Alfredo A.

Cejas
Educational Management
Learning Task no.1

Research the following terms in any form of media. Be able to mention or state
your source.

A. Leadership
Leadership and Management are two terms that are closely related but not similar. Before I
discuss leadership, let me put a wall between leadership and management. According to John
Kotter of HBS, good management brings order and consistency by drawing up formal plans,
designing rigid organization structures, monitoring results and plans while leadership focus
more on coping with time, establishing development by developing the vision of the future
and align people by communicating this vision and inspiring them to overcome hurdles.

In short, leadership mean the ability to influence a group towards the achievement of goals.
The source of influence maybe formal or outside the formal structure of the organization.
Example, a leader can emerge from within a group as well as formal appointment to lead a
group.

Lastly, Leadership is an interaction between the leader, the followers, and the situation. This
means that he knows the way, shows the way and goes the way.

B. Characteristics that differentiates leaders from followers.

Leaders are willing to fail publicly. Followers are more hesitant. To be a leader, you’re putting
yourself at risk. You’re choosing to be in the ring instead of watching from the stands.

A leader is the person who steps forward when everyone else steps back. The person who
doesn’t quite know the path but has a vision of the destination. Who is able to see that action
is necessary and takes the first steps to put it into practice.

Leaders are critical to long-term growth. They’re crucial to instilling positive change. They’re
necessary to help people achieve more than they thought they could.

But followers are critical as well. Without followers, we don’t have leaders. It’s the followers
who grow a movement. As Derek Sivers would say, “the first follower transforms a lone nut
into a leader
C. Instructional Leadership
Actions or behaviors exhibited by an individual or group in the field of education that are
characterized by knowledge and skill in the area of curriculum and instructional methodology,
the provision of resources so that the school’s mission can be met, skilled communication in
one-on-one, small-group and large-group settings, and the establishment of a clear and
articulated vision for the educational institution. This vision, and decision making based on
this vision are ideally characterized by a collaborative process and are inclusive of multiple
stakeholders’ Instructional leaders also promote collegiality and leadership behavior amongst
other members of the institution.
D. Leadership Aspects

There are many traits that act as the definitive points of an effective leadership. Among are
some ore some of the aspects of leadership.
 Honesty and Integrity: are crucial to get your people to believe you and buy in to the
journey you are taking them on.
 Vision: know where you are, where you want to go and enroll your team in charting a path
for the future.
 Inspiration: inspire your team to be all they can by making sure they understand their role
in the bigger picture.
 Ability to Challenge: do not be afraid to challenge the status quo, do things differently and
have the courage to think outside the box.
 Communication Skills: keep your team informed of the journey, where you are, where you
are heading and share any roadblocks you may encounter along the way.

In the current scenario where people are becoming more and more ambitious and tech
oriented, there is need for the leader that can lead such technically evolved and advanced
task-force.

E. Prerequisites for successful instructional supervisors

Effective Instructional Supervision involves raising student achievement and creating valuable
educational opportunities for students. This can be achieved by the supervisor clearly
defining goals for the teachers and facilitating opportunities for the teachers to learn about
local, state, and federal requirements.

A successful supervisor would also provide support to teachers through not only workshops,
but also by being available to the teachers and fostering growth by completing walkthroughs
and clinical supervisions.

Furthermore, an instructional supervisor would work with parents and teachers to keep
current on the community’s needs in order to help provide students with a meaningful
educational experience that will benefit them in various career paths. Instructional
supervisors are integral to every school’s attainment of support, teacher success, and student
achievement.

F. Transactional Leadership
Transactional leadership focuses on results, conforms to the existing structure of an
organization and measures success according to that organization’s system of rewards and
penalties. Transactional leaders have formal authority and positions of responsibility in an
organization. This type of leader is responsible for maintaining routine by managing individual
performance and facilitating group performance.
This type of leader sets the criteria for their workers according to previously defined
requirements. Performance reviews are the most common way to judge employee
performance. Transactional, or managerial, leaders work best with employees who know
their jobs and are motivated by the reward-penalty system. The status quo of an organization
is maintained through transactional leadership.

