Study on Competency Model of an effective teacher

Study on Competency Model of an effective teacherThe paper builds on all-encompassing review of 13 research papers and a book on teachers competencies on basis of which a Competency Model of an effective teacher has been suggested that spate be used during recruitment, training, and mental procedure appraisal and also can be used as a mean for compensation of a teacher. Competencies of an Effective teacher Model has been categorized into ternion categories as shown in the above diagram which are as follows chafe for College, fretting for Self and Concern for Students. Therefore, this paper produces entropy on what attributes in todays donnish grocery place and in particular in classroom produces effective teachers.INTRODUCTIONEducation has become essential these days. but along with it in that location are several challenges of education as well which require change in the quality and structure of education. For this integration of education with integrated sector is re quired for which course contents needs to be upgraded. But this is not sufficient as teachers are the education providers they play a decisive role in bridging the gap between what is now available in the form of curriculum and the demands of the corporate world. Hence teachers should therefore react to the changing scenario and raiment themselves to meet the need of the hour. Hence this paper identifies competencies (behavioural indicators) required for an effective teaching according to the changing scenario.Therefore, this paper produces data on what attributes in todays academic market place and in particular in classroom produces effective teachers. The theory being, the more(prenominal) effective the teacher the better prepared the schoolchild is for tomorrows challenges, not yesterdays and the more competitive the school can make itself. The paper forget first review the literature highlighting competencies behavioral indicators of effective teacher given by another(pre nominal) researchers.First it is important to understand the word qualification. A competency is an underlying characteristic of an individual that is causally yoked to criterion-referenced effective and/or boss instruction execution in a job or situation 1Underlying characteristic means the competency is a fairly deep and enduring part of persons reputation and can assure behavior.Causally related means that a competency causes or predicts behavior and performance.Criterion-referenced means that the competency actually predicts who does something well or poor, as measured on a specific criterion or standard.The history of competency can be traced to the early 1970s when industrial psychologists and human imaging managers were seeking ways to predict job performance. There was significant evidence to show that personality testing was very poor at predicting job performance (about 10 percent success rate was achievable). In 1973, David McClelland, Professor of Psychology at Ha rvard University wrote a seminal paper Testing for Competence Rather than for Intelligence, which appeared in American Psychologist in 1973 2, that created a stir in the field of psychology (McClelland, 1973). According to his research, traditional academic aptitude and knowledge content tests seldom predict on-job performance. He went on to argue that the real predictors of job performance are a set of underlying personal characteristics or competencies. McClellands concept of competency has been the chance on driver of the competency movement and competency-based education.LITERATURE REVIEWAttempts to define teacher behaviors hit blossomed into a movement known as Competency-based teacher education (or act based teacher Education). The State of Florida has been a leader in identification of generic wine teaching competencies and in the movement of competency-based teacher education. In 1975 the Council on teacher Education (COTE), spearheaded a project to identify those compet encies which are intimately essential to all teachers. 48 generic competencies consistently appeared in the search was selected for a last vista instrument. A random sample of 5 percent of all certified personnel in the state were asked to rate the competencies. 23 competencies met the specified espousal criteria. The 23 generic competencies were grouped into 5 major categories namely communication skills, basic knowledge, technical skills, administrative skills and interpersonal skills. The state of Florida has included the 23 generic competencies in state policies requiring all personnel to demonstrate them in order to be certified as a teacher in the state 3.A few of the sub-skills under each of the five major categories are as follows Communication Skills, staple fiber association, Technical Skills, Administrative Skills and Interpersonal Skills.Peter F Oliva 3 has expound an effective teacher as atomic number 53 whomIs fully prepared in his or her subjectHas a broad gen eral educationUnderstands the role of a school in the societyHolds an adequate concept of himself or herselfUnderstands basic principles of discipline processDemonstrate effective techniques of instructionEfficiently handles the management of the classroomPossesses personal characteristics conducive to the success in the classroomA similar list has been developed by Kenneth P Henson 3 of an effective teacher as maven whomIs interested in students as individualsHas patience and is willing to repeatDisplays fairnessExplains things thoroughlyIs humorousIs open mindedIs informalDoes not feel superiorKnows the subjectIs