Teacher volatility cause and remedies
The educational sector which has foundational principles of care, love, and empathy has seen tremendous changes in the last few years. The already dilapidated sector got severely damaged by the arrival of the Covid-19 pandemic and its unprecedented aftereffects. The laying off of the extra staff created a severe depleting effect. Post resumption of the physical schools it was expected that the scenario would change but the effect of “Great resignations” or “Quiet quitting” has tormented the sector like never before. A lot of research and expert opinions have been published in various educational magazines and national newspapers. Yet, the scene is aggravating instead of any improvements.
As a core educator for about two decades, I have crystallized the following causes & suggestive remedies.
- Poor work culture
Unorganized institutions one pose a great threat to teacher satisfaction. The organizational ethos and transparency in overall operations create clarity and a positive outlook for working individuals. When the
in rules, day to day academic and co-curricular transactions becomes very ambiguous. In addition to this, nepotism and biases make ethical and sensitive teachers more vulnerable to school politics. This in turn becomes a major factor for unsatisfactory professional relationships. The obvious burnout causes a deep impact on the physical and mental well- being of the person.
- Leadership styles
Long et al. (2012a) describe leadership as getting individuals to carry out tasks that have been assigned to them more effectively and efficiently. Knapp et al. (2006) opine school heads that are prosperous on their job turned out to be those who possess varied professional experience and had placed personnel involvement as key in running affairs
dominance and bring in the Boss is always right culture to a great extent. The role of the organizational head is always a very high – pressure job. Their survival mostly depends on the satisfaction of the financers or managing committees. On the pretext of this, leaders mostly tend to create followers and supporters. Honest opinions and alternate ways of handling things are rejected. Thus the shunning of the team member’s involvement leads to one – sided decisions and lowers the morale of the ethical teachers.
Personal attacks in public or meetings by the leaders become a norm and then an atmosphere of fear is created. The majority of the newly appointed teachers or even older members feel insulted and take a call to quit the job.