The foundation and development of the salesians in England: the dynamics of growth

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Experimenting with self-organised learning for organisational growth: A person-centred approach

This thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University.This thesis records my professional search for a management model which will harness the fill capabilities of people in organisations to the achievement of the organisations, goals. This search has taken place in the context of the lost Office in which I have spent my working life. The key event in this search was my introduction to Self-Organised Learning (S-O-L) in 1984, during the Centre for the Study of Human Learning's S-O-L action research project on supervisory and managerial effectiveness. My survey of the literature in the fields of management, learning and psychology has prompted me to identify the need for a more person-centred approach to management. The survey focuses on 5 key issues, the motivation of people to contribute to the achievement of organisational goals, responsibility and control, assumptions or myths about people, attitudes towards people, and learning for continuous improvements. I have followed the action research paradigm in four main research projects: (i) a trial of S-O-L in leading Read Post Office in 1995/86; (ii) the use of S-0-L in the Parcel Sort Centre near leading between 1906 and 1990; (iii) a major Management Development and Productivity Improvement Programme in the Parcel Sort Centre in 1990. (iv) further use of S-O-L in the Parcel Sort Centre near Reading in 1991 and 1992. In the research I have used the key S-O-L tools, the Learning Conversation and the Personal Learning Contract, and I have deployed my on approach to people management which is based on trust, openness, support and encouragement. The action research results have been evaluated on a multi-perspective basis taking account of the benefits to: participating managers both as individuals and as teams; the organisation; myself, as a manager, action researcher and person. Included in the evaluation are the results of evaluation conversation held with members of my management team at the Parcel Sort Centre. These are presented in the form of Personal Learning Biographies which address the learner's own as well as others' evaluation. A major outcome of my research is the development of a Person-Centred Model of Organisational Growth. Together the action research results and the model highlight my conclusion that, as managers and trainers, we are failing to release the potential of people in organisations to learn and grow and thereby fully participate in the achievement of organisational goals. We are not developing effective personal and group relationships based upon the motivation theories of Maslow and Berzberg, McGregor’s Theory Y and Rogerian concepts. The thesis demonstrates that the systematic practice of Learning Conversations on-the-job in a variety of work based contexts transforms the attitudes of people towards work and empowers them with learning focused skills and competencies, which enable them to work more productively and effectively in individuals and as a team to meet organisational goals. This is a mutually beneficial process, enhancing the powers of the individual and the objective demands (productivity, quality of service and cost effectiveness) of the organisation. More than this, the S-O-L approach creates a structured, systematic Learning Environment which proactively encourages change and development in ways which can sustain individual development and organisational growth. This thesis identifies move of the hidden mythologies and constraints which need to be deconstructed and reconstructed in the support environment during the change process of individual and organisational growth

Nuaulu Religious Practices; The frequency and reproduction of rituals in a Moluccan society

How religious practices are reproduced has become a major theoretical issue. This work examines data on Nuaulu ritual performances collected over a 30 year period, comparing different categories of event in terms of frequency and periodicity. It seeks to identify the influencing factors and the consequences for continuity. Such an approach enables a focus on related issues: variation in performance, how rituals change in relation to material and social conditions, the connections between different ritual types, the way these interact as cycles, and the extent to which fidelity of transmission is underpinned by a common model or repertoire of elements. This monograph brings to completion a long-term study of the religious behaviour of the Nuaulu, a people of the island of Seram in the Indonesian province of Maluku. Ethnographically, it is important for several reasons: the Nuaulu are one of the few animist societies remaining on Seram; the data emphasize patterns of practices in a part of Indonesia where studies have hitherto been more concerned with meaning and symbolic classification; and because Nuaulu live in an area where recent political tension has been between Christians and Muslims. Nuaulu are, paradoxically, both caught between these two groups, and apart from them. Roy Ellen is Professor of Anthropology and Human Ecology at the University of Kent, a Fellow of The British Academy, and was president of the Royal Anthropological Institute between 2007 and 2011. He was trained at the London School of Economics and at the University of Leiden. Among his other books are The cultural relations of classification (on Nuaulu animal categories) and On the edge of the Banda zone (on trade in east Seram)

Team Work and Conflict During Elective Procedures in English National Health Service Operating Theatres

