Dissertations / Theses on the topic 'Organizational learning practices universities'

The U.S. Department of Education has mandated that each U.S. state develop successful initiatives to help students navigate their educational experience. Yet in Alabama students neither advance academically nor in improved life skills development. It is unclear if school administrators in Alabama Schools have contextual best practices for strategic planning and implementation to support and improve the experiences of vulnerable K-12 students. The purpose of this descriptive case study was to explore how administrators of Alabama schools develop contextual best practices for strategic planning and implementation to support students. The conceptual framework was designed using collaboration theory, organizational learning theory, and appreciative inquiry. The overarching question addressed developing an understanding about how Alabama school administrators develop contextual best practices for strategic planning and implementation. Appreciative inquiry was used to facilitate a focus group and individual interviews with 15 participants. Data were analyzed using inductive analysis and bracketing. Thus, 4 themes were identified from the interviews and focus group. Most significant results were the identification of having a positive, engaging mobile environment and improving full community participation in the collaborative process. Contributions to positive social change may be experienced by developing community-based collaboration where all contribute to, and benefit from, co-create, collaborate, and structure a more balanced and feasible approach to successful implementation of strategic plans in an environment of financial constraints.

This training manual serves as a valuable tool to enhance instructional redesign and curriculum development of face-to-face (F2F) courses, materials and platforms into e-learning and mobile learning for all universities and colleges in the continent of Africa. It is designed for aspiring e-learning and mobile learning course developers who are desirous of developing, implementing and sustaining e-learning and m-learning platforms to promote teaching, learning, service and community.<br>https://dc.etsu.edu/etsu_books/1068/thumbnail.jpg

The overall aim of this thesis is to examine HR practices within university settings in Saudi Arabia and the extent to which these HR practices as perceived by staff are associated with employees (academics) level of job satisfaction and their commitment to their universities. In addition, consideration was given to the potential influences of demographic variables and country or cultural context. The author contends that Saudi Arabia like other middle eastern countries possess distinctive characteristics in terms of culture, tradition and other factors relative to western countries and notably models of human resource practice tend to be dominated by Western HR systems. Furthermore, there appears to be a dearth of relevant literature in the Saudi country context or its GCC neighbours in relation to this study's aim and objectives. This study relies on the use of the mixed methods approach, i.e. quantitative (questionnaire) and qualitative (semi-structured interviews), with sample sizes of 534 academics and 22 (both academics, HR personnel/management participants), respectively. Furthermore, cultural aspects such as Saudisation and demographics were also addressed in the interview phase. Quantitative analyses utilised Multiple Linear Regression Analyses and Thematic Analysis for qualitative. Overall, the quantitative research showed that there is a poor perception of HR practices in Saudi universities but good levels of faculty's job satisfaction and organisational commitment to their universities. Regression analyses showed generally there is no association between perceived HR practices and job satisfaction and organisational commitment while the association was found between organisational commitment and job satisfaction. The surprising lack of association of Perceived HR practices with organisational commitment and job satisfaction, contrary to the academic literature, led the researcher to develop a second stage to investigate the potential influence of other factors such as contextual or cultural influences. Generally, qualitative data of both groups revealed there is generally a lack of knowledge and awareness of HR practices. Specifically, there is poor HR planning, ineffective attraction, retention strategies. However, they demonstrated mixed views in terms of HR development, which focused primarily on training courses. Both groups' perspectives indicated there are high levels of organisational commitment and job satisfaction within the universities. With respect to culture, it was emphasised by all participants that "Wasta" or "personal connections" are prevalent. However, it is a problematic issue that should have no place in any university and advocated employees be selected on skills alone. Furthermore, while the concept of Saudisation was welcomed, many believed that it should not be at the expense of high quality staff and advocated the need for diverse faculty in academia. In fact, the findings point to various challenges facing HR practices and how they are perceived in Saudi universities, and hence these should be addressed with the aim of improving job satisfaction and organisational commitment amongst faculty staff members. A key empirical contribution of this thesis is the expansion of academic research in the field of strategic HR management (SHRM) in Saudi Arabia and the Middle East in general and in higher education in specific. Furthermore, this study provides an original research and a new insight into how HR practices are perceived. The findings may provide guidance on practical implications for universities as well as decision- and policymakers, but it also contributes to developing the theoretical and applied approach in relation to perceived HR practices. Moreover, the theoretical contribution is reflected through the identification of perceptions around HR practices within the context of organisational commitment and job satisfaction. It is important to understand that cultural aspects were considered, while the overall research approach should be more comprehensive in the future.

Thesis (MBA)--Stellenbosch University, 2003.<br>ENGLISH ABSTRACT: People management, as a differentiating factor for an organisation in a competitive environment, has become a reality. This report focuses on practical best practices in making human capital the differentiating factor in any organisation. Eight topics are discussed, after positioning them against existing models and showing their relationship to the MARDEN diagnostic model of change management. The topics are: • Ensuring that your organisation's people management strategy delivers tangible results. • Entrenching a workplace culture that delivers optimum performance. • Creating high performance workplace practices. • Achieving growth through competency-based people performance and development. • Leveraging superior performance through team based leadership. • Strategy processes in developing supply chains and workplaces into major competitive advantages. • Transforming knowledge into power by becoming a true learning organisation. • Enabling your organisation to implement a successful change and transformation process. The topics are each evaluated in further detail, in order to drill down into specific practices and issues that need to be addressed by organisations. This ensures that practical best practices are positioned to ensure that the human capital, as a major intangible asset, is nurtured into high performing teams and a cohesive group.<br>AFRIKAANSE OPSOMMING: Mensebestuur as 'n differensierende faktor vir 'n organisasie in 'n mededingende omgewing is 'n realiteit. Hierdie verslag fokus op praktiese beste praktyke vir die versekering om mense-kapitaal as die differensiasie faktor te vestig in enige organisasie. Daar word agt onderwerpe bespreek teen die agtergrond van bestaande modelle, asook die verwantskap met die MARDEN diagnostiese model van veranderingsbestuur as evaluerings basis. Die onderwerpe is: • Versekering dat die organisasie se mense-bestuur strategie tasbare resultate lewer. • Vestiging van 'n werkplek kultuur wat optimale resultate verseker. • Vestiging van hoë verrigting werkplek praktyke. • Groei stimulasie deur bevoegdheid gebasseerde mense-prestasie en ontwikkeling. • Hefkrag van buitengewone prestasie deur span gebasseerde leierskap. • Strategiese prosesse deur die ontwikkeling van waardekettings en werkplek tot mededingende voordele. • Omskakeling van kennis in mag deur 'n ware lerende organisasie. • Bemagtiging van 'n organisasie deur die implimentering van suksesvolle veranderings en transformasie prosesse. Elke onderwerp word verder ondersoek in meer praktyke en detail wat deur organisasies geadresseer moet word om te verseker dat die beste praktyke toegepas word. Sodoende word die organisasie by gestaan om mense-kapitaal te posisioneer as die belangrikste ontasbare bate en ontwikkel in hoë prestasie spanne en 'n samehorige groep.

This thesis explores the contemporary position of the university by examining specific elements within the current knowledge discourse. In presenting a view of the Knowledge Management (KM) movement within the discipline of Management Science this thesis supports the claims that the emerging form of knowledge within the contemporary knowledge discourse is one that relates to or is embedded within performative criteria. This draws on the work of Jean-Francois Lyotard and other ‘postmodern’ thinkers to help explain why we appear to be facing a crucial paradox, i.e. a context where multiplicity and diversity appears to be paramount and yet knowledge itself is conforming to a more stable and less volatile form. This principal paradox is explained with the use of a model of the current knowledge discourse. The contemporary position is presented as one of ‘residual reflection’, where the contestation within the discourse results in a multiplicity of knowledge claims. Inevitably the existing structure of legitimacy within the discourse assists in the validation of knowledge claims within this fluid contested environment where there has not emerged a consensus through which legitimacy can be appropriately assigned. The current knowledge discourse appears to lie within this period of residual reflection and the manifestation of this is outlined in relation to the university. In particular, the university aligns itself with the commodification of knowledge and adopts an uncritical stance in relation to the imposition of market forces within Higher Education. This supports the legitimisation of learning that is external to the university and validates such phenomena as Lifelong Learning, Experiential Learning and other forms of work-based learning. Although not entirely critical of these forms of learning, this thesis presents a cautionary view of these developments. Specifically, the discipline of education in considering the position of the university within the postmodern, often calls for it to adopt or take up the critical position, to critically engage with the trends that appear to be emerging. However, where the university can be seen to be contributing to its own loss of legitimacy there is a danger that the opportunity for the university to undertake this necessary critical engagement is itself being undermined. The university is potentially losing its opportunity to engage within the knowledge discourse in an effective way. In many respects it is contributing to its own loss of legitimacy and in doing so opens up the discourse to other elements which themselves seek legitimacy. In its open acceptance of the benefits to be gained from the uncritical acceptance of the commodification of knowledge the university is doing more than allowing different views to be aired and considered. The university is, in fact, appearing to commercially succeed at the expense of its own position within the knowledge discourse. This thesis does not attempt to support the existence of the university as an institution. In presenting the deteriorating position of the university there is accepted only a greater degree of contestation within the knowledge discourse. The need to reconcile this contestation is necessary but the outcome or the means of reconciliation are not considered here. However, the opportunity for the university to play a part in this reconciliation is not fully appreciated currently, specifically within the academic community. The many claims that the university is in crisis and facing ruin are countered by the presentation of a genuine need, essentially the need to critically engage with the dynamism being experienced within the knowledge discourse. There is assumed to be an opportunity here for the university, but this opportunity is itself being lost and the position of the university, at a time when it appears to be at its most successful, is being undermined. Importantly its own actions are contributing to its inevitable loss of legitimacy and in turn its right or opportunity to position itself as the critical arbiter within the knowledge discourse.

<p> Employers highly value college graduates who have strong teamwork and interpersonal skills. In studies focused on employer priorities for college learning sponsored by the Association of American Colleges and Universities in 2008, 2010, and 2013, employers have stated that colleges should do more to prepare graduates to work effectively in a team-based work environment. Equally important is the empirical research which has demonstrated that cooperative learning has the ability to significantly enhance student learning. These benefits include higher academic achievement, better longterm retention of what is learned, enhanced ability to transfer learning from one situation to another and a more positive attitude toward the academic subject being studied. Lastly, the study of teamwork is important to the study of leadership, without a team of followers there is no leadership. Many college and university faculty have students work in cooperative groups and assign team projects in their courses. Unfortunately, most faculty do not realize that the development of effective teamwork knowledge, skills, and abilities takes time, education and training. Students need to be taught how to work cooperatively in teams; these skills do not naturally develop on their own. </p><p> The purpose of this descriptive study was to investigate the differences between what the research literature identifies as cooperative learning and teamwork instructional &ldquo;best practices&rdquo; and what postsecondary faculty in a variety of academic disciplines actually do when employing groups or teams in their courses. An additional research objective was to gain a better understanding of the factors that contribute to any differences discovered. In order to take a first step toward answering these questions a web-based survey of full-time faculty, both liberal arts and professional, employed at ten different Maryland colleges and universities was conducted.</p><p> An analysis of the data collected revealed that a preponderance of the faculty assigned cooperative work and team assignments for student centered reasons; they want their students to learn teamwork skills and course content. Yet the majority of the faculty implement very few of the cooperative learning and teamwork instructional &ldquo;best practices&rdquo; discussed in the academic literature. In other words, students were assigned to course teams with little forethought, preparation, or guidance from faculty and many of the assignments utilized were not properly designed for student group/team learning. The research suggests a majority of faculty harbor misconceptions about how students learn teamwork skills and do not realize that their own knowledge of cooperative learning and teamwork as well as of the best instructional practices was very limited. Lastly, the research uncovered several statistically significant relationships among the use of cooperative groups, team projects and instructional &ldquo;best practices&rdquo; and with faculty teamwork self-efficacy, collectivism values, motivation, attitude and to a lesser degree with faculty teamwork KSAs and demographics.</p><p> By gaining a better understanding of faculty confidence and competence to teach and coach effective cooperative learning and teamwork within their classrooms, colleges and universities will be able to develop meaningful instructional aids, mentoring programs and professional development opportunities which support faculty in the effective facilitation of meaningful group exercises and team projects in their courses. In so doing, the college student&rsquo;s attitude toward future team opportunities will be more positive and the likelihood increased that effective teamwork skills will be developed and more likely transferred to future professional situations.</p>

