Matching Items (83)
Description
Pierce College at Joint Base Lewis – McChord (PCJBLM) is a community college extension campus that is challenged with complying with multiple policies while serving a transient student population amid budget constraints. Through multiple cycles of research, entry-level student services staff expressed concern about their professional development and their ability to contribute meaningfully to initiatives around student success. Student services staff were also concerned with their connection to colleagues and leaders within the unit. Research shows that leaders may need to be more flexible and creative in staff development to appreciate the diverse values and talents of their teams. Research also identifies professional development as essential to solidifying student affairs as a profession and meeting the demands of today’s educational environment.
Through multiple cycles of research, peer-to-peer mentoring was identified as the innovation to address the problem of practice at PCJBLM. The program was evaluated as part of an action research study. The theoretical perspectives guiding of the study were wicked problems, theory of structural empowerment, theory of psychological empowerment, and social learning theory and communities of practice. Peer-to-peer mentoring was evaluated over eight-weeks. Participants were selected via purposeful sampling. Key artifacts produced by participants were reflective journals and an individual development plan (IDP). Multiple qualitative data sources were used to triangulate the results. The quantitative instrument, Conditions of Work Empowerment Questionnaire – II (CWEQ-II), was administered to support learning about the participants’ feelings and perceptions about empowerment. The pre- and post-test (CWEQ-II) measures were used in conjunction with the qualitative sources. Credibility and rigor were addressed through triangulation, prolonged engagement, and member checking.
Results indicate more investigation is needed to address the identified wicked problem. Peer-to-peer mentoring supported a broadened view of the problem practice. The peer-to-peer mentoring program was structurally empowering while not completely psychologically empowering. The participants’ conflicts related to psychological empowerment were identified and will support continued learning in this area. Additionally, through multiple cycles of qualitative analysis, the values of this unit were identified. These values were essential to the developing community of practice. Continued research in empowerment and wicked problems is needed to support the future growth of the community of practice.
Through multiple cycles of research, peer-to-peer mentoring was identified as the innovation to address the problem of practice at PCJBLM. The program was evaluated as part of an action research study. The theoretical perspectives guiding of the study were wicked problems, theory of structural empowerment, theory of psychological empowerment, and social learning theory and communities of practice. Peer-to-peer mentoring was evaluated over eight-weeks. Participants were selected via purposeful sampling. Key artifacts produced by participants were reflective journals and an individual development plan (IDP). Multiple qualitative data sources were used to triangulate the results. The quantitative instrument, Conditions of Work Empowerment Questionnaire – II (CWEQ-II), was administered to support learning about the participants’ feelings and perceptions about empowerment. The pre- and post-test (CWEQ-II) measures were used in conjunction with the qualitative sources. Credibility and rigor were addressed through triangulation, prolonged engagement, and member checking.
Results indicate more investigation is needed to address the identified wicked problem. Peer-to-peer mentoring supported a broadened view of the problem practice. The peer-to-peer mentoring program was structurally empowering while not completely psychologically empowering. The participants’ conflicts related to psychological empowerment were identified and will support continued learning in this area. Additionally, through multiple cycles of qualitative analysis, the values of this unit were identified. These values were essential to the developing community of practice. Continued research in empowerment and wicked problems is needed to support the future growth of the community of practice.
ContributorsLett, James D (Author) / Dorn, Sherman J (Thesis advisor) / Dippold, Lindsey K (Committee member) / Gerhardt, Paul (Committee member) / Arizona State University (Publisher)
Created2018
Description
ABSTRACT
The purpose of this study was to describe a new school model for Dine (Navajo) learners where Dine students will experience how to apply knowledge and skills personally, meaningfully, and socially relevant to life situations through the medium of Dine language and culture maintenance. This study explored a new way to perpetuate Dine (Navajo) culture and language through a model referred to as M.A.T.S. (Mathematics, Arts, Technology, Science, the renaming of STEM and STEAM). Oohoo’aah, Na’nitin Yee nooseel Xploria, which translates to a Center for Learning, acquiring knowledge and growing through a Navajo approach to exploration) is a public charter school serving students in grades K-3. As a public charter school ONYX is to serve all of Jeddito Community, with 98% ratio of students qualifying for free and reduced lunch. ONYX will employ dedicated educators and community members with excellent work ethics who are committed to closing the achievement gap, while promoting a creative outlook on the world around them. Students will leave ONYX School with skills in Navajo Language and Culture with a foundation in M.A.T.S. ONYX School’s educational program will be driven by a belief that all learning will be academically rigorous with a well-designed curriculum to students in becoming lifelong explorers of learning and productive members of society. This will allow ONYX to stay true to the mission to promote K’e (relationship in Navajo Culture), respect for self, others, and environment, most importantly to use natural/traditional scientific skills passed on through Navajo culture. In the learning environment, there will be constant and continuous communication among administrators, teachers, parents, and community leaders. This form of instruction is also transferable to learning how to read and write in Navajo. The program will allow for students to use hands on approach with inquiry based learning with a foundation in Navajo traditional/scientific approach to learning.
