Leadership Management

Leadership is a very important factor in determining organisations’ effectiveness. The values uphold by leaders will influence their conduct as ethical leaders or not. What are ethical behaviours? Why are they important? What are the values and behaviours that are being inculcate among public sectors workers? How is it done? What are the strategies employed to enhance ethical behaviours? Analysis shows that despite numerous efforts done by the top managements, the result are not very encouraging because there is no comprehensive plan to educate public sector employees about ethics.

The purpose of present study was to explore and to compare public and private biology teachers’ views about use of audio visual aid in teaching of Biology at secondary school level. The data for the study was collected from secondary schools teachers of biology. The results of present study show that there is a positive relationship between facility of audio-visual aids and the teacher’s attitude. The findings report that secondary schools teachers of biology do realize the importance using audio visual aids in teaching of biology. However, finings reported that teachers of public sectors were more familiar about the importance of use of audio visual aids for teaching of biology than private sector teachers. It was concluded that in public sector school all teachers were trained as only trained teachers were appointed at public sector schools at secondary level. Finding further reported that there were no proper facilities of audio visual aids for biology teaching. Results further inferred that utilization of audio-visual aids in teaching of biology was very effective as it increases the level of interest and enhances motivation for learning in students and the only visual aid available at maximum secondary school was black board.

The study centred on lecturers’ involvement in decision making and job enhancement in Colleges of Education in Cross River State, Nigeria. Two research questions and hypotheses were developed to guide the study with ex-post facto research design and the population of the study comprised all lecturers in Colleges of education in Cross River State, Nigeria. Data obtained from the registrar units of these colleges showed that there were one thousand six hundred and forty five (1,645) male and female lecturers in these Zones. Applying Tara-Yamene’s formula for a sample size of 503 from a finite population of lecturers’. The study adopted stratified random sampling technique to determine the sample for the study and the instrument for data collection was a questionnaire tagged Lecturers’ Involvement in Decision Making and Job Enhancement in Colleges of Education in Cross River State, Nigeria (LIDMJEQ) was constructed by the researcher to elicit data from the respondents. The drafts of the instruments were given to three experts - one from the Department of Educational Foundations and Administration, and two from Measurement and Evaluation, all from the Cross River University of Technology, Calabar. A trial test was carried out using forty (40) lecturers’ who were comparable groups outside the study area. The data obtained were analyzed using the Cronbach Alpha reliability method to determine the internal consistency reliability of the instruments. The data was analysed using one way ANOVA. The findings revealed that there is no significant influence of lecturers’ involvement in major decision-making and their job enhancement. Also, Lecturers’ involvement in minor decision-making does significantly influence their job enhancement. It was recommended among others that School leadership should involving their lecturers’ in the school major decision-making processes.

Organizational climate plays a key role in the performance of an organization. In schools it directly affects the academic achievement of the students. Therefore, this study was conducted on organizational climate of high and low adopter secondary schools in Khyber pakhtunkhwa, Pakistan. This study was descriptive in nature. Population of this study comprised all the head teachers and teachers of public secondary schools registered with Board of Intermediate and Secondary Education (Kohat, Bannu and Dera Ismail Khan). 120 schools were selected as sample from these 8 boards, 40 schools from each board, out of which 20 high adopter and 20 low adopter schools from each board and from each school 01 head teacher and 04 teachers were selected using equal ratio sampling method. For collection of data simple survey method was applied using a self-developed questionnaire based on five major facets of organizational climate and each facet contained ten statements. To find out and compare the organizational climate of high and low adopter schools Mean, Standard Deviation and t-test were used. It was concluded that the organizational climate of high adopter schools was better than low adopter schools. And there was a close relationship between the organizational climate and students academic achievements. It was hoped that the government of Khyber pakhtunkhwa, policy makers and other authorities will take initiative steps to improve the organizational climate of the schools in Khyber Pakhtunkhwa.

A Code of Ethics outlines principles that project honesty and integrity to help guide individuals when making business decisions. The Code outlines the organisations mission and sometimes values to ensure ethical dealings are carried out by employees. As seen by the demise of many organisations, the mere reliance on the fact that an employee acknowledges the Code of Ethics does not ensure that the employee will be governed by the ethical principles. The purpose of this study was to evaluate whether integrity testing could contribute to the enhancement of the principles of the Code of Ethics. Integrity is based on the consistency of morals and values carried out. Quantitative techniques were used to analyse integrity test results. In line with theoretical knowledge, the statistical results revealed correlations as well as collective measures of employee behaviours and attitudes that would impact on the principles of the Code of Ethics and the organisation as a whole.

