Quality management

The first step to ensuring that there is an observation of quality with the staff is by making a commitment. Being committed creates a chance for one to learn the weakness and the strength of an organization. Through learning the strength and weakness, one can be able to formulate a plan that will ensure that both sides are balanced to have a clear genuine and desirable outcome. Tracking the mistakes is also a strategy to identify the possible solutions (Kinicki & Kreitner, 2012). Looking at the records of each particular staff will give a clear indication on who leads who and what leads to the behavior being experienced in the school. Having a right attitude is also important to discover the ways to set straight the concerns of the school. In the case the staff is reluctant to go to the classrooms due to lack of proper schedule, then this can be formulated and put in place correctly.

The staff must learn on how to be accountable at all times. The actions of each person count in the performance and the best performer are always very accountable for his or her actions (Cummings & Worley, 2014). Classes that perform best are due to the commitment and the involved parties being accountable of their precise actions. Doing a follow up is very important to ensure that the staff is acting according to time and schedule. Having lazy people reduces the productivity of the school and finally the drop in records.

The assistant principals will now have to adapt to a schedule of ensuring that the staff works accordingly. Most of the schools where there are lazy assistant principals then the staff and the teachers are most likely copying the behaviors of the assistant principals thus getting a bad example (Kinicki & Kreitner, 2012). Managing the workforce is important but micromanaging will make the situation worse. The assistant principals need to manage the school functions and the teachers as well as show concern for the performance of the school. Assistant principals should seek to get the targets for each teacher and the general staff to make sure that they perform their duties clearly and ensure success is the end results.

The assistant principals have been lazy and reluctant in their work due to the fact that they have other duties outside the school job (Cummings & Worley, 2014). At times they lead a bad example through not engaging with the teachers for quality results. This can be reduced by rewarding each person and the staff who perform better in the class. Staff members who do a good job should not be left empty handed by some tokens should be given to the best performer.

First, an assistant principal should always be in the front line in ensuring quality and time management at all times. Developing a good curriculum is important to assist in the running of the school. The curriculum helps staff and the teachers observe time and keep in mind that the mission is result oriented and most specifically success (Kinicki & Kreitner, 2012). The learning environment at all times should be conducive and friendly enough to ensure no student, teacher of staff complaints in performing their duties. Evaluating the kind of work being done by each person within the school is paramount in making sure that there is no time wastage and the level of achievement rises accordingly. Understanding the practices of each particular individual is important to know how to deal with the person in case there are quality performance issues involved.

 

 

 

References

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning. 

Kinicki, A., & Kreitner, R. (2012). Organizational behavior: Key concepts, skills & best practices. McGraw-Hill Irwin.