The purpose of this study was to describe a new school model for Dine (Navajo) learners where Dine students will experience how to apply knowledge and skills personally, meaningfully, and socially relevant to life situations through the medium of Dine language and culture maintenance. This study explored a new way to perpetuate Dine (Navajo) culture and language through a model referred to as M.A.T.S. (Mathematics, Arts, Technology, Science, the renaming of STEM and STEAM). Oohoo’aah, Na’nitin Yee nooseel Xploria, which translates to a Center for Learning, acquiring knowledge and growing through a Navajo approach to exploration) is a public charter school serving students in grades K-3. As a public charter school ONYX is to serve all of Jeddito Community, with 98% ratio of students qualifying for free and reduced lunch. ONYX will employ dedicated educators and community members with excellent work ethics who are committed to closing the achievement gap, while promoting a creative outlook on the world around them. Students will leave ONYX School with skills in Navajo Language and Culture with a foundation in M.A.T.S. ONYX School’s educational program will be driven by a belief that all learning will be academically rigorous with a well-designed curriculum to students in becoming lifelong explorers of learning and productive members of society. This will allow ONYX to stay true to the mission to promote K’e (relationship in Navajo Culture), respect for self, others, and environment, most importantly to use natural/traditional scientific skills passed on through Navajo culture. In the learning environment, there will be constant and continuous communication among administrators, teachers, parents, and community leaders. This form of instruction is also transferable to learning how to read and write in Navajo. The program will allow for students to use hands on approach with inquiry based learning with a foundation in Navajo traditional/scientific approach to learning.
ContributorsCharlie, Fonda Rae (Author) / Spencer, Dee (Thesis advisor) / Appleton, Nicholas (Committee member) / Yazzie, Lamont L (Committee member) / Arizona State University (Publisher)
Created2016
Description
ABSTRACT
Past research has determined the glass ceiling is still unbroken and that few women hold top positions as administrators as opposed to men. Men continue to dominate women in occupations of superintendent and secondary principals of schools. Cultural beliefs and traditions set limitations for Navajo female administrators regarding the taboo of “women can’t lead” mentality. The research questions in this study addressed perceived obstacles and barriers facing Navajo female school administrators, the extent Navajo female administrators believe Navajo beliefs limit their career advancement, and if Navajo female administrators believe they encounter more obstacles than their male counterparts.
Data were collected from 30 Navajo female administrators in public and bureau-operated schools in New Mexico. The survey consisted of 21 questions in a Likert-scale format with restricted responses, accessed on a Survey Monkey website. Results of the survey indicated that the respondents generally believed their career choice and opportunities were supported. However, approximately a quarter of the respondents believed support and opportunities were limited. And the overall data suggest there is room for improvement in all areas. In spite of the negative views, the respondents believe other women should be encouraged to go into school administration.
Past research has determined the glass ceiling is still unbroken and that few women hold top positions as administrators as opposed to men. Men continue to dominate women in occupations of superintendent and secondary principals of schools. Cultural beliefs and traditions set limitations for Navajo female administrators regarding the taboo of “women can’t lead” mentality. The research questions in this study addressed perceived obstacles and barriers facing Navajo female school administrators, the extent Navajo female administrators believe Navajo beliefs limit their career advancement, and if Navajo female administrators believe they encounter more obstacles than their male counterparts.
Data were collected from 30 Navajo female administrators in public and bureau-operated schools in New Mexico. The survey consisted of 21 questions in a Likert-scale format with restricted responses, accessed on a Survey Monkey website. Results of the survey indicated that the respondents generally believed their career choice and opportunities were supported. However, approximately a quarter of the respondents believed support and opportunities were limited. And the overall data suggest there is room for improvement in all areas. In spite of the negative views, the respondents believe other women should be encouraged to go into school administration.
