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<p style="margin-top:0;margin-bottom:0"><span style="background-color: transparent; font-family: Arial; font-size: 11pt; white-space: pre-wrap;">Response to Brittany Holsinger</span></p>
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<p style="margin-top:0;margin-bottom:0"><span id="docs-internal-guid-dfca16f6-f1da-ab77-96b9-d9cf9f41a668"></p>
<p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt;"><span style="font-size: 11pt; font-family: Arial; background-color: transparent; font-variant-numeric: normal; font-variant-east-asian: normal; vertical-align: baseline; white-space: pre-wrap;">I
completely agree with your statement, “If a manager lacks charisma or personality there would be resistance from their subordinates because they do not feel inspired to follow.” Administrators, who do not incorporate consistent communication and charisma among
their subordinates, can negatively disrupt the school community and function. Lack of communication and collaboration will cause subordinates to not want to follow, and it could also create a negative stigma among stakeholders. This specifically links to the
perceptual lens- human resources because if a principal fails to adhere to the importance of the feelings and opinions of the people within their school building and community, then it will most definitely create a detrimental ripple within the school district.
I was glad that you implied that charisma and personality were critical characteristics for administrators to have in order to properly inspire their stakeholders. I believe that having influence over the way others perceive their day to day tasks can ultimately
make one an amazing leader and principal. Wonderful!</span></p>
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EDAD 6010, Response to Answer Question #1</i></span><br>
<p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt;"><span style="font-size: 11pt; font-family: Arial; background-color: transparent; font-variant-numeric: normal; font-variant-east-asian: normal; vertical-align: baseline; white-space: pre-wrap;">--------------------------------------------------------</span></p>
<p dir="ltr" style="line-height: 1.38; margin-top: 0pt; margin-bottom: 10pt;"><span style="font-size: 11pt; font-family: "Times New Roman"; color: rgb(33, 33, 33); background-color: transparent; font-variant-numeric: normal; font-variant-east-asian: normal; vertical-align: baseline; white-space: pre-wrap;">“A
principal would benefit from addressing both the managerial and leadership aspects of administration, because although the two differ, an effective administrator would incorporate both aspects. People who follow leaders typically believe in the leader, and
are loyal. People who follow a manager typically do so out of obligation, just as the manger manages out of obligation. Managers often pass work off to their subordinates, and insure the work is completed. Both leadership and managerial aspects would benefit
a principal, in that acting as a leader could inspire and motivate their followers, while simultaneously acting as a manager- insuring everyone follows through on their tasks. The two roles go hand in hand in being well received administrator.</span></p>
<p dir="ltr" style="line-height: 1.38; margin-top: 0pt; margin-bottom: 10pt;"><span style="font-size: 11pt; font-family: "Times New Roman"; color: rgb(33, 33, 33); background-color: transparent; font-variant-numeric: normal; font-variant-east-asian: normal; vertical-align: baseline; white-space: pre-wrap;">Stakeholders
often view effective managers positively when they are good communicators, and are able to delegate tasks. Effective managers are focused on priorities, but are also likeable to their subordinates. Stakeholders positively view a manager that is personable,
but task oriented enough to get things done. Although more task oriented than a leader, effective managers seem to display many characteristics of a leader. If a manager fails to take on the aspects of a leader, they are negatively viewed as ridged or controlling.
When it comes to decision making, if a manager lacks charisma or personability there would be resistance from their subordinates, because they do not feel inspired to follow.” -Brittany Holsinger</span></p>
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<p style="color:rgb(0,0,0)"><span style="color:rgb(75,165,36); font-family:"Times New Roman",Times,serif; font-size:11pt"><b><span style="font-size:10pt; color:rgb(75,165,36)">Dakota Taylor</span></b></span></p>
<p style=""><span style="color:rgb(75,165,36); font-family:"Times New Roman",Times,serif; font-size:11pt"><b></b></span><i style="font-family:Constantia,"Hoefler Text",serif; font-size:8pt"><span style="color:rgb(255,0,0)">Teacher</span>/<span style="color:rgb(0,111,201)">Coach</span></i><span style="color:rgb(0,111,201); font-family:Constantia,"Hoefler Text",serif; font-size:8pt"> </span></p>
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