Case 1: Attendance "Storm"
At the beginning of the new school year, there is a new principal in the school. In order to strictly enforce the attendance system for teachers, a draft of "Staff Leave System" has been issued, which stipulates that teachers who cannot continue their classes due to cold, fever, pharyngitis and other reasons. There is no evidence from the people's hospital at the county level, and it will be punished according to the personal leave (30 yuan will be deducted in section 1). After reading it, a teacher ran to argue with the headmaster.
Teacher A complained bitterly: "If it's just a cold, fever and sore throat, why not go to the nearest hospital and go all the way to the county to see a doctor?" The clinic or the certificate of the clinic is also ok! "The principal's explanation is that these certificates are too cheap. I want to have a big stack, but I am afraid that individual teachers will take advantage of it.
After hitting the floor, one of C's teachers said quietly, "Generally, teachers have more homework than leaders. If they leave for half a day, they may be deducted hundreds of dollars. However, it is obviously unfair that many leaders can muddle through without homework for half a day or lie about public holidays. In addition, the substitute class is 15 yuan, so the personal leave should be the same as the substitute fee, and the school regulations are extremely unscientific and reasonable. " The principal's explanation is that if the teacher only has one class, he may not take time off, because the round-trip fare is 15 yuan, and some teachers are careful.
"You are new here, may not be too clear. The teachers here are very responsible. Who is free to ask for leave? You think too badly of the teacher, don't you? " After listening to the principal's explanation, Teacher B asked angrily.
Later, many teachers were greatly chilled when they learned the principal's explanation, claiming to collectively boycott substitute classes. The headmaster is also worried that no one really wants to take over homework in the future. What should I do? So a leadership meeting was held overnight to discuss the matter. Later, it added "30 yuan will be deducted for personal leave, substitute class 15 yuan, and the cumulative substitute class for more than three classes will be calculated by 30 yuan" to encourage teachers to substitute more classes.
The seemingly brilliant practice of the school's "seeing the move and dismantling the move" has aroused strong dissatisfaction among teachers and collective complaints against "warlords". The headmaster looked at the teachers' signatures in the suggestion book, but he was indifferent and stubbornly "resisted" the teachers to the end. Obviously, this practice is counterproductive.
It can be said that the negative impact of the teacher's "warlord" incident is that the heart shape of the principal's "villain" has become a confrontation between teachers and schools. As a principal, this phenomenon can be avoided if he goes deep into teachers with sincerity, pays attention to the skills of conversation and communication, confides with teachers on an equal footing, treats them honestly, seeks common ground while reserving differences, brainstorms, learns from others, fully respects every teacher's right to criticize and make suggestions on school work, and does not act arbitrarily or engage in "centralized".
Case 2: More "sick leave"
Teacher A is an "old patient" of the school. She said that her old patient is not often hospitalized because she is old and weak, but because she often asks the school for rest on the grounds of sick leave from her relationship.
A few days after the start of this semester, she asked for leave again. Perhaps the uninformed thought she was ill again, but everyone with eyes knows that it was not to end the lovesickness between husband and wife. Every day, the principal watches Teacher A absent-mindedly go to work, her work attitude is lax, her teaching enthusiasm disappears, and the teachers who are in class with her complain constantly. Finally, after careful consideration, she was granted a vacation. But we have to give other teachers a reasonable explanation, so at the regular meeting, the principal euphemistically called it humanistic care.
After Teacher A left, her homework assignment became a problem. In order to save money, the school arranges homework for other teachers, which will inevitably increase the workload of teachers' class time, not to mention that the school teachers' homework arrangement is already chaotic and needs to be rescheduled. More seriously, it encourages teachers' dissatisfaction with the school.
Later, after her situation was known to everyone, more people followed suit, and the principal was very worried. Can there be a precedent, and can the teacher give up? The storm of "calling in sick" made the principal miserable.
The headmaster's hasty action laid the groundwork for the uncontrollable scene, but his desire to "save the heart" turned into a "trouble". If the headmaster is frank and open, he can make some humanized changes in the face of rigid system, such as arranging appropriate family leave. And explain to Teacher A the relevant policies and advantages and disadvantages of taking sick leave to recuperate. The school strives to enliven the cultural and entertainment atmosphere of the teaching staff, so the natural "loneliness" and "boredom" will be gone, which is more effective than simply sending a notice.
Case 3: Where is "Excellence"
Nowadays, the pressure of teachers' evaluation of professional titles is everywhere, and they will never miss the opportunity to add points easily. The "cake" of final evaluation is everyone's dream, but it is impossible for most teachers, and sometimes it is inevitable to be sad. Who should I give this "cake" and how should I give it? In a blink of an eye, it was time for the final evaluation, and the teacher's topic naturally turned to this "sensitive" issue. In particular, teachers who have sufficient "archival materials" and "ideas" about evaluation naturally have more expectations and doubts, and the principal has racked his brains. How to make the teacher "completely convinced" without complaining, which not only saves the trouble of explaining to the teacher, but also does not dampen the teacher's work enthusiasm and high work passion?
