9780962189487

Blueprint for Action : Achieving Center-Based Change Through Staff Development

by
  • ISBN13:

    9780962189487

  • ISBN10:

    0962189480

  • Edition: 2nd
  • Format: Paperback
  • Copyright: 6/1/2005
  • Publisher: New Horizons
  • View Upgraded Edition

Note: Supplemental materials are not guaranteed with Rental or Used book purchases.

Purchase Benefits

  • Free Shipping On Orders Over $59!
    Your order must be $59 or more to qualify for free economy shipping. Bulk sales, PO's, Marketplace items, eBooks and apparel do not qualify for this offer.
  • Get Rewarded for Ordering Your Textbooks! Enroll Now
  • We Buy This Book Back!
    In-Store Credit: $5.25
    Check/Direct Deposit: $5.00
List Price: $48.00 Save up to $28.80
  • Rent Book $19.20
    Add to Cart Free Shipping

    TERM
    PRICE
    DUE
    HURRY! ONLY 1 COPY IN STOCK AT THIS PRICE

Supplemental Materials

What is included with this book?

  • The Used and Rental copies of this book are not guaranteed to include any supplemental materials. Typically, only the book itself is included. This is true even if the title states it includes any access cards, study guides, lab manuals, CDs, etc.

Table of Contents

Introduction 1(4)
Child Care Centers as Organizations: A Social Systems Perspective
5(16)
What Is a System?
5(1)
Components of the System
6(11)
External Environment (the Outside World)
6(4)
People (the Cast of Characters)
10(1)
Structure (Formal and Informal Arrangements)
11(2)
Processes (How Things Get Done)
13(1)
Culture (What Makes the Center Unique)
14(2)
Outcomes (the Effects of the Program)
16(1)
Characteristics of Centers When Viewed as Social Systems
17(1)
Change in One Component Has an Effect on Other Components
17(1)
Organizational Equilibrium Is a Desirable Goal
17(1)
Organizations Must Change and Adapt
18(1)
Organizational Health Is Related to the Congruence Between Components
18(1)
A Final Word
18(3)
The Dynamics of Organizational Change
21(12)
What is Change?
21(2)
The Impetus for Change
23(1)
The Magnitude of Change
23(1)
The Nature of Change
23(2)
Change Is a Process, Not an Event
24(1)
What Works Well in One Setting May Not in Another
24(1)
Success Depends on the Felt Need for Change
24(1)
All Change Isn't Necessarily Good
25(1)
Change Has a Ripple Effect
25(1)
Change Is Highly Personal
25(1)
Models of Change
25(4)
Top-Down Change
25(2)
Bottom-Up Change
27(1)
Collaborative Change
28(1)
Factors Influencing the Adoption of Innovations
29(2)
Attributes of the Innovation
29(2)
The Center Improvement Process
31(1)
A Final Word
32(1)
The Director's Role in the Change Process
33(18)
The Director as Change Agent
33(6)
Building a Vision for Change
34(2)
Serving as a Catalyst for Change
36(1)
Creating the Climate for Change
36(2)
Providing Resources, Support, and Recognition
38(1)
Managing (and Protecting) Time
38(1)
The Challenge of Balancing Individual and Organizational Needs
39(1)
Leadership Behavior
39(1)
Managing the Change Process
40(3)
Transition Phases
40(2)
Critical Elements to Ensure Success
42(1)
Change Viewed From a Systems Perspective: Linking People, Structure, and Processes
43(4)
People Strategies
44(2)
Structural Strategies
46(1)
Process Strategies
46(1)
Tuning in to Staff's Levels of Concern
47(2)
A Final Word
49(2)
Assessing Organizational Needs
51(24)
Why Is Organizational Assessment Important?
51(1)
Diagnosing a Center's Need for Change
52(10)
Pinpointing Problems
52(6)
Collecting Accurate Data
58(2)
