AXEL N.

ROVELO
MAED (EDUC 226)
Supervisory Challenges

Supervision can be defined as a work of ensuring the implementation of the

educational mission of a school by overseeing, equipping, and empowering
teachers to provide meaningful learning experiences for students. The main
purpose of supervision in the field is to ensure the quality of education in schools
and provide assistance to teachers to meet the learning needs of the students.
Today, educational system will not function to the fullest if administrators
are not equipped with skills in supervision. Effective and efficient administrators
know how to deal with issues and concerns that are related to teachers and
students. They also need to mobilize resources in improving the school.
Supervision is not an easy task for the administrators they are facing
problems that might affect the teaching learning process delivery. Supervisors in
the field are facing inadequate training which also includes lack of resources
needed for supervision, the uncooperative of some teachers in the field adds
burden to supervisors.
Nowadays, supervisors faced so many challenges in performing
supervisory duties which includes lack of supervision preparation, weak
relationship to teachers and stakeholders, lack of support from supervisors in
higher office. The overwhelming workload of supervisors on the field including
administrative routine affects the duty of the supervisors.
In addition, supervisors are challenged by the un-cooperative attitudes of
teachers in the form of unpreparedness to write lesson notes, inefficient use of
teaching hours, lateness and absenteeism.

Reference
https://www.sciencedirect.com/science/article/pii/
S2405844021009981#:~:text=(2020)%20revealed%20that%20the%20key,lack
%20of%20resources%20for%20supervision.
 Supervisory Functions, Roles and Responsibilities

Supervision involves the process of checking, the positive implementation

of curriculum assisting those implementing the curriculum. It is an inspective and
supervise action aimed at achieving organizational goals. The inspection aspect
deals with fact finding and the assistance aspect is concerned with the
establishment of a positive superior and subordinate relationship, with special
emphasis on specialization directed towards utilization of available human and
materials resources in achieving organizational goals.
Generally, the primary roles and function of an educational supervisor is to
oversee and provide assistance to teachers, provides instructions that are related
on the curriculum, and also to ensure that the instructions were followed to meet
the needs of the teachers and students.
However, in the past years supervision undergone several changes. This
changes brough new principles and development that rises in the organization.
This resulted to more complex task that a supervisor must do plus The
overwhelming workload of supervisors on the field including administrative
routine affects the duty of the supervisors.
In addition, supervisors performs the role of Counselor wherein he
promotes good relationship, craft and implement plan and plot work schedule to
delegate duties to the working group. Lastly, a supervisor acts as a go between
the management and workers whereby he/she communicates the policies of the
organizations to the workers and as well, reports workers problems to the
management.
At this point, it is crucial to reiterate the fact that while supervisors may be
trained in order to perform their functions well, we may not forget to mention that
there is other hidden elements that need to put into consideration

Reference
https://files.eric.ed.gov/fulltext/ED496263.pdf
 Performance Management
Performance management is an ongoing process of communication
between a supervisor and an employee that occurs throughout the year, in
support of accomplishing the strategic objectives of the organization. The
communication process includes clarifying expectations, setting objectives,
identifying goals, providing feedback, and reviewing results.
Nowadays, performance management system is being utilized by
organization to collectively and effectively achieved the organizations’ goal.
Performance management enables the individual, and even the organizations
performance to the fullest. The least focus areas within an organization can be
identify easier, it also helps the organization to predict future performance. Using
performance management in improving organization productivity requires series
of planning which includes setting of long-term object. It should cater teachers,
learners and stakeholders.
According to Mithas, Ramasubbu, & Sambamurthy (2011), an
organization must design the performance management system based on
extensive research about the organization’s mission, and then properly
communicate the purpose of the system to employees, stakeholders, and
decision makers. Performance management must be evaluated properly, the
result can be used can be a basis for conduct innovations and other related
studies.
Performance management can be the basis on who should be trained and
in what areas, which employees should be rewarded, and what type of skills are
lacking a t the organization or unit level. Thus, performance management also
provides information on the type of employees that should be hired. Performance
management systems provide critical information that allows organizations to
make sound decisions regarding their people resource.

References
https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/
managing-successfully/performance-management/concepts

https://www.123helpme.com/essay/Performance-Management-Assignment-
503547
 Pursuing Continual Improvements
The term continuous improvement can be very abstract if not placed in a specific
context. Explained shortly, it is a never-ending strive for perfection in everything you do.
In Lean management, continuous improvement is also known as Kaizen.
In education improvement can be implemented anytime to improve the existing
process or practice. Therefore, educational leaders must acknowledge that some
programs and projects might fail, as it is part of the learning process. Proper
management and attitude towards change will help the whole organization in pursuing
Continuous Improvement.
The Department of Education in partnership with Basic Education Sector
Transformation (BEST) spearheaded the conduct of Training on Basic Continuous
Improvement (CI). Continuous Improvement (CI) is a methodology which continually
assesses, analyzes and acts on the improvement of key processes focusing on both the
customer needs and the desired performance that enliven DepEd’s commitment to build
a culture of continuous learning and improvement. It is in this line that CI’s context is
integrated in the learning environment to better respond to the changing times and to
mobilize the vision of shaping a culture that will have direct and relevant impact to the
learners.
Our school Mobo National High School is recognized by the Regional Office as
one of the pioneer implementers of Continual Improvements. We are conducting
Innovations and Studies related to CI. The faculty and staff recognize the results of the
Continual Improvements in both Teaching-learning process and administration.

