Dissertation (Ed.D.)--The University of North Carolina at Greensboro, 2009. / Directed by Camille Cooper; submitted to the Dept. of Educational Leadership and Cultural Foundations. Title from PDF t.p. (viewed May 13, 2010). Includes bibliographical references (p. 188-196).

Η εργασία αυτή προτείνει το συνδυασμό δυο θεωριών μάθησης, της μετασχηματίζουσας και της τοποθετημένης μάθησης στην κοινότητα πρακτικής των ιατρών. Οι νεοεισερχόμενοι ιατροί μεταβαίνουν από την περιφερειακή συμμετοχή στη πλήρη ένταξη ανάλογα με τον τρόπο που είναι σχεδιασμένη η εκπαίδευσή τους και το βαθμό στον οποίο συνειδητοποιούν και ελέγχουν τα επιμέρους έργα και τις δραστηριότητες που εκτελούν. Οι ειδικευόμενοι, αλλά και οι πιο έμπειροι ιατροί πρέπει να είναι σε θέση να συνειδητοποιούν το βαθμό και τις διαδικασίες σταδιακής ένταξής τους σε μια κοινότητα πρακτικής και αφετέρου με τον κριτικό στοχασμό να είναι σε θέση να αναλύσουν τις εμπειρίες από τη συμμετοχή τους στην κοινότητα πρακτικής, να είναι δηλαδή σε θέση να υιοθετήσουν πρακτικές με κριτική οπτική και όχι με απλή αφομοίωση. / This work proposes the combination of two theories of learning, transformative and situated learning in the community of practice of doctors. The newcomer doctors transfer from peripheral membership in full membership depending on their education and the degree to which they realise and check the individual work and the activities they execute. The specializer and the most experienced doctors should be able to realise the degree and the procedure of their progressive integration in community of practice. Through critical reflection they should also be able to analyze their experiences from attending the community of practice, that is to say to be able to adopt practices critically, not only through mere assimilation.

Σκοπός της εργασίας ήταν η διερεύνηση του Μετασχηματισμού οπτικής στην ελληνική τριτοβάθμια εκπαίδευση και ειδικότερα η περίπτωση των φοιτητών του Τμήματος Επιστημών της Εκπαίδευσης και της Αγωγής στην Προσχολική Ηλικία. Στην έρευνα συμμετείχαν 417 φοιτητές από τα δύο τελευταία έτη του προπτυχιακού και από το δεύτερο έτος του μεταπτυχιακού επιπέδου σπουδών. Ως εργαλεία έρευνας χρησιμοποιήθηκαν το ερωτηματολόγιο (το Learning Activities Survey) και η ημιδομημένη συνέντευξη. Τα αποτελέσματα έδειξαν ότι οι φοιτητές δεν έχουν μετασχηματισμό οπτικής αναφορικά με τις εκπαιδευτικές εμπειρίες που βίωσαν κατά την διάρκεια των σπουδών τους. Ωστόσο, υπήρχαν αλλαγές που αφορούν τον τρόπο σκέψης και συμπεριφοράς τους, αλλαγές στις αντιλήψεις για το επάγγελμα τους και σε κάποιες περιπτώσεις αλλαγές στις πεποιθήσεις ή προσδοκίες τους. / The aim of this study is to explore the perspective transformation in Greek higher education and in particular the case of students of Department of Educational Science and Early Childhood Education of University of Patras. The survey involved 417 students from the last two years of undergraduate and second year of postgraduate study. As research tools were used the questionnaire (Learning Activities Survey) and the semi-structured interview. The results showed that students do not have perspective transformation on the educational experiences they experienced during their studies. However, there were changes to the way of thinking and behavior, changes in perceptions of the profession and in some cases changes in their beliefs or expectations.