interested in the subjectIs neat in appearanceSimilarly Dwight Allen and Kevin Ryan 3 have given skills which are generic or common to teachers at all level as follows Stimulus variation, Set induction, Closure, Silence and Non-Verbal Clues, Reinforcement of Student participation, Fluency in asking question, Probing question, High order question, divergent question, Re cognizing attending behavior, Illustrating and using examples, Lecturing, Planned Repetition, Completeness of communicationTeachers Competency has been defined as any particular knowledge, skill, or attitude or any set or combination of them that we may choose to specify (Donald M Medley Patricia R Crock). The knowledge specified may involve subject-matter knowledge, general knowledge, knowledge of psychology, sociology or one of the other disciplines, knowledge of pedagogy-any knowledge that may enhance teacher performance. Skills specified may also relate to content, to writing and speaking skills, to skills in arithmetic, they may be perpetual or diagnostic in nature, they may be performance skills such as those involved in lecturing, leading a discussion or planning instruction, they may be related to deployment of knowledge and skills of other types, or to the integration and implementation of complex strategies. Attitudes specified may pertain to the self, to pupils, to colle agues and to the profession, to values, or whatever 4.A recent Research in 2008 by Faculty of Education, Adnan Menderes University, Turkey aimed to determine the teachers competencies Turkey needs in the European Union harmonization process 5. The research used Delphi technique to determine the teachers competencies. Delphi application was completed by participation of 37 experts. As a result of analysis of the third heartbeat data removal of items with a standard deviation above 1 and arithmetic average below 6, 142 competency items were obtained. Removal and combination of overlapping opinions was make and hence 137 competency items were obtained. The competencies were divided into four competency categories which are as followsCompetencies Regarding Professional KnowledgeCompetencies Regarding Field Knowledge,Competencies Regarding Improving Oneself,Competencies Regarding National and International Values.Competencies Regarding Professional Knowledge were addressed in five cat egories as followsProfessional Competencies Regarding Getting to Know the Students and Enabling Their ImprovementProfessional Competencies regarding the process of learning-teaching processProfessional competencies regarding monitoring and evaluating learning and improvementProfessional Competencies regarding School, Family, Colleagues and Society RelationsProfessional Competencies Regarding the Programme and Content(Abdul Rahim Hamdan et al, Faculty of Education, University of Malaysia) studied the teaching competency and dominant characteristics of 309 teachers from contrastive secondary / primary quill schools in Johor Bahru 6. Their competencies were determined through teaching skills, concern for school, concern for students and concern for self, forming a comprehensive and practical model of teachers competency characteristics. Factor analyses of the instrument with various samples revealed 19 stable subscales. Skills Scales were divided into seven sub-scales. There were sc ales on Subject Knowledge, Teaching Prowess, Classroom Management, Updating Knowledge, Instructional Planning, Teaching Effectiveness and Teaching and Learnings procession Evaluation. Concern for School Scales was divided into five sub-skills. There were testing on teachers concern on School Vision and Mission, Objectives and Goals, School Policy and System, Collegiality and trueness. Scales on Concern for Student were divided into four sub-scales. There were testing on teachers concern on Student Needs, Academic Performance, Motivation and Behavior. Concern for Self Scales was divided into three sub-scales. There were testing on teachers concern on Self-Development, Self Management and Performance Standard. The most dominant competency of the teachers was in concern for school scales followed by skills, concern for self and concern for students. The result showed that there is significant relationship between gender and teaching competency. The result for the ethnic and teaching competency showed that there is no relationship between ethnic and teaching competency in this study. The data analysis showed that there is no relationship between teaching produce and teaching competency. The result also showed that there is no significant relationship between academic qualification and teaching competency. Thus, it can be summarized that, teachers with higher(prenominal) academic qualification does not mean more competent in teaching.(Naree Aware Achwarin, R.N., Ed.D., Graduate School of Education, Assumption University of Thailand) aimed to determine the teacher competency level and analyse the relationship between teacher qualification, teaching experience, and school size and teacher competence of teachers at schools in the three southern border provinces of Thailand 7. The method of survey research was used through questionnaire. The unit of analysis was teachers, 750 were selected by simple random sampling methods from nine educational regions, 18 seconda ry schools, under the Basic Education Commission of Thailand (OBEC) at Narathiwas, Pattani, and Yala province. The instrument used for collecting data was a questionnaire, constructed by the researcher, employing the professional standards of knowledge and experience from the Teacher Council of Thailand (2005) containing nine competence areas. The Cronbachs Alpha coefficient for the reliability was 0.96. The content reasonableity was evaluated by five experts in the field of Educational Administration. The findings revealed Teachership was the highest teacher competence. In order from the highest to the lowest of nine competence areas, the ranking was teachership psychology for teachers educational measurement and valuation classroom management learning management educational innovation and information technology, language and technology for teachers curriculum development and educational research.