EDUCATIONAL LEADERSHIP PROGRAMME

INNOVATIVE

SCHOOL PROJECT

NAME      :   Hadya Abbass Mansoor Fadel

CPR           :   680705171

GROUP         :   A

EMAIL          :   Sameer.63@hotmail.com

SCHOOL      : Sehlla Primary girls School

Submitted to : Dr. Hiron Saleh

Sectoin 1 

The Area of Ghange

Al Sehlaa Primarey Girls School

Established: 1986

Staff:

• One Principal.
• One Vice Principal.
• 13 Administrative Staff.
• 60 Teachers (4 Senior teachers).

School Population: 608 students

Social demographic background:

• Single-sex school (girls).
• Students age is ranging from 6 years to 12 years

Cultural background: parents level of education is a mix , some of them are well educated

    Students are smart and highly active, and the rioters, frequent problems – bold
Enjoy the many talents of students painting – music – Representation – Rhetoric
 
Parents continue to complains on the school which
Cause some problems for schools and doesn’t impose their opinion.
Some of them are educated and provide  good suggestions for the development of work
School from the Schools of the Future
when the row contains an electronic smart board number 1 and number 1 interactive blackboard.
We have 9 active board classes “Grade 1and 2

we have a special budget of some programs that applied in the school   

.

• Al Sehlla  Primary school’s Vision is Easy generous, unique performance, creativity and quality, building director, establish their future bright.
• Al Sehlla  Primary school’s  mission Easy for girls in primary framework of the strategic objectives of its system is a distinct pattern and effective performance, radiates the spirit of creativity and innovation in accordance with the highest standards of quality education desired purpose of building the academic and mental preparation for the male and female psychological and moral right, and upgrading the educational and administrative cadre No. to the highest levels of modern scientific and educational practices of openness to new, And strengthening the role of parents and the community.
  So as to build a promising future, the role adopts a bright primary school in the area of human development.
• Al Sehlla  Primary school’s goals are:

1. 1.    1. Planning strategist
   Educational plane and leadership strategist in the application of educational practices and developed a unique and effective access to quality education and educational work.

2.  . Management employment and educational administrative structure and education

3.  .Resources Management
(School environment) resource development and financial and material resources available in school and ensure their maximum utilization

4.  Teaching and learning strategies
(For teachers) to develop the professional competence of school staff and resettlement training for electronic education

5.   Development and welfare of learners
(For girls) development of teaching and learning processes and improve output

6.  School activities and competitions overall growth of the girls are national, psychological, social and health care, sports and talented

7.  Partnership and interaction with the community to consolidate the partnership and networking
  Between the school and parents, schools and the community cooperating

8.    Improve the quality thinking and a culture of quality in the school system to cover all areas.

9.  Reinforcement of school’s values.

1. 10.                  Improving student’s achievement and inculcate good behavior in students establishing.

Teachers feel bored and frustrated and not like to change teaching strategies, students acting rogue behavior, there are complaints from people constantly on the way teachers teach routine, as well as a decrease in the level of achievement among students, teachers, including new and old did not like to change teaching methods.

Returning to the vision, mission and the Ministry of Education, Kingdom of Bahrain (appendix No. 1) It is through what I was offered the vision, mission of my school in line with the vision, mission of the Ministry of Education

In order to achieve the vision, mission of my school we must work to diagnose Infrastructure

of the school, I have to use value chain analysis to determine the highlighted areas that need to develop and evaluate, and for brevity and focus will turn to just teachers and students:

Teachers

• Lack of discipline
• Pouring lesson
• Lack of controlled School System
• Weak of leadership
• Long time to change
• Senior teachers not help to develop younger teacher
• Not in improving their class pedagogies
• Lack Motivation
• Some teachers motivated by financial gain
• No job satisfaction
• No aspirations
• Traditional Methods

• Proposed actions:

Professional development for the teachers

motivating the teachers by giving bonus and certificates

1. 1.    training workshops

exchanging visits (internal and external)

using technology

offering teacher assistant

offering resources( and technology)

school and department meeting ( for improving)

Setting training in the method of teaching “ students learning centered” methods .