The subject of this thesis is the nature of Christian transformation as understood through the process of discipleship in the Wesleyan tradition and United Methodism in particular. A basic premise is that contemporary discipleship efforts are perceived as ineffective in spite of the numerous strategies that exist within the field of Christian education. The contention of this thesis is that the current situation is rooted in a failure to address the holistic and integrated nature of Christian transformation, which from a Wesleyan perspective is understood as the process of sanctification. This thesis explores a more holistic vision for discipleship, drawing upon methodology proposed by Richard Osmer to do theological reflection as it engages Wesleyan theology and transformative learning theory (TLT), a contemporary adult educational theory. The result is a contribution to the field of Christian education that has implications for disciple making ministries in the local congregation. Alasdair MacIntyre's theory of practice is developed as a means of accounting for the present incoherence within discipleship ministries, and to resource the development of a more holistic approach to the process of Wesleyan discipleship. As a result, discipleship is conceived of as a single complex practice comprised of four inseparably related and integrally connected dimensions: virtues, disciplines, ethos and telos. The theoretical framework also provides insight into contemporary discipleship efforts by systematically isolating each component and investigating the particular emphasis that is stressed, thus truncating the practice of discipleship. Putting this framework into conversation with TLT provides a way for theological reflection that can broker a cross-disciplinary dialogue between TLT and Wesleyan discipleship. The resulting discourse discerns which relevant aspects of TLT can be appropriated within a Wesleyan context and how TLT contributes to the field of Christian education. Contributions that Wesleyan discipleship can make to the field of TLT are also explored. The thesis develops an educational theory that views discipleship as a single coherent complex practice that is consistent with the process of sanctification in the Wesleyan tradition. Such a theory overcomes the current situation that results in isolating various discipleship efforts by prompting the field of Christian education to consider discipleship as sanctification that transforms persons and their contexts in holistic ways.

abstract: Facing a teacher shortage in math, science, and language arts secondary courses, a suburban, unified, K-12 district partnered with a university in the southwest to create a program for alternatively certified teachers. This specialized program permitted candidates to teach with an intern certificate while completing university coursework leading to certification. During this timeframe, the researcher-practitioner of this study created an alternative teacher induction program focused on cycles of action research. The model was created to capitalize on the content knowledge and work experience of alternatively certified teachers in order to inspire innovation by offering a district-based induction centering on cycles of action research. In the teachers' third year, each teacher conducted action research projects within the framework of Leader Scholar Communities which were facilitated by mentor teachers from the district with content expertise. This study examines the effects of such a model on teachers' identities and propensity toward transformative behaviors. A mixed methods approach was used to investigate the research questions and to help the researcher gain a broader perspective on the topic. Data were collected through a teacher efficacy survey, questionnaire, focus groups, semi-structured interviews, observations, and electronic data. The results from the study indicated that the participants in the study exhibited signs of professional teaching identity, especially in the constructs of on-going process, relationship between person and context, and teacher agency. Additionally, the participants referenced numerous perspective transformations as a result of participating in cycles of action research within the framework of a Community of Practice framework. Implications from this study include valuing alternatively certified teachers, creating outcome-based teacher induction programs, and replicating the T3IP model to include professional development opportunities beyond this unique context. / Dissertation/Thesis / Ed.D. Educational Leadership and Policy Studies 2011

The Warsaw Loss and Damage Mechanism holds high appeal for complementing actions on climate change adaptation and mitigation, and for delivering needed support for tackling intolerable climate related-risks that will neither be addressed by mitigation nor by adaptation. Yet, negotiations under the UNFCCC are caught between demands for climate justice, understood as compensation, for increases in extreme and slow-onset event risk, and the reluctance of other parties to consider Loss and Damage outside of an adaptation framework. Working towards a jointly acceptable positionwe suggest an actionableway forward for the deliberations may be based on aligning comprehensive climate risk analytics with distributive and compensatory justice considerations. Our proposed framework involves in a shortmedium term, needs-based perspective support for climate risk management beyond countries ability to absorb risk. In a medium-longer term, liability-based perspective we particularly suggest to consider liabilities attributable to anthropogenic climate change and associated impacts. We develop the framework based on principles of need and liability, and identify the policy space for Loss and Damage as composed of curative and transformativemeasures. Transformativemeasures, such as managed retreat, have already received attention in discussions on comprehensive climate risk management. Curative action is less clearly defined, and more contested. Among others, support for a climate displacement facility could qualify here. For both sets of measures, risk financing (such as "climate insurance") emerges as an entry point for further policy action, as it holds potential for both risk management as well as compensation functions. To quantify the Loss and Damage space for specific countries, we suggest as one option to build on a risk layering approach that segments risk and risk interventions according to risk tolerance. An application to fiscal risks in Bangladesh and at the global scale provides an estimate of countries' financial support needs for dealing with intolerable layers of flood risk.With many aspects of Loss and Damage being of immaterial nature, we finally suggest that our broad risk and justice approach in principle can also see application to issues such as migration and preservation of cultural heritage.

