EDA 203

ECOLOGY IN EDUCATIONAL ADMINISTRATION

2. WHAT IS YOUR UNDERSTANDING ON THIS SENTENCE " LEARNING TAKES PLACE THROUGH THE
ACTIVE BEHAVIOR OF THE STUDENT, IT IS WHAT HE DOES HE LEARNS, NOT WHAT THE TEACHER DOES".

- Learning is a crucial process. It does not stop. It is not solely knowledge, but it is also skills and
attitude. There are many factors to be considered during the teaching-learning process to mention the
diversity of the learners, the teacher and the learning environment. Different strategies and methods
are also utilized based on the subject matter presented. How do we measure learning? The behavior of a
learner indicates a big part of it. A teacher who is a board exam top notcher and fluent in English does
not mean that s/he is an effective teacher. A teacher should consider the ability of its learner. Even if the
teacher will discuss it wonderfully, but if there is no monitoring on the progress on the learners, learning
process might not be realized. Performance-based tasked activities must be done in order for the
learners to have real life learning experience. As being said, it is learning by doing and experience is the
best teacher. The changes in the behavior of the learners will denote the transfer of learning. Law of
Scaffolding must also be taken into consideration. The teacher should show how it is done, guide the
learner and they will follow.

4. EXPLAIN WHY ISLAM IS CONSIDERED A RELIGION OF PEACE.

The tern religion of peace has been applied to different religions including Islam to describe their
peaceful nature. The Arabic word salaam (‫"( )سالم‬peace") originates from the same root as the word
Islam. The word silm (‫ ) ِسلم‬also means the religion of Islam in Arabic, and the phrase "he entered as-silm
(peace)" means "he entered Islam." One Islamic interpretation is that individual personal peace is
attained by submitting one's will to the Will of Allah. The ideal society according to the Quran is Dar as-
Salam, literally, "the house of peace" of which it intones: And Allah invites to the 'abode of peace' and
guides whom He pleases into the right path.

Islam is a peaceful religion, it's best examples, we can see, in the practical life of Holy Prophet (peace
and blessing of Allah be upon him, PBUH). He was the messenger of Allah (SWT) to convey the message
of honesty, piousness, peace, mercy, integrity, and love. He had never done any activity which indicate
act of terrorizing, misconduct, racism and violation against humanity. Even though, he showed the
mercy on animals, insects and plants. The world knows him, as a 'Rehmatul-Lil-Aalamin' or Mercy into
the world. From the life of Holy Prophet (PBUH), it is concluded that Islam is the religion of peace and
humanity. It did not spread by the forced of sword, rather, it spread by its golden quality. Islam basically
educates the ways of pleasant and peaceful manners to regulate the society and as well as the world.
5. DEFINE CONFLICT. HOW WILL YOU DEAL CONFLICT IN A WORKPLACE?

Merriam Webster defines conflict as a fight, battle or war and competitive or opposing action of
compatibilities. It is also defined as the antagonistic state or action. The basis of conflict may vary but it
is always a part of society. Basis of conflict may be personal, racial, class, caste, political and
international. Conflict in groups often follows a specific course. Routine group interaction is first
disrupted by an initial conflict, often caused by differences of opinion, disagreements between
members, or scarcity of resources. At this point, the group is no longer united, and may split into
coalitions. This period of conflict escalation in some cases gives way to a conflict resolution stage, after
which the group can eventually return to routine group interaction.

Conflict in a workplace is already in its nature. It can be caused by jealousy between workmates, aim for
promotion, miscommunation and more. In handling conflicts in workplace, the clash must be addressed
together with the personnel manager or HR officer. The reason behind the conflict must be asked so
that it can be resolved properly. Professionalism must be observed even when you are in the height of
your emotions, refrain from uttering offensive or defaming statements against each other when arguing
as it might add fire to the conflict. Anger management is also important in workplace. We should not be
angry right away, instead try to talk about it and resolve whatever issues you have nicely. Refrain from
minding others' business as it is not your problem or issue to meddle with. Admit when you are wrong
and apologize.
 EDA 205

PERSONNEL MANAGEMENT IN EDUCATION

1. EXPLAIN THE 5 ROLES OF PERSONNEL MANAGER.

1. Personnel Role - he is in charge of providing advisory, recruitment and selection, training and
development and the measurement and assessment of the individual and group behavior of the
personnel.

2. Welfare Role - personnel managers must conduct research, manage the services provides and as well
the the group dynamics of its personnel.

3. Administrative Role - a personnel manager is the one who acts as the time keeper for wage and salary
administration and the maintenance of employees' records.

4. Legal Role - this talks about the grievance handling for some instances, settlement of disputes,
handling disciplinary actions and joint consultation.

4. WHAT IS THE DISTINCTION BETWEEN JOB ANALYSIS, JOB DESCRIPTION, AND JOB SPECIFICATION?

Job analysis is the process of gathering and analyzing information about the content and the human
requirements of jobs, as well as, the context in which jobs are performed. This process is used to
determine placement of jobs.