Pros and cons of Transactional Leadership

 Transactional leadership pros:

 Rewards those who are motivated by self-interest to follow instructions
 Provides an unambiguous structure for large organizations, systems requiring repetitive
tasks and infinitely reproducible environments
 Achieves short-term goals quickly
 Rewards and penalties are clearly defined for workers

 Transactional leadership cons:

 Rewards the worker on a practical level only, such as money or perks
 Creativity is limited since the goals and objectives are already set
 Does not reward personal initiative

Benefits of transactional leadership

There is definitely a place for transactional leadership in the world today. One of its best uses
is in multinational corporations where not all of the workers speak the same language. Once
the structure and the requirements are learned, it is easy for workers to complete tasks
successfully. This works because transactional leadership is simple to learn and does not
require extensive training. The transactional approach is easy to understand and apply across
much of an organization.

The military, policing organizations, and first responders use this style of leadership so that
all areas of the organization are consistent. It is also easier to apply in a crisis situation, where
everyone must know exactly what is required of them and how a task is to be done under
pressure.

To many people, money and perks are a powerful motivator. Many people need a job to pay
the bills. They have other obligations and distractions and would just as soon know exactly
how to do their job in order to keep it and reap the rewards.

G. Transformational Leadership
Transformational leaders are sometimes call quiet leaders. They are the ones that lead by
example. Their style tends to use rapport, inspiration, or empathy to engage followers. They
are known to possess courage, confidence, and the willingness to make sacrifices for the
greater good.

They possess a single-minded need to streamline or change things that no longer work. The
transformational leader motivates workers and understands how to form them into integral
units that work well with others.
Pros and cons of Transformational Leadership

 Transformational leadership pros:

 Excellent at communicating new ideas
 Good at balancing short-term vision and long-term goals
 Experience building strong coalitions and establishing mutual trust
 They have integrity and high emotional intelligence (empathy with others)

 Transformational leadership cons:

 Ineffective in initial stage or ad-hoc situations
 Require an existing structure to fix
 Bad fit in bureaucratic structures
Benefits of transformational leadership
One of the best uses of this leadership style is in an organization that is outdated and requires
serious retooling. It is also a perfect match for a small company that has big dreams and wants
to change and adapt to get there. In both of these examples, the board of directors can bring
in a transformational leader who will change the structure of the organization and also
motivate the current workers to buy into the new direction.

H. Characteristics and Approaches of Transactional Versus Transformational

Leaders
Here are some of the characteristics of transactional leaders:
Focused on short-term goals
Favor structured policies and procedures
Thrive on following rules and doing things correctly
Revel in efficiency
Very left-brained
Tend to be inflexible
Opposed to change

Here are some of the characteristics of transformational leaders:

 Very well-organized and expect their followers to be creative

 Team-oriented and expect that followers will work together to create the best possible
results
 Respected, and in turn respects followers
 Acts as coach of the team. He or she provides training and motivation to reach the
desired goals
 Responsible for their team, but also instills responsibility into team members
 Engenders respect through rapport and a personal influence
Differences between Transactional Versus Transformational Leaders

The difference between transactional leadership and transformational leadership is quite

large. Simply put, transactional is a “telling” leadership style, and transformational is a
“selling” style. While the transactional approach features positive and negative
reinforcement, transformational leadership emphasizes motivation and inspiration.
Transactional leaders are reactive; transformational leaders are proactive. Transactional
leadership appeals to the self-interest of individuals, while the transformational style
prioritizes group progress.

I. Responsibility
Responsibility indicates the duty assigned to a position. The person holding the position has
to perform the duty assigned. It is his responsibility. The term responsibility is often referred
to as an obligation to perform a particular task assigned to a subordinate. In an organization,
responsibility is the duty as per the guidelines issued.

According to Davis, "Responsibility is an obligation of individual to perform assigned duties to

the best of his ability under the direction of his executive leader." In the words of Theo
Haimann, "Responsibility is the obligation of a subordinate to perform the duty as required
by his superior". In addition, McFarland defines responsibility as "the duties and activities
assigned to a position or an executive".
Characteristics of Responsibility
 The essence of responsibility is the obligation of a subordinate to perform the duty
assigned.
 It always originates from the superior-subordinate relationship.
 Normally, responsibility moves upwards, whereas authority flows downwards.
 Responsibility is in the form of a continuing obligation.
 Responsibility cannot be delegated.
 The person accepting responsibility is accountable for the performance of assigned duties.
 It is hard to conceive responsibility without authority.