2.  Rewards such as(Bonus and  Certificates)

3.  Changing teacher mindsets, and give them the confidence.

4.  Empowering teacher authority by delegations

5.  Assign action research

6.  Encourage team work and sharing experience

Students

Establish students Council.

Empowering Cooperation between the teachers.

Using ICT

Motivate the teachers and the students.  

Designing school trips and sport activities

Make the students glocal

Improving academic achievements

improving classroom environment

using technologies( electronic learning)

direct experience learning (trip-activities- labs-simulation)

using different  learning styles

participate them in  groups and class activities

giving suitable home works

Enhancing school values:

Respect

Truth

Justic

Integrity

Love

God Fearing

Honesty

Innovation

Cooperation

Aspiration

Belongings Loyalty

Commitment

Citizenship

“SWOT’s focus on the external environment is too narrow Understanding of the educational environment is limited and Greater developments in the sector due to globalization

 We Can also benefit from SWAT to analyses the fact of the school and it was as the following:

Strength

The leadership feel of the real problems and she want to change.

Benefit from the support of parents MOE for good resrcec  .

Encourage teachers to use deferent methods for teaching .

Our  School of the Future (Project of His Majesty the King)

Weakness

The unwillingness of teachers to change.

 Lack of training.

Lack of access to material resources.

Opportunities

The commitment of the MOE to provide support for change

Leadership believing change.

Our  School of the Future

Threat

Teachers resistant

The funding is not enough

Approaches

Teachers committees

Stakeholder participating Contingent leadership.

Areas of concern:
- The unwillingness of teachers to change teaching methods.
- The continued lack of training of teachers.
- Tendency to break and easier to use the roads.
- There is no motivation.
- School culture.
- Not to exploit the material resources.

- Large numbers of students in the class.
- Lack of time.
- The length of the curriculum.
- Do not keep pace with the teacher of globalization and development.
- Non-defined new methods of teaching.

It is important because:
- Large numbers of students impede teacher to change the way teaching.
- Lack of time allowed for the diversification of teaching methods.
- Along the approach trail to the area to go to scientific trips and learning projects.
- Changes in the curriculum in the Kingdom of Bahrain in each year hampers the development methods  of  teaching.

The most important of the proposed improvements:
- Continuous training.
- Using a new method of professional evaluation.
- Change the culture of the school.
- To establish a training center inside the school.
- The employment of technology.
Provide administrative support and encouragement.
- Changing the pattern of management to transfer.

And it is possible to use another model to analyze the school is”Value Chain Analysis

 Which is “The school’s activities can be divided into a series of value-creating stages-Both individual activities as well as the interrelationships among activities within the school, and between the school and stakeholders

For example

Human resources management have a significant impact on internal and external environment to develop teaching strategies for teachers to meet the needs of the labor market, and also have an impact on the operations of the school or within the organizational will contribute to the training of teachers, for example, the continued development and improvement of education system school and working mechanism to exaggerate the role of change, and whenever the management of human resources, intelligence and good tracking of production as a strategic plan to meet the needs of the labor market, and more human resources as a high efficiency of the services provided by the school this is not the only school, but aim to provide better services with the passage of time, and tend to discrimination. It is better to use all these resources, especially the school of the future schools where many of the techniques that encourage the teacher to change the way teaching

Technology:

Technology has given more significant impact in the school where the output for the domestic market very much because the labor market and workers need to know how to use the wonders of technology professionals, will also increase marketing and technology will also provide high-quality services.

.

