Usually the pedagogues use the traditional methods of teaching in their piano lessons to their pupils. Even the personal development already became one of important goal of the education in this century. But there still have big numbers of teacher whom separated the piano teaching with the personal education, because the main aims of the traditional methods of the teaching program tasks, encouraging pupils to do well in the concerts or getting good evaluations during the exams. Their pities because of this reason that the piano teacher has just simply forget or just they have no time for the personality develop of the pupil. The piano lesson is the individual lesson; each pupil is individual, with different personal ability, personal thinking, and personal problems . . . Indeed piano lesson is one of the tools of personal development. During the piano lesson teacher‘s method not only limited on teach music, play and so on, but also together can help the pupil discover self, training self and develop self temperament or get strong character. The teacher’s method should base on the personal development; this is the long process and hard task for the piano teacher. If teacher work on the personal development, the first is that teacher has to know good about the pupil’s personality. In the other words, the teacher must be a friend with the pupil, and get the trust from the pupil, in this case we should say teacher has to know about the psychology of the pupils, this is very... [to full text]

The purpose of this study is to investigate the primary motivation for studying abroad among students at Södertörn University, and also examine how the time studying abroad will affect the students on a personal level. The essay is based on a qualitative approach of ten interviews with students who have already completed an exchange program. With the help of the theoretical concepts of push and pull factors, motivation categories, human capital and previous research, the results and analysis showed a coherent pattern. It turns out that the majorities of students are primarily motivated by the opportunity to enjoy a nice nature, new environment and get to know new people. The time studying abroad mostly contributed to the student’s personal development and also gave an understanding of other people and different cultures. Therefore it became clear that it was only a couple of students that based their choice of studying abroad on motivation grounded in wanting to learn something, in terms of knowledge, which also had an accordance with the few students who indicated that they had gained knowledge-related experiences. Hence there appeared an unexpected social perspective, of which the motives are placed in a vast opportunity to participate in a unique experience, in a new country with new people and where experiences in form of personal development took place. / Syftet med denna studie är att undersöka primära motiv för utlandsstudier bland studenter på Södertörns högskola samt hur studietiden utomlands påverkar studenterna på ett personligt plan. Uppsatsen grundar sig i en kvalitativ ansats av tio intervjuer med studenter som redan har genomfört en utlandsstudie. Med hjälp av de teoretiska begreppen push samt pull faktorer, motivationskategorier, humankapital och även tidigare forskning visar resultat och analys ett sammanhängande mönster. Det visar sig att majoriteten av studenterna främst har motiverats av möjligheten att få uppleva en fin natur, ny miljö och lära känna nya människor. Studietiden utomlands påverkade främst studenternas personliga utveckling och gav en förståelse för andra människor och nya kulturer. Det var endast ett par studenter som framförde kunskapsmässiga motiv för utlandsstudier och kunskapsmässiga erfarenheter som resultat av utlandsstudierna. Därav framträdde ett oväntat socialt perspektiv, vars motiv och effekter är placerade i en övervägande möjlighet att delta i en unik upplevelse i ett nytt land med nya människor, där erfarenheter i form av personlig utveckling blivit aktuellt.

Personal trainer is a profession that has grown strongly in recent decades, and has become increasingly common in the labor market within the health sector due to the widespread and growing interest in health and self- improvement. Further more, personal training is a great example of occupations with a close interaction between producer and consumer. The purpose of this study was to examine whether and if so how, personal trainers experience that the relationship with the clients affects their own personal development. This by finding out what impact the profession has had on the personality, what impact the relationship with the clients has affected the leadership, and last what impact the relationship with the clients have had on the personality based on social and mental aspects. Based on the purpose of the study qualitative method was chosen and data was collected with qualitative interviews. The participants consisted of eight personal trainers, six women and two men. The analysis was done using qualitative content analysis and the results showed that the interaction with the clients gave personal trainers personal development through development of leadership and mental as well as social development. The conclusion of the study is that the interaction with the client may affect the personal trainers at different levels, the mental as well as social and development of new qualities, the influence of personality and that this effect can also beapplied in private life. / Personlig tränare är ett yrke som har växt fram starkt under de senaste årtiondena och blivit allt vanligare på arbetsmarknaden inom hälsobranschen. Mycket tack vare det växande intresset för hälsa och självförbättring. Vidare är personlig träning är ett lysande exempel på yrken där det sker en nära interaktion mellan producent och konsument. Syftet med denna studie var att undersöka om och i sådana fall hur, personliga tränare upplever att relationen med klienterna påverkar deras egen personliga utveckling. Detta genom att undersöka hur de personliga tränarna upplever att yrkesrollen påverkar personligheten, hur yrkesrollen har påverkat de personliga tränarnas privatliv samt om och i så fall på vilket sätt relationen med klienterna har påverkat den personliga tränaren utifrån sociala och mentala aspekter. Utifrån studiens syfte valdes kvalitativ metod och datainsamlingen genomfördes med kvalitativa intervjuer. Urvalet bestod av åtta personliga tränare, varav sex kvinnor och två män. Analysarbetet skedde med hjälp av kvalitativ innehållsanalys och resultatet visade att interaktionen med klienterna gav de personliga tränarna en personlig utveckling genom mental utveckling, utveckling i ledarrollen samt social utveckling. Slutsatsen av studien är att interaktionen med klienten kan påverka personliga tränare på olika plan, det mentala som sociala samt utveckling av nya egenskaper, påverkan av personligheten och att denna påverkan även kan tillämpas i privatlivet.

