A major concern for most leadership development teams is aligning training and development goals to desired outcomes, especially when looking at overall costs to plan and implement effective training programs. Leadership training in healthcare is increasing due to the complexity of duties and the need to deal with conflicting situations on a regular basis. This study explored whether goals and assessment instruments identified and applied by program development managers were adequate to reflect a multi-frame perspective, and whether participant feedback articulates benefits encompassing multiple frames. Four main questions were used in the study: “What potential benefits do leadership development staff who select, design, and evaluate training articulate; and do they capture a multi-frame perspective? How do the goals of the program development managers align with the assessment of evaluation instruments, and do the assessments reflect a multi-frame perspective? How does the perception of training benefits align with leadership development goals and multi-frame perspective? What effect does training in competencies such as, problem-solving, conflict management, and effective communication have on leaders in healthcare?” To highlight a potential link between behavior, change and organizations; Social Cognitive, Human Needs, and Systems Theories were utilized. A mixed-method design applying Interpretative Phenomenological Analysis and Descriptive Statistics was used. Results of the study indicate that the goals identified by leadership development do align with trainees outcomes in terms of: serving as a support mechanism to ensure effective team-building; facilitating growth towards promotion through education and effective feedback; and enhancing leadership core competencies such as, emotional intelligence, conflict management and communication skills.

Student employees (N=86) at a major research institution participated in a new hire orientation training and then responded to questionnaires measuring ten transfer behaviors and eight work environment constructs measuring support, frequency of contact, cohesion, and general means efficacy. Supervisor ratings of trainee performance were used to measure transfer behaviors.

A management training course was' evaluated for effectiveness by using two specially compiled in-basket exercises equivalent in complexity. Outcome evaluation was performed so as to determine whether learning transfer took place, ie whether management skills in the application of the management dimensions planning, organising and control do manifest in the work context afterwards. Significant differences were found between the experimental group and the control group in the application of the management dimensions planning, organising and control. These differences were investigated by means of the "Univariate procedure ... A management training course can therefore be effectively measured with the behaviour assessment approach by using two groups, where only one group is exposed to a management training course. It can thus be ascertained whether a change in management behaviour has taken place as a result of learning transfer. / Die effektiwiteit van 'n bestuursopleidingskursus is geevalueer deur twee spesiaal saamgestelde posmandjies van dieselfde moeilikheidsgraad te gebruik. Uitkomsevaluering is gedoen om te bepaal of leeroordrag plaasgevind het, met ander woorde of die nuut aangeleerde bestuursvaardighede in die toepassing van die bestuursdimensies beplanning, organisering en beheer wei na die tyd in die konteks van werksgedrag manifesteer. Beduidende verskille tussen die eksperimentele en die kontrolegroep is gevind in die toe passing van die bestuursdimensies beplanning, organisering en beheer. Die verskille is ondersoek met behulp van die "univariate procedure". 'n Bestuursopleidingskursus kan dus effektief vanuit die gedragsbeoordelingsbenadering gemeet word deur van twee groepe gebruik te maak waarvan slegs die een groep aan 'n bestuursopleidingskursus blootgestel word. Daar kan dus bepaal word of 'n verandering in bestuursgedrag plaasgevind het as 'n gevolg van leeroordrag. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Cognitive Remediation and Emotion Skills Training (CREST) is a method successfully implemented in the treatment of eating disorders, that helps improve cognitive and emotional deficits. As patients with eating disorders and substance abuse have similar neuropsychological impairments and have also a high co-morbidity in both disorders, we can consider using CREST in the treatment of addiction. The introduction part is based on views of various authors on the issue of eating disorders, their comorbid psychiatric diseases and mechanisms associated with eating disorders and substance addiction. Further I describe the neuropsychological deficits found in both diseases, the possibilities of their rehabilitation and finally I present the CREST program. The aim of the research was to evaluate the quality of the program implementation. I focused on comparing the process, satisfaction and benefit of the intervention in 4 patients with eating disorders and 8 patients with substance addiction co-morbidity. Data were collected from the diagnostic screening of substance-related disorders, by analyzing medical documentation and participating observations in 10 CREST lessons. Key data source were also satisfaction and benefit questionnaires, and the focus group after the end of the program. The results showed,...