   After the conclusion of the above we should be appropriate to identify the type of leadership for these changes and to achieve the aims of this plan, and I believe that Transformational  leadership is the better And supported by:

Consultative leadership

Moral Leadership

Instructional leadership

In view of the concerns and issues raised above, the following research questions are constructed:

Students are smart, but rioters It is easy to teach them, and parents is very intervene in matters relating to the teaching of their children.

 principle of the school is newand teachers in the school’s 60 teachers mixer  between the old and new, and few new teachers, some of them with a special activity and some people do not need to experience, teachers of the old  wanted  performance incentives are not frustrated and their equivalents using methods Old teaching in the classroom and searching for the development of their working to earn money.

 Teachers in the school monotonous boring

and need training and skills development and culture of the teacher was very superficial, and always the complaint and resentment, and for good school where they have many potential physical school where Schools of the Future (draft His Majesty the King for the schools of the future) is available in many laboratories .And outputs are learning in school are not high, but nothing lower

As for the parents of the students is very understanding of the complaint and resentment and services provided by the school and interfere in the internal affairs of the school, such as some regulations

and laws that have been developed by the Ministry of Education.

According to the studies of the diversification of teaching methods is important where the study refers to the variety of teaching and learning methods which is used within a course is an important ingredient increating a course with interest to students. A course with a large proportion of its teaching taking place in lectures will need to

have a high level of intrinsic interest to students to keep them engaged. Over the past few years, a wide range of different teaching and learning methods have been introduced and tested, often with the aim of developing skills which more didactic methods are poorly adapted to do. There is a substantial literature on these methods and on how best to use them.( Teaching and Learning Methods and Resources– W. Jones, Senior Lecturer/Senior Research Fellow, Tropical Animal Health)

history of field trips? If we consider the long term, we will realize that children have learned by being with their parents or placed in apprentice situations with employers for most of human history. In a sense, field trips were the norm, until the invention of formal education. I believe it was the Greeks, around the time of Plato, who invented formal schools.
Does this mean, because the history of field trips and apprentice situations is so long, that this is the most effective way to learn? What are the benefits and disadvantages of field trips? What are the benefits and disadvantages of learning in classrooms? And what are the benefits and disadvantages of apprenticeships? L.B. Sharp wrote that what is best learned indoors should be learned there, and what is best learned outdoors should be learned there.( Teaching Methods– http://www.usask.ca/education/coursework/mcvittiej/methods/fieldtrip.html

Section 2 

Method of Research

Research Question

1. 1.    What strategies of the teachers at  sehlla primary girls school?

2.  Why teachers use the traditional strategies of at  sehlla primary girls school?

3.   Why teachers use of new teaching strategies?

Address the problem:
Study the methods of teaching IN Sehlaa Primary School .
The problem:
Noted researcher at the  sehlla primary girls school to use teachers the  traditional method school, and in particular that the future is one of the schools.
The goal of research:
The impact of the use of teachers  traditional method and new method in future .

Data Collection

A survey will be used to collect data from teachers with regard to teaching strategies in the classroom. In addition to this, qualitative data will be collected from teachers, the focused- interviews and one-to-one interview. qualitative data from  teachers will be collected from only Grades 4, 5 and 6 .

Research tools:
Information will be collected in one way  qualitative research and data collection through the interview for the teachers and observation.

Here the to the resolution of questions teachers

What are teaching methods you use uahcually ? why  do you use these methods ?

What new teaching methods you would like to use in the future ? Why?

Analysis

Qualitative Data Analysis

Instrument used in data collection is focused in the interview, the interview with the teachers of grades 4 and 5 and 6 so that the sample included 3 of the fourth grade teachers and teachers of grade 3 and 3 and the fifth of sixth grade teachers.

Findings

With regard to the research questions mentioned earlier, the proceeding descriptions are summary of the findings based on the data analyses above.

Analysis of qualitative data through an interview with 9 teachers from grades fourth, fifth and sixth 

Indicated the types of strategies that teachers Itkhaddmunha in the course of teaching I have noted through interviews that some teachers know the name of the strategies used by faculty and some had to worry what the majority say in what they say they were

The teaching methods you use uacually

Collaborative learn in

*Songs
*Technology
*Lecture
*Dialogue
*Conclusion
*Extrapolation
*Painting
*Representation
*Play
*Interactive Chalkboard
*Cognitive map
*Contests
*Brainstorming
*Scientific experiments
*Symposium

why  do you use these methods 

The teachers are several reasons for the use of such strategies in the teaching

Students express an opinion
Taking into account individual differences
The development of students
To understand the lessons focused

What new teaching methods you would like to use in the fucher ?

