The Powers To Be In Mobile Apps!

TECHNOLOGY ANALYSIS & IMPLEMENTATION PROJECT

The Use of Mobile Applications in Human Resource Information Systems in Strategic

Organizational Development and Processes for Continuous Improvement

PART III

William M. Horniak

Liberty University

October 4^th, 2019

  

Introduction

          As previously alluded to an organization’s Human Resources Department is arguably the

most important division working at or near the top of the organizational hierarchy.  The seven

general functions or activities of this entity in no particular order are as follows; benefits

administration, compliance and safety, employee recruitment and training, internal relations,

and payroll and scheduling administration.  Both the dynamics and importance of each are not

only intertwined but cross-operational in nature, therefore, is not only invaluable to the

division itself but the organization holistically.

          The HR division has traditionally used both internal and external assessments in fulfilling

it's mission and purpose in improving not only their sector but the institution as a whole. 

Within the hiring and recruitment charge of HR some traditional assessments currently being

used range from employee surveys and pre-employment tests such as behavioral and competency

assessments (Duggan, 2019).  The use of digital media and video-conferencing has saved

institutions millions of dollars throughout these processes.  Mediums such as Zoom, Skype, and

Go-To-Meeting have expedited fulfilling HR divisions role in ensuring the organization is fully

manned to accomplish its goals and operations.  In addition, the increasing popularity in

implementing six sigma strategies and tools have been clearly advantageous to increasing division

efficacy (Ibid, 2019).   Due to increasing technology and the aforementioned tools invented over

the past quarter-century the department has been able to incorporate intranet capabilities in

achieving more than sufficient pools of candidates for every position.

Design and Definition

          The issue and question still left unchallenged is how the HR division can successfully and

favorably be seen by potential candidates and employees as the place they want to be a part of

and work for.  One would like to think and speculate candidates and potential employees are not

only simply seeking a job but more importantly a career and place to call home professionally for

the long-term. Much like traditional surveys and anonymous suggestion boxes in which have

been used for decades to get a more personal sense and pulse of what employees think of them

respective organizations there remains a need for continued advances and improvements in

getting opinion and feedback from candidates who are not only seeking to work at a particular

place but additionally in the event, they are not hired for a position.  My assessment tool would

be much like a 3^rd party tool currently being used in the market today.  A company out of Seattle,

Washington has developed software in the form of an application being used by companies

(Moran, 2019). 

          As part of implementing any technology initiative in any department it is my suggestion

and understanding it must be a process in which is thoroughly thought out and studied closely. 

From an executive or managerial standpoint it would be wise and behoove the leader in

separating the aforementioned HR functions as traditionally organized into two categories

potentially.  First, core functions which would by beyond and outside specific tools in which

were addressed previously in Phase One and Two would not be part of this strategic focus on

process and continuous improvement.

          As an example, core responsibilities which are traditional in nature and now largely

operate and efficacious due to technological advancements today would function in scope

such as administrative, compliance, traditional, and transactional activities (Power, 2005).  The

facts are many large, if not global HR departments use hundreds of different software programs

to conduct their daily activities (Rivera, 2018).  Within the mainstream realm of HR expertise

these falls under the umbrella of what is known as Human Resources Information Systems or

HRIS (Kavanaugh & Johnson, 2018).

          For our purposes, non-core functions would be designed and created toward

developing strategic developmental and operational strategies and processes focused on

continuous improvement (Power, 2005).  Establishing charters, projects and programs through

six sigma initiatives and tools to improve departmentally and therefore institutional efficacy would

be focused largely on the hiring and recruiting process and education and training areas as

alluded to in phases one and two.  Although there are approximately one hundred six sigma tools

in which are used to create lean and continuously improving organizations, the initial focus

would be implementing and creating a digital tool(s) training and empowering section-heads and

supervisors in the power and value implementing Affinity Diagrams, Focus Groups, Value-

Stream Maps, Root-Cause Analysis Charts, and Lean and Takt-Time Analysis (George,

Rowlands, Price & Maxey, 2005).