ContributorsBecenti, Juanita (Author) / Appleton, Nicholas (Thesis advisor) / Spencer, Dee (Committee member) / Becenti-Begay, Mamie (Committee member) / Arizona State University (Publisher)
Created2016
Description
ABSTRACT
School discipline practices have traditionally been reactive and punitive in nature. Students violating a school district’s code of conduct were often met with exclusionary discipline policies such as out-of-school suspensions, long-term suspensions, and expulsions. Districts attempted to resolve these practices by creating alternative education schools to house students with high numbers of office discipline referrals, rather than have them withdrawn from school. This practice has created in some instances, a school-to-prison pipeline. In this study, for 2015-2016, there were 22 students previously enrolled in the district’s alternative education school, Spirit Academy ranging in third through eighth grades. The students were then transferred back to their home schools with supports via student behavior specialists, student behavior interventionists, and a research-based data tracking tool, Check In/Check Out, to determine the level of the model’s effectiveness. The six students out of the 22 were selected for this case study analysis because of the fidelity of the data collection at their school sites. Another factor was to include a broad cross-section of students rather than focus solely on a selected grade-level. The study showed three students who successfully passed Check In/Check Out due to higher scores in all three of their skills, while two students showed the exact opposite. Office discipline referrals (ODRs) also indicated mixed results as three students increased their number of ODRs and three showed decreases. Report cards were also mixed as only two of the students showed higher percentages in reading. For math, one student showed an increase. Finally, the school climate survey data was mixed as to meeting the district benchmark at two of the schools studied; one of the schools had lower-than-desired scores. The implications of this study showed that punitive measures were not necessarily the best for students. If suspensions, long-term suspensions, expulsions, or alternative education schools worked, then we would see less students being referred to these extreme measures of discipline. In fact, more students are being referred for punishment.
School discipline practices have traditionally been reactive and punitive in nature. Students violating a school district’s code of conduct were often met with exclusionary discipline policies such as out-of-school suspensions, long-term suspensions, and expulsions. Districts attempted to resolve these practices by creating alternative education schools to house students with high numbers of office discipline referrals, rather than have them withdrawn from school. This practice has created in some instances, a school-to-prison pipeline. In this study, for 2015-2016, there were 22 students previously enrolled in the district’s alternative education school, Spirit Academy ranging in third through eighth grades. The students were then transferred back to their home schools with supports via student behavior specialists, student behavior interventionists, and a research-based data tracking tool, Check In/Check Out, to determine the level of the model’s effectiveness. The six students out of the 22 were selected for this case study analysis because of the fidelity of the data collection at their school sites. Another factor was to include a broad cross-section of students rather than focus solely on a selected grade-level. The study showed three students who successfully passed Check In/Check Out due to higher scores in all three of their skills, while two students showed the exact opposite. Office discipline referrals (ODRs) also indicated mixed results as three students increased their number of ODRs and three showed decreases. Report cards were also mixed as only two of the students showed higher percentages in reading. For math, one student showed an increase. Finally, the school climate survey data was mixed as to meeting the district benchmark at two of the schools studied; one of the schools had lower-than-desired scores. The implications of this study showed that punitive measures were not necessarily the best for students. If suspensions, long-term suspensions, expulsions, or alternative education schools worked, then we would see less students being referred to these extreme measures of discipline. In fact, more students are being referred for punishment.
ContributorsEscobar Santa Cruz, Margaret (Author) / Spencer, Dee A. (Thesis advisor) / Appleton, Nicholas (Committee member) / Aguilar Lawlor, LeeAnn (Committee member) / Arizona State University (Publisher)
Created2017
Description
Teacher mobility is a policy issue that affects students and school across the country. Despite a long-standing body of research related to teacher mobility, relatively little is known about how teacher-school pairings affect teachers’ decisions to stay at or leave their schools. Therefore, this study tested a model of teacher-school fit with a focus on the value that teachers and principals place on standardized test scores. Survey responses were collected from 382 K-8th grade public school teachers from 22 schools in two school districts. The results show that teachers who placed higher values on standardized test scores reported slightly higher levels of teacher-school fit and were slightly less likely to leave their schools within five years. Additionally, teachers’ self-assessed teacher-school fit showed a strong, positive relationship with teacher retention. These findings suggest that a better understanding of the factors that affect teachers’ sense of teacher-school fit may help reduce teacher mobility.
