Title Author(s) Organizational health in a sample of Hong Kong secondary schools: implications for school administration Go, Cheung-ngai, Alfred.; 吳長毅. Citation Issue Date URL Rights 1987 http://hdl.handle.net/10722/51182 The author retains all proprietary rights, (such as patent rights) and the right to use in future works. Organizational Health in a sample of Hong Kong Secondary Schools Implications for School Administration Go Cheung Ngai Alfred Dissertation presented in part fulfilment of the requirements of the degree of Master of Education University of Hong Kong. lI1l.!Ia'% .k Iu ilIl°. 1 '. '': ii ;.-iIHI'hi9iI , L' i 4- - - - (I)I P I ] 1! '- 1 Iii.jiÇ tTTTIThi.j ABSTRACT A measuring instrument designed by Icimpston & Sonnabend (1973) was used to assess the level of organizational health in a sample of thirty-four Hong Kong secondary schools. The results showed that there was no correlation between the nature of school and the level of organizational health. Four groups of similarity were identified. Three of them showed that the ten dimensions of organizational health were closely related. had a The fourth group <having one school only> higher score in the "growth" dimensions. It is suggested that school administrators can make use of the instrument to prepare health. identify the weaknesses of remedial programs to strengthen the school and organizational Chapter I Page Introductic --------------------------------Background to the study ------------------ i The problem ------------------------------ 6 ------------------------------- 7 ----------------- 7 ---------------- 8 Hypothesis Rat ionale for hypothesis Significance of the study Organization of the dissertation I I . --------- 8 Literature Review --------------------------- io --------------- io -------------------- 14 Methodology --------------------------------- 25 -------------- 25 ------------------------ 26 ------------------------------ 33 --------------------------------- 34 The main stud ---------------------------- 35 ---------------------------- 36 -------------- 37 Results and Findings ------------------------- 39 ------------------- 39 Scores in each dimensio ------------------ 40 -------------- 73 Correlation between dimension ------------ 75 Metaphors of organizat i one Drganizat i onal health I I I . The choice of survey method Survey instrument Pi lOt study Sampi ing Data analysis Assumptions and limitations Iv. 3. Background inforniat ion Results of cluster analysis ii Cross-tabulation of cluster groups by background informatîon V, ---------------- 76 Suimnary Conclusions ------------------------- 79 ----------- 79 Level of organizational health Dimensions of organizational health ------ 80 Implications for school administrators 91 Suggestìons for further research 93 Bibi iography --------- 95 Appendi ces i o i iii List of Appendices Appendix i Frequency tables of the background : informati on Appendix 2 : Appendix 3 : Frequency tables of the statements - 101 List of scores of dimensions of the respondents Appendix 4 99 - ---------------------- 110 Correlation matrix of the statements : ------------------ 112 in questionnaire Appendix Correlation matrix of the three : groups of dimensions Appendix 6 ------------- 117 Correlation matrix of total scores : of groups and. scores of ------------------- 118 its dimensions Dendrogram of Cluster Analysis Appendix '7 : Appendix 8 : Covering Letter Appendix 9 : Answer Sheet : Questionnaire : Score Sheet Appendix 10 Appendix 11 --- 119 ------------------ 120 --------------------- 121 -------------------- 122 ---------------------- 126 iv Stratified sampling of secondary schools in Hong Kong ------------------------------Table 2 Percent of response in different categories Table 3 Frequency tables of the items in Goal Focus Table 4 Descriptive Statistics of the items in Goal Focus --------------------------------Table 5 Correlation Matrix of the items in Goal Focus --------------------------------Table 6 Frequency tables of the items in Conuunication Adequacy --------------------Table 7 Descriptive Statistics of the itenis in Communication Adequacy --------------------Table e Correlation Katrix of the items in Communication Adequacy --------------------Table 9 Frequency tables of the items in Optimal Power Equalization -----------------Table 10: Descriptive Statistics of the items in Optimal Power Equalization ----------------Table il: Correlation (atrix of the items in ----------------Opt irnal Power Equal i zat ion Table i2 Frequency tables of the items in Resource Utilization ----------------------Table i3: Descriptive Statistics of the items in Resource Utilization ----------------------Table 14: Correlation Matrix of the items in Resource Util ization ---------------------Table 15: Frequency tables of the items in Cohesivenes ------------------------------Table i6: Descriptive Statistics of the items in Cohesiveness ------------------------------Table i7: Correlation Matrix of the itens in Cohesiveness ------------------------------Table i8: Frequency tables of the items in }!orale ------------------------------------Table i9: Descriptive Statistics of the items in 1{orale ------------------------------------Thbl 2( Correlation atri o± the items in Table i : 34 36 41 : 42 : 42 : 44 45 45 : Korale------------------------------------Table 21: Frequency tables of the items in ----------------------------I nnovat i veness Table 22: Descriptive Statistics of the items in Innovativeness ----------------------------Table 23: Correlation (atrix of the items in Iunovativen -------------------------------- 47 48 48 50 51 Si 53 54 54 56 5? 57 59 60 60 Table 24: Frequency tables of the items in Autonomy----------------------------------Descriptive Statistics of the items in ---------------------------------Autonomy Table 26: Correlation Matrix of the items in Autonomy ----------------------------------Table 27: Frequency tables of the items in Adaptatio ---------------------------------- 62 Table 25 V 63 63 65 Table 26: Descriptive Statistics of the items in Adaptation --------------------------------Table 29: Correlation Matrix of the items in Adaptation --------------------------------Table 30: Frequency tables of the items in Problem-solving Adequacy ------------------Table 31: Descriptive Statistics of the items in Probleixi-solving Adequacy ------------------Table 32: Correlation (atrix of the items in Problem-solving Adequacy ------------------Table 33: Cluster groups and their scores in different dimension group ---------------------------Table 34: Comparison of means scores in dimension groups in different cluster group ----------------Table 35: Significance due to Nain effects for differnces between cluster groups ---------Table 36: Correlation matrix for the ten dimensions of organizational health ------------------Table 37: Crosstabulation of cluster groups by background i aformat i on --------------------- vi 66 66 69 '70 '71 '72 '73 74 Chapter 1 Administering difficult task. functions role educational Introduction : educational organization today is a Increasing student enrollments, expanding larger education, of technology staff challenges are and be to new iet. Administrative science has helped educational administrators to meet these challanges through the study of administration and organization. organization of Administrators should be able to make use theories facilitate to their job. Organizational health is a concept used in diagnosing the functioning of subsystems which relate to the abilitly to function effectively, cope to adequately, appropriately, and to grow within, to change A sample of Hong Kong secondary schools was selected to study the present state of organizational health in Hong Kong schools. Background to the Study One of the niain approach to organization systems which need to satisfy and balance underlying ideas that organizations are open is be contingency the carefully managed in order to internal needs and to adapt to When we apply this concept to environmental circumstances, educational organizations, change is then a fact of school life and school administrators cannot be content to let change occur randomly but must be prepared to manage the inevitable succession of new conditions that will confront them. Thus, plans are prepared for educational changes. i Most plans are designed by school administrators for institutional use only and are thus tailor-made to solve institutional problems. the higher authority education. However, some plans are enforced by the development of the system of in. No niatter how well is the plan designed, failure may occur in some schools while success in other schools. In April an Education Comiseion was set up in 1984, Hong Kong to submit advice on educational policies to the One of the main tasks is to co-ordinate and Government. monitor the planning and development of education at all levels. Since the establishment of Education Coimnission, there are many innovations suggested to improve the quality of education in Hong Kong. These suggestions have been listed in the Education Commission Report No. some of then have already been implemented. i & 2, and bíore reports are coming and these reports deal with different aspects of the education system. This indicates that the Hong Kong education system is now in the era of innovation. administrators education should then in be all sectors prepared following few years. for of the innovations coming The system in the They must be able to implement these awaiting innovations and make them successful particularly at this time when many important changes take place in Hong Kong. 1Iany large scale innovations emphasize on the particular properties of themselves, the diffusion across systems and the integration within systems. There is little attention paid to the dynamics and the functioning of the receiving 2 organizations. Thus, some administrators school have witnessed the dismal failure of what promised to be very positive year fruitful educational and. compulsory education scheme, which is an example of this kind. reviewed, The nine innovations. is now under The failure of an educational innovation does not only lie in terms of the adequacies inadequacies or of the proposed plan but sometimes in the lack of a healthy and viable receiving organization. At the present moment, there are many undertaking researches listed in the Education Commission Reports but none of them concentrate on the properties of individual schools. The idea of organizational health is related to the notion that if any change effort is to be successful, the system in which it is to take place must be healthy. The level of health of an organization is related to its ability to achieve its goals and objectives (Bennis Organizations, unhealthy. like organisms 1962>. can be either healthy or Unhealthy organizations may create problems for themselves, However there is no distinctive boundaries between "healthy" and "unhealthy but a continuum of degree of health with 'bealthy4' at one end and "unhealthy" at the other. In the middle zone of the continuum, it is difficult to judge the organization whether "healthy" or "unhealthy". Nevertheless, the degree of health affects the degree of effectiveness of the functioning processes. Educational administratros should provide a more healthy organizational climate that is conducive to optimal personal-social and 3 academic This learning. professional members staff prevents burnout feelings of and among apathy and indifference. There basically are categories three secondary schools Private. Both government schools Hong in Aided Government, Kong: operating of and aided schools are and. supported financially by the Government whereas the private schools by which enterprises private profitmaking or non-profit making. aided schools the school may either be In the government and structure and personnel are Whereas in tightly controlled by rules and regulations. private schools, there is a greater degree of variability in teacher qualifications, salary structure and organizational structure. Most private schools cannot afford to employ experienced qualified resources available. because teachers This usually leads of the limited to the loss of experienced teachers from the private schools year by year. Therefore, we can expect that there is a difference in. the stablility of teaching team in government, aided and private The Hong Kong Government had enforced compulsory free education in the late seventies, nine years Allocation schemes are then practised to ensure every child has chance This restricted the source of to study in a free place. students for the private schools. However, the government buys a certain number of places from the private schools in order to satisfy the demand for secondary places. This also means that those private schools who joined the 4 'bought place scheme" do not have to worry about the source o±' students as far as the government continues to "buy' their These schools are receiving a stable input places, of resources regardless of the quality of education provided. The government has virtually done nothing to assess and improve their standards and it would not be surprised that they maintain a particular organizational structure in order to get There inaxiznum profits. is little investment in private schools because the Government may stop buying their places when the supply of secondary places is greater than &ost private schools do nt take the risk. the demand, It is noticed that the number of private schools is dropping at a fast rate in these few years(Annual Reports: One of the main reasons is that they cannot Department). compete Education with government and aided Government stops buying their places. schools when the However, at present, private schools still constitute about one quarter of the total number of Education Reports: schools secondary Department). Hong in Kong (Annual organizational The structures of government and. aided schools are controlled by regulations and rules and are thus relatively stable unless there is any change in the government policy. innovations Many changes or which affect the organizational structures are initiated from the Government. A example recent is the recruitment of native-speaking English teachers to replace two teachers in some of the government purpose of and aided schools the innovation is 5 in September, to improve the quality of 1987. The English teaching in Hong Kong. many educators, However principals and school teachers have already pointed out that this movemeiit will create problenis in their institutions. They also pointed out that the Government has not yet fully understand the characteristics of the schools before the decision was made. the Government has already Therefore, ta]en the risk. Many studies, especially in the United States, suggested that the analysis of the level of organizational health is an essential process to improve the effectiveness of the school (Bolding, 1982; Clark, 1983). Kiinpston and Sonnabend developed a questionnaire to assess the level (1973) organizational health and to relate it to of innovative They found out that teachers in innovative schools schools. They alsc viewed organizational health more positively. found out that decision making, interpersonal relationships, innovativeness, autanoy and schoo1-comunity relations were more significant factors. The problem The aim of this study is to analyze the dynamic properties of the secondary schools in Hang Kong using the concept of organizational health. In this study, a sample of Hong Kong secondary schools was selected to analyze the level of organizational health using the designed by Kimpston and Sonnabend <1973). questionnaire All types of operating schools are included in the study to find if there is any difference in the level of organizational health, o It is expected that using the questionnaire weakness can be identified for subsequent improvement. Hypothesis It hypothesized is that the level organizational of health is correlated with the nature of the schools. Rationale for hypothesis The structure of the schools in Hong Kong, particularly government and aided schools, are more or less the same. The traditional chinese culture believes that teachers have power over suggestes However, share students that school the same and the principals thinking also bureaucratic have power over teachers, principals and administrators do not all Therefore philosophy. the management practices in different schools may be very different. & Williams philosophical (1985) listed out the major thinking and related them to management practice. the Guth types type of of In Hong Kong secondary schools, mast of the school's policies are set by the Management Committee which is controlled by the sponsoring bodies. In government schools, policies are set by Education department. Although the daily administrative works are done by Principals and senior teachers, different sponsoring bodies have dìfferent degree of control over the Principals. Thus, it is expected that we can find different degrees of organzational health among the sample of Hong Kong secondary schools. 