Youth require opportunities to master and demonstrate new skills, make independent choices, and form positive social relationships to encourage positive youth development. Camps provide a unique setting that fosters the development of new sources of social capital and social support. Current literature examining positive youth development in camps has been able to identify some demographic differences in camper experiences at camp, but has not yielded statistically significant relationships and no consensus as to the explanations for those relationships. Using a longitudinal dataset gathered in a camp setting, this study examined the relationships between gender and age and personal development. Social capital and social support were found to have significant roles as mediating variables in the development of personal development at camp. This study enhances the understanding of the benefits to children from attending camp, and why females and older children may benefit the most from these experiences.

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.

Kandidatuppsatsens syfte är att undersöka och analysera hur kommuner kan stötta och utveckla sina chefer och hur cheferna har upplevt den satsning som har gjorts. Inom ramen för syftet fokuserar jag på uppfattningar av hur formell ledarutbildning respektive informellt lärande påverkar ledarutvecklingen i kommunen. Studien är av kvalitativ karaktär med inspiration av hermeneutisk ansats då studien inriktas på att tolka och förstå en helhet genom dokumentanalys och intervjuer. Kvalitativa, semistrukturerade intervjuer har genomförts för att få en insikt i vad det är cheferna skulle vilja utveckla och hur detta skall gå till. Resultatet visar att det finns positiva erfarenheter av det ledarprogram som genomförts i en kommun och att respondenterna upplever att de fått en gemensam värdegrund att arbeta med och för att utvecklas vidare som ledare. Lärdomarna beskrivs som kunskap om arbetsuppgifter och teorier, reflektion, nätverkande, erfarenhetsutbyte med och stöd av andra deltagare. Respondenterna upplever även att programmet kan utvecklas bland annat genom personlig utveckling, återkoppling, olika forum och att avsätta mer tid för reflektion. Utifrån deltagarnas upplevelser och det utsnitt av litteratur som granskats presenteras avslutningsvis positiva aspekter med Ledarprogrammet och hur kommunen kan utveckla sitt Ledarprogram. / Thiscandidatepaperspurpose is to examine and analyze how a municipalityscan support and develop their managers and how managers have experienced the effort that has been made. Within the framework of purpose, I focus on perceptions of how formal management training and informal learning affects leadership development in the municipality. The study is qualitative in nature, inspired by the hermeneutical approach when the study focuses on interpreting and understanding a whole through document analysis and interviews. Qualitative, semi-structured interviewswere conducted to get an insight into what managers would like to develop and how this should be done. The result shows that there are positive experiences of the leadership program implemented in the municipality and that the respondents feel that they have a common set of values to work with and to develop further as leaders. The lessons described as knowledge about tasks and theories, reflection, networking, exchange of experiences with and support of other participants. Respondents also feel that theprogram can be developed including personal development, feedback, forums, and to allow more time for reflection. Based on participants' experiences and the section of the literature examined are presented in conclusion positive aspects of leadership program and how municipalities can develop their leadership programs.

