Dissertations / Theses on the topic 'Principaux employeurs'

Les recherches politiques en sciences de l’éducation permettent difficilement une lecture des conceptions spécifiques des groupes sociaux qui s'affrontent au coeur des luttes idéologiques. A cela s’ajoute le peu d'études faites sur l'ordre d’enseignement collégial. Après avoir relié la carence d’analyse de la dynamique des luttes idéologiques au cadre théorique généralement utilisé, nous en élaborons un différent basé sur la pensée politique de Antonio Gramsci. Nous avons retenu comme principaux concepts : une définition de l’idéologie, de l'intellectuel organique et de l’autonomie relative des instances idéologique, politique et économique. Nous tirons de ce cadre une grille d'analyse et l’appliquons au discours officiel des quatre principaux groupes du patronat organisé avec objectif de combler l'absence de connaissances sur les conceptions des fonctions éducatives de l'ordre d’enseignement collégial, de mettre en lumière les points de convergence et de divergence de ces conceptions et leur évolution de 1961 à 1984.
Québec Université Laval, Bibliothèque 2019

Thesis (Ph. D.) University of Missouri-Columbia, 2006.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 6, 2007) Includes bibliographical references.

The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work.
Department of Educational Leadership

Deux nations liberees du regime colonial, avec les memes facteurs, connaissant un developpement tellement divergent que l'une, le mexique depend aujourd'hui de l'autre, les etats-unis, financierement par la dette, humainement par l'emigration, soupape de surete. De longues periodes de troubles, l'absence d'une immigration riche en apports technologiques, ont contribue a asseoir la predominance americaine sur le mexique. La main-d'oeuvre legale et illegale, attiree par des gains meilleurs, est source de profit pour l'employeur americain. La chute des prix du petrole et des plans de developpement finances par l'emprunt exterieur conduisent a l'impasse d'une dette insupportable pour le niveau de vie d'un peuple deja confronte a un chomage eleve et renforce l'emigration aux etats-unis. Le petrole, source de ses deboires, peut aider le mexique a sortir de ces deux dependances mais dans le cadre d'une gestion rigoureuse. De part et d'autre de la frontiere, les remedes a cette situation sont connus. Personne ne veut les appliquer par crainte de deranger des situations acquises
Two nations, mexico and the u. S. A. , free of colonial rule, knew an expansion so different that mexico depends today on the u. S. : financial dependence through foreign debt, human dependence through the safety valve which migration to the u. S. A. Represents. Long periods of revolution and disorder and the absence of any high skilled immigration into mexico have led to u. S. Pre-eminence over mexico. Legal and illegal mexican labour, attracted by better wages, allow americain factories to make big profits. The drop of oil prices and the failure of development plans financed by foreign loans have led to a huge debt of $$ 100 billion. People, now suffer from a slow but regular deterioration of standard of living and heavy unemployment. The only solution is to go to work in the u. S. A. Oil, the major of mexico's problems, can help mexico to break down these two dependencies but only by strict management. Both nations know how to solve these problems. But no one wants to do so because too many priviledges are at stake

If the person who actually caused the damage is not a sufficiently solvent debtor, if he is impossible to identify or does not have sufficient liability insurance coverage, liability of the actual wrongdoer will not help the claimant. Hence, the latter will look for other possibly liable persons, particularly those who had to supervise the actual wrongdoer. Indeed, the concept of liability for damage caused by others shows that the person who causes damage with its unlawful conduct will not necessarily be the person who will finish repairing the damage is sustained. The legal system considers that certain people, because of their hierarchical relationship or supervisory control over other individuals, must be liable for the damages they cause. Such is the case of the employer when their employees cause damage to third. Often these rules are vicarious and sometimes they provide liability for rebuttable negligence
Si la persona que realmente causó el daño no es un deudor suficientemente solvente, si es imposible de identificar o no tiene cobertura de un seguro de responsabilidad civil, la responsabilidad del infractor real no ayudará a la víctima. Por lo que este último buscará otras personas posiblemente responsables, especialmente a los que tenían que supervisar al culpable real. Precisamente, el concepto de responsabilidad civil por hecho ajeno pone de relieve que quien ocasiona un daño con su conducta ilícita no necesariamente será la persona que acabará reparando el hecho dañoso. Los ordenamientos jurídicos consideran que determinadas personas, por su relación de jerarquía o de supervisión sobre otros individuos, deben responder civilmente por los daños que éstos causen. Tal es el caso del empresario cuando sus empleados causan un daño a tercero. A menudo, estas reglas son de responsabilidad vicaria y a veces son de responsabilidad por culpa iuris tantum