To mitigate the loss of experienced administrators, community college leaders create internal grow-your-own (GYO) leadership development programs. Although the purpose of these programs is to ensure institutional efficacy by developing a pipeline of administrative and faculty leaders, little attention has been given to learning about the participants' post-program career advancement over time. Consequently, the value of GYO leadership training for participants is not well known. The purpose of this qualitative case study was to explore the post-program professional development of a group of participants 2 years after completing a rural community college GYO leadership program. The conceptual framework was guided by both the American Association of Community Colleges' Leadership competency model and situated learning theory. Research questions examined the leadership knowledge, skills, and behaviors the participants acquired from their training and how these knowledge, skills, and abilities were being used. Data sources included interviews of a cohort of 10 GYO leadership participants, leadership institute artifacts, and human resources documents, which were used for triangulation of the data. A constant comparative analysis methodology was used to identify themes. Research findings indicated that the participants most often applied their communication, collaboration, and advocacy knowledge and skills in their respective jobs, interests, and professional development over time. Academic and other leaders can use the research results to create positive social change by offering GYO leadership training programs to promote the advancement of the institution's mission, thereby improving the lives of the students and the health of the community.

University of Macau / Faculty of Education

University of Macau / Faculty of Education

A management training course was' evaluated for effectiveness by using two specially compiled in-basket exercises equivalent in complexity. Outcome evaluation was performed so as to determine whether learning transfer took place, ie whether management skills in the application of the management dimensions planning, organising and control do manifest in the work context afterwards. Significant differences were found between the experimental group and the control group in the application of the management dimensions planning, organising and control. These differences were investigated by means of the "Univariate procedure ... A management training course can therefore be effectively measured with the behaviour assessment approach by using two groups, where only one group is exposed to a management training course. It can thus be ascertained whether a change in management behaviour has taken place as a result of learning transfer. / Die effektiwiteit van 'n bestuursopleidingskursus is geevalueer deur twee spesiaal saamgestelde posmandjies van dieselfde moeilikheidsgraad te gebruik. Uitkomsevaluering is gedoen om te bepaal of leeroordrag plaasgevind het, met ander woorde of die nuut aangeleerde bestuursvaardighede in die toepassing van die bestuursdimensies beplanning, organisering en beheer wei na die tyd in die konteks van werksgedrag manifesteer. Beduidende verskille tussen die eksperimentele en die kontrolegroep is gevind in die toe passing van die bestuursdimensies beplanning, organisering en beheer. Die verskille is ondersoek met behulp van die "univariate procedure". 'n Bestuursopleidingskursus kan dus effektief vanuit die gedragsbeoordelingsbenadering gemeet word deur van twee groepe gebruik te maak waarvan slegs die een groep aan 'n bestuursopleidingskursus blootgestel word. Daar kan dus bepaal word of 'n verandering in bestuursgedrag plaasgevind het as 'n gevolg van leeroordrag. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-03-17T17:30:26Z No. of bitstreams: 1 barbaralimagiardini.pdf: 2135341 bytes, checksum: e407f9f7316ca261157f2dca1e252877 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-03-18T12:15:52Z (GMT) No. of bitstreams: 1 barbaralimagiardini.pdf: 2135341 bytes, checksum: e407f9f7316ca261157f2dca1e252877 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-03-18T12:16:04Z (GMT) No. of bitstreams: 1 barbaralimagiardini.pdf: 2135341 bytes, checksum: e407f9f7316ca261157f2dca1e252877 (MD5) / Made available in DSpace on 2017-03-18T12:16:04Z (GMT). No. of bitstreams: 1 barbaralimagiardini.pdf: 2135341 bytes, checksum: e407f9f7316ca261157f2dca1e252877 (MD5) Previous issue date: 2016-07-25 / Esta tese visa a responder à seguinte questão: os Programas ofertados pelo Ministério da Educação têm influenciado na prática do professor e, consequentemente, na aprendizagem dos alunos? Dessa forma, tem por objetivo analisar as opiniões de egressos dos cursos de formação do Pacto Nacional pela Alfabetização na Idade Certa (PNAIC) sobre os resultados e efeitos da formação de professores oferecida pelo Programa no município mineiro de Ponte Nova (MG). Para este trabalho, foram consideradas as formações em Língua Portuguesa e Matemática, bem como as características do Pacto no período de 2012 a 2015. Partiu-se da premissa de que a formação continuada de professores pode provocar mudanças na prática docente que contribuam para a melhoria