Educational Institutions And Its Effect On School Management

According to Michael Fullan (2016) in his book, The New Meaning of Educational Change, successful organizations that demonstrate change followed principled concepts of change. The reason for their success if that there is tangible proof of alignment in keeping components of actions. Fullan (2016) stated that successful change incorporates five factors. In this essay, three of the five factors will be discussed and an example of an organization using components of the change be revealed. Often when organization shave to go through the process of change it means either they have gone through change to repair broken areas or they are going through change as a reflective exercise before embarking on a larger scope of practice perhaps to expand into new growth within their organization. In either course, the larger concern is that organizations must embrace change and engage in meaningful constructed ways to promote the best growth with the fewest steps to reach accomplishment. A key decision factor to change is whether an organize will change because they adopt a model and see a better way or whether they want to save their resources. Fullan (2016) suggested that the reason for the change is largely to work is because, the organizations, “Define closing the gap as the overarching goal,” “Assume that lack of capacity is the initial problem and then work on it continuously,” and “Stay the course through continuity of good direction by leveraging leadership,” (Fullan, 2016,

Academies schools are set up by sponsors from business faith or voluntary groups along with the local authority and the department for children schools and families.

1.2 Describe the characteristics of the different types of schools in relation to educational stage and school governance

“Before designing specific performance measure, we first have to make a distinction between the measures themselves and the operational indicators used to represent them” (Poister, Aristigueta, Hall, 2015). Therefore the most important indicator will be the output of Employee Development and the Training of teachers along with planning and coordinating the implementation of the education program to achieve successful ratings in early childhood care the head start education programs. The first internal operation to monitor the training program is to prepare the faculty to correctly and efficiently implement the head start education program. Some of the key indicators to successfully implement an effective and efficient educational program is employee development, performance indicators and Customer satisfaction and retention. Training and teaching administrators, staff and teachers should become eager to find and implement the best tools to encourage and help transform the learning experience. There is a growing consensus in the Head Start that improving students learning

Think about your early childhood education (or your child’s early education), was it flexible to suit individual learning experiences or were children required to conform to the teacher’s methods of teaching? If you answered the latter, do you think the former would improve the quality of education? The initial years of education are crucial to learning, development and growth, during these first years children’s experiences shape their learning methods and they are able to learn rapidly, for this, early childhood educators must use teaching methods that are suitable for each child. Teachers must consider the attitude they bring to the classroom; how it affects children’s learning and the value, of the information and knowledge that

Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

investigate how my personal ability to manage change has shaped my leadership of educational change. This discussion will be blended with examples of change in my personal life, my own leadership experience and references to the literature in the field of leading educational change.

It is a well-known organizational fact that change is not always received well by the employees. In most scenarios, resistance is experienced. Among one of the most

People often resist change based on fear of the unknown, fear of loss, fear of failure, disruption of interpersonal

I cannot write this essay without reference to study of my own experienced and my daughter’s- placed in the harsh environment of the government schooling system and its observations of the stark belief systems of “the child to fit the system” and not “the system to fit the child” with reference to the what education should be about. This means different things to different people. To some this means a teacher teaching and passive learning taking place, the outcome is expected at the end of each year that each child has to achieve the same outcome and is graded accordingly.

Every builder knows "A house is only as strong as its foundation". They also know that they have to evaluate and become familiar the land before beginning to work. This rationale can be used as a guideline for teachers across the world, especially with the children in the early childhood stage, ages 2-6, because how teachers assist children in this stage will serve as the foundation for the life ahead of them. A child develops physically, cognitively and socially. It is important for the teachers to know how the child is developing in order for them to effectively teach the students because they lack of understanding can lead problems for the child. Additionally, if the teacher is aware of how the

The barriers discussed in this article are no different from the barriers faced by school administrators. People who are not committed to change will not buy into any new idea. Change cannot be mandated. It must come from within the organization.

Miller et al., (1994), Del Val and Fuentes (2003) and Oreg (2006), one of the most important factors responsible for the individual resistance to change is lack of understanding regarding purpose, process and consequence of the organizational change. As a result of lack of knowledge sometimes individuals will oppose even the changes that in fact promote their self interest. According these studies, in circumstances when individuals have no sufficient knowledge about the cause and consequence of change they feel anxious, insecure and stressed as a result they

In early childhood education, school readiness has been becoming an issue of concern. Early childhood educators have the responsibility to prepare the child to demonstrate certain skills, behaviour and abilities that are essential for getting them ‘ready for school’ and their ‘school-success’. Children are prepared to excel in certain key areas of learning so that they can meet certain kindergarten standards and expectations of curriculum.