J. Authority
Authority is the right or power assigned to an executive or principal in order to achieve certain
organizational objectives.

An executive or principal will not be able to function efficiently without proper authority.
Authority is the genesis of organizational framework. It is an essential accompaniment of the
job of management. Without authority, an executive or principal cease to be a an executive
or principal, because they cannot get policies carried out through others. Authority is one of
the founding stones of formal and informal organizations. An Organization cannot survive
without authority. It indicates the right and power of making decisions, giving orders and
instructions to subordinates. Authority is delegated from above but must be accepted from
below i.e. by the subordinates. In other words, authority flows downwards.
According to Henri Fayol, "Authority is the right to give orders and the power to exact
obedience." Lastly, according to Mooney and Reily, "Authority is the principle at the root of
Organization and so important that it is impossible to conceive of an Organization at all unless
some person or persons are in a position to require action of others."

K. Accountability

Every teacher/principal is accountable for the job assigned to him. He is supposed to complete
the job as per the expectations and inform his superior accordingly. Accountability is the
liability created for the use of authority. It is the answerability for performance of the assigned
duties.

According, to McFarland, "accountability is the obligation of an individual to report formally

to his superior about the work he has done to discharge the responsibility."

When authority is delegated to a subordinate, the person is accountable to the superior for
performance in relation to assigned duties. If the subordinate does a poor job, the superior
cannot evade the responsibility by stating that poor performance is the fault of the
subordinate. A superior is normally responsible for all actions of groups under his supervision
even if there are several layers down in the hierarchy. Simply stated, accountability means
that the subordinate should explain the factors responsible for non-performance or lack of
performance.
Given are problems or difficulties that usually occur in your school
A. Below average results in the Division Test
As a leader, it is our earnest endeavor to make sure each student in our school is doing their
best. There is no magic wand that can help students’ performance in the class. As leader, we
must encourage a collaborative effort between students, their parents, and teachers. As a
leader, here are some of my recommendations;
 Increase parents’ involvement
It is very important to share information about students’ performances with their parents.
Make it a point to specifically discuss with them their child’s academic performances and
general conduct and highlight where their child needs improvement. More informed parents
will support more their children.
 Inculcate note taking
Make sure that students are writing down the important points teachers teaches in class for
it will help them sharpen and improve their academic performances which in turn improve
the below average performance in the Division test.
 Encourage the strategies for learning
Every student has a particular way of learning things. Help them to speak out the ways in
which they feel comfortable in the class. Students set their own academic goals and it will
automatically reflect in their academic performances.
 Invest on your teachers
Encourage teachers to keep learning and gaining knowledge so they can impart something
new to students as well. Motivate them to read newspapers, different articles, blogs, surf the
Internet, etc. in order to be abreast with the latest happenings and knowledge on various
topics.
 Group weaker child with a bright one
Organize the seating arrangement of students in a very conscious manner. Encouraging the
stronger kids to mix with the weaker students makes a lot of difference. Doing so often makes
the brighter ones help the weaker ones.
 Discipline
A disciplined class performs better than having noisy and loud students in it. This helps in
concentrating on what is going on in the class. Students will understand the importance of
time and studies.
 Assign projects
If students are involved in the projects, they will read books, surf the Internet, and explore
more in order to complete it. This greatly increases their knowledge of the subject and also
makes them more diligent.
 Reward the students
Giving rewards will greatly boost the students’ morale to study and thus improve the average
performance of the class.
 Conduct extra classes
Encourage teachers to organize extra classes for the poor performing students. Know where
they exactly lack and where they need extra work. With a little more dedication and additional
hours of teaching, performances of the weaker students in class improved will lead to an
improved in the average performance of the class.
 Giving specific feedback
Providing students with the constructive and encouraging feedback on their performances
helps them to strive better towards learning. Communicating with the students greatly help
them in knowing their strengths as well as weaknesses.

These recommendations will be discussed in a proper forum, PTA meeting, to properly

address and monitor the improvement. As a leader, you will be in-charge of monitoring,
evaluation and further recommendation while followers will be more on the implementation
and recommendations.

