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Essay / Research Paper Abstract
A 10 page paper that begins with comments about the development of the fields of human relations management and human resource management. The writer next defines supervision and discusses the controversies with the definition and the concept of supervision. There is an inherent dichotomy within the practice of supervision – on the one hand, it is a practice that is supposed to help teachers improve but on the other hand, it is a practice to ensure accountability. A similar dichotomy exists with the concept and practice of appraisal. The purposes of supervision and appraisal are each explained and discussed. Why teachers dislike supervision and appraisal is also reported. The last section introduces the 360-feedback process as one that could lead to more effective supervision as well as more effective appraisals. Bibliography lists 12 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGtchapr.rtf
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Unformatted sample text from the term paper:
needs of employees are addressed Workers need to have the opportunity to interact with others and also to be involved in decision making in the organization Supervision needs
to follow democratic principles Interestingly, the human relations movement that became pronounced after World War II, had a direct impact on school principals but not on school district superintendents.
Numerous limitations of this approach were observed. In an attempt to be more democratic and permissive, managers went too far and a laissez-faire model was actually being practices (Argyris, 1993).
Another downfall was a focus on gaining friends and trying to influence people (Argyris, 1993). Human resource management emerged in the 1950s and continues to be refined today. This
field attempted to integrate two views of supervision, human relations model and the scientific model (Argyris, 1993). Argyris explained human resource management in this way: "were interested in developing neither
an overpowering manipulative organisation nor organisations that will keep people happy. Happiness, morale, and satisfaction are not going to be highly relevant guides in our discussion. Individual competence, commitment, self-responsibility,
fully functioning individuals, and active, viable, vital organisations will be the kinds of criteria we will keep foremost in our minds" (Argyris, 1993, p. 15). The purpose of supervision in
any field is to "ensure that staff performance is up to standard, organisational and unit targets are met and that staff are developed, valued and supported in their role. The
key task on which managers need to focus in order to improve performance is the way in which people are managed" (Chapter 8, student needs to complete this citation here
and in bibliography). This purpose inherently demands that teachers know the standards to which they are being held accountable (Chapter 8, student needs to complete this citation here and in
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