Lapides, J. “Teaching styles in adult education. An exploratory essay,” Revue ATEE Journal 3 (1980) 191‐205.
Two approaches to teaching styles are explored. The first is a static approach borrowed from management research and organizational development practice. In this approach teaching styles were derived from Maslow's hierarchy of needs. They were seen as the interpersonal styles of behavior with others, which grow out of people's needs. Seven teaching styles were identified and described. The second approach, in contrast with the life‐style approach, is based on the assumption that teachers can be trained in alternative styles. Mosston believes that everyone can change through learning and that teaching style is a learned characteristic. Seven styles from command to discovery have been identified and described. Suggestions for teacher training are included. 相似文献
Since the turn of the century large groups of former institutionalised children have exercised their right to see their ‘personal files’, and this has drawn widespread attention to these documents and their potential in scholarly research. This article explores the meanings of personal files from the period 1945–1984 as sources for both historical researchers and adult care leavers themselves, in the context of the orphanages in Ghent, Belgium. Based on the experiences of those who have consulted their files, we come to the conclusion that the personal files of the Ghent orphans provide some new information but, at the same time, leave a lot of issues unresolved. Although the files offered significant insights for researchers studying the most recent period in the history of the Ghent orphanages, it is difficult to see them as ‘keys to the past’ for former orphans who are trying to (re)construct their own, individual life histories. 相似文献
This paper focuses on seven major managerial practices and three negative conditions that must be managed to enhance employee growth and development. These managerial practices and conditions have significant potential for human resource development practitioners and performance improvement technologists by providing new perspectives to improve employee performance through employee growth and development activities. Surveys measuring employee perceptions of manager behaviors were administered to 503 MBA and PhD students from the United States, resulting in 463 useable responses. The hypotheses were tested using linear regression and structural equation modeling. Based on the analysis, the researchers found that involving employees in decision making, motivating employees, treating employees as unique individuals, and making certain that managers are effective have the highest influence on employee growth and development. 相似文献
Referral information regarding 215 students referred to school psychologists was reviewed. Of this group, 74% were males and approximately one-half were referred while enrolled in the third through sixth grades. The most frequently stated reasons for referral were: (a) poor peer relationships, (b) displays frustration, (c) below academic expectations, (d) shy and withdrawn behavior, (e) disruptive behavior, (f) fighting, (g) refuses to work, and (h) short attention span. Referral reasons presented by classroom teachers correspond to the four major characteristics of behavior disorders: conduct disorders, personality disorders, inadequacy/immaturity, and socialized delinquency. Most referrals corresponded to reported behaviors representing conduct and personality disorders. 相似文献
Fifty elementary teachers rated the problem behaviors of students to indicate both how much the behaviors “disturbed” them and how much they were “concerned” about the behaviors. The results suggest that teachers are more concerned about behaviors than disturbed by them. However, teachers were both disturbed and concerned about aggressive interaction with and between students. The implications of the findings are discussed. 相似文献