Parameters Astaadahn initiated the use of new teaching methods in the next year, according to Maeronp the importance of the application of different types of teaching strategies

Active board *
Listen *
Representation *
Alchort Program(Thinking Scills) *
*Flights
*Festivals
*Chat rooms
*Creative learning
*Symposium

Why 

The reasons for selecting the new strategies  in the future to the following reasons 

The reasons given by teachers to new teaching strategies to above include the following

*Exciting interactive blackboard
*The use of technology
A student is the *
*Active participant of the pupils in the classroom
*Responsibility
*Extend awareness
*Modern methods
*To change
*Learning new things
*Facilitate the delivery of information
*To apply what was learned
*Increased stimulation

Section 3

THE Change Programme

- Improvements in the teaching process by changing the pattern of student participation in class, in line with global changes and technological development, which called for a new educational strategy  For example, the student is the focus of the educational process.

-

Objectives of the project:
-

- Raise the level of educational attainment

Provide opportunities for teachers to exchange experiences, including teaching, teacher education and development of knowledge.
2. To improve teaching.
3. To improve the performance of students in grades education.
5. To increase the capacity of schools to improve academic achievement of students

However, there are some potential barriers to this in the application of this program include:
1 – the unwillingness of teachers to change their teaching style.
2 – lack of time.
3 – Non-initiative by the teachers to develop their skills.
4 – lack of appreciation of the value of teachers in the school, technological capabilities (interactive blackboard)
5 – the tendency of teachers to teaching methods easy.
6 – the spread of culture among school teachers, which calls for not only change and what they did.

The diagram below explains how this program can be applied and the factors that contribute to the achievement

Figure 1: theoretical model for the development of teaching strategies.

• the adoption of transformational leadership, which gives more decision-making capacity of older teachers to facilitate community groups to reflect practitioners. And teachers will be increased capacity for decision-making for changes in teaching, but a cooperative manner and through working groups in the school.
• establish a training center inside the school.
• obtain the support of government agencies to train teachers and develop their skills.
• provide administrative support necessary to encourage the use of new strategy and a variety of workshops and dissemination of a culture of change and the estimated certification, incentives and rewards for the trainees.
- The work of reciprocal visits between the teachers.
- Take advantage of the possibilities available material, such as the blackboard at school and interactive class mail.
• intensification of e-learning courses.
- Curriculum development and teacher in the capacity of innovation in teaching.
-Study meetings

-Positions to provide education and analysis

-Net work

-Dictation on line

Encourage them to make action research about new strategy

-Exchange reflection on visit class lesson.

- Team work

- Encourage them cooperation between teachers

- Set a time at morning to Exchange idea .

To measure the effectiveness of the program of change in teaching methods:
- Conduct interviews with teachers, students and parents. In addition, focus group interviews to be conducted on a sample of students in a class of fourth, fifth and sixth.
- Students to compare the results of two years (prior to the implementation of the program and post-implementation)
- Creating a new form of professional assessment of the performance of teachers in the classroom

-To reduce complaints from parents

-The confidence of parents about school

Timeline of the Change Programme 

REFERENCES

**http://www.tla.ed.ac.uk/resources/course-org/Chapter8.pdf

**http://www.usask.ca/education/coursework/mcvittiej/methods/fieldtrip.html

• MOE  Vision:

Our educational vision is to equip Bahraini people with the high capabilities and skills to enable them to contribute to the National Development Process and are who are able to achieve their objectives in a quality and professional way through enhancing educational capacity building to develop information economy based on innovation that Bahrain aiming in order to absorb the evolving technologies and to integrate it within the local environment.

