Monday, November 5, 2007
How does your educational organization handle personnel conflict?
Unfortunately, personnel conflict is apparent in every work organization. In most schools, approximately 10% of the employees areinvolved in conflicting situations. As a new principal for the first year, the water is truly being tested at my school. The three areas ofconcern revolve around efficiency, instructional practices, and school/team support. Efficiency and or being punctual from arriving to work on time to turning in required information. Standard procedures follow include byare not limited to verbal request, written request, verbal warnings, andfinally written warnings. Instructional practice at this school demonstrates a high need for staff development in various student instructional strategies to serve multiple learning styles in a classroom. Many teachers are too comfortable with the lecture and worksheet ritual. Ongoing classroom walkthrough visitations from key central office personnel, school administrators, and others monitor and collect data of teacher and student practices in the classroom. In addition, teachers are evaluated each year.The big effort in reducing conflict for this staff is the acceptance tochange. Change in leadership, change in how students learn, thus how students must be taught are struggling conflicts that have a negative impact on school/team support. It is imperative that teachers feel empowered as the leader in their classroom and are motivated to make apositive difference instead of feeling like there is no use to trying anymore. Presently, to help reduce the day-to-day student/ classroom disruptions, teachers are being trained in positive behavior support.This is a proven method of identifying and providing interventions to maximize student learning by decreasing disruptive behavior. As the instructional leader, it is imperative to lead with the vision ofhigh expectations for students, teachers, staff, parents, and community. Even though personnel conflicts will occur, there must be a clear understanding by all leaders that the results of these conflicts will not present failure for as an option.
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4 comments:
Glenda,
WOW...your post this week hits home for me. I am currently K-2 Literacy Coach in a school with 785 children. This particular school it still using a lecture and worksheet approach to teaching. When I first started doing walk throughs and observations, I was shocked to see this methodogical approach still taking place. I knew I had my work cut out for me. Balanced Literacy had to become the focus of their instruction. The first two weeks of school, there were many conflicts and issues with a new approach being implemented. These teachers didn't want change.
I met with administration and we worked out some PD for the teachers. Since this is a district mandate, if I want total buy-in, I have to appear to be onthe side of the teacher. The PDs went well and more have accepted this philosphy of educating students.
I feel communication and respect is the best way to handle conflict resolution in any organization.
Enjoyed your post!
William
Handling Personnel Conflict
Within any organization, conflicts will occur. In my opinion, foundational stability is the key to dealing with the inevitable. If sound rules are in place and understood by all, in the event that an individual violates what is established, administration will have something to fall back on. People are entitled to their opinion, as well as are free to express their views on a situation. When their views and opinions begin to stir confusion and or go against established policy, the problem begins. However, this type of anti-establishment mentality must be dealt with and, nor permitted. It is amazing how quickly negativism can spread. If individuals are permitted to continue with adverse and unacceptable behavior, one can be sure to expect more of the same to follow.
Tardiness, slacking, unwillingness to change, inadaptability, inefficiency, and lack of unity or ability to act as a team member, are sure-fire weapons of mass destruction within an organization. It is up to leadership to abort these destructive forces. It is amazing how professionals can sometime; behave so unprofessionally, and with such ease. A few bad apples in a barrel can affect the remaining if they are not removed. If administration can keep faculty accountable for themselves in accordance with what is acceptable practices, it would not be as difficult keeping students on target.
Regarding the children, I believe that educators should be open, and remain open to change. We are in an era of rapid emerging technology. We must all keep up with the times, as well as abreast of changes. Our students will suffer if we do not. Any individual who is not open for advancement into the future can be a hindrance to the organization wherein they work and serve. Educators must be exposed to continual in-service opportunities, and should be expected to attend. Educators must learn how to be effective in the classroom, and on how to get the best out of the children. When this happens, I believe classroom discipline will no longer be the focus of the day, but rather, learning will takes its rightful place…in the classroom, and in the minds of the children.
Conflicts occur within organizations for various reasons. As stated by Robbins & DeCenzo (2007), “Conflict is a natural phenomenon of organizational life” (p. 389). People may feel their beliefs are under attack; resulting in a defensive action, there may also be faulty communication patterns, there may be personality conflicts, and so on. It is the leader’s responsibility to work diligently and effectively to curtail conflicts by seeking out the under-girding problem. He must consider what, where, when, and how to work towards a resolution.
The conflicts that occur within my school setting are handled case by case. For example, if there is a minor conflict between a student and teacher, the administrator may elect to ignore the situation. The administrator assumes that the teacher will handle the situation as a professional. This normally leads to greater teamwork within the organization, while deflating conflicts. As stated by Robbins & DeCenzo (2007), “When the conflict you face is trivial, when emotions are running high and time can help cool things down, or when the potential disruption from a more assertive action outweighs the benefits or resolution, avoidance can work best” (p. 391). However, if the situation is severe, the administrator then mediates between the student, teacher, and parents to resolve the issue.
YOu sound like you really have your hands full. As a first year middle school principal it cannot be easy.
My husband works on a part time basis for an educational consulting company called, "Time to Teach". When he first of of it, it interested him do to their "discipline program". He is the policy director of our county, and gained permission from the superintendent to pilot this program at the school he once was principal at...It is having great results. This school houses some of t he most severe special education students and the teachers seem to feel empowered now that they have "tools" to work with when certain discipline problems arise.He believes in run ning a tight ship, (hence his Naval background), and certain students need strict structure in order to function, and teachers need it in order to survive!
Again, I know you are feeling overwelmed, and that is natural. You seem to have your finger on the needs of the school. I hpe teachers are on board. That seems to be the toughest group to have on board. Good Luck and I know you will do a great job!
Renni Wooden
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