Leading and managing people for performance

Leading and Managing

people for performance

Outline of the topics

Introduction: Defining Purpose in Education

Managing for Performance Leading People

1.Motivation 2.Professional Development

Managing performance in South African School

Performance Managements in English and Wales

Conclusion: Improving Performance

Topic 1 :Introduction:

Defining purpose in Education

Purpose of Education

Academic(School/Collage) Institution

Promote Learning to pupils and students

1. deal with external as well as internal pressure

2. determined and encapsulate(nutshell) to facilitate learning for children ,young people and adults

Main Focus in your Mission

Individual Variable

Performance of staff, whose skill and

motivation are critical to the

achievements of organizational

objects(aim)

Threat

Conflict between

organizational aims

VS

Individual aspiration(desire)

Name of threats

Lumby (2001)(Prof. Judith Lumby):“Managers were being “persuaded”(convince) to endorse (support) organizational aims, even where they conflicted with their own aspirations, through a process of coercion”.

Elliot and Hall(1994): “hard variant” of human recourse managements

Betts(1994): “it is likely to lead to resentment rather than improved performance”.

Any Question ???

Topic 2 :

Managing for performance

Performance ???

The accomplishment of a task or activity (Riches ,1997)

Mean in Educational context:

1.Vision,Mission and Goal(clear targets)

2.Teaching and Learning(teaching methodology)

3.Managing Organizational System

4.Collaborating with family and stakeholders

5.Ethics and Integrity (Issues)

What is Office Standards in

Education (OfSTED)? The Office for Standards in

Education, Children's Services and

Skills (OfSTED) is a non-ministerial

department of government.

Office for standards in Education

(OfSTED) Area :The services OfSTED inspects or

regulates include:

local services, child minding , child day

care , children's centres, children's

social care, CAFCASS, state

schools, independent

schools and teacher training providers,

colleges, and learning and skills

providers in England. It also monitors the

work of the Independent Schools.

OfSTED Judgment

“teaching will be predicated on the

quality of learning and the progress

that students are making “.

Inspectors Judge:

“ Teaching simply on whether children

are engaged ,focused learning and

making progress”

Seven (7) Scale OfSTED Report

Points Behavior and Safety of Pupils

Quality of Provision/Learning

Ambition and prioritization

Leadership and Managements

Performance Managements and

Quality Assurance

Partnership Work

Equality and Diversity

Four Point Scale Report

Out Standing ……….4

Good…………………3

Adequate…………….2

Inadequate…………..1

Finding in Reports and

Suggestion Overall effectiveness

Capacity for Improvements

And Area of Improvements

Immediately

With in three (3) months

With in six (6) months

Criticism and Suggestions by

Riches (1997)Four Problems1.Reliabilty of performance over time 2.Reliability of Performance Observation 3.The criteria used to assess performance

may be too limited to enable valid judgments to be made

4.Performance in likely to be affected by the “context” or “situational variable”

Suggest Performance evaluation is “Subjective”.Mean numerically to Band

Other Criticism on OfSTED

Fitz-Gibbon (1996): Criticized on Reliability and Validity

Eraut et.al(1997): Criticized on Performance Managements System

(Its is like Financial System which is not applicable on Human Resource Development)

Gleeson and Husbands(2003):

Address the same issue in their critique of performance managements in school

Any Question ???

Topic 3 : Leading People

Relation :people and motivation

People are Valued in their own right

and not simply because they can

deliver an appropriate level of

performance

Mean a dynamic relation between

People VS Motivation

To produce higher level of achievement.

Gunter(2001)

Transformational Leadership Build a unified common interest

between leaders and followers

He state as

“… kin to transformational leadership in

which people are inspired to achieved

an agreed version of a better future for

the organization and its clients “.

Leithwood et al’s(1999)

‘People-led’ motions of human recourse management

“ this form of leadership assumes that the central focus of leadership ought to be the commitments and capacities of organizational members.