7 Significance of the study is found to be the hypothesis If relate the management functioning in school. there is any practices true, helps to it state the with of The findings can indicate whether difference health organzational in among different groups of schools and any relationship with the This can lead to further nature, age, size of the schools. study in this field, With an understanding of the level of organization health, school administrators can identify the weakness in the functioning of the organization and examine possible the use greater degrees of of different strategies organizational organization for innovations. for health to inducing prepare the This provides some guidelines for diagnosing the school's functioning. The understanding of the health of the organization is also helpful in the planning of the institutional development. Furthermore, the information may be useful to people who prepare plan for large scale developments because they will have a better understanding about the receiving organizations. Organization of the Dissertation The remaining part of this dissertation is divided into four sections, Chapter two describes framework with a review in literature. organizational health theoretical The concept of is described and comments on this concept will also be mentioned. the choice of methods, the Chapter three explains describes the research methodology and the methods of data analysis. Chapter four presents the major f inding and. data ana1ysis The final chapter sunmiarises the main conclusions and raises implications for school administration and. further research. Chapter 2 : Literature Review anagers in different fields always try to analyze and diagnose their organizations in order to organise them in the best way achieve to goals efficiently more and effectively Metaphor is used in attempting to understand one element of experience in terms of another. Organizations, which are complex and paradoxical, can be understood by the use of metaphor. From the literature, different ways of thinking about organizations were developed by different The concept of organizational health arose from workers. one of these views. In the following section, different kinds of metaphors oÍ' organizations will be mentioned. exploring these metaphors, analyzing the level of By it can be shown how the idea of organizational health can be a practical tool for diagnosing organizational problems. 1. Metaphors of organizations 1. 1 Organizations as machines :ax Weber, mechanization who observed of factory the and between the proliferation of parallels the bureaucratic forms of organization, described bureaucracy as form a organization of rationality, regularity, that emphasized efficiency, precision and speed achieved by specialization, hierarchical supervision and regulations. Frederick Taylor's scientific management theory calls for The workers analysing and standardizing work activities, are seen as specialization. part of a machine Specialization can and thus increase require efficiency assembly-line technology. created a leads to the introduction of This concept drastically. lot These methods of production have of human prob1es because for most people assembly-line work is simple and. boring. Classical management theory and. scientific management can guide the managers to design the best production. organized way of To attain the goals with the smallest amount of input of resources is one of the basic principles in these approaches. However, examine we if these carefully, management principles often lie at the basis of many modern organizational work well The mechanistic approaches may problems. when the environment is stable to accept the products and when the workers behave as they are designed to do. Examples of success can be found in many franchising systems which products and centralize design and development the implementation decentralize in a of highly controlled way. These theories guided the administrators to set achievable goals and to organize the personnel resources carefully to attain these goa1s This helps to set the "task-centred' structures of the organizations. 1.2 Organizations as organisms Employees are human who have complex needs that must be satisfied workplace. if they are to perform effectively in the The Hawthorne Studies made the question of work motivation a burning issue. Abraham Xaslow pioneered the 1-1 theory of motivation by presenting the human as a kind of psychological organism struggling to satisfy its needs, Ludwig von Bertalanffy's conception o± general systems theory underpins the "systems approach" to organization. systems the approach, organizations are open ta En their environment and must achieve an appropriate relation with that environment if they are to survive. It defines an organization in terms of interrelated subsystems. As the whole organization is defined as a system, the other levels within the organization can be understood as subsystems. The open system theory emphasizes on the congruencies between subsystems and integration of different kinds of task within the same organization. The organic approach emphasizes on the coordination of the internal subsystems in arder to maintain the functioning of the organizations. This approach set the requirements for procedures to allow flow of information between and within subsystems, balance of power between subsystems, to maintain cohesiveness of the subsystems and also keep high morale in the organization. 1.3 Contingency theory The open system approach allows managers to break free of bureaucratic thinking and to organize in a way to meet the requirements of the environment. Tom Burns and G. Stalker established the distinction between K. 'mechanistict and 'organic' approaches to organization and management. It is then possible to identify a continuum of organizational 12 forms from mechanistic ta organic. 1!adern studies by Paul Lawrence and Jay Lorscb showed that styles of organization may need to vary between organizational subunits because of the detailed characteristics their of subenvironments. These ideas give rise to the questioning about the nature of organizational efficient species than which others are environmental different in and effective more circumstances. Burrell and Morgan (1979) viewed as with congruent interpreted organizational These subsystems should structural, and managerial nature. congruent in order interrelated of human or cultural, technological, subsystems of a strategic be They subsystems. consisting organization the a healthy organization to adapted be to environmental conditions. The task of successful organizational change or development is alignment so to bring that the into variables these organization closer fulfil can the Living organisms requirements posed by the environment, achieve a state of harmony that fit the environment as a result of Similarly, evolution this and incongruence an is conflict and endless process. occur often in organizations, there are usually many problems to keep the administrators busy. Since the development of the organization is an endless process, the organization must be able to grow in order to survive. This organizations. sets the Procedures "growth" should. requirements be set problem-solving ability and high adaptability. 13 to for the ensure the 2. Organizational Health Bennis (1962> viewed organizational health as a critical dimension of organizational functioning which had several adaptability aspects: test reality. sense of identity and capacity to organizational Thus, health irid.icates a dynamic state which has growth potential and. is capable of purposive Bennis action. suggested measures three to analyze organizational health: capacity (i) organization to detects test reality perceive and can the how well - interpret the real properties of the environment. <2) identity sense - how well do the organizational members understand and share the organizational goals. (3> adaptability - how well do the schools change with societal demands, 2l Miless model of organizational health 1'[iles (1971> conceptualized the organizational health idea as a systems approach for examining key organizational variables that influence change, According to Miles <1971), an organization*s health is composed of ten interrelated factors: 1. the A focused goal - It is the ability of those within organization to clearly organizationts objectives. perceive accept the Some teachers may not be aware of the presence of the schools goals, innovations. and especially in the Even when they know, they may not think that these goals are achievable. If they think that these goals 14 are not achievable, they may set their own goals which they think are achievable, It is essential that the teachers are kept up-dated in their knowledge of the school's goals and make efforts to discuss these goals. 2. Adeguate communication - It the is state when information is relatively distortion-free, and travels both vertically and, horizontally across the boundaries of organization. Communication is a crucial factor to ensure the success of' plans. the necessary pathway The school administrators must give information. receive to pathways the should be the school's activities. teachers and open the the feedback also community so that to information. set Sufficient with communicate to public can be made aware of the the The school can also detect the need cf the environment and know the resources that are useful to the school, 3, Optimal relatively power eguality equitable - It distribution is the state when a of influence subordinate and superior is maintained, shared by the superior and between Power should be When subordinates, the subordinate bave the power with the superior, they will be encouraged to participate in decision making process. Increase participation helps to improve the organizational climate. 4, The ue of resources - The ability to coordinate and maintain incoming resources, particularly effectively and with a minimal sense of strain. personnel, A very high percentage of economic resources is allocated to the salary 15 of teachers and other staff. it is essential to Therefore, ensure that the right person is doing the right job. 5, Cohesiveness - The organization has a clear sense of identity. Its members feel attracted to membership in it; they want to stay with it, be influenced by it, their own influence within it. maintaining the and exert This state is essential for organizational structure for effective functioning. 6. Norale - Being a part of the organization fosters feelings of well-being, satisfaction and pleasure. The idea of morale is a suminated set of individual sentiments which are centring around feelings of well-being, satisfaction and pleasure. It is one of the important factors that keep teachers work under pressures and demands. 7, Innovativeness - The organization allows its members to be inventive, creative, healthy system would diverse and to take risks. tend. inventing new procedures to to maintain its cope with the function internal A by and external demands. 8, Autonomy - Members of the organization can maintain its ideals and goals, as well as meet needs, while managing demands from outside the organization. It is important that the organization does not respond passively to demands from outside and becomes the tool of the environment, It should remain as a kind of independence from the environment and response as determinative of his own behaviour. 9, Adaptation - Those within the organization have the ability to tolerate stress and to maintain stability while coping with the demands When environment the of the environnient&1 demands and. organizational resources do not match, problem-solving procedure a occur correctuve changes in organization. to bring about The corrective change cycle does not always occur in -the same speed as the change cycle the of environment. should have the ability to Therefore, the organization maintain its stability in the changing process. io. Problem-solving adeguacy- Members of the organization have the ability to perceive problems, with minimal energy. The problems stay solved, problem-solving mechanisms maintained strengthened. and and to solve thorn organization the of The and the organization conceive of its own operations as beîng controllable. are would It would be in a state of actively coping with problems but not withdrawing or denial. The first three dimensions <goal focus, communication adequacy and optimal power equalization) are tasked-centred. They deal with organizational goals, the transmission of messages and the way of decision making. These dimensions are usualy set by formal organizational structures. the classical management theories, s in procedures should be designed to ensure the processes take place with minimal energy input but high effectiveness. The next three dimensions (resource utilization, cohesiveness and morale) deal with the internal state of the system and the maintenance needs of the inhabitants. 17 These dimensions are set bath organizational structures. fora1 by and informal The interpersonal relationships between members of the staff become important factors. The last four dinensions autonomy (innovativeness, adaptation and problem-solving adequacy) deal with grow±h and changefulness. These dimensions are related to ideas of system approaches. The organization must be able to grow in order ta survive. The evolutionary process of organizations is an endless process, and state the ability the organization must possess Thus are which essential for growth purpose. In Xiles arguments, if one factor of organizational not functioning properly in a school, health is it may interact with other factors and create problems for the Chulders (198e> argued that if a teacher did entire school. not clearly understand the school's goals, this might create barriers effective to and organizational the teachers might feel As a consequence cozamunication. uninformed, interpersonal thought that no one appreciated their efforts, and communicated misinformation to the students, parents or other teachers. As a result, low staff morale, poor public relations occurred and the teachers might have a feeling of being powerless to change the system. The idea of organizational health is developed and related to the notion that if any change effort is to be successful, the system in which it is to take place must be healthy. Tbus developing and maintaining a healthy organization are probably the moet important aepects of promoting change within the school. 2.2 The special case of educational organizations The education system in the world has grown rapidly for several decades. a stable protected compulsory. way from It receives enormous economic resources in year by failure year. by In the many law countries, that make it its is use Miles pointed out several properties that make schools different from the industrial organizations where the concept of organizational health arose. j_, the Goal ambiguity - The difficulty in the measurement of effectiveness of particular role occupants in educational organization makes it difficult to specify the organizational goals precisely. Tfnmeasurable educational output seems to be a fairly durable feature of educational organizations. Together with the input variability, it is difficult to evaluate the effectiveness of the educational processes. 