The researcher’s interest in this study is in teachers’ perceptions and principals of the Integrated Quality Management System (IQMS). This study examines teachers’ understandings of this quality management and performance appraisal system, how teachers perceive the instrument used to manage and monitor their performance and the performance of their schools, and what lessons may be learnt regarding the implementation process of the IQMS. The investigation was carried out in three Butterworth District schools in the Eastern Cape. The researcher made use of qualitative methodology to obtain data from a sample of 3 principals, 9 teachers and 1 district official. Data were collected from these respondents by means of in-depth, semi-structured interviews and through document analysis. The study found that some of the teachers and principals felt that they did not understand the IQMS, and they complained that the system is fraught with many obstacles that need to be addressed in order to promote the effectiveness of teaching and learning. The participants also spoke of multiple factors that contribute negatively to this phenomenon, which include the fact that the teachers’ workload is increased by the IQMS, time constraints, inadequate training, vague and unfamiliar language, the financial incentive that is attached to the instrument, and the many structures in the implementation process. In addition, the system seems to encourage a bureaucratic style of management. Teachers and principals also suggested ways in which the IQMS could be structured by the Department of Education for greater efficiency in education.

En l’actualitat, en un entorn tan global, dinàmic i competitiu, és imprescindible que les organitzacions que vulguin perdurar s’esforcin per satisfer les necessitats d’uns clients cada vegada més exigents, la qual cosa es traduirà en un increment dels resultats empresarials. En aquest context, la qualitat representa un aspecte clau en l’èxit de les organitzacions competitives i sostenibles en el temps, i amb el creixement del sector de serveis a les economies desenvolupades, la qualitat de servei ha anat adquirint cada cop més importància en les organitzacions. Tot i que la qualitat de servei és un constructe que depèn de diversos factors, la importància de l’actitud i del comportament dels empleats en aquest tipus d’organitzacions -en les quals el personal interacciona directament amb el client en la prestació del servei-, és una realitat àmpliament consensuada. Així mateix, els experts coincideixen a identificar el capital humà d’una empresa com el seu actiu més important i a entendre’l com una font d’avantatges competitius. Per tant, el capital humà esdevé un element distintiu de la qualitat de servei que lliuren les organitzacions i alhora, es considera el recurs més valuós en el desenvolupament de l’activitat empresarial, com a element del seu capital intel·lectual. D’acord amb aquestes consideracions anteriors, aquest treball de recerca que es presenta vol construir escales de mesura, tant del capital humà com de la qualitat de servei vinculada al comportament dels empleats, així com determinar de quina manera el capital humà influeix en la qualitat de servei que ofereixen les empreses, a través de la creació d’un model de relació entre ambdós constructes. A partir d’una revisió exhaustiva de la literatura, s’han identificat els treballs principals que s’han desenvolupat en l’àmbit de la qualitat de servei, del capital humà, així com pel que fa a la relació entre el capital humà i la qualitat de servei, els quals han permès proposar les hipòtesis del treball. Atesa la importància de la qualitat de servei en el sector bancari, així com la rellevància d’aquest sector en el Principat d’Andorra -el qual representa un pilar fonamental en l’economia del país-, la part empírica d’aquesta investigació s’ha dut a terme en el sector bancari andorrà. Amb l’objectiu de desenvolupar la part empírica d’aquesta recerca, i per tal d’assolir els objectius plantejats i de contrastar les hipòtesis formulades, sobre la base de la revisió bibliogràfica s’ha elaborat un qüestionari que s’ha fet arribar a tots els empleats i directius del sector bancari del país. Després de l’anàlisi dels resultats trobats a partir d’un model d’equacions estructurals, s’ha pogut constatar que el compromís, les competències, la motivació i la flexibilitat són els atributs més representatius del capital humà i en conseqüència, els que més influeixen en la qualitat de servei que lliuren les organitzacions bancàries andorranes. Es preveu que les conclusions d’aquest treball de recerca permetin millorar la qualitat de servei que ofereixen les organitzacions en general i les del sector bancari andorrà en particular, mitjançant una gestió eficient del seu equip de persones.
Nowadays, in such a global, dynamic and competitive setting, it is critical for those organizations that want to thrive to make every effort to meet the needs of their increasingly demanding clients, a fact that will bring about an increase in business results. In this context, quality represents a key element in the success of competitive and sustainable organizations withstanding the test of time, and, with the growth of the service industry within developed economies, service quality has been gradually gaining more importance in this type of organizations. Despite the fact that quality service constitutes a construct that depends on a variety of factors, the relevance of the attitude and performance of the employees of this type of organizations, in which the personnel interact in a direct manner with the client in the provision of a service, is a reality widely agreed upon. In the same way, experts coincide in identifying an enterprise’s human capital as its most outstanding asset and in understanding it as a source of competitive advantages. Therefore, human capital represents a distinctive element of the quality of the service provided by organizations and, at the same time, it is considered the most valuable resource in the development of business endeavours, as a substantial constituent of its intellectual capital. In accordance with these previous considerations, the herein submitted research project aims to build measurement scales, not only in terms of human capital but also with regards to the service quality linked to employees’ performance, as well as to determine up to what extent human capital has an effect on the service quality provided by companies, through the creation of a model of relationship between both constructs. From an exhaustive revision of the relevant scientific literature, the main works developed in the realms of service quality, human capital and the connections established between both concepts have been identified, hence facilitating the proposal of our working hypothesis. Bearing in mind, on one hand, the significance of service quality within the banking sector, and on the other hand, the relevance of this sector as an integral part of the Principality of Andorra, an essential pillar for the country ́s economy, the empirical research for this project has been carried out within this particular sector. With the aims of developing the empirical part of this research, achieving the proposed objectives and contrasting the formulated hypotheses, a questionnaire was designed on the basis of the scientific literature review and it was sent to all the executives and employees of the country ́s banking sector. After analysing the obtained results through the implementation of a structural equation modeling technique, commitment, competences, motivation and flexibility can be confirmed as the most representative attributes of human capital, and, consequently, the ones that influence the most the service quality provided by Andorran banking organizations. It is expected that the conclusions drawn from this research work will contribute to the improvement of the service quality offered by organizations, in general, and by those pertaining to the Andorran banking sector, in particular, through an efficient management of their team personnel.