The practice of reflection on experience has been called a best practice for learning in organizations. Researchers have extensively studied the impacts of reflection on experience on improving productivity in areas of health and education. The results of these studies have shown that reflection on experience by individuals is indeed effective in enhancing practitioners' performance in the field. There has not, however, been much research on the process of reflection on experience by employees of organizations. This dissertation focused on enhancing the understanding of the process, structure, and underlying mechanisms of reflection on experience by employees in the high tech organizational environments. This dissertation is a multi-phase study. First, the systematic process of employee reflective practices in organizations was investigated by reviewing the literature, and a theoretical six-factor structure was proposed. Second, a literature-based assessment instrument was designed and administered, leading to the collection of data from 354 employees of different U.S.-based technology organizations. Third, an exploratory factor analysis extracted the empirical factor structure of reflective practices and contrasted it to the proposed theoretical construct. The collected data entailed demographic data, employee satisfaction, and teamwork perceptions as independent variables, where the reflective practices were the dependent variables. Regression analysis of the data highlighted associations between reflective practices and employee satisfaction, teamwork, as well as some of the collected demographic data. Finally, in the fourth phase, a system dynamics approach was applied to develop the first literature-based causal loop diagram of systematic reflective practices in organizations that shed light on reasons behind the failure of organizations to reflect. This study produced the first empirical factor structure of reflective practices, and an assessment instrument to explore the reflective practices of high-tech organizations. In addition, this study examined associations between reflective practices and employee and organizational characteristics. Finally, it provides a causal loop diagram that maps the mechanisms that reinforce or impede the practice of reflection on experience in organizations. This diagram can be used as a roadmap and a guide to improve and increase practitioners' reflective practices.<br>Doctor of Philosophy<br>The practice of mental reconstruction of experience is called "reflection on experience," which has been called a best practice for learning in organizations. Researchers have extensively studied the impacts of reflection on experience on improving productivity in areas of health and education. The results of these studies have shown that reflection on experience by individuals is indeed effective in enhancing practitioners' performance in the field. There has not, however, been much research on the process of reflection on experience by employees of organizations. This dissertation will focus on enhancing the understanding of the process, structure, and underlying mechanisms of reflection on experience by employees in high tech organizational environments in a multi-phase study. First, the systematic process of employee reflective practices in organizations is investigated, and a theoretical six-factor structure is proposed. Next, the design and administration of a literature-based survey led to the collection of data from 354 employees of different U.S.-based technology organizations. Through analysis of the data, an empirical factor structure of reflective practices was extracted and was compared to the proposed theoretical construct. The analysis showed that reflective practices are associated with employee teamwork and employee satisfaction, where if the employee perceptions of teamwork or employee satisfaction increases, the employee's practice of reflection will increase as well. On the other hand, the analysis showed that the organizational unit's size and the employee's level of education is negatively associated with reflection. The larger the organization or, the higher the level of education of the employees, the less the overall level of reflection of the employees will be. Finally, a first causal loop diagram that maps the mechanisms that reinforce or impede the practice of reflection on experience in organizations was developed to be used as a roadmap and a guide to enhance organizations' learning and performance outcomes by systematically improving and increasing practitioners' reflective practices.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.<br>The successful implementation of any integrated talent management approach is important when embarking on succession planning to mitigate the risk of institutional knowledge being lost or for that matter, the loss of staff with critical and scarce skills occupying key positions. The integrated talent management approach is intended to manage, develop and retain skilled and experienced personnel identified as successors who should be ready to occupy targeted key positions in the event the current incumbents vacated due to retirement or through voluntary or involuntary exit from the municipality at any stage during the employee life cycle. The successful management of successors to key positions during the employee life cycle is highly dependent on the effective management of the succession planning process and system. The metropolitan municipality at the focus of this study has not delivered on a successfully implemented succession planning process and system to support the management and retention of staff and institutional knowledge in key critical and scarce skills and leadership positions. The aim of this study is to investigate and confirm the need for the integration of succession planning practices in an integrated talent management approach. This study applied a multidisciplinary theoretical review of current literature within the fields of talent management, public management, organisational psychology and business survey research at national and international levels. The selection of only one municipality supports a case study design in that it allows for an analysis of specific circumstances and a situation as experienced with regard to succession planning in a local government municipality. The researcher explored a triangulation mixed methods research approach and in such an instance, qualitative and a quantitative research are completed at the same time with equal weighting and with the idea of bringing the results of the two types of research together to validate the research questions posed. The qualitative research approach involved unstructured (in-depth) interviews conducted with eight Devolved Human Resources Managers (DHRM’s) responsible for HR Management within the municipality’s functional areas / departments. A survey technique in the format of a self-administered questionnaire was also used as a quantitative research approach to draw input from a sample group. The researcher, in consultation with a statistician, selected non-probability sampling. The questionnaire provided quantitative data to reflect the view of managerial, as well as non-managerial staff. The quantitative data collected was analysed using suitable descriptive and inferential statistical analyses. The qualitative data was recorded through unstructured interviews. The quantitative data was data integration correlated with the qualitative data. The results of the quantitative research were analysed and key factors identified for further interpretation. The results of the qualitative research were described with key themes emerging. The outcomes of both research approaches were consolidated and a linkage with the research objectives established in a tabulated format. New results emerged, confirming the integration of the outcomes by using the mixed method methodology. Congruent and non-congruent data across the qualitative and quantitative dimensions were identified.

Research on engineering design is a core area of concern within engineering education, and a fundamental understanding of how engineering students approach and undertake design is necessary in order to develop effective design models and pedagogies. This dissertation contributes to scholarship on engineering design by addressing a critical, but as yet underexplored, problem: how does the context in which students design shape their design practices? Using a qualitative study comprising of video data of design sessions, focus group interviews with students, and archives of their design work, this research explored how design decisions and actions are shaped by context, specifically the context of higher education. To develop a theoretical explanation for observed behavior, this study used the "nested structuration" framework proposed by Perlow, Gittell, & Katz (2004). This framework explicated how teamwork is shaped by mutually reinforcing relationships at the individual, organizational, and institutional levels. I appropriated this framework to look specifically at how engineering students working on a course-related design project identify constraints that guide their design and how these constraints emerge as students interact while working on the project. I first identified and characterized the parameters associated with the design project from the student perspective and then, through multi-case studies of four design teams, I looked at the role these parameters play in student design practices. <br />This qualitative investigation of first-year engineering student design teams revealed mutual and interconnected relationships between students and the organizations and institutions that they are a part of. In addition to contributing to research on engineering design, this work provides guidelines and practices to help design educators develop more effective design projects by incorporating constraints that enable effective design and learning. Moreover, I found that when appropriated in the context of higher education, multiple sublevels existed within nested structuration\'s organizational context and included course-level and project-level factors. The implications of this research can be used to improve the design of engineering course projects as well as the design of research efforts related to design in engineering education.<br>Ph. D.

This case study investigated EFL assessment practices at one public and one private university to explore the support of assessment for English language learning (ELL) within the Vietnamese sociocultural context. Findings demonstrated the potential of assessment to engage students in learning; enhance their understanding of the learning objectives; and facilitate their learning reflection. Findings also identified strong influences of contextual factors such as teachers' language assessment literacy, high-stakes testing and institutional administrative policies on the practices of assessment for ELL. This study contributes to research on Assessment for Learning and EFL education at tertiary level in Vietnam and other similar sociocultural contexts.

O avanço das pesquisas sobre aprendizagem organizacional nas últimas décadas tem possibilitado o estudo do tema através de diferentes perspectivas. Aos tradicionais estudos cognitivistas e pragmáticos têm sido somados estudos menos utilitaristas, que procuram compreender a aprendizagem como um processo social e coletivo, não institucionalizado, mas dinâmico e presente nas práticas do cotidiano. Acompanhando estas linhas de pesquisa mais recentes, este estudo teve como objetivo compreender, sob a perspectiva da aprendizagem baseada em práticas e da teoria da estética organizacional, como ocorrem os processos de aprendizagem dos técnicos de enfermagem que atuam em um centro de material e esterilização – CME - de um hospital. Os sujeitos de pesquisa foram vinte e dois técnicos de enfermagem que atuavam no CME de um hospital, que concordaram em participar do estudo e assinaram termo de consentimento livre e esclarecido. O método de pesquisa escolhido foi a etnografia pela oportunidade de utilização da técnica da observação participante, a qual possibilita que o pesquisador se aproxime da realidade dos sujeitos obtendo um entendimento mais profundo dos fenômenos. A observação participante ocorreu durante seis meses e as visitas ao campo foram realizadas duas vezes por semana com suporte de diário de campo, fotografias e pesquisa documental. A análise interpretativa dos dados foi realizada durante todo o trabalho de campo e após a sua conclusão. Através da análise das práticas predominantes no cotidiano de trabalho do grupo pesquisado, foi possível compreender que a aprendizagem ocorria em ação, durante as rotinas de trabalho, às vezes sob o auxílio verbal de colegas mais experientes, às vezes apenas através da observação. Experimentando e praticando os profissionais testavam diferentes conexões de práticas até que, em uma negociação coletiva, encontravam aquelas que melhor atendiam as suas necessidades, (re) organizando, assim, o conjunto de práticas socialmente compartilhadas em um processo dinâmico e contínuo denominado knowing. Para desempenhar as tarefas do CME, os técnicos de enfermagem precisavam educar o corpo (inclusive as faculdades perceptivas da visão, tato e audição) e a mente, pois apesar de aparentarem predominantemente físicas, as tarefas exigiam um grande esforço cognitivo, principalmente em relação à atenção, memória, raciocínio rápido e senso de organização. A pesquisa apontou que o processo de aprendizagem dos técnicos de enfermagem que atuam no CME é um processo complexo e dinâmico, em que os saberes são constituídos nas práticas de trabalho impulsionados pelas necessidades do grupo as quais surgem no decorrer das rotinas de trabalho.<br>The advancement of research on organizational learning over the recent decades has stimulated approaches to this matter from different perspectives. Besides traditional cognitive and pragmatic studies, less utilitarian studies have sought to understand learning as a social and collective process - not institutionalized, but dynamic and present in everyday practices. Aligned with most recent lines of research, this study aims to account from a practices based learning perspective and on the organizational aesthetics theory, how the learning process of nursing technicians working in a hospital’s material and sterilization center (CME) takes place. The subjects were twenty-two nursing technicians working in a hospital’s CME, who agreed to participate in this research and signed a consent form. The method was ethnography, since it gives room for the participant observation technique, which enables the researcher to approach the subject’s to obtain a deeper understanding of the phenomena. Participant observation took place for six months, and field visits were conducted twice a week with data being collected from field journals, photographs, and documentary research. Interpretative analysis of the data was performed during field work and after its completion. By the analysis of prevailing practices in the group's everyday work, it was possible to understand that learning occurred along action, during routine work, sometimes with the verbal assistance of more experienced colleagues, sometimes just through observation. By experiencing and practicing, the professionals tested diverse practice connections until they could find, with collective bargaining, those that could meet their needs best, thereby (re) organizing the set of socially shared practices in a dynamic and ongoing process socalled knowing. In order to accomplish their tasks at the CME, nursing technicians needed to educate the body (including their perceptive faculties of sight, touch, and hearing) and mind, for despite appearing to be predominantly physical, the tasks required a great cognitive effort, especially regarding health care, memory, quick wit, and sense of organization. The research pointed out that the learning process of nursing technicians working in a CME is a complex and dynamic process, in which knowledge consists of working practices driven by collective needs arising from routine work.