          Ultimately, by dividing the HR function into two branches, and as has always been the

case, core responsibilities and duties will remain constant and clearly one focused on deadlines,

and reports operating on strict and set-time variables.  On the other hand, non-core

responsibilities will take the lead in developing and putting the “human” back into the discipline

by developing and brainstorming ideas and projects with the purpose to make operations and the

function of the division more streamlined, lean and efficient.  In the end, and as what six sigma is

all about is striving to reduce waste, improve quality, and save both time, money and resources

(Ibid, 2005).   Equally as important, as reiterated prior throughout the three phases is the

importance of ensuring the HR division is seen as a positive face of the organization ultimately.

Tool Ideology

          The tool in which I propose to implement, with the realization as to whether or not it is

truly feasible and worthwhile.  One thing for certain is throughout my research and own

experiences in the job-seeking market, it is clearly relevant and evident there is some type of both

market and need for it to assist both parties impacted directly.  This tool comes in the form of a  

software application much like TINYPulse to be implemented in the form of a mobile application

to be used and as a benefit to both job-seekers and organizations alike.

          In clearly illustrating the need for a tool or answer to analyze data on career searches by

candidates, in which additionally could be monitored by member organizations, my extended

career search of over eight months has finally resulted in a position I have been offered. 

Unfortunately, much was, and still remains at stake after hundreds, if not a couple thousand

digital formal applications and resumes were forwarded and submitted to higher learning

institutions as the focus of my desire to transition into higher education.  The result was a mere

27 interviews to including second and third interviews a total of 36.  Of the dozens of different

colleges and universities in which I applied for positions through online companies such as

HigherEdJobs.com and ChronicleVitae primarily, the one example to illustrate my previous

points can clearly, be seen through my efforts to become part of the Liberty University

community. 

          Using Liberty University as a template to illustrate the issue and problem is just one

example of several in which would reveal similar information, since the beginning of the year I

have submitted applications and required documentation for approximately 29 positions.  Of

these, 17 have been filled. Twelve of these remain open although the posting went out several

months ago (Horniak, 2019).  The point is, I have received no information, feedback, or follow-

up regarding any of them.  Other than informal means via social media there is no venue or

forum to inform other potential prospects of this to others who have, and will have learned this is

how HR operates at this particular example.  The reader needs to know that this type of process

and circumstance is the norm and not just isolated to this particular institution.  As a professional

one should expect nothing but an opportunity at the very least if fortunate to be regarded as

qualified and experienced enough relative to the job requirements and qualifications.  Naturally,

I think this would be a great place to work and call home from a professional stance. 

Professionalism, along with common courtesy and respect would be greatly appreciated. 

          The issue and question remain.  How can the HR division be the face of the

organization clearly communicate an institution’s understanding of the importance and value in

which lies in how they go about their hiring, posting and recruitment efforts for positions? 

Again, as a disclaimer I know firsthand many, if not most other higher education colleges and

universities are lacking in this/these vital processes for improving their face of the institution.

          This application and software would be capable of storing and retrieving data to be shared

and disaggregated by all stakeholders within HR and well as C-level executive leadership.  By

incorporating any of the six sigma strategies as previously alluded to in a digital and professional

workshop forum in educating those within this non-core responsibility would go a long way in

ensuring, if not significantly improving, how people view and critique their organizations.  The

costs associated with developing and incorporating such a type of quality control measure by HR

would clearly be worth their weight in gold as researched (Guinot, Evans, Badar, 2016). 

          Consequently, strategic HR initiatives can be brainstormed and created using the latest

classroom digital technologies to improve the quality and consistency of how they go about

treating and ensuring all prospective employees are given a favorable and positive experience

throughout their search for employment with them.  By soliciting and marketing the application

to digital and online companies who advertise for universities and institutions of higher learning

it would give those you use their service (HigherEdJobs, Chronicle Vitae) an opportunity to use

an additional service in being able to give feedback and critiques to candidates in their job search

for primarily professional and white-collar positions.

The Tool

          “Critique A Culture”, similar in purpose to TINYPulse would be a mobile application with

software integrated into digital platforms and intranets for both job seekers and employers which

would provide an important data collection tool that is likely missing from many organizations

(Blair, 2019).  Job seekers will be able through standardized questions and ratings provide

invaluable feedback to other job seekers as to their application experience with higher education

institutions.  Moreover, for HR sectors in higher education, they too would be able to access,

and if they choose, to construct their own assessment survey and questions to their specific

needs.  As the research has indicated stored data and analytics would provide them invaluable

insight and information as to what candidates are thinking and feeling as to the quality or lack

thereof in the recruitment and hiring processes through actual employment (Belisaro, Jamsek,

Huckvale, O’Donoghue, Morrison & Car, 2015).  Open-ended questions would also be included

to provide job seekers the opportunity to address, comment and critique the process(es) either

evident and being used throughout the recruitment and hiring process and again lack thereof.