• MOE  Mission

Ministry of Education Mission is to ensure the provision of the right education for all Bahraini citizens for eternity. In addition, to improve, enhance and develop it in order to meet the market needs so that in the end we have an intellectual and educated citizen, integrated with knowledge and capability to perform his/her job efficiently reinforced with the faith of Islamic religion and patriotism to his country, Islamic nations and the International Community. Further, the Ministry of Education will provide the Bahraini citizens with the latest Information Technology (IT) in order to meet the global development, and a open-minded person to enable him to face the challenges.

**FOCUSED GROUP INTERVIEW GUIDE (TEACHERS)

1-  What are teaching methods you use uahcually ? why  do you use these methods ?

2-  What new teaching methods you would like to use in the future ? Why?

** FOCUSED  MY  BLOG

(  hadyaabbassfadel.wordpress)

No —-3772——– word

  Individual Learning Portfolio

  Done by Hadya  Abbass 

  Most important module

  •Leader Ship Type •I am In which kind •Change management •How can school principals successfully to  re-culture schools . •Type of leadership prefer. 

  Why?  -To change student result -Change school to butter -To hear and learn.

  How? •Bullet good relationship •Use good communicate skills •Delicate responsibility •School Culture 

M5—  Leading and Managing Information and Communication Technology

  1.I learn how to use ICT in school. 2.How can we introduce ICT in learning 3.How important ICT in learning . 4.Using different models of learning to introduce ICT in current and future learning in school

  Why? *Information and Technology -*Student learning through technology -*Digital student -ICT is important

  How? •Active board •Blog •Chatting •Using  ICT  in lesson

  M6 –Educational Leadership for Student Learning

  •1. Knowing Gardener Throes. •2. How do we know that student is learning  •3. Analysis the student behavior.  •4.Knowing every effects for student in the classroom (student- Teacher- Strategies- environment ) •5. How can I know myself (visual – Sensory…)

  -Globalization
-Individual differences  between students -life long learning

  How? -* Gardener Throes -*Body language for student.

M8   Ethics and Law in Education

  •Give anew vision to analyses problems. •I learn how can I analyses and solve school  problems.

  Why? Low risk Solve problem Knowing responsibility Standard of care required

  How? •Responsibility •New school culture

M9–  Teacher Professional Development

  Knowing the design for the professional development.     *    Know throes about professional development.     *  The benefit for professional development( student- teacher- school)     * what teachers need.     *How can I develop teachers and encourage them.  

  Why? * . Cooperative workshops *Good leader *Good result for student *Develop teachers

  How? *Coaching *Mentoring *Conference talk

  the key learning points or experiences

  •I learn how to be active •I learn how to learn from others •I learn how to change  my idea •Many value •Experience from different type of schools •How to research. •Good Listener

  Personal and professional value

  •Helpful •Confidence •Learn to other person  • Lovely and Friendly •Cooperation- team work •How to be Leadership model •Encourage people to work •Motivation

THE KINGDOM OF BAHRAIN

EDUCATIONAL LEADERSHIP PROGRAMME

Assiment  module 10

EDUCATIONAL LEADERSHIP FOR PERFOMANCE IN SCHOOLS

360 degree
Performance Appraisal Process

Dr. Vicente Reyes 

Written by:

NAME      :   Hadya  Abbass  Mansoor  Fadel

CPR         :   680705171

GROUP       :   A

EMAIL     :   Sameer.63@hotmail.com

SCHOOL     : Sehlla Primary girls School

         LECTURER/S : Dr. Vicente Chua Reyes

      360    performance appraisals

performance appraisals, performance evaluation and assessment of job skills, personality and behavior – and tips for ’360 degree feedback’, ’360° appraisals’, ‘skill-set’ assessment and training needs analysis tips and tools.

Performance appraisals are important for staff motivation, attitude and behaviour development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

The basic concept in 360 Performance Appraisal of soliciting performance feedback not only from our supervisor but also from our customers, employees, peers.

