There exist limited data on the number of women holding administrative positions during the early part of the 20th century (Ortiz & Marshall, 1988; Yeakey, Johnston, & Adkinson, 1986). Also, there does not exist sufficient data on the affects on the number of black school teachers and principals as a result of desegregation (Karpinski, 2006); but the reality is the loss of black school leadership had real negative consequences (Bell, 1980; Tillman, 2004). Unfortunately, the resulting loss of black leadership in schools post-Brown “not only meant the loss of African Americans in leadership roles but also contributed to the perception that Black leadership, education, and schools were second class” (Karpinski, 2006, p. 268). Today, we know, by …show more content…
In addition, historical review of research on school leadership highlights the study of black female school leader was mostly ignored by researchers (Adkinson, 1981; Kafka, 2009; McGee-Banks, 2007). For this reason, Grant and Sleeter (1986) express concern that educational research neglected to integrate issues of race, gender, and class. Consequently, those researchers who conducted early research on black school leadership, then, did so in order to purposefully move the experience of African American principals away from the margins and towards the heart of organizational leadership research (Dillard, 1995, 2000; Lomotey, 1989, 1990; Tillman, 2002, 2004). Indeed, Dillard argues the literature on effective leaders needs to include the lived experiences of those leaders “outside of the dominant cultural vision of schools and leadership” (p. 558) in response to the growing diversity in our public …show more content…
Indeed, Mertz and McNeely (1998) from their study of the leadership practices and experiences of two female high school principals—one white and one black—conclude that issues “revolving around race and the interplay of race and gender combined to add intriguing elements to the consideration of gender and leadership, elements worthy of far greater consideration and investigation” (p. 219). Pollard (1997) asserts that research tends to focus on positions of race and gender as working in silos in the development of identity. Therefore, Pollard argues against this an approach of looking at positions/standpoints/locations in silos on research of school leaders because it “ignores the reality that we all hold multiple statuses—including gender, race, and class—and that individual identity is likely to be influenced by some interaction among these statuses” (p. 371). Thus, studies on black female principals present the opportunity to enrich the theory and practice of educational
Ms. Hall has had many years of public education experience and higher education training in which to hone her leadership style and framework. She started her career as a teacher in the Kirkwood School District. She then served as an assistant elementary principal at both Ritenour and Pattonville School Districts before being selected to serve as the assistant superintendent of the Maplewood Richmond Heights School District in 2008. Throughout her career she continued to pursue her education as a means o...
The Ocean Hill Brownsville school controversy was a case study of race relations during the 1960’s. This predominantly black area wished to have jurisdiction over their schools’ operations and curricula. In 1967, the superintendent of schools granted Ocean Hill Brownsville “community control” of their district. The Board of Education’s action was part of a new decentralization policy that wanted to disperse New York City’s political powers locally. Once in place, the Unit Administrator, Rhody McCoy, fired several teachers inciting one of the most profound racial standoffs in the city’s history. The evolution of the national civil rights movement parallels the changing attitudes of blacks involved in Ocean Hill Brownsville. In addition, evidence of differing theories concerning assimilation to the American ethnicity is portrayed through the actions of the participants.
Data proves that America does not have enough African American males teaching in today’s schools. As a matter of fact, only 2% of America’s nearly five million teachers are black men (Bryan 1). In our American society, more and more African American females are fiercely taking over both public and private classrooms. Although this might be a great accomplishment, school officials believes that if more black males teach, it would reduce the numbers of minority achievement gaps and dropout rates. According to the Bureau of Labor Statistics, about 44% of students nationwide are minorities, but nearly 90% of teachers are white. Polls and surveys further read that if there were more African American male teachers, the dropout rate would decrease while the graduation rate increases. In urban societies most African American teens would be more likely to succeed if there were more black males instructing secondary classrooms.
In Topeka, Kansas, the school for African-American children appeared to be equal to that of the white school. However, the school was overcr...
Leading organizations of school administrators offer educators various opportunities to encourage educators to become leaders. No Child Left Behind Act of 2001 (NCLB) has mandated that leaders be better prepared for the task of providing quality education to all. NCLB “… is forcing all educational stakeholders to face the weakness of contemporary school leadership and is making it impossible to ignore the need for higher quality principals” (Hale & Moorman, 2003, p.1). It is believed that all educators can be and are leaders in their own right. A leader is a visionary and has the ability to inspire others to aspire to greatness. Of the numerous opportunities that are offered, those that are most beneficial include but are not limited to leadership training programs, professional development, and creating shared leadership opportunities for teachers to become leaders. The systems “…that produce our nation’s principals are complex and interrelated – and governed by the states. Each state establishes licensing, certification and re-certification” (Hale & Moorman, 2003, p.1). States use the ISLLC standards “…as the framework for preparation programs and in service professional development of school superintendents, principals, and other leaders” (Hale & Moorman, 2003, p.3).
In the early 1960s, the Civil Rights Movement brought many accusations and complaints towards the Chicago Board of Education. Due to this pressure, the Board allowed three major studies of the Chicago public schools which clearly denoted the segregation problems of the school system, over a decade after the Supreme Court’s decision of the famous Brown v Board of Education case. The Hauser Report and the Havighurst Report, both published in 1964, described the “gross racial imbalance” in Chicago public schools, where “Negro schools” tended to be more overcrowded and experience more drop-outs and lower average scores than predominantly white schools (Coons 85). In 1967 the recently appointed Superintendent of the Chicago schools, James Redmond, created a committee that published the other major report on the public schools of Chicago in 1967, entitled Increasing Desegregation of Faculties, Students, and Vocational Education Programs. This report focused on the teaching climate of Chicago schools, the boundaries of schools districts, vocational education programs, and public understanding of current issues, “aimed at reversing a pervasive social condition that has become deeply rooted in our society” (Chicago Board 2).
