An organization consists of people who exist in an inherent link. A healthy relationship between the two implies considering what is beneficial for both and recognizing that one’s personality might be a vital factor. For education, which is a highly personified field, this notion is particularly relevant. However, an educational organization does not always provide opportunities for teachers to express and fulfill their needs. This paper will analyze the case of Big Mountain High School, applying the Human Resource frame, and determine its existing problems.
At first glance, the school staff’s situation seems favorable, but further analysis reveals some issues. This institution is regarded as prestigious and attracts highly-qualified teachers while ensuring their autonomy in the educational process (Smith & Louis, 1999). However, as far as decision-making is concerned, they are less involved and are even ignored sometimes (Smith & Louis, 1999). This may lead to the feeling of disempowerment (Bolman & Deal, 2017). Egalitarianism is also affected, as certain departments have an advantage over the rest (Smith & Louis, 1999). While it might be for objective reasons, such as technical jobs being in demand and well-paid, this may discourage Language Arts teachers who have become the target for reformations (Smith & Louis, 1999). Disregarding female teachers’ psychological needs is also a significant oversight, affecting the overall atmosphere in the staff. Altogether, the high school has several issues with its human resources and the way it addresses their needs.
Solutions may appear to be obvious, but they do not guarantee a positive outcome. As the principal’s personality is described as a factor that impacts his interactions with the staff and the superintendent’s involvement is more praised, it might be beneficial to replace the principal (Smith & Louis, 1999). The process of electing a principal might also need reconsideration, and younger candidates should probably be given an opportunity. Reconciling the differences between the departments could be challenging, but such polarizing sanctions are avoidable. Overall, several changes in human resources with more power could benefit the school.
In conclusion, this paper analyzed the case of Big Mountain High School from the point of view of the Human Resource frame and discovered several issues pertaining to it. Teachers have a limited involvement in decision-making that could affect their work, and the present circumstances only aggravate the situation. Several solutions that could amend the staff’s issues have been suggested, mainly in the field of power rotation.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. Jossey-Bass.
Smith, B., & Louis, K. S. (1999). Changes at Big Mountain High School. Journal of Cases in Educational Leadership, 2(1), 11-18. Web.