The Fifth Major Theme: Professional learning, Development and Support

This theme includes sub-themes which reflect blame regarding a lack of development and a lack of support. As discussed above, this blame is derived from the fact that there is no official preparatory training specifically for heads. It is evident that active support and a proper system of continuous professional development for head teachers are essential in order to identify what their development needs are, determine which stage they are at, and then enable them to move forward from the stage they have reached.

Figure 24 The sub-themes of the fifth theme: Professional learning, development and support needs

The professional learning, development and support needs theme, as shown in Figure (24) above, includes sub-themes that outline the development needs of school head teachers. As perceived by the school head teachers, this theme included various learning, development and support needs, such as planning, communication skills, understanding the new regulations coming from the Ministry, using technology in management, leading schools professionally, time management and crisis management.

There are a number of coded passages that express the need for support in planning skills. Many of the heads stated that currently their daily work consists of a series of unplanned learning to circumstances that arise, and it was this situation that gave rise to their feeling that training in planning skills was vital:

I think that currently essential training has to focus on planning. (Head teacher 1)

The most important thing is to promote and disseminate a culture of planning among head teachers. (Head teacher 16)

The second most important development need identified in this study is categorised under the theme of ‘communication skills’. The heads said that they need development courses in communication skills because they deal with a wide variety of people, such

as teachers, students, supervisors and students’ parents. The need for this particular type of support is a result of the absence of Ministry policy regarding rules which would help heads in their positions, such as giving powers and the authority to make decisions. This was also discussed above as being a ‘barrier’ to development:

Building bridges with teachers will avoid having to resort to using regulations. (Head teacher 11)

Using communication skills might be more helpful to achieving our goals than using regulations. (Head teacher 12)

The development need that was ranked third was ‘understanding the new regulations coming from the Ministry’. The existence of this sub-theme is an indication of the fact that heads currently do their jobs and develop through a process of trial and error. In other words, their jobs by nature consist of reactions to the situations they encounter on a daily basis. Another factor that plays a crucial role in this aspect of the current situation regarding head teachers and their need to understand the new regulations is that of the supervisors and the support they provide:

We need to design intensive training programmes about school regulations, because we become head teachers without any preparation and then we don’t know how to make decisions about certain things. (Head teacher 7)

Additional evidence of the urgent need for development and support in this area can be found in the fact that the head teachers who took part in this research discussed this issue during the recent programme:

The topics we discussed (on the training programme) were usually about dealing with teachers and students, how to apply school regulations, how to put these regulations into practice, and how to deal with different supervisors. (Head teacher 6)

We sometimes discussed issues like behavioural regulations for students and what are the regulations if a student has a knife or is selling drugs, and what should we do if one of the students attacks another? What should teachers do if a student misbehaves in the classroom? (Head teacher 4)

Under the major theme of ‘Professional learning, development and support needs’ the sub-themes of ‘using technology in management’ and ‘dealing with programs such as Noor’ emerged. The head teachers claimed there was an urgent need for development and support in these areas. Some heads had been appointed to their positions without any knowledge of technology, which conflicts with the nature of the school head teacher’s job as a leader in the 21st _century:

We need to focus more on how to use technology in management - how we can use programs like Noor and Ma’ref properly, instead of asking our colleagues how they work; how to use new computer programs to support our work. (Head teacher 10)

Development in ‘leadership in schools’ and ‘management skills’ was also stated as being necessary by the head teachers in this research, and they gave several reasons for this: because there are no special courses presented by coaches, there is no official preparation programme and there is an absence of support. The following coded passages illustrate this point:

I think we need to have training in leadership. How can a school head lead his school successfully and professionally? (Head teacher 6)

We need to obtain training in leadership and in how to apply leadership theories at our schools. (Head teacher 16)

A few other development and support needs were mentioned by the respondents such as ‘time management’, ‘crisis management’ and ‘building head teachers’ personalities’. School head teachers in Jeddah are overloaded with work, and this is one of the ‘barriers’ discussed above. Also, the position of head teacher is not valued and not appreciated by society because the heads perform their jobs as operational rather than leaders. Therefore, social awareness plays a crucial role in improving the image of the head teacher’s position by offering heads courses on personality building and increasing self-confidence.

We usually discussed in the training programme issues like the powers of school head teachers, and problems and obstacles that a head teacher might face. (Head teacher 7)

We need to build the personalities of head teachers in terms of their self-confidence. (Head teacher 7)

The overall picture that was obtained of this theme is that there is an urgent need for development in this area. This theme also overlaps with the themes discussed above in terms of the fact that there are no preparation programmes for heads, which was found to be a barrier to their development, there is no support for their development in terms of supervisors identifying their professional learning, support and development needs, and there is a lack of proper training.

5.4.6 The Sixth Major Theme: Management

This major theme reflects the nature of head teachers’ routine daily work from morning until afternoon in terms of their actions, delegating and the difficulties they encounter in the daily job. This theme reflects the current situation in Saudi Arabian schools in terms of the distance between management and leadership functions.

Figure 25 The sub-themes of the sixth theme: Management

This theme, as Figure (25) shows, includes the sub-themes of academic difficulties, arriving late for school, delegation, nature of daily job and talented students. In general, the head teachers responded highly negatively concerning their daily jobs. The heads considered their job to be boring and routine, partly because of the circulars they received constantly from the education administration centre and to which they were obliged to respond. Therefore, as discussed above under the first major theme, participating in the programmes gives the heads an opportunity to change their

The main reason a school head will participate in this training programme is to change his daily routine at school. We have a boring daily routine in terms of circulars and an overload of roles and responsibilities. (Head teacher 11)

At the moment heads do their jobs and make decisions based solely on their experience and on learning from their mistakes – imagine that! (Head teacher 13)

Furthermore, one of the obstacles to heads managing their schools successfully is the fact that teachers and students often arrive late for school. This is one of the reasons why the heads claimed they needed development in communication skills. It is in the Ministry’s power to do something to alleviate this situation in the first place, by giving head teachers more authority. However, the ministry has not taken any action in this regard. Therefore, the head teachers who took part in this research were concerned about how they could develop under these conditions:

The problem at the moment is that the teachers know I don’t have any power [over them] if they do something wrong, such as consistently arriving late for school. (Head teacher 15)

Under this major theme, the sub-theme of ‘delegation’ was accorded a great deal of importance by the head teachers. They stated that being able to delegate plays a crucial role in terms of allowing them enough time to develop their administrative skills:

The problem was that in order for these head teachers to visit that school they had to abandon all their responsibilities at their own schools. So they would come and worry about their schools. So over time head teachers came to believe that this kind of visit was just routine. (Head teacher 16)

The overall picture obtained for this theme is that school heads are dissatisfied with their jobs in terms of the daily routine they have, their lack of authority and their work overload. All of these factors contribute to making the head teacher more of a manager than a leader. However, the leadership function was rarely mentioned by the head teachers in this research, owing to the fact that officially they are not leaders, as they said. Therefore, the theme of ‘leadership’ received the lowest number of responses and will thus be discussed last.