2. Input variability - Both the variability in student ability and teacher performance cause considerable stress The rapid expansion process in educational organizations. of the educational system makes the problem more serious. It has now been a public responsibility to accept children of a very wide range of ability and motivation in their studies. Similarly, variability in teachers' also becomes more serious because range 19 cf performance intellectual ability, interpersonal ski11 knowledge of subject matter among teachers is a10 very wide. Role performance invisibility - The role performance 3, of teacher in the classroom is commonly invisible to the superior. Even when there are class visits, it is difficult to assess the performance of a teacher by a few visits. Although students can observe the quality of a teachers execution of his role, they are usually not allowed to comment on this. Low interdependence - Teachers are usually assigned to 4. teach one subject matter to several classes by their own. There is little effect on other teachers' fails except in a diffuse, blaming sense. work when one Team teaching can be a method to increase interdependence but is not common in In industrial organizations, specialists secondary schools. may be organized in different separate divisions but their performance in different divisions can be assessed by their products. then be The effects of one division on the others can estimated. measurements of difficult to Without a rapid-available the teacher's performance, increase the interdependence it is output rather in educational organizations. , Vulnerability - Educational organizations are open to comments different from include parents, many others. property, sectors past students, of the employers, society, which politician and Schools are dealing with extremely valuable the children, who give information of how they have been treated to their parents or the comaunity. AiJ This may tend organization 6. reduce ta committee find iTay problems - control the educational Nembers of may not be the school of echool for many years. managers of harply. kay-professional inanagenient autonomy the the inside a In ters of expert knowledge, school behind himself the capabilities of Since the school is an particular teacher in the school, organizaiton with high portions of professionals subject teachers are usually the only expert in their fields. ' Low technological investment - A very large portion of the economic investment goes to the salary of teachers but only a small fraction for equipment and materials, This hinders the adaptation of the school to new technological needs. The consequence is that social transaction but not social-technical becomes transaction the major mode of organizational production. Weick (1976) educational used. the term "ioose1y coupled" to describe organizations activity and activity having disconnected technical is disconnected from its effects. In Hong Kong, the structure of schools and even employment of a teacher are tightly controlled by rules and regulations. Educational are organizationals bureaucracies by the controls the size, political organized sytem. structure of schools, as large The Government the qualification requirements and salary structure of teachers, Therefore, the formal structures of government and aided schools are basically similar. However, the internal activities are not standardized and are thus often institutionalized because of 21 the d.ifference in personnel in different schools. the formal structure linked. From this concept, Then, activity in school are and. it loosely is not surprising that schools with exactly the sanie kind of formal structure often have differences performance. in their properties dynamic and The dynamic properties are greatly affected by the degree of supervision which demands for conformity to bureaucratic rules. Guth & Williams <1985) pointed out that the philosophical orientation of the school administrators affects management practice and thus led to difference in the school climate, Cheng (1986) also found that leadership styles affect organizational climate of the schools in Hong These two factors both affect the effectiveness of Kong. schools. 2,3 Some comments on iles's model 1'!iles's model is not easy to be accepted because of the arguments on the ten dimensions. adequate' communication? One may ask What : morale? is "What are What is equalization of power? How can power balanced and not lead to a stalemate?" However, researches on the functioning of the ten dimensions supported Miles's idea. (l98> recommended that the school Herlihy & Helihy administrators could improve their relationships with teachers by understanding that they have power with, not power over, their teachers. Students participation could enhance curriculum development. Xiles's model focuses an the organizational structures and the human factors involved are 22 in abstract terms. Procedures are emphasized but th perana1itie8 and. skills of the principal and teachers are not included. From the literature survey, it is found out that '!iles's model of organizational health is more widely accepted in the United States but not in England. Eric Hoyle emphasize that, in Britain, organizational health is likely ta be as much ari outcome of leadership the style personalities and skills of the teachers. as the of He argued that head of a British school traditionally had a high degree of authority, and his attitude towards innovation is likely ta be crucial. Whereas John Childers said it was the duty of the school principals to create a healthy organizational climate that is conducive to optimal personal-social and academic learning. 2.4 Induction of organizational health The concept of organizational health has become the focus of attention of organizational reearchers many in Professional development. field the of literature and research papers suggest that school climate is an important factor that Cheng, (1983) affects school effectiveness Childers (1985), 1986). pointed that out a (Hopkins, 1985; Hopkins <1985) and Clark healthy organization prerequisite for the success of innovations, is a Clark (1983) stated that the effectiveness of a plan for change depends on the level of organizational health of the school than the adequacy of the plan. health was thus Miles's concept of organizational quantified 23 by developing measuring instruments These measuring instruments cannot be very precise but serve as an indicator far improvement. suggested workers crganizaticnal actions. methods health and for assesing prcvided. level pcssible help cf remedial Kimpstcn and Scnnabend (1973> designed a set cf queticn.naire to assess crganizaticaal health Childers Several (1985) school schac1s in. outlined a series cf procedure which can administratcrs crganizaticnal health. ta imprcve level the These wcrlters accepted îles cf model and tried to analyze the listed ten dimensions and suggest It is the purpose of this remedial action for improvements. study to use one measuring instrument to assess the presence state of secondary organiztional schools and health to in a sample raise of implication Hong Kong for school administration by using Miles's concept cf organizational 24 L The choice of survey method In this study, postal questionnaire was used to collect view on the This survey was to explore the teacbers data. functioning of their schools, The population included all the secondary schools in Hong Kong which bad. a total number of 424 schools There are three categories of operating By stratified sampling, 1% of each and private schools. category was selected in the study. This had a number 0±' Because of the limited resources more than sixty schools. postal questionnaire was used to save time and available, labour. aided They are government secondary schools in Hong Kong. The population was also scattered in all districts in Hong Kong and thus it would require plenty of time for making travelling and appointments were interveiws if This is the second reason for choosing postal conducted. questionnaire respondents to the questionnaire asks the Since method. functioning the describe their of The interviews cannot assure reliability. institutions, own respondents niay be worried to tell the truth to a stranger This and let him know how they viewed their own schools. may be embarrassing questionnaire degree choosing also allows the intra-institutional of the answers which information. 25 to respondents disscusian may lead pastal The interview. an during have when to more they some are correct 2. Survey instrume The questionnaire consisted one consisted of a of two sections, few questione asking Section for background information about the respondent and some features of the operating school, These included the sec, qualification, teaching experience and position of the respondent, the age, size, and type of the operating school. Section two of the questionnaire was a set statements designed by Sonnabend & Kixnpston fifty of (1973> measure ten dimensions of organizational health. They built tentative banks of statements for each dimension. banks were the specificity, scrutinized general applicability. They professional by reability finally and formed statements for each dimension. These people meaning, a to list for and five of For each statement. the respondents were required to choose a correct answer on. a four-point scale (strongly agree, disagree and strongly disagree). mildly agree, mildly For each statement, score scale may be either 4-3-2-i or score represents a healthier state, i-2--3-4, the A higher The statements of each dimension were blended with other statements and a score sheet was used to calculate the score for each dimension. The wording of the statements were slightly modified after the pilot study to make them more appropriate to Hong Kong situation. The statements used in the follows: 26 study were described as 2. 1 Dimension 1 Goal Focus The five statements used in the study were: i. "Efforts are niade to dicu this school's goals.R 2. "The goals of this choo1 are seen as achievable by teachers." 3. "Teachers view school goals as appropriate." 4. "Teachers are unaware that goals exist for this 5, "There is a general agreement by teachers as to appropriateness of the school goals." These statements explored the awareness (statement 4) appropriateness (statement 3), achievability (statement 2) and agreement (statement 5) of the school's goals as viewed by the teachers. Statement (1) explored the procedure for discussion of the schoo1s goals by teachers. 2.2 Dimension 2: Communication Adequacy The five statements used in the study were: i, The school administration provides need information to the staff.1 "Teachers feel that coiumunication lines are open with the school administration." public is made aware of the school's 3, "The 2. activities." 4. "Procedures for communication with the community have been established." 27 5. "Most teachers make an effort to communicate with the administration." Statement 1) explored the flow of information from the administration to the subordinate. Statements (2) and (5) explored the flow of information from the teachers back to the administration. The other two statements explored the communication with the community. 2,3 Dimension 3 : Resource Utilization The five statements used in the study were: 1. "Teachers are aware instructional of resources available to them within the community." 2. "The right person is doing the right job in this school ." 3 "Resource personnel available in the community are utilized in this school," 4, "The strengths of the teachers are utilized in this school ." 5, "There is no opportunity for teachers to grow and develop professionally in this school," Statements resources (i) available and (3) to explored schools the within utilization the of community. Statements (2) and 4 explored the utilization of personnel resource within the schools. professional environment, development Statement of teachers (5) explored the within school 2.4 Dimension 4- Optimal Power Egualization : The five statements used in the study were: j_. "Decision making in this could school be best described as democratic." 2. "Students are involved in decision making in this school . 3, "In general opinions teachers' are valued in decision making." 4, in this school may assume leadership "Any teacher responsibilities." 5. "Decision making in this school could be described as undemocratic," These statements explored the decision making process in schools, Statement (2) explored the degree of participation by students. Statements <l) <3) and <5> explored the degree of participation by teachers and degree of influence between superior and subordinate. Statement (4) explored the leadership responsibilities of teachers. 2.5 Dimension 5 : Cohesiveness The five statements used ìn the study were: i, "There is a feeling of togetherness within the school ." 2, ItTeachers value their professional association with this school," 3, "The school is unresponsive to many problems." 4. "Many school problems are solved by group action," 5. "kost teachers would rather teach in this school than someplace else,4' Statements (2> and (5) explored the sense o± identity in teachers. Statement (1> explored the feeling of attractìon to membership of the school. the degree Statement (3) and (4-) explored influence exerted by teachers in problem- of solving procedures. 2.6 Dimension ô Morale : The five statements used in the study were: j_. willingly "Teachers spend time after school with student." 2. "There is generally a pessimistic atmosphere in this 3, "Teachers enjoy getting together informally." 4-. "Many teachers attend school social functions." 5, "The teachers in this school enjoy their work." Statement <1) explored the sense of satisfaction in the working relation with students. explored Statements overall the and <3) satisfaction <4) the in working Statements atmosphere : and in schools. (5) explored the state of pleasure and formal and informal schools. 2.7 Dimension '7 (2) Innovativenes The five statements used in the study were 30 structures of I. "Teachers are williiig 2. "Teachers in this to innovations try school new present in this ideas for improvement." 3, "Innovativeness is uncharacteristic of this school" 4, "Ideas for improveniep.t generally receive support in this school." 5. "A climate of experimentation pervades this school," Statements <1), (3) and () explored the degree of risk- taking in schools. Statements degree of allowance for teachers 2.8 Dimension B : (2) and explored the (4> creativity and influence. Autonomy The five statements used in the study were 1. "Action taken in response to community requests is based upon professional knowledge." 2. "Teachers feel threatened by community pressures.4' 3. "Community requests receive little attention In this school . 4. "Teachers this in school given are considerable latitude in carrying out instruction. '4 5, "Teachers are protected from unreasonable community and parental demands." Statements ideals under constraints. (1) the and (4) explored the community pressures Statements (2), 31 (3) and maintenance of and administration (5) explored the procedures of receiving demands from outsides and their pressures on teachers' work. The five statements used in. the study were: "A deterrent to change in this school is the stress 1. which accompanies that change." "Feedback information is utilized in conducting and 2. sustaining change in this school," "Educational changes are generally made in our school 3, without sufficient study and preparation." 4. "This school has an. ongoing plan for facilitating." 5, "It is difÎicult to change anything in this school." Statements (1) and (5> explored the ability of school to tolerate change. Statements (2) and (4) explored stability of schools under the changing process. (3) explored the procedures for the Statement implementing educational innovations. The five statements used in the study were: 1. "Problems are not ignored in this school." 2. "Teachers's opinions are solicited but seldom used in this school." 3, "The school has procedures for identifying school problems." 32 4. uSo1ution to problems are actively sought from the teachers." 5, "In our school, procedures have been established to evaluate out effectiveness in resolving school problems." Statements schools to (1) and. perceive explored the explored the explored (3) Statements problems. problem-solving procedures procedures the mechanism. evaluating of in and (4) Statement () (2) problem-solving effectiveness. 3, Pilot Study The questionnaire was discussed with students of L Ed. course ()!anagement school principals or experienced teachers holding senior posts. Opinions, elective, based HKU) 1987, either were understanding the on who the of properties of their own schools and the special features of Hong Kong education system, were collected and used guidelines for amendments to suit local situation. as It was found that some original statements described a different organizational situation. structure However, which did a slight change not fit Hong Kong in. the wordings made the statements suitable for the purpose of the study. After the first amendment, to eight experìenced teachers the questionnaire was given and. the data was analysed. Their opinions were also received and a second amendment was made to give the final draft of the questionnaire. some statements were changed and modified 33 Since the results obtained from the pilot study were included not in the analysis of the main study. 