Os estudos relacionados à Educação a Distância (EaD) têm aumentado consideravelmente e, apesar deste crescimento, a maioria permanece com foco em tecnologias, planejamento, metodologias ou gestão de cursos, geralmente conduzidos por meio de uma abordagem temática bem especifica. Estudos fundamentados sobre as percepções dos atores envolvidos em contextos de EaD e sua relação com as práticas adotadas, para o funcionamento das atividades de ensino em universidades acadêmicas e universidades corporativas, que elucidem a importância das pesquisas numa abrangência multidisciplinar ainda são incipientes. Essa tese tem, portanto, como objetivo principal compreender quais são as concepções e práticas que propiciam os processos de aprendizagem e de construção de conhecimento na modalidade de educação a distância em contextos acadêmicos e corporativos. A pesquisa parte de uma perspectiva multiparadigmática e foi conduzida em diferentes etapas: um estudo exploratório qualitativo, cuja coleta de dados ocorreu por meio da realização de 12 entrevistas pessoais com profissionais experientes e atuantes em cargos de gestão e docência em universidades acadêmicas, seguindo um roteiro semiestruturado; e um estudo exploratório descritivo que foi realizado por meio de observação assistemática em imersão realizada pela pesquisadora em uma empresa que capacita seus empregados através de uma universidade corporativa, onde foram utilizadas estratégias de registro em diários de campo, análise de documentos e aplicação de questionário a 48 empregados, para levantamento de informações acerca de suas impressões em relação aos cursos ofertados pela universidade (corporativa) da empresa. Também foram analisadas e transcritas entrevistas e depoimentos de outros profissionais atuantes nas áreas acadêmica e corporativa, divulgadas pela mídia e disponibilizadas no site Youtube. As informações coletadas nas diferentes fontes possibilitaram a triangulação dos dados, utilizada para obter maior respaldo da realidade, rigor e riqueza, importantes para auxiliar a construção do modelo da tese e propiciar melhor entendimento aos resultados do estudo, tornando-o mais consistente. Na análise de dados, foi utilizada a técnica de análise de conteúdo (Bardin, 2010). As entrevistas e o referencial teórico foram a base para entender as concepções e práticas dos processos de aprendizagem e de construção de conhecimento, possibilitando discorrer sobre os temas, bem como identificar as principais (concepções e práticas) que fazem parte dos cursos EaD em contextos acadêmicos e corporativos. Constatou-se que os sujeitos participantes deste estudo apresentam interpretações distintas acerca das funções das universidades acadêmicas e corporativas e ainda que sejam poucas as diferenças elencadas no entendimento dos processos de aprendizagem e de construção de conhecimento, são estas concepções que influenciam as práticas adotadas na realização e condução dos cursos EaD, seja em contextos acadêmicos ou corporativos. Espera-se, com este estudo, uma contribuição para que a educação a distância venha a se constituir efetivamente em uma inovação pedagógica e auxilie nos processos de reflexão do fazer pedagógico em geral, com o uso das tecnologias disponíveis na atualidade e em constante evolução.<br>Studies connected with distance-learning have considerably increased and, despite this increase, most of them remain focused on technologies, planning, methodologies or course management, usually conducted through a thematic approach and a specific context. Studies based on the perceptions of the actors involved in the practices adopted by them in teaching activities at academic and corporate universities, which may elucidate the importance of research about this theme, are still incipient. Therefore the main goal of this thesis is to understand the concepts and practices which provide the learning and construction processes in distance-learning in academic and corporate contexts. The research was carried out within a multi-paradigmatic perspective and was conducted in different steps: a qualitative study with a semi-structured plan, whose data collecting was through 12 interviews with professionals who are experienced and hold management and teaching positions in higher education courses offered in the distance-learning format; and a descriptive exploratory study, which was conducted through a nonsystematic observation in an immersion conducted by the researcher at a company which qualifies its employees through a corporate university. Diary entry strategies and a questionnaire applied to 48 employees to collect information about their impressions on the courses online offered by the company were used. Transcriptions of interviews and testimonials of other professionals who work in the academic and corporate area, which were divulged by the media and are available on Youtube were also used. The information collected from different sources made it possible to cross the data used in the thesis in order to reflect better the reality and show more consistency and richness, which are important to help build the thesis model and provide better understanding of the results of the study, making it more consistent. In the data analysis it was used the content analysis technique (Bardin, 2010). The interview and the theoretical reference were the basis to understand the concepts and practices in the processes of learning and building knowledge, making it possible to write about the themes as well as identify the main concepts and practices which are part of distance-learning courses in academic and corporate contexts. It was noticed that the participants in this study showed different interpretations of the role of academic and corporate universities. Although few differences were listed when understanding the processes of learning and building knowledge, these concepts are the ones that influence the practices adopted to carry out distance-learning courses. Whether academic or corporate ones. It is hoped that this study may contribute to consolidate distance-learning as a pedagogical innovation and may help to reflect on pedagogical practices in general through the use of present available technologies which are constantly developing.

Although the significant influence of lecturers’ beliefs on their practices in the classroom is well known, not much is known about teachers’ beliefs and the extent to which they influence reading instructional techniques (Woods, 2006). Furthermore, no comprehensive studies have been carried out in the context of Libyan universities, where lecturers in English are non-native speakers of the language and have only minimal resources and limited access to published research and scholarship regarding this topic. The present qualitative study aims to fill this gap in knowledge, considering contextual factors such as limited access to expert knowledge, a fixed curriculum, time restrictions and the isolation of lecturers, in an analysis of the beliefs that lecturers in English hold and the correspondence between these beliefs and their teaching practices. The study explores the factors that shape lecturers’ beliefs and examines the relationship between their beliefs and practices. Twenty-three unstructured observation sessions were conducted with male and female lecturers teaching English reading. Each class was observed 3 times, giving a total of 69 classes. In addition, semi-structured interviews were conducted with twenty male and female lecturers. The observation and interview data were analysed inspired by grounded theory. The findings revealed that lecturers held a variety of beliefs, and these did not always inform their practices in the classroom. This study provides a more in-depth understanding of the multifaceted relationship between what lecturers believe and what they practise regarding the teaching of English reading. The study acknowledges the themes of the differences and similarities between lecturers’ beliefs and practices, with observations such as ‘lecturers knew, but did not do’; ‘lecturers did, but were not aware that they did’; and ‘lecturers did, and they knew’. In addition, the study demonstrates that correspondence between beliefs and practices does not necessarily result in positive pedagogical consequences, while a lack of such correspondence may not have negative results. The research also reveals that, irrespective of the relationships between beliefs and practices, the underpinning rationales are linked to the complex relationship between lecturers’ beliefs and practices and a range of other factors. The findings of this study could be of benefit to both current and future EFL lecturers of reading and should also provide directions for further research in this field.

This research study attempts to analyze variables that influence the extent of faculty involvement in learning communities. A theoretical framework identifies three primary variable sets—faculty background, structural, and organizational/environmental.

Thesis (PhD)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT:Reform is one of the most controversial elements in higher education and has therefore attracted much attention from within the academic community and from outside. The present higher education scene is characterised by demands for transformation and change, not only in South Africa but in Africa and the developed countries as well. The pressures and demands for change come from outside the field of higher education as well as from within. Some countries have been involved in the process of change and transformation for a period of over thirty years, while others have just embarked on the route or still have to start the change process. The post-apartheid era has marked an era of profound change for South African higher education institutions with concomitant legislation to ensure the change process. If effective and successful transformation of higher education institutions and systems can take place in South Africa with new models of transformation and the effective integration of cultures and openness to change at all institutional levels, these models could be instructive not only to Africa but also to the rest of the world and to academic life universally. However, the demands for change worldwide indicates not only towards new legislation but also towards flexible approaches and new forms of institutional structures and leadership to accommodate the significant, rapid and fundamental changes taking place in higher education and the realisation that institutions of the future will be different from those of the past and the present. In this study the influence of organisational models are used to establish a conceptual framework towards the development of learning organisations. The study reflects on how these new types of organisations will influence higher education institutions as organisations. It also considers what will be expected of higher education institutions to become learning organisations. Learning organisations have special qualities and higher education institutions or teaching institutions do not automatically qualify as learning organisations. The promise of the new millennium provides the higher educationcommunity with the opportunity to take stock of their position and to find out if they possess the necessary skills and have the enabling structures to accommodate a new world. Becoming a learning organisation involves more than a paradigm shift for higher education institutions. It requires a revolution, a quantum leap towards individual recognition and growth, leadership development and empowerment and institutional learning. The Academic 'Process Leadership' Super structure provides the space, structure and process for higher education organisations to re-organise and re-create itself to fit the demands of a new world. An analysis of leadership, leadership development and institutional change in higher education institutions brought to the fore that these institutions have not been effective in providing programmes that develop leaders because they simply do not know what is necessary for effective leadership development. Institutions do not have an in-depth understanding of leadership and they have not enculturated leadership development as a core aspect and activity in higher education institutions. There is grave concern regarding the development of 'soft' people skills. The qualitative research investigation into the process of change towards learning organisations in higher education institutions indicate that there are profound problems in the areas of leadership, leadership development, people management and satisfaction, knowledge management and learning dynamics. These areas form the core aspects within the new structures, that of learning organisations. The insights gained from the process analysis of five higher education institutions indicate that the implementation of the academic leadership model as described in the study will provide individual leaders with the necessary leadership skills to fulfill their roles in the recreated empowered institutions. This process of leadership development, as indicated in the study, could enable institutions to become learning organisations.<br>AFRIKAANSE OPSOMMING:Die huidige konteks van hoer onderwys dui daarop dat verandering een van die belangrikste, maar ook mees kontroversiele aspekte aangaande die studieveld is. Die hoeronderwysomgewing asook hoeronderwysinstellings verkeer onder geweldige druk van beide binne en buite die akademiese gemeenskap om te verander. 'n Analise van die huidige stand van sake en konteks van hoeronderwysinstellings dui daarop dat verandering nie net in Suid-Afrika 'n faktor is en baie aandag geniet nie, maar dat Afrika sowel as die ontwikkelde lande ook onder geweldige druk verkeer om te transformeer. Sommige lande is al vir meer as dertig jaar betrokke by die proses van verandering. Dit wil egter voorkom dat sommige van die ander lande Of nog glad nie begin het nie 6f pas begin het met die proses van verandering en transformasie. Die tydperk na 1994 en die oorgang na 'n nuwe demokratiese regenng m Suid- Afrika was ook die begin van dramatiese verandering in die Suid-Afrikaanse hoeronderwysomgewing. Die kwessie van verandering is nie net in sekere nasionale beleidsdokumente aangespreek nie, maar ook in meegaande wetgewing. Indien Suid-Afrikaanse hoeronderwysinstellings in staat sou wees om nuwe modelle te kan akkommodeer en te kan verwesenlik terwyl hulle besig is met die transformasieen veranderingsproses, kan hierdie modelle van nut en van waarde wees, nie net vir Afrika nie, maar ook vir die ontwikkelde wereld en die internasionale hoeronderwysgemeenskap. Nuwe strukture en modelle kan ongelukkig nie net deur wetgewing daargestel word nie. Instellings sal toeganklik moet wees vir moontlike nuwe vorms van leierskap, leierskapsontwikkeling en die konsep van veranderde strukture om sodoende te kan aanpas by die eise van 'n voortdurend veranderende wereld en die geweldige impak wat verandering op hoeronderwysinstellings het. Hoeronderwysinstellings sal moet besef dat instansies wat op die toekoms gerig word nie kan vashou aan ou uitgediendemodelle nie. Toekomsgerigte modelle verskil van die huidige vorms, sowel as die van die verlede. Die invloed van organisasiemodelle op hoeronderwysinstellings verskaf konseptuele verwysingsraamwerke vir die ontwikkeling van nuwe begrippe en konsepte. Die konsepte help om rigting aan te dui en te bepaal wat van instansies verwag word om sodoende te kan verander na lerende organisasies. Dit is belangrik om kennis te neem dat lerende organisasies spesifieke eienskappe het en dat hoeronderwysinstellings nie sonder meer gereken en geklassifiseer kan word as lerende organisasies nie. Hierdie nuwe vorm van organisasiestruktuur sal 'n fundamentele invloed he op institusionele prosesse asook op die manier waarop instellings in die toekoms bedryf sal word. In die nuwe millennium sal hierdie paradigmaskuif die geleentheid aan hoeronderwysinstellings voorsien om nie net revolusioner te verander nie maar ook om 'n kwantumsprong te maak na die belangrike mens- en leervaardighede. Hierdie vaardighede is nie net noodsaaklik vir die ontwikkeling om 'n lerende organisasie te word nie, dit maak ook die kern uit van hierdie nuwe organlsaSles. Die proses van akademiese leierskap en leierskapsontwikkeling, soos wat voorgestel word in die model van die Akademiese Leierskapsproses Superstruktuur sal aan instellings die geleentheid bied om die noodsaaklike leierskapsvaardighede te ontwikkel. Dit sal ook die kreatiewe en innoverende omgewing skep wat dit vir hierdie soort organisasie strukture moontlik sal maak om nuut te kan ontwikkel en sodoende in staat sal stel om te kan herorganiseer binne 'n konteks van groter aanpasbaarheid. Hierdie kwalitatiewe studie en navorsingsanalise ten opsigte van leierskap, leierskapsontwikkeling en die proses van verandering en transformasie het aangedui dat hoeronderwysinstellings in Suid-Afrika nie effektief ontwikkel ten einde lerende organisasies te word nie. Die ondersoek dui daarop dat instellings nie die onderliggende elemente van die begrip "leierskap" verstaan nie. Leierskap en leierskapsontwikkeling maak tans nie deel uit van die huidige institusionele kultuur nie.

