Job satisfaction of fine arts teachers in a rural state
JOB SATISFACTION OF FINE ARTS TEACHERS IN A RURAL STATE James Weaver [email protected] The purpose of this study was to determine what factors influence job satisfaction of fine arts teachers in a rural state. The study also determined what factors influence fine arts teachers to remain or to leave the teaching profession in the fields of music, visual arts, media arts, and speech; and factors which create high attrition rates among fine arts teachers in rural states. Finally, this study determined what fine arts teachers perceptions of administrative actions that lead to increased retention rates of fine arts teachers. WHAT WAS THE PURPOSE OF ALL OF THIS WORK?
Maslows Hierarchy of Needs Herzberg Motivation Theory WHAT DRIVES FINE ARTS TEACHERS Support Mentorship
Isolation Money WHAT WE THINK THE PROBLEM IS Everyone! (well 50% in 1-3 years, 35% of everyone) (except for new and old teachers) Whats up with the 15th year?
WHOS LEAVING Professional Development Administrative Strategies WHAT THEY NEED Fine Arts Teachers in a Rural State - 347 (South Dakota)
What is a rural state? Band, Orchestra, Vocal, Debate, Speech, Theatre, Journalism, General Music, and Visual Arts High School, Middle School, Elementary, 7-12, and K-12 81 Males 246 Females Size of Schools and length of teaching
1-250, 251-500, 501-750, 751-1000, 1001-1500, 1501-2000, 2001+ 1-2 , 3-5, 6-10, 11-15, 16-20, 21-24, 25+ Years WHO WAS SURVEYED Motivated to see the school succeed Job makes a difference in others Personal accomplishment
Support from other teachers Job makes use of skills and abilities Job makes a difference in others Support from administration WHAT KEEPS FINE ARTS TEACHERS
Teachers are recognized as individuals Teachers informed about school matters Administration Looks to Me for Suggestions Rewarded for Quality of Efforts 326 Collaboration Time in Subject Area
Professional Development for Subject Area Satisfied with admin information about curriculum Satisfied with involvement in school decisions WHAT DRIVES THEM TO LEAVE Number of tasks Number of hours
Flexibility in hours Suggest others to work in the school or district ADMINISTRATIVE STRATEGIES Meaningful work Positive experiences
Number of tasks Support Reasonable expectations Its not really about money waitwhat??? SOOOO.WHAT DOES THIS MEAN? Involvement in curriculum
Subject specific professional development Subject specific collaboration Create a work/life balance Andwhile we are at it we should probably pay more too! WHAT CAN WE DO ABOUT IT
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