Denna enkätstudie undersökte anställdas skattning av sin ledares transformativa egenskaper. Frågeställningarna behandlade samband mellan skattade transformativa egenskaper hos ledaren och respondentens samt ledarens kön, ålder och utbildning. Även förekomsten av skilda skattningar inom privat samt offentlig sektor studerades. Transformativt ledarskap mättes med MLQ X5, utvecklat av Avolio och Bass 2002, översatt till svenska. Reliabilitet och validitet hos MLQ X5 kontrollerades. Signifikanta samband erhölls mellan ledarens utbildning i ledarskap, respondentens högsta utbildningsnivå och respondentens skattning av ledarens transformativa beteende. Inga samband erhölls mellan ålder, kön, privat eller offentlig sektor och skattning av ledarens transformativa beteende. En slutsats är att respondentens utbildningsnivå och ledarens kunskap om ledarskap påverkar anställdas uppfattning om ledarens transformativa beteende. / This survey examined employees’ estimates of their leader's transformative behavior. The research questions addressed the relationship between estimated transformative characteristics of the leader and the respondent's and leader's gender, age and education. The existence of separate estimates in the private and public sectors was also studied. Transformative leadership was measured with MLQ X5, developed by Avolio and Bass 2002, translated into Swedish. Reliability and validity of MLQ X5 was checked. Significant association was obtained between the leader’s education in leadership, the respondent's highest level of education and the respondent's rating of the leader's transformative behavior. No relationship was obtained between age, sex, private or public sector and rating of the leader's transformative behavior. One conclusion is that the respondent's education level and the leader's knowledge of leadership affect employee perceptions of the leader's transformative behavior.

A aprendizagem torna-se vital para gestores que atuam em ambientes organizacionais envoltos em mudanças, complexidade, paradoxos e incertezas, permeados por inovações tecnológicas e desafiados por questões éticas, políticas, ambientais e econômicas. Este estudo propõe-se compreender os processos de aprendizagem de gestores e as implicações destas transformações em suas aprendizagens, nele integrando-se a teoria da aprendizagem transformadora, que enfatiza a reflexão crítica e o pensamento autônomo para analisar estas questões. Investigam-se, pela abordagem de história de vida, processos de aprendizagem de sete gestores e suas coletividades, em macrocontextos e em contextos específicos, integrando níveis de interação, aspectos objetivos e subjetivos. Os resultados revelam a interligação entre as aprendizagens ocorridas nos âmbitos profissional, pessoal e familiar, bem como entre desenvolvimento e aprendizagem, ao longo da vida. Destacam-se as aprendizagens envolvendo mudanças de esquemas de significados e transformações de perspectivas em mudanças profundas, além do papel da intuição e da emoção nesses processos. As mudanças contemporâneas que demandam aprendizagens incluem globalização e seus reflexos no contexto brasileiro; novas tecnologias; maior participação das mulheres no mercado de trabalho; responsabilidade sócio-ambiental. A análise das entrevistas dos sujeitos pesquisados evidenciou que estas mudanças implicam novos pensamentos, atitudes e sentimentos, nas carreiras e nos arranjos familiares. Neste movimento, são relevantes aprendizagens autodirigidas, constantes reciclagens de conhecimentos e superação de expectativas para o crescimento profissional. As carências de aprendizagem centram-se na ampliação de competências sociais relacionadas às interações (na gestão de pessoas, na criação e manutenção de networks e no equilíbrio entre as suas esferas de vida); à percepção de mudanças e previsão do futuro; ao autodesenvolvimento de paciência, de tolerância, de confiança e do controle da ansiedade, entre outros aspectos pouco contemplados pela educação gerencial. / Due to change, complexity, paradox and uncertainty in the organizational context, faced with technological innovations and with global ethical, political, environmental and socioeconomic problems, managerial learning becomes vital. The study aims to understand management learning processes and the implications of these transformations in their learning, integrating transformative learning theory, which emphasizes critical thinking and independent thought to analyze these issues. The life history approach is used to investigate processes of learning in macro contexts and in specific contexts, including levels of interaction, objective and subjective aspects of seven managers and their communities. The results show the link between learning occurring at the professional, personal and family levels as well as between development and lifelong learning. The study highlights learning process involving changes in meaning schemes and perspective transformation in deep changes, the role of intuition in complex problems and of emotion in these processes. Contemporary changes that require learning include globalization and its consequences in the Brazilian context, new technologies, the increased participation of women in the labor market and socio-environmental responsibility. These changes involve new thoughts, attitudes and feelings, in careers and family arrangements of the subjects studied. They also emphasize selfdirected learning, constant recycling of knowledge and the overcoming of expectations for professional growth. The learning needs focus on the development of social skills related to interactions (in the management of people, in the creation and maintenance of networks, and in the balance between their spheres of life); to the perception of changes and prediction of the future; to the self-development of patience, tolerance, control of anxiety and selfconfidence among other issues lacking in management education.