Conclusion

          Let us be clear in realizing this is both a dynamic and systemic issue.  The oversight and

responsibility lie directly within the existing strategic development and initiatives in which are

present or lacking within this core responsibility of the HR function.  Most noteworthy it has

clearly been dismissed or ignored by human resource executives throughout all industries.  Why

should they care and how should they demonstrate a quality culture if you are employed by their

school?   There must be an appreciation and acceptance of the daunting and monumental task

addressing this issue as seen by outsiders who want to be a part of their school or organization. 

Larger organization and prestigious universities for example likely receive hundreds upon

hundreds of applications for important vacancies at their schools.  Exactly how are they to attend

to professionally and collegially to each and every candidate professionally and collegially.  As I

have said many times before change is inevitable but growth is optional.  By exploring the

aforementioned assessment tool in general terms within open and collaborative forums and

professional development by HR stakeholders surely could reap results using traditional

technology and digital tools in collaboratively coming up with processes for continuous

improvement and reform. 

               

References

Belisaro, Jose, Jamsek, Jan, Huckvale, Kit, O’Donoghue, John, Morrison, Cecily & Car, Josip

          (2015).  Comparison of self-administered survey questionnaire responses collected using

          mobile apps versus other methods.  Cochrane Database of Systematic Reviews.  Retrieved

          from

          https://www.cochranelibrary.com/cdsr/doi/10.1002/14651858.MR000042.pub2/abstract

Blair, Ian (2019).  How to build an app for play and app store in 10 easy steps.  Buildfire. 

          Retrieved from  https://buildfire.com/how-to-create-a-mobile-app/

Duggan, Tara (2019).  Types of assessments used by hr departments.  Azcentral.  Retrieved from

          https://yourbusiness.azcentral.com/types-assessments-used-human-resource-departments-1827.html

George, M., Rowlands, D., Price, M. & Maxey, J. (2005).  The lean six sigma pocket toolbook.

          New York, NY:  Mc-Graw Hill

Guinot, Jeff, Evans, Dustin & Badar, Affan M. (2016).  Cost of quality consideration following

          product launch in a present worth assessment.  International Journal of Quality &

          Reliability Management.  Retrieved from

          https://www.emerald.com/insight/content/doi/10.1108/IJQRM-07-2014-0100/full/html

Horniak, William (2019).  Liberty university employment.  Liberty University Intranet Portal via

          LinkedIn.  Retrieved from https://jobs.liberty.edu/job_applications

Kavanaugh, Michael & Johnson, Richard (2018).  Human resource information systems:  Basics,

          applications and future directions.  4^th Ed.  USA:  Sage Publications, Inc.

Moran, Courtney (2019).  Does employee engagement software increase retention?  TINYPulse. 

          Retrieved from

          https://www.tinypulse.com/blog/does-employee-engagement-software-impact-retention

Power, Brad (2012).  Focus hr on process improvement:  Human resources management. 

          Harvard Business Review.  Feb. 12, 2012.  Retrieved from

           https://hbr.org/2012/02/focus-hr-on-process-improvement

Rivera, Andreas (2018).  6 essential tech tools for your hr department.  Business News Daily. 

           Retrieved from https://www.businessnewsdaily.com/9663-hr-tech-tools.html

Employees Quit Their Bosses Not Their Jobs!

I must admit I have struggled pondering whether or not to write this piece.  My intentions are genuinely always good, never malicious.  Unfortunately, the weight and stress I knew my friend of two decades had been bearing for some time might be alleviated somewhat by sharing his story anonymously and in its entirety,  I have listened to his plight and story now for well over a year now, I have decided to tell all the disturbing facts and what a truly cancerous, hostile and toxic working environment looks like,  The simple truths of what he had to endure which were not only demoralizing but downright discriminatory and illegal are as follows below.

