Doctoral supervision: handbook for establishing a productive and supportive supervision culture
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Frankfurt am Main
Helmut Brentel
2019
|
| Ausgabe: | Second edition |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis Inhaltsverzeichnis |
| Beschreibung: | 308 Seiten 24 cm |
| ISBN: | 9783000623806 |
Internformat
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| 245 | 1 | 0 | |a Doctoral supervision |b handbook for establishing a productive and supportive supervision culture |c Helmut Brentel |
| 250 | |a Second edition | ||
| 264 | 1 | |a Frankfurt am Main |b Helmut Brentel |c 2019 | |
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Datensatz im Suchindex
| _version_ | 1804181808542121984 |
|---|---|
| adam_text | CONTENTS
ACKNOWLEDGEMENTS
11
INTRODUCTION
15
PART
ONE
PROFESSIONALISATION
AND
INTERNATIONALISATION
OF
DOCTORAL
SUPERVISION
27
1
THE
SHIFT
TO
PROFESSIONALISATION
IN
DOCTORAL
EDUCATION
AND
SUPERVISION
29
2
INTERNATIONAL
DEVELOPMENTS
IN
DOCTORAL
SUPERVISION
AND
TRAINING
35
PART
TWO
SUPERVISING
AND
MONITORING
WITH
THE
SUPERVISOR^
BIOGRAPHY
41
3
CONCEPT
AND
DESIGN
43
4
PREPARATORY
PHASE
46
4.1
PRELIMINARY
INFORMATION
46
4.2
CLARIFICATIONS
IN
SELECTING
AND
MATCHING
47
4.3
DECISIONS
49
4.4
WORKSHOPS
AND
TOOLS
FOR
THE
PREPARATORY
PHASE
51
6
CONTENTS
5
RESEARCH
PHASE
53
5.1
INITIAL
ACTIONS
53
5.2
CORE
SUPERVISION
TASKS
59
5.3
GUIDANCE
AND
SUPPORT
THROUGH
PRACTICAL
TIPS
AND
SKILLS
67
5.4
PROGRESS
MONITORING
68
6
COMPLETION
PHASE
76
6.1
ASSESSMENT
AND
DECISIONS
77
6.2
PREPARING
FOR
DEFENCE
78
6.3
DOCTORATE
AND
BEYOND
HOW
TO
BEST
PREPARE
AND
SUPPORT DOCTORAL
CANDIDATES
FOR
THE
TRANSITION
TO
THE
PROFESSIONAL
PROJECT
81
6.4
WORKSHOPS
AND
TOOLS
FOR
THE
COMPLETION
PHASE
89
PART
THREE
EXPECTATIONS
AND
ROLES
IN
A
PRODUCTIVE
SUPERVISORY
RELATIONSHIP
95
7
CHANGE
AND
DEVELOPMENT
OF
SUPERVISOR
ROLES
97
7.1
CHANGING
ROLES
OF
SUPERVISORS
97
7.2
DESCRIPTIONS
AND
DEFINITIONS
OF
SUPERVISOR
ROLES
99
7.3
INTRODUCING
AND
EXPLAINING
THE
SUPERVISORS
ROLE
PORTFOLIO
101
7.4
REFLECTING,
COMMUNICATING
AND
IMPROVING
SUPERVISORY
ROLES
104
7.5
DEALING
WITH
CONFLICTING
SUPERVISOR
ROLES
105
8
CLARIFYING
MUTUAL
EXPECTATIONS
108
8.1
WHY
IS
CLARIFYING
MUTUAL
EXPECTATIONS
SO
IMPORTANT
-
AND
NOT
EASY
AT
ALL
108
8.2
EXAMPLES
OF
NOT
CLARIFYING
MUTUAL
EXPECTATIONS
AND
THE
CONSEQUENCES
111
8.3
MUTUAL
EXPECTATIONS
AND
THE
UNEXPECTED
115
8.4
EXAMPLES
AND