Šis magistrinis darbas nagrinėja darbo santykių stabilumo principų įgyvendinimą įmonės/verslo ar jų dalių perdavimo atvejais. Lietuvos Respublikos darbo kodekso 138 straipsnis numato tik dalinę darbuotojų apsaugą ir darbo santykių tęstinumą įmonės/verslo ar jų dalių perdavimu atveju, t.y. - perdavimas negali būti teisėta priežastis nutraukti darbo santykius. Perdavimo procesas dažnai neįvyksta ne todėl, kad verslas yra neperspektyvus, o darbdavys nesąžiningas, bet dėl paties proceso sudėtingumo ir su tuo susijusių teisinių bei biurokratinių problemų. Įmonės/verslo ar jų dalių perdavimu, o ypač jo padariniais, yra suinteresuoti ne tik perėmėjas bei perdavėjas, tačiau ir įmonės darbuotojai. Perduodant įmonę/verslą ar jų dalis labiausiai nukenčia darbuotojas - su darbuotojais laiku, o kartais ir visai neatsiskaitoma, žmonės iš darbo atleidžiami nepagrįstai, praranda darbo vietas ir pagrindinį pragyvenimo šaltinį. Neretai darbdaviai, darbuotojams, pavėluotai pateikia arba apskritai nepateikia rašytinės informacijos apie ketinimą vykdyti įmonės/verslo ar jų dalių perdavimą; apie perdavimo dieną, numatomus veiksmus, perdavimo priežastis, etapus bei teisinius, ekonominius ir socialinius padarinius, turinčius įtakos darbuotojui; apie keičiamas sąlygas, tame tarpe, susijusias su darbu, darbo užmokesčiu bei perkvalifikavimu. Tam, kad procesas vyktų sklandžiai ir sukeltų kuo mažiau neigiamų socialinių bei ekonominių padarinių, svarbu nustatyti įmonės/verslo ar jų dalių perdavimo... [toliau žr. visą tekstą]
In the Master Paper, the implementation of the principle of stability of labour relations in cases of transfer of an enterprise/business or parts hereof is discussed upon. The Article 138 of the Labour Code of Republic of Lithuania foresees only a partial protection of the employees and a succession of the labour relations in case of a transfer of the enterprise/business or a part hereof, i.e. a transfer can be considered a lawful reason for terminating the labour relations. A process of transfer often does not take place not for prospectlessness of the business or dishonesty of the employer, but because of a complex character of the process itself as well as the related legal and bureaucratic problems. Not only the assignee and the assignor, but also employees of the enterprise take an interest in a transfer of the enterprise/business or parts hereof, in particular the consequences of such a transfer. In case of a transfer of an enterprise/business or parts hereof, an employee suffers mostly: the settlement with the employees often is made non-timely and sometimes is not made at all, employees are discharged groundlessly, losing their jobs and the key means of their subsistence. Frequently, employers delay or fail providing to employees information in writing on their intention to transfer the enterprise/business or a part hereof; on the day of transfer, the planned actions, the causes of the transfer, its phases as well as the economical and social consequences that can... [to full text]

