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To what extent does in-service professional development aid the recruitment and retention of Head Teachers / Principals - Essay Example

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To what extent does in-service professional development aid the recruitment and retention of Head Teachers / Principals

The scholastic environment, including factors like a supportive school atmosphere and the classroom context as well as language barriers, was determined to be directly related to teacher satisfaction (Lam, 2006; Bai, 1995). As our understanding of how children learn has grown, the many ways we teach children has also improved. The scholastic environment is intended to act as a cushion and protects the psychological well-being of children as they develop (Lam, 2006). Research has indicated that a teacher’s effect on their students is often the result of the students’ psychological responses to the teacher’s behaviour (Wei, Brok & Zhou, 2009). Studies have shown that children can begin learning from birth and as they age and grow, their ability to learn new ideas and concepts also grows (Sharp, Ward, and Hankin, 2009). The reputation of a school and its influence on the life of the community invariably depend on the kind of teachers working in it. Of many dimensions, the following facets for measuring Teacher Job Satisfaction include: professionalism, teacher learning, innovation, and inter-personal relations (Suryanarayana and Luciana, 2010) Professionalism relates to job security and social prestige, molding young minds, appreciation from others, and the ability to help students resolve their problems (Suryanarayana and Luciana, 2010). ...
Inter-personal relations are associated with relationships with colleagues, parents, students, higher authorities or any personnel relative to school (Suryanarayana and Luciana, 2010). Despite the establishment of these criterions, measuring the teacher’s level of job satisfaction remains a difficult task (Suryanarayana and Luciana, 2010). It is estimated that 157,000 teachers exit the field every year and an additional 232,000 others change schools in pursuit of better working conditions found in prestigious, higher-performing schools (Alliance for Excellent Education, 2008). Combined, this represents approximately 12% of the teaching workforce, excluding the teachers that leave due to retirement (Alliance for Excellent Education, 2008). The exit of teachers from the profession and the movement of teachers away from low-performing schools are costly phenomena in regards to the loss students in the value of being taught by an experienced teacher, schools and districts must recruit and train their replacements, and the overall costs financial of teacher attrition (Alliance for Excellent Education, 2008). Fiduciary repercussions can vary widely by district and may include signing bonuses, subject matter stipends, and other recruiting costs specific to the educational forum, totaling an estimated $7.34 billion to hire, recruit, and train the replacement teachers (Alliance for Excellent Education, 2008). This monetary estimation of the recruitment and hiring processes is in addition to the costs associated with lost productivity and human capital (Alliance for Excellent Education, 2008). The fiscal burden expressed does not include any the costs students ...Show more


Proposal of Research Project: Research Methods in Education name class instructor date Proposal of Research Project: Research Methods in Education To what extent does in-service professional development aid the recruitment and retention of Head Teachers / Principals?…
Author : hansenlavinia
To what extent does in-service professional development aid the recruitment and retention of Head Teachers / Principals essay example
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