The job description is the brief statement that tells about the general information about the job. In plain
English, it is where the nature of the job is described. The job description is briefly taken from the job
analysis, and it comprises of information about the workplace, duty-timing, salary, responsibilities and
other general information.

The job specification derives from the job description; it is one of the most important readable
information for the job-hunter as it tells about the eligibility criteria for the certain post. The job
specification holds information regarding the eligibilities for the vacancy. It lets applicants know what
skills, level of experience, education, and abilities are required for the role.

5. WHAT IS PERFORMANCE APPRAISAL?

A performance appraisal is a regular review of an employee's job performance and overall contribution
to a company. Also known as an annual review, performance review or evaluation, or employee
appraisal, the purpose of a performance appraisal system is to evaluate how well an employee performs
her job duties and tasks, her supervisory and leadership capabilities and other soft skills, and how well
she manages workplace relationships and conflict resolution.

The advantages of performance appraisal are the following:

1. Right Placement - Performance appraisal is beneficial for assessing strengths and weaknesses of an
employee. It enables to find out areas / tasks in which the employee is competent.

2. Assistance to Improve Performance - the supervisor or HR officer must share evaluation result with
the respective employees. Such feedback is useful as it enables employees to focus on improving their
strengths. They can also suggest ideas and methods through which employees can overcome their
weaknesses. Thus, the process helps in personal & career development of employees.

3. Acts as a Motivator - The process involves recognizing & rewarding employee’s efforts and
performance. It boosts their morale and confidence.

4. Planning and Designing Training Programmes - The assessment of strengths and weaknesses of
employees is useful for HR department to plan and design training programmes. The employees are
provided with right training at right time to overcome their weaknesses and to develop their strengths.
The content and method of training can be modified according to the human resource requirements.

5. Improves Employee and Management Relationship - Performance appraisal is also an opportunity for
the employees to discuss work related problems with their superiors & to find out ways to resolve them.

6. Human Resource Planning and Development - Performance appraisal is useful for taking inventory of
quality of human resources available in the organization.

7. Improves Employee Communication with Managers - Performance appraisal is also an opportunity for
the employees to convey their needs and expectations to superiors.

8. Personal Development - Appraisal facilitates acknowledgement of employee’s efforts and

achievements. This motivates employees to learn and acquire new skills that aid them in personal and
career development.

9. Promotion and Transfers - Performance appraisal is beneficial for identifying talented employees in
the organization.

EDA 206

SEMINAR IN EDUC MEASUREMENT AND DEVELOPMENT

1. HOW DOES PROFESSIONAAL DEVELOPMENT IN K-12 PUBLIC EDUCATION DIFFER FROM
PROFESSIONAL DEVELOPMENT IN OTHER FIELDS?

- Through DO 42 s 2017, DepEd adopted the Philippine Professional Standard for Teachers (PPST) . This
articulates what constitutes teacher quality in K-12 Reform across well-defined domains, strands and
indicators that provide measures of professional learning, competent practice, and effective
engagement. The PPST establishes the standards that define teacher quality through four career stages;
Beginning, Proficient, Highly Proficient and Distinguished. It is founded on teaching philosophies of
learner-centeredness, lifelong learning, and inclusiveness, among others. It is operationalized through
various mechanisms including teacher profesaional development programs, career progression and the
assessment of progress of teachers and Learning Action Cells (LAC). Continuing Professional
Development (CPD) as mandated by RA 10912 is also implemented.

2. WHAT IS THE DIFFERENCE BETWEEN TRAINING DESIGN AND TRAINING MATRIX?

- Training Design is developing new training and educational courses and lessons for the existing
employees or target participants. In simplier terms, it is the process of creating a blueprint for the
development of instruction. It determines whether the training is to be conducted in a classroom,
delivered using an electronic format or using some combination of methods. The design process sets the
stage for the development of a program that produces results. Meanwhile, a training matrix, also called
as traininf chart is a tool that is used to track training and skills level within an organization. It has a
variety of supporting gap analysis between required and actual knowledge levels and also tracking level
competencies. Examples are the progress and achievement charts used by the TESDA in their
competency skills training. These two are very essential in conducting seminar in education because it
defines the purpose of the training and the target audience, the goals and objectives, determine the
participants' needs, outline training content, develop activities and the evaluation of outcomes.

5. ELABORATE " Effective leaders must have sound management skills and vice-versa, an effective
manager must be an exceptional leader".
- Effective leaders must possess certain attributes or abilities in order to fulfill specific tasks in an
organization. It includes the capacity to perform duties while avoiding crisis situations and promptly
solving problems when they occur. A leader must know how to relate with their members and deal with
them to allow easy flow of activities. A leader must be equipped with technical, conceptual and
interpersonal skills. Technical skills involve skills that give the managers the ability and the knowledge to
use a variety of techniques to achieve their objectives.Conceptual skills involve the skills managers
present in terms of the knowledge and ability for abstract thinking and formulating ideas. The human or
the interpersonal skills are the skills that present the managers’ ability to interact, work or relate
effectively with people.