B. Conflict between parents in the Division Test

Conflict is a very natural thing that happen when we live with other people. It happens
because our desires and wishes are not perfectly matched with other people. Conflict can
happen pretty much often in our life. As a leader, how should we handle conflict especially
among parents, here are some of the recommendations;

 Agreeing to negotiate
Usually, our first angry impulse is to push the point that we are right and win the argument
at any cost. Finding a peaceful resolution can be difficult, if not impossible, when both parties
stubbornly stick to their guns. As a leader, it will be important to encourage the parents to sit
down on a proper forum and acknowledge that there is indeed a point to settle down.
Negotiations can start only if all parties agreed. As a leader, you must find way to do this. In
agreeing to negotiate, leader will remind all parties to stick on the following:

 Work out if the conflict worth fighting for.

 Try to separate the cause of conflict from the person.
 Remind them to cool off first if they feel too angry to talk calmly.
 Keep in mind that the idea is to resolve the conflict, not win the argument.
 Remember that the other party isn’t obliged to always agree with you on everything.
 Define the problem and stick to the topic.
 Respect the other person’s point of view by paying attention and listening.
 Talk clearly and reasonably.
 Try to find points of common ground.
 Try to listen
Conflict can escalate when the people involved are too angry to listen to each other.
Misunderstandings fuel arguments. As a leader, you must remind the parents of the following;

 Try to stay calm.

 Try to put emotions aside.
 Don’t interrupt the other person while they are speaking.
 Actively listen to what they are saying and what they mean.
 Check that you understand them by asking questions.
 Communicate your side of the story clearly and honestly.
 Resist the urge to bring up other unresolved but unrelated issues.

 Work as a team
Once both parties understand the views, feelings of the other and the cause of conflict, as a
leader, you encourage them to work out a solution together. Here as some of the suggestions
you can make;

 Come up with as many possible solutions as you can.

 Be willing to compromise.
 Make sure everyone clearly understands the chosen solution.
 Once the solution is decided on, stick to it.
 Write it down as a ‘contract’.

C. Unsanitary environment in the community affecting the learning

atmosphere in the school; The findings of the Division Supervisor of
ineffective teaching among teachers

As a leader, you must always dream of leading a top performing school. In order to achieve
this, teaching environment and teachers themselves must be given attention. Here are some
of the suggestions:

 Assess the unsanitary environment source.

 Assess the resources required for such work.
 Train Schools personnel in the prevention of future indoor environmental quality
problems.
 Provide guidance to assist other schools in evaluating and correcting environmental
problems based on the lessons learned in the remediation.
Furthermore, to improve on ineffective teaching among teachers, the following
recommendation can be considered;

 Dropping in for an informal visit

Establish a pattern of informal observation and support for your teacher. It’s also a chance
where you can ask them if they need something.

 The Walkthrough
Not every visit needs to be an occasion for assessing performance. Part of the purpose is to
build a relationship of trust and respect. Another part is to visit so often that the principal
becomes “a piece of the furniture” and is able to drop in without everyone snapping to
attention.

 Nicely Done
Rather than using a structured checklist, the principal might take a more informal and
personal approach to supporting professional growth. You might catch a teacher standing in
the cafeteria later that day, or stop back by the classroom after school for a quick chat. You
may want to write a short note or send an email highlighting a specific technique or approach
you appreciate.

 Treating teachers fairly and equally

Just as the classroom teacher must intervene to stop unwanted behavior among students,
the school leader must effectively address negativity among teachers in the building. It really
is up to us. We must find a way to change their behavior or their employment status. Great
principals know full well that their primary obligation is to the students in the school and
managing the teachers.

 Have the courage to point out directly

One of my favorite quotes comes from John Wayne. He said, “Courage is being scared to
death—but saddling up anyway.” Faced with negative and ineffective staff members, great
principals saddle up. They do it for the morale of the caring and competent teachers. Even
more importantly, they do it for the students. They are determined to ensure that all students
and teachers have the positive experiences they deserve.

D. No technology and innovations applied in the school

Technology is very advantageous but what can we do if our school is not capable of having
one? As leader, we must think of innovations. Innovations can make the learning more
dynamic and therefore can improve students’ performances. Also, it will bring out the best
ideas from the teachers. Here are some steps to consider;
 Connect: Create a Community of Learners
The development of strong school communities is essential for students to evolve from
playing a passive role in their education to being active, self-directed learners. Inspire
students to care about each other’s success; re-orient students to the value of learning and
self-direction through various schoolwide activities, messaging, and rituals; involve older
students as mentors, models, and guides; establish norms for constructive learning feedback
and reflection, and design the building to reflect an environment that promotes openness
and collaboration.