Influential Black male ministers like Martin Luther King Jr., were regarded as pillars within the Black community. A Black women activist noted that “a lot comes from the traditions of the church and the male minister as the leader, the person whom you’re supposed to obey.” The traditional gender roles and values therefore prevented Black women from becoming ministers, deacons, or heads of the Southern Baptist church. Consequently, the accomplishments of “visible titled leaders” are credited for their activism and overall success of the Civil Rights Movement. Leadership cannot just be narrowly based on visibility, authority, and/or charisma. It is by these definitions that the contributions of Black women in the Civil Rights Movement have been ignored and overshadowed. Specifically, the overgeneralized mentality that “Men led, but women organized” relinquishes women of any leadership qualities and
Topics of race and inequality are critical topics we continue to debate everyday in America. My research synthesis paper is about school segregation, and I wanted to identify how and why schools continue to be racially and socioeconomically segregated today. I will use these questions, as well as knowledge gained from scholarly articles, as a platform for my analysis of school segregation and its implications for students and communities. So I wanted to discover if integration still matters, do our schools need to be desegregated, and if not, then how can our schools become diverse and effective. Racial segregation, segregation and systemic oppression doesn’t just start in one place. There is a structure in place that makes all of the discrimination
When segregation in schools was abolished in the 1950’s, the African American community surely did not anticipate any outcome that wasn’t positive. This is not to say that American schools should remain segregated, however, the sudden shift in the societal structure caused an imbalance in, what was intended to be, an equal opportunity classroom.
School administrators are important in setting the path for a successful school (Glickman, et al., 2014). The principals could play a dynamic leadership depending on how they exercise their beliefs of the organizational and social environment (McNair, 2011). The principals are the primary facilitators for developing the foundations in learning that will last, to manage the student’s performance at schools, and seeking the improvement at school that will cause great impacts in school‘s education (Gordon,1989). In the recent years in the U.S., education has change in a more cultural diversity population, it is imperative that school supervisors, are trained to encounter this cultural issues, but also assisting others with the opportunities to develop appropriate abilities to deal with different cultures (Glickman, et al., 2014).
Even though the Brown v. Board of Education was 62 years ago, African Americans are still fighting to have an equal education opportunity. “But many schools are as segregated today as they were before the ruling, and black children throughout the United States are performing at the bottom of the American educational system” (Jackson 1). Nevertheless, it took decades of hard work and struggle by numerous African Americans for a better education system. Education is the key to success, it gives people the knowledge that they need to strive and become more intelligent thinkers, which leads to more opportunities for them in the job industry. Ever since the Civil Rights Act of 1964, which banned discrimination of any kind, African Americans have every right to have this equal educational opportunity like everyone else. But yet, they were stopped in their tracks by disapproving Americans, who confined the succession of African Americans in the education system. Now that we are in the 21st century, there’s still negligence on black’s education. The black community do not have equal education opportunities because of the lack of funding, poverty experienced by the children in the neighborhoods and society’s views of the black community.
With the passage of NCLB, many school reform efforts have been initiated using top-down model in which each school leaders have been charged with initiating bold administrative changes to address the legislation. With the number of leadership theories and models, researchers have become interested in studying those to determine which might bring forth the most significant results for leading such change. Due to the lack of highly qualified administrators and the increasing demands for administrators, Bush, O’Brien & Spangler (2005) studied a program, the Southern Tier Leadership Academy, a collaborative of the New York Education Department. The study included three separate cohorts who completed an eight month program. Whereas, Somech (2005) chose to investigate directive and participative leadership approaches, and which would more significantly impact school effectiveness. Perhaps Somech’s reflect Scherer’s (2009, p.7) understandings as described in Educational Leadership, ‘broom-wielding leadership can indeed be beneficial’ as is putting advocates into positions of power and influence and building teams, both of which are seemingly contrasting opposites.
been in band for three years in middle school, high school band was a whole new world full of
Today, women are entering the leadership sphere, which is mainly occupied by men. Many women leaders believe that people perform best when they feel good about themselves and their work. An effective leader creates results, reaches goals and deadlines, and quickly recognizes vision and objectives with high level of quality and productivity. To accomplish these, a leader should have special qualities like able to motivate others, specific and technical skill set, clear sense of purpose, mission, clear goals, focus and commitment. Over the years, women have proven themselves to be successful leaders as men. For instance, Oprah Winfrey, one of the most successful and famous African-American women in history to have made a huge impact and difference
Education is a very important aspect in the life of a child. The level of success a student has in the classroom is greatly influenced by their teachers. Students, as well as their parents, depend on the teachers to guide them through their education. But who guides a teacher to perform successfully in the classroom? Principals and teachers play an important role in schools. A good relationship among school leaders and teachers is necessary and play an important role in making improvements in the school. Leadership refers to the “process in which one person successfully exerts influence over others to reach desired objectives”. (Okoji, 2015) Good leadership involves honesty, vision, confidence and commitment. It is the ability to inspire a