WORLD EDUCATION CONNECT

 MULTIDISCIPLINARY E-PUBLICATION 

ISSN (Online) 2799-0842

ISSN (Print) 2799-130X

Vol. II Issue XII (Dec. 2022)

International Circulation


Table of Contents:

FACING THREATS IN MANAGEMENT 


RONAN E. PEREZ

Maliwalo, Tarlac City


Lack of accountability in education endangers general societal well-being by eroding community cohesion and exacerbating disparities. Following the identification of priority problems in a regionally required output, professionals could use devices that promote openness and accountability to combat immoral behavior. Dishonesty as well as other educational infringements are case studies; corruption, nepotism, and favoritism in school applications, instructor consultations, and licensing of educational facilities; as well as bid-rigging in schoolbook and school supply acquisition.

Evaluating threats and developing prevention measures should be a practice that is possessed and prompted domestically. Interested parties could perhaps participate in the conversation and common understanding constructing to determine which troubles should always be prioritized, keeping in mind the immediacy and ideological viability of various anti-corruption schemes. The frame of reference visualization, which employs equipment such as public policy analysis, authority and impact assessment, and the sincerity of the Education Systems approach, can assist practitioners in identifying corruption issues in education.

Anti-corruption initiatives should include tracking, appraisal, and studying so that metrics can respond to changing team comprises. ICTs, collaborative budget management, Government Spending Traceability Assessments, and social evaluations can all be used in anti-corruption approaches in education. They can provide expert advice for political science assessment methods, system design, and other methods of evaluating threats. To confront different facets of inequality of opportunity and risk, evaluation should draw on complementarities with a gender perspective and basic dignity strategies.

Abuse of power in the school system is extremely detrimental because it can result in a poor education system, poor performance, and school dropout rates. Admission of schoolchildren for funds or as a favor to relatives is an example of hypocrisy in schooling, as is the conferment of unearned pass points in exchange for sexual favors.

The United Nations Convention Against Corruption (UNCAC) does not provide a precise meaning of "bribery." Instead, it characterizes different types of misconduct and categorizes them as criminal offenses. Bribery and misappropriation of funds (both in the public and private sectors), trading in impact, the violence of operations, and unlawful enrichment are examples.

Fraud is the practice of using threats of force, violent behavior, or risks against the other person in order to obtain anything from them. Fraud is defined as any type of deception aimed at achieving a monetary gain. If a community college or other academic establishment creates and distributes fake degrees, this may comprise an abusive behavior or process violation under UNCAC article 19.  Whenever the coercion is sexually suggestive, it is referred to as associated with sex extortion, or sextortion.

 



THE GROUNDWORK 


John Eric M. Bonifacio

Administrative Aide 1

LGU-Ramos

Maliwalo, Tarlac City


Throughout the context of education, planning entails the process of establishing goals and determining how to achieve them. It entails planning ahead of time what will be taught, how it will be taught, who will be taught, and how the recipient will be evaluated. Planning begins the process of learning and instruction and transcends every level of education across all subject areas.

In the context of education, planning entails the process of establishing objectives and determining how to achieve them. It entails deciding ahead of time what will be told, how will it be taught, who will be taught, and how the recipient will be evaluated. The planner is the beginning of the teaching and learning process, and it inhabits academic programs and all subject areas.

Outlining is a high-level overview of the curriculum, including desired outcomes, learning objectives, and so on. The relevant information required is where you end up deciding who and how you will carry out your plan. Mapping refers to the method of mapping what you have concluded with what you would choose to achieve. If they don't match, reconsider your choice.

Knowing the timetable can work with you to create more effectively. Your plan's effectiveness is dependent on wisely distributing the curriculum throughout the year/semester. Analyze the significance of each component and decide how many hours individuals want to devote to each topic. Determine that whatever parts can sometimes be missed or omitted if time is of the essence. Knowing the time window can aid you in planning more effectively.

Analyze the significance of each module and decide how many hours you want to devote to each topic. And, put another way, which pieces can be managed to skip or removed completely if time is of the essence? Your plan's effectiveness is dependent on intelligently delivering the curriculum throughout the year/semester. Make a timeline for the year.