Higher level of personal commitment to organizational goals and greater capacities for accomplishing those goal are assumed to result in extra effort and greater productivity”

Miller and Miller (2001)

Performance Management may be

likened to transactional leadership

“Achieving the required level of

performance, in terms of specific

outcomes is likely to lead to a reward

in terms of managerial approval and

,perhaps,. improved salary or

conditions of employments”

Transformational Leadership

Well produce beneficial changes is the

process of teaching and learning;

leading to a qualitative and sustained

improvement in performance arising

sustained improvements in

performance arising from enhance

motivation and commitment

Briggs(2003)

Transformational and transitional

approach may both be adopted by

leaders who need to find a balance

appropriate to their specific context

Briggs Stated

“….an instinctive ‘pull’ towards a

transformational style, followed by a

realization that the efficient working of

the system indicated by a

transactional style was an essential

factor for enable their role… effective

enactment of their role depends upon

their perceiving the balance between

transitional and transformational style”

Foskett and Lumby(2003)

Terms …..”control and supports”

“… an unremitting(constant) demand for change for improved teaching and for improved outcomes. Teachers have been subject to requirements which for many have become overwhelming (overpower). The incidence of stress has become epidemic(wave) and stress-related illness an ever present hazard”.

Answer to negative outcomes

The alternative to control and regulation is to develop a framework to optimize staff contributions through a “softer”

Softer mean Involves people as individuals and providing opportunities for all staff to develop and work toward fulfilling their aspirations

Two key aspects of this approach are:

Staff Motivation and

professional development

Foskett and Lumby

(negative outcomes)1.From Government pressure to raise

educational standards , leading to

greater regulation and strong

accountability

For Example,

“Punitive’(discipline) inspection system

result management of teachers

performance has negative

connotation(relation)”

Staff Motivation

Handy (1993),

Hall and Rowland(1999)and


Stated “ambiguity in the concept of

motivation”

Plethora stated this phenomena as

“no overarching or single theoretical

model which explain motivation”

Turner(1992)…..Motivation

Involve arousal ,direction and

persistence

Handy (1993)

Handy divides motivation theories into

three categories:

1.Satisfation theories

2.Incentive theories and

3.Intrinsic theories

Satisfaction theories

Base on assumption

Satisfied worker more productive?

He stated? NO

Incentive Theories

(Performance Related Pay ) Base on assumption "principle of reinforment

the ‘carrot 'approach

Mean: “specific rewards or encouragement for good performance”

1.The individual perceiving the extra reward to be worth the extra effort

2.The performance can be measured and attributed to the individual

3.The individual wants that particular kind of rewards

4.The increased performance will not become the new minimum standard

Intrinsic Theories

Base on assumption

“People work best if given a

worthwhile job and allowed to get on

wit h it …the reward will come from

the satisfaction in the work itself”


Teaching is rich in intrinsic motivation

But

Large number of teachers are not satisfied with their job

Why?4 reasons:

Excessive bureaucracy,

heavy workloads

Low pay

Inadequate professional development

Exampls

In UK

30% teacher left the job of teaching in

less than five years.

In USA

20% teacher left the job of teaching in

less than three years

Discussion

Al these theories are base on the

assumptions that motivation is

essential if employees are to perform

well

People are motivated is different ways

and knowledge what works for each

person provides the potential

enhancedLong term performance

Professional Development


“providing staff opportunities to

develop is the final step which closes

the circle of managing performance”

Bolam(2003)

“professional development is widely

accepted as fundamental to the

improvement of organizational

performance”

Define it as

An ongoing process of education, training ,learning and support activities.

Taking place in either external or work based setting

Proactively engaged in by professional teacher ,head teachers and other school leaders.

Aims primarily at promoting learning and development of their professional knowledge, skill and values.

To help them to decide on and implement values changes in their teaching and leadership behavior.

So that they can educate their students more effectively

Thus achieving an agree balance between individual, school and national needs.