A empatia é uma habilidade socialmente aprendida e fundamental para as relações interpessoais de ajuda, especialmente em profissões como a enfermagem, cujo objeto é o cuidado ao ser humano em suas diferentes dimensões. Assim sendo, é substancial pensar em tecnologias que possibilitem a potencialização desta habilidade na formação profissional do enfermeiro. Este estudo trata da avaliação da eficácia de um Programa de Desenvolvimento da Empatia (PDE) para graduandos de enfermagem. Foi utilizado o método experimental, no qual 17 estudantes participaram de 16 encontros de treinamento com três horas de duração cada enquanto 16 estudantes compuseram o grupo de controle. Os procedimentos utilizados incluíram: relaxamento, exposição dialogada sobre empatia, vivência, desempenho de papéis com videofeedback e prática das habilidades aprendidas em ambiente natural. Os participantes dos dois grupos foram avaliados antes da intervenção, imediatamente após e com follow-up de 30-40 dias. Os componentes cognitivos e afetivos da empatia foram avaliados através do Inventário da Empatia. Para a avaliação do comportamento empático verbal, foram gravadas em áudio as verbalizações dos participantes eliciadas a partir das interações em situações de desempenho de papéis. Estas verbalizações foram avaliadas por três juízes treinados previamente e cegos para os dois grupos. O PDE foi avaliado pelos sujeitos através de suas verbalizações espontâneas durante o treinamento e através de um questionário respondido no final do programa. Os resultados da análise estatística evidenciaram que o PDE foi eficaz em melhorar significativamente a compreensão e a verbalização empática do grupo experimental quando comparado ao de controle. A avaliação dentro do grupo experimental também revela mudança significativa no desempenho empático verbal dos participantes nos três momentos avaliativos. A análise qualitativa dos relatos dos participantes evidenciou alguns benefícios do programa, entre outros, a redução da angústia pessoal diante do sofrimento do paciente e a generalização das habilidades aprendidas para seus contextos relacionais, o que favoreceu a qualidade de seus relacionamentos em diferentes esferas sociais. / Empathy is a socially learned ability and is fundamental for interpersonal relations of helping, specially for professions as nursing, which object is human caring in all its different dimensions. Thus, it is substantial to think in technologies that make possible the potencialization of this ability in nurse professional formation. The present study approaches on the efficacy evaluation of a Empathy Development Program (EDP) for nursing undergraduate students. Experimental method was used and 17 students participated in 16 three-hour training sessions while 16 students composed control group. The procedures used included: relaxation, dialog exposition on empathy, experience, role playing with videofeedback and natural environment application of learned abilities. The participants of both groups were evaluated before intervention, immediately after and in follow-up of 30-40 days. Cognitive and affective components of empathy were assessed by Empathy Inventory. For the assessment of verbal empathic behavior, the participants verbalizations in role playing interaction situations were recorded in audio. These verbalizations were assessed by three previously trained judges that were blind to group division. The EDP was evaluated by the participants through their spontaneous verbalizations during the training and through a questionnaire, answered at the end of the program. Statistical analyses showed that EDP was effective in improving significantly the empathic comprehension and verbalization of experimental group compared to control group. The evaluation inside experimental group also reveals significant changes in verbal empathic performance of participants over the three evaluation moments. Qualitative analysis of participants reports showed some benefits of the program, such as the reduction of personal anguish face to patients suffering and the generalization of learned abilities over other relational contexts, what favored improvement in relationship quality in different social spheres.

A empatia é uma habilidade socialmente aprendida e fundamental para as relações interpessoais de ajuda, especialmente em profissões como a enfermagem, cujo objeto é o cuidado ao ser humano em suas diferentes dimensões. Assim sendo, é substancial pensar em tecnologias que possibilitem a potencialização desta habilidade na formação profissional do enfermeiro. Este estudo trata da avaliação da eficácia de um Programa de Desenvolvimento da Empatia (PDE) para graduandos de enfermagem. Foi utilizado o método experimental, no qual 17 estudantes participaram de 16 encontros de treinamento com três horas de duração cada enquanto 16 estudantes compuseram o grupo de controle. Os procedimentos utilizados incluíram: relaxamento, exposição dialogada sobre empatia, vivência, desempenho de papéis com videofeedback e prática das habilidades aprendidas em ambiente natural. Os participantes dos dois grupos foram avaliados antes da intervenção, imediatamente após e com follow-up de 30-40 dias. Os componentes cognitivos e afetivos da empatia foram avaliados através do Inventário da Empatia. Para a avaliação do comportamento empático verbal, foram gravadas em áudio as verbalizações dos participantes eliciadas a partir das interações em situações de desempenho de papéis. Estas verbalizações foram avaliadas por três juízes treinados previamente e cegos para os dois grupos. O PDE foi avaliado pelos sujeitos através de suas verbalizações espontâneas durante o treinamento e através de um questionário respondido no final do programa. Os resultados da análise estatística evidenciaram que o PDE foi eficaz em melhorar significativamente a compreensão e a verbalização empática do grupo experimental quando comparado ao de controle. A avaliação dentro do grupo experimental também revela mudança significativa no desempenho empático verbal dos participantes nos três momentos avaliativos. A análise qualitativa dos relatos dos participantes evidenciou alguns benefícios do programa, entre outros, a redução da angústia pessoal diante do sofrimento do paciente e a generalização das habilidades aprendidas para seus contextos relacionais, o que favoreceu a qualidade de seus relacionamentos em diferentes esferas sociais. / Empathy is a socially learned ability and is fundamental for interpersonal relations of helping, specially for professions as nursing, which object is human caring in all its different dimensions. Thus, it is substantial to think in technologies that make possible the potencialization of this ability in nurse professional formation. The present study approaches on the efficacy evaluation of a Empathy Development Program (EDP) for nursing undergraduate students. Experimental method was used and 17 students participated in 16 three-hour training sessions while 16 students composed control group. The procedures used included: relaxation, dialog exposition on empathy, experience, role playing with videofeedback and natural environment application of learned abilities. The participants of both groups were evaluated before intervention, immediately after and in follow-up of 30-40 days. Cognitive and affective components of empathy were assessed by Empathy Inventory. For the assessment of verbal empathic behavior, the participants verbalizations in role playing interaction situations were recorded in audio. These verbalizations were assessed by three previously trained judges that were blind to group division. The EDP was evaluated by the participants through their spontaneous verbalizations during the training and through a questionnaire, answered at the end of the program. Statistical analyses showed that EDP was effective in improving significantly the empathic comprehension and verbalization of experimental group compared to control group. The evaluation inside experimental group also reveals significant changes in verbal empathic performance of participants over the three evaluation moments. Qualitative analysis of participants reports showed some benefits of the program, such as the reduction of personal anguish face to patients suffering and the generalization of learned abilities over other relational contexts, what favored improvement in relationship quality in different social spheres.