He adamantly told me over and over again he should have known better, and resigned immediately after a former boss of his, in his first week on the job, upon introducing all the colleagues with whom he would be supervising and working with, supporting and coaching over the next few years, three-fourths of them behind their backs were characterized as "idiots".  He felt guilty thinking he had failed to stand up to not only these unprofessional characterizations but offensive behavior both public and private.

He reiterated and pleaded to me for no reason whatsoever for understanding after a long tenure and association with all his colleagues and students, and wanted every one of them to know how dear they were to him personally and professionally. He told me confidently he had nothing but great admiration and respect for all of them individually and collectively, and always would regardless of their opinion of him.  All the kids are just that, kids he reminded me often during our long conversations.  They are all awesome!

Sadly, to his growing dismay and disgust, his bosses or leaders if you so choose to refer, spent considerable time over the years invariably referring to our troubled youth and those carrying enormous burden and struggle as "turds".  They did this not only behind closed doors but in front of the entire staff on more than one occasion!  Again,  he felt as though he had failed by not standing up to these daily unprofessional characterizations but offensive behavior both public and private. Time and time again, publicly and privately, directed at those they were there to serve, educate, nurture and protect.

Often coming back to a point that his work and efforts in building a quality and caring community in which mutual respect, care, and compassion would be afforded to all, the bosses or leaders if you so choose to refer, continued to do what they did best.  Arguably, one of the worse experiences he told me he had to be a part of was during a "team" meeting of administrators and school leaders.  A beginning first-year teacher reached out to a department supervisor in a morning email about the daily struggles she was having, her ability to continue on, her self-doubt and ultimately pleading for support before potentially resigning.  Her boss or leader, if you choose to refer, commented if she wouldn't be "such a bitch" she wouldn't be having such issues.   Again,  my buddy felt he had failed to stand up to these daily unprofessional characterizations but offensive behavior both in public and private.

In another such setting in which came to mind, among the select few who sat by and did nothing as did he, his boss, his leader, the Principal, prior to announcing a huge strategy and change in protocol in which he could not even recollect to our entire staff, claimed it would be similar to the Jews not knowing the onset of the Holocaust was imminent, right?   Again,  he felt sick to his stomach thinking he had failed to stand up daily to these unprofessional characterizations but equally offensive behavior both public and private.

Time and time again he told me with much distress in which could not go unnoticed, he grew more and more wearisome, disturbed and demotivated, as his boss or leader, however, you so choose to refer, constantly kept telling our students and children either "sorry" or  "I can't help you" or "I can't do anything for you"...  Again,  his feelings of having failed to stand up to this daily unprofessional mentality but equally as disturbing the lackadaisical lack of compassion and commitment to being a servant leader to our constituents as was their charge!   Simply, having no professionalism in making decisions in the very best interests of their students as professional educational administrators are schooled and licensed to abide by.

As part of my buddy's responsibilities, he was over transportation and busing.  Upon realizing there was an employee who had been abusing their timesheet and bringing it to the Principal's attention he essentially ignored it when the documentation and evidence clearly supported this.  My friend, being a first-year administrator, told me many colleagues had told him personally how this employee constantly and for several years past had been doing the same yet it was being ignored by management and condoned.  After repeated and documented warnings to the employee, presented to school building leadership on two more occasions, and even brought to Human Resources attention as well as the Head of Transportation, they simply didn't  deny all of this was, in fact, the case but referred him back to the Principal.   In April of 2015, it was brought to his attention by a bus driver that he would not be back next year.  My friend immediately brought this to his bosses attention who then informed him he didn't know or have any idea what she was talking about.  Within two weeks later he had his first and sole letter of performance deficiency sitting on his chair the morning after the Board of Education voted on probationary hires which he was one.  His so-called evaluations to this point were essentially never conducted according to NC Public School Law other than "good first year".  He was called into HR and offered an additional two-year contract due to this violation and neglect of due process according to the statute in his understanding of NC public law.

Having known his spouse for years as well, I found it incredulous as to the flippant, derogatory, and discriminatory innuendos and passive aggressive comments made to him again and again in his presence regarding his wife's ethnic origins, her reasoning for wanting to visit her native home over the summers, my buddy's desires to travel with her to visit in-laws and their ability to maintain and sustain their marriage and relationship with her being away for extended periods of time and the like. He persisted toward me upon his failure to make and take a stance as to the blatant inappropriateness, inflammatory, discriminatory and unprofessionalism displayed by his two supervisors.