(Earl Simendinger Bella Galperin, The University of Tampa Daniel R. LeClair, AACSB International A.G. (Tassos) Malliaris, Loyola University) described the design, development and delivery of this curriculum 8. The objective and what the reader can expect to learn from this work is what are the most important attributes of effective calling teachers. Incorporating these attributes into course design and delivery should lead to improvements in teaching effectiveness and students evaluation scores, which results in students better prepared for the business field.In addition to it, reviewing the past literature in particular, student evaluations have received the most attention- this statement shows the gap that competencies derived about the teachers were basically based on student perception not on the basis of management, professor and industry professions.(Kirk Tennant Charles Lawrence, 1975) focused upon teaching strategies and scheduled class hours and their effects upon instructor and course evaluations, student performance, and student absenteeism 9. The s tudy indicated that discipline teaching strategy produced much better student academic performance. This study indicates that in those situations in which student performance was considered a primary goal, a discipline teaching strategy should be adopted. In all cases the finding suggest that a discipline teaching strategy will improve both attendance and performance. In this multisection course, classes scheduled at good hours had higher student attendance, better student performance, and more favorable teacher evaluation by students.(William J. Read, Dasaratha V. Rama K. Raghunandan, 2001) surveyed administrators of accounting programs from a cross-section of schools and programs to determine whether there is an association between the tilt given to teaching and the weight assigned to SEs 10. The respondents were asked to allocate deoxycytidine monophosphate points among research, service and teaching representing the weights that were attached to each in decision on tenure and promotion to full professor in their institution. The Result showed a statistically significant inverse relationship between the weight given to SEs and the weight assigned to teaching in faculty evaluations for tenure and promotion to full professor. This suggests that as institutions increase the relative emphasis on teaching in their tenure decision and promotion to full professor decision, they place significantly less weight on Student Evaluation.(Stephen A. Stumpf et al, New York University) investigated the relationships among several variables outside of the instructors classroom control and student ratings of teaching effectiveness are investigated in a causal earnings 11. The student ratings are relatively independent of external variables. Variables external to the construct of student perceive learning include (a) variables that students do not agree relate to their learning, (b) variables that the instructor cannot control with his or her instructional efforts within a class (e.g., instructor sex, class size), and (c) variables that students cannot observe and thus cannot accurately evaluate. A hierarchical ten-fold regression analysis was performed the six independent variables account for a statistically insignificant 9% of rating variance. The set of six external variables were then entered into a regression equation already containing the three intrinsic variables (instructor in class, instructor in general and graded assignments). The additional variance accounted for is .6%, indicating that no unique constituent is made by any or all of the external variables. The variables were instructor sex, the year the instructor received her/his last degree, instructor rank, proportion of required courses that an instructor taught over the two semester period and class size.(Dr Paul Isely Dr Harinder Singh) analyzed different factors that influence student evaluations, based on large set of data, reveals that class size, the impediment of the cl ass, the percentage of students responding, and the length of class are important determinants of students perception 12. Moreover, although higher expected grades results in more favorable student evaluations, this relationship is significantly different depending upon faculty rank. Based on these findings, the author makes two policy recommendations. First, student evaluations of teaching should be adjusted for specific major determinants to obtain less one-sided estimates. Second, evaluating teaching effectiveness by a broad teaching portfolio that includes actual grades given to students and other teaching supplements may discourage faculty from exploiting the relationship between higher expected grades and favorable student evaluations.