4. Samp1ing in Hong Kong can be The secondary schools operating classified into three categories according ta the supporting bodies government, - categories do not aided have (Government, 8.5%; aided Sînce dIfferent, of private. equal share These the in three system 66.3%; private, 2,2%). philosophies the categories a and of secondary management schools are three these in possible to be stratification is used to increase precision. Different categories can be adequately represented in the sample. Due to the small population size in the government secondary schools, a value 0± fifteen percentage proportionate stratified sampling. in the percentage However, the differences return of is used in made the sample disproport i anated. Table i Stratified sp1ing of secondary schools in Hong Kong. Selected Percent 36 6 16.7% Aided schools 281 43 15.3% Private schools 107 16 15,0% Population Size Government schools (1nforation of population size was obtained from Education Departaent) 34 Lists o± schoo1s school were nade for different categories 0± Sampling was done with the aid of a random number Due table. to the in government population size small this schools, a slightly higher percentages was selected in category. , The nain Studv 5.1 Dispatch of questionnaires A total number of principals by mail. 5 questionnaires were sent ta school Together with the questionnaire, the followings were attached: A i, study, covering letter describing purpose the of the requìrements for completing the questionnaire and date of return. 2. A self-addressed, stamped envelope for the respondent to return the questionnaire directly to the researcher. The principal was asked to give the questionnaire to one experienced member of the staff, The respondent was asked to return the completed questionnaire directly to the researcher using the self-addressed envelope. 5,2 Return of questionnaires 32 questionnaires were returned by the due date questìonnaires were received a week later. and 2 There were 6 unanswered questionnaires returned with notes saying that they were too busy to help. Thirty-two questionnaires were completely answered and two questionnaires bad missing answers 'J for the academic qualification and. teaching experience o± the respondents All of them were included in data analysis. The percentage government of schools return whereas only 2% of private school group. Percent had a highest return in the The details are list in table 2. Table 2 of response in different ctegcries Na. of return sent % of response 6 5 83.8 Aided 43 25 8,1 Private 18 4 25O Total 6 34 2.3 Government . category Data Analyí The answers in section one was coded for preparation of the use of computer programs. The responses in section two were converted into scores by the help of the score sheet. The scores were entered. into the data file of the computer program. The SPSS/PC. softwareZStatistical Program for Social Science/Personal Conputer) for the IBt PC was utilized for data analysis. The tDESCRI?TIVE1' procedure was used to compute the mean and standard deviation. procedure was used to construct The "FREQUENCY" frequency tables. The "LIST" procedure was used to show the result of calculated scores of each organizational dimension and the health in each 'schooL tot1 scores of The "CORRELATION" procedure was used to find out the correlation coefficient between the different variables. wa The "CLUSTER" procedure used to find out groups with similarity, The "CROSSTAB" procedure was used to cross-tabulate cluster groups with background information and scores in different dimensions of organizational health. "ANOVA" procedure was used to find out the effect of background of the respondents and schools on the level of organizational health by calculating the F va 1 u e. 6. Assumptions and Limitations 6.1. Assumptions It is assumed that the respondents have the ability to observe and describe their own institution, They are also able to choose a correct answer from the scale provided. It is assumed that the accuracy of the response is not affected by the difference in the demographical characteristics of the respondents. .2 Limitations There is little internal validity for not manipulating the control variables. It is assumed that random sampling of the subjects will control for some variables among the groups of samples. 37 There was no opportunity far respondents the supplement answers when they thought the statements to were unclear. There was a great difference in the response in different categorìes of schools. percentage of The respond rate was high in the government group and low in the private group. Some schools returned the unanswered questionnaires and said that they had no time or they were not interested to answer. From the replies of the principals, there were a lot of questionnaires sent ta them in the few months when this study was carried out. One view from a principal said that the questions were too sensitive to answer because they tended to describe the nature of the school in good and bad These led to the disproportion of the sample and ways. made generalization Because unappropriate. of the sensitivity of the statements, non-response cannot be simply ignored. The non-response in the private school group was highest in percentage, the biasing effect would be greatest. Whereas in government school group, the high percentage of response made the biasing effect smallest. I.I LJ .L c..lc g.r.Q ur. . . . a . tj . g . Backround. infpriatjpn o 1. J p pç ç.f :.Qfl . respondents 74% Df respondents were male and the other were female, Only 32% of them were trained, degree holding teachers and most of the others were untrained, degree holding teachers. About O% of them had teaching experience of 6 to 20 years. 35.57Q Of them had experience less than 6 years. three principals in respondents. There were Ten of them were teachers and ten of them were department heads. The remaining eleven of them were holding senior post excluding department heads and principals. sample These results showed that the respondents was diversified ín terms of position and academic qualifications. teaching experience, However, it is clear that most of them were male. 1.2 Background information of schools 74% of them were aided schools, i5% of them were government schools and the remaining were private schools. About 90% of them were co-educational, grammar schools. 4-4% of them were over 21 years of history, 26.5% were 6 - 10 years old and 18% were 11 -15 years old, 53% cf them bad 18% of them had size smaller students size of 901 - 1200. and 29% of them had size greater than this range. 3% of them were sponsored by religious bodies arid 38% of them by other non-profit making bodies. 39 Goal Focus 2. 1 About 60% of the respondents agreed that there was awareness of school's goals, agreed that there was However, general a appropriateness of the school goals. an. only 47% of them agreement to the There was only 44% of the sample had niade efforts to discuss the school's goals. There is about 34% of the sample disagreed with the teacher awareness of the school's goals. This is correlated with the teacher's views on. the appropriateness of the schoals goal. The average scores in. these dimensions were similar. The correlation coefficients between. different statements were high except for the pairs (7)-(29) and (38>-<43), There is low correlation between. the discussion. of schools goals or awareness of them with the teacber& views on. the appropriateness of these goals. There is a high correlation between the discussion. of schools goals and teacherst views on the achievability of these goals. A high correlation. coefficient was alse found between. items <29) and (43> since they were dealing with the same thing. 7. 'Ef forts are made to discuss this schoa1s goals." Frequency Strongly Agree I'!ildly Agree !ildly Disagree Strongly Disagree 2 13 12 7 Percent 5.9 382 35.3 20.6 is, "The goals of this school are seen as achievable by teachers." Frequency Strongly Agree Mildly Agree Uldly Disagree Strongly Disagree 2 17 13 2 Percent 5.9 50,0 38.2 5.9 29. "Teachers view school goals as appropriate." Frequency Strongly Agree lüldly Agree 1{ildly Disagree Strongly Disagree 2 18 12 2 Percent 5,9 52.9 35.2 5.9 38. "Teachers are unaware that goals exist for this school." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent 6.8 26,5 55.9 8.8 3 9 19 3 43, "There is general agreement by teachers as to the appropriateness of the schools." Frequency Strongly Agree wildly Agree Mildly Disagree Strongly Disagree i 15 16 2 41 Percent 2,9 44.1 47.1 5,9 Ltens 7 18 29 38 43 Average Score 2.50 2.56 2,59 2,65 2.44 18 Items ,5632** 7 18 29 38 Standard Deviation .61 .69 .69 .76 .65 29 .3529 ,6O24*F 38 -. 4282* -.4282e -,5615** 43 .437O .4963* ,6005** - . 3733 * 0.01 signficiant level 0.001 significant level 2.2 Communication adegu 74,% of the sample agreed that administrative staff provided needed Information to the staff. Since the flow of information from the superior to subordinate is essentially task-oriented arid compulsory, it is not surprised to find a high percentage. Hawever, only 59% of the sample agreed that there are conuuunication lines open for the flaw of information from the subordinates to the superior. In fact this kind of information is usually either comments or suggestions which seine administrative staff do not veiw them as an urgent or essential matter. About 50% of the respondents agreed that there were procedures for communication with the community and the same percentage agreed that the public was made aware of the school's activities. The average score was highest for item (4) and lowest There seemed to be low correlation between this dimension. Higher correlation coefficients were found between the pairs (4>-(3O) (4)This showed that the effort (44), (19)-(44), (30)-(44). made by teachers ta communicate with the administration was correlated ta the openness of other communicative pathways. The procedures of disseminating information to teachers by for item <39>. items within the administration was also correlated to the awareness of school's activities by the public. 4 "The school administration provides needed information to the staff" Frequency Strongly Agree '!ildly Agree LLldly Disagree Strongly Disagree 8 17 B Percent 23 O.O 23.5 2.9 i 19. "Teachers feel that comnunication lines are open with the school administration.." Frequency Strongly Agree Mildly Agree l'!ildly Disagree Strongly Disagree 3 17 ii 3 Percent 8.8 50.0 32,4 8.8 30, "The public is made aware of the school*s activities." Frequency Strongly Agree Agree lildly !fildly Disagree Strongly Disagree i 16 15 2 Percent 2.9 47,1 44-.1 5.9 39, "Procedures for communication with the community have been established." Frequency Strongly Agree lt!ildly Agree wildly Disagree Strongly Disagree i 15 15 3 Percent 2.9 44.1 44.1 8,8 44., "Xost teachers make an effort to communicate with the administration. « Frequency Strongly Agree )Iildly Agree Mildly Disagree Strongly Disagree i 17 13 3 Percent 2,9 50,0 38.2 8.8 rtems 4 19 30 39 44 Average Score 294 Standard Deviation ,78 .78 .66 .70 .71 2.59 2.4? 2.41 2,47 I tenis Items 19 4 .3578 1g 30 39 30 .4682* .2681 39 .1572 .3180 .2878 44 .4388* .4157* .4191* . 0.01 signfician.t level ** 0,001 significant level 0252 2.3 Optimal power egua1j 91% of the respondents stated that studente were not involved in the decision making process in their schools. 68% of the sample disagreed that any teacher could assume leadership responsibilities regardless o± the ±'act that any teacher had already been a power leader in the classroom. About 50% of the respondents agreed that their schools could be described as democratic but about 25% strongly disagreed. 5ô/ of the respondents agreed that teachers valued in decision making while 1% of opinions wore them. strongly disagreed this description. The average score for item () was the lowest among all other items. For iteix (5) and (40), there were higher values of standard deviation than other items. Items () and (40> belong to the same high correlation coefficient of high reliability of the items. -. 83 ideas they bave a and this reflects a There was also a high correlation between the utilization of teachers' opinion in decision making and theviews of democracy in schools when we examined the correlation coefficient between the pairs (5)-(20) and <20>-(40). However, item 31 seemed to have no correlation with all other items in this dimension. 46 5, "Decision naking in. this school could be best be described as deniocratic, Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent 11.2 38.2 4 13 8 9 23. 26.5 6. "Students are involved in decision making in this echad.'4 Frequency Strongly Agree Í{ildly Agree (ildly Disagree Strongly Disagree Percent 0.0 8.8 35,3 O 3 12 19 55.9 20. "In general, teachers' opinione are valued in decision making." Frequency Strongly Agree Mildly Agree '!ild1y Disagree Strongly Disagree 31_. "Any teacher in this school may assun Frequency Strongly Agree Mildly Agree 11ildly Disagree Strongly Disagree Percent 14.7 41.2 29.4 14.7 5 14 10 5 i 10 21 2 leadership responsibilities." Percent 2.9 29.4 61.8 5.9 40. "Decision making in this school could be described as undemocratic." Frequency Strongly Agree leIildly Agree wildly Disagree Strongly Disagree 9 7 13 5 47 Percent 26.5 20.6 38.2 14.7 Items Average Score Standard Deviation 5 235 1.01 6 1.53 2,59 2.29 2,59 .66 .93 .63 20 31 40 1,05 I teme Items 6 5 S 5722* 20 ,ß494** ,5399** 20 31 31 .1653 .2696 -,8308* -.5061 - , 0306 - . '722Th 4.0 - , 1325 * 0,01 signficiaut level " 0.001 significamt level 48 4- ,.e t Uz :t c 50% ot the repcndent did not agree that pereon was daing the right jcb. with the item describing healthy organization, idling. the right This item le correlated teacher& development. people should not a overload nor be People may be working very hard In but they do not feel that they are working against themselves. They will have a sense of growth and development when they are in the process of making organizational contribution. Therefore, when a teacher viewed that the wrong person is doing the job, he is probably not having a sense of development. 62% of the respondents agreed that the strength of the teachers was utilized. utilized. The resources outside the school can also be About 70% agreed teachers that are using instructional resources and schools are utilizing resource personnel available to them in the community. The average scores for items where it was low for correlation between iteis itenis (25) and (34), item (25) (14) (25). and and (45) There (45) were high was a high and also between Both pairs described the utilization of personnel strength within the school environment. The other items did. not have significant correlation coefficient value. 49 14. "Teachers are aware of instructional resources available to them within the community." Frequency Strongly Agree wildly Agree Nildly Disagree Strongly Disagree i 23 10 O Percent 2.9 87.6 29,4 0.0 25. "The right person is dning the right job in thìs school." Frequency Strongly Agree 1!ildly Agree '!ildly Disagree Strongly Disagree 2 l 11 6 Percent 6.9 44.1 32.4 17.6 28. "Resource personnel available in. the community are utilized in this school." Frequency Strongly Agree i Ì'!ildly Agree 21 lUidly Disagree Strongly Disagree 11 i Percent 2.9 61.8 32.4 2.9 34,, "The strengths of the teachers are utilized in this school." Frequency Strongly Agree !ildly Agree Mildly Disagree Strongly Disagree 2 19 12 1 Percent 5.9 55.9 35.3 2,9 45. "There is no opportunity for teachers to grow and develop professionally in this school." Frequency Strongly Agree l'Iildly Agree wildly Disagree Strongly Disagree 2 8 16 a 50 Percent 5,9 23.5 47.1 23.5 Itenis 14 25 28 34 45 Average Score 2.74 2.38 2,85 2.65 2.88 Standard Deviation .51 .85 .59 .85 .84 I teius Items 14 25 28 34 25 .2391 28 .0818 .0945 34 .1674 .4376* .2958 45 -.2065 -.5657** -.215? - , 4772* * 0,01 signficiant level ** 0.001 significant level 2 . . - . 