Thesis (Ed. D.)--Illinois State University, 1974. / Title from title page screen, viewed Nov. 3, 2004. Dissertation Committee: J.H. McGrath (chair), Eugene Fitzpatrick, Ronald Laymon, Clinton Bunke, Elwood Egelston. Includes bibliographical references (leaves 102-107) and abstract.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1968. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

Thesis (Ph. D.)--Illinois State University, 1975. / Title from title page screen, viewed August 2, 2005. Dissertation Committee: J.H. McGrath (chair), Gene A. Budig, Clinton R. Bunke, Eugene D. Fitzpatrick, Mary Kay Huser. Includes bibliographical references (leaves 152-159) and abstract.

The purpose of this study was to investigate effective administrative support for successful teachers of urban at-risk students. The main difficulty in studying administrative support is that it comes in so many ways. Johnson’s (1990) theory of workplace variables and Butterworth's (1981) social exchange theory were the basis for this study. Failures of at-risk students threaten the well being of public schools and have become a generally recognized social problem of national priority. This study explores how principals act to influence the success of teachers as they work with at-risk students. It is grounded in the following four assumptions: 1. Administrators significantly influence workplace satisfaction (Butterworth, 1981; Sergiovani, 1991). 2. Workplace satisfaction directly affects quality of performance (Johnson, 1990; Lortie, 1975). 3. Teachers have a moral right to a satisfying workplace (Goodlad, 1984). 4. At-risk students are, in important ways, unique in their educational needs (Capuzzi & Gross, 1989; Chenoweth, 1993). Collection, analysis, and evaluation of data were guided by three research questions focusing on how uncommonly successful teachers of urban at-risk students perceive their administrative support, what these teachers recommend regarding administrative support and what these teachers recommend regarding preparation for teachers to teach at-risk students. The teachers were deemed successful by a combination of parental, student, teacher, and administrator evaluations (Peterson, Bennet, & Sherman, 1991). Thirty-nine teachers who had been recommended by their peers, parents, students, and building and central office administrators were sent letters inviting them to participate in this study. The first 18 who responded were interviewed using a 15 item protocol. Three were elementary teachers, 10 were middle school teachers, and 5 were high school teachers. Four of the 10 middle school teachers were from one middle school but the others were from a variety of schools. The elite interview technique proposed by Marshall and Rossman (1989) was used because it was felt that surveys do not elicit the depth of information desired and a single case study would not give enough breadth. The interview responses were analyzed both as individual documents and also an analysis by item was conducted. Twenty-two recommendations for aspiring and practicing administrators are listed and the eight main themes are listed. The results show specific kinds of support that can help teachers of at-risk students succeed: personal support, peer support, and training for both teachers and administrators. In general, the successful teachers felt that they did not receive adequate administrative support even though when asked the question “do you feel supported by your administrators?" some said "yes." The results also indicate that administrators need further training in both interpersonal skills and communication skills.

Florida's Beginning Teacher Program was evaluated to determine if there were significant differences in administrative attitude and perception of success between Orange County and Seminole County. Further evaluation was conducted to determine if the four possible gender-pairings of beginning teachers and peer teachers/mentors resulted in differing success rates. Finally, the program was examined to determine if administrative or peer teacher/mentor attitude was related to the success of the program. Beginning teachers, their peer teachers/mentors and administrators in Orange County and Seminole County were surveyed to accomplish these evaluations, using the Administrative Attitude Scale and the Beginning Teacher Success Scale developed for the study. Statistical differences were found between Orange County and Seminole County on both of the survey instruments, indicating that differences in implementation of state guidelines can result in differing attitudes and success rates. These results suggest the need for comparative studies in order to evaluate the differing plans of implementation. The gender-pairing combination of male beginning teachers with male peer teachers/mentors consistently showed the most negative results on the Beginning Teacher Success Scale. Study of this phenomenon is needed in order to determine the causes and cures for this group's poorer success rate. Administrative attitude was not statistically related to the success of the program. This finding was in contrast to the previous research, which indicated that the attitude of a 'helping adult' was the most critical factor in the success of a beginner. Study is needed to determine if this is a result unique to the educational community. Administrative comments indicated, however, that their attitude toward the participants in the program was much more favorable than their attitude toward the program itself, and this may provide a key to understanding these results. In Orange County, peer teacher/mentor attitude was not related to the success rate. However, in Seminole County there was a statistical relationship between peer teacher/mentor attitude and beginning teacher perception of success. There may have been a greater commitment on the part of the peer teachers/mentors in Seminole county because they were financially reimbursed. Although there were variations in results between counties and groups in the studies, the survey instruments indicated that the Beginning Teacher Program was achieving success, and that administrative and peer teacher attitude was moderately positive.

