MANAGEMENT THEORY

1. MANAGEMENTTHEORY Wendy Steele

2. WHAT IS MANAGEMENT THEORY? • Management Theory is the study of how to make your child care center and staff working for you more productive. You will be able to increase your clients and learn how to be a respected boss.

3. What is contingency theory? • Contingency Theory is not a one-size-fits all leadership strategy, meaning that effective leadership is contextual. • It refers to the idea that the child care management’s ability to lead is contingent upon various situations including the management’s preferred style, the capabilities and behaviors of employees. There is an assumption of no simple one right way. • We are all unique in our own way, which makes each of our leadership styles unique.

4. What is systems theory? • Systems Theory is when a child care center is made up of administrators, directors, employees and clients. If one part of the system is changed, the nature of the overall system is often changed. This will affect the entire system. • Example – When a staff member is late to work, everyone can be affected. There may be too many kids in that classroom, so another teacher or director needs to be pulled into the late teacher’s room. Parents can be late to work, because of the confusion all this can cause. It is like the domino effect.

5. What is chaos theory? • Chaos Theory is the lack of information. The more information we have, the less chaotic something is. • The things we fear most in our day care centers - disruptions, confusion, chaos -  however they need not be interpreted as signs that we are about to be shut down. Instead, these conditions are necessary to awaken creativity. What is critical is the relationship created between us and our employees. Systems influence employees, and we cause systems. Our day care environment we experience is co-created through our acts of observation, what we choose to notice and worry about. Reaction should precede planning. Instead of the ability to analyze and predict as employers, we need to know how to stay aware of what's happening now, and we need to be better, faster learners from what just happened. * Gossip is a huge problem in most child care settings. * Employers should be able to anticipate problems to a degree. We do work with children and I feel that I can anticipate problems that may arise with them, so I am hoping that an employer can do the same with his/her employees. * Not all information should be shared between the employers and employees. At times this can cause a problem with relationship barriers. Employees need to know who is the boss and the employer need to be respected as the leader.

6. How all MANAGEMENT theories relate to managing a child care program • More efficient • Approachable • Productive • Compassionate • The Proven System of: * Planning * Organizing * Leading * Coordinating * Controlling

7. The three management Theories that apply to “and away we grow!” • Contingency Theory in “And Away We Grow!” is when all growth in early childhood centers is unique and individual to the needs of the community and families served. With growth comes both predictable and unpredictable internal and external factors. At times childcare centers may grow rapidly and other times slowly, especially in these tough times with the economy. • Systems theory in “And Away We Grow!” demonstrates goals and a coordinated management approach using systems. Independent qualities are management, marketing, staff, resources, curriculum development, and communication and program planning. • Chaos theory applies to “And Away We Grow!” in each phase of the model has two stages entitled evolution and revolution. Evolution is the growth, calm, and predictable measurements of a growing child care business. Revolution stage is when precise practices and well tested practices become ineffective, problematic, and unpredictable.

8. AND AWAY WE GROW!! Growing and managing a business is difficult. Appropriate staff is essential for a successful center. Getting your center off on a great start can allow the center to succeed for years to come. Also, finding staff that is passionate about their work creates stability for everyone involved, but most importantly the children. These are the 5 phases of development to growing a child care program. • Phase 1: Creativity • Phase 2: Direction • Phase 3: Delegation • Phase 4: Coordination • Phase 5: Collaboration All phases are divided into stages designated as evolution and revolution.

9. PHASE 1 - CREATIVITY • The beginning of the program and its initial policies and practices are launched. • The evolution is getting the program off to a good start. Everybody rolls up their sleeves and work together. • Revolution is as the growth begins, more specialized knowledge is necessary, personnel, finances, management, strategies, and marketing. • This is the time when leadership approaches and styles become indentified.

10. PHASE 2 - DIRECTION • More effective organizational functioning is spread out to deal with changes and challenges with the initial development. • In the evolution process, organizational structure becomes more formal in areas of fiscal management, personnel development, marketing and curriculum development. • Revolution stage of often driven by problems with the sense of loss or threat by employees who do not understand why the functions have changed.

11. PHASE 3 - DELEGATION • Duties across all areas of the program are turned over to other leaders, coordinators or managers. • Director becomes more focused on the development, such as long term planning, improving marketing strategies and continued growth in the evolution stage. • During the revolution stage, directors may find themselves in a “control crisis” feeling that they need to do everything their way.

12. Phase 4 - coordination • In a large and growing program, networking between delegated areas and personnel is crucial. The program activities require a well-constructed and finely coordinated management approach. • In the evolution stage, roles of administrative team is expanded to include mechanisms to review and evaluate goals, objectives and long term outcomes. • A sense of powerlessness may appear in staff who feel their efforts now go unnoticed or their actions no longer make a meaningful contribution in the revolution stage.

13. Stage 5 – COLLABORATION • A team approach to problem solving and innovation is emphasized. Creating a program that allows staff to be “heard”, which doesn’t only include visiting the director, is very beneficial. • In the evolution stage, the connection and trust between the director and staff is very important. • Ideally, there is no revolution stage, however there is always work to be done, things to learn, change and laugh about when they do not turn out as expected!

14. Child care centers, as well as other businesses can be run in many different ways. It is important to remember that there will always be some staff or clients who do not agree with how you are running things. It is vital to remember that we are in this field for the children. Let’s make the best environment possible for them!!