79% of the sample agreed that there togethernese in the school and were solved by group was a sense 6% of tbe 47% action. of of agreed problems the respondents disagreed that the school was unresponsive to problems and 24% of However that the responents strongly disagreed this statement. there was 15% of the respondents strongly agreed their schools were unresponsive to problems. niany There was only 59% of the sample agreed that teachers would rather to stay teaching in the school and only 2 respondents 70% of the respondents strongly agreed this statement. agreed that teachers valued their professional association with their schools, only one respondent strongly however, agreed this statement. There The average scores in this dimension were high. was a. high correlation between items (24) and (47), can be explained by the notion that they want because they school, correlation can Items exert (2) own their and (11) value, coefficient influence also had a teachers' This to stay within the significant sense of togetherness was correlated with the feeling of professional association with the school. All the other items did not bave any significant correlation coefficient. 52 2 !There is a ee1ing of togetherness within the school» Frequency Strongly Agree Ì'!ildly Agree 1'hldly Disagree Strongly Disagree 3 24 Percent 8.8 70.6 14,7 5.9 5 2 11. "Teachers value their professional association with this school»' Frequency Strongly Agree l'!ildly Agree 1!ildly Disagree Strongly Disagree i 23 8 2 Percent 2.9 67.6 23.5 5.9 15. "The school is unresponsive to niany problens." Frequency Strongly Agree Nïldly Agree 1ildly Disagree Strongly Disagree 5 5 16 8 Percent 14,7 14.7 47.1 23.5 24. "ltany school probleis are solved by group action." Frequency Strongly Agree Ìfildly Agree 1(ildly Disagree Strongly Disagree 47. 4 15 10 5 Percent 11.8 44.1 29.4 14.7 "1(ost teachers would rather teach in this school than soiep1ace else." Frequency Strongly Agree Mildly Agree 2 18 1'Iildly Disagree 11 a Strongly Disagree 53 Percent 5.9 52.9 32.4 8.8 Items 2 11 15 24 47 Average Score 2.82 2.68 2,79 2.53 2.56 Standard Deviation .67 .64 .98 .90 .75 I tenis Itenis 2 11 15 11 .4275* 15 -.0352 .1585 24 .3609 .3087 47 .2627 .3274 - . 1282 - , 1624 ,5413** 24 * 0.01 siguficiant level 't 0.001 significant level 54 Morale item For a (1), very percentage high (97%) of respondents agreed that teachers in their schools willingly spent time with students and there was only one respondent strongly disagree this stateiient. However, only about ?O- 60% agreed that teachers in their schools joined other kind of social activities. teachers enjoyed. 5% of the respondents agreed that their work agreed this statement. in school and 12% strongly 70% of the respondents disagreed that there was a pessimistic atmosphere in their schools. The average scores for this dimension were the highest among other dimensions. The average score for item (i) was the highest among all the other items and. this item also had a small value of standard deviation. is It interesting to find out there is a correlation coefficient between item (16> with items (46) and. (SO), The informal gathering of high (35) teachers was correlated to teacher& view on the atmosphere of schools. Since the atmosphere of an organization ìs strongly affected by the social activities of correlation is not surprising. the such a The other item pairs showed much lower correlation coefficient. 55 employees 1. uTeacher willingly spend tise after school with students." Frequency Strongly Agree Ii1d1y Agree Mildly Disagree Strongly Disagree 9 24 Percent 26.5 70.6 0 0,0 i 2.9 16. "There is generally a pessimistic atmosphere in this school." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 3 7 16 B Percent 88 20.6 47,1 23.5 35, "Teachers enjoy getting together informally." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 6 23 4 1 Percent 17.6 67.6 11.8 2.9 46. "Many teachers attend school social functions." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 5 19 9 i Percent 14.7 55.9 26.5 2.9 50. "The teachers in this school enjoy their work." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 4 19 8 3 56 Percent 11.8 55.9 23.5 8.8 Items Average Sccre I 32i 16 2.S5 35 46 50 3OO Items i 16 35 46 Standard Deviation 2.82 2.71 16 -.0017 .72 .80 1te 35 .0786 -. 4693* 46 .159? -. 527it* 1299 . * 0.01 sign!iciaiit level ** 0.001 significant level .3243 - . 4477* 3494 .2242 . _.7 Innovativee3 The results shows that teachers are actively involved in They innovations. are willing try -to present new ideas for improvement. and innovations 80% of the respondents agreed that teachers in their schools were willing to try innovations. However, only 53% of the respondents agreed that the school is innovative and supports the ideas for ìmprovement 12% of the respondents strongly disagreed that 44% ideas for improvement receive support in their schools. of the respondents that agreed climate Although the reason pervaded in their schools. specified, experimentation is not limited resources and lack of heavy workload, experience may be possible reasons. It is important to point out that institutional problems are usually solved by home-made plans. Experimentation at this level will then be essential to ensure the success of the innovations. There is a high correlation between the innovativeness of the schools and the effort paid by the teachers, the school is innovativeness ideas generated by teachers always receive support in the school. school and correlated climate the with the teachers in school. of support However ideas. The innovativeness of experimentation of the ideas were generated both by there was a lower correlation between the presentation of ideas support of teacbers When for improvement and the 3 uTeachers are willing to try innovations in this echad»' Frequency Strongly Agree llildly Agree Mildly Disagree Strongly Disagree Percent 2 59 25 73.5 14.7 5.9 5 2 17. "Teachers in this school present new ideas for improvement." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 2 23 & Percent 5.9 67, 23.5 2,9 i 26. "Innovativeness is uncharacteristic of this school." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 2 13 18 i Percent 5.9 38.2 52.9 2.9 36. "Ideas for improvement generally receive support in this school." Frequency Strongly Agree Kildly Agree Nuldly Disagree Strongly Disagree 4 14 12 4 Percent 11.8 41.2 35.3 11.8 48. "A climate of experimentation pervades this school." Frequency Strongly Agree Nïldly Agree Xildly Disagree Strongly Disagree Percent 0.0 44.1 44.1 11.8 o 15 15 4 59 ttems s 17 26 36 48 Standard Deviation Average Scare 2,79 2.76 2.53 2.53 2.32 .64 .61 .66 .66 .68 1tei Items 17 3 .456* 17 26 -.4O74 -.3954 26 36 48 36 .2583 .3621 .2623 -. 5O33 -. 2125 .4721* 0.01 siguficiant level *1 0.001 significant level 60 2.8Autonoy 62% of the respondents agreed professional that knowledge was used in taking action to ieet the community requests and none of the respondent strongly disagreed this statement. 70% of -the respondents disagreed that teachers agreed that were threatened by community pressures and 5 teachers were parental demands. protected from unreasonable 6% of community and respondents the agreed that teachers were given considerable latitude in carrying out instruction and none strongly disagreed. '70% of the respondents disagreed that community demands received little attention in their schools. The average scores in this dimensions were similar but correlation matrix showed ±ew significant correlated pairs. Items pairs (12)-(2'7) and (12)-K49) were correlated, thus, action taken upon professional knowledge was correlated to attention was to the community demand and protection of teachers from unreasonable demands, The other items pairs did. not give significant correlation coefficient. Although the items <13> and (49) got similar scores, the protection of teachers from unreasonable demands did not correlate with threatening of community pressures. 12. uAction taken in response ta coimunity requests is based upon professional knowledge." Frequency Strongly Agree 1!ildly Agree lUidly Disagree Strongly Disagree 3 18 13 Percent 8.8 52,9 38.2 0.0 O 13. "Teachers feel threatened by couuunity pressures." Frequency Strongly Agree Uldly Agree Xildly Disagree Strongly Disagree i 9 21 3 Percent 2.9 26,5 61.8 8.8 27. "Community requests receive little attention in this school." Frequency Strongly Agree lUldly Agree wildly Disagree Strongly Disagree 2 8 21 Percent 5.9 23.5 61.8 8.8 3 3(7, "Teachers in this school are given considerable latitude in carrying out instruction." Frequency Strongly Agree I'!ildly Agree }lildly Disagree Strongly Disagree 3 19 12 O Percent 8.8 55.9 35.3 0.0 49, "Teachers are protected from unreasonable community and parental demands." Frequency Strongly Agree 1'!ildly Agree 1(ildly Disagree Strongly Disagree i 18 12 3 62 Percent 2.9 52,9 35,3 8.8 Items 12 i_3 27 37 49 Items 12 13 Average Score 2.71 2.76 2.74 2.73 2.50 13 .3206 Standard Deviation .63 .65 .71 .62 .71 1te 27 -.6349** -.2035 2? 37 37 .1054 .3058 - . 24.98 49 .4087* .1310 - . 3322 .1040 * 0.01 signfioiant level ** 0.001 significant level 63 2.9 Adaptation 62% of the respondents agreed or strongly agreed that their schools were not difficult to change things. 21% of the respondents strongly disagreed that their schools were difficult to change things. 73% of the respondents agreed that a deterrent to change was the stress which accompanied that change. 73% of the respondents agreed that there was an ongoing plan for facilitating. strongly disagreed without sufficient that 21% of the respondents educational preparation and changes 4-4% were made mildly disagreed. 70% of the respondents agreed that feedback information was utilized in conducting and sustaining change in their schools. There was a high correlation between the utilization of feeback information with the presence of ongoing plan for facilitating. The utilization of feedback information was also correlated with the presence of preparation procedures in schools. The presence of a ongoing plan was negatively correlated with the degree of difficulty in making change in schools. The other item pairs did. not give significant correlation coefficient. 9. "A deterrent to change in this school is the stress which accompanies that change." Frequency Strongly Agree Mildly Agree Mildly Disagree Strengly Disagree i 24 19 Percent 2.9 70.6 26.5 0.0 O io. "Feedback information is utilized in conducting and sustaining change in this schoo1,4 Frequency Strongly Agree wildly Agree Mildly Disagree Strongly Disagree 4 20 8 2 Percent 11,8 58.8 23.5 5.9 22. "Educational changes are generally nade iii our school without sufficient study and preparation." Frequency Strongly Agree l4ildly Agree Mildly Disagree Strongly Disagree 2 10 15 I Percent 5.9 29.4 44.1 20.6 33, "This school has an ongoing plan for facilitating." Frequency Strongly Agree 1'ildly Agree lUidly Disagree Strongly Disagree 3 22 7 2 Percent 8.8 64.7 20.6 5.9 41. "It is difficult to change anything in this school." Frequency Strongly Agree Mildly Agree !(ildly Disagree Strongly Disagree 4 g 14 7 Percent 11.8 26.5 41.2 20,6 Item Average Score g 2.24 2.76 2.79 2,76 2,71 io 22 33 41 Standard deviation .74 .84 .70 .94 i: t eixis Itenis 9 10 22 33 io .0922 22 33 41 .0468 -. 4527e .0977 .5336 .2376 -.3260 * 0. 01 signficiant level ** 0. 001 significant level -.3769 .3417 - , 3998* 2. 10 Problem-solving adequacy 15% were of the respondents strongly disagreed that procedures established ta there problem-solving evaluate effectiveness, while 29% mildly disagreed and the rest 60% mildly agreed. 71% of the respondents agreed that solutions to problems were actively sought from the teachers, the respondents seldom used. disagreed that teachers' 66% of opinions were 47% of the respondents agreed that there were procedures for identifying school problems. 71% of the respondents agreed that problems were not ignored in their schools. The average dimension. score in item was (8) highest in this However, the average score in item <42) was much lower than item (8). These data suggested that the problems were not ignored in most Hong Kong secondary schools but some of them lacked the procedures for evaluating problem solving effectiveness. The items (6), (23) and (42) were highly correlated, thus, the identification of problems, the presence problems solving procedures and the presence of evaluating problem salving effectiveness were correlated. The use of teachers' opinions in salving problems was also correlated with the presence of problem salving procedures. a lower correlation between the collection opinions and the utilization of them. 67 However, there was of teachers' 8. "Problems are not ignored in this school." Strongly Agree Mildly Agree lfildly Disagree Strongly Disagree Frequency Percent B 23. 16 9 47.1 1 2,9 26. 21. "Teachers' opinions are solicited but seldom used in this school," Frequency Strongly Agree Xildly Agree Mildly Disagree Strongly Disagree 3 9 19 3 Percent 8.8 26.5 55.9 8.8 23. "The school has procedures for identifying school problems." Frequency Strongly Agree Mildly Agree ildly Disagree Strongly Disagree 2 14. 15 3 Percent 5.9 41.2 44. 1 8.8 32. "Solutions to problems are actively sought from the teachers." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 42. 5 19 8 2 Percent 14,7 55.9 23.5 5.9 procedures have been established to evaluate out effectiveness in resolving school problems." "Iii our scbool Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree o 19 10 5 Percent o.o 55.9 29.4 14.7 Items a 21 23 32 42 Average Scare 2.91 2.6 2,44 2.79 2.41 Standard Deviation .79 .77 .77 .74 i: teii Items 21 B -.4911* 21 23 32 23 ,7331** -.48761 42 32 .4162* .3830 ,264** ,283 ,366* .4183 , * 0.01 signficiant level ** 0,001 cignificant level 0467 Four groupe of sii1rity were identified by using the "CLUSTER" command. Table 33 Cluster groups and scores in different dimension group Cluster Group I 2 3 4 No. of Schools 2 1 15 16 Score in task-centred dimensions Low Low Medium High Low Low Medium High Kedium High mai nte nance dimensions growth dimensions Low 11edium Schools in group i got low score in all three groups of dimensions. other schools. The total scores were also low compared to The only school in group 2 got low score in the "task-centred" and "maintenance" groups of dinìensions but the score in the "growth" group was medium. Schools in group 3 got medium score in all three groups of dimensions while schools in group 4 got high score in all three groups of dimensions Therefore, 70 it showed that there was a relationship closely among the dimensions the in organizational health. Task-centred dimensian Group 3 Group 2 24.5 29.0 33.0 42.3 (2.12) (0) (2.39) (3,32) (3.58) (3.53) 45.2 29.0 Maintenance d.iinensions (9.19) Growth dimensions (2.12) (0) 88.5 102.0 (0) 44.0 32.5 Total Score Group 4 Group i (13.4) 49.3 59.3 (3.24) (4.29) 120.3 146.3 (6.33) (0) (9.23) *Standard deviation in brackets aximum scores in task-ceutred and iaintenamce groups are 60 Maxiniuni score in growth group is 80 The table of comparison of mean scores in different dimensions groups of the cluster groups shows that there is a gradual increase in score from group i to group 4. The table showed that the average scores in different dimension group within the same cluster group were similar excpet in cluster group 2. 71 ts tor differences betw Main Effect Sex Position Teaching Experience Academic Qualification Type of school Age oÍ school Size of school 2.034 L317 2.016 .090 2.601 .365 .810 .164 .287 .110 .766 .090 .831 .529 From the table cf correlation matrix, the correlation coefficients between different dimensions are high except the one between innovativeness and autanoniy (.2776>, innovativeness and autonomy belong to The higheeb value of correlation Both the "growth't coeifícient group. (.8348) appeared between adaptation and problem-solving adequacy. Both of them belong to the "growth" group. Together with the results from cluster analycis, they show that the different dimensions of organizational health are at similar level in Hong Kong secondary schools. Although the ten dimensions deal with different subsystenis of the school, only one school out of thirty-tour had a higher score in growth group that the other two. 72 Correlations: Diî 12 Oi3 Dim4 ,DimS 72%** 6923U 437* 7476* 62O9* ,6662** S118** Dim2 Di)3 Oim4 Di7 Di8 Oim9 J274** 6229* ,&&07** 7273** 7139** 61O** 67O3* DimG 4648 Total 977** 871* S973** 74*: 6O64* 5862** 6593** 556* 4925 5907** 5965** fl25 5469* 4399* 6114** ,6583** 598* 542** ,6947** .6251** 674S** 8215*4 4377* 5898** 6392** 7864** ,S915** ,7180** 66** 5768** ,6148** 7091** 848** 8526** Oit5 ,5891** Di6 ir7 ,2176 DuB Di9 ,S567* 7849 8OOO* 9888** DimlO * OO1 level of significant ** 0,001 level of significant ir*1 DimO : Goal Focus Oi2 : Couunication adequacy Dim3 : Qptium Power Equalization Di : Resource Utilization Di5 : Cohesiveness im6 : iti7 : Dím8 : ii9 : Morale Innovativeness utomony Adaptation Oi1O : Problei-solving Adequacy 73 rous From the cross-tabulation tablee, by there b was no any significant differences between different cluster groups by the using prograinnie background infDrmation, By using ANOVA the the significance level o± F is high and. thus the probability due to sampling error le also high. Schools in group i and 2 were all aided schools. in groups and 3 both 4, schools were included. ìn the sample did aided and not have significant any difference size and age of schools. characteristics did not show to bave relatinship with the level of organizational health. 