This thesis provides an understanding of Social Media monitoring as a business intelligence system and how a multinational corporation can use these processes to complement existing traditional feedback processes. The purpose of this thesis is to provide the reader with a literature review of Social Media and Social Media monitoring, and an exploratory study of Social Media monitoring practices within a multinational corporation looking to integrate these systems. The chosen research strategy is a case study with single-case embedded analysis. The case company used for this practice is Volvo Construction Equipment Region International with headquarters in Eskilstuna, Sweden. In order to receive a more in-depth understanding from our respondents, the qualitative method was selected. The theoretical framework chapter discusses five major research areas including Customer Relationship Management, Social Media and Social Media monitoring, Intelligence, knowledge management and organizational learning. The empirical evidence chapter has been divided into two sections: internal findings and external findings. The internal findings focus on Volvo Construction Equipment Region International and the company‟s current feedback process. The external findings focus on the comparison between Social Media monitoring companies. The analysis links together the internal and external findings from the empirical section and also draws references to the theoretical framework. The conclusion of this thesis states how a multinational corporation can add value to current feedback processes through the use of Social Media monitoring. This is reached through addressing the purpose of this thesis and answering the main research question and the sub research questions. Social Media monitoring can add value to current feedback processes through reducing time, fostering customer relationships, increasing flexibility, and receiving feedback from non-customers. Social Media monitoring when used effectively, can act as a complement to traditional customer feedback collection methods. Recommendations are made specifically for Volvo Construction Equipment Region International and are based upon an entry strategy with Social Media monitoring. Since this thesis was written within a limited time period, further research areas are presented at the end of the work.

The last years, libraries and information centers, as well as other organizations are attempting to survive in a knowledge-driven society. Moreover, they are called upon to redefine their structure and management processes in order to increase their competitive advantage through their learning capability and their knowledge assets. Knowledge has become their core element that contributes to the development and improvement of their services through knowledge management (KM) initiatives, connected with knowledge assets creation, sharing, and exploitation. This study is a qualitative research that has been conducted in NTUA Central Library with main research object the Department of Information and Users’ Services. The study examines the knowledge management (KM) perception in the Department and by extension, the library. It aims to identify the adopted KM practices, investigate the KM process through knowledge creation and sharing, collaboration and communication among employees and external collaborators and finally, to propose new methods and techniques through a KM strategy, for improving the Department and library’s internal operation and services provision. The study’s goal is to present the current situation of one of the biggest Greek academic libraries regarding KM initiatives and to draw attention on the academic libraries’ changing role in the new digital era and the opportunities that KM provides them to participate in the knowledge-based economy and the knowledge-based society. The importance of this study lies on the fact that few researches have been conducted in Greek academic libraries and the results have presented that they demonstrate little attempt to adopt KM practices and rather, to establish a clear KM strategy. In this context, the study is trying to clarify the importance of focusing on people as libraries’ knowledge resource connected with their knowledge and experience, which defined as “intellectual assets” that need to be recorded, classified, updated and definitely shared, in order to become searchable and accessible. It is a case study, conducted through an interpretive approach, following a holistic ethnography tradition. The research methods used for the data collection were the methods of participant observation and semi-structured interviews. The data collected have been analyzed through the six (6) phases of the thematic analysis, while methods data validation have been used to ensure their reliability. In conclusion, the study presents results connected with the Department’s knowledge specification (tacit and explicit), the process of knowledge sharing by mentioning the people involving, the methods and tools. Furthermore, the weaknesses the Department faces are presented regarding employees’ involvement – mostly connected with communication and collaboration – and the systems and resources management. Finally, the anticipated future challenges are presented and analyzed, as defined by the library’s role, the employees’ role and the KM role.

The purpose of this study is to examine what happens when design thinking is used to create a leadership development program, increase leadership competencies, and participants perceptions of design thinking. This study uses action research to examine the experiences and design thinking to create a leadership program in a formal hierarchical. This study collected data during a two-cycle action research process. The findings from this study revealed that design thinking can be used to create a formal leadership development program. The ability to use design thinking’s human centered design can also help increase the leadership competencies of trust and collaborations. Additionally, despite early concerns participants enjoyed using design thinking in this study yet concerns remain about adopting it into core work. These findings have important implications for formal organizations exploring the ability to increase leadership development programs, leadership competencies, and organizational innovation.

Twenty-first century schools are complex organizations that serve individual students’ needs while meeting accountability and assessment demands. Effective leadership balances these diverse responsibilities through collective work of the shareholders in order to assure high levels of learning for all. This qualitative study examined Response to Intervention (RTI) implementation in two high performing high schools in Kentucky. Both schools were classified as distinguished on the 2014-15 Kentucky School Report Card. One school has a long-standing tradition of high performance. The other school’s journey to high performance involved moving from a Needs Improvement School to a School of Distinction. The 4-D Appreciative Inquiry (AI) Theory was used to explore the collective leadership practices of the two high schools. Data collection instruments and protocols followed the four AI phases (discover, dream, design, and deliver). Data were collected through observations, site visits, artifact reviews, individual interviews and and focus groups. The effective schools characteristics, RTI core traits, and collective leadership practices provided the context for the study design. In studying the RTI implementation process, evidence of effective schools characteristics, RTI core traits, and collective leadership practices were observed. Both schools focused intentionally on core instruction as an integral part of the RTI implementation process. The data concluded that the schools continue to make progress in meeting more students’ needs. Both schools have strategic plans to discover, dream, design, and deliver new ways to maximize the collective strengths of the school community. Evidence of each phase of AI emerged in the stories, conversations, and artifacts at both schools.

Esse estudo teve por objetivo compreender os processos de aprendizagem a partir das práticas de produção teatral dos espetáculos teatrais de uma organização não governamental à luz da perspectiva cultural. Desenvolveu-se uma pesquisa de natureza qualitativa, utilizando as técnicas de entrevista em profundidade com roteiro semiestruturado, entrevistas semiestruturadas, entrevistas informais, observação participante, grupo focal e pesquisa documental para coleta de dados. A observação participante envolveu 13 meses de pesquisa de campo, com suporte de anotações em diário de campo, fotografias, vídeos e registros sonoros. Os registros foram decorrentes de momentos formais e informais, quando realizou-se as distintas entrevistas, grupos focais, acompanhamento de ensaios, apresentações dos espetáculos, reuniões, festas e gravações de videotapes, com coleta de dados espontâneas realizadas com profissionais dos elencos do Projeto Vida Urgente no Palco da Fundação Thiago de Moraes Gonzaga. Também foram pesquisados documentos, tais como: folders, flyers, banners, propagandas, material didático, vídeos, manual de descrição de cargos, organogramas, organização de itinerários de apresentações, fichas de avaliação das escolas etc. Para realizar o tratamento e a interpretação dos dados coletados, utilizou-se a análise interpretativista. Entre os principais resultados encontrados tem-se: sob a ótica dos membros do Projeto Vida Urgente no Palco, pôde-se compreender que esses entendem a produção teatral de forma difusa e associada, predominantemente, ao trabalho do produtor teatral. Além disso, percebe-se uma confusão entre os termos produção teatral, produção cultural e produção artística. Sobre as práticas de produção teatral, foi possível identificar que nessa organização ela ocorre em três fases distintas: a pré-produção, a produção e a execução. Os profissionais envolvidos nessas etapas variam de ano para ano, no entanto, as tarefas costumam ser divididas e realizadas coletivamente. Todos entendem como elementos que identificam e diferenciam o trabalho do Projeto Vida Urgente no Palco: a preocupação em passar a mensagem, a maneira tradicional de pensar uma montagem de teatro, ou seja, vinculada ao texto; não haver muito espaço para criação de personagem; ser um processo coletivo e colaborativo. Percebeu-se que suas práticas eram permeadas de momentos de humor, descontração, colaboração, interações e compartilhamento de conhecimento tácito. As práticas de produção teatral também permitiram visualizar momentos de justaposição de ordem e desordem – preservação e inovação ocorrendo simultaneamente – principalmente em função da escolha do campo de estudo (Fundação Thiago de Moraes Gonzaga), que atua há mais de 10 anos por meio do teatro. Em função desta organização trabalhar há bastante tempo com espetáculos, houve a possibilidade de encontrar uma cultura e um know-how próprios, que a diferencia das demais, e, por isso, encontrou-se várias linguagens comuns como ações rotineiras e artefatos materiais compartilhados que permitiram examinar a fecunda tensão entre aprender e organizar. Em relação à aprendizagem dos membros do Projeto Vida Urgente no Palco, pôde-se encontrar como principais processos a aprendizagem na prática, aprendizagem de um ofício, embora também tenham apontado outros processos de aprendizagem que possibilitaram desenvolver o conhecimento sobre seu trabalho, tais como: aprender com experts, aprender observando, aprender pela troca, aprender em cursos, aprender sozinho, aprender com os próprios erros, aprender pela reflexão e aprender resolvendo problemas. Dentre os principais momentos e facilitadores de aprendizagem, destaca-se a justaposição de ordem e desordem pela prática do humor e da improvisação, manutenção versus inovação.<br>This study aimed to understand the learning processes from the practices of theatrical stage production of a non-governmental organization in light of the cultural perspective. A qualitative research was developed using techniques of in-depth interviews with semi-structured script, interviews with semi-structured script, informal interviews, participant observation, focus groups and documentary research for data collection. Participant observation involved 13 months of field research, with support of daily field notes, photographs, videos and sound recordings. The records were a result of formal and informal moments, when different interviews, focus groups, rehearsals, performances of the plays, meetings, parties and recordings of videotapes were carried out, with spontaneous data collection by professionals of the team of the project Vida Urgente on the Stage of the Thiago de Moraes Gonzaga Foundation. Were also analyzed documents such as: folders, fliers, banners, advertisements, teaching material, videos, manual of job descriptions, organization charts, organization and schedule of performances, evaluation reports of the schools, etc. Interpretative analysis was used to conduct the processing and interpretation of the data collected. Among the main results we have: from the perspective of members of the Project Vida Urgente on Stage, we understood that they see theater production in a diffuse and associated manner, predominantly, related to the work of theatrical producer. Furthermore, we perceived confusion between the terms theatrical production, cultural production and artistic production. On the practices of theatrical production, it was possible to identify that in this organization it occurs in three distinct phases: pre-production, production and performance. The professionals involved in these phases vary from year to year, however, the tasks are usually divided and accomplished collectively. Everyone understands as elements that identify and distinguish the work of the project Vida Urgente on the Stage: the concern in getting the message out, the traditional way of thinking a theatrical set-up, i.e., connected to the text; the lack of room for character creation; that it is a collective and collaborative process. It was noticed that their practices were permeated by moments of humor, fun, collaboration, interaction and sharing of tacit knowledge. The practices of theatrical production also allowed us to visualize moments of juxtaposition of order and disorder - preservation and innovation occurring simultaneously - mainly due to the choice of the field of study (Thiago de Moraes Gonzaga Foundation), which has operated for over 10 years through theater plays. Since this organization works for a long time with performances, it was possible to find a singular culture and know-how, which differentiates it from others, and therefore we found several common languages as shared routine actions and material artifacts that allowed us to examine the fruitful tension between learning and organizing. Regarding the learning process of members of the project Vida Urgente on Stage, we could find as the main one learning in practice, learning a profession, but they also have pointed other learning processes that enabled the development of knowledge about their work, such as: learning from experts, learning by watching, learning by exchanging, learning in courses, teaching yourself, learning from their own mistakes, learning through reflection and learning by solving problems. Among the key moments and facilitators of learning, we highlight the juxtaposition of order and disorder through the practice of humor and improvisation, maintenance versus innovation.