 Empower: Activate Students to Lead Their Own Learning

Active and meaningful educational experiences are critical in helping students reach Deeper
Learning goals. Teachers must constantly shift roles, from curriculum design to advising to
coaching to networking, and so on.

 Contextualize: Use Human Themes

Evidence supports the fact that learning becomes more meaningful with deeper
understanding of material when material is personally relevant and subjects are integrated.
Subjects are not taught in isolation and instead learning is connected to larger themes,
concepts and across multiple subjects and apply their learning to real-world issues and
problems.

 Reach: Network Beyond School Walls

Reaching beyond classroom walls helps provide students with a more holistic learning
experience. As consummate networkers, teachers scout opportunities for their students and
tap local resources like museums and corporations that match the schools learning
philosophy as well as students’ interests and projects, generate extended networks of support
and learning for students, and help them explore potential career paths through internships
or mentorships.

 Inspire: Personalize the Learning

Finding the spark, a subject, idea, or project that makes a student light up, is the key to
personalized learning experiences for individual students. In order to tailor learning to meet
individual students’ educational needs and aspirations, teachers should seek out and develop
a balanced knowledge of each student’s unique tendencies, circumstances and interests
through both formal processes(advisories) and informal processes (including casual
conversations, insight from parents or other teachers) means.
Select any of your favorite Principals in your School District or School Division
who are functioning either as transactional leader and transformational leader
respectively. Be able to answer the following:
A. Why did you identify the two as a transactional leader and transformational leader
respectively? State your reasons and your conceptual bases?

I have no direct experience working with a principal or head of a school or university however,
I can identify transactional or transformational leader through my department heads. One
leader that I can identify as a transactional leader is my department head at my former school,
Daruna Ratchaburi Vocational College, here in Thailand. As I mentioned above, he is this kind
of leader.
Focused on short-term goals
Favor structured policies and procedures
Thrive on following rules and doing things correctly
Revel in efficiency
Very left-brained
Tend to be inflexible
Opposed to change

One big factor why he is this kind of leader is that he doesn’t even have a degree and he is
just hired because he is “white-skinned” monkey. Sorry for my word but that’s true and the
racial discrimination in terms of teaching here in Thailand is high.

Furthermore, one leader that I can identify as a transformational leader is my department

head way back 10 years ago at St. Louis University, Baguio City, Mr. Reynaldo Dumpayan. His
name is still in my mind up to this day because he is really a good leader. These are exactly
his characteristics;
 Very well-organized and expect their followers to be creative
 Team-oriented and expect that followers will work together to create the best possible
results
 Respected, and in turn respects followers
 Acts as coach of the team. He or she provides training and motivation to reach the desired
goals
 Responsible for their team, but also instills responsibility into team members
 Engenders respect through rapport and a personal influence

B. What are some examples of behavior that you observe in each of the two? State at
least 5 behaviors of each leader?

Here are some of the behaviors I observed from the two different leaders. For
Transformational leaders specialize in:

 Working to change the system

 Solving challenges by finding experiences that show that old patterns do not fit or work
 Wanting to know what has to change
 Maximizing their teams’ capability and capacity
While transactional leaders do the following:
 Work within the system
 Start solving challenges by fitting experiences to a known pattern
 Want to know the step-by-step approach
 Minimize variation of the organization

Another way to put it this behavior is, the transactional is a “telling” style, while
transformational is a “selling” style. Telling the style means you just let them follow with out
any feedback from the follower while selling the style means, follower have the chance to
speak out their minds

C. What is the major source of authority of each of the leaders? Why? Explain.

Transactional and Transformational leaders power come from their formal authority and
responsibility in the organization. The only difference is on how they use that power in the
organization. Another one big difference, in transformational leadership, leader can come
from within the group and does not necessarily need a formal power.

In contrast to transformational leadership, transactional leadership styles focus on the use of

rewards and punishments in order to achieve compliance from followers. Transformational
leaders look towards changing the future to inspire followers and accomplish goals, whereas
transactional leaders seek to maintain the status quo, not aiming for progress. Transactional
leaders frequently get results from employees by using authority, while transformational
leaders have a true vision for their company, are able to inspire people, and are entirely
committed to their work.