PROBLEMS
HOW
SUPERVISORY
EXPECTATIONS
MAY
BE
PERCEIVED
DIFFERENTLY
117
8.5
TECHNIQUES
AND
SKILLS
FOR CLARIFYING
MUTUAL
EXPECTATIONS
120
8.6
EXAMPLE
OF
A
DIALOGUE
FOR
CLARIFYING
MUTUAL
EXPECTATIONS
ON
GIVING
FEEDBACK
AND
INFORMING
ABOUT
PROBLEMS
IN
TIME
121
CONTENTS
7
8.7
EXAMPLE
FOR
SUCCESSFIILLY
CLARIFYING
MUTUAL
EXPECTATIONS
AND
THE
GOOD
CONSEQUENCES
123
9
SUPERVISORY
RELATIONS
AND
SUPERVISORY
STYLES
129
9.1
SORTING
WORDING
AND
MEANING:
DOCTORAL
SUPERVISION
AS
PROFESSIONAL
RELATIONSHIP
129
9.2
ESTABLISHING
A
GOOD
SUPERVISORY
RELATIONSHIP
133
9.3
MAINTAINING
A
GOOD
SUPERVISORY
RELATIONSHIP
136
9.4
SUPERVISORY
STYLES:
A
QUESTION
OF
SKILLED
BALANCING
140
10
CO-
AND
TEAM
SUPERVISION
145
10.1
BEST
PRACTICES
AND
PITFALLS
145
10.2
JOHN
*
S
CASE:
ISOLATION
AND
IGNORANCE
IN
CO-SUPERVISION
147
10.3
SARAH
*
S
CASE:
BEING
TRAPPED
IN
A
DIFFICULT
SUPERVISORY
INHERITANCE
148
10.4
JENNY
*
S
CASE:
BEING
PREPARED
FOR
SUPERVISING
A
RESEARCH
TRAINING
GROUP
149
10.5
MICHAEL
*
S
CASE:
PACING
DISSENT
IN
CO-SUPERVISION
150
PART
FOUR
SELECTION
AND
RECRUITMENT
153
11
SELECTING
AND
RECRUITING
DOCTORAL
CANDIDATES
155
11.1
WHY
IS
THE
RIGHT
SELECTION
OF
DOCTORAL
CANDIDATES
SO
IMPORTANT
-
BUT
NOT
EASY
AT
ALL?
155
11.2
AWARENESS
AND
USE
OF
SELECTION
CRITERIA
158
11.3
TECHNIQUES
FOR EVALUATING
AND
TESTING
165
11.4
CHALLENGES
AND
SOLUTIONS
IN
SELECTING
AND
RECRUITING
-
DEVELOPING
A
TALENT
POOL
175
8
CONTENTS
PART
FIVE
DEFENSIVE
ROUTINES
AND
PRODUCTIVE
LEARNING
IN
DOCTORAL
SUPERVISION
12
TRANSITION
TO
PRODUCTIVE
LEARNING
183
12.1
INNOVATIVE
DISTINCTIONS
IN
THE
THEORY
OF
ACTION
184
12.2
INTERVENTIONS
TOWARDS
PRODUCTIVE
LEARNING
-
EXPERIENCES
AND
TOOLS
186
12.3
SIGNS
AND
PRACTICES
FOR
PRODUCTIVE
LEARNING
187
13
INTRODUCING
PRODUCTIVE
LEARNING
INTO
DOCTORAL
SUPERVISION
190
13.1
IDENTIFYING
LIMITED
LEARNING
SYSTEMS
IN
DOCTORAL
SUPERVISION
190
13.2
INTERVENTION
AND
SKILLS
TOWARDS
PRODUCTIVE
SUPERVISORY
LEARNING
SYSTEMS
194
13.3
ACTIONS
AND EXERCISES
FOR
IDENTIFYING
AND
OVERCOMING
DEFENSIVE
ROUTINES
IN
SUPERVISORY
CONVERSATIONS
195
PART
SIX
IDENTIFYING
PROBLEMS
AND
RESCUING
YOUR
CANDIDATES
211
14
WHEN
THE
PHD
PROJECT
IS
GOING
TO
FAIL
-
WARNING
SIGNS
AND
PROBLEM
SOLUTIONS
213
14.1
THE
HIGH
ART
OF
PAYING
ATTENTION
TO
EARLY
WARNING
SIGNS
213
14.2
WHAT
PRIZE-WINNING
SUPERVISORS
HAVE
IN
COMMON
214
14.3
CUE
CONCEALMENT AND
STRATEGIES
FOR
PROVIDING
A
SUPPORTIVE
SUPERVISORY
CULTURE
214
14.4
FIVE
STEPS
OF
SUPERVISORY
INQUIRY
215