Due to an increased importance for organisations to act according to ethical leadership, we identified the need to extend the perspective of how ethical leadership practices are developed, enhanced and spread among leaders horizontally. Since previous literature has focused on ethical leadership from a top management perspective, it is of interest to examine how ethical leadership is discussed and practised among middle managers as they encounter ethical dilemmas to a greater extent. By conducting a qualitative content analysis of interviews and documents, we declare a case study on middle managers in a tech company. Suggesting social learning as a proper lens to investigate our issue, we found that middle managers learn ethical conduct prominently via identification and knowledge sharing including feedback and reflection. By identifying important elements of ethical leadership, we could further interpret what practices were spread and reinforced among mid-level managers. These were the ability to be transparent, authentic, available and to value diversity, inclusion, and risk-taking for the sake of employees. However, it was evident that the horizontal learning of ethical conduct occurs in a reactive manner, triggered by events in a complex web of social learning. Therefore, in order for ethical leadership to regularly be learnt between the middle managers, a formal structure and the ethical culture can reinforce the way in which ethical leadership practices are spread horizontally.

Using certain practices for managing projects is a critical factor in successfully executing projects. For a firm where there are few set practices by the organization for managing projects, project managers have to create their own practices with varying degrees of success. Experienced project managers often have had plenty of time to develop fully functioning practices whereas new project managers struggle to find any practice to use. This thesis examines how learning from previous projects at Saab Dynamics can improve the project management practices project risk management and intra-project communication. Further, this thesis proposes how Saab Dynamics can improve continuous risk management and intra-project communication.  A qualitative approach is utilized for this thesis where the data is collected from five separate interviews with project managers from various development projects at Saab Dynamics. The result from the interviews partly contains successful practices used by project managers, such as how to integrate sub-projects or how to manage risks continuously, but also highlights issues for the projects. These findings are analyzed by applying relevant research from the fields of learning in project-based organizations, project risk management and intra-project communication which resulted in a discussion and conclusion providing various recommendations for Saab Dynamics to improve each project management practice.  Key findings include that functions are needed to facilitate learning and how post-project reviews need to be structured to transfer tacit knowledge into explicit knowledge, where focus needs to be on documenting using stories. Further, this thesis utilizes a model for risk maturity with five steps where only the top two allow for continuous risk management. To progress to these steps the importance of building a risk culture is recognized where the issue is in communicating the set process of risk management to project managers. Here, having a risk manager is identified as important. Intra-project communication focuses on the areas of information distribution, sub-project integration and communication planning. It was found that the information distribution needs to be balanced between forced and voluntary communication. Moreover, five mechanisms for integration are covered where some are more important for complex projects and some during high uncertainty. Lastly, a model for a communication plan is presented.

Submitted by Liliane Ferreira (ljuvencia30@gmail.com) on 2018-07-13T14:26:01Z No. of bitstreams: 2 Dissertação - Manfred Schaitl - 2018.pdf: 3934705 bytes, checksum: 52065df61ff59932820f5986a68e305f (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5)<br>Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2018-07-17T13:25:09Z (GMT) No. of bitstreams: 2 Dissertação - Manfred Schaitl - 2018.pdf: 3934705 bytes, checksum: 52065df61ff59932820f5986a68e305f (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5)<br>Made available in DSpace on 2018-07-17T13:25:09Z (GMT). No. of bitstreams: 2 Dissertação - Manfred Schaitl - 2018.pdf: 3934705 bytes, checksum: 52065df61ff59932820f5986a68e305f (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2018-06-25<br>On the necessity of IFES to adjust expenses as electricity consumption with increasingly scarce resources, this dissertation aimed to see whether information presented to users of electrical installations of a IFES might change the behavior of using artificial air conditioning appliances by checking the defining cultural practices of consumption patterns to propose alternative management approach. The development of experimental work through two specific approaches that formed two articles that will be described in this dissertation as chapters. In the first chapter 1 it was noted specifically if information provided with verbal stimuli, as independent variables, exerted control in electric energy consumption behavior of populations of three buildings with administrative functions in an IFES. The method consisted of the application of three arrangements of verbal stimuli, as independent variables, in a randomized setting "A-B-A-C-A-D-A". The dependent variable to capture changes in the behavior of electricity consumption was the daily measurement input over 14 weeks of experimentation. The discussion of the results pointed to the insensitivity of the groups to verbal stimuli presented calling for reflection on the relationship of managerial practices with the behavior. The second article, described in Chapter 2, complete the research pointing out the contextual boundaries that defined the characteristics of the surveyed population samples of where were observed aspects that might evoke the absence of management practices of support for the behavior of electrical energy conservation survey groups. The method consisted in the application of questionnaires that through an exploratory analysis defined consumer perception indicators, sustainability, communication and interaction. The application of statistical analysis sets in data substantiate the discussion of indicators signaling the absence of contingencies that might support, the groups surveyed, reinforce the behavior for conservation of electrical energy. The research proposed that managerial practices are applied as contingencies support for effective intervention programming in order to increase the sensitivity of communities the organizational information that evoke verbal stimuli as the rules for the effective conservation of electrical energy.<br>Diante da necessidade das IFES de adequar despesas como o consumo de energia elétrica com os recursos cada vez mais escassos, esta dissertação teve como objetivo observar se informações apresentadas a usuários de instalações elétricas de uma IFES puderam alterar o comportamento de uso de aparelhos de climatização artificial verificando as práticas culturais definidoras dos padrões de consumo para daí propor alternativas de abordagem gerencial. O desenvolvimento do trabalho experimental se deu através de duas abordagens especificas que formaram dois artigos que serão descritos nesta dissertação como capítulos. No primeiro capítulo 1 verificou-se especificamente se informações estipuladas com estímulos verbais, como variáveis independentes, exerciam controle no comportamento de consumo de energia elétrica das populações de três prédios com funções administrativas em uma IFES. O método consistiu na aplicação de três arranjos de estímulos verbais, como variáveis independentes, em uma configuração de delineamento "A-B-A-C-A-D-A". A variável dependente para captura de alterações do comportamento de consumo de energia elétrica foi a medição diária deste insumo ao longo de 14 semanas de experimentação. A discussão dos resultados apontou para a insensibilidade dos grupos aos estímulos verbais apresentados chamando para a reflexão a relação de práticas gerenciais com o comportamento. O segundo artigo, descrito no capítulo 2, completa a pesquisa apontando as delimitações contextuais que definiram as características das amostras populacionais pesquisadas de onde foram observados aspectos que puderam evocar a ausência de práticas gerencias de suporte para o comportamento de conservação da energia elétrica nos grupos de participantes da pesquisa. O método consistiu na aplicação de questionários que através de uma análise exploratória definiu indicadores de percepção de consumo, sustentabilidade, comunicação e interação. A aplicação da análise estatística de moda nos dados fundamentou a discussão dos indicadores sinalizando a ausência de contingências de suporte que pudessem, nos grupos pesquisados, reforçar o comportamento para a conservação de energia elétrica. A pesquisa propõe que práticas gerenciais sejam aplicadas como contingencias de suporte para a programação de intervenções efetivas no sentido aumentar a sensibilidade de comunidades organizacionais a informações que evoquem estímulos verbais como as regras para a efetiva conservação de energia elétrica.

Submitted by Tatiana Lima (tatianasl@ufba.br) on 2016-06-10T19:04:53Z No. of bitstreams: 1 Silva, Elivânio Moreira da.pdf: 1272072 bytes, checksum: 4fbb0d22ba5428d247cfcf5e6a1d61e7 (MD5)<br>Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2016-07-05T20:02:37Z (GMT) No. of bitstreams: 1 Silva, Elivânio Moreira da.pdf: 1272072 bytes, checksum: 4fbb0d22ba5428d247cfcf5e6a1d61e7 (MD5)<br>Made available in DSpace on 2016-07-05T20:02:38Z (GMT). No. of bitstreams: 1 Silva, Elivânio Moreira da.pdf: 1272072 bytes, checksum: 4fbb0d22ba5428d247cfcf5e6a1d61e7 (MD5)<br>A presente pesquisa teve como objetivo geral identificar quais são as práticas de aprendizagem vivenciadas nas Escolas de Educação Profissional do Ceará, explicitando quais são as mais identificadas e praticadas, e consequentemente quais as que ainda não são tão desenvolvidas. E, mais especificamente, os objetivos foram: i) identificar as principais dimensões de análise da gestão relacionadas à aprendizagem organizacional no contexto da educação profissional; ii) desenvolver processo de identificação de boas práticas de gestão da aprendizagem organizacional no programa de educação profissional do Ceará; iii) desenvolver modelo de difusão de Boas Práticas de Gestão na educação profissional no estado do Ceará. Optou-se como metodologia uma pesquisa tipo explicativa, dentro do contexto funcional das escolas de educação profissional do Ceará. Os sujeitos foram diretores de cinquenta e quatro escolas, pesquisados por meio de questionários enviados por email através de link e aplicados pela ferramenta survey monkey. O estudo, em seu referencial teórico, buscou uma visão geral sobre a aprendizagem organizacional, dentro do contexto das instituições como um todo, incluindo ambientes organizacionais não somente no contexto educacional. Os dados coletados foram analisados após elaboração de quadros e gráficos que demonstrassem através de números as respostas encontradas. Foram feitas análises descritivas, comparativas e interpretativas dos mesmos. Após análise dessas dimensões concluiu-se, resumidamente, que existem boas práticas de aprendizagem organizacional dentro das escolas de educação profissional, e precisa ser dada mais ênfase as mesmas como forma de disseminação entre toda a rede de escolas estaduais. Espera-se que as discussões e os resultados desse trabalho não se restrinjam somente aos sujeitos da pesquisa, servindo também para os estudos na área de práticas administrativas em ambientes institucionais que não sejam escolares. This research aimed to identify what are the learning practices experienced in Schools of Professional Education of Ceará, explaining what are the most identified and practiced, and therefore which ones are not as developed. And more specifically, the objectives were: i) identify key management analysis dimensions related to organizational learning in vocational education; ii) to develop the process of identifying good management practices of organizational learning in the professional education program of Ceará; iii) develop diffusion model of Best Management Practices in vocational education in the state of Ceará. It was chosen as an explanatory type research methodology within the functional context of vocational education schools of Ceará. The subjects were directors of fifty-four schools, surveyed through questionnaires sent by email through link and implemented by the monkey survey tool. The study, in its theoretical framework, sought an overview of organizational learning within the context of the institutions as a whole, including organizational environments not only in the educational context. The collected data were analyzed after preparation of charts and graphs to demonstrate by numbers the solutions. Descriptive, comparative and interpretive analyzes were made of the same. After analysis of these dimensions was completed , briefly , that there are good organizational learning practices within the professional schools of education , and must be given more emphasis the same as a way to spread among the entire network of state schools. It is expected that the discussions and the results of that work are not restricted only to the research subjects, also serving for studies in the area of administrative practices in institutional settings other than school.

