care has typical challenges and stress factors as employees deal with people in a very personal manner. This exclusively client-centred environment requires special skills from employees if they wish to perform well. In addition to excellent interpersonal and stress management skills, they need to be able to handle their own and patients' emotions well. These skills can be referred to as emotional intelligence competencies. Emotional intelligence is a relatively new concept with many possibilities if applied correctly. This study involves 114 employees, their colleagues and supervisors in two health-care organisations. The 360° Emotional Competency Profiler was used together with the internal performance evaluation scores, and statistical techniques such as t-tests and discriminant analysis were utilized. It was found that certain emotional intelligence dimensions and work performance are related to a certain extent. However, other factors also need to be considered if one wants to make predictions in this regard. / Die gesondheidsorgomgewing het unieke uitdagings en stresfaktore omdat werknemers op 'n baie persoonlike vlak met mense werk. Die uitsluitlik klientgesentreerde omgewing verg spesiale vaardighede indien werknemers goed wil presteer. Buiten uitstekende interpersoonlike- en streshanteringsvaardighede, moet hulle ook in staat wees om hulle eie en huile pasiente se gevoelens te kan hanteer. Hierdie vaardighede kan na verwys word as emosionele intelligensievaardighede. Emosionele intelligensie is 'n relatief nuwe konsep wat baie toepassingsmoontlikhede het indien dit reg aangewend word. Hierdie studie betrek 114 beskikbare werknemers en hulle kollegas en toesighouers in twee gesondheidsorgorganisasies. Die 360° Emotional Competency Profiler is saam met die interne prestasie-beoordelingstellings gebruik en daar is gebruik gemaak van statistiese tegnieke soos f-toetse en diskriminantontleding. Daar is bevind dat sekere emosionele intelligensie dimensies in 'n sekere mate 'n onderlinge verband toon met werksprestasie. Ander faktore moet egter ook in ag geneem word indien mens 'n voorspelling in hierdie verband wil maak. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

L'enjeu de cette recherche ethnologique consiste à saisir quelques traits et expressions de la socialité vietnamienne à travers l'étude de la circulation non marchande dans un village au Nord du Vietnam. La première partie vise à définir les manifestations concrètes, la nature et le fonctionnement de la circulation non marchande telle qu'elle se déploie dans le village. La deuxième partie s'attache à analyser les significations et les fonctions sociales de ce système de prestations symboliques. La description ethnographique de ce système montre qu'il s'affirme comme un dispositif de transferts ritualisés, selon lequel les agents sociaux donnent, lors d'occasions définies, à celui qui en a besoin au moment où il en a besoin. Ce système de dons cérémoniels est fondé sur l'entraide, la réciprocité des gestes et l'entretien de dettes morales. L'examen des rapports sociaux en jeu dans la circulation des dons permet de dresser une carte de l'organisation des relations sociales selon les degrés de proximité relationnelle. Cette étude se termine sur la fonction sociale de ces prestations réciproques, qui consiste à inaugurer et à perpétuer des relations tình cảm, c'est-à-dire des relations chargées d'affection spontanée et morale à la fois. En tant que dons d'alliance qui participent à réguler les relations personnelles, nous estimons que les transferts cérémoniels incarnent l'« instant fugitif où la société prend » (Mauss, 1999 : 275) en milieu rural au Nord du Vietnam. La conclusion tente une généralisation du propos à travers la description du giao lưu, qui consiste à se rencontrer et à échanger en vue d'actualiser, de sceller et de renforcer des relations sociales. / The following ethnological research aims at grasping a few characteristic features of the Vietnamese principles of sociality, through the study of non-commercial transactions taking place in a village located in the Northern Vietnam. The first part of the doctoral thesis lists the forms, the practices and the nature of non-commercial transactions occurring in the village. The second part analyses the social meanings and functions of those symbolics transactions. The ethnographic description of the system shows that most of the transactions occurring are ritualized : on defined occasions, villagers give a gift to someone else in need and at the moment when they need it. Those non-commercial transactions can be defined as a system of ceremonial gif-giving based on mutual aid, gesture reciprocity, and moral debt. The study of the connections between the gifts given and the social relations involved in the transactions allow us to map out the organization of the social relations according to the degrees of closeness. This study ends with the analysis of the social function entailed by mutual gifts. Their role is mainly to create and strengthen tình cảm, relationships, that is to say relationships filled with spontaneous and moral feelings. Because those « bonding gifts » participate to the regulation of the personnel relationship in the village, we can consider that they embody that «fleeting moment when society sets » (Mauss, 1999: 275) in rural area in Northern Vietnam.