Reference:
https://www.deped.gov.ph/2015/11/09/84351/
https://kanbanize.com/lean-management/improvement/what-is-continuous-improvement
 Arnstein's Ladder of Participation
Proposed by Sherry Arnstein in 1969, the Ladder of Citizen Participation is
one of the most widely referenced and influential models in the field of democratic
public participation. For local leaders, organizers, and facilitators who want to
understand foundational theories of public engagement and participation, and the
ways in which empowered public institutions and officials deny power to citizens,
Arnstein’s seminal article is essential reading
Arnstein’s penetrating, no-nonsense, even pugnacious analysis advanced a
central argument that remains as relevant today as it was in 1969: citizen
participation in democratic processes, if it is to be considered “participation” in any
genuine or practice sense, requires the redistribution of power. In Arnstein’s
formulation, citizen participation is citizen power. Without an authentic reallocation
of power—in the form of money or decision-making authority, for example—
participation merely “allows the powerholders to claim that all sides were
considered, but makes it possible for only some of those sides to benefit. It
maintains the status quo.”
Today, educational institution promotes citizen participation towards the
realization of educational goal. Thus, enabling full participation and involvement of
citizen in the programs and projects process including decision making. By this, we
can promote a democratic environment which promote a responsible citizen
participation and engagement.
Arnstein used a ladder to demonstrate her point, and quite often it’s labelled
as a  ‘provocative’ take on engagement as it presents the relationship between
power, community and government in relation to increasing access to decision-
making power, but we believe true power lies in a legitimately collaborative
approach.
 The Three Types of Employees
All employees in a workplace have different personalities towards their job.
Everyone had various goals and purpose in getting the job done. Moreover, if you have
leadership responsibilities over others, knowing the core personality traits of the people
around you help you to relate to them effectively and empathetically. With this,
employees work effectively and in return, the company that they are working will benefit
from better performance levels and outcomes.

Luis E. Romero, an MIT-trained Economist and a professional speaker have

identified three basic types of employees in terms of their core personality traits
affecting performance, that is, their commitment to performance excellence, willingness
to improve and general ethics. The three types of employees were namely The
Freeloader, The Worker, and The Entrepreneur. These types of employees are very
different from each other in terms goals and attitude towards their job.

The Freeloader is the type of worker who is only interested to work just for the
income and only if they have to. On the other hand, The Worker type of employee is
who do feel the need to be useful and would rather work for an income than be paid for
nothing. Within them, the basic need for financial survival has been replaced with a
sense of dignity grounded in the conviction to make an honest living and to give a good
example. Then, The Entrepreneur type is the one pursuing a higher purpose. In other
words, their main motivation transcends the need for money and their idea of being
useful is intrinsically tied to doing something that they love. In short, they have a clear
personal mission and vision. But regardless of the types of employees someone is,
leaders should assess every employee fairly and be given incentives or rewards based
from their level of performance.
 Employee Engagement
Does employee’s happiness can be considered employee engagement? Does
employee’s satisfaction can be considered employee engagement? The answer to
these questions is no, because employee engagement is the emotional commitment the
employee has to the organization and its goals. It is based on trust, integrity, two-way
commitment and communication between an organization and its members.

Employee engagement dealt with ensuring that everything they do is infused with
purpose, energy, and enthusiasm. Engaged employees build emotional commitment to
their organization and draws a link between their work and their main purpose. They
have clear understanding of one’s role and responsibilities, work with dedication, and
value the results of every job.

As an employee of an institution, employee engagement is an outcome that depends on

the actions of an organization. The way the organization treats their employees affect
their performance and attitudes towards the job. For many employees, it is important
that their leaders or the organization itself listen and value their opinions. In this way,
they feel belongingness and seek out higher level of performance in accordance with
the organization’s goals.

Fresia Jackson said, “People who are engaged feel energized by their work and
actually maintain positive mental health. They do more good deeds at work, like helping
a new hire get acclimated (without being asked). People also work in a state of flow
when they feel engaged; time passes, and they’re absorbed in their work”. With this,
employee engagement does not only have a positive effect to the organization but also
to the employees.
 Five Keys that Drives Employee Engagement
People engage their full potential and dedicate their full self to their work regardless of
the compensation and work loads when they have the drive or motivation. It is critical to
every institution to maintain their employee’s engagement, as highly engaged
employees produce better results. Furthermore, these kinds of employees help the
institution to achieve their goals and sustain the camaraderie among their fellow and
leaders.

According to the recently released book Engagement MAGIC: Five Keys for Engaging
Organizations, Leaders, and Individuals, there are five keys that drives employee
engagement that can help every institution to create a better environment for their
employees. These five keys are called MAGIC, that stands for Meaning, Autonomy,
Growth, Impact, and Connection. Meaning pertains to the purpose of your work beyond
the job itself. This is where an employee or leader dedicate himself to work beyond the
assigned task for the betterment of the company. On the other hand, Autonomy is the
ability to control and shape one’s role and environment in a way that best uses one’s
talents and preferences to produce optimal results. Another key is the Growth, wherein
companies or institutions support the professional development of every employee.
Employees are given chance of becoming better tomorrow than they are today, both
professionally and personally. Next is Impact that means causing and being a part of
results; seeing positive and worthwhile outcomes of one’s efforts. Lastly is the
Connection that pertains to a sense of belonging to something greater than oneself.

With the aforementioned keys, does company ensures the employees engagement and
participation in achieving their goals? The answer is yes. Institutions should ensure that
their employees find MAGIC in their workplace and in return, surely, they will invest their
best efforts and their selves in every work they do.