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A dissertation submitted to the Faculty of Education in fulfilment of the requirements for the degree of Master of Education (Educational Psychology) in the Department of Educational Psychology and Special Needs Education at the University Of Zululand, South Africa, 2015 / What educators do or can do to handle certain occurring misbehaviour in the classroom was the main subject of this study. The aim of this study was to explore or investigate the disciplinary measures the ‘Intermediate, Senior and Further Education and Training Phase’ educators in UMkhanyakude district were making use of to handle undesirable behaviour with the purpose of discovering alternative disciplinary measures that would be consistent, possible to implement and effective in dealing with different learners within the classrooms without inflicting any physical, emotional and psychological pain. A questionnaire which had closed-ended and open-ended questions was developed and distributed among 54 educators (52 educators responded) who were located around Mtubatuba Town, KwaMsane Township and UMpukunyoni Area. With the same questionnaire, out of 9 members of the School Management Team located in selected places, 6 were interviewed. Data was quantitatively and qualitatively analysed. Quantitative data was coded and entered into SPSS. This study examined the research findings on the application and the frequency of certain methods of handling misbehaviour; actions taken when a certain misbehaviour occurs and the effectiveness of those actions. Significant themes that emerged from actions taken by participants when learners misbehaves and participants’ recommendations on what they consider preferable were identified for qualitative analysis. The study findings revealed that participants did make use of certain methods with the intention of either inflicting physical, emotional or psychological pain so that the misbehaviour can be stopped. The findings revealed that the methods that were implemented caused some discomfort, most of them did not permanently stopped misbehaviour. The study recommends that parental involvement and code of conduct be made use of to handle misbehaviour. The participants did not reveal any discomfort brought by the implementation of parental involvement and code of conduct.

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This thesis focuses on the work in primary health care enterprises within two municipals which have organised their services after new organisational models attuned to New Public Management ideologies. The organisational model, i.e. the purchaser – provider model, had features in common with tayloristic principles, including the separation between planning and execution of work, and it brought about a loss of opportunities for the employee’s flexibility. For this reason, the employee's control over their own work was focus of the study. Method The data are based on a comparative intensive case study of four organizations, i.e. enterprises that performed nursing and care services. The respondents in the study were home assistants, care workers, auxiliary nurses and registered nurses; all of which performed the work, i.e. practical assistance and primary health care services. The data was collected using participant observation, individual interviews and focus group interviews. Findings Employees often did more work than was expected by organisational standards. This work is called “hidden services” and categorised as organisational misbehaviour, since it was neither expected nor desired by the organisation. Five types of work were performed in addition to their expected work: surplus work, additional work, forbidden work, inappropriate basic work and collective work. The rationale for doing so diverged among occupations, since different occupations called upon dissimilar types of rules to legitimize their misbehaviour. Three types of rules legitimized the overriding of organisational rules, all based on distinctive work relations among employees, including employees’ work relations to clients. First, there were situational rules based on informal work relations with clients – situational work relations. Although these rules were established across all occupations in the study, situated rules were most active in long-lasting work relations between employees and clients. Second, there were collective rules, developed in consequence of employees’ social position at the workplace, bringing employees together in work teams and thereby establishing collective work relations. Collective rules included rules that modified organizational rules on how to provide service to clients, and rules that legitimized the breaking of administrative rules. Finally, professional rules, as a result of professionals’ socialisation through formal education and work relations among professionals at the workplace, provided the last distinct type of rules to legitimize organisational misbehaviour. Conclusion The thesis concludes that there are distinct work relations in the social structure of organisations that explains employees' execution of hidden services. Formal, private, collective and professional work relations are part of the social structure in organisations. These work relations generates mechanisms, i.e. norms, that modifies and legitimises the work in primary health care services

Magister Artium (Child and Family Studies) - MA(CFS) / A favourable school atmosphere, in which adolescents behave positively, is one of the greatest concerns for teachers, administrators and parents. Although there are several different pressures leading to adolescent misbehaviour at school, the most contributing factors are peer pressure and the socio-economic status of the school. As adolescents enter the school, the peer group then functions as an important socializing agent for them. As peers socialize within their different school environments, individuals are forced to conform to the practices and opinions of the group. Usually this conformity is unconstructive and clashes with the parents’ and teachers’ expectations. The aim of this study was to examine the influence of peer pressure on adolescent misbehaviour in advantaged and disadvantaged schools. A quantitative methodological approach was used to conduct the study. The study was conducted with adolescents aged from 13 to 17 years in both advantaged and disadvantaged secondary (high) schools in Windhoek,Namibia. A sample of 300 participants was randomly stratified across the schools. The Exposure to Peer Pressure Control Scale (Allen & Yen, 2002) and Child Behaviour Checklist questionnaires (Achenbach & Edelbrock, 1987) were used to collect the data.Ethical considerations were carefully considered before and during the research procedure of data collection. The reliability of the instruments was checked by means of a pilot study. The data was analysed by means of the Statistical Package for Social Sciences (SPSS) version 18 to reveal descriptive and inferential statistics. Results showed a significant positive relationship between peer pressure and adolescent misbehaviour in schools. In addition, misbehaviour was also positively predicted in both advantaged and disadvantaged schools, with disadvantaged schools being significantly more influential. When comparing peer pressure and adolescent misbehaviours in both advantaged and disadvantaged schools, adolescents in disadvantaged schools engaged significantly more in misbehaviour activities and also responded positively more to peer pressure than their counterparts in advantaged schools. Implications for further research were suggested.

Thesis (M.Ed. (Educational Psychology))--University of the Witwatersrand, Faculty of Education, 1998.