This study focuses on two roll-outs of a, year-long National Qualification Framework (NQF) level 5, environmental education learnership in South Africa and attempts at enhancing collaborative learning at workplaces using a familiar social networking site called Facebook. This study uses the Facebook group sites created for the workplace course component of the course as one of the means of data collection. Additional interviews and focus groups with learners and administrators on both Environmental Education Training and Development Practices (EETDP) courses also informed the study. The study is located within the context of the rise of the information age, its effects on socio-ecological landscape at large and ways of using social networking sites in order to facilitate scaffolding and meaning making within zones of proximal development for environmental education learnerships. It also looks at the model of apprenticeship and workplace based learning as it is broadly located at the nexus of the SAQA-led academic inquiry into workplace based learning and professional development. It was found that the use of Facebook on the EETDP learnership allowed for collaborative learning to take place between peer to peer interactions as well as between tutors and learners. It was also noted that scaffolding processes requires both technical assistance and strong instructional input from course tutors. One of the most important findings in terms of collaborative learning and engaging within the Zone of Proximal Development (ZPD) was that learners were able to communicate more effectively and freely with both fellow learners and tutors on course after participating on the Facebook group sites. The study offers recommendations on how a social networking platform like Facebook can be utilised effectively for environmental education. The study recommends that scaffolding of workplace based tasks and concepts needs to be better integrated with the course and in both online and offline interactions between learners. It also illustrates how social networking sites can become powerful tools for creating meaning making when combined with course work.

Conselho Nacional de Desenvolvimento Científico e Tecnológico<br>This research aims to identify and characterize the main evolution of Management Organizations according to the Gaucho Program of Quality and Productivity, Level II - Towards Excellence, developing an examination of the main learning practices used in recognized organizations which have the Quality Award RS. This issue has an extreme importance to the award granting, which assures a good performance and maintain the survival of the business. As regards the research method, this study can be characterized as descriptive, predominantly qualitatively. Its approach was based on a study case, whose unit of analysis was considered from the universe of winner companies of the Trophy Gold Award Quality of RS. As a basis of research, the theme organizational learning in literature and its applying on Criteria for Excellence in the National Quality Awards were discussed together with the Gaucho program of Quality and Productivity. The implementation of this study has been performed through the adoption of a conceptual model for verification of organizational learning developed by Guaragna (2004). In consequence, the Report of Management was analyzed and the coordinators of the Management System of two companies, recognized by submitting processes cross outlined in a structure, were interviewed. This approach allows the occurrence of practices of organizational learning that are on course in the follow organizations: Centro Tecnológico de Mecatrônica SENAI and Medianeira Transportes Ltda. Based on the study, it is supposed that the learning can be understood as a process with specific characteristics, in which leaders have a key function in its achievement, occurring by meetings of critical analysis, preparation or revision of the Strategic Planning and benchmarking with companies in the same segment. Finally, it is suggested that further researches should be developed in order to verify the effectiveness of the practice of organizational learning and the competitive gap created to the organizations by the Quality Award RS in its different modalities.<br>A presente pesquisa tem como objetivo principal identificar e caracterizar a evolução da Gestão de Organizações de acordo com o Programa Gaúcho da Qualidade e Produtividade, Nível II - Rumo a Excelência, por meio do exame das principais práticas de aprendizagem utilizadas nas organizações reconhecidas com Prêmio Qualidade RS, visto ser esse tema fundamental à concessão da referida premiação, à sobrevivência e ao desempenho empresarial. Quanto ao método de pesquisa, este estudo pode ser caracterizado como descritivo, predominantemente qualitativo, a sua abordagem baseou-se em um estudo de caso, cuja unidade de análise considerada foi extraída do universo de empresas ganhadoras do Troféu Ouro do Prêmio Qualidade RS. Como forma de pesquisa, buscou-se identificar o tema aprendizado organizacional na literatura e sua abordagem nos Critérios de Excelência do Prêmio Nacional da Qualidade, concomitantemente ao Programa Gaúcho da Qualidade e Produtividade. A execução deste estudo deu-se por meio da adoção de um modelo conceitual para verificação do aprendizado organizacional desenvolvido por Guaragna (2004) e, mediante análise do Relatório de Gestão e entrevista com os coordenadores do Sistema de Gestão de duas empresas reconhecidas por apresentarem processos delineados e uma estrutura interfuncional, que possibilita a ocorrência de práticas de aprendizagem organizacional que estejam em decurso nas organizações: Centro Tecnológico de Mecatrônica SENAI e Medianeira Transportes Ltda. Com base no estudo, sugere-se que o aprendizado possa ser entendido como um processo com características específicas, nos quais as lideranças têm papel fundamental na sua implementação, ocorrendo por meio de reuniões de análise crítica, elaboração ou revisão do Planejamento Estratégico e, benchmarking com empresas do mesmo segmento. Por fim, sugere-se que pesquisas futuras sejam realizadas com o intuito de verificar a eficácia das práticas de aprendizagem organizacional, bem como o diferencial competitivo gerado às organizações, pelo Prêmio Qualidade RS nas suas diferentes modalidades.

As the bulk of medical health records shift from paper-based file systems to electronic formats, the promise of the transformation process called healthcare reform included adding efficiencies to medical practice workflows, lower costs, improved quality of care and most important, and the freeing of patient information from traditional propriety silos. With this incoming largess of protected health information data now viewable through online patient portals, patients can be empowered to become educated and active in their own health care decisions, but only if they have admission to their information. A digital divide currently exists in many medical practices where only a very few patients have access to their personal health information. The primary goal was to facilitate organizational change needed for physician-managed practices to increase patient adoption and meaningful use of patient portals for secure communication, wellness education, review of labs and other tests, and receipt of clinical summaries. The methodology utilized the appreciative inquiry 4-D model as the underlying basis of three phases: Phase 1-fundamental study, Phase 2-strategic action plan, and Phase 3 supporting organizational change. The physicians or providers in independent medical practices are the key determinate of the organizational workflows. The results have added significantly to the understanding of organizational change as related to patient engagement and the adoption and meaningful use of patient portals in independent physician-managed clinics. As medical practices and their physician leaders raise patient portal workflow processes to a higher level of importance, it is expected that patients will begin to adopt these procedures as their preferred methods and bring about a change in the patient-provider relationship.

This reflective analysis of the Emirati public policy process (PPP) cycle and implications of uneven application of new public management (NPM) paradigms in the UAE offers insight into the way that public administrations develop, learn, evolve, and cope with new challenges during the policy development process. The author also assesses the relationship between organizational learning and organizational practices, to generate practical knowledge and experience that is translated into recommendations that will benefit UAE government organizations, and indeed any public sector organization in the Gulf Region. Inside action research was chosen to emphasize the author's dual role as both a researcher and a participant. As an advisor to both the Ministry of the Interior (MOI) of the UAE and the Abu Dhabi Police (ADP), the author helped both organisations improve their PPP experiences while researching the challenges, learning, and adaptations which occurred while policy was being developed within the MOI. The author generated data through reflective memos, informal interviews, and document analysis, and presents her findings in terms of both academic findings and practice-oriented recommendations. The author primarily found that new models were necessary to reflect the highly flexible and authority-oriented UAE PPP cycle. The author also explored how cultural understandings led to challenges with NPM and learning in the UAE public administration, hindering policy development. Finally, the author found that her own position, as a female expatriate in the Emirati government, allowed for some valuable reflection about experience of serving in a Global South public administration.

O presente trabalho tem como tema a aprendizagem organizacional em cursos superiores de tecnologia. Estes cursos são o centro da educação profissional em nível superior no Brasil. Eles foram reformatados, no início da década de 2000, com a prerrogativa de atender demandas mais atuais do setor produtivo e a de ampliação do acesso à educação superior. Desta forma, entendese que os cursos de formação de tecnólogos devem ser frequentemente revistos, redesenhados e reorganizados, garantindo a adequação às necessidades do mercado em constante transformação, pressupondo constante aprendizagem organizacional. Neste contexto, o objetivo geral desta tese foi de analisar práticas que são atecedentes para a aprendizagem organizacional em cursos superiores de tecnologia (tecnólogos), identificando resultados de aprendizagens organizacionais de ciclos simples e duplo e avaliando os resultados destas aprendizagens nos indicadores do MEC (SINAES). Como objetivos específicos, buscou-se: a) identificar práticas que contribuam para processos de aprendizagem organizacional em cursos superiores de tecnologia; b) identificar outputs de aprendizagens organizacionais produtivas de ciclos simples e duplo em cursos superiores de tecnologia; c) relacionar as práticas que contribuem com os processos de aprendizagem nos cursos com os outputs de aprendizagens organizacionais produtivas de ciclos simples e duplo e o desempenho do curso nos indicadores do SINAES. Para atender estes objetivos, foi desenvolvida base teórica sobre aprendizagem organizacional e sobre a educação profissional em nível superior no Brasil, que culminou em um modelo teórico com com três macro hipóteses. A pesquisa foi realizada em duas fases distintas. A primeira fase teve abordagem qualitativa, baseada em entrevistas com coordenadores de cursos, e buscou indentificar as práticas que contribuiem para processos de aprendizagem organizacional e seus outputs, delineando variáveis e servindo de base para a construção de instrumento de coleta de dados quantitativos. A segunda etapa de pesquisa foi uma survey, tendo como respondentes professores de cursos superiores de tecnologia. Foram recebidas 292 respostas, que formaram a base de dados para análises estatísticas multivariadas. Foi realizada análise fatorial exploratória, que objetivou purificar o modelo e validar o instrumento de coleta de dados, e utilizou-se modelagem de equações estruturais para teste das hipóteses formuladas. Os resultados mostram sete antecedentes para aprendizagem organizacional. Estes impactam em resultados, seja com outputs de aprendizagem organizacional, seja em resultados dos cursos no sistema de avaliação do MEC. As relações mais fortes estão entre: a) as práticas decorrentes do SINAES e as aprendizagens de ciclos simples e duplo; b) as reuniões informais entre os professores e os resultados nas avaliações do curso; c) as parcerias com empresas e organizações e as aprendizagens de ciclo simples; e d) o contato com profissionais não acadêmicos e o desempenho dos estudantes no ENADE. Como contribuição teórica, a presente tese apresenta um framework para estudo da aprendizagem organizacional no ambiente educacional brasileiro, em especial na educação profissional em nível superior.<br>Submitted by Ana Guimarães Pereira (agpereir@ucs.br) on 2016-07-07T19:29:41Z No. of bitstreams: 1 Tese Nilson Varella Rubenich.pdf: 9100101 bytes, checksum: bc0cad16629b487f2b611e15a0ebae11 (MD5)<br>Made available in DSpace on 2016-07-07T19:29:41Z (GMT). No. of bitstreams: 1 Tese Nilson Varella Rubenich.pdf: 9100101 bytes, checksum: bc0cad16629b487f2b611e15a0ebae11 (MD5) Previous issue date: 2016-07-07<br>The theme of this research refers to organizational learning in higher vocational education programs in Brazil, denominated as Cursos Superiores de Tecnologia. They constitute the main type of professional higher education in Brazil and were redesigned in the early 2000, with the prerogative to meet most current demands of the productive sector and to expand access to vocational higher education. In this context, those vocational oriented programs must be frequently revised, redesigned and reorganized, ensuring the adequacy to the needs of the changing market, assuming constant organizational learning. In this context, the general objective of this thesis is to examine the practices that contribute to organizational learning in Brazilian higher vocational programs, identifying organizational learning results from single and double loop cycles and evaluating the results through the indicators of the Brazilian education ministry (MEC). The specific objectives are: a) to identify the practices that contribute to organizational learning processes in higher education vocational programs; b) to identify the outputs of the productive organizational learning of single and double loop cycles in higher education vocational programs; c) to correlate the practices that contribute to the learning processes in the programs with the outputs of productive organizational learning of single and double loop cycles with the current performance in indicators of MEC. To meet those objectives, a theoretical research was developed on the themes of organizational learning and on vocational higher education in Brazil, which culminated in a theoretical model including three macro hypotheses. The research was conducted in two distinct phases. The first phase had a qualitative approach, based on interviews with programs coordinators, and sought to identify practices that contribute to the organizational learning processes and their outputs, outlining sub-hypotheses and serving as a basis for the construction of a quantitative data collection instrument. The second phase of research was a survey, where professors from those programs acted as respondents. A total of 292 responses were received, which were the basis of a multivariate data analysis. An exploratory factor analysis was performed, which aimed to purify the model and validate the data collection instrument. A structural equation modeling was conducted to test the formulated hypotheses. The results show that the seven identified antecedents that contribute to organizational learning had an impact on the results, either with outputs of organizational learning or in results of the programs in the MEC evaluation system. The strongest relationships are between: a) the practices about MEC indicators and the learning of single and double loop cycles; b) the informal meetings between the teachers and the evaluations results of the program; c) the partnerships with companies and organizations and the learning of single loop cycle; and d) the contact with non-academic professionals and the student's performance in national exams (ENADE). As a theoretical contribution, this thesis presents a framework for the study of organizational learning in Brazilian educational environment, particularly in higher vocational education.