14.5
EXAMPLES
AND
EXERCISES
FOR
CONDUCTING
SUPERVISORY
INQUIRIES
218
14.6
INSTRUCTION
FOR WORKING
GROUPS
ON
DETECTING
AND
SOLVING
PROBLEMS
IN
DOCTORAL
SUPERVISION
226
15
INTERVISION
-
A
VERY
HELPFUL
TOOL
OF
PEER
GROUP
COACHING
FOR
SUPERVISORS
228
15.1
PREREQUISITES
AND
BASIC
CONSIDERATIONS
228
15.2
EXPLAINING
THE
SCREENPLAY:
ROLES
AND
PHASES
230
15.3
ENCOURAGING
EFFECTS
OF
INTERVISION
EXERCISES
233
CONTENTS
9
16
SAFEGUARDING
GOOD
SCIENTIFIC
PRACTICE
AND
PREVENTING
SCIENTIFIC
MISCONDUCT
235
16.1
INTRODUCING
GOOD
SCIENTIFIC
PRACTICE
INTO
DOCTORAL
SUPERVISION
235
16.2
PRINCIPLES
AND
DETAILS
OF
GOOD
SCIENTIFIC
PRACTICE
236
16.3
PREVENTING
AND
INVESTIGATING
SCIENTIFIC
MISCONDUCT
238
PART
SEYEN
MOTIVATION
GAPS
AND
CONFLICT
CONSTELLATIONS
AS
OPPORTUNITIES
FOR
LEARNING
AND
IMPROVEMENT
241
17
KEEPING
UP
MOTIVATION
243
17.1
PATTERNS
IN
LACK
AND
LOSS
OF
MOTIVATION
243
17.2
REASONS
FOR DECREASING MOTIVATION
244
17.3
MEASURES
AND
SOLUTIONS
FOR (RE-)MOTIVATING
DOCTORAL
CANDIDATES
246
18
PROFESSIONAL
AWARENESS
AND
HANDLING
OF
TENSIONS
AND
CONFLICTS
250
18.1
REASONS
AND
PREVENTIONS
250
18.2
MINOR
CONFLICTS
AS
IRRITATIONS
AND CHALLENGES
FOR
A
SUPERVISOR^
RELATIONSHIP
252
18.3
MAJOR CONFLICTS
AS
VIOLATIONS,
FRUSTRATIONS
AND
LONGER
LASTING
HISTORY
OF
MUTUAL
DISAPPOINTMENTS
253
PART
EIGHT
TRAINING
SUPERVISORS
AND
ESTABLISHING
A
COMMUNITY
OF
BEST
PROFESSIONAL
PRACTICE
257
19
SUPERVISOR
TRAINING
259
19.1
CONTENTS
AND
FORMATS
OF
SUPERVISOR
TRAINING
260
19.2
LEGAL
AND
REGULATORY
ASPECTS
263
19.3
EXPECTATIONS,
NEEDS
AND
WORRIES
OF
SUPERVISORS
263
19.4
PARTICIPANTS
*
FEEDBACK
266
19.5
BUILDING
CRITICAL
MASS
267
10
CONTENTS
19.6
TRAINING
OF
TRAINERS
269
19.7
BEST
PRACTICE
EXAMPLES
FROM
SPAIN
271
20
FOLLOW-UP
AND
ENSURING
SUSTAINABILITY
274
20.1
LACK
OF
TIME
SYNDROME
274
20.2
ISOLATION
OF
SUPERVISORS
AND
ESTABLISHING
A
COMMUNITY
OF
BEST
PROFESSIONAL
PRACTICE
IN
DOCTORAL
SUPERVISION
276
20.3
DESIGN
AND
IMPLEMENTATION
OF
FOLLOW-UP
MEASURES
280
21
ESTABLISHING
A
HIGHLY
PRODUCTIVE
AND
SUPPORTIVE
SUPERVISOR
CULTURE
285
LIST
OF
TABLES,
TOOLS
AND
EXERCISES
295
REFERENCES
AND
RESOURCES
301
|
| adam_txt |
CONTENTS
ACKNOWLEDGEMENTS
11
INTRODUCTION
15
PART
ONE
PROFESSIONALISATION
AND
INTERNATIONALISATION
OF
DOCTORAL
SUPERVISION
27
1
THE
SHIFT
TO
PROFESSIONALISATION
IN
DOCTORAL
EDUCATION
AND
SUPERVISION
29
2
INTERNATIONAL
DEVELOPMENTS
IN
DOCTORAL
SUPERVISION
AND
TRAINING
35
PART
TWO
SUPERVISING
AND
MONITORING
WITH
THE
