The research results show that there is certain reality in the claim that the number of those teachers leaving the educational field far exceeds those entering it which clearly strengthens the critical nature of teacher attrition…
The paper tells that this remains a widely acclaimed reality that maintaining a high level of teacher quality forms the critically important factor which ensures student achievement. With myriad types of demons endangering the teacher quality presently, students are consequently facing more and more problems to ensure individual academic accomplishments. The tendency of leaving schools and teaching profession by the learned and wiser teachers results in an inability to preserve an experienced teaching community and this produces many deteriorating influences on the students. What seems to come forward as a really deplorable reality is that many educational officials think that simply replacing those teachers lost to attrition by hiring new teachers could be an effective remedy. Presently, many authentic reports have denied such a fake proposition of undermining the critical nature of teacher attrition by easily hiring new teachers. Mississippi education administrators have taken a wise decision to take the challenge of reducing the teacher attrition rates to a structural level. Still, a great deal needs to be addressed regarding the issue of teacher attrition and this research aspires to make a contribution to this ongoing effort with results based on certain questions. The fact that teachers constantly rotate with the experienced teachers leaving and new teachers entering the teaching process to leave it within a couple of years leaves the students with no proper education which seriously interferes with their academic dreams. This is exactly why teacher attrition is such a hotly debated issue and deemed to be such an emergency based situation in America for the past many years. This remains a research-based reality that high level of performance on the part of students is directly related with lower attrition rates. Teacher training plans based on longer time periods also greatly helps in provoking the teachers to continue teaching in schools and colleges well after the teaching training process ends. Research survey has also shown that stress plays a phenomenal role in promoting the teachers to quit teaching soon. Lack of confidence comes in handy with high level of stress and together they convince a teacher to ignore the students’ learning needs and consider them less important. This issue can be resolved significantly with the help of long teacher training processes which each teacher should be required to engage in prior to becoming a professional scholar. People come in the teaching profession with a sense of purpose very clear in their minds but due to lack of recognition, support, and salary issues, they get bound to leave much earlier than necessary thus increasing turnover rate among teachers. “Every year in the United States, schools conservatively spend $2.2 billion on the recruiting, hiring, and training of teachers to replace those who have left teaching” (Alliance for Excellent Education, 2005). Continuous support is also found to have played a phenomenal role in reinforcing teachers’ self-esteems and their decisions to stay and continue teaching for the benefit of their students. This shows that teacher factors related to attrition come first and should not be ignored at any cost. Even a teacher being paid a top-notch salary can never be expected to continue teaching and unaffected all the time despite being discouraged and not motivated in a proper manner. In response to the first question, the factor of salary is found to be positively related with the teachers’ decision to remain in the profession and which also seems to be consistent with the past research done on the relation between salary and teachers’ decision to continue or quit teaching. “High teacher salaries result in increased commitment and ...
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Educators, policy makers and researchers have consistently tied the achievement gap to the student dropout rate (Ladson-Billings, 2006). As a result, educators, parents, employers and policy makers have expressed concerned over the persistent high drop-out rate particularly among high school students (Burris & Welner, 2005).
UNDERSTANDING THE EXPERIENCES OF SPECIAL EDUCATION STUDENTS WHO DID NOT COMPLETE HIGH SCHOOL This is a qualitative case study built around the exploration of research questions that inquire into the common experiences of students who dropped out of high school and the common factors that contributed to the decision to drop-out of high school.
Running head: PAY FOR PERFORMANCE INCENTIVES Research on Teacher Attitude Towards Performance Incentives in Georgia Name: Professor: Course Name: Course Title: Course Number: Date Due: Review The fact that teacher contributes a lot towards the learning of students and the results that they bring is widely recognized around the globe.
This establishes a dialogical framework wherein the difference between the two paradigms becomes an opening for new insights and understanding of the issue as it is raised in the research. As such, this situation affords the researcher a more holistic and integrated picture of the phenomenon being observed.
Technology, user need, and regulatory accommodation have all propelled the growth of distance education. What used to be confined to adult education and conducted through postal mail correspondence has transitioned to the World Wide Web platform. Useful students, online education is now available at basic education levels.
30 References 31 Part A Research and Findings Research Questions 1. What is the role of corporate social responsibility in reducing the level of business risks of a company? 2. How does the level of corporate responsibility policies of J Sainsbury Plc help in mitigating the level of business risks of the company?
This, however, does not make it any less urgent to find a solution. The proposed reasons for the high attrition rates were explored in this chapter. Studies have found many different factors influencing teacher retention, including the social climate of the school, the attitudes of colleagues, and the amount of assistance from administration.
However, since the passage of the No Child Left Behind Act in 2001, which required a highly qualified and appropriately certified teacher in every classroom, renewed interest has prompted the creation of a host of support structures aimed at retaining novice teachers in the profession.
Labeling of disabilities is a special education funding process that allows a student with a disability the right of F.A.P.E. by providing the appropriate services to aid in educational progress and success (Westling, Trader, Smith & Marshall, 2011). However, labeling students with special needs also come with setbacks (Trohanis, 2008).
Granello & Wheaton, 2004 3. Goddard et al., 2004, p. 4 4. Critical Examination of Candidates Diversity Competency Scale, 5. Individuals with Disabilities Education Improvement Act of 2004, 6. Higher Education Opportunity Act of 2008 7. Ohio Association of Colleges of Teacher Education Graduate Survey Research Team Koster, 2008).
125 Pages(31250 words)Dissertation
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