 End up choosing how you will distribute course materials to students. Required to implement ICT-enabled education could save you a bunch of resources and increase your efficiency. How you grade schools, exams, assignments, projects, and tasks, among other things. The manner in which you assess has a cumulative impact on teaching and learning and provides you with useful insights.

A well-thought-out plan could significantly improve how you and having good students understand the curriculum. It organizes and makes things more accessible. It should assist all stakeholders in staying on track and making more informed decisions at the appropriate time. You could think about it and make improvements and alterations to your plan.



THEY NEED MOTIVATION TOO 


KRISTIAN DANIELLE T. ECLAR

Gerona, Tarlac



Only 44% of educators says they are satisfied and motivated, back from 59% in 2009. This 15% decrease is a historic low and brings educator gratification to its smallest value in two decades. The number of teachers who expect to quit their jobs within the next 5 years has risen to 29 percent. Dissatisfied teachers are more prone to having classroom sizes, layoffs, and schoolchildren who arrive to lessons desperately.

According to a Harris Immersive study, the downturn has had a major impact on public academic contentment. Visual art, vernacular, and/or teaching practice applications were cut by one-third of educators. The typical number of students on their school grounds had enhanced for 60% of the teaching staff. In 2006, only 8% of instructors indicated that they were concerned about their employment prospects. In the latest study, that proportion had more than quadrupled to 34%.

Maintaining educators compelled is an essential component of your duties as a school principal. The teaching staff is encouraged to promote a collaborative heritage and a friendly environment for both students and faculty. When your educators have a hectic schedule, try to assist them as much as conceivable. Make use of application tools to assist them in completing tedious tasks.

Creating educators feel appreciated can be as simple as a morning official statement commending people for something they eventually did. You can also go above and beyond by coordinating an employee's meal where you privately applaud educators for their contributing significantly to the university. Generate instructional awards that are awarded at the climax of every day, week, or month, and allow the person who won to choose the champion of the subsequent grant.

Educators that go above and beyond for one's schoolchildren deserve reward points and food and beverage discount coupons. Support schools to pursue opportunities to advance their careers. These include district-level symposiums, master classes, or highly specialized career development. Maintain a keen track of new possibilities and reveal them to everyone educators at faculty meetings.

Decide to give every professor a structure that can be used for a no-questions-asked morning and in the afternoon off. Encourage an instructor from every grade level to serve as a delegate at committee meetings to solicit feedback and gain knowledge about their key solutions. Some teaching staff may find it incredibly difficult to acknowledge their strong points, especially when attempting to satisfy academic standards.

 



IGNITING PASSION IN MANAGEMENT


PRECIOUS ANNE JOY M. PEÑERO

Sta. Monica Heights Subdivision, San Rafael, Tarlac City

When you examine today's top-performing businesses, you will undoubtedly notice a high level of employee engagement.

Most employees are driven to do their best work and frequently go above and beyond what is expected. However, only 20% of employees in various other firms report being enthusiastic about their jobs. They come to work so they can get paid.

People in the first workplace are enthusiastic. In the latter, they are just concerned with themselves, and management finds it difficult to achieve performance targets. The incapacity of leaders to arouse emotion accounts for the difference.

Although the majority of leaders have extensive experience in financial planning, capital budgeting, organizational structure, and strategies, the majority do not receive formal training in fostering, maximizing, or assessing employee enthusiasm.

A good technique to measure passion is through engagement questionnaires, but they cannot capture what passion looks like or how to increase it.

Even while we frequently observe thriving startups staffed by throngs of enthusiastic individuals, we tend to think of them as outliers—unique because of their youthful cultures or cutting-edge goods. We rarely picture more established, traditional businesses as hives of fire and vigor.

Executives who are unable to pinpoint a goal other than maximizing profits suffer from stagnant leadership thinking.

Even ordinary employees can do well when leaders promote a culture where they take psychological ownership. At work, meaning and excitement are created through purpose and passion.

 

Be more transparent with your approach and inform each employee about the state of the company's finances. Managers need to make sure their direct reports are aware of the relationship between individual success and long-term success.

When people feel their work has purpose, passion is abundant. When employees can directly witness how their successes affect other team members, customers, the community, and the company, it energizes the workplace.