Case Study: The LMX Theory

2. No, I would say principal Dixon is not justified to deny use of school facilities because she is making the judgment based her beliefs and not the eye of the law’s.

Mr. Wray was the first teacher and the only male teacher I observed. The class was a 7th grade Social Studies academy class. Throughout the observation I noticed he really cares about his students. He took his time going over the topic of discussion, and when some of the students couldn’t catch on he stopped to help the individuals. His class was very well behaved. The only time I really noticed any of the students socializing were when Mr. Wray put them in groups to complete a study guide. The second teacher I observed was 6th grade teacher Mrs. Dunn. She was teaching English to her students. She went over verb phrases and helping verbs throughout the class. I noticed whenever she asked questions quite a few of the students participated by answering. Mrs. Dunn had a positive attitude throughout the class period. I felt she truly enjoyed all her students and treated them the same. Even when some of the students didn’t answer questions correctly she didn’t make them feel dumb. She would just tell them good try. I could tell her students really liked her as a teacher also. The last teacher I observed at Westside Junior High was 7th grade Science teacher Mrs. Dugas. This lady came off as a very strict teacher compared to the other two I had observed. Her students were very talkative, which only made her become more annoyed when having to fuss at them. At the beginning of class the students had a bell ringer to complete. On the particular day I went the bell ringer

4- The committee and Ms Beckel decided to include a religious studies curriculum in the program. The principal approved of it. However, Ms Wright one of the community members did not. She threatened to show up at the committee meeting with the media. On the day of the meeting, Ms Wright showed up with a placard protesting the use of the bible in public schools.

No, he does not. The teacher has grounds to inform immediately to the school officials about the situation that he has observed. In this scope, the teacher’s information constitutes a reasonable suspicion, which is reliable by school officials.

In school, students can take information from their teacher. They can go through the information and change it to make it easier for them to understand. The teacher and the student may have different ways of explaining or learning about the same thing. In this example the teacher would be the dominant “group.”

Although the superintendent has the authority to hire and fire teachers, it would be within his best interest to do so based on appropriate legal footing rather than personal bias. The superintendent’s recommendations for Barnhart’s change of employment appears to be grounded in bias. From the beginning he was a dubious supporter of Barnhart as athletic director. He has no proof that she contacted the reporter so is basing his decision on the weak legal footing of assumption. Understandably, he is doing so to balance teacher rights and promoting harmony within the work place which ultimately supports student learning. Several court cases provide guide lines for achieving this balance. The cases of Pickering v. Board of Education (1968) and Connick v. Myers (1983) developed a two pronged test to check the balance. First, does the speech address matters of public concern? Assuming Barnhart did contact the reporter, yes, the information is a matter of public concern since it involves Title IX, a federal civil law that prohibits discrimination based on sex in education activities. It is a federal law that high schools treat boys’ and girls’ sports equally. Also, can Burnhart demonstrate her speech interest outweigh the harmony of the district leadership? Again, yes, the speech is not affecting her immediate supervisor, principal Tara Hills as supported by Fales v. Garst

You have to contact with the parents. It’s tied to your APPR, you know (with a threatening tone).” I said, “Mrs. Thiam, I don’t know why you have an impression that I don’t communicate with the parents. I had meetings with Paris’s grandmother and Jayjuan’s mother; I spoke to Noah and Titus’s mother, Jamier’s mother and sent a letter to Russel’s mother, too (just to give Mrs. Thiam some examples). Evan’s problem has just started a couple of weeks ago.” Mrs. Thiam said, “You know why? It’s because of Russell. Evan sees what Russell does and Evan thinks it’s ok to do the same. So, you are contacting the parents, that’s good.” I said, “Yes, by the way Mrs. Thiam, I am the one telling students not to tell me what happened in the classroom or how bad he was. If you have good news (about Evan), share that with me. I always start new.” She did not say anything. I continued, “But when it happened (as I pointed the write up), I was very vulnerable.” Mrs. Thiam said dismissively, “Of course.” “I continued, “I do not feel safe, and I do not feel safe for the rest of the class. My job is not only to care for Evan, but also to teach and protect the rest of the class.” Mrs. Thiam said, “Of course” again

Each leadership style from the three supervisors affects the motivation of their respective subordinates in different ways. Carol’s style has created a group of motivated employees with Art and Bob’s groups left lacking motivation.

After a short morning meeting with the substitute we took the children to gym class. I watched gym for a few minutes before heading back to Ms. Keane’s room. Ms. Keane was back and talking to the Penn State student (special education major) that is in my classroom Monday-Thursday. Ms. Keane also said that she had a student teacher on Fridays. Ms. Keane seems

The plaintiff (female student) has every right to take action against the negligent teacher and school.

1. Watts is absolutely justified in recommending Ann’s dismissal. Ann was speaking on something that was a purely personal concern. She does not have the right to engage in hate speech against her superiors. She is free to disagree with them but she is not free to undermine their authority or disrupt the integrity of the school’s authority. If there are public concerns educators have received the opportunity to speak openly with respect.(U.S. Supreme Court, 1983). Racial slander or hate speech is very disrespectful. The administrators have a responsibility to give Ann due process (Essex, 2012) and recommending her termination affords her such.

Rodriguez to tell me what is going on with her son. She informed me that he is being bullied by other students in his class and nothing is being done about it. I then turn to Andrew and ask him to explain to me what’s going on. He told me that when they’re in the gym and it’s time to pick a team member that he’s never gotten picked by the other students. He further advised that today while in the restroom today that he accidentally wet his pants while using the urinal and three of his classmates laughed at him. I then asked if he told his teacher(s) about the incident and he said, no. I asked him if he has told any adult inside the building about his situation and he said, no. I asked Andrew if he has ever seen me in the hallways or the cafeteria during lunch time and he said, no. Ms. Rodriguez advised at the beginning of the school year an incident happened and she spoke with the Principal, Mrs. Hinton. I

The section that changed my response was the account of Mr. Tressler complementing a female student in a way was deemed as a slight harassment according to Dr. DiNardo. Now in reflection as Dr. DiNardo, I would not disrespect Mr. Tressler for being at the store because I was also there at the same time, but a critique lense would occur within my brain while analyzing what should be done. Questions such as “why does he work there,” “does this position change his impact in the classroom,” “how long has he worked there,” “has there been signs of change during his class periods,” and most importantly “did his occupation influence Mr. Tresssler’s comment to the female student?” From a professional standpoint, there have been no signs showing that his second job is tarnishing Mr. Tressler’s classroom and image as a great teacher in the minds of his students. Based on this decision, I would not pursue him losing his job, but I would want to have a conversation based on his complement towards the female

At the beginning we had assign a group leader who was not able to organize meeting and was not on top of the simulation. We understood her because she is a full time employee and also a full time mother. She had even mention that she was going to be leader because no one else wanted to become leader but she was not going to guarantee an “A” grade. Later, Jasmin became our leader and she is a great leader. She managed to get meeting and she was very important to the success of our team.

First, I would suggest the parent file to a formal complaint about the teachers if they feel the teacher is treating Julia differently than every other student and singling her out. According to Washoe County School District (WCSD) policy, student or parent must fill out the formal student complaint based on allegations of discrimination. The WCSD board policy is specifically connected student issues and parent complaints, not every concern or a complaint is covered under the WCSD policy and procedures. Some complaint have their own policy and procedures to follow.