D.Ed. (Educational Management) / Please refer to full text to view abstract

This study was designed to compare teachers' perceptions of teaching autonomy at two economically diverse elementary school campuses to determine factors that influence teachers' perceptions of their ability and authority to make important decisions regarding their classrooms and students. Using a quantitative measure developed by Pearson & Hall (1993), the Teaching Autonomy Scale (TAS), fifty teachers, twenty-five from each campus, rated their teaching autonomy. The TAS served as a sorting and selecting tool to place teachers in two cohorts: low and high teaching autonomy. From these cohorts, ten teachers were selected to participate in an interview and discussed factors that influence their individual authority in making important classroom decisions. Teachers also discussed actions of resistance and conformity to mandates, reform initiatives and policies, which influence their ability to exercise teaching autonomy. Previous research has defined teaching autonomy as a measurable and quantifiable construct (Pearson & Hall; Pearson & Moomaw, 2005), as well as a professionally conferred characteristic awarded the teaching professional upon completion of the degree and meeting the licensing requirements for public school educator. Findings of this study point to teaching autonomy as a state of being that is best understood through a theoretical framework of symbolic interactionism (Blumer, 1966; Mead, 1934) and role-identity theory (McCall & Simons, 1966). The findings indicated a need for a different conceptualization of teaching autonomy. An original grounded theory is proposed that describes teaching autonomy as a series of identities, which are by nature transitory and shifting, rather than as a fixed score on a set of indicators. Further complicating this theory are the varying governance structures in schools that contribute to teachers taking both active and passive roles when exercising authority over the decisions important to the classroom. Schools that operate democratically, as learning organizations, cultivate teaching autonomy and value the professional input of teachers concerning decisions that impact the classroom and student achievement. Schools that operate bureaucratically do not necessarily value a teacher's input into decision-making. Additionally, teachers in the study acted autocratically regarding their teaching autonomy and made decisions in isolation, even in a tightly coupled policy environment. Governance structures influenced the teachers' selection of two roles, ruler or ruled and eight identities were described by teachers in the study they used when exerting or deferring individual authority over the top-down decisions imposed by external authorities. The role identity theory presented by the author offers a better explanation of how teachers enacted and described the phenomenon of teaching autonomy at their campuses than does previous research. Implications for future research, for school leaders and for policy are based on the conclusion that teaching autonomy is state of being that must be understood from an interactionist perspective alongside the characteristics of the teachers' workplace.

Relationships are regarded as an important aspect of any organization's life. The purpose of this study was to investigate staff perceptions and experiences of interpersonal relationships between management and lecturers in a Namibian College of Education. I conducted a case study at the College where I teach. Two methods were used to collect data. Firstly, semi-structured interviews with two management members, two senior lecturers and two lecturers. Secondly, observation where practical aspects of interpersonal relationships in the College were observed. I used the interpretational data analysis technique to analyse my data. Themes and patterns were identified in the data, coded and sorted into categories. The study revealed staff unhappiness about the current situation in the College as far as communication is concerned. The College's hierarchical structure was described as top-down. As such, it does not allow for face to face communication. There is an absence of any social cohesion or sense of community. Relationships at a College level are characterized by personal conflict and difference. However, the study revealed a satisfaction with communication and relationships at a dl'partmentallevel. Five key features of interpersonal communication that are lacking in the College and that contribute to the unhealthy relationships in the College were identified. These are trust, respect, openness, feedback and the sharing of ideas and knowledge. Due to their absence, the College is divided into cliques. A strong desire for the establishment of interpersonal norms of openness, respect, honesty and trust was expressed. Participants expressed the need to establish an organization structure that allows for interaction with others in the College, flatter structures, teamwork and a collaborative cultu re. The study also emphasized participative democracy in building relationships. Participation in decision making is seen as satisfying the personal need to experience a sense of influence and achievement. There is evidence of a desire for distributed leadership where the College staff as a group of professionals lead the College collectively and collaboratively. There is a strong desire for a College where people are liked , valued, accepted by others and recognized for their efforts. Finally, Organization Development is recommended as an approach to enhance College staff relationships.

Effective supervision can improve the quality of teaching and learning in the classroom. Researchers in educational theory agree that supervision exists for the primary purpose of improving instruction. Wiles defined supervision as "assistance in the development of better teaching-learning situations." There is a pressing need in our school system to decide what to teach and how to teach it. along with the increase of possible content material there is the tremendous growth in number and type of technological tools and media. Excessive demands are made on school staff. Supervisors are destined to play an essential role in deciding the nature and content of curriculum, in coordinating programs, in facilitating learning, fostering teacher progress, and selecting the school organizational patterns which will facilitate improved instructional programs. The professional literature of the past two decades is full of the theory of modern supervision. Terms such as democratic, team effort, mentor system, peer coaching, teacher-decision-making, and effective schools are lavishly used to show that the autocracy of the early twentieth century supervisor is no more. It is apparent from a review of the literature that some theorists have strayed rather far from a workable concept of school supervision. Many supervisors are verbalizing various styles and terms while practicing either authoritarian control or the manipulation of staff to achieve their own goals. This study is an attempt to address the major principles and characteristics which undergird effective supervision. The study will report teachers and supervisors' opinions of what is, and what should be as per a large metropolitan area. / Ed. D.

This study explores and attempts to shed light on what motivates teachers and how teacher motivation is affected by a principal's leadership style. The worldviews of pragmatism and critical realism were used as the basis for exploring teacher motivation in a South African school. A primary school in the Eastern Cape of South Africa was chosen for the case study. Three data gathering tools, a leadership questionnaire, teacher survey, and interviews were used to generate data on teacher motivation and the interaction between leadership style and teacher motivation. In regards to teachers, religion, social justice, and self-efficacy were all identified as motivators. The principal was strongly charismatic in her leadership and along with transformational and social justice leadership played a major role in influencing teacher behaviors. Self-determination theory was identified as helping to explain different levels of intrinsic and extrinsic motivation and thereby to better understand varying degrees of teacher motivation. There are many difficulties in South African education and around the world in general and this study is premised on the belief that if teacher motivation can be studied and advanced there will be an improvement in education and learning. This thesis was limited in its scope and ability to fully explore the different levels of ontology as outlined by the critical realist and this is identified as a possible future course of action for not only studying teacher motivation but getting to the 'heart of the matter'.