Final Paper Leave it to a physical education teacher to say this, but, being a school administrator is based on teamwork, no one individual can run an entire school. To me, the idea of creating a collaborative culture simply means getting your staff, students, parents and community on board with your philosophy. Since the buck stops with the principal, it is important for his/her staff to be on the same page. In order for a principal to foster this kind of environment, they would have to utilize a variety of supervisory styles and techniques. The most important leadership characteristics designed to achieve this goal are: 1. Determining who your key people are on all levels within the organization 2.
Being approachable 3. Establishing and maintaining credibility by: a. Following through b. Setting the example I am learning some of the interesting realities of being an administrator this year. Although I am not supervising a particular group within the building, I have come to realize that there is a line between administrators and teachers. As a dean in a new school I entered with a few ideas of my own on how to improve the building.
Early on in the year, my colleagues and myself decided try to implement some changes. We met with strong resistance from the teachers union on some of our ideas. Although we were able to see the benefits of these changes, some of the teachers did not. One major change we decided should be made was to eliminate the current homeroom format (in between first and second period) and attach an extra 10 minutes on to the end of first period. This move would eliminate a hallway transition and allow for more accurate daily attendance by attaching it to the first period. What we decided to do was speak to a few teachers that we knew we could trust and who may have some influence over larger portions of the staff.
The Homework on Advantages Of Changing The High School Start Time
Advantages of changing the high school start time. Education is very important part of our life, so no wonder that our government focuses great attention on both: education process and the students being the integral part of good educational system. The modern school educates children with one objective in mind: their academic success. There are many committees investigating the option of a later ...
We gave this small group our sales pitch and explained that the only thing holding us up was the belief on behalf of the superintendent that the teachers union would grieve the change. This core group of influential teachers agreed with us and we determined that the best way to implement this idea would be to have the teachers make the proposal, eliminating the threat of a grievance, therefore clearing the way for our plan. The strategy worked, and the homeroom change will take place in September. The only reason we were successful was that we identified some influential members of our staff who were on board with our idea and were able to get the rest of the staff on the same page. I think that this strategy is the best way to go about implementing a change that will affect a large mass of people. By utilizing this core group, and bringing them on board from the outset, they can take ownership of the idea, and when the change is implemented, will work hard to make sure that there is a smooth transition. When the staff knows that they are a part of the decision making process, they will be more likely to give a solid effort to see that “their” idea works.
To gain insight into my staffs knowledge and concerns, and to have any kind of rapport with them, I need to be approachable. Any member of the school community needs to know that they can speak with me, whether it is a tenured teacher, a school aide, a student, or a parent. If an individual in my building thinks that something is not being handled properly, or has an idea for a change, they need to understand that they can and will be heard. Does this mean that everyone can just stop by at all hours of the day, come into the office and unload whatever they’ve been thinking about? No. However, the office door should be opened, and if I am unable to sit down with the person right away, I can tell them when to come back or let them know that they can make an appointment so that I can sit with them and give them my undivided attention. There are administrators whom I have worked with that never would acknowledge the presence of a teacher, secretary, cafeteria worker, etc…
The Essay on Problem Posing Teacher Education Student
The centerpiece of the Getty exhibit is the Cabinet of Wonder-what co curator Barbara Maria Stafford calls "furniture to think with." Fashioned of ebony, chestnut, semiprecious stones, marble, and tortoiseshell, the rare 17 th-century German display cabinet was built to house hundreds of specimens, with a special drawer or tray for each marvel. During an era of expanding exploration and trade, ...
These administrators clearly believed in a top down policy of administration, and did not value any input. Any time a new policy would be implemented, the staff would fight it. Had these administrators been approachable, they may have been able to identify some of their key people in the building and been able to get people on board with their ideas, thereby having an easier time getting things done. Once my staff is comfortable enough to approach me with ideas and concerns, I must then begin to establish and later reinforce my credibility. When I make the decision to do something, it is critical that I follow through. Once I state that I will address a situation, I must make sure that I do. If your staff is to continue coming to you, they need to know that their concerns will be addressed and that you are not all talk.
