Question 1
The creation of a good vision requires full support from the parties involved and an assessment of the current issues they might be facing. Most visionaries tend to focus on their personal approaches without factoring in the input of others towards it. In the end, the company or institution does not meet its visions and the situation might become worse than before. The visionary aspect of Webstertown Middle School will rely on the current issues present in the system. The first issues are low morale seen in the teachers towards their work. The introduction of new teachers in the system might be another issue affecting the relation among the teachers. However, the disappointing bit is a lack of hope in reviving the school’s current negative perception. These issues are the key aspects of creating an effective vision and goals that will spearhead the school’s image to greater heights (Notes 2: Growth Mindset-Key Points, 2016).
My vision for the school is creating a conducive environment for performance gains. As per the teachers’ feedback, the current school environment is not suitable, and there seems to be enmity among the new and old teachers. The first stage would be creating a benchmarking strategy that will see all new teachers learn the school’s way and routines from the current teachers. The school should decrease the intake of seasoned teachers since they will alter the current curriculum. Creation of teamwork schedules will help seal the bond between the teachers. Some of the activities that would help solidify the interaction include symposiums, trips, seminars, and team building events. Lastly, the introduction of better bonuses and leaves will motivate teachers in competing amongst themselves.
The first goal would be ensuring the teachers have a better relation, especially between the new and old teachers. The good relation will pave the way for the other strategies to come into play. The second goal is creating a plan to improve the curriculum system. It will involve a series of meetings where the teachers can place their thoughts towards the matters. The platform will be open to everyone especially the new teachers as they might have the alternative skillset to improve the current situation. The third goal is ensuring everyone plays his or her role in the most effective way. Despite the effort in creating good relations, it would be a catastrophe to the school if those who do not meet the set goals walk away unpunished. The last goal is rewarding the teachers who show progress in their work.
Question 2
The morale of teachers affects the curriculum and performance of a school. Most of the issues leading to the low morale are legit while some come from individual needs. The main strategy is finding a mutual ground for parties involved so that people speak their minds. Besides, the supervisor of the meeting should find a mutual ground to properly vet the issues raised without any bias. Another key aspect the supervisor should consider is the facet of improving learning and teaching in the long run (Pajak, 2003). The supervisors play a major role in essentialism, experimentalism, and existentialism.
Before undertaking the task, it would be important to understand the individual mindsets regarding the matter. The supervisor will administer questionnaires to the teachers for them to record their statements (Notes 4: Clinical Supervision Model, 2016). However, the questionnaires might not fully cover the issues as they hinder the interviewee from expressing their personal opinions. Hence, it would be justifiable to conduct various meetings that will allow the teachers to speak their mind. The series of meetings will draw out the outline towards the solution-making process. The supervisor will use the points raised in creating a clinical model. The model should provide the various steps needed to boost the teacher’s morale and improve the current environment.
The Danielson model would be an ideal framework for addressing the issues (Notes 3: Teacher Evaluation Process, 2016). The first stage involves planning and preparation of the steps, which the teachers will take in the process. The second stage involves observation of teachers in their classroom environment. The observation will lead to the third stage; instruction and assessment strategies. These will come in handy when the supervisor pulls out a strategy that will ensure professionalism in the system. However, some of the issues the supervisor might face is a lack of participation by the teachers. Not everyone will be up for the changes, and some might feel discontented with the resolutions. These are the main issues that might halt the process for a short time.
Question 3
The school’s current scorecard shows that there is a lot the previous principal achieved during his/her time. Hence, there is little one can add to the existing system and bodies, though it should not be an excuse for not placing new strategies. The major aspect would be ensuring that the set margin does not depreciate during the time in power. Hence, as a leader, it would be ideal to understand the system and create better bonds with the administration, students, and their parents. The vision would be sustaining the current achievements while looking towards its extraordinary progression.
The first step is establishing the ground rules set in the school. It entails one on one sessions with the staff, who will help in the debriefing of current issues and progress. Fitting into the system will provide a better opportunity for the principal to blend in with the system. The next step is an observation of the system without placing in new changes. Studying it will enable the principal to note any loose ends within the system. Apart from that, it will assist in sealing the bonds further with the teachers, students, and parents. The third step is to create a good plan from the informal observation made within a certain period. The plan will be the principal’s blueprint on various ways of improving the school. The fourth step is summing up a small board comprising of the staff, student, and parent representatives. The principal will use the opportunity to discuss the outlined steps and welcome feedback on ways of improving them. The last step is enacting the approved steps and making sure that all parties affected complete their tasks.