A sustentabilidade é um tema complexo, que tem demandado mudanças dos indivíduos, das organizações e da sociedade. Diante disso, os cursos relacionados à área de gestão têm um importante papel, uma vez que formam grande parte dos gestores que conduzem as organizações. Logo, podem prepará-los para conduzi-las de forma que estejam mais comprometidas com o meio ambiente e a sociedade. Sendo assim, mudanças têm sido observadas nestes cursos para a inserção de questões relacionadas à sustentabilidade. Contudo estas são ainda incipientes e, muitas vezes, relacionadas à manutenção do status quo, representando apenas o acréscimo de mais uma disciplina no currículo para tratar do tema, sem significar a sua reconstrução ou o avanço para propostas interdisciplinares e mesmo transdisciplinares. Portanto, é pertinente compreender quais alterações seriam necessárias nos cursos relacionados à área de gestão para a inserção da sustentabilidade para além do status quo, levando a uma transformação. Esta está relacionada a uma mudança de paradigma, que é o que propõe a aprendizagem transformadora, que se refere a alterações que vão além do nível comportamental, representando um desafio às crenças e às ideias existentes, e promovendo a reconstrução de significados. Assim, a presente pesquisa, embasada nos princípios da Teoria da Complexidade, tem como objetivo principal a proposição e aplicação de um framework do processo de mudança nos cursos relacionados à área de gestão para a inserção da sustentabilidade, visando à aprendizagem transformadora tanto no nível individual quanto organizacional. Para tanto, inicialmente, foram identificadas distintas compreensões da sustentabilidade, suas bases teóricas e sua relação com as diferentes visões dos indivíduos e das organizações. Num segundo momento, caracterizaram-se os diversos níveis de aprendizagem individual e os diferentes níveis de mudança organizacional, ambos relacionados à sustentabilidade, o que permitiu estabelecer ligações com as diferentes visões da sustentabilidade, dos indivíduos e das organizações dando origem ao Framework da Aprendizagem Transformadora Sustentável (FATS). Além disso, das discussões teóricas originou-se uma proposta de ampliação do modelo integrado de aprendizagem organizacional para a inserção da aprendizagem de terceiro nível. Para a aplicação do framework, foram realizados dois estudos de caso na Inglaterra em cursos relacionados à área de gestão que têm em suas propostas a inserção da sustentabilidade. Para a definição das categorias de análises, com base no FATS, foi desenvolvida a Matriz Complexa para a Análise da Aprendizagem Transformadora Sustentável (MCAATS), que relaciona os processos de ensino-aprendizagem (representando o nível individual), de gestão (referente à organização) e de mudança para a sustentabilidade. Adicionalmente, foram identificadas as barreiras para a transformação nos cursos de gestão que buscam uma orientação para a sustentabilidade, e seus condutores. Assim, a pesquisa contribui no sentido de auxiliar instituições de ensino, cursos, coordenadores e professores a integrarem a sustentabilidade na educação e a promoverem a aprendizagem transformadora, apresentando elementos-chaves para isso. Tem-se que, para uma mudança profunda exigida pela sustentabilidade, é importante que as transformações nas IEs aconteçam não apenas em sala de aula, mas também na organização e em seus processos de gestão, de modo a promover, apoiar e ampliar ações sustentáveis, tendo impacto na comunidade e na sociedade como um todo. Logo, para a transformação requerida pela sustentabilidade, tanto os cursos de gestão, quanto as IEs e os indivíduos que dela fazem parte, principalmente os professores que podem ser os principais condutores deste processo, precisam estar abertos à mudança, questionando as bases epistemológicas sob as quais constroem a gestão institucional e o ensino. / Sustainability is a complex issue, which has imposed individual, organizational and social changes. Therefore, courses related to management play an important role, since they form a large part of managers leading organizations. They can prepare them to lead more sustainability-committed organizations. Thus, changes have been observed in these courses for the inclusion of sustainability issues. However these are still incipient, and often about maintaining the status quo and they represent only the addition of another subject to the curriculum to address the issue, without meaning to rebuild or to advance to interdisciplinary and transdisciplinary proposals. Therefore, it is pertinent to understand what changes would be needed in management courses for the inclusion of sustainability beyond the status quo, leading to transformation in a paradigm shifting level. This paradigm shift is the proposal of transformative learning, which refers to changes that go beyond the behavioral level, posing a challenge to existing beliefs and ideas, and promoting the reconstruction of meanings. Thus, this research, based on the principles of Complexity Theory, aims to propose and implement a framework of the change process in management courses for the inclusion of sustainability aiming at transformative learning at both individual and organizational level. To this end, initially, the different understandings of sustainability have been identified, its theoretical basis and its relationship to the different views in terms of individuals and organizations. Secondly, the various levels of individual learning and the different levels of organizational change were characterized, both related to sustainability, which allowed to establish relationships with different views of sustainability, individuals and organizations leading to the Framework of Sustainable Transformative Learning (FATS). For the FATS application, two case studies were conducted in England in courses related to the field of management that have in their proposals the inclusion of sustainability. For the definition of the categories of analysis, based on FATS, the Complex Matrix for the Analysis of Sustainable Transformative Learning (MCAATS) was developed. It relates the teaching-learning processes (representing the individual level), the management process (referring to the organization) and the change for sustainability. In addition, the barriers and the drivers for transformation in management courses seeking an orientation towards sustainability were identified. Thus, the research contributes with educational institutions, courses, coordinators and teachers in order to integrate sustainability education and to promote transformative learning, presenting key elements for this. For the deep change required by sustainability, it is important that changes in Educational Institutions (EIs) happen not only in the classroom but also in the organization and its management processes in order to promote, support and expand sustainable actions that will have an impact on the community and society as a whole. Thus for the transformation required for sustainability, management courses, EIs and individuals who are part of those organizations, especially teachers who may be the key drivers for this process, must be open to change, questioning the epistemological bases under which they build institutional management and teaching.