Die Reaktionen von Hochschullehrern und Unternehmern auf Bildungsreformen und -expansion in Westdeutschland und Britannien nach dem Zweiten Weltkrieg sind Gegenstand dieser Arbeit. Sie untersucht, wie sich beide Gruppen zu Hochschul- und Schulreformen im Besonderen und zur sozialen Öffnung im Allgemeinen äußerten. Welche bildungs- und hochschulpolitischen Interessen verfolgten diese Gruppen? Mit welchen Argumentationen versuchten sie, ihre Interessen durchzusetzen? Spielten bürgerliche Werte und Bildungsideale dabei noch eine Rolle? Herrschte eine bildungspolitische Werte- und Interessenübereinstimmung zwischen Hochschullehrern und Unternehmern, und knüpften sie gemeinsame Netzwerke zur Durchsetzung dieser Interessen? Die Arbeit bietet im ersten Teil einen Überblick über bildungspolitische Veränderungen und über gesellschaftliche Entwicklungstendenzen der Vermögens- und Einkommensverteilung sowie der Einordnung der beiden Akteursgruppen in die jeweilige Prestige- und Sozialstruktur ihrer Länder. Im zweiten Teil folgt eine Analyse ihrer bildungspolitischen Aussagen auf Hinweise einer Existenz von bürgerlichen Werten und Abgrenzungsversuchen gegenüber nicht-bürgerlichen Schichten. Im dritten Teil werden schließlich bildungspolitische Netzwerke und Gremien nach ihrer Zusammensetzung und -arbeit betrachtet. Damit möchte die Arbeit einen Beitrag zur Frage leisten, ob nach 1945 weiterhin ein Bürgertum mit einem Berufsgruppen übergreifenden Standesbewusstsein existierte, oder ob dieses in einzelne Berufsgruppen wie Hochschullehrer und Unternehmer mit je eigenen Interessen und Identifikationen zerfallen war.
This thesis compares the responses of university lecturers and business people to educational reform and expansion in West Germany and Britain in the postwar period. It examines how these groups reacted to increased social mobility in general, and university and school reform in particular. How did they attempt to persuade others of their position? Did middle-class values and educational ideals play a role? To what extent did the values and interests of university lecturers and business people intersect, and did they create networks to achieve their goals? The first part of this study surveys the postwar social and educational landscape, changes in income and wealth distribution, as well as the position of university lecturers and business people in each country. Part two analyses both groups’ positions on education, with particular reference to the existence of middle-class values and attempts to define themselves in relation to other classes. The final part explores how networks and bodies on education issues were set up and how they pursued their work. This study contributes to the debate as to whether a middle-class group identity existed in the postwar period, or whether this identity had disintegrated into individual professional groups, each with their own interests and identifications.

In this research document, an attempt has been made to investigate the role of principals in managing teacher performance in Gaborone Adaptive Schools. The purpose of the study was to find the significant role that principals play in mentoring, supervising and guiding teachers in schools. The study intended to address the following research questions: • What is the scope and role of principals in managing teacher performance? • Are the principals trained in issues pertaining to teacher performance management? • What are the main factors that contribute to good teacher performance? Principals are faced with a challenge of having to supervise de-motivated teachers who do not produce good academic results due to the following factors such as low salary income; limited resources in adaptive schools interlinked with academically challenged learners. The research study was situated in an interpretive paradigm and the sample consisted of ninety (90) teachers and eighteen (18) Top Management members from Gaborone Junior Secondary Schools. The sampling technique used was purposive sampling. The study employed both qualitative and quantitative research design and the following instruments were used for qualitatively derived data: interview, document analysis, literature survey and observation. A questionnaire was employed for collection of quantitatively derived data. Quantitative data was analysed using SPSS (version 17) whilst qualitative data was analysed through the content analysis strategy. This study's theoretical underpinning was grounded under the two motivational theories of Maslow and Herzberg. The findings of the study revealed that principals are not trained on issues pertaining to managing teacher performance; motivation is an essential ingredient for employee performance; teacher involvement enhances their performance; parental involvement bears good academic results; and teacher salaries in Botswana are low and that has a negative impact on teacher performance which in turn influences learner's academic results. The following basic recommendations are made: • Newly appointed principals and supervisors should undergo induction and inservice training. • Regular Performance Management System (PMS) workshops for teachers and principals should be organised so that teachers and principals can be well informed on issues of PMS. • Incentives for teachers who are producing good results should be considered as a tool for motivating them.
Thesis (M.Ed) North-West University, Mafikeng Campus, 2011