When designing or planning and conducting appraisals, seek to help the ‘whole-person’ to grow in whatever direction they want, not just to identify obviously relevant work skills training. Increasingly, the best employers recognise that growing the ‘whole person’ promotes positive attitudes, advancement, motivation, and also develops lots of new skills that can be surprisingly relevant to working productively and effectively in any sort of organisation.

effective performance appraisals

Aside from formal traditional (annual, six-monthly, quarterly, or monthly) performance appraisals, there are many different methods of performance evaluation. The use of any of these methods depends on the purpose of the evaluation, the individual, the assessor, and the environment.

types of performance and aptitude assessments, including formal performance appraisals

Formal annual performance appraisals

Probationary reviews

Informal one-to-one review discussions

Counselling meetings

Observation on the job

Skill- or job-related tests

Assignment or task followed by review, including secondments (temporary job cover or transfer)

Assessment centres, including observed group exercises, tests presentations, etc.

Survey of opinion of others who have dealings with the individual

Psychometric tests and other behavioural

360 Degree Feedback (360 Degree Review)360 degree feedback is the most comprehensive and costly type of appraisal. It includes self ratings, peer review, and upward assessments; feedback is sought from everyone. It gives people a chance to know how they are seen by others; to see their skills and style; and may improve communications between people.

360 degree feedback helps by bringing out every aspect of an employee’s life. Cooperation with people outside their department, helpfulness towards customers and vendors, etc. may not be rewarded by other types of appraisal. This system also helps those who have conflicts with their manager.

360 degree feedback generally has high employee involvement and credibility; may have the strongest impact on behavior and performance; and may greatly increase communication and shared goals. It provides people with a good all-around perspective.

360 Performance Appraisal Process consist of:

1-   Measuring the actual performance.

2- Communicating standards and expectations. 

3- Establishing performance standards.

4- Decision making on developmental actions 

5- Discussing results and feedback 

6- Comparing standards.

Advantages

As a tool for performance management 360 degree feed back has the following advantages:

1-It enhances performance quality

2-Provides specific, itemized performance feedback.

3-Identifies the target development areas.

4-It can be a strong motivational tool.

5-Facilitates performance improvement be pinpointing the areas that need improvement.

6-Is useful in measuring the effectiveness of training programs.

7-It enhances self-knowledge.

-8It is supportive to continuous learning.

9-It improves the reliability and validity of performance information.

Disadvantages

360 degree feedback is not, however, without drawbacks; some of which may be:

1-It might result in the undermining of authority of managers due to the pressure of upward appraisal.

2-Low evaluation might result in loss of credibility among subordinates.

3-Managers may focus on trying to please subordinates in order to get higher appraisals.

4-It cannot be used as an absolute measure of job-specific skills.

5-Managers may be at a loss on how to interpret ratings from subordinates relative to those from superiors and peers.

.

Environment/Context:

Al Sehlaa Primarey Girls School

School Location : is situated in Al Sehlaa village in the Kingdom of Bahrain in the north governorate and it serves foue villages: Al Sehlaa Aljanobea , Al Sehlaa Al samaleya , Abou Qowaa and Jabalat Habshi.

Established: 1986

Staff:

• One Principal.
• One Vice Principal.
• 13 Administrative Staff.
• 60 Teachers (4 Senior teachers).

School Population: 608 students

Social demographic background:

• Single-sex school (girls).
• Students age is ranging from 6 years to 12 years

Cultural background: parents level of education is a mix , some of them are well educated .

Raters:

Principal 

• Years of Teaching Experience: 20 years.

• Years of School Leadership Experience: 3 years.

• University degree: Bachelor in Social.

• Development courses completed: All the courses
• Conducted by the MOE.

• Years of experience in the present school: 3 years.

Senior Teacher

• Years of Teaching Experience10 years.
•  
• Years of School Leadership Experience: -6
• University degree: Bachelor in Education
• Development courses completed: all the courses
• Conducted by the MOE.
•  
• Years of experience in the present school: 6 year.