1. Sex Cluster Group Female 1ale i i i 2 3 4 0 i ii 13 4 3 2. Academic qualiÍcation Cluster Group private The level of organizational health between different nature, demographic government, While First Degree Trained G}! i I i 2 3 4 i 0 li 9 4 6 74 The any 3. Teaching Experience Cluster Group (in years) O- 6-10 11-15 l-2O 21-25 >25 i o i i o o 2 3 1 0 0 0 0 o 0 11 1 0 0 0 1 2 7 1 4. 2 2 2 4, Type of school a. Cluster Group Government Aided Private i o 2 0 2 0 1 0 3 0 4 5 13 9 2 2 b. Cluster Group Boys' i 2 3 4 Girls' Co-ed O 0 0 2 0 i i i 2 0 13 14 5. Age of school Cluster Group i-5 6-10 li-iS 16-20 >20 i o i O i 2 3 4 0 i O O O 2 2 i 8 i 5 2 4 1 5 O 5, Nuiber of students Cluster Group <601 601-900 1201-1500 >1500 i O O 901-1200 i i O 2 3 4 0 1 O O O 2 i 7 3 O 2 ii i 2 2 7, Type of sponsoring body Cluster Group Goverunient Religious Private Enterprise i O O O 2 3 4 O 0 i O 7 5 4 2 2 Non-profit iiaking bodies 2 O 6 5 8. Post of respondents Cluster Group 1 Teacher Department Head 0 1 Other senior post Principal 1 o 2 1 0 0 o 3 4 B 3 6 4 6 o 1 76 3 J ... .... IB .V ... In L Q.: g, I . this survey, the level of organizational health scored by the Hong Kong secondary schools is similar tc the scores of the more innovatìve schools in Kimpston4s study (1973). Only 3 out of 34 schools in the sample got low scores in the di±'erent groups of dimensions while all the others got much higher scores. Although the ten. subsystems of the school, dimensions measured different results in this sample of Hone Kong secondary schools showed that all the ten dimensions were at similar level except in one school. Therefore, poor in one dimension usually correlated with poor in the other nine dimensions, document, studies. which Childers (1986) emphasized in his The findings were similar to that of Kimpston's In Xile&s argument, he pointed out that these ten dimensions were closely related and when one dimension was poor, it would affect the functioning of the others resulting in general poor in organizational health. results in this study showed there The were high correlation coefficient between different dimensions. The exceptional case was classified in cluster group 2, yet, scores in the six dimensions of the "tasked-centred" and. maintenance" group were dimensions of the "growtb that low while scores in the group were slightly higher. 77 four results also showed that most schools had a relatively high score. One possible reason Íor this is that healthier schools are more willingly to conununicate with outsiders and. provide information. for research work while The those schools with many probleme tend to prevent exposure of the school& functioning. Since there is a high percentage of non-responses, the results cannot avoid being biased The non-responses may be different from those answered. Nevertheless, the respondents' schools showed a high degree of congruence in the diniensions of organizational health, This gives the final total score of organizational health a higher reliability, School administrators can make use of the scores in different items to identify the weakness and prepare appropriate improvement increase the level of organizational health. program to Therefore item analysis is an essential step for administrator to understand the functioning of the organization whereas the total score is used as an indicator of readiness for plan to be implemented. 2. 1 Goal Focus organizations, goals can serve at least three functions: as a source of legitimacy, as a source of Therefore direction, and as a basis far evaluation. schools goals should be known to all staff members. In The healthier schoo1 had made efforts to discuss the school's goals. In this study, the teacher awareness 0± the scboals is goals appropriateness correlated of with schoo1s the their views on Since goals. the the organizational structure ic used as an instrument by which members and clients reach nutual goa1s it is essential that the inhabitants of the organization are able to carry policy agreement into action. Therefore it is suggested efiorts should be made to allow teachers to discuss the school's goals. New plans in schools mean that new goals have been set for teachers. Thus, teachers should be kept up-date about new school's goals before the plans are implemented. Klausmeler presented a plan for In bis suggested plan improvement. importance (1986) of a he The goal clear goal. school self- emphasized the must be seen as appropriate and achievable by the teachers. According to Weick's loosely coupled model, it is not surprising that 34% of the respondents stated that teachers were not aware of school's the goals. Under such conditions, activities within the c1assroorn may be oriented to teacher's own goals but not school's goals. ta maIntain uniformity in school's Therefore, functioning, it is essential to ensure teachers aware of the school's goal. However, the problem of goal ambiguity mentioned in chapter It is common that some goals two remaìns as a difficulty. of the school are given primacy in public pronouncements (such as public examinations 79 results) while others are treated as background phenomena (such as socialization>, This may lead, ta a misunderstanding about the priority or importance of different school goals. 22 Communication adegu Communication pathways should be set and open to all inhabitants of misunderstandings. an organization in order to avoid The success of a new plan may depend on the process of dissemination where communication pathway plays an important role. The results showed that most schools had developed a pathway for the administrative staff to provide need information ta the subordinates which is essential and sometimes compulsory. the backuiow However, of information was poor in this sample of schools. Although most backflow information is not so urgent and belongs to the comment or suggestion type and not instructiona1 the backflow information is important far decision making in the subsequent change in the planning. The flow of information from the administrative staff to the subordinates is usually in a formal manner while the information backflow is usually in an informal way. Therefore to ensure sufficient flow of information between different levels, both formal and informal communication pathways should be encouraged. The communication with the community in this sample was less effective than the internal cammunicatìon, showed that the communication with the The results community was correlated to the openn within the school environment. of the coixnunicatjve pathways This suggests that the improvement of internal coniuunicatjve processes will lead to a better comnunication with the cormnunity. The results also correlation between the dissemination of information to the subordinates with the awareness of the showed a public about scbools activities. This also suggests that when the administrative staff, who can disseminate information to the teachers effectively nay be capable to establish good public relationship. 2.3 Optimal Power Equalization 91% of the sample stated that students were not involved in the decision making process. It is not a surprising result because both from the traditional Chinese thinking and the mechanist approach of management, power is given to the subordinates. only superiors However, who have a control over the it is surprising that 68% of the respondents disagreed that teachers can assume leadership responsibilities when the present fact is that teachers are already leaders of students. They are the powerful and They have normally the only leader in the classroom. already been assumed full responsibilities for the activities inside the classroom. that the Herlith & Herlith (198e> emphasized understanding of the concept of power can help improving the principal-teacher relationships. They stressed that power shared is with emphasized teachers procedures but should not be over teacbers establish ta They increaee teacher's influence ii the decision making process. There is a difference in the degree teacher& that opinions in decision making. teachers' disagreed. while of utilization of opinions were While 58% agreed other valued, 15% strongly Thus, sanie schools were said. ta be democratic were not, other In utilization of teachers' undemocratic schools. this study, the degree of opinions was higher than that of Therefore, staff value the teachers' opinions, if administrative the the atmosphere of the school will be change to be more democratic. In nany studies, could improve it showed that student participation effectiveness curriculum development. and enhance success in <l98) had changed Hopkins & Cram a school climate by including students in decision-making processes with regard to areas that affect them. to succes was to allow a commitment of Their key administrations staff and students to work together toward an effective school. Sharing power with teachers can make provision for emergence of which leadership is important organizational development and renewal of leaderships. teachers are given change participation. to for The develop professionalism by Therefore it is suggested when there is a share of power, it will increase opportunities for input and then effectiveness, . 4 . R.,e Ut 17 .o u .... r . Q. As mentioned in Chapter 1, is allocated to the most of the economic resource a1ary of the teachers and. other working staff and only a small portion is left for technological improvement. Therefore it is essential to ensure that the right person is doing the right job. However, 5O7 of the respondents disagreed that the right person was doing the right job in their schools. This item correlated with the item describing teacber& development in school. In a healthy organization, people should not be overload nor idling. in the teachers thought that the wrong person was I senior against themselves. within the they might post, of Therefore, personnel the important job for principals. invisibility makes when working it within adjusting the correct school is an However, the role performance difficult to assess teachers a Some teachers said that it was difficult to performance. know they were This hindered the sense of development teachers. coordination feel they cìrcumstances, were doing good a relationship interpersonal Under job. becomes such an important factor affecting teacherts view on. others. With the resources development personnel respondents agreed of the should be that their school, utilized. schools more 70% were ezternal of the utilizing resource personnel available to them in the community and their teachers were aware of the teaching aids available in the community. The utilization of external resources can the richness of school life and. help up-date recent technological developments, a. . . b . .? .. iS . p . A person's feeling toward the school is related to his chance to exert influence, between items notion (24) and There (4.7) is a high correlation which can be explained by the that teacher want to stay because they can exerte their own influence within the school, In most schools, teachers are grouped according to their teaching subject or teaching level. groups Within the working they may find similar problems which can be solved only by group action. respondents agreed This may be the reason why 56% of' the that problems were solved by group actions, Sense of togetherness may also due to informal relationships. 79% of the respondents agreed that there was a sense of togetherness within the school. The results also showed that the feeling of professional association with the school was correlated with the sense of togetherness. About 15% of the respondents strongly agreed that their schools were unresponsive to many problems. This reduced the chance of participation of teachers in problem-solving procedures and thus reduced cohesiveness. 2ô Morale The scores this iii dimension were in general high therefore, the state ot morale in this sample was also high. Bolding & symptoms Van Patten create morale (1982) pointed problems. out The that burnout burnout symptoms, which include tiredness, sense of failure, inability to make decisions, difficulty in concentrating and feelings of anxiety, are potential problems to the organization and must be eliminated. Hogan & Roth (1984) also emphasized that people will not participate unless they are highly satisfied with their work environment, Therefore, school administrators should be able to identify the symptoms and diagnose the weakness, The items in this dimension tried to estimate the state of morale by teachers participation in different kinds of activities. The results showed that teachers were willing to help their students when required. However, a lower percentage of them joined the formal or informal social activities. A high morale occurs when the personnel feels good about what is happening. Therefore, it is assumed that teachers felt satisfied when they were able to help their students. The atmosphere of an organization is strongly affected by the social activities of the employees, more Thus, satisfied when one it is not finds out one will feel others care for him. surprising that correlation coefficient between different items are high in thîs dimension. 2. . 7 I .. . . ?Y .a .... 14 .. . ....e . Innovativeriess invent is for reSuired. new procedures and. a growing school towarde new goale. move to The results shows that teachers were willing to contribute by trying new plans and presenting new ideas. There was a high correlation between schools being described as innovative and the utilization of teachers' ideas. There is 44% only the of respondents agreed experimentation climate pervaded in their schools. workload, limited resources and lack of that Heavy eperience and supervision are possible reasons that hinder experimentation in schools, In fact, experimentations should be encouraged because it is essential for school administrators to test their hypotheses before large scale implementation of their plans. Hogan & Karen (1984) emphasized that staff were willing to take risk in a quality school and both short and rofecte lan?; involvement of were prepared. people in This led to active the organization and this was essential for change to take place. Nicholls (1983) inevitable process, systems. . viewed educational both institutionally innovations ox- as in the whole Stewart & Prebble (i98) also emphasized that the concept of organizational development is also applicable to educational organizations. Thus, experimentation innovativeness will becoin.e requisites for school growth. 86 and 2.8 Autrioiy Hang Kong, In important raie the commun±ty does not directly play in the education system. which also is bodies. decision rakiag process ari the in The most powerful body is the Government under the influence of some other large Although teacher-parent associations are found in I-long Kong, most parents do not participate in any decision making process. directly Therefore, receive structure and teachers in Hong Kong do not pressures functioning stable when needs. However compared to from of the the schools rapid community. remain changing environment the technical There is a institutes and These changes has already derrianded curriculum innovations. Commission in grow-tb polytechnics. relatively the rapid economic growth in Hong Kong bas created much stresse Ori the Education system. continuous The is now Education system, in Chapter mentioned As reviewing different 1, the Education aspects of the therefore the schools must be ready for change Iost respondents agreed that teachers were protected from the community demands received by the school. were able knowledge. to these judge There was a Teachers demands by their professional high correlation between the awareness of the community demands with the procedures in judging these demands. the community pressures. Teachers did not feel threatened by Under normal circumstances community pressures do not act directly on teachers 87 the but through other pathways e.g. Education department principals. 