1.

Explain the concept of "Educational Administration" and discuss the emergence of Education
administration.

Answer:

The term administration derived from the latin word "administration"

Administration = ad (to/towards) + ministration (to manage/to serve) [Kenezevich,1982]

Administration refers to the act of meaning or directing phenomenon, resources or processes to achieve
a specific goal or purpose.

Educational administration doesn't refer to any single process rather different processes or aspects
constitute administration. These are

*planning

*organizing

*directing

*Coordinating and

*evaluation.

It is primarily a social enterprise as it is more concerned with human resources than with material
resources.

Some Famous Definitions of Educational Administration:

The educational administration consists of facilitating the development of goals and policies to
stimulating the development of appropriate programs and managing personnel and material to implement
teaching and learning (Roald F. Combell etal, 1977).

Educational administration basically refers to the achievement of national educational goals by utilizing
the material and human resources allocated to educational work in a specific manner (John I Kwankwo,
1982).

The responsibility of the education administration is to provide a suitable learning environment to a

student with the help of the state financial capacity and provide opportunities for the best results by
making the overall development of the student (Peter Drucker, 1954).

However, Educational administration is designed to foster teaching and learning for the Institutions. It is a
professional field of study/practice that involves the application of various principles,
typologies/taxonomies and theories of management or organization to education in order to achieve
educational goals and objectives.

Therefore, it shares common features with other field of management public administration, sport
administration, hospital administration, business administration and so on.
English renowned intellectuals Sir Graham Belfort told about the purpose of educational administration is
to enable the right pupils to receive right direction from the right teachers at a cost within the means of
the state under conditions which will enable the pupils best to profit from their training.

He emphasized about the three things

Right Pupil Right Teacher Right Education

Educational administration is more an art than a science and we must have a in depth knowledge about
EA.

Emergence of Educational Administration:

The practice of education administration as a science is actually a very recent thing.

Educational administration first originated in America.

Like other developing countries of the world, Bangladesh is more recent in application of educational
administration thinking.

Some scattered events later explore the influence education administration in the history. In this context,
4 events are noteworthy -

Emergence of Educational Administration:

1.NationalConference of Professors o Educational Administrators (NCPEA.1946) was founded in 1946 as a

platform for educators and administrators in the field of education to exchange ideas and collaborate on
improving educational leadership.

This conference brought together professors and educators specializing in educational administration,
providing a forum for collaboration, knowledge exchange, and the establishment of professional
standards. It marked a concerted effort to formalize and advance the study and practice of educational
administration.

2. American Association of School Administrators (AASA.1947) was established in 1947 to represent and
support school administrators across the United States, advocating for policies and practices that enhance
educational leadership and school management. The founding of AASA provided a national platform for
school administrators to network, share best practices, and advocate for policies that promote effective
school leadership. By unifying administrators across the country, AASA contributed to the
professionalization and recognition of educational administration as a distinct discipline.

3. Kellogg Foundation (1955), founded in 1955, is a philanthropic organization that supports various
initiatives, including education. It has funded numerous projects and programs aimed at improving
educational outcomes and opportunities for students and educators. The Kellogg Foundation's support for
educational initiatives, including leadership development and research, played a crucial role in advancing
the field of educational administration. Through funding programs and projects, the foundation helped
nurture leadership talent, promote innovation, and address critical issues facing educational
administrators.
4. The cooperative program in Educational Administration (CPEA.1960) was initiated in 1960 as a
collaborative effort among educational institutions to provide training and development opportunities for
aspiring and current educational administrators, fostering leadership skills and best practices in school
management.

This cooperative program exemplified a collaborative approach to educational administration training and
development. By bringing together multiple institutions, the CPEA aimed to standardize curricula, share
resources, and provide comprehensive training for aspiring administrators. This initiative fostered a sense
of community among educators and administrators while promoting consistent standards and practices in
educational leadership.

2. What is theory? Explain human relation theory and behavioral theory.

Answer:

A theory is a well-substantiated explanation of some aspect of the natural world that is based on a body
of evidence, observations, and experimentation. It's more than just a guess; it's a framework that helps
explain how and why things work the way they do.

Some renowned administrative theories are : Scientific management theory, behavioural theory, system
theory, human relation theory etc.