At the meeting a week ago, no one expected that the headmaster announced that the selection method of advanced teachers was: the leaders put forward a list of candidates and then produced them according to the number of teachers' votes. This seemingly "fair" way hides many uncertain factors, and it also breeds unhealthy trends such as inviting guests to form gangs, which makes many excellent teachers unable to stand out and become truly "excellent". Many unsuccessful teachers can only gradually kill their work passion by complaining, sighing and disappointment, and teachers' job burnout also follows. Many teachers who have not expressed their views can only swallow their words, and it is also "self-defeating" to ask the leaders to give a statement.
It is not despair that a good teacher is not evaluated. After all, the teacher's annual assessment results haven't come out yet, and I started my summer vacation with some expectations. The document stipulates that before leaving school, teachers must publicize the annual assessment results in the school affairs column and inform the teachers themselves. A teacher summoned up the courage to call the headmaster:
"Hey, the headmaster, this year's annual assessment results come out? How is our school assessed? "
"This year, the school has no assessment system, and there are no quantitative rules for the annual assessment. It is decided by the assessment (leadership) group. Your test scores of teaching subjects have dropped a lot this year (the test paper is difficult), so you should be more serious in the future, and don't be bad for parents and students next year. "
"In addition, your name is not on the list of 26 teachers in the school's ethics assessment (this list is also determined by the leaders). If you have any questions, I will explain them to you in my office tomorrow. I have work to do. " The headmaster is a little impatient and wants to hang up again.
"Don't bother, I didn't mean anything by calling, just asking." Since then, the teacher has been depressed for a long time, and what the headmaster said on the phone often appears in his mind, making him wonder why the headmaster can't make a fair and objective evaluation of the teacher's work performance.
It is true that every teacher hopes that his "labor achievements" can be appreciated, affirmed and paid attention to by others. Everything is decided by "consultation", and there is no assessment rule to encourage teachers to keep forging ahead and climb hard. Over time, teachers have lost the goal of progress and the motivation to work. They believe that everything is not "natural" and "pay will be rewarded", but depends on the personal "preference" of leaders, and there is no standard. In addition, the headmaster didn't care about the teachers who complained. He always thinks that these teachers are finding fault and always uses his authority to keep teachers away.
Case 4: "Representative" Election
Teachers' Congress is the basic form and system of school democratic management, and it is an effective way for faculty to participate in school democratic management and implement democratic supervision. However, many principals are afraid to hold teachers' congresses, fearing that the management system formulated by the school will not be passed smoothly by teachers, and that teachers will make irresponsible remarks about the school's practices. Therefore, they are often extremely harsh on the selection and qualification examination of representatives, and even don't care about violating relevant rules and regulations, and shut out those teachers who dare to speak, want to speak and have something to say.
The election of delegates is in full swing and in an orderly way. Some disgruntled teachers abstained to express their "protest", while some teachers made suggestions to the headmaster:
"Why do you want to ensure the representative qualification of leaders? Since leaders are natural representatives, why should they be put in to vote? "
"Everyone should be a representative, and the school's practice clearly violates the trade union rules."
……
The headmaster was speechless when asked, and he realized that he was wrong, and he also realized that his approach was inappropriate and he could not find a reasonable explanation for himself. He said in a coping tone: "The same is true in other schools. The policy is dead and people are alive. We can also make some appropriate changes according to the actual situation. "
"If the policy is dead, can't we implement the rules and regulations of the school?" Many teachers are whispering outside the headmaster's office.
Later, the dystocia of the teachers' congress forced the principal to "yield" to the teachers, and the prestige of the principal in the eyes of the teachers plummeted. At the same time, it also made the headmaster understand the importance of democratic management and running the school according to law.
The increase of "warlords" also shows that the transparency of school affairs information is not enough, the awareness of running schools according to law is weak, the principal's concept of democratic management is not strong, and the administrative color is too strong. If school management is not people-oriented, it will be empty talk to improve teachers' work happiness index, highlight teachers' status as masters, promote teachers' professional development and comprehensively promote quality education.
(Author: Yunyan School, Cangnan County, Zhejiang Province)
improve
In this issue 10, the title of teacher Zhang Genying's article "Creating Teaching Situations to Stimulate Classroom Vitality" should be "Reflections on Building a Scientific Evaluation System of Basic Education Teaching Quality".
Hereby correct!