SUPERVISOR^
BIOGRAPHY
41
3
CONCEPT
AND
DESIGN
43
4
PREPARATORY
PHASE
46
4.1
PRELIMINARY
INFORMATION
46
4.2
CLARIFICATIONS
IN
SELECTING
AND
MATCHING
47
4.3
DECISIONS
49
4.4
WORKSHOPS
AND
TOOLS
FOR
THE
PREPARATORY
PHASE
51
6
CONTENTS
5
RESEARCH
PHASE
53
5.1
INITIAL
ACTIONS
53
5.2
CORE
SUPERVISION
TASKS
59
5.3
GUIDANCE
AND
SUPPORT
THROUGH
PRACTICAL
TIPS
AND
SKILLS
67
5.4
PROGRESS
MONITORING
68
6
COMPLETION
PHASE
76
6.1
ASSESSMENT
AND
DECISIONS
77
6.2
PREPARING
FOR
DEFENCE
78
6.3
DOCTORATE
AND
BEYOND
HOW
TO
BEST
PREPARE
AND
SUPPORT DOCTORAL
CANDIDATES
FOR
THE
TRANSITION
TO
THE
PROFESSIONAL
PROJECT
81
6.4
WORKSHOPS
AND
TOOLS
FOR
THE
COMPLETION
PHASE
89
PART
THREE
EXPECTATIONS
AND
ROLES
IN
A
PRODUCTIVE
SUPERVISORY
RELATIONSHIP
95
7
CHANGE
AND
DEVELOPMENT
OF
SUPERVISOR
ROLES
97
7.1
CHANGING
ROLES
OF
SUPERVISORS
97
7.2
DESCRIPTIONS
AND
DEFINITIONS
OF
SUPERVISOR
ROLES
99
7.3
INTRODUCING
AND
EXPLAINING
THE
SUPERVISORS
ROLE
PORTFOLIO
101
7.4
REFLECTING,
COMMUNICATING
AND
IMPROVING
SUPERVISORY
ROLES
104
7.5
DEALING
WITH
CONFLICTING
SUPERVISOR
ROLES
105
8
CLARIFYING
MUTUAL
EXPECTATIONS
108
8.1
WHY
IS
CLARIFYING
MUTUAL
EXPECTATIONS
SO
IMPORTANT
-
AND
NOT
EASY
AT
ALL
108
8.2
EXAMPLES
OF
NOT
CLARIFYING
MUTUAL
EXPECTATIONS
AND
THE
CONSEQUENCES
111
8.3
MUTUAL
EXPECTATIONS
AND
THE
UNEXPECTED
115
8.4
EXAMPLES
AND
PROBLEMS
HOW
SUPERVISORY
EXPECTATIONS
MAY
BE
PERCEIVED
DIFFERENTLY
117
8.5
TECHNIQUES
AND
SKILLS
FOR CLARIFYING
MUTUAL
EXPECTATIONS
120
8.6
EXAMPLE
OF
A
DIALOGUE
FOR
CLARIFYING
MUTUAL
EXPECTATIONS
ON
GIVING
FEEDBACK
AND
INFORMING
ABOUT
PROBLEMS
IN
TIME
121
CONTENTS
7
8.7
EXAMPLE
FOR
SUCCESSFIILLY
CLARIFYING
MUTUAL
EXPECTATIONS
AND
THE
GOOD
CONSEQUENCES
123
9
SUPERVISORY
RELATIONS
AND
SUPERVISORY
STYLES
129
9.1
SORTING
WORDING
AND
MEANING:
DOCTORAL
SUPERVISION
AS
PROFESSIONAL
RELATIONSHIP
129
9.2
ESTABLISHING
A
GOOD
SUPERVISORY
RELATIONSHIP
133
9.3
MAINTAINING
A
GOOD
SUPERVISORY
RELATIONSHIP
136
9.4
SUPERVISORY
STYLES:
A
QUESTION
OF
SKILLED
BALANCING
140
10
CO-
AND
TEAM
SUPERVISION
145
10.1
BEST
PRACTICES
AND
PITFALLS
145
10.2
JOHN
*
S
CASE:
ISOLATION
AND
IGNORANCE
IN
CO-SUPERVISION
147
10.3
SARAH
*
S
CASE:
BEING
TRAPPED
IN
A
DIFFICULT
SUPERVISORY
INHERITANCE
148
10.4
JENNY
*
S
CASE:
BEING
PREPARED
FOR
SUPERVISING
A
RESEARCH
TRAINING
GROUP
149
10.5
MICHAEL
*
S
CASE:
PACING
DISSENT
IN
CO-SUPERVISION
150
PART
FOUR
SELECTION
AND
RECRUITMENT
153
11
SELECTING
AND
RECRUITING
DOCTORAL
CANDIDATES
