Leading and Managing People for Performance

Leading and Managing people for performance

Outline of the topics Introduction: Defining Purpose in EducationManaging 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 EducationAcademic(School/Collage) Institution

Main purpose:Promote Learning to pupils and students Specific Purpose:

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 System4.Collaborating with family and

stakeholders5.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 PupilsQuality of Provision/LearningAmbition and prioritizationLeadership and ManagementsPerformance Managements and

Quality AssurancePartnership Work Equality and Diversity

Four Point Scale Report Out Standing ……….4Good…………………3Adequate…………….2Inadequate…………..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 OfSTEDFitz-Gibbon (1996): Criticized on

Reliability and ValidityEraut 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 followersHe 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 MotivationHandy (1993), Hall and Rowland(1999)andFoskett and Lumby(2003)Stated “ambiguity in the concept

of motivation”Plethora stated this phenomena as “no overarching or single

theoretical model which explain motivation”

Turner(1992)…..MotivationInvolve arousal ,direction and

persistence

Handy (1993)Handy divides motivation

theories into three categories:1.Satisfation theories2.Incentive theories and3.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 effort2.The performance can be measured and

attributed to the individual3.The individual wants that particular kind of

rewards 4.The increased performance will not become

the new minimum standard

Intrinsic TheoriesBase 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”

Foskett and Lumby(2003) 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 payInadequate professional development

ExamplsIn UK 30% teacher left the job of

teaching in less than five years.In USA20% 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

Foskett and Lumby(2003)“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.