Over the next two academic years, he stated the working conditions continued to deteriorate adding more and more duties to the only administrator working the lessor of two other administrator contracts.  He had been a ten month contracted employee while prior to leaving the Principals in charge if you so choose to refer, hired not one but two more administrators both less credentialed, less experienced and less qualified granting them 11 and 12-month contracts respectively?  They argued naively and simply stupidly that all of our duties were of an equitable nature and responsibility.  This was simply not the case in which every one of the nearly 100 employees on staff clearly saw and will attest to base on my buddy essentially working 160 and 320 hours less respectively...

In three years service, he told me he was supposed to have a total of nine formal meetings/evaluations if not more to included PDP's through the NCDPI NCEES portal and protocol yet during this entire time he had only ONE?  This one, according to him was the one in which he received this past summer before leaving for vacation.  When I asked him about the other eight he said simply that his bosses did not do their jobs and simply ignored the system required by the state, yet constantly ragged him for not getting his evaluations on certified staff done in a timely matter.  Even more preposterous was that there was never one discussion of staff, individually or collectively, in which he was involved as part of the school's supposed leadership team regarding performance, effectiveness and or action plan/disciplinary measures for underperforming staff members....


  

When All The Paper Is Gone!

The USMC has had a motto for a long time. Improvise, Overcome and Adapt.   This post is intended for the audience of educators and administrators who are both hesitant and reluctant to appreciate this ideology and practice.  It is not just a fleeting notion or idea yet practical and real. I am imploring the future of the paperless classroom and school is upon us.  It is already a reality in many schools and the current plan and goal of hundreds of others across the world.  It is not a matter of I don't think so or maybe anymore, but when?

The implementation of mobile technology in any and all forms referencing the movement of BYOD in schools at all levels has finally come to fruition in hundreds of school districts in America and thousands of schools respectively.

The question in which I would like to pose to my colleagues and contemporaries is what would we do if our textbooks and hard copies of curriculum, as well as our copy machines disappeared unannounced one day at the school in which you work?  What would you now do individually as a classroom teacher as well as a school community?  Would your school close its doors and shutdown?  Would we tell the students to go home?  Would we as lifelong educators confess to our stakeholders we can no longer teach the children?

We must, if we truly acknowledge the state of our world and the plight in which students now face in regards to their future productivity and success in the world as an adult, move expeditiously to accept and embrace the tools and resources provided to the learning environment by technology held in the hands of our students.  Innovative and progressive professional educators who see the potential and proverbial light in maximizing student engagement and learning via the use of mobile technology possessed by students should be forward thinking in both attitude and mindset.  The delivery of their instruction should demonstrate and reflect the reality of their potential by implementing their usage each and everyday as part of their planning and lessons.  Bear in mind if we are not part of the solution we are oftentimes  part of the problem.  Effective and successful educators plan and work  with the maxim and goal  to teach children to be problem solvers, no?

Amongst the other group of perhaps millions of educators around the globe are those who are simply indifferent either way.  Arguably, is it not possible they are the group in which are neither compassionate towards students wants and needs as well as passionate about their chosen profession?

To avoid being over rhetorical and long winded, as a  Marine and now longtime educator, it is our moral imperative to not only defend and protect those who are unable to do so themselves, but to improvise, overcome and adapt to the world and resources around us while figuring out effective and efficient means to deliver content and instruction to students of the 21st century via all resources, technology and otherwise, to maximize student engagement and success.

I look forward to hearing from all my contemporaries and colleagues regarding this revolutionary movement like no other.  What are YOU going to do when you have no paper or textbook to  deliver your instruction and teach your class?  

As always, yours in the good fight!

Fellowship & Following; A Commentary On Leadership!

    

     Why does one choose to lead?  Are leaders born or do they learn to lead?  What separates a manager from a leader? What is the difference between an average, a good and a great leader?  Regardless of the capacity in which one works in, there are only a handful of personal traits and characteristics in which truly defines why one leads and is great at it.

     I think and suppose individuals make a conscious decision to want to be a leader, but from where one has this calling, it is probably safe to assume it comes from their childhood upbringing, their experiences and the people they are fortunate to have as mentors.  To this end as a Marine, there is only one motto in which we were taught,  you either choose to lead, follow or get out of the way! 