Teacher

• Years of Teaching Experience12 years.
• University degree: Bachelor in Religion
• Development courses completed: all the courses
• Conducted by the MOE.
• Years of experience in the present school: 5 year.

Ratee:

My Self

• - Experience:
• -  I was:
  • Teacher for 15 years
  • School Leader for 3 years.

• - Years of Experience: 18
• - University degree: Bachelor in Education
• - Development courses completed:
  • All the courses conducted by the MOE.
  • Administrative Apprenticeship program.
  • ICDL
  • Educational Leadership Programme 2008-2009.

• - Years of experience in the present school: 3 years.

Performance Appraisal Process

1-     Firstly I translated the 360 degree performance  in Arabic .

2-      I met  the raters and discussed with them the 360 degree Performance Appraisal to explain what is required and they are surprised about forms.

3-     I gave the 360 degree Performance Appraisal questionnaire to the raters who include: my Superior (Principal)  – The  Teacher  -  my subordinate (Senior Teacher)

4-     I made a self-reported assessment of the 360 degree PA questionnaire.

5-     I conducted all the assessments and discussed the evaluations (meeting) with all the raters in approximately Two days.

The “360 degree performance appraisal” questions are:

Results of the Performance Appraisal

Senior Teacher

Results of the Performance Appraisal

Teacher

Results of the Performance Appraisal

Final results of the Performance Appraisal:

Reflections:

1-       Inspires people: there was an agreement between the my  opinion and the opinion of the raters.

2-       Sets specific goals: Obtained the agreement of all.

     3- Established clear priorities:   There is a difference between the view , some of them, then I need for the coming years to focus on identifying priorities for action.

4-   Using 360-degree appraisals provides to me a broader view of my performance because each rater offers me a new, unique view, it produces a more complete picture of my performance

5-    The results of the resident was correct to some extent,  all of them  agreed with me that I  mostly acts fairly and does not show favoritism to some employees , and I often establishes clear priorities when multiple goals conflict .

The answers were similar about Inspiring people to want to be part of a team and appropriately delegates. It is between always and often, that means I have a great ability of this, but still need to develop it to the better.

The Similarity in the evaluation was in the second point, because my principle see that I always  did not sets specific personal goals for the organization and also senior teacher and me and teacher, while the rest see that  happen only sometimes, and  appropriately delegates some of them say I do it sometimes.

  from the other hand, all agreed that I prepares and manages a realistic budget for his or her responsibility area in always.

In any case, this requires me to focus on these two points for the development of my performance.

6-This tool can succeed only if the rater spent a long time with the ratee and knows him very will and explore his characteristics and abilities and working to other in many years and making deluge with use  .

7- The 360-degree appraisal facilitates greater my self-development. It enables me to compare my own perceptions with the perception of others on my skills, styles, and performance .

8- The 360-degree appraisal encourage me on self evaluation and  listening to he people who actually deal with me  each day because they create a pool of information and perspectives on which I may act

9-There are other an ordinary performance appraisal models in the Kingdom of Bahrain (from the MOE) which are :

• Assessments for the new teachers.
• Assessments for every teacher at the end of each year.
• Assessments for every teacher at class visit.
• Assessments from the Senior teacher to her teachers.
• Self assessments when conducting new position   (from Senior teacher to Vice Principal for instance).

      10- The 360-degree appraisal focus the strength and weakness for my work.

Finally I think that the “360 degree performance appraisal” is a helpful tool for achieving the goal of improved performance for the rate and Provides a picture of me again how he sees the other practical and help me in developing my career in management, as well as a culture different from those published previously as limiting the President’s assessment of the subordinates.

.

References:

1-Module 10 / Topic 3.

2- http://www.businessballs.com/performanceappraisals.htm

3-http://www.managerwise.com/article.phtml?id=128

4-http://www.toolpack.com/performance.html

5-http://blog.benifys.com/?p=147

Total Number of Words:          1742