社交網站，尤其是Facebook，在近幾年使用人口日趨增加，變得非常熱門。本研究觀察到在組織內，許多人運用Facebook這類社交網站與同事維繫人際關係。有趣的是，當Facebook進入組織情境後，這種以電腦中介傳播為基礎的人際互動方式，與實體人際關係模式不同，也迥異於全然線上的人際互動模式，其特殊性進一步帶來組織內人際關係的重要改變。 　　本研究共分三方面來探討Facebook進入組織情境後，對組織內人際關係所造成的改變。首先，受Facebook科技屬性影響，組織成員在Facebook上人際關係樣態根基於「虛實交錯」此一概念。由於同事間相互認識，其人際關係發展歷程從線下的實體互動開始，蔓延到Facebook的線上互動，而眾人在線上互動結果又會再度影響實體關係。換句話說，組織成員在「虛擬」和「實體」不同場域來回擺盪，造成「虛實交錯」情形，也讓組織內人際關係模式產生改變。 　　在這基礎上，本研究進一步發現Facebook「虛實交錯」的人際關係模式展現在兩個層面上。從整體角度來看，當Facebook出現後，在組織內形成另一個人際關係場域，彷彿是辦公室內的「線上茶水間」，組織成員在該場域互動、維繫人際關係的方式與實體茶水間有所不同，有其獨特性，因此我們用「線上茶水間」來描繪Facebook「虛實交錯」下的人際關係場域特性。在線上茶水間，組織成員以大量且多樣化資訊做為連結人際關係基礎，達到不同於實體茶水間的社交功能，如大量且速成的安慰與支持、跨越時空的陪伴感等，也使得線上茶水間的人際關係具有一定特色，例如淺層情感交流等。從個人層次來探討，組織成員的形象在此人際關係場域內也有不同展現方式，當Facebook出現後，它的科技屬性提供組織成員「另一個舞台」，讓個人得以展現出在正式組織場域中難以呈現的某種形象，因此我們用「另一個舞台」來描繪其轉變與特性。然而Facebook終究位於組織體系內，因此組織成員無法扮演一個全新或不真實形象，在舞台上的「演出」難免受到束縛。儘管如此，組織成員仍可透過Facebook調節自己在實體組織場域予人的形象，展現出欲呈現面貌。 / This study discusses the impact and influence of Facebook on interpersonal relationships at the work place. Social networking sites (SNS), Facebook in particular, have grown in popularity in recent years. In addition to personal usage, many use Facebook as a tool to interact with their colleagues in corporate settings. When used in this manner, the mode of interaction is based on computer-mediated communication (CMC), which is distinct from physical interactions or from virtual online interactions. This study focuses on three aspects of Facebook that influence and shape the relationships among employees in a corporation. Firstly, the members of a business organization know each other, so the process of interaction begins with physical acquaintance. The interaction then migrates online through Facebook, which, in turn, shapes the nature of the physical interaction. In other words, aided by technology, the corporate personnel interact both in "virtual (online)" space and in "physical" space, resulting in a mode of interaction that can be called "virtually and physically interlaced" interaction. On this basis, this study examines the effects of "virtually and physically interlaced" interaction from two perspectives. First, from the overview perspective, the introduction of Facebook in a corporate setting creates a space for a new form of interaction, an "online break room" of sorts, in which the corporate personnel's interaction is experienced differently than in a physical break room. Employees in "online break rooms" communicate with each other in multiple modes and methods such as videos, music, forwarded articles and so on. Unlike in a physical break room where the conversations are limited in number and also limited by the necessity of shared space and time, the online break room offers unconstrained space where employees can readily exchange their thoughts, opinions, as well as their feelings with others. The experience creates a new social dimension to the "online break room" at hand that employees can be accompanied by colleagues anytime and anywhere and also be able to receive much comfort and support from the coworkers. However, the level of communication remains superficial because employees do not interact in person. Second, from the individual perspective, an employee's experience of interaction with others in an "online break room" is changed. The introduction of Facebook in a corporate setting provides its personnel an alternate platform to express themselves more personally, in ways which may have been difficult to do in a rigid and formal business environment. We use the term "alternative stage" to describe the changes in interactions afforded by the addition of another platform. On the "main stage" of a conventional corporate environment, a person may feel compelled to conform to the corporate culture, and the expression of individuality may be limited, which results in a projected image that tends to be formal. In such an environment, Facebook becomes a stage/place where individuals can express and highlight their own personality or hobbies, giving a more personal and informal image to adjust the physical and conventional formal images.

