EDL 701 Case 14: A One-Trick Principal 2. Assistant Principal Howard implies that gender is an issue in relation to the way she is being treated. Do you agree with her? Provide a rationale for your response. I do not agree that gender is the issue in how she was treated. I think that she was named associate principal because of her ability to lead. Mr. Varber considered her to be a valuable asset on his administrative team because of her experience. He also relied on her to manage the school in his absence. She did this effectively. According to the case study it appeared that Mayor Shea and Superintendent French were aware of Mrs. Howard’s managerial and leadership skills, which helped their decision to appoint her as associate principal. This decision would …show more content…
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
Therefore, this article suggests a communicative solution based upon impression management. According to Abz Sharma and David Grant, impression management involves four phases; framing, scripting, staging, and performing (Sharma & Grant, 2011). Implicit within this framework is the view of management as a communicative relationship between people within the organization. Leaders are actors who perform in front of their employees (audience). What follows is an explication of the four phases of impression management and their application to Carole’s circumstance. To begin Katherine Miller defines framing as, “ a way of managing meaning in which one or more aspects of the subject at hand are selected or highlighted over other aspects” (Miller, 2015). The leader is dictating how the organization views events that occur within the organization. Carole must do this in the situation she finds herself. Carol’s next step should be to contact all those involved within the previous meeting and attempt to setup a “town-hall”. Rather than viewing the “state of the school” incident as contentious, she can frame it as an opportunity to create meaningful dialogue. This is an appropriate next step because, currently, the staff may view the event as a last straw; an occurrence that completely undermined Carol’s authority. However, if Carole frames it correctly, it becomes an opportunity to regain control. Following framing is the act of scripting. Scripting, as told by Sharma and Grant, “identifies the actors, the use of rhetorical devices (dialogue), as well as the physical and emotional cues that supply meaning to the communication event” (Sharma & Grant, 2011). Scripting concerns itself with what is being said as well as how it makes the audience feel. During this town-hall meeting, Carol must engage in aspirational dialogue. She must talk about how they are shaping the future of the
Terry Griffith is well known at her high school for many reasons; one reason being that she is in journalism class and writes for the school newspaper. When her paper is not picked for a summer job contest at The Sun Tribune she confronts her journalism teacher about it. When he tells her “You should have something to fall back on. […] You’re a pretty girl you can be a model,” Terry is outraged and believes that her teacher did not pick her article because she is a woman. This is a male gender stereotype because Terry concludes that her teacher is being sexist. Many wom...
The magazine from Mount Ararat Baptist Church, the respondent, has provided relevant evidence for the sex discrimination as well as the aiding and abetting cases before the Pennsylvania Human Relations Commission (PHRC). Due to this new information the PHRC needs to expand its investigation for the duration of time employees with their gender holding the position of Accounting Assistant at MABC, if any.
At the beginning of the case study A Need for Teachers, one will meet Dr. Toni Antellini, who is the Director of Human Resources (HR) for her school district. Dr. Antellini is concerned because she is responsible for finding five suitable candidates to help the high school principals fill their current vacancies for the next academic school year. It is clear to see the depth of research, analysis, and compromises her and the human resource staff members were considering as they explored every possible option to find new educators. As she pondered on how she will circumvent the issue, one of her assistants—Mr. Bill Flanagan—excitedly informs her that his brother and sister-in-law can fill two of the science teaching positions. When Dr. Antellini received applications for Michael and Audrey Flanagan, she
Henson, the assistant principal, lacks the communicator trait. Henson has not taken any opportunities to communicate with the parents, students, staff, or community this year. Due to his lack of communication skills he has not fostered any relationships with individuals who he will interact with next year as the head principal. Henson has been assigned the head principal job for the 2016-17 school; I believe his lack of communication skills will cause problems in his principalship. Parents want their children to attend schools where the teachers and administrators are relatable and can effectively communicate his expectations for them and their children.
Building relationships as a campus administrator is critical to the success of a campus. Building positive working relationships with teachers, and students is critical to sustaining a community of learners. Students have to know administrator also face failure, deal with fear and are willing to share themselves with others. Campus administrators must feature many relationship strategies for teachers and students through the year to increase the relationship capacity because humans in general ten to do more for people they feel care about them as a
Several people at the conference dealt with the problems women encounter in getting into administrative positions in schools and colleges and when they do, the obstacles they encounter in making their jobs successful. Their discussions brought home to me the reality of my own mother's experience. As children we witnessed our mother struggling, summer after summer and during many school years in the evenings, with those courses required for an administrative license. The state gave her that license some twelve years ago, but she is still teaching mathematics in high school. We used to tease her when we were growing up calling her "principal mom" and "assistant principal mom" and the like and pretending that she called us into her office for punishment. We do not do that any more because we know it won't be fun and games any more but it will be a cruel joke if we did that. What made her disillusioned about the career of an administrator in her school system in which she served nearly a quarter of a century?