da qualidade da educação. A escolha do PNAIC como objeto se deve à abrangência do Programa no cenário nacional, e a pesquisa procurou acompanhar a trajetória da política como forma de compreender as condições de sua implementação no município. A opção por Ponte Nova foi feita em função das experiências profissionais vividas pela autora-pesquisadora nesse local e, especialmente, pelo fato de o município demandar apoio do Ministério da Educação para viabilizar a formação docente. A discussão apresentada no referencial teórico aborda a política nacional de formação de professores, com vistas a contextualizar o tema da pesquisa e situar o seu objeto. Posteriormente, problematiza “Como formar bons professores?”, delineando, a partir dessa indagação, um escopo de características que têm sido interpretadas como importantes e necessárias para processos formativos de qualidade e que auxiliaram na análise dos cursos de formação do PNAIC no presente estudo. Os fundamentos teóricos baseiam-se nas contribuições de António Nóvoa, Bernadete Angelina Gatti, Francisco Imbernón, Marli Eliza Damalzo Afonso André, entre outros. O desenvolvimento da tese, no aspecto metodológico, articulou as abordagens qualitativa e quantitativa, fazendo uso de pesquisa bibliográfica, documental e de campo. Para a pesquisa de campo, os instrumentos de coleta de dados utilizados foram entrevista individual e em grupo e aplicação de questionário. A interpretação dos dados ocorreu por meio de análise de conteúdo e análise estatística no Programa Statistical Package for the Social Sciences (IBM SPSS®). Pode-se dizer que o PNAIC atingiu os resultados positivos esperados e produziu efeitos diretos e indiretos na prática pedagógica dos professores participantes e no cenário institucional, conforme opiniões dos egressos. No entanto, é válido ressaltar que, em 2016, novos contornos foram dados ao Programa. Esperase que as modificações empreendidas sejam uma resposta aos aspectos apontados como negativos pelos participantes desta pesquisa. / This thesis aims to answer the following question: Programs offered by the Ministry of Education have influenced the practice of the teacher and consequently in student learning? Thus, aims to analyze the opinions of graduates of training courses of the National Pact for Literacy in the Age One (PNAIC) on the results and effects of teacher training offered by the program in the mining town of New Bridge (MG). For this work, they considered the training in English language and mathematics, as well as the Compact features in the period 2012 to 2015. We started from the premise that the continued training of teachers may cause changes in teaching practices that contribute to improving the quality of education. The choice of PNAIC as object is due to the program's scope in the national scene, and the research sought to follow the trajectory of the policy as a way to understand the conditions of its implementation in the city. Opting for New Bridge was made on the basis of professional experiences by the author - researcher in this place and especially the fact that the municipality require support from the Ministry of Education to facilitate teacher training. The discussion presented in the theoretical framework addresses the national policy of teacher training, in order to contextualize the subject of research and place your object. Later, discusses "How to train good teachers?", outlining, from this inquiry, a scope of features that have been interpreted as important and necessary for training quality process and assisted in the analysis of PNAIC training courses in this study. The theoretical foundations are based on the contributions of Antonio Novoa, Bernadette Angelina Gatti, Francisco Imbernon, Marli Eliza Damalzo Afonso André, among others. The development of the thesis, the methodological aspect, articulated the qualitative and quantitative approaches, making use of bibliographic research, documentary and field. For the fieldwork, data collection instruments used were individual interviews and group and questionnaire. Interpretation of the data was through content analysis and statistical analysis using the Statistical Package for the Social Sciences Program (IBM SPSS). It can be said that the PNAIC reached the expected positive results and produced direct and indirect effects on the pedagogical practices of teachers and participants in the institutional setting, as opinions of graduates. However, it is worth noting that in 2016, new contours were given to the program. It is expected that the undertaken changes are in response to issues identified as negative by the participants of this research.

This thesis deals with problems of working motivation and satisfaction of employees in the company Jihomoravská armaturka spol. s.r.o. The theoretical part deals with the theory of working motivation and job satisfaction factors of employees. The practical part contains an analysis of the current status of the organization and a research, in which are collected answers to specific research questions. Based on the analysis and interpretation of the responses will be proposed my own recommendations for management about improving the motivation and the employees´ satisfaction.