155
11.1
WHY
IS
THE
RIGHT
SELECTION
OF
DOCTORAL
CANDIDATES
SO
IMPORTANT
-
BUT
NOT
EASY
AT
ALL?
155
11.2
AWARENESS
AND
USE
OF
SELECTION
CRITERIA
158
11.3
TECHNIQUES
FOR EVALUATING
AND
TESTING
165
11.4
CHALLENGES
AND
SOLUTIONS
IN
SELECTING
AND
RECRUITING
-
DEVELOPING
A
TALENT
POOL
175
8
CONTENTS
PART
FIVE
DEFENSIVE
ROUTINES
AND
PRODUCTIVE
LEARNING
IN
DOCTORAL
SUPERVISION
12
TRANSITION
TO
PRODUCTIVE
LEARNING
183
12.1
INNOVATIVE
DISTINCTIONS
IN
THE
THEORY
OF
ACTION
184
12.2
INTERVENTIONS
TOWARDS
PRODUCTIVE
LEARNING
-
EXPERIENCES
AND
TOOLS
186
12.3
SIGNS
AND
PRACTICES
FOR
PRODUCTIVE
LEARNING
187
13
INTRODUCING
PRODUCTIVE
LEARNING
INTO
DOCTORAL
SUPERVISION
190
13.1
IDENTIFYING
LIMITED
LEARNING
SYSTEMS
IN
DOCTORAL
SUPERVISION
190
13.2
INTERVENTION
AND
SKILLS
TOWARDS
PRODUCTIVE
SUPERVISORY
LEARNING
SYSTEMS
194
13.3
ACTIONS
AND EXERCISES
FOR
IDENTIFYING
AND
OVERCOMING
DEFENSIVE
ROUTINES
IN
SUPERVISORY
CONVERSATIONS
195
PART
SIX
IDENTIFYING
PROBLEMS
AND
RESCUING
YOUR
CANDIDATES
211
14
WHEN
THE
PHD
PROJECT
IS
GOING
TO
FAIL
-
WARNING
SIGNS
AND
PROBLEM
SOLUTIONS
213
14.1
THE
HIGH
ART
OF
PAYING
ATTENTION
TO
EARLY
WARNING
SIGNS
213
14.2
WHAT
PRIZE-WINNING
SUPERVISORS
HAVE
IN
COMMON
214
14.3
CUE
CONCEALMENT AND
STRATEGIES
FOR
PROVIDING
A
SUPPORTIVE
SUPERVISORY
CULTURE
214
14.4
FIVE
STEPS
OF
SUPERVISORY
INQUIRY
215
14.5
EXAMPLES
AND
EXERCISES
FOR
CONDUCTING
SUPERVISORY
INQUIRIES
218
14.6
INSTRUCTION
FOR WORKING
GROUPS
ON
DETECTING
AND
SOLVING
PROBLEMS
IN
DOCTORAL
SUPERVISION
226
15
INTERVISION
-
A
VERY
HELPFUL
TOOL
OF
PEER
GROUP
COACHING
FOR
SUPERVISORS
228
15.1
PREREQUISITES
AND
BASIC
CONSIDERATIONS
228
15.2
EXPLAINING
THE
SCREENPLAY:
ROLES
AND
PHASES
230
15.3
ENCOURAGING
EFFECTS
OF
INTERVISION
EXERCISES
233
CONTENTS
9
16
SAFEGUARDING
GOOD
SCIENTIFIC
PRACTICE
AND
PREVENTING
SCIENTIFIC
MISCONDUCT
235
16.1
INTRODUCING
GOOD
SCIENTIFIC
PRACTICE
INTO
DOCTORAL
SUPERVISION
235
16.2
PRINCIPLES
AND
DETAILS
OF
GOOD
SCIENTIFIC
PRACTICE
236
16.3
PREVENTING
AND
INVESTIGATING
SCIENTIFIC
MISCONDUCT
238
PART
SEYEN
MOTIVATION
GAPS
AND
CONFLICT
CONSTELLATIONS
AS
OPPORTUNITIES
FOR
LEARNING
AND
IMPROVEMENT
241
17
KEEPING
UP
MOTIVATION
243
17.1
PATTERNS
IN
LACK
AND
LOSS
OF
MOTIVATION
243
17.2
REASONS
FOR DECREASING MOTIVATION
244
17.3
MEASURES
AND
SOLUTIONS
FOR (RE-)MOTIVATING
DOCTORAL
CANDIDATES
246
18
PROFESSIONAL
AWARENESS
AND
HANDLING
OF
TENSIONS
AND
CONFLICTS
250
18.1
REASONS
AND
PREVENTIONS
250
18.2
MINOR
CONFLICTS