Orientador: Guilherme do Val Toledo Prado / Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Educação / Made available in DSpace on 2018-08-09T11:22:01Z (GMT). No. of bitstreams: 1 Soligo_RosauraAngelica_M.pdf: 1730546 bytes, checksum: 02565bce0a6508aadb16cd09691f1ad0 (MD5) Previous issue date: 2007 / Resumo: A problemática central desta pesquisa é a formação pessoal e profissional e o tema de investigação é a relação instituições-sujeitos, mais especificamente a relação entre instituições/organizações educativas e profissionais que nelas trabalham. Com o propósito de compreender como se dá essa relação, as mútuas influências que ocorrem e que tipo de profissional tem ações instituintes no ambiente de trabalho, foram tomados como instrumentos de produção de dados 32 memoriais de sujeitos principalmente da área da educação, que narram suas experiências mais significativas em uma ou mais instituições em que atuam ou atuaram. Os dados indicaram que os contextos de trabalho e a cultura que neles predomina, ao mesmo tempo em que são formativos, são também instituídos pelos sujeitos, ainda mais quando estes são militantes na profissão, característica do grupo de autores dos memoriais analisados. Foram dois os conceitos sistematizados ao longo da pesquisa a partir dos dados empíricos e das contribuições teóricas: formação e militância na profissão. Formação, entendida de um ponto de vista amplo, como o conjunto de experiências formativas ao longo da vida, ou seja, todas as experiências que produziram aprendizagens. Militância na profissão, definida como um tipo de atuação própria das pessoas que não poupam tempo e esforços para desenvolver um trabalho de qualidade, que não se satisfazem com nada que não seja 'o seu melhor¿, que em geral desempenham um papel instituinte não só no âmbito de sua atuação específica, mas na instituição como um todo. A resposta da pesquisa para a pergunta-título 'Quem forma quem?¿ é de que, a rigor, ninguém forma ninguém: o sujeito se forma a partir das oportunidades que tem, aquelas que se convertem em experiências de aprendizagem de fato, a partir de sua história anterior, do que valoriza e deseja, das relações que estabelece com o outro. Ao final, como resultado das lições aprendidas, são apresentadas algumas recomendações aos responsáveis pela elaboração e implementação de políticas de educação e de formação, propósito colocado desde o início do trabalho. Também por essa razão, o registro da pesquisa é feito na forma de correspondências endereçadas a esses profissionais / Abstract: The main aim of this study is the professional and personal formation and the investigational thematic is the relation between Institution and Subjects, specifically the relation between Educational Institutions/Organizations and their professionals. Intending to also understand this relation and the existing mutual influences and the type of professional that have ¿instituting¿ action at work, the instruments used to produce the data had been the 32 ¿memorials¿ written by the research subjects, most of them of the educational area, telling their most important experiences in the institutions in which they have worked during their professional life. The data indicated that the work context and its predominant culture are formatives and instituted by the subjects, at the same time, mainly when these subjects are militants on the profession, as the memorials¿s authors. Two concepts were organized during the research through the empirical data and the theoretical contributions: formation and militancy on the profession. Formation means, in an ample point of view, the set of formative experiences during the life, or either, all the experiences that had produced learnings. Militancy on the profession means a type of characteristic performance of the people who don¿t save time or efforts to develop a quality work, who are not pleased with less than their better work and do play ¿instituting¿ role not only on the scope of their specific performance, but on the entire institution. The answer to the question ¿Who does really educate?¿ is: nobody educates anybody, because the subjects form themselves through the existing opportunities that become real learning experiences due to their life history, values, desires, relations with another significant people. At the end, as results from the learned lessons, some recommendations are presented to the responsible ones for design and implement Education and Formation policies. For this same reason, the register of the research were written as a letter addressed to them / Mestrado / Ensino, Avaliação e Formação de Professores / Mestre em Educação