Introduction
Effective school
leadership is a basic principle for the success of the school, as a result of a
school depends on the quality of leadership. As a current popular form of
leadership, distributed leadership focuses on the management of all team
members in a school. Research shows that effective leadership depends on the
situation and the time of school.The success of the school as a result of a
school ingredient depends on the quality of leadership. As a recent beloved
form of leadership, distributed leadership focal point of management for all
team members in a school (Salahuddin , 2012).
It is relatively a new concept of
educational leadership with a focus not only distributed leadership, as well as
leadership of the head of the school, to those of other team members (Salahuddin, 2012).
Effective leadership
is a fundamental principle of successful schools. Educational outcomes depend
on the quality of management, as Bush and Jackson (2002) imply that "the
relationship between school leadership and high quality of educational outcomes
is well documented. Shows generations of school effectiveness research that
excellent leadership is still an important factor in the performance of the schools”.
The relationship between efficiency and the quality of leadership in different
contexts academic world has been recognized and explored by various researchers.
Much of the current research focuses on the concept of distributed leadership. (Salahuddin , 2012). Muijs and Harris (2004)
describes that, however, the image of the hero guide does not work. And the
fact that not a strong enough incentive are required to function as an engine
he is, and to promote efforts to improve the school. Strengthen the meaning and
success in tomorrow global sense, it depends on the ability of management to
take advantage of the efficiency of the local residents, and to build a
community of responsibility.
Salahuddin
(2012) says that, school leaders rarely think about how a management
style would be beneficial for a school and why they should use. Harris (2002)
identifies the distribution management as a success factor for leading company in a challange, depending on
the situation and context of each school. Effective leaders must work both
inside and outside the confines of their school context. As there are
ambiguities activities that can actually be considered leadership, it is
difficult to define the limits of the work of leaders. Leaders can work
individually or in collaboration. Duignan (2006) expresses a concern,'' Many
education officials to leave them alone and isolated, assuming primary
responsibility for the direction of their school. This is a very narrow view of
managerial skills and leadership ignores teachers, students and other
stakeholders in the community.'' Leadership in education requires a culture of
exchange of energy, commitment and contribution of all those who work there to
succeed with their leadership responsibilities (Salahuddin, 2012).It have been considered, however, schools and
organizations to work together to tackle complex societal challenges depends.
As Elmore (2000) votes school leadership beyond the ability of an individual or
individuals in formal leadership positions only, and should be distributed to
the company's "specialty lines" in the sschool community, creating a
culture that cohesion, orientation and direction of teaching, learning and
leadership .
The model of the
singular, heroic leader is at last being replaced with leadership that is
focused upon teams rather than individuals and places a greater emphasis upon
teacher, support staff and students as leaders (Harris, 2004). Distributed
leadership is a relatively recent concept of educational leadership which
focuses not only on the leadership of the head of a school but also on that of
other team members. Collinson (2008) imply that, From the perspective of
distributed leadership involves mortals like the hero. It means a lot, not just
a few. This is leadership, not only the roles and positions. Skills and
leadership is about interaction, not just the actions of a hero."
Statement of the
Problem
The focus of this
study will be to explore the effects of distributed
leadership on organizational outcomes in
schools, to find out the conceptualization or level of understanding of distributed
leadership in schools by Principles and School Teachers, the opinion and perceptions
of Principles and School Teachers towards distributed leadership in organization and to
discover the impact of distributed leadership on various aspects of organizational outcomes such as teachers
participation in desicion making and in the matters of school improvement.
Moreover, this study will assess the impact of distributed leadership on
organizational outcomes, organizational commitment and job satisfaction of the Principles
and teachers at secondary level.
Objectives
of the Study
The
objectives of this study were:
1.
To analyze school members’ perception of distributed leadership and their
organizational commitment and job satisfaction.
2.To
Explore the relationship between distributed leadership and organizational commitment
and/or job satisfaction of school members.
3.To
identify the reciprocal relationship
between organizational commitment and job satisfaction.
4.
To find out the impact of distributed leadership on decision making, employee
morale and school growth.
Research Questions of the Study
Based on the objectives
of the study, the following research questions were explored.
1. How do school
members perceive distributed leadership?
2. How satisfied are
principals, teacher leaders and teachers with their job?
3. How committed are
teacher leaders and teachers towards the school?
4. What are the effects
of distributed leadership on context variables, job satisfaction and organizational
commitment of school principals, teacher leaders and teachers?
5. What is the impact of distributed leadership
on decision making, employee morale and school growth?
Significance
of the Study
This study is much important in its nature
because in Pakistan there is no study conducted about “the effects of
distributed leadership on organizational outcomes”. This study may be helpful
for policy makers and educationist to take insight in the school leadership.
And it may be helpful for implementation of distributed leadership at all
educational level.
Assumptions
of the Study
While conducting this study it will assume
that respondents gave their opinion without any bias.
Delimitations
of the Study
The study will be delimited
to the principals and teachers of secondary schools in Lahore.
Operational
Definitions
Distributed Leadership.
Is an attitude rather than a management technique. Basically it’s an
environment in which all the members of faculty are responsible and accountable
for leadership within his or her area and they feel free to develop and share
new ideas.
Job satisfaction.
Job satisfaction refers to the extent to
which people like (satisfaction) or dislike (dissatisfaction) their job. This
indicates that job satisfaction is an attitudinal variable. Some of the
indicators of the job satisfaction are attitude towards the duties, working
conditions, involvement, supervision, emoluments, reward systems and promotion
possibilities (Hulpia, 2009 & khan,2012).
Organizational Commitment. Organizational
commitment as the relative strength of an individual’s identification with and
involvement in a particular organization. As a result, the committed person
believes strongly in the organization’s goals and values, complies with orders
and expectations voluntarily, exerts considerable effort beyond minimal
expectations for the good of the organization, and strongly desires to remain
affiliated with the organization (Hulpia, 2009).
No comments:
Post a Comment