ContributorsVagi, Robert (Author) / Garcia, David (Thesis advisor) / Hermanns, Carl (Committee member) / Ida, Masumi (Committee member) / West, Stephen (Committee member) / Arizona State University (Publisher)
Created2017
Description
The purpose of this phenomenological hermeneutic study was to explore the meaning found in the lived-experience of producing scholarship for five higher education administrators from within the major areas of administration in higher education--academic affairs, business affairs, and student affairs--from a single research university in the western United States. In the historical and recent scholarship in and about the three fields of higher education administration, academic affairs, business affairs, and student affairs, one issue that has not been addressed is what it is like to produce scholarship as an administrator. Current scholarship in the field helps administrative practice by focusing on the practice of administration; however, current literature did not provide an understanding of what it means to do scholarship as an administrator. Thus, the challenges and rewards of producing scholarship as a practicing administrator, creating the first step toward a possible new era in the practice of scholarship on college campuses, were explored in the this study. Individual semi-structured interviews were the primary source of data. The structured questions were used to set up the un-structured questions used to explore specific examples and instances pertaining to producing scholarship as an administrator. A three-step data analysis process was used to develop both an understanding of what scholarship means for each participant and an interpretation of the meaning of producing scholarship as a higher education administrator. Across all of the lived-experiences and the participants' varied scholarly endeavors, each administrator was more connected to education and contributed more to the educational environment by participating in scholarly activities. The administrators were found to be more connected to the people within the university, their own field of practice, and with the university itself.
ContributorsCoe, Aaron (Author) / De Los Santos, Jr., Alfredo G (Thesis advisor) / Ewing, Kris M (Thesis advisor) / Heitner, Keri L (Committee member) / Arizona State University (Publisher)
Created2011
Description
Abstract Much has been researched and written concerning the structure, attributes, and benefits of the professional learning community (PLC), yet many have found that this highly collaborative model is difficult to implement. One reason for this was that conflict among team members often limited communication and therefore halted collaboration. In an attempt to overcome conflict, the researcher introduced an intervention to five grade-level teaching teams at a suburban elementary school where staff had been struggling to develop teams into PLCs. The intervention consisted of training participants in the use of collaborative norms, and then tracking the use of these norms during team meetings, as well as gathering the teachers' perceptions on how their team was being affected by the use of the norms. Seven training sessions were conducted, each devoted to an individual norm such as pausing, putting ideas on the table, or presuming the positive, and so on. A mixed-methods action research model was utilized in gathering and analyzing the data in this study. Qualitative measures included reflection journals completed by the teachers, open-ended survey questions, and written responses in which the teachers described prior to the intervention and again after the intervention how their team: 1. Is like a PLC, 2. Is not like a PLC, and 3. Is becoming like a PLC. Quantitative measures included a survey of team communication that used questions regarding efficacy, conflict, and candor/trust. Quantitative measures also included an instrument developed as part of the System for Multi-Level Observation of Groups (SYMLOG) which is used for recording evidences of values observed in team members. Results demonstrated increases in teachers' perceptions of friendliness among their colleagues, ability to deal with conflict amicably and constructively, and in teachers' perception that they were now being listened to and understood more than they had been previously. Teachers also reported that they came to think of their team as a PLC, and began to perceive that there were benefits with respect to student achievement because they were becoming a PLC. Discussion focused on lessons learned, implications for practice, and implications for research.