(James E. Whitworth, et al, Georgia Southern University, Statesboro, Georgia) analyzed 12,153 student faculty evaluations to investigate the effects of (a) Faculty subdivision gender (b) crease type (required business core courses, classes wit hin designated majors, or graduate classes) (c) contour level (graduate versus undergraduate classes) on student faculty evaluations 13. The authors explored the effect of these three factors on students perceptions of how much they learned in particular classes. They found that female instructors rated better than male ones and that rating differed significantly by course type and by students perceived amount of learning. Graduate students tended to give higher scores than undergraduates. These findings could indicate that comparing evaluation data across different courses might not produce valid overall effectiveness rankings.(Richard L. Peterson et al, Montclair State University, Montclair, NJ)conducted a study within a large department of a business school and recommends that the process used be adapted by other business school departments and other academic units across the university and at other universities to ensure a more universally trance usage of students ratings 14. The central objective of the research was to identify variables that provide a valid rationale for assigning faculty into norming groups for the purpose of comparing one member of that group to all other members of that group. Given the objective and the data set they had available, they selected the following six variables to explore Semester Effect, Course Session Effect, Faculty Type Effect, Course Level Effect, Course Focus Effect Course Type. Overall, this study makes two primary contributions to the literature. First, it provides an empirical examination of the factors that might be influencing students ratings. Second, it offers suggestions on how these ratings might be used by administrators. These two contributions offer more evidence that supports Brightmans (2005) recommendations that any evaluation instrument focused on faculty teaching must be reliable and valid and have a meaningful norming report.COMPETENCY MODEL OF AN EFFECTIVE TEACHERA Competency Model of an Effect ive Teacher has been obtained later reviewing the literature and also by using Competency Dictionary obtained by colleagues of Richard Boyatzis in 1981 which was obtained by analyzing the data i.e transcripts of behavioral event interviews from a number of competency studies which produced set of competencies that consistently distinguished superior performance across organizations and functions 1COMPETENCY MODEL OF EFFECTIVE TEACHERConcern for SelfConcern for CollegeCompetencies of an Effective TeacherConcern for StudentsFigure 1 Competency Model of an Effective TeacherCompetencies of an Effective teacher can be categorized into three categories as shown in the above diagram which are as follows Concern for College, Concern for Self and Concern for Students. As teacher has duty towards for College it is defined as the first phratry where teachers competencies are adoption of College Vision and Mission, teacher should be committed towards his/her work, a teacher should be high on competencies like credibility, integrity and sincerity. Next comes the sept Concern for Self which is very important as teacher always carry these competencies such as teacher should be high on analytic thinking, conceptual thinking, also have good meta qualities such as creativity, teacher should have excellent communication skills, should always be information seeking, should have self-control, self-confidence, be flexible, achievement oriented, open and receptive and most important is that teacher should be able to balance work and his/her life perfectly. Coming to Concern for Students teacher should have competencies like interpersonal understanding, should be able to influence others, should be good in developing others and should be assertive when required.The three categories have been diagrammatically represented belowThe broad areas of Competencies under this category areOrganizational Awareness, Adaption CommitmentConcern For Order, Quality And AccuracyThe competencies can be as follows Mission Orientation, Commitment to work contract, Ethical conduct and Credibility, integrity and sincerityConcern for CollegeFigure2 Concern for College CompetenciesThe broad areas of Competencies under this category areAnalytical thinkingConceptual ThinkingMeta QualitiesCommunicationKnowledge and Information OrientationSelf-Control PersistenceFlexibilityAchievement and ActionBeing open and receptiveBeing organized piddle Life remainderThe competencies can be as follows Reasoning, Ability to Generate Theories, Creativity, Presentation skills, Resistance to Stress, Persistence, Strong Self-Concept, Adaptability, Result Orientation, Composure, Humor, Time Management, Work/Life BalanceConcern for SelfFigure 3 Concern for Self CompetenciesThe broad areas of Competencies under this category areInterpersonal UnderstandingImpact and Influence evolution OthersBeing DirectiveThe competencies can be as follows Empathy, Approachability, Sensitivity to Others, Interpersonal Savvy, Showmanship, Teaching and Training, Realistic Positive Regard, Motivating others, Classroom Control and Discipline, AssertiveConcern for StudentsFigure 4 Concern for Students CompetenciesUSE OF COMPETENCY MODELThis Competency Model can be used for identifying policies for teacher training, Pre-service teacher training programs of institutions of higher education for teacher training, In-service training of teachers, Professional Development of Teachers, Selection of teachers, Evaluation of teacher performances, Self-knowledge and self-development of teachers.