     Authentic leaders and great leaders shy away from acclaim, glory, prestige and praise.  They lead with the unselfish intentions of not accomplishing great things to mark their places in history but to create systems, strengthen individual and collective human capacity, and to build advantageous additions of any nature to society for the good of mankind.  They seek and defer the attention and limelight of accomplishments to those for whom they lead.  They serve others unselfishly for the betterment and empowerment of their following.  They are compassionate toward all others while being passionate about their service and efforts in which they are giving and providing others. 

     A truly great leader's integrity is unquestioned and beyond reproach.  Their fellowship and followers know without hesitation they can be counted on and trusted in all crisis.  Instead of inspiring others to follow and have confidence in them, they inspire, teach and motivate others to become the best of leaders themselves. 

Awesome leaders demonstrate by actions not just words.  They always do the right thing realizing that only those who manage are supposed to be doing things right.  They appreciate and understand, while practicing daily in every action and word, that everyone matters equally. Every human being is important regardless.  They entitle all to respect while practicing enviable humility at all times. 

     A great leader is easily recognizable by the way they interact and treat those who are indeed less fortunate.  They go out of their way, and above and beyond, to do all in their power to treat and assist those who are in need and suffering.  They realize and keep to the calling if one of their followers is not a success, it is the leader themselves who is the one in which has failed.  When they make a mistake they admit it, and while helping their following to do the same, they seek solutions to correct mistakes.          

     Great leaders are non judgmental. They have great aptitude in being able to look into the souls of other human beings.  They have an almost uncanny ability to tap into the desires and needs of all others, and while recognizing this they do all in their power to bring out the best in everyone.  They consistently maintain an attitude and presence in which is solid and unwavering even in the midst of chaos and disarray.

     The greatest of all leaders have the propensity to stay calm and composed during the most stressful of times and even in the midst of death all around.  They realize that by doing so they empower their following to be able to do the same.  For if they were not able to, it would cause both catastrophe and panic itself.

     With all the great leaders in history as well as all of the thousands of books on leadership, these are a few of my thoughts on leadership.  I hope I was able to provide some direction and guidance to my colleagues and readers on defining and finding who they ultimately want to be...

PEACE 
  

 

The Three Strikes You're Out Approach to Dealing With Difficult Students!

The Three Strikes You’re Out Approach to Dealing with Difficult Students!

 

     While there are literally hundreds of books regarding teacher effectiveness and pedagogy, simplifying teacher practice into a mere three suggestions can unquestionably assist to the success in which all teachers want to enjoy while overcoming a lack of student achievement and classroom management.  One would think these three unacceptable and psychologically destructive behavioral actions employed by teachers, ought not to be going on in classrooms?  Think again. 

     Unfortunately, the sad fact of the matter is these actions go on in schools all across the world.  They are used and implemented by teachers primarily as a defense mechanism in reaction to non-compliant behavior, undesirable behavior or a lack of respect displayed by students.  They are a primitive attempt at behavior modification by poor quality teachers from the new to the veteran, as well as licensed qualified teachers who lack compassion, empathy, experience, and understanding dealing with behavioral and psychological issues that students bring to school with them.   More times than not they often manifest themselves in school in the form of their actions and communications.   Often teachers forget, or choose to ignore, the issues and problems children bring with them to school on a daily basis.  It is this proverbial baggage which lies at the root of students being both non compliant and disrespectful. 

     These counter behaviors and reactions on behalf of teachers occur and are ongoing in classes all over.  There impact and effect is different however, given the age and grade level of the student.  Nonetheless, how some teachers behave and communicate, it can cause irrevocable damage to the fragile minds and hearts of youth still forming their personalities.  Older children in particular are used to and have probably already experienced these behaviors and words and actions many times over, thus resulting in a defensive posture and mode.  Younger children more so or often times, due to their inability and maturity in knowing how to reply and or defend themselves, often hold their reactions to this inappropriate and unacceptable teacher conduct deep within themselves.  In all likelihood it will manifest itself in their future actions not only in school, but how they deal with others and most importantly their own children as they raise them.  I think most quality teachers, and would like to believe ALL teachers, with a compassionate and humanistic approach to being an effective and quality classroom teacher and compassionate communicator, as well as a person, will agree with the following points;

