Women and Minorities in K-12 Leadership Research Proposal

Women and Minorities in K-12 Leadership - Research Proposal Example Minorities are also quite resilient, with a â€Å"never say die† spirit which helps them overcome many of the difficulties that they face in their lives and work. Both women and minorities are quite assertive and they know how to stand up for what is right. The K12 education system needs leaders who are resilient enough not to give in to the challenges that come with managing educational institutions. K12 leadership also needs people who are assertive; those who can ensure that the system runs in accordance with the law. The theoretical foundation of this project will be â€Å"A woman leader can be like the sea horse. She may wobble occasionally after being besieged by the lionfish, but she regains her momentum and remains determined and aloft and swims upright – upstream† (Byers-Pevitts, 2006). Byers-Pevitts means that women cannot be discouraged by any kind of difficulty that they might face. They know how to deal with these difficulties and come out even stronger. Carter (2008) and Page (2004) affirm that women are well suited to carry out more effective K12 leadership as compared to their male counterparts during conflicts. Some researchers have also found out that involving minorities in K12 leadership would help foster some sense of oneness and cultural understanding in an institution. Since the sample size will be a big one, I will use questionnaires since they are cheaper and quicker to administer. The questionnaires are also quite easy to quantify. The interviews will help me get more quality data. They will also help me gain rapport with the interviewees. I will also get an understanding of the respondent’s views from observing their behavior. The purpose of my research is to analyze how effective women and minorities can be in K12 leadership roles. I will use primary and secondary data to show that these two groups

Mitigating Toxic Leadership Case Study Example | Topics and Well Written Essays - 250 words

Mitigating Toxic Leadership - Case Study Example Risk avoidance and risk reduction are the possible strategies that should be considered in helping the SVP, his employees, and the organization. Risk avoidance, according to Baker (2009) involves application of an alternative approach that eliminates a problem or its effects. Conflicting attitude from employees and clients identifies situational leadership approach that is yielding returns, though with employee turnover as a consequence. Introducing a management level between the SVP and his staff, while retaining the SVP’s direct contact with clients, is likely to eliminate the employees’ negative attitude, risk of high turnover, and its effects. Cost of employing the supervisor will be less than the long-term cost of recruiting and training employees and the negative image that the employees’ experience can have on the organization. Risk reduction, according to Boehm, Lane, Koolmanojwong, and Tuner (2014), involves lowering probability of risk occurrence and un derstanding the SVP’s expectations from his employees and training employees to meet the expectation is an example. This is better than recruitment and training of new employees but is relatively costly. The SVP’s strengths identify need for his retention in the organization. Risk avoidance and risk reduction are the possible mitigation strategies but relative cost effectiveness of risk avoidance, through changing structure, is the best option for managing the situation. Boehm, B., Lane, J., Koolmanojwong, S., and Tuner, R. (2014). The incremental commitment spiral model: Principles and practices for successful systems and software. Upper Saddle River, NJ: Addison-Wesley