By 2014, Indiana public schools are required by the federal No Child Left Behind Act of 2001 and Public Law 221, the state's K-12 comprehensive accountability system, to make Adequate Yearly Progress (AYP) by assuring that all students achieve proficiency in mathematics and language arts, demonstrate high attendance and graduation rates, and under the direction of a broad-based school/community steering committee submit an improvement plan to the Indiana Department of Education and a state-approved accrediting agency. According to various school improvement models, the school/community steering committee should include all stakeholder groups: administrators, licensed and non-instructional staff, parents, community members, and when appropriate students. However, non-instruction staff members are many times excluded or under-represented in the school's efforts to improve. This descriptive study was conducted to investigate the extent to which non-instructional public school employees are included in school improvement efforts. A survey was emailed to randomly selected public elementary, middle, and high school principals in Indiana. The researcher sought to understand the degree to which non-instructional staff participate in school improvement groups and activities, the tasks assigned and completed by non-instructional staff that participate, factors that limit participation in school improvement activities, and principals' perceptions regarding the value added by non-instructional staff to school improvement efforts. Responses from the survey were analyzed using descriptive statistics. The researcher found few studies in the current literature that investigated the role non-instructional staff play in school improvement. The findings from this study were discussed and used to establish new understanding in the area of stakeholder involvement, specifically with non-instructional employees, in the school improvement process. Recommendations were made to administrators and school improvement teams for ways to include non-instructional staff in efforts to achieve the school's goals as well as a recommendation for additional research in this area.
Department of Educational Leadership

碩士
國立屏東師範學院
國民教育研究所
92
The study is to explore relationships between the national university principal''s transactional and transformational leadership and the morale of personnel. The samples in this study were chosen from eight national universities and colleges in Kaohsiung city, Kaohsiung county and Pintung county. 736 questionnaires were sent out, and 341 of them were available for using in the study. These samples were analyzed by means of the analysis techniques of statistics such as t-test, one-way ANOVA, Pearson correlation analysis, and Multiple stepwise regression analysis. The major findings were： 1.There is above average perception for principals’ transformational leadership among the universities; transactional leadership is rated as average. 2.Morale among universities employees is as average. 3.Employees’ background variables on principals’ transactional leadership: school location, age, and seniority result in significant differences, while gender, position, and educational backgrounds show no significant difference. 4.Employees’ background variables on principals’ transformational leadership: school location result in significant differences, while gender, position, educational backgrounds, age, and seniority show no significant difference. 5.Employees’ background variables on employees’ morale: school location result in significant differences, while gender, position, educational backgrounds, age, and seniority show no significant difference. 6.The correlation exits among the principals’ transactional leadership, transformational leadership and employees’ morale. 7.The transactional leadership and transformational leadership have significant prediction on the employees’ morale. This research result provides useful suggestions for the national university’s principals to make appropriate decision when they concerns about the transactional and transformational leadership.

碩士
淡江大學
教育政策與領導研究所碩士在職專班
96
This study was to explore the relationship between principals’ transformational leadership and employees’ organizational commitment of private kindergartens in Taipei City. Based on literature review, a questionnaire was constructed by this researcher, and a survey study was conducted. Subjects of the questionnaire survey were 617 employees (including teachers, administrators, and staff members) of private kindergartens in Taipei City. Data of 420 respondents were analyzed by using descriptive statistics, t-test, one-way ANOVA, and Pearson’s product-moment correlation. The main findings of this study were as follows: 1.The transformational leadership behaviors of principals of private kindergartens in Taipei City were well perceived by most of the employees of kindergarten. 2.The organizational commitment of employees of kindergarten was considerably high. Namely, most of the employed members of private kindergartens in Taipei City had strong commitment to their kindergartens. 3.There were significant differences in employees’ perception of principals’ transformational leadership behaviors by employees’ sex and age. 4.There was no significant difference in Perceptions of principal’s transformational leadership behaviors by employee’s academic background, positions, years of service, and the scale of kindergarten. 5.The level of employees’ organizational commitment were significantly different due to employees’ age, academic background and years of service. 6.There was no significant difference in the organizational commitment due to employees’ age, sex, and the scale of kindergarten. 7.Employees’ organizational commitment was positively correlated to principals’ transformational leadership behaviors perceived by employees. 8.The dimension of “intellectual stimulation” of principals’ transformational leadership behaviors had the highest power of prediction for employees’ organizational commitment. Based on findings mentioned above, this study proposed some relevant suggestions for principals as well as employees of the private kindergartens to improve leadership and organizational commitment for private kindergartens.

