evaluation of teachers’ perceptions of action research process effects; what leadership style is...
Post on 21-Dec-2015
214 views
TRANSCRIPT
Evaluation of Teachers’ Perceptions of Action Research Process Effects;What Leadership Style is Appropriate for the Implementation of Change in Schools?
… in the Project “How to Become a Learning Community?”
Tanja Rupnik Vec, M. Sc. and Brigita Rupar, sup. spec.
National Education Institute, Slovenia (NEI)
Presentation Overview
Model of Holistic Support (HS) to Schools Implementing Change
Teachers’ Evaluation of Action Research (AR) Process
Exploration of the Headteachers’ Leadership Style and the Role of Leadership Team
Main Goals of “Model of HS” Project
To encourage and support teachers in their search for ways to ensure the quality of students’ development opportunity in school
(find ways to ensure students’ overall personal & academic development)
Support teacher's professional development (raise teachers’ awareness of their thinking, feeling and behavioral patterns, and encourage their search for alternatives)
Support school communities to become learning communities (dialog, shared vision, personal competency and effectiveness, interrelatedness, problem solving)
T
Responsibilities in the Model of HS
The first year: 4 schools (2003)
The second year: 3 schools (2004)
The third year: 3 schools (2005)
Every headmaster forms a school leadership team;
Every school gets a critical friend and a team of consultants; Critical friend works with school leadership team; Consultants work with teachers.
Our Learning Process From autocratic change agents ...
"We know what you should do in your teaching! We know what your problems are! We know the truth!" --> implicit message
(top-down approach); we worked as content experts
... to real partnership with schools! "What are your needs? What do you want to
improve in your practice?" --> explicit message(bottom-up approach); we worked as process experts
Three Levels of InterventionsThree Levels of Interventions
Level of Level of entire schoolentire school (all teachers) (all teachers) (workshops: didactic, process ...)(workshops: didactic, process ...)
Level of different Level of different groups groups of teachers: school of teachers: school leadership team, action research groups, leadership team, action research groups, support groups (workshops with teams, teams’ support groups (workshops with teams, teams’ working sessions, consultations)working sessions, consultations)
Level of individual Level of individual teacherteacher (or subject) (or subject) (workshops, consultations) (workshops, consultations)
T
The structure of school working teams The structure of school working teams T
Leadership team
Action research groups (example of one school)
AR 1: Motivation
AR 2: Communi-cation
AR 3: Teaching methods
AR 4: Cross-curricular themes
SDT Critical friend
Adviser for history Adviser for math
History teacher 2History teacher 1
Math teacher 2
Math teacher 1
School Level Training
Aims: Teachers raise awareness of thinking, feeling
and acting in classroom (e.g., conceptions about learning, knowledge and teaching)
Teachers systematically investigate their practice and solve their actual professional dilemmas
Teachers search for alternatives in thinking, feeling and acting in classroom
Strategies Workshops with all teachers, consultations
B
Leadership Teams’ Training
1st Session – Introduction of the program/project, SWOT, school climate
June, Avgust
2nd Session – School quality (concept, models); teachers' personal development goals
September
3rd Session – Articulation of action research question
October
Leadership Teams’ Training (cont.)
4th Session – Concepts of learning, teaching and knowledge
November/December
5th Session – AR, final articulation of action research plan
January
6th Session – Evaluation May
Second and Third Years of Our Cooperation With Schools
T
Evaluation of AR Process Effects on Teachers
Research questions: What was the meaning of AR for teachers in
the project? How did they experience the action research
process? How do teachers perceive the effect of their
AR on their identifying subjectively perceived effects of their involvement in AR process?
Are teachers willing to and feel the need for further systematic research of their practice?
Evaluation of the Effects of AR
Instruments: Semantic differential Questionnaires (combination of open
and close questions)
Sample:128 teachers from six Gymnasiums
which were partners in the project
Evaluation of the Effects of AR
Opportunity
Activity
Change
Individualiz.
Confusion
Risk
Obstacle
Passivity
Stagnation
Cooperation
Clarity
Certainty
Legend:
= M
= Mo
Evaluation of the Effects of AR (Cont.)
Systematical
Urgency
Enjoyment
Loss
Professionalism
Extra-standard
Casual
Lack of Urgency
Load
Acquisition
Unprofession.
Groundwork
Evaluation of the Effects of AR (Cont.)Progress
Meaningful
Real Change
My Wish
Nothing New
Creativity
Stagnation
Meaningless
Apparent Change
Wish of Others
Novelty
Rigidity
Evaluation of the Effects of AR (Cont.)
Curiosity
Seriousness
Freedom
For my professional development AR is:
Absolutely
Unimportant
Absolutely
Important
M=3,69
No Interest
Playfulness
Control
Importance of AR for my Professional Development
0 1 2 3 4 5 6
Pomen AR
0
20
40
60
80
100
Fre
qu
en
cy
Mean = 3,69Std. Dev. = 0,731N = 127
Histogram
5 – very important
4 – quite important
3 – either important or unimportant
2 – quite unimportant
1 – very unimportant
Importance of AR
Evaluation of the Effects of AR
Did you change your practice in the process of your action research?
Yes = 81 (63,3%)
No = 40 (31,3%)
Without answer = 6 (4,7%)
What Did You Change in the Process of Action Research?
Change f %
Method of teaching 67 52,3
Relationships with students 13 10,2
Team teaching 12 9,4
Assessment 9 7,0
Crosscurricular themes 8 6,3
What are Positive Outcomes of AR?