ContributorsSterr, Ronald (Author) / Buss, Ray R (Thesis advisor) / Zucker, Stanley (Thesis advisor) / Roy, Patricia (Committee member) / Arizona State University (Publisher)
Created2011
Description
The purpose of this study was to explore features of Supplemental Educational Services (SES) implementation at the district level. In the study beliefs, goals, and actions of district office administrators were analyzed against the backdrop of changing federal guidelines and challenges faced by SES implementers across Arizona. The case study focuses on implementation in the 2007-2008, 2008-2009, and 2009-2010 school years. The study uses the 2005 and 2009 Department of Education guidelines, survey responses from Arizona district and school implementers, as well as documents and interviews from an urban Arizona case district. The study separates the implementation activities into task areas, which are analyzed separately. Using a loose coupling perspective, the separate task areas are furthered used as coupling domains and represented in social network graphs. Results show that the case district personnel were highly focused on their primary role, maintaining district compliance with federal guidelines. The district personnel employed several changes over the case study period to centralize their control of SES operations within district. The employment and training of site level coordinators was the most impactful of the strategies. As boundary spanners, the coordinators allowed greater access to information, oversight, and influence at the site level. Despite the growing capacity and earnest efforts of the district personnel, the case district was still very far from being able to measure or assess the impact of SES on student achievement. Centralization in the scholastic task areas was relatively low, and had marginal changes over the case study period. Years into the program, there was still no avenue to accurately gauge the effectiveness. As the district personnel were chiefly concerned with compliance, they had suspended judgment on the program and focused primarily on improving their processes.
ContributorsBlankson, Gerald Kotey (Author) / Danzig, Arnold (Thesis advisor) / Glass, Gene (Committee member) / Powers, Jeanne (Committee member) / Arizona State University (Publisher)
Created2011
Description
The purpose of this study is to determine job satisfaction among school administrators who were involved in the teacher RIF (reduction in force) process in the spring of 2009. The study attempts to ascertain the effects of RIF on administrator job satisfaction in one, large, urban school district in Arizona and what impact, if any, the RIF process may have on the district and its personnel in the future. This study will question to what extent administrators within sample district are satisfied with their jobs, to what extent demographic information such as years of experience, age, gender, district position, and school level correlate with job satisfaction of administrators, in what ways has administrative job satisfaction been affected by the RIF process, what aspects of the RIF processes correlate with administrative job satisfaction, and what suggestions, if any, do administrators have regarding future RIF notifications during that time. This study will also recommend methods of notification delivery, advocate for administrator job satisfaction, and report any correlations within our findings to the sample district for review and consideration for the future. This study found that most administrators are very satisfied with their jobs, but the RIF process was somewhat influential in affecting their job satisfaction. Additionally, it seems that the higher the job position, the higher the job satisfaction. Advanced age, higher educational accomplishment, and longevity in one`s current position also correlated with high job satisfaction.
ContributorsGarcia, Morgan C (Author) / Appleton, Nicholas (Thesis advisor) / Hartwell Hunnicutt, Kay (Committee member) / Macey, Donna (Committee member) / Arizona State University (Publisher)
Created2011
Description
A teacher's belief in what he or she can do is often a predictor for how well students may do in their classroom. Working together in a collaborative setting while looking at student work, determining next steps, and setting goals for student achievement can provide the impetus for teachers to change practices, implement different strategies and find success in the classroom. Collaborative practitioner inquiry focused in a single content such as written expression can bring about positive change for student achievement and teacher efficacy. In this study, a collaborative practitioner inquiry process was used to enhance teacher efficacy and increase student achievement in writing. This process was implemented school wide as an integral part of the school's instructional program. Teachers met once each month in Data Writing Team groups to look at student writing in their own classrooms and across their grade level. Based on the writing samples, teachers created SMART goals, determined levels of proficiency, and identified instructional strategies to implement. Data were collected through the administration of a teacher efficacy survey, focus group and individual interviews, student achievement data from pre- and post- writing samples, and observations and interpretations in a research journal. Findings concluded that collaborative practitioner inquiry contributed measurably to most Lake Shore Elementary School teachers' efficacy as teachers of writing especially by enhancing their convictions that they could teach writing and solve instructional roadblocks individually and collectively. In addition, collaborative practitioner inquiry contributed to substantial improvement in Lake Shore students' writing achievement. Teachers' accountability and purposes for instruction were enhanced through opportunities to work collaboratively together. Finally, collaborative practitioner inquiry contributed to students' writing achievement by adding to teachers' understanding of writing instruction and fostering continuously improved teaching practices. As a result of conducting this study, I learned that teachers who have the time to meet, talk, and think together form a greater focus as a grade level and, in turn, a purpose for what they do in the classroom. When teachers find success in their instruction their efficacy increases and as found during this study student achievement increases.
ContributorsGalligan, Gayle (Author) / Moore, David W. (Thesis advisor) / Cheatham, Gregory A. (Committee member) / Webb, Debra (Committee member) / Arizona State University (Publisher)
Created2011