Scenario 2 – The first obvious fix would have been for everyone to agree to a few norms for the meeting. One being to use “I” statements instead of “you” statements. The teacher everyone was upset with might have responded a bit differently had she not felt attacked by the team. Another fix, although it was tried, was a mediator. Maybe if the mediator had been someone other than an administrator, for instance a counselor, the teacher would have been more open to listening to the team. Having an administrator present possibly made her feel as if her job was in jeopardy. Along with the use of I statements the mediator needed to ensure everyone had a chance to speak and actively listen. Active listening does not mean you agree with the …show more content…
As an administrator the first thing I would have done was ensure I did not have a husband/wife team. I have worked in districts where immediate family was not allowed to work on the same campus. Barring that, a faculty meeting should have been called to address the issue. Obviously, this involved many problems of confidentiality, but had the incident been addressed, instead of being ignored, some of the rumor would have been shut down. In addition, the students and teachers involved in the schedule changes needed to be addressed. During this conflict the advanced placement students were told they were moving to the new teachers’ class before the teacher was even told, preventing her from being able to lessen the stress for the students during the transition. Empathy for all parties concerned would have benefited all portions of the …show more content…
The only portion of the conflict the principal could have effected was the rumors and retaliation against the teacher who brought the matter to his attention. Your staff is comprised of adults and will make their own decisions as to professional behavior both on and off campus. I am sure no one had ever considered the need to discuss affairs among the staff. Once the matter was brought to the principal’s attention he needed to call the involved parties into his office and communicated a strategy for future behavior including how they behaved around one another. He most certainly should not have disclosed the identity of the person who came forward. Empathy for the person who chose to come forward and understanding their point of view in making that decision would help prevent the retaliatory attitude of the principal. Additionally, the teachers involved in the affairs needed to be documented and moved to a new campuses, not the teacher who came
Identify communication problems that have contributed to the conflict between Principal Varber and Associate Principal Howard. I found several communication issues between Principal Varber and Associate Principal Howard. First, Principal Varber spent a substantial amount of time away from campus. Although, in the beginning it was clear that the reason for his employment was to improve the relationship between the community and the school. Secondly, his failure to acknowledge his staff for their outstanding job performance when he receives community recognition about the school. It seems like he only wanted recognition for himself and not when others did well. Associate Principal Howard brought to his attention that he did not recognize his staff for their contributions for him receiving the outstanding educator award from the Chamber of Commerce. Lastly, his relationship with the administration team and staff could have been better. Mrs. Howard informed Principal Varber that the staff considered him as a “phantom” principal because of his absence. She also pointed out that he never took the opportunity to have a “real” conversation with his staff, which hindered relationships and growth of the
...aken ownership of. Many groups now choose to meet informally during their lunch periods. Per-session is also provided for the Inquiry teams to have additional time to meet. Her advice to me was to remember to always ask the teachers what they want to work on improving, if they are in an working environment where they feel they can express their creativity and concerns they will collaboratively be driven to refine their instruction.
In addition to constantly telling Peter no or we do not do such things Mrs. Stallworth seemed to heavily rely on the students to help with Peter’s behavior. In some ways Mrs. Stallworth’s behavior management seemed to work. Although, I thought there was a lot of room for improvement an example was the way Peter was only yelled and scolded by his peers when he kicked another student in the face during outdoor activities. I would have addressed the situation and not allow the students to handle it on their own as another student was hurt by Peter’s
While watching the Uniondale School Board of Education meeting this was something very interesting. The people that attended this meeting where the school board members, the superintendent, the student member, business affairs and people from the local community. The people the present was the student member, two school board members and a couple people from the community. There were a couple things that the board talked about and the members of the community. Something that was very interesting at this board meeting was that the members of the board had a student member by the name of Campbell present during the meeting. Campbell raised a concern about the segregation that is happening in Long Island. She mentioned how she and other people
In the case study with Principal Miller, he had to make a decision to change the instruction program or to keep it. There was a group of parents that wanted students grouped by their ability. The other group of parents wanted the instruction to stay the same. Principal Miller was new to the school and had very little knowledge of the school. This leaves some critical issues that Principal Miller has to think about while he made his choice. He needed to make sure that the children were getting the best education that he can provide as the leader in the school. He also needs to think about the other educators in the building and how they would feel about the grouping. If Mr. Miller changes any instruction it needs to be understood by all of the teachers and staff in the building. Mr. Miller should consider all of the parents, keep an open dialogue with them, and report data for and against the change and finally make the decision.