Positive Outcomes of AR f %
Better cooperation and communication with my colleagues
74 57,8
Professional development 39 30,5
Higher quality of my work 33 25,7
The habit of systematic reflection of my work
26 20,3
Positive change in my relationship? My work? With students?
21 16,4
Higher creativity 16 12,5
Obstacles in AR Process
Obstacles f %
Lack of time 75 58,6
Students’ passivity 29 23,5
Need for systematic writing (reports) 28 22,7
Overloaded syllabus 18 14,1
Absence of some important knowledge
13 10,2
Which Activities Have you Planned in Your AR?
f % Peer classroom observation 99 77,3 Study of professional literature 108 84,4 Organized discussions 39 30,5 Critical friendship 107 83,6 Reflections 108 84,4 Classroom observations of consultant 64 50,0 Portfolio 48 37,5 Workshops 101 78,8
What Did you Learn in AR About Yourself?
Some answers (quotations): “I’m able to create interesting lessons.” “If I had more theoretical knowledge, I would
work better.” “I’m not always right. I have to change my
approach to students, I have to give them more opportunitiy in my lessons.”
“I can’t work or think or learn instead of my students.”
What Did you Learn About Your Students?
Some examples of answers: “I found out what they like and what
motivates them.” “They are different from my (negative)
stereotype: they are willling to work, but they need challenge and support.”
NEI Provides Diferent Kinds of Support. Which Did You Find Useful?
Rupnik Vec ©
Form of cooperation with NEI
f %
Cooperation with my consultant 69 53,9
Workshops 45 35,2
Teachers’ meetings 18 14,1
My consultans’s classroom observations
8 6,3
Without answer 22 17,0
Will You Continue With AR in the Future?
YES: 89 (69,5%) YES, on condition: 19 (14,8%) NO: 5 (3,9%) Without answer: 16 (12,5%)
Why: AR process helps me raise the quality of my work: 20 (15,6%) AR helps me develop as a professional: 13 (10,1%)
Semi-Structured Interview With Headteachers
AIMS To explore their leadership style from
distributed leadership perspective (source Marzano et all, 2005)
To explore the role of leadership team
Leadership for Second –Order Change (Marzano et al, 2005)
Distribution of internal resposibility and authority across the members
Being the driving force behind the innovation
Being knowledgeable about how the innovation will affect curricular practices
Leadership for Second –Order Change (Marzano et al, 2005)-cont.
Being willing to move forward without a guarantee of success
Continually monitoring the impact of the innovation
Adapting leadership style to the needs of specific situation
Demonstrating behaviors that are consistent with beliefs
HTs’ Activities to Support Change Process
Share their responsibilities and leadership tasks with LT
Develop open and effective lines of communication with staff
Share beliefs about school, teaching, and learning with teachers
Are directly involved in design of curricular and instructional activities
HTs’ Activities to Support Change Process – cont.
Increase number of classroom observations
Evaluate the progress of the project and its impact on school’s practice
Inspire teachers to accomplish things“Headteacher has to believe in change – that’s the first
condition for success.”
The Role of Leadership Team
Felt to be “an engine” of change: they discussed innovation, supported each other, planned work with teachers together, offered support to school community;
Spent a lot of time getting the information across to the school community;
The Role of Leadership Team – cont.
From putting in practice everything that NEI recommeded to critically evaluating what was suitable for their particular school and making independent decisions;
From overseeing the process to working on the climate of trust and collaboration and serving as a catalyst for school’s development.
Effects at the School Level
More active learning methods in teachers’ practice;
Involvement of the majority of teachers in the design and implementation of curriculum, instruction and assesment;
Peer observations become general practice;
More “genuine” contacts with students.
What HTs Learnt from the Project
Systemic change affecting the primary processes in school is impossible without distributing leadership
One of the HT says: “Teachers from LT had to be my advisors. I had learnt the most from our discussions. I did not decide about the changes, I was only a coordinator.”
ReferencesBrookfield, S. (1995). Becoming a Criticaly Reflective Teacher. San Francisco: Jossey-Bass.
DiBella, A. J. in Nevis, E. C. (1998). How Organizations Learn? An integrated Strategy for Building Learning Capability. San Francisco: Jossey-Bass, inc.
Fullan, M. G. (1993). The New Meaning of Educational Change, 2nd ed. London: Cassell.
Giles, C. (1997). School Development Planning. A practical Guide to the Strategic Management process. Plymouth: Northcote House.
Hargreaves, D. H., Hopkins, D. (2001). Šola zmore več. Management in praksa razvojnega načrtovanja. Ljubljana. Zavod RS za šolstvo.
Marzano,R.J., Waters, T., McNulty, B.A. (2005). School Leadership that Works. From Research to Results.
Senge, P. M. (1993). The fifth discipline. The art and practice of the learning organisation. London: Century Business.
Senge, P. in sod. (2000). Schools that learn. A fifth discipline Fieldbook for Educators, Parents, and Everyone Who Cares About Education. New York, London: Doubleday.
Schollaert, R. (2006a). The meaning of educational change according to BASICS. V: Schollaert, R. Leenheer, P. (ur). Spirals of Change. Educational Change as a Driving Force for School Improvement (17 – 26). Leuven: LonnooCampus Publishers.
Sentočnik, S. (2007). Schools Implementing Change: Development of Distributed Leadership in High Schools in Slovenia. International Community-Building Symposia Session UCEA Convention, Washington D.C.
For Additional Information
Please contact:Brigita Rupar ([email protected])
Tanja Rupnik Vec ([email protected])
Zavod Republike Slovenije za šolstvoPoljanska 28, 1000 Ljubljana
www.zrss.si
National Education Institute, Poljanska 28, 1000 Ljubljana, Slovenia