1 Human Relations Theory:

The Human Relations Theory emerged as a response to the limitations of classical management theories,
which focused primarily on improving organizational efficiency and productivity through hierarchical
structures and rigid rules. The roots of the Human Relations Theory can be traced back to the Hawthorne
Studies conducted between 1924 and 1932 at the Western Electric Hawthorne Works in Chicago.

The Hawthorne Studies, led by researchers such as Elton Mayo and his colleagues, initially aimed to
investigate the relationship between lighting conditions and worker productivity. However, the researchers
discovered unexpected results: changes in lighting had little effect on productivity, but productivity
increased regardless. This phenomenon, known as the Hawthorne Effect, led researchers to realize the
significant influence of social and psychological factors on worker behavior and productivity.

Building upon the findings of the Hawthorne Studies, the Human Relations Theory began to take shape.
Researchers started to emphasize the importance of factors such as communication, group dynamics,
leadership styles, and employee satisfaction in influencing organizational outcomes. They highlighted the
need for managers to understand and address the social and psychological needs of employees to enhance
morale, motivation, and productivity.

The Human Relations Theory gained further momentum with the publication of influential works such as
Elton Mayo's "The Human Problems of an Industrial Civilization" (1933) and Chester Barnard's "The
Functions of the Executive" (1938). These works emphasized the significance of informal social networks,
informal organization, and the psychological contract between employers and employees in shaping
organizational behavior.
Over time, the Human Relations Theory became a cornerstone of organizational behavior and
management theory. It laid the foundation for subsequent developments in fields such as organizational
psychology, leadership studies, and human resource management, shaping contemporary approaches to
managing people in organizations.

• Human relations theory emerged as a response to the classical management approaches that focused
solely on efficiency and productivity. It emphasizes the importance of social relationships, employee
satisfaction, and morale in achieving organizational goals.

• This theory suggests that when employees feel valued, supported, and connected to their colleagues
and the organization, they are more motivated, productive, and committed to their work.

• Key concepts include the Hawthorne Studies, which demonstrated the significance of social factors and
informal groups in influencing worker productivity and satisfaction.

• Human relations theory advocates for participative management, open communication, and supportive
administrative styles to foster positive work relationships and employee well-being.

2 Behavioral Theory:

The behavioral theory in administration emerged as a response to the limitations of classical management
theories, particularly in addressing the human aspects of organizations. While classical theories such as
scientific management and administrative principles focused on maximizing efficiency through structure
and hierarchy, behavioral theorists argued that organizations are composed of individuals with social and
psychological needs that influence their behavior and performance.

One of the key figures in the development of behavioral theory in administration was Chester Barnard,
whose work "The Functions of the Executive" (1938) emphasized the importance of informal organization,
communication, and employee satisfaction in achieving organizational objectives. Barnard highlighted the
role of executives in fostering a sense of purpose and commitment among employees, rather than relying
solely on formal authority and rules.

The rise of organizational behavior as a distinct field of study in the mid-20th century further contributed
to the development of behavioral theory in administration. Organizational behavior researchers explored
topics such as leadership, motivation, communication, and group dynamics, drawing upon insights from
psychology, sociology, and anthropology to understand organizational behavior.

Today, behavioral theory continues to inform management practices and organizational development
efforts, with an emphasis on understanding and addressing the social and psychological needs of
employees. Concepts such as employee engagement, transformational leadership, and organizational
culture reflect the ongoing influence of behavioral theory in administration.
• Behavioral theory, on the other hand, focuses on the observable behaviors of individuals within
organizations and seeks to understand and influence these behaviors to improve organizational outcomes.

• It draws from various psychological theories and principles to analyze how factors such as motivation,
reinforcement, attitudes, and group dynamics influence employee behavior and performance.

• Behavioral theory examines how different management styles, leadership approaches, and
organizational structures impact employee behavior and organizational effectiveness.

• This theory emphasizes the importance of employee training, performance feedback, and incentive
systems to shape and reinforce desired behaviors in the workplace.

In summary, while human relations theory highlights the significance of social relationships and employee
satisfaction, behavioral theory focuses on understanding and influencing observable behaviors to enhance
organizational performance. Both perspectives contribute valuable insights into the complex dynamics of
organizations and employee behavior.

