Processes of Strategic Renewal, Competencies, and the Management of Speed

We discuss strategic renewal from a competence perspective. We argue that the management of speed and timing in this process is viewed distinctively when perceived through a cognitive lens. Managers need more firmly grounded process-understanding. The key idea of this paper is to dynamically conceptualize key activities of strategic renewal, and possible sources of break-down as they relate to the managment of speed and timing. Based on a case from the media industry, we identify managerial trade-offs and show how these can be influenced through managing subjective perception, strategic involvement and external knowledge-sourcing.Strategic Renewal, Process, Learning, Knowledge-Sourcing

Community learning and development training for professionals engaged in community regeneration and community planning

The study was commissioned by the Scottish Executive Development Department to identify training needs and current provision of community learning and development (CLD) training for a range of professionals (other than those formally qualified in CLD) who are engaged in community regeneration and community planning (Local Government in Scotland Act 2003). It was one of a series of studies emanating from the Scottish Executive response to the review: „Empowered to Practice – the future of community learning and development training in Scotland‟. One of the themes of the report taken up by the Scottish Executive was the need for; „wider opportunities for joint training with other disciplines such as teachers, librarians, college lecturers, health workers and social workers‟

Curriculum renewal for interprofessional education in health

In this preface we comment on four matters that we think bode well for the future of interprofessional education in Australia. First, there is a growing articulation, nationally and globally, as to the importance of interprofessional education and its contribution to the development of interprofessional and collaborative health practices. These practices are increasingly recognised as central to delivering effective, efficient, safe and sustainable health services. Second, there is a rapidly growing interest and institutional engagement with interprofessional education as part of pre-registration health professional education. This has changed substantially in recent years. Whilst beyond the scope of our current studies, the need for similar developments in continuing professional development (CPD) for health professionals was a consistent topic in our stakeholder consultations. Third, we observe what might be termed a threshold effect occurring in the area of interprofessional education. Projects that address matters relating to IPE are now far more numerous, visible and discussed in terms of their aggregate outcomes. The impact of this momentum is visible across the higher education sector. Finally, we believe that effective collaboration is a critical mediating process through which the rich resources of disciplinary knowledge and capability are joined to add value to existing health service provision. We trust the conceptual and practical contributions and resources presented and discussed in this report contribute to these developments.Office of Learning and Teaching Australi

Coevolutionary Competence in the Realm of Corporate Longevity: How Long-lived Firms Strategically Renew Themselves

Understanding the phenomena of corporate longevity and self-renewing organizations has become an important topic in recent management literature. However, the majority of the research contributions focus on internal determinants of longevity and self-renewal. Using a co-evolutionary framework, the purpose of this paper is to address the dynamic interaction between organizations and environments in the realm of sustained strategic renewal, i.e. corporate longevity. To this end, we will focus on the competence of long-lived firms to coevolve due to the joint effect of managerial intentionality and environmental selection pressures. Building on coevolutionary framework, we develop a conceptual framework that highlights an organization’s coevolutionary competence. Two longitudinal case studies are presented illustrating the arguments.strategic renewal;corporate longevity;competence-based management;adaptive open systems;coevolutionary competence

Changes in teaching and learning: what counts, who to, and how is it counted?

This paper builds on and contributes to the evidence that links teacher development programmes and educational technology programmes in low-to-middle income countries, to improvements in quality. Recent reviews, funded by the UK Department for International Development (DFID) have examined the characteristics of teacher education programmes (Westbrook et al., 2013) and educational technology programmes (Tom Power, Gater, Grant, & Winters, 2014), that show evidence of impact on teaching practice or learning outcomes. In both cases evidential problems arise in relation to reporting change. Power & McCormick (2014) observe that where reviewed studies present outcomes, these are often based in an educational economist tradition; the teacher development theory of change is often disregarded (Tatto, 2013). This paper examines the research approaches and findings of a large-scale programme of teacher development incorporating Educational Technology in Bangladesh, that has tried to develop a more holistic or ecological understanding of educational change at the classroom level. We argue that whilst such research stands out as one of only a small number of studies that evidence change in teaching and learning holistically at large scale, further methodological development is required. How can such large-scale programmes meet the evidence requirements of donors and policy makers, typically framed in human capital terms, whilst giving voice to teachers and students, about the experience of change and the development of capabilities (Tikly & Barrett, 2011) they have reason to value

Purposes, Uses, and Practices of Leadership Assessment in Education

Explores recent research literature dealing with personnel evaluations, professional learning, accountability, and the relation of leadership to learning, in order to clarify how leadership assessment practices impact student achievement

Contexts of Cultural Diversity Professional Development in Schools

This report is part of a larger MERC study on Professional Development for Success in Culturally Diverse Schools.The goals of the larger study are (1) to understand the landscape of diversity within the schools in the MERC region, (2) to consider the implications for school policy and professional practice, (3) to review the current models of professional development that support teachers and other school professionals in regards to issues of cultural diversity, and (4) to develop and test models of professional development that have positive impacts on teacher practice, student outcomes and overall school success. With these goals in mind, this report contains three parts. Part 1 discusses demographic changes in the MERC region and provides historical, political, social, and economic contexts for understanding these changes. Part 2 describes the federal, state, and local policy contexts relevant to cultural diversity within schools, and professional development (PD) related to this topic. This section also reviews research on how policy contexts shape teachers’ decisions to participate in PD. Part 3 reviews existing studies of cultural diversity PD and describes the types of PD programs currently available in the MERC region. In the conclusion to the report, we present a list of recommendations for policy and and for future development and implementation of PD related to cultural diversity. The final section of the report also describes gaps in the existing body of knowledge and the research needed to better understand PD related to cultural diversity