1.         Berating & Embarrassing a student is amongst the worse things an adult in a classroom can do to a student.  Equally as damaging, is the behavior and communication when done on a one to one basis?  Regardless of the forum or venue, as a parent or a child yourself, you probably have had this experience.  The resulting reaction or lack of reaction on behalf of a student or child will most likely have both short and long term consequences in which will result in an even more aloof, insecure and non compliant child or student.  To begin, or to be a part of the destruction of another human beings self esteem is the ultimate result of berating another, and not the business of what education is all about.  It is simply an intolerable action and practice which needs to be eliminated immediately from the confines of any and all school buildings.  Educators must know and be cognizant in their interpersonal communications with their students; it is these children who are most often the ones who lack these characteristics to begin with.     Embarrassing a student is in most regards the same as the aforementioned point, whether blatant or not, it is oftentimes used and displayed by teachers in more clandestine and sarcastic ways.  Although often times used as a tactic to modify and correct inappropriate behavior, the effects are the same.  Ultimately, it will create mistrust on behalf of the student while fostering a climate and culture in a classroom much to the same ends.  The same impact and effect will be the result when berating a student…

2.        Yelling at students more times than not occur in conjunction with the other two points mentioned above.  Whether a student or teacher wants to admit it or not this is potentially the most psychologically damaging to a child.  Each time a teacher raises their voice to a difficult of disruptive student it is like a thunderbolt in which strikes deep into the heart of another person!  Again, it not only reveals a teachers lack of professionalism, self-control, compassion and understanding but also speaks volumes as to their inability or unwillingness to dealing appropriately and effectively with a child who is non compliant or difficult.  We all carry baggage with us daily and ongoing, yet an adult who has experienced much more pain, stress and suffering personally should be able to check and recognize the short term impact and direction, as well as the long term effects this is going to have on a child who is still growing and being shaped emotionally and mentally…

 

          3.      Ignoring a child or student is a method employed by teachers which is just as damaging on a child’s psyche as all the other actions and behaviors above.  As an educator, a lifelong learner and a mentor to kids whom many times have very few mentors to look up to or emulate, this action or inaction on behalf of an educator speaks volumes (pardon the pun).  A method employed perhaps more so than any of the behaviors previously mentioned, is yet another ill practice to deal with the difficult and non compliant student.

     In summation, I offer just a few of quotes in which inspired and resonated with me in writing this blog, while forming my opinion and practice regarding dealing with children and students over the years.   I sincerely hope this article has resonated with you as well, and that you may find it useful in assisting your staff or colleagues be the great teachers and mentors they are striving to be, and I know that deep within they can be!  Peace.

“It is easier to build strong children than to repair broken men.”  Frederick Douglass

“Your student should not leave your class the same way they walked in.”  George Stewart (PLN colleague and friend)

“Teach like there is a camera in the room.  Like it because with cell phones there always is.”  Todd Whitaker (PLN colleague and friend)

“The surest way to ensure a productive organization is to treat the people you work with, and for, with dignity, fairness and respect.”  Joe Clark (PLN colleague and friend)

“Kindness gives birth to kindness.”  Sophocles

“Nothing is more damaging to you than to do something you know is wrong.”  Abraham

“To touch the soul of another human being is to walk on holy ground.”  Stephen Covey

“There is nothing stronger than gentleness.”  Abraham Lincoln

“Any man can do harm to another, but not every man can do good to another.”  Aristotle

“A teacher effects eternity; they can never tell where their influence stops.”  Henry Adams

“A generous heart, kind speech, and a life of service and compassion are the things in which renew humanity.  Siddartha Gautama

“The tongue has the power of life and death.”  Proverbs 18:21

“The man who forgives is far stronger than the man who fights.”  Nathan Croall

“Kindness is a language we can all understand, the blind can see it, and the deaf can hear it.”  Mother Teresa

“The truth of the matter is we always know the right thing to do.  ‘The hard part is doing it.”  Robert Schuler

“The problem is not the problem.  The problem is your attitude about the problem.”  Capt. Jack Sparrow (aka Johnny Depp)

“Be kind, for everyone you meet and deal with is fighting a hard battle.”  Socrates

“If you want others to be happy practice compassion, if you want to be happy practice compassion.”  Dali Lama

“The secret in education lies in respecting the student.”  Ralph Waldo Emerson