Behavioral theory in administration, often associated with management studies, focuses on understanding
how individuals within an organization behave and interact. It emphasizes the importance of human
behavior, motivations, attitudes, and group dynamics in organizational settings. This theory explores how
different management styles, leadership approaches, and organizational structures impact employee
behavior, productivity, and overall effectiveness.

3. Describe the importance of Decision making and Problem solving as an administrator.

Answer:

Decision making is paramount for administrators as they are responsible for guiding the direction and
operations of organizations, whether it's a school, a business, or a government agency. Here's why decision
making is crucial for administrators:

1 Setting Direction: Administrators make strategic decisions that shape the vision and mission of their
organizations. These decisions establish goals and priorities, providing a roadmap for achieving success.

2 Resource Allocation: Administrators allocate resources, including finances, personnel, and time, to
support organizational objectives. Effective decision making ensures resources are used efficiently and
effectively to maximize outcomes.

3 Problem Solving: Administrators encounter various challenges and obstacles in their roles. Decision
making enables them to identify problems, analyze root causes, and implement solutions to address issues
effectively.

4 Risk Management: Administrators must assess risks and uncertainties inherent in decision making. By
carefully considering potential consequences and weighing alternatives, they can mitigate risks and make
informed choices that minimize negative impacts.

5 Stakeholder Management: Administrators interact with diverse stakeholders, including employees,

students, parents, and community members. Decision making involves considering the needs and interests
of these stakeholders to build trust, foster collaboration, and maintain positive relationships.
 6 Adaptation to Change: In a dynamic environment, administrators must adapt to evolving circumstances,
such as technological advancements, policy changes, or societal shifts. Decision making allows
administrators to anticipate change, embrace innovation, and lead organizational transformations.

7 Accountability: Administrators are accountable for their decisions and their consequences. By making
well-informed and transparent decisions, administrators uphold accountability, earn trust, and
demonstrate effective leadership.

According to F. F. Fournies, writing in Coachin~for

Improved Work Performance,’ there are four common reasons why people do not perform the way they
should:

1. They do not know

3 what they are supposed to do.

2. They do not know how to do it.

3. They do not know why they should.

4. There are obstacles beyond their control.

The problem solving:

1. Identify the problem

2. Prioritize the problem

3. Define the problem

4. Collect problem causes

5. Collect problem solving solutions

6. Prioritize and select the "best" solutions

7. Select people to help you in the problem-solving process

8. Implement the best solution

9. Evaluate the solution

10. Set up principles or policies to keep problems from recurring

Problem-solving is essential for administrators as they are responsible for addressing various challenges
that arise within their organization. Here's why it's crucial:

1 Effective Decision Making: Problem-solving skills enable administrators to analyze situations, identify
alternatives, and make informed decisions to resolve issues promptly.
2 Resource Optimization: By efficiently addressing problems, administrators can minimize resource
wastage and maximize productivity within the organization.

3 Maintaining Stability: Effective problem-solving helps maintain stability and prevent crises from
escalating, ensuring the smooth functioning of the organization.

4 Enhanced Innovation: Administrators who excel in problem-solving foster a culture of innovation by

encouraging creative solutions to challenges, leading to continuous improvement and growth.

5 Building Trust and Confidence: When administrators adeptly handle problems, they inspire trust and
confidence among employees, stakeholders, and clients, strengthening the organization's reputation.

6 Adaptability: In today's dynamic business environment, administrators must be adaptable and able to
navigate unforeseen challenges.

Strong problem-solving skills enable them to respond effectively to changing circumstances.

7 Conflict Resolution: Administrators often encounter interpersonal conflicts within teams or between
departments. Effective problem-solving helps in resolving conflicts amicably, fostering a positive work
environment.

In summary, decision making & problem-solving is crucial for administrators to navigate challenges, make
informed decisions, optimize resources, foster innovation, build trust, and ensure the overall success and
stability of the organization.

4. Discuss the different roles of educational administrator and how can you apply those roles on
educational institutions or sector?