碩士
中原大學
企業管理研究所
106
The introduction of foreign workers was caused by the shortage of the basic labor supply in Taiwan manufacturing industries in the late 1980s. As of today, the labors from the Southeast Asian countries have become the major working force sources, forming up the fast-growing and competitive “foreign-workers induction agency” industry. The purposes of this study are to identify the key factors of and to explore decision-making preferences of the manufacturing employers in selecting their agency partners. The research was conducted with online questionnaires designed based on the dimensions and variables concluded from the findings in the review of literatures and government legislation. The principal component analysis was employed to extract key selection factors with all employer samples as well as the 4 subgroups of the employer samples divided by the attributes formulated by employers’ firm size and industry types, followed by utilizing the co-plot method to present employers’ decision-making preferences. The empirical results surface out (1) the three key selection factors, including professional service, governmental evaluation records and company profile as well as employers’ decision-making preferences, and (2) the fact that the decision-making preferences vary by employer’s attributes. The findings provide references for the business strategies to the foreign-workers induction agencies, and offer advices to the government agencies when guiding and counseling both manufacturing employers and foreign-workers induction agencies in the near future under the new southbound policy.

The phenomenon of conflict is the problem that principals are faced with in their respective schools. The aim of this study was to explore the role that innovative leadership could play in managing conflict at the selected schools in Botswana. For the purpose of this study, a qualitative research approach was adopted. It included interviews, during which the informants responded to open-ended questions; observations, where the researcher visited the schools and interacted with the informants; and document analysis. These methods were employed to determine the perceptions of participants regarding the nature, extent, and causes of conflict at the selected schools. The study indicated that a number of factors could significantly contribute in managing conflict. Employing innovative educational leaders, benchmarking, using bottom-up communication skills, and the engagement of policy analysts, are some of the key recommendations made for avoiding further conflict within schools and between schools and the Ministry of Education.
Educational Leadership and Management
D. Ed. (Educational Management)

Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade em Psicologia Social e das Organizações
Neste estudo, o silêncio do colaborador é perspetivado como um comportamento que tem lugar na organização, que se caracteriza pela retenção de informações e/ou opiniões referentes à organização (Dyne, Ang & Botero, 2003). Pretendeu-se perceber se o silêncio do colaborador que ocorre na organização se relaciona com o silêncio do colaborador fora da mesma, quando este está junto do seu círculo pessoal mais próximo. Este silêncio, designado por silêncio no contexto pessoal (SCCP) refere-se a temáticas organizacionais. Refira-se que não se identificaram artigos sobre o SCCP. Consequentemente, não se encontraram artigos que abordassem a relação do silêncio do colaborador nos dois contextos, assim o objetivo principal do estudo consistiu em colmatar esta lacuna na investigação, percebendo se o colaborador em silêncio no contexto organizacional (SCO) mantem o mesmo registo junto do seu círculo de pessoas mais próximo. O estudo é exploratório, quantitativo e correlacional, recorrendo-se à técnica de inquérito por questionário. A amostra contou com 234 trabalhadores portugueses. Testou-se a relação entre o SCO e SCCP, e verificou-se se as variáveis idade, género e tempo de experiência na atividade profissional principal moderavam esta relação. Nos resultados, verificou-se a relação entre o SCO e SCCP, o género não moderou esta relação, a idade sim e, quanto ao tempo de experiência na atividade profissional principal não foi possível responder. Por fim, discutiram-se as implicações teóricas e práticas dos resultados.
ABSTRACT: In this study employee silence is seen as a behavior that occurs inside organizational environment and is characterized by the retention of information and/or opinions about it (Dyne, Ang, & Botero, 2003). The intention was to understand if this behavior is related to employee silence outside the organizational environment, specifically with his closest people. Silence in the Personal Context (SCCP) refers to organizational issues. It should be noted that no articles on the SCCP were found. Consequently, no articles were found that addressed the relation of the employee's silence in this two contexts, so the aim of the study was to fill this gap in, realizing if the employee that chooses to be silent in the organizational context (SCO) keeps the same register with his or her closest people. This is an exploratory, quantitative and correlational study, in which questionnaire survey technique was used. The sample has 234 active portuguese workers. The relationship between SCO and SCCP was tested, and it was verified whether the variables age, gender and time of experience in the main professional activity moderated this relation. As results, the relationship between SCO and SCCP was verified, the gender did not moderate this relation, the age moderates the relationship between SCCP and SCO and in terms of the time of experience in the main activity, it was not possible to respond. Finally, the theoretical and practical implications of this results were discussed.