AS
IRRITATIONS
AND CHALLENGES
FOR
A
SUPERVISOR^
RELATIONSHIP
252
18.3
MAJOR CONFLICTS
AS
VIOLATIONS,
FRUSTRATIONS
AND
LONGER
LASTING
HISTORY
OF
MUTUAL
DISAPPOINTMENTS
253
PART
EIGHT
TRAINING
SUPERVISORS
AND
ESTABLISHING
A
COMMUNITY
OF
BEST
PROFESSIONAL
PRACTICE
257
19
SUPERVISOR
TRAINING
259
19.1
CONTENTS
AND
FORMATS
OF
SUPERVISOR
TRAINING
260
19.2
LEGAL
AND
REGULATORY
ASPECTS
263
19.3
EXPECTATIONS,
NEEDS
AND
WORRIES
OF
SUPERVISORS
263
19.4
PARTICIPANTS
*
FEEDBACK
266
19.5
BUILDING
CRITICAL
MASS
267
10
CONTENTS
19.6
TRAINING
OF
TRAINERS
269
19.7
BEST
PRACTICE
EXAMPLES
FROM
SPAIN
271
20
FOLLOW-UP
AND
ENSURING
SUSTAINABILITY
274
20.1
LACK
OF
TIME
SYNDROME
274
20.2
ISOLATION
OF
SUPERVISORS
AND
ESTABLISHING
A
COMMUNITY
OF
BEST
PROFESSIONAL
PRACTICE
IN
DOCTORAL
SUPERVISION
276
20.3
DESIGN
AND
IMPLEMENTATION
OF
FOLLOW-UP
MEASURES
280
21
ESTABLISHING
A
HIGHLY
PRODUCTIVE
AND
SUPPORTIVE
SUPERVISOR
CULTURE
285
LIST
OF
TABLES,
TOOLS
AND
EXERCISES
295
REFERENCES
AND
RESOURCES
301 |
| any_adam_object | 1 |
| any_adam_object_boolean | 1 |
| author | Brentel, Helmut |
| author_GND | (DE-588)170742342 |
| author_facet | Brentel, Helmut |
| author_role | aut |
| author_sort | Brentel, Helmut |
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| building | Verbundindex |
| bvnumber | BV046921283 |
| classification_rvk | AL 43700 |
| ctrlnum | (OCoLC)1103919392 (DE-599)DNB1188244442 |
| discipline | Allgemeines Pädagogik |
| discipline_str_mv | Allgemeines Pädagogik |
| edition | Second edition |
| format | Book |
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| id | DE-604.BV046921283 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T15:31:21Z |
| indexdate | 2024-07-10T08:57:32Z |
| institution | BVB |
| isbn | 9783000623806 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-032330480 |
| oclc_num | 1103919392 |
| open_access_boolean | |
| owner | DE-11 DE-188 DE-384 DE-739 |
| owner_facet | DE-11 DE-188 DE-384 DE-739 |
| physical | 308 Seiten 24 cm |
| publishDate | 2019 |
| publishDateSearch | 2019 |
| publishDateSort | 2019 |
| publisher | Helmut Brentel |
| record_format | marc |