Question 4
Issues raised about a particular teacher by the students or parents tend to be a hard topic for the principals. They have to be the one delivering the bad news to the teacher and take the blame for any issue that may arise after the confrontation. In some instances, principals endure verbal insults, physical harm, or death threats from unsatisfied teachers. Hence, it is important for a principal to place several steps that would ensure the process of rehabilitating the teachers does not turn out to be chaotic.
The first stage is placing all the issues raised on the table (Notes 3: Teacher Evaluation Process, 2016). Ms. Obvious frequently makes negative comments towards the lack of reading progress by some of the students in front of the class. These remarks make it hard for the children to improve on the subject. One parent has so far brought out a complaint concerning Ms. Obvious, and she threatens to inform the area superintendent if the issue is not dealt with accordingly. The second stage is conducting an informal observation of Ms. Obvious to determine the claims. Apart from that, it will be an opportunity to question the students about the teacher. Before summoning the teacher, it would be essential for the principal to sit with a panel of teachers to discuss the matter. Their participation will help in producing an effective plan, which the principal will use in addressing the current situation with Ms. Obvious.
The last stage will be summoning Ms. Obvious. The first process will be to inform her of the reason for summoning her and state the issues raised by the students and parents. The second stage is confirming with Ms. Obvious if the claims are true or not. This step will provide her with the opportunity to speak her mind and clarify on the matters raised. The third process will entail conducting a small discussion on how to improve on the issues as a way of creating better relations. The final process will be to create a plan that Ms. Obvious will follow in her day-to-day duties and ensure a constant improvement through follow-ups. The principal will be responsible for the transformation and answerable to any action taken by Ms. Obvious after the confrontation.
Administrative Philosophy
Core Values and Beliefs
An administrator should evaluate and appreciate diversity present in an institution. It will help improve the school culture and ability to provide an array of options for new entries.
An administrator should believe in positive change for the administration and performance. These aspects will ensure the school progresses despite their current rank among the competition.
An administrator should possess great leadership skills. A true leader provides a good platform where anyone can raise his or her points on arising issues.
An administrator should believe in second opportunities in instances where misdirection or misconception occurs.
An administrator should ensure growth in performance and structure for the school. These are key interest for schools across the globe
Roles of the administrator
The administrator should ensure they keep the goals and vision of an institution at heart.
The administrator should ensure everyone is at par with the tasks.
The administrator is responsible for any matters arising under their jurisdiction such as conflict.
The administrator should be a true leader who watches over all processes in the institution. In instances of conflict, he/she should ensure that the affected parties come to a combined resolution.
Observation
The teacher exhibits proper engagement with the students. She has control over the processes and activities happening within the class. Apart from that, she provides the students with opportunities to way in their views or solutions to sums. She remembers to congratulate the achievers and provides guidance to those that fall behind the others.
Feedback
The students are in sync with their teachers and observe all the protocols. Apart from that the environment is conducive towards all the students. Most of them seem at pace with the topics their teacher covers. They are in a position to interact with each other in class and demonstrate their skillset.
Recommendations
The co-ordination and relationship within the classroom turns out to be flawless, making it hard for one to find any loopholes. However, there are some instances where the teachers slacks a bit when it comes to who is in control of the class. These instances might harm the teacher’s authority in future.
Conducting the peer observations was not difficult. The supervisory lens provides a better perspective when it comes to viewing the actions taken by a teacher on his/her student. Apart from that, one is in a position to note any changes or actions taken by the students or teacher. The observation point enables one to visualize the different situations that may arise if the teacher or student slacked a bit in their roles. Observing others influenced my way of accessing situations. It made me understand certain situations such as when a colleague tends to air in their views towards my methods. It would be beneficial to include an observer occasionally to assess my teaching skills. It is quite hard to do a self-assessment on the way individuals work. The assignment provided me with resources and practices that will help in future classes. It showed me the simple mistakes and assumptions one can make during the class sessions.
References
EDSU Week 2: Growth Mindset-Key Points. (2016). PowerPoint Presentation
Notes 2: Growth Mindset-Key Points. (2016). Lecture Notes
Notes 3: Teacher Evaluation Process. (2016). Lecture Notes
Notes 4: Clinical Supervision Model. (2016). Lecture Notes
Notes 5: Informal Observation. (2016). Lecture Notes
Pajak, E. (2003). Honoring Diverse Teaching Styles: A Guide for Supervisors. Virginia: Association for Supervision and Curriculum Development.