This research study investigates the current staffing processes at the former South African Model C schools in the Eastern Cape Department of Education and aims to identify critical issues regarding staffing processes employed by SGBs of former South African Model C schools. It suggests guidelines in support of a more transformative staffing process to address the gap between the staffing needs of SGBs and departmental policy for transformative staffing, and recommends strategies that can be applied by SGBs to address challenges concerning transformative staffing. An in-depth investigation of the literature revealed that much of governance depends on partnerships among different institutions and the great need to teach SGBs and other stakeholders how to collaborate—not just how to monitor or adhere to contracts. The literature revealed that school governance, although complex, is an important part of the education systems around the world (especially in South Africa). A qualitative research design and methodology were employed to investigate the phenomenon of staff transformation at former Model C schools in the Eastern Cape Department of Education by means of interviews with participants. A complete and strict process for ethical clearance was followed to validate the study. The empirical investigation revealed that there are no clear transformational guidelines from the Department of Education (DoE), which creates the notion that former Model C schools are not compelled to transform their staff to be representative of the demographics of their learners. In addition, the data revealed that some SGBs are particularly resistant to staff transformation at their schools because (as some have put it) their schools are for white people in the same way as township schools are for black and coloured people. They do not see the need for the transformation of staff at their schools, because even black parents choose to send their children to former Model C schools for the quality of education offered by these schools. The study further revealed that most of the principals are concerned about the lack of role models for the overwhelming number of learners of colour at their schools; they acknowledge the need for urgent staff transformation at their schools. Based on the findings of the study, a transformative framework for staffing former Model C schools was developed. This framework requires the collaborative cooperation of all the stakeholders to transform the staff of the former Model C schools in the Eastern Cape Department of Education successfully and efficiently.
Hierdie navorsingstudie ondersoek die huidige personeelvoorsieningsprosesse by die eertydse Suid-Afrikaanse Model C-skole in die Oos-Kaapse Departement van Onderwys en stel ten doel om kritieke vraagstukke ten opsigte van personeelvoorsieningsprosesse te identifiseer wat deur skoolbeheerliggame (SBLe) van eertydse Suid-Afrikaanse Model C-skole gebruik word. Dit stel riglyne voor ter ondersteuning van ’n meer transfomatiewe personeelvoorsieningsproses om die gaping tussen die personeelbehoeftes van skoolbeheerliggame en die departementele beleid vir transformatiewe personeelvoorsiening te vernou en stel ook strategieë voor wat deur die skoolbeheerliggame gebruik kan word om uitdagings wat betref transformatiewe personeelvoorsiening die hoof te bied. ’n Omvattende ondersoek van die literatuur dui daarop dat die bestuur in ’n groot mate afhang van vennootskappe tussen verskillende instellings en die groot behoefte om skoolbeheerliggame en ander belanghebbers te leer hoe om saam te werk ‒ nie net hoe om kontrakte te moniteer of na te kom nie. Die literatuur het ook aan die lig gebring dat die bestuur van skole, hoewel ’n kompleks saak, ’n belangrike deel van onderwysstelsels wêreldwyd is (veral in Suid-Afrika). ’n Kwalitatiewe navorsingsontwerp en -metodologie is gebruik om die verskynsel van personeeltransformasie by eertydse Model C-skole in die Oos-Kaapse Departement van Onderwys te ondersoek deur onderhoude met die deelnemers te voer. ’n Volledige en streng proses vir etiese uitklaring is gevolg om die studie te bekragtig. Die empiriese ondersoek het gewys dat die Departement van Onderwys (DvO) geen duidelike transformasieriglyne gegee het nie, wat die opvatting ondersteun dat eertydse Model C-skole nie verplig is om te transformeer ten einde hulle personeel verteenwoordigend van die demografie van hulle leerders te maak nie. Bykomend hiertoe het die data aan die lig gebring dat sommige skoolbeheerliggame besonder weerstandig staan teenoor personeeltransformasie by hulle skole omdat (soos sommiges dit gestel het) hulle skole vir wit mense is op dieselfde manier as wat townshipskole vir swart en bruinmense is. Hulle sien nie die nodigheid om die personeel by hulle skole te transformeer nie omdat selfs swart ouers verkies om hulle kinders na eertydse Model C-skole vir die gehalte van die onderrig wat hierdie skole bied, te stuur. Die studie het ook gewys dat die meeste van die skoolhoofde besorg is oor die gebrek aan rolmodelle vir die oorweldigende aantal leerders van kleur by hierdie skole; hulle erken die behoefte aan dringende personeeltransformasie by hulle skole. ’n Transformatiewe raamwerk, gebaseer op die bevindings van die studie, is vir die personeelvoorsiening van eerstydse Model C-skole ontwikkel. Hierdie raamwerk verg die samewerking van al die belanghebbers om die personeel van die eertydse Model C-skole in die Oos-Kaapse Departement van Onderwys suksesvol en doeltreffend te transformeer.
