Leading and managing teaching and learning is the core purpose of every school, especially where learner achievement is concerned. Therefore, this study explores the role of principals in managing teaching and learning in relation to learner performance. The study looks at how principals plan for the academic year, how quality of teaching and learning is assured as well as how provision and management of learning material is done. It points towards the school contexts, structures and cultures within which principals operate. The study considers the challenges faced with principals who get promoted because of experience and seniority without training, but it does not aim at pinning down the importance of experience in executing a task The study concludes by suggesting that principals have a major responsibility for the creation and development as well as implementation of plans, policies and procedures that enable the school to translate its vision and mission into achievable action and outcomes. The study also recommends that courses and programmes to enhance professionalism in carrying out principal duties be made available and accessible. This should be done so that principals can have a better understanding of their role in instructional management above other general roles. It was noticed in this study, particularly in the literature review chapter, that many principals do not have a clear understanding of their role in instructional management and consequently confuse it.. Principals often perform other tasks other than the task of managing teaching and learning, hence they often confuse their role with the general role of principalship; which is a broad task performed by principals in general.

Workload adaptation is a performance management process in which an autonomic database management system (DBMS) efficiently makes use of its resources by filtering or controlling the workload presented to it in order to meet its Service Level Objectives (SLOs). It is a challenge to adapt multiple workloads with complex resource requirements towards their performance goals while taking their business importance into account. This thesis studies approaches and techniques for workload adaptation. First we build a general framework for workload adaptation in autonomic DBMSs, which is composed of two processes, namely workload detection and workload control. The processes are in turn made up of four functional components - workload characterization, performance modeling, workload control, and system monitoring. We then implement a query scheduler that performs workload adaptation in a DBMS, as the test bed to prove the effectiveness of the framework. The query scheduler manages multiple classes of queries to meet their performance goals by allocating DBMS resources through admission control in the presence of workload fluctuation. The resource allocation plan is derived by maximizing the objective function that encapsulates the performance goals of all classes and their importance to the business. First-principle performance models are used to predict the performance under the new resource allocation plan. Experiments with IBM® DB2® are conducted to show the effectiveness of the framework. The effectiveness of the workload adaptation depends on the accuracy of the performance prediction. Finally we introduce a tracking filter (Kalman filter) to improve the accuracy of the performance prediction. Experimental results show that the approach is able to reduce the number of unpredicted SLO violations and prediction errors. / Thesis (Ph.D, Computing) -- Queen's University, 2008-01-28 21:22:25.139

The thesis is concerned with the means by which labour is managed in the young, turbulent and high risk industry of North Sea oil extraction. To explain this, the study had to extend beyond the more usual focus of research attention, the inmediate relationship between employer and employee, to examine the wider commercial relationship between the major oil companies and their contractors from the perspective of both parties. The response of the trade unions is assessed in this broader context. In a relatively short period of time an industrial relations system of considerable complexity has developed. The spreading of financial risk by the operating companies (oil majors) is paralleled in industrial relations by the delegation of responsibility to contractors. As a result, a two tier workforce has developed. The study analyses the processes at work, drawing on a range of interview, observation and archival techniques. Collective bargaining has been widely used to cope with the labour problems posed by these extreme financial and environmental circumstances. It is demonstrated that this has sometimes been imposed upon the contractors and that it operates at both the mUlti-employer, industry level, and at that of the individual company. However, the thesis concludes that this collective bargaining rests more on loose, informal agreements, and trade union lobbying, rather than formal agreements and procedures.

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This research is concerned with the problems faced by managers within manufacturing when they are expected to successfully implement a major change within their organisation. It uses, as the vehicle for the research, the Theory of Constraints Thinking Process (TOC/TP) first developed by Dr Goldratt between 1986 and 1994. The TOC is used by managers to determine what requires to be changed within their organisation and then to develop both the solution and the implementation strategy. The research has used the access obtained by the researcher to examine the approaches adopted by manufacturing managers in implementing improvement projects, which involve significant change. The primary focus of the research was to confirm the existence of a significant barrier to change and to determine whether this was a function of the individual. Once the obstacle had been identified in specific situations, the second step was to consider whether the obstacle could be described in a generic form with application to a much wider range of change environments. The final stage was to replicate the exploratory stage in other companies in other countries through the involvement of colleagues of the researcher and then consider what might be included in any change project, which would overcome the obstacle so defined. The primary method of data collection was through the application of action research and the development of the data in the form of case studies. The number and types of companies that took part in the study and the range of countries was intended to ensure a reasonable spread of data. The results suggest that one of the key obstacles to change is that outlined in the research problem and that the TOC/TP, through the use of the cloud technique, can describe this obstacle and give direction to the way of successfully dealing with it.

Thesis (Ed. D.)--Illinois State University, 1985. / Title from title page screen, viewed June 9, 2005. Dissertation Committee: John McCarthy (chair), Ronald Halinski, William Piland, Mary Ann Lynn, Marilyn Feldmann. Includes bibliographical references (leaves 106-109) and abstract. Also available in print.

This study examines how gender as a socio-cultural construction factors in the currently occurring change from a bureaucratic work organization to more interactive and team-based structures. Informed by Joan Acker's theory of gendered organization, I identify processes that produce and reproduce gendered relationships of domination and subordination in self-managing teams, despite the premise that self-managing teams foster more egalitarian workplace relations. In a multiple case study, using in-depth interviews and participant observation, I examine four currently functioning, mixed-sex, self-managing teams in two service sector organizations and one manufacturing plant. The objective of the study is to uncover how and in what ways gender is present in teamwork and shapes various routine work processes. The so-called “gendered processes“ I found to occur in the four case-study teams include a gender division of team tasks that required women to perform clerical work even when teams were supposed to implement cross-functional task sharing. Gendered processes also took place through interaction and team metaphors of “family“ and “football team.“ I illustrate how the construction of emotions in teamwork marginalized women's contributions and how women and men consciously employed strategies to fit into expectations of gender-appropriate behavior. Despite these gender divisions, I suggest that one possible way for teams to improve organizational gender equality is that they emphasize non-hierarchical spatial arrangements. Finally, although I found gendered processes in all four teams, the ways in which gender shaped teamwork varied according to the organizational status position of a team. Also self-management proved the most comprehensive in teams that functioned at the higher organizational levels. I thank the Finnish Work Environment Fund, The Foundation for Economic Education, and Ella and Georg Ehrnrooth's Foundation, all of Helsinki, Finland, for their financial support towards the completion of this dissertation. This study was also supported by dissertation grants from Eemil Aaltonen's Foundation of Tampere, Finland and Oskar à flund's Foundation of Espoo, Finland, for which I am grateful. / Ph. D.

International Telemetering Conference Proceedings / October 20-23, 2003 / Riviera Hotel and Convention Center, Las Vegas, Nevada / With the high-speed development of IT, the managing method of the vendor has been changed from the manpower management into the network management .The paper discusses the structure of vendor managing system based on Internet. And it introduces the important constitute part of the system in detail, which is called interface module, including the design scheme of hardware and software.

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