Nowadays society is changing faster than ever and is making increasingly complex demands on schools so in-service is particularly important. Staff has to introduce changes in school structures and curricula. Falling school rolls are causing new problems, including reduced promotion possibilities for Staff. In-service training is an important instrument for school improvement as well as personal development. In-service training is necessary to maintain the professional standard and to raise standards of teaching and learning and therefore regular in-service training should take place. This paper shows necessity of Staff’s professional development with respect to in-service training. The aims of this paper are to define staff’s professional development, elaborate educational system, clarify In-service training of Educational, describe history of in-service training in Iran, explain teaching, state the necessity of staff’ in-service training, discuss the necessity of teachers’ training , describe the kinds of Staff’s Training, explain Training-Needs Assessment and discuss concepts of Adult Education.

The purpose of this paper is to explore the interrelationships between morale and job performance of secondary school teachers. This is a questionnaire survey involving secondary school teachers from four schools in Seremban, Negeri Sembilan. The information gathered was used to develop a statistical model to explain how teachers’ morale affects their job performance. A total number of 92 respondents were involved in this study. The findings showed that there was a significant difference in the morale status between the male and female teachers; the male teachers registered a moderately higher score as compared to the females. It was also found that there is no significant difference in the job performance between male and female teachers. Apart from that, this study also revealed that all the five factors: leadership, belongingness, environment, personal development and collegiality contributed significantly to teachers’ morale. The working environment was rated as the most important factor among the five. A structural equation model was developed to determine the relationships between the various morale determinants, morale status, and job performance of the teachers. The results indicate that the ‘environment’, ‘personal development’ and ‘collegiality’ factors affect the feeling of ‘personal reward’ of the teachers while ‘leadership’, ‘belongingness’, ‘environment’ and ‘personal development’ influenced their ‘cohesive pride’. It was also found that only the ‘leadership’ factor had a direct impact on ‘job performance’. The other morale determinants affect the ‘job performance’ of the teachers indirectly either by affecting ‘personal reward’ or ‘cohesive pride’.

The underlined study aims to explore the level of job satisfaction of the head teachers at the elementary schools from the district of Sahiwal, the Punjab, Pakistan. The researchers also venture to draw a comparison between the criterion of the job satisfaction of male-female and urban-rural elementary head teachers. Since teaching is a highly prestigious profession and the most sensitive domain of all others. So, it is very important to provide teachers with all their peace of mind. It would be possible only if they find themselves satisfied with their job. Hence, this research may be taken a milestone for the provision of a flourishing ambience to the head teachers so that they may indulge themselves with the very idea of a professional teacher. In order to collect the required data for the study, the Minnesota Satisfaction Questionnaire (MSQ) was used as a tool. The sample of 140 head teachers was taken randomly by the researchers; The SPSS-12 (evaluation version) was used to analyze the obtained data and t-test was applied for the sake of comparison. The overall response rate was 86%. This research has successfully got that the head teachers were slightly satisfied with the basic three dimensions of a job i.e. advancement, education policies and compensation. Thus, it is found exigent to overcome the problem in order to give them the maximum job satisfaction.

The purpose of this study was to find out those competencies that Teachers’ Service Commission (TSC) appointed Heads of Department in secondary schools should have for effective performance of their administrative duties and responsibilities. Major areas of responsibility for study were: Responsibility for Curriculum; Responsibility for Teachers; Responsibility for Learners; Responsibility for Resources; and Responsibility for Finance. Under these areas of responsibility, 46 specific tasks were identified and consequently studied. Purposive and simple random sampling techniques were used for the study. There were 37 Heads of Department, 112 teachers, 24 head-teachers and 2 Quality Assurance and Standards officers’ in-charge of secondary schools selected from Siaya District. Data collection techniques included questionnaires, interviews and document analysis. For data analysis, mean scores and percentages were used to describe data. T-test and chi-square statistical techniques were used to draw inferences. The findings of the study revealed that heads of departments in secondary schools are lacking in certain competencies which are crucial for effective performance of their administrative functions and responsibilities. The most discrepant competencies were found to be in the area of Responsibility for Curriculum, and Teachers. On the basis of the findings, recommendations were made on how to equip heads of department with the necessary competencies in order for them to be effective in their work. These include the need to: offer extra job- focused formal training to heads of department; broaden, detail and make practicable education administration curriculum in teacher training institutions; provide elaborate job description manual; provide incentives to these administrators; and have quality assurance personnel make frequent and broad based supervision of the work of Heads of Department.

ABSTRACT The study investigated challenges of communication practices in the seven Colleges of Education in the Ashanti Region. The population comprised College administrators and tutors and the sample included 21 administrators 178 tutors. The instrument was pre-tested and a reliability coefficient of 0.89 was realized and it was deemed to be good for the final data administration. Consequently, data collected were analysed descriptively using frequencies and percentages. The results of the study showed that the College had communication practices that use three traditional channels of communication, namely: downward, upward and horizontal. Also, media of communication like face to face, telephone, text messages, staff meetings as well as notice boards were used to convey the needed information on regular basis.