У дослідженні з᾿ясовано організаційно-педагогічні засади відкритої освіти в університетах Великої Британії. Визначено, що доцільність наукового опрацювання організаційно-педагогічних засад відкритої освіти в університетах Великої Британії зумовлено необхідністю подолання низки суперечностей у системі вітчизняної вищої освіти, зокрема між: сучасним вектором розвитку вищої освіти України, що спрямований на інтеграцію до Європейського простору вищої освіти та недостатнім рівнем системного вивчення й узагальнення європейського досвіду організації відкритої освіти; між визнаним в усьому світі досвідом відкритої освіти в університетах Великої Британії та відсутністю аналізу концептуальних, нормативних, організаційних та методичних засад британського досвіду у педагогічній думці України; між зростаючими потребами українського суспільства в індивідуалізації та технологізації навчання та недостатнім рівнем методичного забезпечення відкритої освіти у вітчизняних закладах вищої освіти. При розробленні конкретної методології дослідження використано системний підхід, який надає можливість розглянути відкриту освіту як систему, що функціонує й розвивається на основі взаємозв’язку та взаємодії всіх її складових; історичний підхід, який має на меті вивчення досвіду відкритої освіти в університетах Великої Британії в її історичному розвиткові; компаративний підхід, що дозволив порівняти практики навчання у закладах відкритої освіти Великої Британії та України, окреслити можливості використання елементів британського досвіду в аспекті досліджуваної проблеми у вітчизняних закладах вищої освіти. З’ясовано стан розробленості проблеми відкритої освіти у вітчизняній науковій думці. Результатом застосування загальнонаукових методів аналізу, синтезу, зіставлення, порівняння, узагальнення, що застосовувалися для з’ясування стану розроблення проблеми, стало виокремлення таких аспектів її розгляду, як теоретико-методологічний, освітньо-політичний, професійно-педагогічний, соціально-педагогічний, методичний, технологічний. Виявлено, що у вітчизняній педагогічній компаративістиці організаційно-педагогічні засади відкритої освіти в університетах Великої Британії не були предметом цілісного дослідження. Структурно-логічний аналіз досліджуваного поняття дозволив виокремити такі аспекти її розгляду: концептуальний, нормативний, організаційний та методичний. Подано визначення ключових понять дослідження («відкрита освіта», «організаційно-педагогічні засади відкритої освіти», «відкрите навчальне середовище», «відкрите навчання», «відкриті освітні ресурси»). Організаційно-педагогічні засади відкритої освіти в університетах Великої Британії сформульовано як основні положення та принципи, що визначають особливості її реалізації у закладах вищої освіти. Відкриту освіту визначено як систему, що має на меті розширення доступу до вищої освіти, максимальне врахування освітніх потреб та можливостей кожного студента шляхом використання відкритих освітніх ресурсів й ІКТ, нових підходів до організації навчального процесу (дистанційне, змішане, он-лайн тощо), оцінювання, атестації та акредитації освітніх програм; дозволяє здійснювати вільний обмін інноваційним досвідом викладання та навчання студентів. Систематизація поглядів вітчизняних і зарубіжних науковців на поняття «відкрита освіта» дозволила виокремити й схарактеризувати такі концептуальні підходи до його тлумачення: 1) відкрита освіта як філософія; 2) відкрита освіта як реформаторський рух; 3) відкрита освіта як система навчання; 4) відкрита освіта як освітня практика, що передбачає застосування певних технологій та організаційних підходів. На основі хронологічного та порівняльно-історичного аналізу наукових джерел з досліджуваної проблеми, виокремлено етапи розвитку відкритої освіти в університетах Великої Британії: кореспондентська освіта (середина ХІХ ст. – 10-ті рр. ХХ ст.) – поява заочного навчання, здійснюваного за допомогою листування між закладом освіти і студентом, спричинена стрімким розвитком економіки періоду індустріалізації; теле-радіо освіта (20-ті рр. ХХ ст. – кінець 50-х рр. ХХ ст.) – поява радіопрограм, телевізійних освітніх програм, інтегрованих теле-радіо освітніх програм, спричинена розвитком стратегічних галузей економіки у післявоєнний (перша та Друга світові війни) та міжвоєнний період; мультимедійна освіта (початок 60-х рр. ХХ ст. – середина 90-х рр. ХХ ст.) – виникнення дистанційного навчання, мультимедійних засобів навчання, спричинений потребою в подальшому професійному розвиткові населення з можливістю використання ІКТ у навчанні; он-лайн освіта (кінець 90-х рр. ХХ ст. – середина 10-х рр. ХХI ст.) – виникнення електронного навчання, Інтернет-ресурсів, МООС, навчальної аналітики, що спричинює підвищенням можливостей здобуття а також вимог до якості освіти в умовах глобального інформаційного суспільства. Нормативні та організаційні засади відкритої освіти в університетах Великої Британії окреслено на наднаціональному, національному та інституційному рівнях. Показано, що документи та аналітичні матеріали наднаціональних організацій (ЄП, ЄК, ЄАУ, ЄСС, Європейська рада інноваційної освіти, Міжнародна рада з відкритої і дистанційної освіти, Інститут неперервної освіти ЮНЕСКО, ОЕСР тощо) визначають стратегічні пріоритети та перспективи розвитку відкритої освіти, які стосуються соціального, економічного, академічного вимірів розгляду проблеми. Зазначені документи мають рекомендаційний характер та виступають підґрунтям для розроблення стратегій розвитку відкритої освіти національного рівня. Узагальнення та систематизація документів освітніх реформ Великої Британії дозволило виявити, що документи національного рівня регламентують такі аспекти розвитку досліджуваного освітнього феномену: чинники (суспільно-політичні, соціально-економічні, технологічні, культурно-освітні); цілі (стратегічні, тактичні) та завдання (реалізація яких є відповідальністю держави, закладів освіти та їх педагогічного персоналу); типи закладів вищої освіти (відкриті та змішані), у яких може бути надана відкрита освіта; форми надання послуг у системі відкритої освіти (дистанційне, мобільне навчання); особливості взаємозв’язків університетів з місцевою освітньою адміністрацією у контексті надання відкритої освіти; організаційну структуру закладу вищої освіти; шляхи співробітництва університетів з підприємствами; особливості управління вишами. У контексті з’ясування організаційних засад відкритої освіти в університетах Великої Британії виокремлено та схарактеризовано структурні компоненти, що визначають способи взаємодії суб’єктів відкритої освіти: мотивацію утворення, цілі та особливості функціонування закладів відкритої освіти; професійні функції та обов’язки учасників навчального процесу; переваги відкритого навчання, що є результатом використання інноваційних ІКТ. Виокремлено та схарактеризовано типи закладів вищої освіти, у яких надаються послуги відкритої освіти: відкриті університети; гібридні університети; регіональні філії відкритих університетів; коледжі вищої освіти, у яких надаються послуги відкритої освіти. Визначено методичні засади відкритої освіти у вищих навчальних закладах Великої Британії: зосередженість на питаннях структурування курикулуму, його вбудовування в єдиний освітньо-інформаційний простір, проектування і впровадження інноваційних технологій е-навчання, створення нових навчально-методичних матеріалів, орієнтованих на використання в системі відкритої освіти, що мають як загальний характер, так і вузькоспеціалізований, що враховує особливості окремих галузей знань, їх розділів та тематичних напрямів. З’ясовано тенденції подальшого розвитку методичних засад відкритої освіти в університетах Великої Британії: удосконалення методики відкритої освіти в межах реалізації національних стратегій доступності навчання; розробка нової методології проектування навчання за допомогою інноваційних підходів до розробки освітніх програм; оновлення ІК-технологій дистанційного навчання; розробка та упровадження інноваційних методик використання ІКТ у навчальному процесі; удосконалення системи безперервної професійної освіти викладачів. Обґрунтовано рекомендації з використання елементів прогресивного досвіду університетів Великої Британії щодо розвитку відкритої освіти в Україні на національному, регіональному та інституційному рівнях в освітньо-політичному, організаційно-педагогічному, науково-методичному та технологічному аспектах. Аргументовано, що серед поданих найбільш перспективними для реалізації на сучасному етапі визначено такі рекомендації: на національному рівні: удосконалення та деталізація нормативного забезпечення відкритої освіти; подальший розвиток практики створення відкритих університетів, координаційного «Центру розвитку відкритої освіти»; удосконалення механізмів диференційованої урядової фінансової підтримки закладів вищої освіти в інноваційній діяльності щодо удосконалення методів і технологій відкритої освіти; на регіональному рівні: створення регіональних центрів із підготовки/перепідготовки викладачів для роботи в інформаційно-комунікаційному середовищі; на інституційному рівні: налагодження ефективної співпраці з галузевими науковими установами, підприємствами, ІКТ-розробниками; належне забезпечення освітнього процесу інноваційними ІКТ; ефективна організації науково-методичної роботи вишів у межах відкритої освіти, створення відкритого освітнього середовища, підтримка програм безперервного професійного розвитку персоналу та їх роботи у сфері науки та інновацій, надання можливостей для мережевої взаємодії між університетами задля обміну прогресивним досвідом. Практичне значення дослідження полягає в тому, що концептуальні ідеї, організаційні та методичні засади відкритої освіти, реалізовані в університетах Великої Британії, можуть бути творчо використані в організації відкритого навчання в українських ЗВО. Теоретичні положення і фактичний матеріал, отримані в ході дослідження, використовуються у викладанні навчальних курсів з історії педагогіки, інноваційних педагогічних технологій, порівняльної педагогіки інноваційного менеджменту освіти. Прогностичний потенціал дослідження зумовлює можливість використання його матеріалів і висновків для здійснення подальшої науково-дослідницької роботи щодо відкритої освіти у процесі модернізації української системи вищої освіти.<br>The thesis is devoted to studying out the organizational and educational foundations of open education at the universities of Great Britain and to determining the possibilities of using the progressive experience of the British higher education system in the aspect of the investigated problem in Ukraine. The clarification of the organizational and educational foundations of open education at the universities of Great Britain gives grounds for formulating the following conclusions: The analysis of the state of investigated problem in Ukrainian pedagogical innovation is carried out. The application of the structural and logical analysis of a wide range of studies made it possible to distinguish the following aspects of the consideration of open education in the universities of Great Britain: educational and political, vocational and pedagogical, socio-pedagogical, scientific and technical, content. The theoretical foundations of open education in the universities of Great Britain were described, which allowed to define the conceptual terminology of the research, especially its key concepts: «openness», «open education», «open learning environment», «open learning», «open educational resources» the preconditions and stages of open education development are distinguished. They are the following: 1) correspondence education (mid-nineteenth century – 10th years of the ХХ century); 2) TV-radio education (20-ies of the XX century – the end of the 50-ies of the ХХ century); 3) multimedia education (early 60-ies of the ХХ century – mid-90-ies of the ХХ century); 4) on-line education (the end of the 90-ies of the ХХ century – the mid 20-ies XXI century). The main normative foundations of the introduction of open education into the educational process of the universities of Great Britain are outlined: ensuring the availability and flexibility of learning through ICT; the possibility of continuous lifelong learning; the possibility of using innovative learning tools; the possibility of improving and assessing the educational process; the possibility of active interaction of educational communities. It is found out that the methodological foundations of open education in the universities of Great Britain are: improvement of the content and methods of open education within the framework of the implementation of national strategies for the availability of training; development of a new methodology for designing learning through innovative approaches to the development of curricula; updating of content and methods of distance learning programs; introduction of innovative methods of using information and communication technologies in the educational process; improvement of the system of continuous professional education. The organizational principles of open education were found out. There are such kinds of institutions as open universities, hybrid universities, regional education institutions, colleges of higher education. The proposals based on the positive conceptual ideas of the British open education for the Ukrainian higher education system on the national, local and institutional levels are given.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2017-05-30T16:58:57Z No. of bitstreams: 1 FernandRM.pdf: 1137422 bytes, checksum: 38f2c80a16247223b7be04502a17b2cc (MD5)<br>Made available in DSpace on 2017-05-30T16:58:57Z (GMT). No. of bitstreams: 1 FernandRM.pdf: 1137422 bytes, checksum: 38f2c80a16247223b7be04502a17b2cc (MD5) Previous issue date: 2017-03-21<br>Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES<br>Organizational learning studies aim to describe and analyze forms and reasons of knowledge creation, development and using in companies, and how these processes help an organization to generate value and competitiveness in their markets. Emphasis was given to organizational learning practices in order to determine initiatives made by companies to generate an learning favorable ambience, while knowledge management practices acts to support and complement organizational learning practices, since they’re related to activities developed in consulting companies, who were focus of this study and composed the cases here described. Discussion contained in this dissertation taken as basis an qualitative and interview-based approach, using content analysis and document analysis, with two cases analyzed individually and in a cross-sectional way, and was conducted between November 2016 and January 2017 in two big consulting companies, based in São Paulo city. When comparing perceptions and statements to the companies’ public documents and to literature-based references, it concludes that the identified practices aim to give workers a set of capabilities suited to their acting in organizations, using previous experiences, best practices mapping and knowledge transferring. Clients’ diversity of profiles and acting areas demand from studied organizations a workforce who simultaneously shows certain quality standards and singularities that gives advantages to these consulting companies and, consequently, to their clients.<br>O estudo da aprendizagem organizacional visa descrever e analisar as formas e motivos pelos quais ocorre a geração, aprimoramento e utilização do conhecimento dentro das empresas, e como tais processos as ajudam a gerar valor e competitividade em seus mercados de atuação. Foram enfatizadas práticas de aprendizagem organizacional, para determinar as iniciativas adotadas pelas organizações na geração de ambiência propícia ao aprendizado, enquanto as práticas de gestão do conhecimento suportam e complementam aquelas de aprendizagem organizacional, por estarem relacionadas à atividade das empresas de consultoria, alvo deste estudo e que compuseram os casos descritos neste artigo. A discussão realizada utilizou uma abordagem qualitativa baseada em entrevistas, análise de conteúdo e análise documental, com dois casos analisados individualmente e de forma cruzada, sendo realizada entre novembro de 2016 e janeiro de 2017 em duas organizações de consultoria de grande porte, localizadas na cidade de São Paulo. Ao comparar percepções e depoimentos colhidos com documentos públicos das organizações estudadas e referências constantes na literatura, concluiu-se que as práticas identificadas buscam proporcionar aos colaboradores um conjunto de capacidades adequado à atuação destes nas empresas, com aproveitamento de experiências anteriores, mapeamento de melhores práticas e transferência de conhecimentos. Os múltiplos perfis de clientes e suas áreas de atuação exigem das organizações estudadas um quadro funcional que apresente simultaneamente perfis padronizados de conhecimentos por cargo ou nível hierárquico, e especialistas em determinadas vertentes do conhecimento, para atingir padrões de qualidade e singularidade e oferecer um diferencial a estas organizações de consultoria e, consequentemente, seus clientes.