What I have been working on in my school is using any resources that I have, (i.e., note pads, bulletin board, palm pilot, etc…) to keep track of the things that I need to get done. If I am able to check off items that I have completed, I have a better chance of at least making sure that I am following up on everything that I need to. When my staff sees the proof that I follow up on my statements, they will continue to come to me when they see things that can be changed for the better. The last attribute that I feel is critical to supervision is setting an example. As the school leader, it is critical that people on all levels (administrators, teachers, paras, parents, students, etc…) see me as an individual who practices what I preach. If I want staff and students to be in the building on time, then I must get there early and greet them as they enter. If teachers arrive to work on time and see that I am always late, I lose my credibility, with them.
How can I reprimand someone for being late if I am late? How can I have a student serve a detention if there is no consequence for my lateness? I can not ask teachers to dress professionally if I do not. I also can not expect anyone in my building to treat each other with respect if I do not treat everyone with respect and professionalism. Lastly if I do not show that I am motivated to create the best environment for my students’ education, and that I am willing to step up and perform the way I ask my staff to, my credibility takes a hit. If my staff, students and parents are not motivated and enthusiastic about attaining this goal, then the entire system breaks down. In the book entitled Gung Ho!, authors Ken Blanchard and Sheldon Bowles describe a factory in which a new manager takes over and is stuck with a plant full of disgruntled workers. This sounds like a potential work environment for any education administrator.
The Essay on Selfishness And Self Interest People Work Feel
What would the world come to if people did not strive to help themselves? Would more be accomplished or nothing at all? When is helping oneself self-interest, and when is it rude and selfish? How far does one have to go to not be selfish? In order to be not selfish, must a person spent all their time giving to others? Is in a way giving to others even show selfishness? If that is true is it ...
In the New York City Department of Education, school principals no longer have tenure, which means that they must produce results quickly or run the risk of being removed. In Gung Ho!, the manager had a very brief time to turn the plant around or not only would she lose her job, but so would everyone else working there. The manager decided to implement the Gung Ho theory of management in order to make the necessary changes. The Gung Ho theory begins with the Spirit of the Squirrel: Worthwhile work. This means that an individual should have an understanding that: 1. his work has a positive effect on others, and has great importance, 2. The entire group was working toward a shared goal, 3. All plans, decisions, and actions would be guided by a set of values established over a long period of time.
The spirit of the squirrel implies that if someone believes that the work that they are doing is important, or worthwhile, they will be motivated to work harder because they know that their work has an affect on others. The second part of the Gung Ho Theory is The Way of the Beaver. The way of the beaver deals with individuals having input into the way goals are achieved. If individuals feel that they are part of the team, part of the solution, they will increase production. Feeling as if one is an important part of achieving the goal, being relied on for input, an individual will certainly have increased self esteem. If an individual is just told what to do and how to do it, without any regard to their opinion on how it should be done, they will not work at not work at the same level as they feel that they are not recognized as being important, therefore their work must not be important.
The Business plan on Seven Week Internship Work Journals part 1
SEVEN WEEK INTERNSHIP WORK JOURNALS Introduction I had been assigned as a Human Resources Intern for the Citroen Auto Dealer in Abu Dhabi, UAE. The 7 weeks I spent there working as an intern provided me with valuable experiences that will help in enhancing my knowledge in the workplace. This is my seven-week journal that gives an account of my experiences there. Before I left for Abu Dhabi I ...
The Gift of the Goose is the final part of Gung Ho Theory. The Gift of the Goose deals with reinforcement. If an individual feels that they are doing important work in the way that they feel is best, and they receive compensation (in the form of money and active and passive congratulations) they will work at a high level because they will feel appreciated. The Gung Ho theory can certainly translate to education. The spirit of the squirrel would mean that teachers understand that educating people is important, and has a direct effect on them. The shared goal would be to have all students graduate prepared for life after school.
The way of the beaver would involve staff, students and parents having input into how the school works towards achieving that shared goal. All of the above groups will work harder if they feel that they are all part of the process of improving the school. Lastly, the item that seems to happen least in education is the gift of the goose. Teachers are usually left feeling underappreciated both by the public and by their supervisors. The largest complaint from teachers is their monetary compensation. Teachers feel as if they are underpaid and therefore are not always enthusiastic about their work.
Within a school, supervisors can do their part to make teachers feel appreciated by giving true active and passive congratulations. These congratulations can be verbal, written, or non-verbal, and would have a major impact on making a teacher feel as if they are doing right work the right way..
