Assignment #3
Scenario #1:
1)-One of the first issue that I felt was there, was the lack of a relationship between the new director and the teachers Mary Beth and Katrina.
-Another issue which I felt was there was the lack of respect towards the director. -No direction for the enthusiasm of the new employee
2)-The first issue stated above relates to all the areas of the triangle. No one should just walk into a classroom, and make suggestions for improvement. Because the people involved may feel attacked, or like the things they do are not good enough, and have a "who are you to tell me" kind of attitude. As a director it is important to build relationships with the members of the staff. Talk stories with them and spend time in the classroom pointing out positive things you see around and in what they do. Verbally express it to them. This will help help build a supportive community, and after this, they should be more receptive to constructive criticism. This will make your job and their receptiveness to you managing, overseeing, coaching, and mentoring them more respected.
-Another thing which could help improve the programs sense of community would be to arrange for Mary Beth and Katrina to mentor Doreen. This could be a way for Doreen to learn more, but also maybe share new ideas and inspiration with the them as well. This could also be a collaborative effort in making new signs and things of the mix to spunk up the classroom. If the director partners with Doreen, Doreen's enthusiasm to learn could also inspire the "set in their ways" teachers to open up a bit more as well.
Scenario #2
- -The first issue sounds to be Michael's lack of consideration of others in the community. -The second issue seems to be the that the director did not give advice for how to address or improve the matter at hand.
- Due to Michael's lack of consideration for the larger program community, although his intentions are good, the results of it have had a negative affect on the environment and the cleanliness of the program. I would suggest the direct take a more productive approach by offering Michael solutions to his problem. He could still allow the children the independence without changing the focus of his efforts by adding steps which could help alleviate the clutter, and odor. An extension to his practice could be having children clear out their cubbies daily. He could create a "take home" bag or something similar for the children to transfer the things they want to keep and take home in. The children could also be designated to sweep, or clean around cubbies (as a daily assigned "job") to help manage the areas cleanliness. We call this constructive criticism!
Assignment #4
The side of the triangle which was harder for me to connect to was managing and overseeing. This area seems to deal with the more professional development aspects and technicalities like training, and standards. This area requires more concrete knowledge of information. It is based for on facts, standards, and things of the sort. Things which I am more unfamiliar with, as opposed to the other areas of the triangle which involve more abstract thinking or ideas for positive improvement.
Hi Elena,
ReplyDeleteI think that having a positive relationship with your director is very important. It would be beneficial to the teachers and everyone in the school. Conflict in any type of work environment is hard and stressful for everyone. I liked your suggestion of having both Mary Beth and Katrina to collaborate with Doreen to bounce ideas off of each other. This would be a great way for all three teachers to learn from each other (both new and old ideas). It would also boost Mary Beth and Katrina’s confidence since they will be able to mentor a new teacher. As the director, how would you suggest the mentoring proposition after this conflict has happened? If this collaboration does not work, what other options would you suggest or implement?
Hi Elena,
ReplyDeleteImmediately you note the lack of relationship within the scenarios. I also wonder about how relationship plays a part in establishing and implementing the triangle framework. Can the lack of a relationship between teachers and director place the triangle framework out of balance? How might relationshop be the means for putting the framework in balance?
Can a lack of relationship between director and teacher impact relationships throughout a center? For example, would it influence relationships between children and teachers, teachers and families, teachers and teachers, children and community, teachers and community? (there could be more relationships -- can you think of others?)
How might relationship impact the side of the triange you are struggling with? Could relationship be how you resolve, understand, or reflect on any side of the triangle?
Jeanne
Hi! I enjoyed reading your comments on these two scenarios. I very much agree with you that as a director, you should have close relationships with each and everyone of your staff members. This should occur before you address situations so you can familiarize yourself with all environments. When I mean environments, I mean when you step into the 4 year old classroom compared to stepping in the 2 year old classroom. I like how you mentioned close relationships because you need that in order to succeed and that's why being a director is sometimes hard. How do you work with a staff member that doesn't like you? I know that as being a director, you have to be able to see their side of the story and the reason behind it. I used to be a Manager on duty or supervisor at Jamba Juice couple years ago and it was pretty difficult. First of all, I had a hard time telling team members what to do. It should've been easy for me because I knew all of them before I became a MOD. I guess the whole thought of stepping above them just had to be changed. I didn't want them to think that because they are my friend, they can get away with things. Surprisingly, they didn't treat me any different and it worked out fine. The best reason it worked out fine was because of the close relationships we had and I was lucky to have given that opportunity before I became an MOD.
ReplyDeleteTalking story with your employees and getting to know them is a great suggestion but what if Mary Beth and Katrina, even more, disrespect and take your suggestions as a playful consideration because of they bond you now have? How will you as the director handle them then? Would building a bond actually help the situation or would it just add to the situation by tucking the actual underlying issue of respect behind the rug? Sometimes being a veteran rather a new-bee has its advantages such as you stated being able to mentor the new incoming teachers. But sometimes veterans don't take that advantage to teach the new teachers, sometimes they rather see them fail so that they continue to see themselves succeed. Sometimes veteran teachers believe that they know everything and instead of helping out the new teachers they complain about them and their unusual ways. How would you as the new director take on that uprising issue? What if the teachers try to teach Doreen but Doreen just doesn't seem to grasp the concept? What if more issues towards new teachers and veteran teachers tend to occur, how would you do with that?
ReplyDeleteWhat could you do to become stronger in the managing and overseeing side of the triangle?