Choosing the most qualified individual is essential when it comes to being an educational technology manager for a school. This role presents numerous challenges.
The role of an educational technology manager is to provide guidance in the field of technology, including establishing a vision for teachers and students concerning its implementation. It is crucial for school management to conduct thorough interviews with potential candidates to verify their possession of required skills. Similarly, applicants should carefully analyze the job's associated challenges and formulate strategies to overcome them. Evaluating potential outcomes before accepting a new position is recommended. Specifically, in the case of an educational technology manager in a K-12 public school, there are certain questions that need addressing prior to accepting the job offer.
When assessing an educational technology manager, it is vital to inquire about t
...heir comprehension of daily tasks and responsibilities. It is equally essential to evaluate whether their job title accurately represents their duties and aligns with professional objectives. Furthermore, take into account the company's benefits, such as salary, in relation to the decision of leaving a current job. Also reflect upon other advantages provided by the school. Even if the salary exceeds what their current employer offers, consider potential costs associated with relocating a family.
It is important during the evaluation process to inquire about the people he will be working with, including teachers, parents, and students. However, it appears that the educational technology manager did not conduct sufficient research on the cultural aspects he would encounter after accepting his job in a K-12 public school. The limited timeframe of two weeks before starting made it difficult for him to thoroughly investigate. He needed more
time to meet with the school management team, students, and parents. The case study emphasizes that he should not assume how the school operates. Meeting only a few members of the management team and a handful of parents would not provide him with all the necessary information about the school, which explains why he had uncertain thoughts about their reactions.
Before, the individual lacked certainty about their role in the management team and had to rely on speculation for making assessments. If the educational manager had conducted a thorough investigation of the educational organizational district, they would have obtained insights into various factors such as cultural diversity within the school. This understanding could have aided them in addressing potential reactions from the institution more effectively. Moreover, by comprehending the school's performance expectations, the manager could have pre-planned their schedule. It would have been advantageous if there had been a meeting organized by the school administration for facilitating an introduction between the educational technology manager and their future colleagues before deciding whether to accept the job.
Interacting with students would have provided him with a better understanding of how to engage with them and become familiar with their expectations for the new technology manager. It was important to discuss their experiences, challenges, and expectations in order to address any uncertainties he had about cultural diversity and age-related matters within the administration.
The meeting would have clarified the technology manager's responsibilities and obligations, resolving any uncertainties. The administrator's concerns were valid, including the need to meet with faculty, students, and parents. Addressing these concerns could have improved the chances of acceptance by the institution since individuals from minority groups frequently
face discrimination. Gorton (2012) explains that this discrimination arises from cultural destructiveness, which involves utilizing cultural differences as a way to exclude specific individuals from a group.
His concerns were heightened by the fact that he had not interacted with the people he was prepared to collaborate with before accepting the job offer. Being aware of the strategies applicable in a specific field increases confidence in facing a situation. Prior to accepting the proposal, it would have been prudent for the education administrator to thoroughly investigate the school faculty, students, and parents. He should have inquired about the school's past experiences with cultural diversity and whether they had any negative impacts. If there were issues related to cultural diversity, he should have assessed whether they had been resolved. It is always important to follow up on the school's proficiency records in order to understand what the school management expects of him.
Globalization has influenced various aspects of society, including cultural diversity. Embracing cultural diversity entails embracing individuals' unique cultures and values. Educational institutions with students from diverse backgrounds benefit from a broader range of perspectives and ideas. However, mishandling cultural diversity can lead to adverse consequences.
It is crucial for a new technology administrator from a different culture to gain acceptance from the faculty and students of a school. This acceptance has several benefits, such as minimizing disagreements and misunderstandings that may arise due to multi-ethnicity (Gorton, 2012), and ensuring that the administrator does not face negative effects associated with being an ethnic minority, which can impact their freedom and performance. The faculty and students play a vital role in maintaining the institution's proficiency, as administration is essential
for the school's success. Thus, accepting the new technology administrator empowers them in their role. When hiring an educational technology manager, it is important for the institution to find someone who can work well with the administration and effectively integrate technology into the school program. The new technology administrator may lack administrative skills and have concerns about facing challenges during fast-paced teacher workshops.
According to Gorton (2012), a leader in the field of administration is defined by their efforts to lead, not just their rank, but by the changes they are willing to initiate. One way they can do this is through investing extra time in learning the fundamentals of their new role and conducting thorough research on relevant topics. A leader in this position cannot constantly come up with new plans; instead, they must dedicate time to persuading others of their abilities. To address this challenge, the new technology manager should establish closer relationships with experienced faculty members and the institution itself to acquire valuable techniques. Books are a credible resource for obtaining knowledge on this matter.
As a new technology administrator in the school, I believe in the importance of diverse leadership styles. My approach aligns with one of the Interstate School Leadership Licensure Consortium (ISSLC) standards, which emphasizes the administrator's commitment to upholding principles and accepting the consequences of their actions (Gorton, 2012). It is crucial for administrators to possess not only strong decision-making skills but also the necessary technical expertise, as even qualified education experts may lack sufficient technical knowledge for this role. Through extensive research on teacher expectations, I have found that they anticipate the educational technology manager to handle policy management,
implementation, and enforcement, as well as address social and ethical issues related to technology. Additionally, there is an assumption that the new technology administrator must demonstrate exceptional knowledge and professional conduct when it comes to technology use in the school.
They are expected to demonstrate awareness of any safety issues affecting students and faculty. Teachers assume that technology managers have the ability to address diverse technological needs of students. New administrators argue that one challenge in dealing with cultural diversity is that it is deeply ingrained in their way of thinking, making it difficult to separate from the curriculum. The technology manager also faces challenges with perception from both students and administration, as there is an assumption that black individuals are inferior to white individuals. Lack of trust in an educational technology manager can be attributed to difficulties in cross-cultural comparisons.
Conclusion
According to my perspective, it is crucial to thoroughly research and compare the new job offer and its terms with the previous employer before accepting it. It is also essential to assess the benefits, including salary. Additionally, one should consider whether the new job aligns with their goals. Nonetheless, as demonstrated in the text, cultural diversity can hinder certain organizations if it is not effectively utilized for the company's advantage.
References
- Gorton, Richard A, . School Leadership and Administration: Important Concepts, Case Studies, and Simulations, (9th Ed), ©2012, ISBN-13 9780078110269.
- Walker, A. and Dimmock, Educational Leadership: Beyond Culture and Diversity, 2005, Sage Publications ISBN- 9780761971702.