Esi sifundo siphanda iinkqubo zokuqesha ezisetyenziswa kwizikolo zoMzantsi Afrika ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni. Injongo yaso kukuchonga imibandela etshis’ibunzi kwiinkqubo ezisetyenziswayo xa kuqeshwa abasebenzi ziikomiti ezilawula izikolo (iiSGB) zoMzantsi Afrika ezazifudula ziziiModel C. Sicebisa izikhokelo zokuxhasa inkqubo yenguqu ekuqesheni abasebenzi ukwenzela ukulungisa umsantsa ophakathi kwezidingo zokuqesha kweeSGB nomgaqo nkqubo wokuqesha obonakalisa inguqu, kwaye sinika iingcebiso ngamacebo anokwenziwa ziiSGB ekusabeleni imingeni emalunga nokuqesha okulandela inkqubo yenguqu. Uphando olunzulu loncwadi ludize ukuba ulawulo oluninzi luxhomekeke kwintsebenziswano phakathi kwamaziko ahlukeneyo kwanakwisidingo esikhulu sokufundisa iiSGB nabanye abathathi nxaxheba ngendlela yokusebenzisana – hayi nje ukuhlola okanye ukubambelela kwizivumelwano zengqesho (iikhontrakthi). Uncwadi ludize ukuba ulawulo lwezikolo, nangona lungxakangxaka, luyinxalenye ebalulekileyo yeenkqubo zemfundo kwihlabathi liphela (ngakumbi eMzantsi Afrika). Kwasetyenziswa indlela yophando lomgangatho ekuphandeni umbandela wokuqesha okubonakalisa inguqu kwizikolo ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni ngokwenza udliwano ndlebe nabathathi nxaxheba. Kwalandelwa inkqubo engqongqo yokuhlela ngendlela engenabuqhophololo xa kwakuqinisekiswa esi sifundo. Uphando olusekelwe ekuqwalaseleni amava lwadiza ukuba akukho migaqo nazikhokelo zokulandela inguqu kwiSebe lezeMfundo (iDoE), nto leyo inika uluvo lokuba izikolo ezazifudula ziziiModel C azinyanzelekanga ukuba ziguqule ubume babasebenzi ngendlela eya kuhambelana nobume namanani abafundi bazo. Ngaphezulu, idatha yaveza ukuba ezinye iiSGB aziyifuni inguqu ekuqesheni kwizikolo zazo ngoba (ngokokutsho kwabanye) izikolo zazo zezabantu abamhlophe ngendlela efanayo nokuba izikolo zasezilokishini izezabantu abantsundu nabebala. Ezo SGB azisiboni isidingo senguqu ekuqesheni abasebenzi kwizikolo zazo ngoba nabazali abantsundu bayazikhethela ukuthumela abantwana babo kwizikolo ezazifudula ziziiModel C kuba kufundiswa kakuhle kwezi zikolo. Esi sifundo saphinda sadiza ukuba uninzi lweenqununu luyakhathazeka kukungabikho kwabantu abangumzekelo omhle kubantwana abantsundu ezikolweni zazo; ziyavuma ezi nqununu ukuba kukho isidingo esingxamisekileyo senguqu ekuqesheni iititshala ezikolweni zazo. Okufunyaniswe kwesi sifundo kukhokelele ekuphuhliseni isikhokelo sokusebenza sokulandela inkqubo yenguqu ekuqesheni kwizikolo ezazifudula ziziiModel C. Esi sikhokelo sokusebenza sifuna intsebenziswano phakathi kwabathathi nxaxheba ekuguquleni abasebenzi kwizikolo ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni ngempumelelo nangokufezekileyo.
Educational Management and Leadership
Ph. D. (Education)

Trade unions have been in existence for many years. Although their introduction was generally met with resistance, since their establishment trade unions have been important agents of social change worldwide. Over the years, trade unions have been involved in politics and other societal activities. In South Africa, trade unions for many years not only fought for worker’s rights within the workplace but also beyond the workplace. Trade unions started as friendly societies aimed at assisting their members with various matters, including offering financial help for education purposes and also in cases of illnesses. Although the main purpose of trade unions is to regulate relations between employees and their employers, trade unions perform other functions in society which can be broadly referred to as their social responsibility role. Unlike corporate social responsibility, which is recognised and formalised, trade union social responsibility is not, with the role and importance of social responsibility for trade unions having been largely ignored. This thesis aims at changing this by investigating their core responsibilities and their social responsibilities and subsequently making recommendations on how trade unions could recognise and accommodate their social responsibilities in their activities. It also considers factors that could assist trade unions in fulfilling their social responsibilities. Trade unions generally obtain legislative support for their core responsibilities, but not their social responsibilities; however this should not obstruct trade unions in such endeavours. As modern organisations it is high time that trade unions make a contribution towards sustainable development through their social responsibility role.
Private Law
LLD