Answer:

Administrators in educational institutes fulfill various roles, each contributing to the smooth functioning
and development of the institution:

1 Strategic Planner: Administrators set the long-term vision and goals for the institution, aligning them
with educational standards and societal needs. They devise strategies to achieve these objectives
efficiently.

2 Manager: They oversee daily operations, manage resources, and ensure compliance with regulations.
This includes budgeting, staffing, and facility management.

3 Leader: Administrators provide direction and motivation to faculty and staff, fostering a positive work
environment and promoting professional growth. They lead by example and encourage innovation and
collaboration.

4 Communicator: Effective communication is crucial for administrators to convey policies, expectations,

and updates to stakeholders, including students, parents, faculty, and the community. They also listen to
feedback and address concerns promptly.

5 Decision-maker: Administrators make informed decisions on various matters, such as curriculum

development, student discipline, and resource allocation. They analyze data and consider multiple
perspectives to make sound judgments.
 6 Crisis Manager: During emergencies or unexpected challenges, administrators must act swiftly and
decisively to ensure the safety and well-being of students and staff. They develop contingency plans and
coordinate responses with relevant authorities.

7 Advocate: Administrators advocate for the needs and interests of the institution and its constituents.
This may involve lobbying for funding, promoting policies that benefit education, or addressing issues
affecting the educational community.

In applying these roles in the educational sector, administrators can:

• Develop Comprehensive Strategic Plans: Align educational goals with broader societal needs,
considering factors like technological advancements and changing demographics.

• Efficient Resource Management: Allocate resources effectively to support teaching and learning, while
also investing in staff development and infrastructure improvement.

• Foster a Positive Learning Environment: Encourage collaboration and professional growth among faculty
and staff, promoting a culture of continuous improvement.

• Transparent Communication: Keep stakeholders informed about policies, initiatives, and developments,
while also soliciting feedback and addressing concerns in a timely manner.

• Data-Driven Decision Making: Use data analytics to inform decisions on curriculum, student
performance, and resource allocation, ensuring optimal outcomes.

• Preparedness for Emergencies: Develop and regularly update emergency response plans, conduct drills,
and provide training to staff to ensure a safe and secure learning environment.

• Advocacy and Partnerships: Advocate for educational policies and funding at local, state, and national
levels, while also fostering partnerships with businesses, government agencies, and community
organizations to enhance educational opportunities.

Thus, different roles are played by an educational administrator in educational institution.

5. Write down the concept of Gender and Gender Gap.

Answer :

Gender:

The word "gender" originates from the Latin word "genus," which means "kind" or "type." In English, it
started being used for referring to grammatical categories, and later expanded to encompass social and
cultural distinctions between male and female.

➢ In 1955, John Money first used the term “gender”

➢ Gender refers to the social, cultural, and behavioral attributes, roles, and expectations associated with
being male or female in a particular society.
➢ It encompasses a wide range of characteristics, including roles, behaviors, identities, and norms that a
society considers appropriate for men and women.

Gender includes aspects such as gender identity (how individuals perceive themselves), gender expression
(how individuals present themselves), and gender roles (societal expectations associated with gender). It's
important to recognize that gender is not solely determined by biological sex and can vary across different
cultures and societies.

The term "gender gap" refers to the differences in outcomes or opportunities between men and women
in various areas, such as in :

➢ Education

➢ Employment

➢ Income

➢ Representation in leadership roles

Gender gaps can manifest in several ways, Here are some common areas where gender gaps are observed:

✓ Wage Gap: One of the majors in gender gaps.

✓ Education Gap: Gender gaps in education can involve differences in access to

schooling, enrollment rates, and completion rates.

✓ Leadership Gap: This can be observed in various sectors, including business, politics,

academia, and other organizational hierarchies.

✓ STEM Gap: In science, technology, engineering, and mathematics (STEM) fields,

there is often a gender gap, with fewer women pursuing and persisting in STEM careers compared to men.

✓ Political Representation Gap: The political representation gap refers to the underrepresentation of
women in political offices and decision-making bodies.

✓ Access to Opportunities: Gender gaps can also manifest in access to opportunities such as training,
mentorship, and career advancement.

✓ Workforce Participation Gap: Differences in workforce participation rates between men and women
contribute to the workforce participation gap.