Professional Documents
Culture Documents
January 25, 2023
January 25, 2023
January 25, 2023
how these leadership concepts are being displayed by your leaders in school.
Support your answers with at least 3 literatures which are recent and updated
that have been widely studied and applied in various settings, including schools. While
they have similarities in that they both involve leaders influencing and guiding their
adapts to the specific situation and needs of the followers. This theory, developed
the maturity level of the followers. The leader's behavior can range from
Example in schools: In a study by Zhang et al. (2018), the researchers explored the
Chinese schools. They found that principals who exhibited situational leadership
behaviors, such as adapting their leadership style based on the teachers' needs and
Literature sources:
- Zhang, Y., Li, D., & Zhao, D. (2018). Principal Leadership Styles and Teacher Job
47(3), 432-448.
approach that aims to inspire and motivate followers to go beyond their self-interest
for the greater good of the organization or society. Transformational leaders are
charismatic, visionary, and encourage followers to achieve their full potential. They
build strong relationships, empower their followers, and stimulate innovation and
change.
inclusive education in high-poverty, urban schools. They found that principals who
teachers.
Literature sources:
329–330). SAGE.
2. Provisions of policy and guidelines of the following leadership:
1. Clearly define goals and expectations: Provide employees with clear and achievable goals that
align with the organization's objectives. Clearly communicate expectations and ensure employees
2. Recognition and rewards: Implement a system to acknowledge and reward employees for their
3. Opportunities for growth and development: Offer employees opportunities for professional
growth through training, workshops, mentoring, and promotion prospects. This demonstrates that
4. Employee engagement and involvement: Foster a positive and inclusive work environment
where employees feel heard, valued, and involved in decision-making processes. Encourage open
allowing them to make decisions within their scope of work. This increases their motivation and
1. Recruitment and selection: Develop policies and guidelines for hiring processes that ensure
fairness, equal opportunity, diversity, and inclusion. Implement thorough screening methods to
2. Employee training and development: Establish programs to provide employees with required
skills and knowledge, enabling them to perform their roles effectively. Consider individual
feedback sessions and objective criteria for assessing employee performance. Offer guidance,
4. Employee benefits and policies: Develop comprehensive benefit packages and policies that
prioritize the well-being and needs of employees. This can include healthcare, work-life balance
initiatives, flexible working arrangements, and policies promoting a safe and inclusive work
environment.
channels, conflict resolution mechanisms, grievance procedures, and a culture of respect and
fairness.
1. Lead by example: Demonstrate ethical behavior, integrity, and professionalism to set a positive
and subordinates to build a network of influence. This requires active listening, empathy, and
3. Develop expertise: Continually enhance knowledge, skills, and competencies in relevant areas
4. Utilize communication skills: Clearly articulate ideas, persuade others through logical
5. Collaborate and share power: Foster a collaborative work environment by involving others in
decision-making processes and sharing power and responsibility. Encourage diverse perspectives
1. Active listening: Pay attention to verbal and non-verbal cues, ask clarifying questions, and
2. Clarity and conciseness: Communicate information in a clear and concise manner, avoiding
where individuals feel safe expressing their opinions without fear of judgment or reprisal.
5. Feedback and empathy: Provide constructive feedback and practice empathy when
1. Identify and address conflicts: Implement conflict resolution mechanisms, such as mediation
or facilitated discussions, to address conflicts early on and prevent escalation. 2. Foster a culture
3. Develop crisis response plans: Create comprehensive plans outlining steps to be taken during
various crisis scenarios. Assign roles and responsibilities to ensure a coordinated response.
4. Effective decision-making under pressure: Train leaders to make informed decisions in high-
stress situations, considering the potential consequences and seeking input from relevant
stakeholders.
5. Learning from crises: Conduct post-crisis assessments to identify lessons learned and
implement improvements
ACTION PLAN IN DEVELOPING EFFECTIVE COMMUNICATION AND NEGOTIATION
Roll Out
Roll Out (Resource - MOOE Last Friday of the - Copy of Memo
Implementation
Roll Out of Speakers/personel - Canteen Week 3:30-4:30 - Invitation Letters
DEVELOPING
who have been Fund JANUARY 2024 - Training Needs
EFFECTIVE
COMMUNICATION previously trained - Donation SLAC Analysis
AND
NEGOTIATION and has relevant Partnership with - Copy of Training
topics.
knowledge on the LGU Schedule may vary Plans with
distractions and
showing genuine
interest.
a. Learn strategies
for resolving
conflicts in a
constructive
manner.
b. Understand
different
perspectives and
find common
ground.
c. Practice effective
problem-solving
techniques to
reach win-win
solutions.
Emotional
Intelligence:
a. Enhance your
ability to recognize
and regulate
emotions.
b. Empathize with
understand their
perspectives.
c. Develop self-
awareness to
better understand
and reactions.
Practice and
Feedback:
a. Actively seek
opportunities to
practice your
communication
and negotiation
skills. b. Request
feedback from
trusted individuals
improvement.
c. Reflect on your
experiences and
make adjustments
accordingly.
3. As an educational leader, how can we retain our teachers if there are more
attractive options outside that will offer more flexible options such as work from
home set up and online jobs? (Motivation, Power, Influence). Support your
answers with at least 3 literatures which are recent and updated year 2015 and
above.
strategies can help educational leaders address this issue. Here are some potential
enhance teacher motivation and job satisfaction, making them more likely to stay. In
a study by Nguyen (2018), it was found that teachers who perceived their work as
meaningful and had opportunities for professional development reported higher job
Literature source:
processes and giving them a sense of ownership in shaping school policies can
enhance their commitment to the school and increase job satisfaction. A study by
Perez et al. (2019) found that teachers who perceived themselves as having
more influence at their school were more likely to stay and reported higher levels
of job satisfaction.
Literature source:
- Perez, J., Cano, J., & DiStefano, J. (2019). Teacher Retention of Ethnic-Minority
could be a viable approach to retain teachers who require more flexibility in their
personal lives. In a study by Ingersoll and Klein (2019), they analyzed teacher
retention rates in high-poverty, urban schools and found that flexible work options
Literature source:
- Ingersoll, R. M., & Klein, M. (2019). Who’s Teaching Our Children? Educational