In my capacity as a television professional and teacher specialising in multi-camera live television production for over 40 years, I was drawn to the conclusion that opaque or inadequately formed understandings of how creativity applies to the field of live television, have impeded the development of pedagogies suitable to the teaching of live television in universities. In the pursuit of this hypothesis, the thesis shows that television degrees were born out of film studies degrees, where intellectual creativity was aligned to single camera production, and the 'creative roles' of producers, directors and scriptwriters. At the same time, multi-camera live television production was subsumed under the 'mass communication' banner, leading to an understanding that roles other than producer and director are simply technical, and bereft of creative intent or acumen. The thesis goes on to show that this attitude to other television production personnel, for example, the vision mixer, videotape operator and camera operator, relegates their roles to that of 'button pusher'. This has resulted in university teaching models with inappropriate resources and unsuitable teaching practices. As a result, the industry is struggling to find people with the skills to fill the demands of the multi-camera live television sector. In specific terms the central hypothesis is pursued through the following sequenced approach. Firstly, the thesis sets out to outline the problems, and traces the origins of the misconceptions that hold with the notion that intellectual creativity does not exist in live multi-camera television. Secondly, this more adequately conceptualised rendition, of the origins particular to the misconceptions of live television and creativity, is then anchored to the field of examination by presentation of the foundations of the roles involved in making live television programs, using multicamera production techniques. Thirdly, this more nuanced rendition of the field sets the stage for a thorough analysis of education and training in the industry, and teaching models at Australian universities. The findings clearly establish that the pedagogical models are aimed at single camera production, a position that deemphasises the creative aspects of multi-camera live television production. Informed by an examination of theories of learning, qualitative interviews, professional reflective practice and observations, the roles of four multi-camera live production crewmembers (camera operator, vision mixer, EVS/videotape operator and director's assistant), demonstrate the existence of intellectual creativity during live production. Finally, supported by the theories of learning, and the development and explication of a successful teaching model, a new approach to teaching students how to work in live television is proposed and substantiated.

Submitted in fulfillment of the requirements for the Master of Technology Degree in Business Administration, Durban University of Technology, 2014.<br>The UoTs are operating in an environment in which they have to deal with multifarious and complex challenges. Responding effectively to such challenges has become critical for UoTs in achieving a competitive advantage and in outsmarting competitors. Traditional approaches which deal with rapid changes in the higher education landscape have become obsolete. The fact is that UoTs are faced with transformational challenges - increasing student intake, the need for improving throughput rate, the need for remaining financially sustainable while producing the top graduates required by industry. Given this background, this study investigates the application of a learning organisation philosophy for improving processes and practices in the UoTs of KwaZulu-Natal. Learning organisation philosophy has been identified as one of the best approaches for organisations in the corporate sector. It is used to achieve and sustain a competitive advantage. Learning organisation philosophy encourages the culture of continuous learning by members of the organisation, so as to achieve strategic objectives. This study provides UoTs’ perspectives of the learning organisation theory. Data was collected from employees of DUT. The sample was drawn from both administrative and academic employees. A self-administered questionnaire was used in collecting the data. The findings of this study reveal that the application of a learning organisation philosophy will help UoTs improve their processes and practices. Based on the findings, the majority of participants indicated that they would embrace and support the application of a learning organisation philosophy at DUT. It has to be noted that in the study, DUT was used as a case study.

The following study has taken a systems approach to investigate organisational learning within the University of Natal, Durban (UND), The research used the Banner system implementation project as the case study for the investigation. In 1993, the University of Natal made a decision to purchase the Banner Student Information System. The system was implemented over an eighteen-month period resulting in the Banner system going "live" for registration of students in 1995. A decision was taken in 1997/8 to discontinue implementing upgrade packages for the Banner system, indicating a move away from the system within two to three years of implementation. This document begins with a review of current literature with regard to systems thinking, organisational learning and change management. This review serves to underpin the research methodology implemented within the research process. The research methodology, known as learning histories, is explained, and a description of the research process is provided. The core of the research process involved open-ended reflective interviews aimed at incorporating the different perspectives of the majority of stakeholders involved in the system implementation. In addition to this, an analysis was conducted on a selection of Banner-related documents. The scope of the research was limited and would best be described as a pilot study. Those interviewed included members of the university executive committee, Banner office personnel, faculty officers, deans, administrative personnel, management information personnel and the project manager for the implementation. The major findings of the research process were: 1. The decision to purchase the Banner student information system was problematic. 2. The wider system that was created to maintain Banner was complex and generated a large degree of dependency on the Banner office. 3. The Banner office was a powerful gatekeeper of information within the system whose identity was wrapped up in a product and not a function. 4. The training system implemented was flawed and did not equip key users with a global understanding of the functionality of the system. 5. The university was unclear about what information it wanted out of the system and who was to have access to this information. 6. The university used Banner almost entirely as a student administration system and management information was not well developed within the Banner system. The following areas were highlighted as important for the university with regards to organisational learning and the case study: 1. Decision support systems. 2. The role of technology within the university. 3. A systems approach to understanding the context of the university. 4. The learning systems operating within the university. 5. Managing change. The limited scope of the research presents its own problems for drawing any firm conclusions. The research process has rather highlighted new areas for research. These include: 1. The relationship between workplace procedures and new technology. 2. The role of information technology and information systems in decision support and management support. 3. Change management processes within larger project-based implementations. 4. Decision making within higher education institutions.<br>Thesis (M.Admin.)-University of Natal, Durban, 2000.

碩士<br>南台科技大學<br>企業管理系<br>94<br>Abstract Amid the high-speed change and fierce competitive environment, learning organizations certainly hold superior opportunity for survival and development. It is important to find the ideal characteristics of learning organization, however, to discussing that what different learning styles should be adopted under different contingency to achieve the goal of organizational learning, scilicet the innovation will be much important and practical for organization’s sustainable development of competitive advantages. For bridging the gap of the research of organizational learning that mentioned above, this research focuses on discussing the best learning style of “different internal and external capacity” under different contingency. To meet this goal, we developed relative research hypothesis, and did the survey of 650 publicly traded companies (listed companies at stock exchange market and at over-the–counter market) in manufacturing industry. We found that there exists different learning styles to encourage innovation under each different contingency. The results indicate that potential internal and external capacity is critical regulative variable between learning styles and innovation performance . Based on literature review and our empirical results, the findings provide some new directions for future research and offer management practice about interfirm learning as follow: 1. Enterprises act as“strong internal capacities and external relationships”, it is the best style to adopt theExperimention of the significative conduct to radical innovations; it is the best style to adopt the ContinuousImprovement of the significative conduct to incremental innovations. 2. Enterprises act as “strong internal capacities and weak external relationships”,it is the best style to adopt the Experimention of the significative conduct to radical innovations; it is the best style to adopt the Continuous Improvement of the significative conduct to incremental innovations. 3. Enterprises act as “weak internal capacities and external relationships”， it is the best style to adopt the Benchmarking of the significative conduct to radical innovations. 4. Enterprises act as “weak internal capacities and strong external relationships”, it is the best style to adopt the Experimention of the significative conduct to radical innovations; it is the best style to adopt the Competency Acqusition of the significative conduct to incremental innovations.