A aprendizagem torna-se vital para gestores que atuam em ambientes organizacionais envoltos em mudanças, complexidade, paradoxos e incertezas, permeados por inovações tecnológicas e desafiados por questões éticas, políticas, ambientais e econômicas. Este estudo propõe-se compreender os processos de aprendizagem de gestores e as implicações destas transformações em suas aprendizagens, nele integrando-se a teoria da aprendizagem transformadora, que enfatiza a reflexão crítica e o pensamento autônomo para analisar estas questões. Investigam-se, pela abordagem de história de vida, processos de aprendizagem de sete gestores e suas coletividades, em macrocontextos e em contextos específicos, integrando níveis de interação, aspectos objetivos e subjetivos. Os resultados revelam a interligação entre as aprendizagens ocorridas nos âmbitos profissional, pessoal e familiar, bem como entre desenvolvimento e aprendizagem, ao longo da vida. Destacam-se as aprendizagens envolvendo mudanças de esquemas de significados e transformações de perspectivas em mudanças profundas, além do papel da intuição e da emoção nesses processos. As mudanças contemporâneas que demandam aprendizagens incluem globalização e seus reflexos no contexto brasileiro; novas tecnologias; maior participação das mulheres no mercado de trabalho; responsabilidade sócio-ambiental. A análise das entrevistas dos sujeitos pesquisados evidenciou que estas mudanças implicam novos pensamentos, atitudes e sentimentos, nas carreiras e nos arranjos familiares. Neste movimento, são relevantes aprendizagens autodirigidas, constantes reciclagens de conhecimentos e superação de expectativas para o crescimento profissional. As carências de aprendizagem centram-se na ampliação de competências sociais relacionadas às interações (na gestão de pessoas, na criação e manutenção de networks e no equilíbrio entre as suas esferas de vida); à percepção de mudanças e previsão do futuro; ao autodesenvolvimento de paciência, de tolerância, de confiança e do controle da ansiedade, entre outros aspectos pouco contemplados pela educação gerencial. / Due to change, complexity, paradox and uncertainty in the organizational context, faced with technological innovations and with global ethical, political, environmental and socioeconomic problems, managerial learning becomes vital. The study aims to understand management learning processes and the implications of these transformations in their learning, integrating transformative learning theory, which emphasizes critical thinking and independent thought to analyze these issues. The life history approach is used to investigate processes of learning in macro contexts and in specific contexts, including levels of interaction, objective and subjective aspects of seven managers and their communities. The results show the link between learning occurring at the professional, personal and family levels as well as between development and lifelong learning. The study highlights learning process involving changes in meaning schemes and perspective transformation in deep changes, the role of intuition in complex problems and of emotion in these processes. Contemporary changes that require learning include globalization and its consequences in the Brazilian context, new technologies, the increased participation of women in the labor market and socio-environmental responsibility. These changes involve new thoughts, attitudes and feelings, in careers and family arrangements of the subjects studied. They also emphasize selfdirected learning, constant recycling of knowledge and the overcoming of expectations for professional growth. The learning needs focus on the development of social skills related to interactions (in the management of people, in the creation and maintenance of networks, and in the balance between their spheres of life); to the perception of changes and prediction of the future; to the self-development of patience, tolerance, control of anxiety and selfconfidence among other issues lacking in management education.