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dc.contributor.authorFenton, Christi Anne
dc.date.accessioned2022-09-19T18:31:32Z
dc.date.available2022-09-19T18:31:32Z
dc.date.issued2015-05
dc.identifier.urihttp://hdl.handle.net/10484/12690
dc.description.abstractThe purpose of this qualitative case study was to identify and better understand the performance qualities that are prevalent in successful principals. Specifically, acting and leadership tools previously identified and compared by Dunklee (2000) were used to gain a better understanding of the interview process utilized to hire K-12 principals in school districts with more than 10,000 students in the state of Indiana. Arguably, the roles of the principal are much like those of an actor who must think on his or her feet in multiple situations. It is hoped that this study contributes new knowledge to assist in the selection process of principals and help in developing an interview framework to use in identifying and hiring the most effective principals by acknowledging and capitalizing on performance qualities. The following research questions framed the interviews with practicing hiring managers: 1. In what ways does acting like an effective school principal, as understood through performance qualities, result in being an effective principal? 2. What performance qualities do hiring managers perceive their successful principals utilize? A case study methodology was selected to take a more in depth look into the hiring process in five large urban school systems in Indiana. A variety of demographic data were collected about the individual school systems, with a key focus on the interview process and desirable attributes for hiring principals. The major themes and subthemes were also identified. Primary themes include the following: (a) Hiring protocols are not focused on performance qualities, (b) Performance qualities were predetermined to inform the interview process, and, (c) Districts supported professional development for both aspiring and practicing principals. The primary theme of hiring protocols included the subthemes of (a) The use of a cattlecall approach (i.e., mass interviewing) in the interview process are consistent in all districts included in the study, (b) The practice of hiring internal candidates is a prevalent practice, and (c) Current interview rubrics and questions to identify effective principals. The primary theme of nine performance qualities were maintained as subthemes in this category and later reduced in number. The primary theme of training for aspiring and practicing principals led to the subthemes of (a) Internal and (b) External use of those professional development practices.en_US
dc.language.isoen_USen_US
dc.publisherIndiana State Universityen_US
dc.subjectActingen_US
dc.subjectImprovisationen_US
dc.subjectCharismaen_US
dc.titleTHE PERFORMANCE OF LEADERSHIP: ALL THE SCHOOL’S A STAGE AND THE TEACHERS AND STUDENTS ARE MERELY PLAYERSen_US
dc.typeDissertationen_US
refterms.dateFOA2022-09-19T18:31:32Z


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