Multidisciplinary team working has been proposed as the means by which effective service delivery and organisation can be achieved within the operating theatre. Enhanced interprofessional communication, focus on a common goal, and valuing the contributions of team members have all been identified, within the professional literature, as elements of team working through which this objective could be realised. However, equal recognition has been given to reports of conflict and aggression experienced between professional groups within operating theatres. This thesis sets out to explore the relationship between these two phenomena in the context of the operating theatre, and explains the findings in an explanatory model of operating theatre work. The research was undertaken as a two part mixed method study. The first phase consisted of a survey of 391 operating department personnel, including surgeons, anaesthetists, nurses and operating department practitioners, employed in National Health Service operating departments in England. The survey gathered perceptions of conflict within and between staff groups, to identify the main sources of conflict, and the main protagonists. The results of the survey demonstrated the existence of the conflict related to changes in order of the operating list, and overrunning of the allotted operating time. The main professional groups involved were senior surgeons, and the nurses and operating department practitioners. Little variation was seen within the national sample. The second phase of the study consisted of ethnography within operating departments on two sites, supported by informal interviews with nurses, operating department practitioners, surgeons and anaesthetists. Field notes and interview data were analysed using Adaptive Theory through which new data and existing theory were utilised in an inductive process of theory generation. The findings reveal that working practices in the operating theatres did not conform fully to any existing model of team working. This thesis proposes that the persistent emphasis on multidisciplinary team working in the policy literature derives from a functionalist analysis of conflict. At a theoretical level the persistence of conflict can be explained via an analysis of the theoretical limitations of the functionalist model. Overcoming conflict requires a critique of functionalist solutions proposed in the literature and the application of alternative theoretical perspectives more attuned to addressing the underlying tensions inherent in the organisation of theatre work

Języki Obce w Szkole Nr 5/2000

czasopismo dla nauczyciel

Un diagnostic pour enseigner les sciences à l'université

Dans cette étude, nous présentons un questionnaire diagnostic auquel ont participé 192 étudiants de première année universitaire, inscrits dans des filières scientifiques différentes : sciences physiques, sciences géographiques, sciences géologiques, sciences biologiques et médecine vétérinaire. Ce questionnaire, présenté aux étudiants en février 2021, est composé de quatre tests : le premier permet de mesurer le niveau d’abstraction des étudiants ; le second sonde la pensée formelle ; le troisième récolte des conceptions premières en sciences physiques et le quatrième s’intéresse à la psychologie cognitive. Les résultats sont analysés et présentés selon la filière, le genre et l’ancienneté académique (primo-arrivant ou redoublant) des étudiants. En s’appuyant sur les recherches menées par Piaget, une cartographie du niveau cognitif atteint par les étudiants est également établie. Nous constatons la récurrence de certaines difficultés

Une lecture théologique de la conversion chez Thomas Merton à travers la triple clé biblique de Mc 8, 34; Jn 3, 7 et Ga 2, 20a la théologie de la conversion chez Thomas Merton

Thomas Merton est un moine américain, un trappiste, décédé accidentellement à Bangkok en 1968, à l'âge de 53 ans. Moine converti et moine écrivain, Merton a laissé derrière lui une oeuvre littéraire abondante et riche, à l'horizon théologique très vaste, tout à la fois enraciné dans le monachisme chrétien et ouvert au monde contemporain, avec ses misères, ses aspirations et ses grandes traditions spirituelles."Convertissez-vous!" Ce cri surgi des profondeurs de sa personne, Merton l'a entendu dès l'atteinte de ses 18 ans. L'écho de ce cri l'a poursuivi tout au long de sa vie de moine (1941-1968) et de son engagement pastoral comme moine-écrivain. Cet écho l'a incité à se réapproprier le message chrétien de la conversion et à en renouveler le langage afin d'être entendu par ses frères et soeurs en humanité, en rejoignant leur sensibilité et leur préoccupation centrée sur la quête identitaire. Ce fut l'objet principal de notre aventure doctorale de démontrer: (1) que Merton a développé une théologie de la conversion chrétienne ; (2) que cette théologie marque l'ensemble de son oeuvre littéraire; (3) que cette théologie s'articule autour d'une triple clé biblique : Mc 8, 34; Jn 3, 7 et Ga 2, 20a et de ses cinq grands axes: le renoncement à soi, la prise de la croix, la suite du Christ, la nouvelle naissance et la nouvelle identité"en Christ"; (4) et que cette théologie, sensible à la double réalité des"vrai et faux moi" et ouverte aux richesses des traditions orientales, propose à nos contemporains un nouvel espace de réflexion, tout en s'offrant comme un tremplin pour atteindre la complétude humaine, pour entrer dans une conscience universelle et pour accéder à une maturité transculturelle, bref pour devenir"un humain pleinement et ultimement unifié", selon cette expression du psychanalyste soufi iranien, Reza Arasteh, très chère à Merton. Aux termes de notre longue et minutieuse fréquentation de l'oeuvre de Merton, il nous a été donné d'une part, de toucher à la contemporanéité de son approche de la conversion chrétienne, et d'autre part d'être placée devant le caractère universel de cette obligation, pour tous les humains, de se laisser transformer en profondeur