Open Daily: 10am - 10pm | Alley door pickup 10am - 7pm 3038 Hennepin Ave Minneapolis, MN
612-822-4611

  • Open Daily: 10am - 10pm
    Alley-side Pickup: 10am - 7pm

    3038 Hennepin Ave Minneapolis, MN
    612-822-4611

Open Daily: 10am - 10pm | Alley-side Pickup: 10am - 7pm
3038 Hennepin Ave Minneapolis, MN
612-822-4611
Comparative Scenarios & Leadership Models

Comparative Scenarios & Leadership Models

Goretskaya, Jane

Paperback

Series: Anatomy of the World of Education: Landmark Cases, and Best Practices, Book 3

General Education

ISBN10: 1495372812
ISBN13: 9781495372810
Publisher: Createspace
Published: Jan 28 2014
Pages: 86
Weight: 0.38
Height: 0.22 Width: 6.00 Depth: 9.00
Language: English
Discussions of Part 1 of Book 3 Comparative Scenarios and Leadership Models collaborate on why searching for solution, the new appointee, superintendent of a problem school district, found that Cultural Leadership is the most effective and more applicable model to the district scenario than Transformational leadership model and Hybrid models. Analysis of several other leadership models is included. Discussion also leads to understanding how the most effective model was implemented to improve the situation. Discussions of Part 2 of Book 3 collaborate on why good schools are unique. Schools are unique because they reflect the values of the community they serve. Schools reflect the beliefs of the teachers and the needs of the students they serve. Creating a unique school and being part of such school helps both teachers and students feel special and improve their level of commitment. To this end, shared commitments put people together and create connections among them and between them and the school. According to Sergiovani (2007), these factors help students learn at higher level. Discussions in this part also incorporate views on the theories of change, define which theory fit best an organization's need to implement changes, and describe the leader's anticipation of the effects of change in his or her organization. Discussions also include the steps of implementing the change and reveal how to avoid negative effects the change may bring. This part includes an explanation of the supervising methods, styles, or trends, used to prepare an organization for the implementation changes and methods to motivate members to adapt and accept continuous change.

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