<p>I denna studie kommer jag att jämföra kollektivanställda och tjänstemän på en större processindustri i Värmland. Syftet med att jämföra de olika grupperna är att se om det skiljer sig mellan handlingar som kan tolkas som organizational misbehaviour.</p><p>Denna studie är utav en kvantitativ karaktär där graden av organizational misbehaviour har undersökts mellan de två yrkesgrupperna med hjälp av enkät. Urvalet omfattar totalt 300 stycken anställda, respondenterna var jämnt fördelade mellan de olika yrkesgrupperna för att göra en så rättvis undersökning som möjligt.</p><p>Jag har valt att mäta Organizational misbehaviour i följande variabler (1) om de anställda använder Internet till privata syften (2) ringer privata samtal på arbetsgivarens telefon (3) gör privata ärenden på betald arbetstid (4) om det förekommer skämt om sina kollegor och chefer (5) stöld på arbetsplatsen.</p><p>Jag har kommit fram till att det finns en skillnad mellan de olika yrkesgrupperna. Denna skillnad beror främst på vilka möjligheter de anställda har genom sin anställning. Det har visat sig att om de anställda har tillgång till Internet och en fast telefon som betalas av bruket så ökar frekvensen bland de anställda att begå handlingar som kan kopplas till organizational misbehaviour bland de anställda. I denna undersökning så kan även se en skillnad mellan män och kvinnor i handlingar som kan tolkas som organizational misbehaviour.</p><p>Jag har även kommit fram till att det finns klara skillnader mellan de anställda beroende på hur länge man har varit anställd på bruket. Studiens resultat visar bland annat att en bidragande anledning till att anställda ägnar sig åt organizational misbehaviour är att de missnöjda med sitt yrke. I denna studie så kommer jag att arbeta efter fyra frågeställningar dessa är;</p><p>-Förekommer det organizational misbehaviour bland de anställda på bruket?</p><p>-Finns det någon skillnad i organizational misbehaviour bland tjänstemän och</p><p>kollektivanställda bruksarbetare?</p><p>-Finns det skillnader i organizational misbehaviour beroende på hur länge man har varit anställd på bruket?</p><p>-Finns det någon skillnad i organizational misbehaviour mellan de olika könen?</p>

Purpose: Previous research has highlighted that dysfunctional customer behaviour is commonplace in service exchange interactions. However, most research has focused on what forms of dysfunctional behaviours that are prevalent in a face-to-face context. Instead of focusing on traditional face-to-face interactions, this thesis will address and consider dysfunctional customer behaviour in a live chat support context. Moreover, the reason why certain behaviours are perceived as dysfunctional in an online context will also be discussed from a role discrepancy perspective. Methodology: The methodological approach relies on a qualitative case study of the online casino company LeoVegas. The research is carried out by conducting ten semi-structured interviews with the firm's live chat customer-contact employees. The interviews were conducted via the video chat application Skype. Findings: The findings highlight five customer behaviour categories that the respondents perceived as dysfunctional. The employees thought these behaviours violated the rules and norms of the service script. However, the data implied role discrepancies between the employees and customers, where the customers and the employees had different views of the service script. The reason for these discrepancies were due to customer ignorance of reading the terms and conditions, which the employees and LeoVegas recognized as the service script. This resulted in customer violations of the service scripts which the employees perceived as dysfunctional customer behaviour. Originality/Contribution:The thesis contributes with five employee perceived categories of dysfunctional customer behaviour in a relative unstudied online support context. A theoretical contribution of the study is the introduction of a new perception of dysfunctional customer behaviour, with the researchers arguing that dysfunctional customer behaviour is not about customers violating the service script but rather that there is a role discrepancy between the customers and the employees. This leads to an important managerial implication, that managers need to ensure role congruence between employees and customers so that role discrepancy may be avoided.

I denna studie kommer jag att jämföra kollektivanställda och tjänstemän på en större processindustri i Värmland. Syftet med att jämföra de olika grupperna är att se om det skiljer sig mellan handlingar som kan tolkas som organizational misbehaviour. Denna studie är utav en kvantitativ karaktär där graden av organizational misbehaviour har undersökts mellan de två yrkesgrupperna med hjälp av enkät. Urvalet omfattar totalt 300 stycken anställda, respondenterna var jämnt fördelade mellan de olika yrkesgrupperna för att göra en så rättvis undersökning som möjligt. Jag har valt att mäta Organizational misbehaviour i följande variabler (1) om de anställda använder Internet till privata syften (2) ringer privata samtal på arbetsgivarens telefon (3) gör privata ärenden på betald arbetstid (4) om det förekommer skämt om sina kollegor och chefer (5) stöld på arbetsplatsen. Jag har kommit fram till att det finns en skillnad mellan de olika yrkesgrupperna. Denna skillnad beror främst på vilka möjligheter de anställda har genom sin anställning. Det har visat sig att om de anställda har tillgång till Internet och en fast telefon som betalas av bruket så ökar frekvensen bland de anställda att begå handlingar som kan kopplas till organizational misbehaviour bland de anställda. I denna undersökning så kan även se en skillnad mellan män och kvinnor i handlingar som kan tolkas som organizational misbehaviour. Jag har även kommit fram till att det finns klara skillnader mellan de anställda beroende på hur länge man har varit anställd på bruket. Studiens resultat visar bland annat att en bidragande anledning till att anställda ägnar sig åt organizational misbehaviour är att de missnöjda med sitt yrke. I denna studie så kommer jag att arbeta efter fyra frågeställningar dessa är; -Förekommer det organizational misbehaviour bland de anställda på bruket? -Finns det någon skillnad i organizational misbehaviour bland tjänstemän och kollektivanställda bruksarbetare? -Finns det skillnader i organizational misbehaviour beroende på hur länge man har varit anställd på bruket? -Finns det någon skillnad i organizational misbehaviour mellan de olika könen?