Different Approaches for Data Collection
60(2)
Tools for Assessing Organizational Needs
62(3)
Organizational Climate
63(1)
Leadership Style
63(1)
Goal Consensus and Communication Processes
63(1)
Collegiality and Collaboration
63(1)
Decision-Making Processes
63(1)
Supervision and Evaluation Processes
64(1)
Organizational Norms
64(1)
Group Meeting Processes
64(1)
Parent Satisfaction
65(1)
Moving Forward: Considering Different Strategies for Change
65(9)
Analyzing the Situation: Assessing Helping and Hindering Forces
65(1)
Generating Possible Solutions: Weighing Alternatives
66(1)
Developing an Action Plan
66(3)
Implementing the Action Plan
69(1)
Evaluating Progress
69(5)
A Final Word
74(1)
Assessing Individual Needs
75(28)
Adults as Individuals
75(23)
Personal History
75(1)
Educational Level, Specialized Training, and Work Experience
76(1)
Knowledge and Skill
77(1)
Interests and Special Talents
77(1)
Beliefs and Values
77(2)
Dispositions
79(1)
Flexibility and Openness to Change
79(1)
Energy Level
80(1)
Cognitive Capacity
80(1)
Learning Style
81(4)
Psychological Type
85(1)
Communication Style
85(3)
Self-Efficacy
88(2)
Needs and Expectations
90(1)
Adult Development Stage
91(1)
Career Stage
92(3)
Level of Commitment
95(1)
Level of Motivation
96(1)
Professional Orientation
97(1)
Concomitant Roles
98(1)
Tools for Assessing Individual Needs
98(3)
Preschool Teaching Practices
99(1)
Infant-Toddler Teaching Practices
99(1)
Learning Style
99(1)
Psychological Type
99(1)
Beliefs and Values
99(1)
Communication Style
99(1)
Job Satisfaction
99(1)
Professional Orientation
100(1)
Role Clarity
100(1)
Organizational Commitment
100(1)
Perceived Problems
100(1)
Flexibility and Openness to Change
100(1)
A Final Word
101(2)
Implementing an Individualized Model of Staff Development
103(30)
Facilitating Change in Individuals
103(11)
Underlying Assumptions
104(2)
Supervisory Style
106(4)
Staff Development Strategies
110(3)
Staff Development Content Areas
113(1)
Implementing Individualized Staff Development
114(6)
Gathering Data
114(2)
Compiling an Individual Profile
116(1)
Conducting a Planning Conference
116(2)
Developing a Goals Blueprint
118(1)
Writing a Staff Development Action Plan
118(2)
Implementing the Action Plan
120(1)
Evaluating Progress
120(1)
A Final Word
120(13)
Linking Staff Development to Performance Appraisal and a Career Ladder
133(26)
Linking Staff Development to Performance Appraisal
133(14)
Principles Underlying Effective Performance Appraisal
134(7)
Conducting the Performance Appraisal Conference
141(5)
Common Errors in Conducting Performance Appraisal
146(1)
Refining Your Present Performance Appraisal System
147(1)
Linking Staff Development to Your Center's Career Ladder
147(10)
Assumptions About Career Ladders
148(1)
Developing a Career Ladder for Your Center
149(8)
A Final Word
157(2)
Connecting Individual and Organizational Needs
159(12)
Overcoming Resistance to Change
159(4)
Tuning in to the Psychological Element
159(2)
Understanding the Risk-of-Failure Factor
161(1)
Acknowledging Change as Loss
162(1)
Accepting the Fact That Not Everyone Sees Things the Same Way
162(1)
Establishing a Collaborative Environment
163(2)
Working Toward a Common Vision---Achieving Goal Consensus
163(1)
Involving Staff in Decision Making
163(1)
Setting Conditions for Collaboration
163(2)
What Have We Learned from The Children's Corner?
165(4)
A Final Word
169(2)
References 171(10)
Appendix A. Assessment Tools 181(106)
Appendix B. Worksheets 287

Rewards Program

Write a Review