“We question why this trustee is working against the students he is supposed to represent...the call to remove politicitions who are no longer meeting the needs of the people they represent [is a time honored tradition]...we the board to start removal pocedures against this individual.”
Ethical issues in the workplace can be influenced by economic gains, differing worldviews, and ineffective communications. Nursing ethics usually begins with issues experienced during practice (Butts & Rich, p. 118). An ethical dilemma that occurred, during work, at a hospital in Northwestern United States will be examined. The impact of Christian and postmodern worldviews will be considered. Ethical decision making implications will be identified.
This vacuum of trust was fixed when both Erin and Jamie put their trust in their students. When the students realized that both teachers trusted their abilities and their attributes, the disciplinary problems started to wane. In ...
Interviews are very popular among most individuals especially researchers and scholars as they attempt to obtain information and data from an interviewee. However, there are many factors that influence the interview and which determines its success or failure. Often, the interviewer takes charge of the situation, and they have the sole responsibility of asking the questions while the interviewee provides an explanation or an answer to the question asked. As a result, an interview can be defined as a consultation or a discussion in person through which information and data are exchanged regarding a particular phenomenon event with the intention of establishing the interviewee’s position. It is easy to tell the mood and success of the interview
We have to keep the students first" Is raising the bar for these students also include morality and judgment? Does having a football coach and Dean leaving his pregnant wife at home to have an affair sound like something the kids should be learning as a vice with no consequences? Since Superintendent DeTomasso and Principle Harrington ruled Cracco did nothing wrong, do the students, who now know every sordid detail of the affair, believe that this behavior is OK? Does anyone in the Bellmore-Merrick area believe that if Cracco was a women the outcome of DeTommaso's "Did nothing wrong" ruling would have been the same?
Each team should respond in paragraph form to the questions that follow the scenarios presented below. Any disagreements or complications that occur within the team regarding the correct response should be noted in the Learning Team Reflection Worksheet for the week.
The teacher then called the principle which resulted in the police being called. When the police got there he asked student to get up and when he didn’t get what he wanted he flipped her out the chair and dragged her across the room. Even though bad behavior is not excepted in schools there could have been different ways the situation could have been handled other than aggressive force.
1. Christine’s leadership abilities could benefit by having knowledge of the stages of group development. Specific to her situation, it seems that aside from the very first group meeting, Mike was not present for the forming stage of the group. As a result, questions such as “What can the group offer me?”, “Can my needs be met and still contribute to the group”, and other discovery inquiries did not get answered for Mike so he has not felt part of the team so he has withdrawn from the group. As a leader, Christine could have encouraged to Mike the importance of being present for group meetings so he can be part of the team. For example, at the lunch room incident when Mike walked away, she could have talked with him individually and explained to him that she perceives that he does not feel welcome and has been avoiding team meetings. Christine could address the how important it is to attend the team meetings, explain to him the “WWIFM” (what’s in it for me) aspects and the fact that team needs him as he has so much that could contribute and add value to the team. She could also indicate that the team’s success will only be possible when every member contributes. By doing so, she can help ensure that Mike is able to join the group during the forming stage and hopefully move quickly to the norming and then performing stages.
1.Describer a workplace environment that was highly motivating for you. What was the culture and specifically what made it so motivating?
The meeting began when the school board members entered the large group instruction room and took their seats at a panel table angled to the side of the audience. The school board consists of nine elected members from the community. The members are as follows: Paul Ridley (President), Pat Vigliotta (Vice President), Helen Cumminskey (Secretary), Carla Manion ( Asst. Secretary), Timothy Bean (Treasurer), David Feely (Board Member), Keith Hatch (Board Member), Shane Oschman (Board Member), and Joseph Troutman (Board Member). Three members of the board were missing; however because of where the seats were located I could not see who was missing. Also, the member did not introduce themselves and left before people could address them.