The Assistant Principal not following through on her duties based on personal feelings. This was shocking because I believe that even if you disagree with an action if your job states to follow the caution through that is what should be done. You do not always get to do what you like sometimes it just what you have to do. The AP not attending the IEP meeting was a bad call of professional and ethical judgment. Just because you feel a situation is concluded does not mean that you bend protocol to not deal with the repercussions on the decision. Not being in attendance of the meeting allowed a child that did not need special education services to utilize them to achieve his/her own agenda. The other repercussion to the AP action was that
The team recognizes that there is a challenge to finding qualified applicants that are of minorities and female. Permalco's needs to address the issues with sexual comments that are being made the male employee which creates a hostile work environment. Trying to increase the women that are employed by the company will not be successful if the women recruited came into a hostile work environment. Companies can acquire a reputation for this which harm their chance of recruiting more women. Continually training should be done in this environment to keep the environment from being hostile with appropriate actions if such action continues to exist. A lot of companies have zero tolerance policy for these reasons. To attract more women and minorities
QP asked Juwan to identify his feelings and emotions when he is in conflict. QP asked Juwan to list some reasons he get into conflict at school. QP asked Juwan to list some ways he respond to conflict situations. QP examined with Juwan, how he handles conflict at home and at school. QP encouraged Juwan in discussing a conflict situation in which he was involved in recently and discussed the resolution used and the consequences for the situation. QP examined with Juwan the types of conflict resolutions he has used and has worked for him in a positive manner. QP encouraged Juwan in role playing each conflict resolution method. QP provided Juwan with a worksheet in which he had to identify, if the conflict resolution in each situation was effective or ineffective. QP pointed out to Juwan that resolving conflict aggressively can lead to escalation with the situation, police involvement, juvenile court, out of home placement, and suspension or expansion from school. QP provided Juwan with a worksheet of three scenarios of conflict situations in which he had to answer these question, what was the problem, who were the parties involved in the conflict situation, give two options the parties could have use to resolve the conflict peacefully, and what were the consequences the parties had to face due to the way in which they choose to resolve the conflict
Gender discrimination is defined as prejudice against an individual due to his or her gender or sex. Discrimination against women has been occurring for years and continues to pose an issue today, especially in institutions such as the workforce. In the past, women were limited to very few rights; they were not permitted to vote and were considered as “property”. The only real jobs they had were housewives.and only a handful of women were in the labor force. In today’s society, women compose more than half of the workforce, yet they earn a significantly less amount compared to their male counterparts for completing the same tasks. Due to the subtleness of the issue, many still continue to be unaware of the discrimination which occurs. Though the issues regarding gender discrimination have gone through improvements recently, the issue at hand
Collaboration is a method of conflict resolution that strives to make sure that both sides of a disagreements are satisfied. It requires open communication to uncover issues and concerns resulting in conflict, as well as alternative solutions. Collaboration requires strong commitment and honesty from all parties to be successful in overcoming conflict. Therefore, managements role is vital in uncovering concerns in a friendly manner that can encourages communication to unite different perspectives on a problem (Huebsch, n.d.). In addition, collaboration fosters consideration of concerns on the subject of controversy by repairing relationships, including the work relationship between Devin and
There is a direct correlation between leadership and communication. Based on a comprehensive study involving six schools and 208 participants, Halawah (2005) reports a school’s climate is positively associated with the principal’s ability to effectively communicate. These principals are respected for their ability to lead by example, to communicate clearly, to demonstrate caring for all, and to follow through with reprimands and punishments for faculty, staff, and students. In all six schools, the principal’s actions and words were aligned with the schools’ mission and vision in an effort to increase student achievement. Lastly, this reports points out that all principals have open communication with staff and faculty members for the purpose of building relationships to assign leadership opportunities and delegate tasks.
Many female students fall victim to the gender biased rules. In an article written by Lee Hale for NPR, one teen named Sophie Manoukian in Pasadena, CA, told a local news station that "[i]t 's like girls should be ashamed of their bodies. And even though they presented it like it was about equal opportunity for education, it was about how girls can be distracting and pulled out of class to change." Hale explores the struggles of being an educator and fighting the war against dress code violations. Some of the comments from the educators she spoke with noted confronting students about the dress code were not something that they enjoyed, and that they have encountered negative pushback from female students. There are numerous social media stories like Sophie 's, about a female student who was sent home because she was violating the school dress code. One of the educators Hale interviewed points out the need to take gender out of the dress code and make the rules non-gender specific to ease the perception of gender bias. Uniforms were not mentioned in that article as a potential solution, however, non-gender specific uniforms would greatly assist educators in reducing gender bias. In an essay written by Todd DeMitchell from the University of New Hampshire, he summarizes the positive influence uniforms could have on the gender biases saying that “[a]llowing educators to enact such policies will allow
The first part of the meeting dealt with honoring the three members of the board with an award from from the PA School Board Association. This award is given for the first eight years on the board and every four years after. Mr.Troutman, Mr. Ridley, and Mr. Vigliotta were the recipients of the award. In class, we discussed that most members of the board are upper class, white males. Looking at this aw...