Text in Afrikaans / Health care has typical challenges and stress factors as employees deal with people in a very personal manner. This exclusively client-centred environment requires special skills from employees if they wish to perform well. In addition to excellent interpersonal and stress management skills, they need to be able to handle their own and patients' emotions well. These skills can be referred to as emotional intelligence competencies. Emotional intelligence is a relatively new concept with many possibilities if applied correctly. This study involves 114 employees, their colleagues and supervisors in two health-care organisations. The 360° Emotional Competency Profiler was used together with the internal performance evaluation scores, and statistical techniques such as t-tests and discriminant analysis were utilized. It was found that certain emotional intelligence dimensions and work performance are related to a certain extent. However, other factors also need to be considered if one wants to make predictions in this regard. / Die gesondheidsorgomgewing het unieke uitdagings en stresfaktore omdat werknemers op 'n baie persoonlike vlak met mense werk. Die uitsluitlik klientgesentreerde omgewing verg spesiale vaardighede indien werknemers goed wil presteer. Buiten uitstekende interpersoonlike- en streshanteringsvaardighede, moet hulle ook in staat wees om hulle eie en huile pasiente se gevoelens te kan hanteer. Hierdie vaardighede kan na verwys word as emosionele intelligensievaardighede. Emosionele intelligensie is 'n relatief nuwe konsep wat baie toepassingsmoontlikhede het indien dit reg aangewend word. Hierdie studie betrek 114 beskikbare werknemers en hulle kollegas en toesighouers in twee gesondheidsorgorganisasies. Die 360° Emotional Competency Profiler is saam met die interne prestasie-beoordelingstellings gebruik en daar is gebruik gemaak van statistiese tegnieke soos f-toetse en diskriminantontleding. Daar is bevind dat sekere emosionele intelligensie dimensies in 'n sekere mate 'n onderlinge verband toon met werksprestasie. Ander faktore moet egter ook in ag geneem word indien mens 'n voorspelling in hierdie verband wil maak. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

La motivation des salariés est une nécessité vitale pour le succès d’une entreprise, notamment dans le contexte de la crise économique mondiale. En comprenant ce qui motive leurs membres, les dirigeants peuvent mobiliser le plein potentiel de chaque personne et diriger plus efficacement leur énergie. Le renouvellement des sources de motivation demande d’analyser au préalable les changements qui affectent actuellement le monde du travail et leurs conséquences. L’objectif de cette thèse vise à aider les personnes qui gèrent les ressources humaines (dans l’entreprise) à comprendre quelles sont et comment créer des conditions propices à la motivation des salariés, comment orienter, susciter et soutenir leur motivation et comment construire des stratégies motivationnelles adaptées. De plus, à cette fin, en favorisant la motivation et en suscitant les salariés, nous essayons de proposer d’établir un climat motivant dans l’entreprise chinoise. / The motivation of employees is vital necessity to the success of the enterprise, especially in the context of global economic crisis. By understanding what motivates their members, directors can mobilize and realize the full potential of each person and direct their energies more effectively. The renewal of sources of motivation asks that analyze in advance the changes currently affecting the world of working and their consequences. The objective of this thesis is to help people manage human resources (in the enterprise) to understand what and how to create conditions favor the employee motivation, how to orientate, to improve and to maintain the motivation of its employees and how to construct appropriate motivational strategies in the management. In addition, for this aim, in favorite of promoting the motivation and stimulating the employees, we try to propose to establish a dynamic environment in Chinese enterprises.