| spelling | Brentel, Helmut Verfasser (DE-588)170742342 aut Doctoral supervision handbook for establishing a productive and supportive supervision culture Helmut Brentel Second edition Frankfurt am Main Helmut Brentel 2019 308 Seiten 24 cm txt rdacontent n rdamedia nc rdacarrier Coaching (DE-588)4148114-8 gnd rswk-swf Promotion (DE-588)4175921-7 gnd rswk-swf Supervision (DE-588)4058640-6 gnd rswk-swf Promotion (DE-588)4175921-7 s Supervision (DE-588)4058640-6 s Coaching (DE-588)4148114-8 s DE-604 B:DE-101 application/pdf https://d-nb.info/1188244442/04 Inhaltsverzeichnis DNB Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=032330480&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis 1\p aep-kn 0,86737 20190626 DE-101 https://d-nb.info/provenance/plan#aep-kn 2\p ie-sg 20190704 DE-101 https://d-nb.info/provenance/plan#ie-sg |
| spellingShingle | Brentel, Helmut Doctoral supervision handbook for establishing a productive and supportive supervision culture Coaching (DE-588)4148114-8 gnd Promotion (DE-588)4175921-7 gnd Supervision (DE-588)4058640-6 gnd |
| subject_GND | (DE-588)4148114-8 (DE-588)4175921-7 (DE-588)4058640-6 |
| title | Doctoral supervision handbook for establishing a productive and supportive supervision culture |
| title_auth | Doctoral supervision handbook for establishing a productive and supportive supervision culture |
| title_exact_search | Doctoral supervision handbook for establishing a productive and supportive supervision culture |
| title_exact_search_txtP | Doctoral supervision handbook for establishing a productive and supportive supervision culture |
| title_full | Doctoral supervision handbook for establishing a productive and supportive supervision culture Helmut Brentel |
| title_fullStr | Doctoral supervision handbook for establishing a productive and supportive supervision culture Helmut Brentel |
| title_full_unstemmed | Doctoral supervision handbook for establishing a productive and supportive supervision culture Helmut Brentel |
| title_short | Doctoral supervision |
| title_sort | doctoral supervision handbook for establishing a productive and supportive supervision culture |
| title_sub | handbook for establishing a productive and supportive supervision culture |
| topic | Coaching (DE-588)4148114-8 gnd Promotion (DE-588)4175921-7 gnd Supervision (DE-588)4058640-6 gnd |
| topic_facet | Coaching Promotion Supervision |
| url | https://d-nb.info/1188244442/04 http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=032330480&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT brentelhelmut doctoralsupervisionhandbookforestablishingaproductiveandsupportivesupervisionculture |
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