多校区大学的管理理念与模式探索

多校区大学已成为我国现代大学发展的特征。对多校区大学的管理必须创新管理理念,实行文理渗透,培养高素质人才;激发全员积极性,提高工作效率;依据实际情况,采用多种模式,发挥教育资源的最大效用;探索与国际现代大学管理模式接轨的体制。“数字化校园”模式、分层与归口相结合的管理模式和集权与分权相结合的管理模式是多校区大学管理模式设计的可行方案。     

Characteristics of managerial coaching

Coaching has become ubiquitous in organizations. Despite its growth in popularity, the concept remains largely untested through empirical inquiry. This study examined the skills and behaviors associated with managerial coaching. Results indicate a link between specific managerial skills, behaviors, and coaching.     

Overcoming Some Addition Difficulties

Abstract

In literature relating to elementary school reading it is commonly contended that attitudes toward reading influence achievement in reading and that teachers’ attitudes (and achievement) affect pupils’ attitudes and achievement. As yet there is little research support for this contention. In opposition is the view expressed in teacher effectiveness literature that there may be a degree of incompatibility between maximizing in pupils both desired cognitive (or achievement) outcomes and desired affective outcomes (for example, favorable attitudes). The validity of these two positions was assessed by administering reading attitude and achievement tests to 251 final-year student teachers and to the grade 4 through 6 pupils (approximately 900) of 48 of these teachers twice during the following year. One-way analyses of variance were used to investigate teacher-pupil relationships. Findings indicated that high achievement and high attitude in teachers were positively associated with high achievement and high attitudes in pupils; in the pupils of low achievement and low attitude teachers, achievement was low, but attitudes were more favorable than those expressed by the pupils of middle achievement and middle attitude teachers.     

Transformative learning in managerial role transitions

The purpose of this study is to investigate the nature of learning in work role transitions from specialist roles to managerial roles in a context of a large international technology organisation. Prior theorisation of learning in role transitions has been based on quantitative, psychologically-oriented studies prescribing different role and personal attributes related to work adjustment. Personal experiences have received only a superficial or instrumental part in most of the preceding studies. Therefore, this study draws upon a transformative learning theory to outline an interpretative framework and focuses on in-depth, narrative analysis of a small number of role transition experiences. As a result, the study reveals how first-time project managers and team leaders wonder about their abilities and actions; compare ‘self’ with role models; and become aware of the power aspect of managerial roles. Such reflection eventually leads to a perspective transformation regarding ‘self’ and new roles. However, it also involves adaptation to the prevailing organisational norms, values, and leadership ideals. The study will add to our understanding of learning in transitions and inform those working in the human resource development or otherwise involved in the organisational transfer processes. Moreover, it reminds that perspective transformations should not be taken innocently as examples of ‘empowerment’, but critically concern why transformative learning is encouraged at work nowadays and what purposes it serves.     

来自冰雪中的挑战

新年伊始,你想为家庭的亲子时光平添些美妙和趣味内容吗?其中的每一刻,都将成为你们家庭的精彩记忆。     

Doctoral student supervision in a managerial climate

Prevailing clinical and educational models of dyslexia have focused on effective ways of addressing the proposed core deficits such as poor phonological skills. These models have been helpful in guiding intervention and bringing about some improvements in children's literacy performance (Hatcher, 1994). From a social model of disability perspective these models have not considered sufficiently how cultural factors such as specified school literacy standards can transform the impairments that some children have into disabilities. The underlying tenet of inclusion is that the school should adapt its practice to accommodate the child (Clark et al, 1995; Jenkinson, 1997). This would suggest that an examination of the social model of disability perspective may have a role to play in future school policy and practice across Europe in respect to literacy.     

Academic dissatisfaction,managerial change and neo-liberalism

This paper examines perceptions by academics of their work in the Australian state of Victoria, and places such perceptions within the context of international and Australian debates on the academic profession. A 2010 survey conducted by the National Tertiary Education Union in Victoria was analysed in light of the literature on academic work satisfaction and on corporatised managerial practice (“managerialism”). The analysis is also placed in the context of neo-liberalism, defined as a more marketised provision combined with increased pro-market state regulation. Factor analysis was used to reduce 18 items we hypothesised as drivers of work satisfaction to four factors: managerial culture, workloads, work status and self-perceived productivity. Regression models show the relative effects of these factors on two items measuring work satisfaction. This analysis is complemented by discursive analysis of open-ended responses. We found that satisfaction among academics was low and decreasing compared to a previous survey, and that management culture was the most important driver. Concern with workloads also drove dissatisfaction, although academics seem happy to be more productive if they have control over their work and develop in their jobs. Work status had little effect. In the open-ended responses the more dissatisfied academics tended to contrast a marketised present to a collegial past. While respondents seem to conflate all recent managerial change with marketisation, we pose a crucial question: whether the need for more professional management needs to be congruent with marketising policy directions.     

Overcoming prejudices: An invitational approach

This article offers an invitational model for overcoming prejudices. The proposed model is based on Haberman's (1994) five-step approach to facing prejudices, which includes (1) analyzing prejudices; (2) seeking the sources of the beliefs; (3) examining the benefits of prejudice; (4) considering the effects of prejudices; and (5) planning to eliminate prejudices. Purkey's (1992) five-level conflict-management process adapted to prejudice serves as the five-part action plan in Haberman's fifth step. The combination of these two models yields an invitational approach with five parts: (1) perceiving concern, (2) conferring with oneself; (3) consulting with colleagues; (4) confronting the crisis; and (5) combating prejudices. Practical questions and examples are provided to clarify each step. We shall overcome, We shall overcome, We shall overcome someday. If in our hearts we do believe, We shall overcome someday.