65% of the respondents agreed that the teachers were given considerable latitude but this did. not correlate with other items. Therefore, how the teachers viewed and Judged the problem was the key factor in this dimension. 2Q Adaptation Adaptation is essential Íor the school to withstand the stress of change and. enables it to meet the demands. There is a high correlation between the utiliztion of feedback information and a facilitating ongoing environmental demands and organizational rnatch re-structuring a difference. approach plan. When the resources do not evolves to adjust the Therefore, a facilitating ongoing plan helps to reduce the stress occur during the changing process. The feedback information can help the ongoing plan to bring about corrective changes during the change cycle. From the results, the presence of an ongoing plan was correlated to the utilization of feedback information and negatively to the difficult to initate change in school. Therefore, procedure should be designed for preparation of change to withstand the stress that might occur. 2.10 Problem-solving adeguac Al]. organizatons ineffective coping. have problems, difficulties and The issue is not on the presence or absence o± problems. problems but on the mechanisms that solve the Most respondents answered that there was no specific procedures for problem-solving or evaluating out the problem-salving effectiveness. Problem-solving process is essential for school renewal in the evolutionary process. The continuous development of the school depends on the way that it solves the problems and establishment procedures. evaluating of Therefore, personnel of problem-solving should be assigned to develop problem-solving procedures in schools. Montgomery & Hutchinson (1987) could improve policy-making. suggested that a participative process the problem solving ability especially in From a case study, they pointed out without greater teacher participation in the policy-making process, its chance of survival would not be increased. Three items in this dimension were correlated. were the procedures for identifying problem, They the problem- solving procedures and the procedures for evaluating problem solving effectiveness. collected teachers use of tbem 'However, from the results, the opinions were not correlated with the This means that some respondents thought that some opinions have been ignored by the administration, 3, Implications for school administration The results of this study suggested that Milests concept oÍ organizational situation. health is applicable From the cluster analysis, to Hong Kong it showed that the listed ten diensians were closely correlated, were the at similarly healthier school, in all level Most schools Far dimensions. a its scores in all dimension was higher than a less healthy school. The scores of organizational health did not show to be correlated with the nature of the operating schools. Therefore, comparison between different types could school of administrators be made. school the To the total score in organizational health can be used as an indicator for the readiness to implement planned change. From item analysis, the different aspects of individual dimensions reflected different states of functioning of the subsystems in organization. aspects within the These items explored different dimensions. dïffernt concepts and theories, These items arose Therefore, from it is difficult for the school administrators to improvement all weaknesses at the same time, They should try -to identify the worst one and prepare plans to improve it. weakness, If they do not find any it is essential that they are able to maintain it by providing such affective leadership. Before instruments, the using school role and function. organizational health administrators should measuring identify their They should examine the implications of their role in enhancing the health of their organizations. School administrators should then observe strengths and weaknesses of the and record the school. School administrators can use the measuring instrument to assess I,j the level of organizational health which then lead. to the development of remedial programs. Creating organizational health is a continuous process. It is not necessary to bring the organization into a state of perfect health before it can engage in any meaningful innovative projects. Small scale projects in planned change can be a mean to strengthen the health of an educational organization. organization different gives As the change, new dimensions. the circumstances roles A deal functions requirements healthy organization and and an. with may of added be organizational ability by to climate anticipate to challenges the freeing and utilizing innovative and creative potentials of each of its members. 4, Suggestions for further research From the results is it found out that the ten dimensions of organizational health were closely related in this sample of Hong Kong secondary schools. It is also shown that there is no correlation between the nature of the schools and. the level of organizational health. there school. 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The Key to an Paper presented at the Annual Meeting of Association of National The Secondary School Principals. Cliiate Improvement 185. HOWARD, Project." E. & JACKSON, Anderson, G.als and Leadership. S. D. ed. "School School Effectiveness Climate, Summary and Proceedings of a Regional Exchange Workshop. 1983. 95 1982 HOY, W.K. & ISKEL, Educational C,G. IQr2-QL 2nd ed. Administratiotu New York Random House. i982 IMMEGART G.L. & PILECKI, F.J. An introduction to systems for the educational administrator. New York Addison-Wesley. 1973. JOHNSTON, The National Bulletin. "Values, J.H. Culture and the Effective School." Association of Secondary School Vol.71, No.500, 1987:79-'B. KINPSTON, R.D. & SONTABEND, L.C. Requisite for Innovation?" Na. Principals "Organizational Health: A Educational Leadership Vol.30, e, 19?3:543-4?. "Goal-Based Strategies Can Help Schools in KLAUSMEIER, H.J. Self-Improvement." The National Association of Secondary School Principals Vol, 70, No. 486. 1986: 79-85, StatIstical ICURTZ, AD. & MAYO, S.T. and. Psychology MILES, LB. ethods in Education New York, Springer-Verlag. 1979. (1971) "Planned Health: Figure and Ground." edited by Francis }t. Change and Organizational Administering Human Resources, Trusty. Kerkeley. MoCutchan Publishing Corporation. 1971: 33459. MONTGOMERY, t. HUTCHINSON, ¿ Rationalisation: Managing "Innovation B. the Art and Development." of A1Utrt,Q Vol. i5 1987:23- 33. MORGAN, Iznage G. of organization. Beverly Hills, Sage. 1986. MYER, J. & ROWAN, Organizations." "The B. Structure of Educational The Dynamics of Organizational Change Education edited by Baidridge, J.V. & Deal, orn 1(cCutcban. T. 1983. NICHOLLS, Managing A. Educational Unwin Innovations Education Books. 1983, PETERS, T.J. & WATERIAN, R.H. In search of Excellence New York: Harper & Row. 1982. SLAVIN, Guide Research Methods R,E, New Jersey, STEWART, D. & A Practical Happen: A School in Education Prentice-Hall. 1984. PREBBLE, T. 11aking It Development Proces New Zealand, The Dunmore Press. 1985. TRAVISI litanager. R.A. "Organisational Diagnosis." Hong Kong. Nov., 1984:6-11,16. The Hong Kong WEICK, Systems" "Educational Organizations as Loosely Coupled K. Administrative 1978: 41-52, Science QuarterLy Vol.23, Dec. i. Sex Frequency Male Percent 73,5 26.5 25 Fea1e 9 2. AcademIc qualifications Frequency Nön-graduate First Degree (untrained) First Degree (trained> Higher Degree O (Missing) O 22 64.7 11 32 . 4 O O 1. 2.9 3, Teaching experience Frequency O - a 11 16 20 over 5 io 15 20 25 25 years years years years uears years (mIssing) 12 3 10 3 2 2 2 Percent 35.3 8.8 29.4 8.8 5,9 5.9 5.9 4, Type of School Frequency a. Government Subsidized Private Percent 25 14.7 73.7 11.8 31 3 91.2 8.8 c. Boys' Girls' 3 Co-ed 30 8.8 2,9 88.3 b. Grammar Technical 5 1 5. Age of School Frequency O- Syeax-s 6 - 10 years 11 - 15 years 16 - 20 years 21 years or above 3 9 6 1 15 Percent Percent 8.8 26.5 17.6 2.9 44.1 j3t4*Ue-LJI 6 Nwnber of students Frequency less than 601 900 601 901 - 1200 1201 - 1500 more than 1500 2 4 18 5 5 Percent 5.9 11.8 52.9 14.7 14.7 7, Type of sponsoring body Frequency Government Religious Private enterprise Other son-prof it making body 5 12 4 11.6 13 38.2 Frequency Teacher Head of department Other senior post* Principal Percent 14.7 35,3 10 10 11 3 Percent 29.4 29.4 32.4 8.8 (* excluding department head and. principal) 100 1. "Tacbrs willthgly spend tine after school with students." Strongly Agree Mildly Agree Frequency Percent 9 26. 24 ?{ildly Disagree O Strongly Disagree i 70.6 0.0 2.9 2. "There is a feeling of togetherness within the school," Frequency Strongly Agree Mildly Agree Ì4ildly Disagree Strongly Disagree Percent 3 88 24 70.6 14,7 5 2 59 3, "Teachers are willing to try innovations in this school." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent 5.9 73.5 14.7 5.9 2 25 5 2 4. "The school administration provides needed information to the staff." Frequency Strongly Agree 'U1d1y Agree (ildly Disagree Strongly Disagree 5, "Decision Percent 23.5 50.0 23.5 2,9 s 17 8 1 akimg iii this school could. best be described as decratic." Percent 11.8 38.2 23.5 26.5 Frequency Strongly Agree !ildly Agree Kildly Disagree Strongly Disagree 6. 4 13 B 9 *Students are involved in decision making in this school." Percent Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 0.0 8.8 35.3 O 3 12 19 55.9 101 ApI4ix2(Continued> '7, "Efforts are made to discuss this Strongly Agree '!ildly Agree Mildly Disagree Strongly Disagree school4 Frequency s goals." Percent 5,9 38.2 35.3 20.6 2 13 12 7 8. "Problems are not ignored in this school." Strongly Agree Mildly Agree ildly Disagree Strongly Disagree Percent 23.5 Frequency 8 16 4-7.1 26.5 2.9 9 1 9, "A deterrent to change in this school is the stress which accoiapanies that change." Percent 2.9 70.6 26.5 0.0 Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 1 24 9 0 10. "Feedback information is utilized in conducting and sustaining change in this school." Percent Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 11.8 58.8 23.5 5.9 4 20 B 2 11. "Teachers value their professional association with this school." Percent 2.9 67.6 23.5 5.9 Frequency Strongly Agree wildly Agree i1d1y Disagree Strongly Disagree 1 23 8 2 12. "Action taken in response to coiniuunity requests is based upon professional knowledge." Percent 8.8 52.9 38.2 0.0 Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 3 18 13 O 102 Aiij&2(Continued> - . ey ..t c4.0 . b...1.? . 13. Ql. . t1 Techers feel threatened by conmiunity pressures." Frequency Strongly Agree !'!ild.ly Agree Mildly Disagree Strongly Disagree Percent 2,9 26.5 61.8 8.8 1. 9 21 3 14. "Teachers are aware of instructional resources available to them within the community." Frequency Strongly Agree Nuldly Agree Xildly Disagree Strongly Disagree Percent 2,9 67,6 29.4 i 23 10 O 0.0 15. "The school is unresponsive to many problems." Frequency Strongly Agree l{ildly Agree 1'ildly Disagree Strongly Disagree Percent 14.7 14.7 47.1 23.5 S 5 16 8 16. "There is generally a pessimistic atmosphere in this school." Percent 8.8 20.5 Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 3 7 16 8 4-7.1 23.5 17. "Teachers in this school present new ideas for improvement»1 Percent 5.9 67.6 23.5 2.9 Frequency Strongly Agree 1ildly Agree 1ildly Disagree Strongly Disagree 2 23 B i 18. "The goals of this school are seen as achievable by teachers." Percent 5.9 50.0 38,2 5.9 Frequency Strongly Agree (ildly Agree Mildly Disagree Strongly Disagree 2 17 13 2 103 19. Teachers feel that communication lines are open with the school administrat ion, Frequency Strongly Agree !ildly Agree Mildly Disagree Strongly Disagree 20. 3 17 11 3 Percent 8.8 50.0 32.4 8.8 ln general, teachers' opinions are valued in decision making." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 5 14 10 5 Percent 14.7 41.2 29.4 14.7 21. "Teachers' opinions are solicited but seldom used in this school." Frequency Strongly Agree Mildly Agree (ildly Disagree Strongly Disagree Percent 8.8 28.5 55.9 8.8 3 9 19 3 22. "Educational changes are generally made in our school without sufficient study and preparation." Frequency Strongly Agree )Uldly Agree Mildly Disagree Strongly Disagree 2 10 15 7 Percent 5.9 29.4 44.1 20.6 23. "The school has procedures for identifying school problen.' Frequency Strongly Agree Nildly Agree )tildly Disagree Strongly Disagree 2 14 15 3 Percent 5.9 41.2 44. 1 8.8 24. "Many school problems are solved by group action." Frequency Strongly Agree 1ildly Agree ?(ildly Disagree Strongly Disagree 4 15 10 5 Percent 11.8 44. 3. 29.4 14.7 25. "The right person is doing the right job in this school." Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Frequency Percent 2 is 44.1 32.4 11 ô 17.6 26, 'tlnnovativeness is uncharacteristic of this school." Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent Frequency 5.9 38,2 52.9 2.9 2 13 18 i 2'?, "Community requests receive little attention in this school." Percent Frequency Strongly Agree Mildly Agree lUidly Disagree Strongly Disagree 2 8 5.9 23.5 61.8 8.8 21 3 28. "Resource personnel available in the coiiziunity are utilized in this school ." Percent 2.9 61.8 Frequency Strongly Agree Mildly Agree 1U1dly Disagree Strongly Disagree 29 i 21 11 32,4 2,9 1 "Teachers view school goals as appropriate.." Percent 5.9 Frequency Strongly Agree (i1d1y Agree !üldly Disagree Strongly Disagree 2 18 12 2 52.9 35.2 5.9 30. "The public is made aware of the schooFe activities." Percent Frequency Strongly Agree 1'!ildly Agree wildly Disagree Strongly Disagree 2.9 47.1 1 16 15 2 44.1 5.9 105 ApDendix(ContinuecD Eruency tab1s p± the statenents 3L 'Any teacher in thj school may assume leadership respons±bilities» Frequency 32. Percent i 29 '!i1d1y Agree 10 294 (i1d1y Disagree Strongly Disagree 21 61.8 5.9 Strongly Agree 2 So1ut1ons to problems are actively sought freni the teachers.1t Frequency Strongly Agree Xildly Agree Kildly Disagree Strongly Disagree 5 19 8 2 Perceut 14.7 55.9 23,5 5.9 33, ttThis school has an ongoing plan for Îacilitatìng.tt Frequency Strcngly Agree Mildly Agree lt!ildly Disagree Strongly Disagree 3 22 7 2 Percent 8.8 64.7 20.6 5.9 34, "The strengths of the teachers are utilized in this school.4' Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 2 19 12 1 Percent 5.9 55.9 35.3 2.9 35. ttîeachers enjoy getting together lnforna1ly." Frequency Strongly Agree Mildly Agree (i1d1y Disagree Strongly Disagree S 23 4 1 Percent 17.6 67.6 11.8 2.9 36. "Ideas for improvement generally receive support in. this school." Frequency Strongly Agree !ildly Agree Xlldly Disagree Strongly Disagree 4 14 12 4 Percent 11.8 41.2 35.3 11.6 37. "Teachers in this school are given considerable latitude in carrying out instruction." Frequency Strongly Agree i1d1y Agree (i1dIy Disagree Strongly Disagree Percent 3 19 12 353 O 0.0 38. "Teachers are unaware that goals exist for this school." Frequency Strongly Agree Nildly Agree Xildly Disagree Strongly Disagree Percent 8.6 26.5 55.9 8.8 3 19 3 39. "Procedures for conimunication with the coemnunity have been established." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent 2.9 i 15 15 3 44, 1 44,1 8.8 40, "Decision making in this school could be described as undemocratic." Percent 26.5 20.6 38.2 14.7 Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 9 7 13 5 41. "It is difficult to change anything in this school." Percent 11.6 26.5 41.2 20.6 Frequency Strongly Agree wildly Agree (ildly Disagree Strongly Disagree 4 9 14 7 42. "In our school procedures bave been established to evaluate out effectiveness in resolving school problems." Percent 0.0 55,9 29.4 14.7 Frequency Strongly Agree Nildly Agree (ildly Disagree Strongly Disagree O 19 10 5 107 43. "There is general agreement by teachers as to the appropriateness of the school goals»' Frequency Strongly Agree Mildly Agree Nildly Disagree Strongly Disagree Percent i 29 15 16 44.1 47.1 2 44. "!ost teachers make an effort to comìunicate with the administration," Prequency Strongly Agree Nildly Agree Nildly Disagree Strongly Disagree 1 17 13 3 Percent 2,9 50.0 38.2 8.8 45, "There is no opportunity for teachers to grow and develop professionally in this school." Frequency Strongly Agree ì'hldly Agree Mildly Disagree Strongly Disagree 2 8 16 8 Percent 5.9 23.5 47.1 23.5 46. «Nany teachers attend school social functions." Frequency Strongly Agree !!ildly Agree ?'Uldly Disagree Strongly Disagree 5 19 9 i Percent 14.7 55.9 26,5 2.9 47, "ost teachers would rather teach in this school than someplace else." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree 2 18 11 3 Percent 5.9 52.9 32,4 8.8 48. "A climate of experimentation pervades this school." Frequency Strongly Agree Mildly Agree Mildly Disagree Strongly Disagree Percent O 0.0 15 15 4 44,1 44,1 11.8 49, "Teachers are protected froi unreasonable coinunity and parental demands." Percent 2,9 52.9 35.3 Frequency Strongly Agree l'!ildly Agree IUldly Disagree Strongly Disagree 1 18 12 3 8.8 50. "The teachers in this school enjoy their work," Percent 11.8 55.9 23.5 8.8 Frequency Strongly Agree (ildly Agree )!ildly Disagree Strongly Disagree 4 19 8 3 109 ID 3QAL FOCUS CMMUNICATio ADEQUACY OP1IAL POWER EQUALIZATION RESOURCE COHESIVENESS MORALE UTILIZATION I 13 14 14 13 14 2 15 14 13 14 16 15 3 15 18 14 16 16 18 4 15 16 ii 14 15 15 s ii 13 10 11 9 12 G 12 14 11 13 14 16 7 10 12 9 13 9 11 8 16 16 12 15 16 16 9 11 7 9 12 8 io ii 11 12 12 13 11 12 11 6 11 9 13 9 15 12 15 13 13 14 14 16 13 16 16 13 15 17 15 14 15 13 1:3 13 15 14 15 12 12 11 13 14 12 IS 11 12 8 12 12 13 17 14 13 8 11 12 13 18 14 14 12 15 17 16 19 12 14 11 12 14 17 20 9 12 11 12 11 15 21 9 10 12 14 12 15 22 9 12 11 15 13 15 23 11 14 10 14 14 14 24 14 11 11 12 13 14 25 15 14 12 13 15 17 26 8 7 8 7 9 9 27 13 1h 10 11 9 15 28 15 16 13 16 17 20 29 11 10 10 11 15 14 30 9 11 10 15 13 14 31 16 15 12 14 13 15 32 10 11 10 11 15 15 33 15 13 13 13 15 15 34 18 16 15 15 15 18 11-o Anpendix 3 (Continued) List of scores of dimensions of the respondents ID Innoativeness utonomy Ñdaptation Problem-solving TOTAL adequacy 13 14 12 13 135 2 16 15 1G IS 149 3 14 16 15 13 155 4 15 13 15 14 146 5 11 13 13 12 115 6 14 14 15 IS 138 12 10 13 11 110 Ii 15 14 15 152 11 10 12 102 II 10 116 7 8 9 IO II 11 12 10 12 9 8 7 98 143 12 IS 18 14 15 13 16 16 17 17 158 13 14 11 12 133 14 13 11 122 13 12 11 116 11 12 II 118 16 16 150 12 14 131 15 12 119 12 14 121 124 14 15 16 17 18 19 20 21 10 12 13 13 10 lO 10 17 15 12 13 22 11 13 12 13 23 12 15 15 14 133 15 14 133 15 18 149 14 7 5 79 13 123 24 25 26 17 15 5 12 15 27 13 12 13 28 16 14 16 17 160 115 29 13 11 10 10 30 14 12 12 14 124 14 16 144 15 12 126 14 15 143 17 18 147 31 32 33 34 14 14 14 16 15 13 15 15 111 s1 S,2 s3 s4 S2 5,4 3548 2645 O272 2636 -469 S.S .1787 36i4 O487 S6 2547 4881 5,7 .236 2646 1117 3210 SPlI 4593 ,2619 512 ,0862 .2979 4812* ,0534 ,4612 4275* ,3748 Sf13 1542 p2349 p3359 S14 ,2859 2125 211 SJ5 p3434 516 -f0017 -03S2 -1069 1664 s8 s5 Sb 2337 -1397 S,17 p3927 4153* S18 ,3698 p4700* ST9 5,20 3192 2257 ,2030 .4542* 5,21 -3619 -2255 5,22 -1479 -.1474 -1570 2777 p2026 -0044 -0514 4956* 4638* .3090 .2504 -.4074* 0568 5,32 8,33 9,34 ,437* 8,35 .0786 5,36 .3148 5,37 2362 5,38 .1012 3,39 4466* S,40 -.1523 8,41 -,1123 5,42 .2836 S,43 ,2258 s,44 .4860* .2174 ,5476** 4641* .2695 .2202 2957 4799* .0691 5322** .1757 -1677 .2003 .3449 2352 .1547 3414 3621 ,2583 -,0726 2583 .3935 -.2156 3,7 8,8 ,5722** ,7038** ,6825** .1705 ,5$89** .4639* .5014* .1913 .0690 -.3828 -.1982 -5998** -,5294** 0341 4498* 3578 ,5101* ,5382** -.3572 .2385 ,5652** ,6099** ,8494** 3,9 ,6304** ,5568** ,5762** -3460 3994* .4682* -.0876 .1820 .3647 .3805 ,4795* ,6374** .2823 -3680 2351 .4469* ,4176 ,6034** 4033* 5797** 4267* 0138 -.3410 .3198 ,7756** ,5500** ,5399** .3102 3817 4890* -2398 -3073 .2627 .4673* .2422 .1653 .3685 .4640* 3336 ,5488** ,5&75** ,5919** .2108 ,5564** .4559* ,7531** .4930* -,4736* .4335* 1140 -,6285** -2574 -.4776* -.1466 -,5760** -,5563** 2808 5522** 4958* 3821 2308 4390 0344 2482 -0732 -2912 .3072 ,5632** .53$1** ,6154** -.0141 -1470 -1289 .3340 ,5250** -,0890 3302 -0229 ,6462** -3340 7337** 4519* ,5442** -.4047* -4381* -,5218** -.3882 2255 0033 3986* .3640 .3659 ,5131** 3203 ,7150** .3176 4266* -.3751 .1650 -3668 -4953* -.4551* .4385* 3529 -.4282* .4444* ,5322** 3702 .2967 4162* ,5631** 6476** .3522 6476** .5073* -4417* .1943 1572 ,1306 2993 2916 2308 -.1300 -.2489 -,6268** -,8308** -,S915** -.5061* -.4532* -,6266** -,6288** -,6566** .3920 .3852 .3741 3058 .2825 .2211 5344** ,5&25** .1535 .2284 .3470 4575* .4155* -,5490** -,3458 ,3243 ,1849 ,2627 .3253 .2548 .3515 .0505 ,1844 .3639 -3084 .4388* .3651 ,5766** ,5662** 4893 5525* -4052* -,5823** -,4399* 3945 ,5801* .1722 .4256* .3200 2652 ,5336** ,5307** -.2340 4969* 5084* 3463 4530* .2924 4111* ,5824** ,5897** 112 -4055* -,3367 .0408 1628 0650 0468 2071 .2207 .2190 -.0217 -2482 -0843 -1127 -2062 0343 0280 0977 2059 0000 .0876 1860 0650 -.0615 -.1921 -2375 -.0580 1415 1526 -,6178** -.0766 .5264** ,5399** 3470 .1342 .3453 .3947 .1852 .8444* 5013* 3934 2973 4882* 3022 2571 1758 -4911* ,5399** ,6098** ,6185** 0922 -0563 0997 -4731* 2696 4083* .0997 .4279* 3612 4933* -.3640 -.3472 5,45 -,3531 5,46 .1597 S,47 .1433 .2047 5,48 8,49 -.1810 SISO ,6462** 0878 .4179* 4123* 4821* -.4069* .0404 .2834 4412* ,2394 .2954 .3405 .2051 .2590 .2484 .1483 -2840 4614* .3609 .4377* 6062** ,5930** 5192** ,5331** .1204 4494* -4184* -3968 $27 -.2059 8,31 8,6 , -.2156 -.0872 5,23 .2684 S,24 .3027 5,25 .2594 5,26 -.2547 3,28 9,29 8,30 5,5 5267** .1354 2022 1419 0864 -,1035 ppendix t (Continued> Sb Sil S12 S13 S14 SiS S16 SU 3468 512 .3671 2842 813 ,1177 .3331 514 3107 1011 SIS -0148 1586 -1941 3010 .017 816 -.3128 -2332 -2986 -.0611 -.2444 3457 0615 1439 .1842 .0842 - 1022 3636 ,3391 .1358 -.3275 S17 SIB 3206 4103* 3733 .4505* 817 4129* SiS ,5497** 6l64* 819 6114** ,69SS* 3003 3132 3252 3119 2367 7043** S20 ,6381** 4171* .4461* 1763 1299 -1975 -.3953 .2950 ,6206** 821 -,5378** -.3140 -4650* -2289 -2163 -.0188 .3176 -.1406 -8282* 522 -4627* -.20999 -.3957 2387 -.0805 ,1305 .2400 .0383 -4027* 523 S770 -0989 .2360 -.2528 -4645* .2365 .3813 824 5587** -.1156 1168 -.1282 -.3659 .1806 6110** -0032 2391 -3151 -.4343* .2379 3899 1266 .4435* -3954 -3209 -3654 .2451 3087 ,5188** 4138* .3923 -4312* 3883 5254** 525 .4821* -.0442 826 -5086* -.2742 -3124 -1934 -3371 327 -.4583* -2725 -,6349** -.2035 -3023 .0938 .2717 1492 528 .1491 1993 -1689 0818 -1313 -.2409 .1823 829 3327 ,S734* ,4727 .3497 ,2785 -.0494 -.0940 .3355 6024** 530 4I78 ,0844 .4151* 3663 ,6479** -0606 -3259 .2088 3286 $31 -1721 .3197 .3018 3423 -8333 -0029 -.0794 0281 3016 $32 .1781 .3537 .2466 2797 ,1654 0580 -1752 1528 4420* 2318 .3203 .1911 ,2446 0730 -.4288* 2946 .4697* -3805 -4693* -5383** 4782* ,5798** 833 5336** 5:34 5178* $3G 2512 536 ,5811** .3274 .4498* -.1468 ,5572** 3698 2743 .1674 0226 -1423 .0000 -2854 .2660 ,4080* .0949 ,3281 -.3133 -.1536 3621 ,4830* .0660 ,5465** 537 3229 .3139 1054 .3085 ,2510 1430 -.2569 1522 4889* 538 -.2207 -.3753 -2783 -.2289 -.2163 2614 3176 -.1406 -,4282* -0028 ,1636 5014* $39 2504 .1787 .3133 1819 840 -,S189* -,5224** -,4191* -.2965 .2627 541 -,3769 -5447** -.4650* -1655 -0965 -1487 4612* 1063 ,2159 4541* ,3567 -,1450 1466 .3555 ,0310 -.4016* ,2162 -2066 0432 .3384 -,1812 -,4195* -0287 .3213 4420* 842 .2913 .3532 843 ,4045 .4210* 844 ,5653** .1463 2828 ,4679 .4572* ,5630** -.2526 -5819** 1962 .3449 -3542 -.4395* -0785 -,3225 2216 3674 .3708 .1916 .4963* .3373 .3688 845 -4872* -.4895* $46 ,3761 .0702 .2847 ,5307** -.0763 -,6271** .3274 .4252* ,0949 ,0023 -.3092 0315 ,4830* ,0870 ,1633 -.0076 -.2293 2623 ,6566** .4087* -.1310 -,0419 -1624 -0573 -3725 -2162 .0000 4257* .2525 ,1004 0023 -.4477* .2909 $47 2998 848 .3939 549 .2313 ,3693 SSO ,4427* ,4615* 5247** -.3322 2853 113 3345 ,5701** ppndix 4 CContinued) S9 820 820 -5030* -70S3* 822 $23 - 3260 -,5767:* 3721 ,5962** 925 4931* .1974 -f3747 -4412* $27 -3978* -SS39* $28 2O28 $30 3279 3440 ,2681 $31 .0688 $32 833 3678 p4821* 834 5428** 1782 ,4230* 5191** $35 $36 $37 ,5508** 2003 -0306 4771* -4942* $41 $42 843 844 ,3001 845 -,5203** -,6282** $46 ,3527 ,4575* ,4260* .2736 ,5272** .1985 ,5421** ,5184** .3928 .3922 $49 SSO 3180 ,1946 -S083* -7227** -,4488* -.4732* 3621 p4157* 5630** 5972** -1813 -5057* -2748 -0330 -3830 3632 5634** -3321 -3128 -,0159 ,7946* -5162** -4875* -p3030 S4 824 5467** ,5360** ,6391** 825 826 827 6270** j107 .2934 -3055 ,5363** -,5702** -3260 5416** -,5314** -14O& p4013* -4208* -3304 $39 $39 840 $47 823 -4876* -5328** 69l0:* -,5401** -6289** ,602S: -4400* -4487* $26 $29 822 53S1*: $21 $24 821 f3154 52S5** 5577** -,3054 4435* -.3317 .5583** 3952 -p4183* -1825 3600 .3575 .3030 .0380 .2683 4955* ,4586* .3740 ,6629** 4577* 4362* 3033 0945 -2570 -.2735 .3575 .3216 -.3531 -4441* 0781 3691 -3821 -,2731 -0696 1229 .0941 .0240 .3387 4955* 4376* .4675* ,6864** .3154 .2618 .4603* 4722 ,5997** ,7059** 0828 -.3392 -2855 -,6047** -4205* -.4501* -.3189 -2108 -.3934 -5033* -5339** -.2046 -2498 3489 -.3827 -.2340 -.1188 -,3008 .2213 .2213 .0328 -.4969* -,5803** -.4710* -.3947 ,501* -3351 -2582 .4045* .2891 2999 ,3653 -,3440 -.4200* -.4229* -2703 4409* 3417 -3803 -.4326* m2221 -3684 -.3195 ,5837** -4941* - 4839* -3281 -5705** -,5609** -.4725* 3048 -2122 -.0883 -,358 -2360 -,3367 -,1107 -,3172 -.1775 -.1769 .2760 ,5366** 3925 S139** .3105 5043* -.6138** -,5657** .0933 .4144* ,4242* .2584 4276* .2917 ,5413** .4539* .1914 .3089 114 2832 ,6475** -.3167 .3615 .3680 .1451 .1758 ,3478 .4348* -.2341 ,5483** -.2667 -.1803 -.2125 ,0000 -.3033 .2662 -.2256 5178* -.3862 -4978* .5027* -3225 -3450 -.1193 -.3322 -.1792 Appdix 4 (Continued) Cote1tion matrii of thettmnts in guestionnir $28 S29 S30 $31 S32 .4141* 829 2937 $30 -O271 2341 S31 1234 2828 .0941 $32 3645 &678** .0175 833 2307 2909 3120 0243 $34 .2958 3384 .3293 .3378 3370 536 -0779 -0663 .2108 -0740 -0604 536 2S65 4220* .4001* .0395 3522 $37 .3)38 3699 .0914 .0504 .4650* $38 -.5092* - 0974 -.0952 S61S** $39 2SS2 ,4783* .2878 $40 -.3362 -.4850* - 2363 - $41 -.4040* -4089* $42 .2008 .2188 $43 -.0643 .6005*4 $44 .0465 .2194 645 -.2157 $46 0625 1525 .4997* S47 1160 3371 1262 $48 2139 .4755* .1220 .2651 $49 .4306* ,3055 .0000 .068) $50 ,0934 .3722 , $37 $38 -,5809** 934 S35 $36 ,6161** .3994* .3602 ,5154** .5096* . .2722 .290 1 .0000 -0659 - 1676 .0601 5403** 3850 -4253* .1980 .3862 .2665 3305 -1327 .2302 I 325 -.4088* -.5087* -,489* -.3108 -7250* - 1320 -,3050 -4589* -3996* -,5735** -.1487 -.4235* .3947 .2516 .0467 3671 .5012* .4811* 1889 .3034 3632 .4191* 0201 2392 -0101 -.3345 -.0158 .2618 .4592* 2202 2063 3178 4180* ,2908 .3349 -.0680 .0000 .2654 .1974 2986 ,6563** .3494 4535* - 3730 , 4789* 3841 Correlation $38 -.3830 S33 atri $39 4166* -,5679** -.0278 .3913 4151* , ,4381* .4066* 3763 .2114 ,5362* .5079* .395) ,6241* -.4772 -2755 -.5050* ,1888 .1299 .4844* 4987* 3034 .4216* .4721* of the stateMent in guestiónnaire (Continued) $40 $41 842 543 S44 S45 -.4954* -.2758 $39 .1891 S40 -.4072* ,5683** -.3395 $41 -.3840 .3952 -.3737 $42 .0465 -.1549 .1880 -.3593 $43 .3690 -.3733 .4465* -,6931** -.4604* $44 .2938 -.0359 .0252 -.3443 -.3065 $45 -.4609* .3519 -.3913 $46 .1650 0064 .0284 -,2208 -0106 .0268 .4085* -.2652 $47 .3959 -.1944 .1839 -3168 -.4581* .2827 4070* .2907 -,4921* $48 .4235* -.394.0 .4087* -,6118** -.4360* .3260 ,6138** .0516 -,5401** $49 .1040 -.3876 -,0611 -.4090* -.3197 2306 .1623 .1820 -,2030 $50 .3284 -.219) .1146 -.4749* -.4066 .4833* .4675* ,5583** ,5359** -4830* ,6051** 115 .3596 .2546 -4175* ,5163** ,2561 -,5852** .2336 -.4512* -3968 ppndix 4 (Continued) Correlation matrix of the statements in guestionnairi S46 S47 847 0200 888 ì200 2880 849 0000 4306* SSO 2242 5382** S48 S49 566 8567* .3755 116 X Y Y Z Total .7887** ,8228** .934** .8234** ,9078** * 954O* X: tasked-centred dimensions Y: maintainence dimensions Z: growth dimensions 117 <1) Goal Focus task-centred dimensions . 9292** Conimunication Adequacy Optimum Power Equalization <2) Resource Utilization Cohesiveness Morale <3) Innovativeness Autonomy Adaptation Problem Solving Adequacy . 8903** . 8329* maintenance dimensions 850'7** . 8872** . growth dimensions 8153** . 693** . 9209** .9481** * 0.01 level of significant ** OOOl level of significant i 18 Dendrogram using Average Linkage (Between Groups) Rescaled Distance Cluster Combine Case O 5 10 15 Seq 12 31 B 2 1 4 14 6 33 24 13 34 28 18 25 3 5 7 19 32 23 21 22 15 16 29 30 20 lo 27 17 11 26 9 119 20 25 Ppendix 8 Covering letter 15th J{ay 1987 The Principal Dear Sir/Madani, I am an M. Ed. (Management elective) student of HKU and my research interest is on the study of the school climate. Change is a fact of school life. School administrators cannot be content to let change occur randomly but niust be prepared to manage the inevitable succession of new conditions that will confront them. Therefore, plans are prepared for educational changes. The effectiveness of a plan for change may depend on the school climate rather than the adequacy of the plan. The purpose of this study is to find out the types of school climate found in Hong Kong secondary schools . I would greatly appreciate it if you would asic one of your senior staff member to complete the questionnaire and return it in the enclosed addressed, stamped envelope by 30th May 1987. All data collected on the questionnaires will be kept cçnfidential and used only in combination with those of others to form a statistical profile. I look forward to your speedy response and thank you in advance for your cooperation. Yours faithfully GO CHEUNG NGAI, ALFRED 120 Appendix 9 Answer Sheet Stron1y Agree A: B: 1, ---------- 2 L, ---------- 7 ---------- 12, 11 1i1d1y Agree C: Mildly Disagree 3, ---------- 4, ---------- 9, ---------- 9, ---------- 13, 14, D: Strongly Disagree 5 ---------- lo, __________ IS, __________ . 20, __________ 16 17, 18, 9, 21, 22, 23. 24, 25, 26, 27, 28, '29, 30, 22, 33, 34, 35, 36, 37 38, 39, 4 42, ---------- 43 47 48, 31 +6, ---------- ______ 40, ----------- 49 121 50, __________ Appendix 10 Sßction I following back groimd information. PZ.ease provide th Please tick where appropriate. 1. Sex Male O 2. Female O Academic Qualifications Major subject/s Degree/Diploma - 3. Teaching Experience Years From 4. Major subject/s To Type of school a. Government Subsidized O O b. Grammar Technical Prevocational Private 5. I O O O 11 - 15 years O o 6 - 10 years 16 - 20 years 21 years or above o NUmbeX of students less than 60]. 901 - 1200 Q 0 601 - 900 1201 - 1500 more than l5OQ 7. Type of sponsoring body: 8. Ptesent post in school Teacher Head of department o O Other senior post (excluding department head and principal) Principal O 122 Q 0 Boys' Gir1s Co-ed Age of school 1 - 5 years 6 c. o Q o o o Appendix 10 (Coninued) Section 2 Read eath item carefully in the crppropriate box. Statement d mark your answers by pütting a tick 0000 000,o Strongly Agree 1. Teachers willingly spend time after school with students. 2. There is a feeling of togetherness within the school. 3, Teachers are willing to try innovations in this school. 4. The school administration provides needed information to the staff. 5, Descision making in this school could best be described as democratic. 6. Students are involved in decision making in this school. 7. Efforts are made to discuss this schoolts goals. 8. Problems are not ignored in this school. 9. A deterrent to change in this school is the stress which accompanies that change. lo. Feedback information is utilized in conducting and sustaining change in this school. . il. Teachers value their professional association with this school. 12. Action taken in response to coiuuunity reqúests is based. upon professional knowledge. 13. Teachers feel threatened by qommunity pressures. 14. Teachers are aware of instructional resources available to them within the cémmunity. 15. The school is unresponsive to many problems. 16. There is generally a pessimistic atmosphere in this school. Mi idly Agree Mildly Disagree 0.0 Strongly Disagree 000 00 O 0 O O O O O O o 0000 0000 0000 00 0000 CO 00 0000 0000 00 0000 O 'O 123 O OE Appendix 10 (Continued) Strangly Agree 17. Teachers in this school present new ideas for improvement. Mildly Agree Mildly Disagree 000 18. The goals of this school are seen as achievable by teachers. Strongly Disagree o o oc ccoo o o oc ccoo o o oc oc oc oc co co oc 19. Teachers feel that o coximiunication lines are open with the school administration. 20. In general, teachers opinions are valued in decision making. 21. Teachers' opinions are solicited by seldom used in this school. 22. Educational changes are generally made in our school without sufficient study and preparation. 23. The school has procedures for identifying school problems . 24. Many school problems are solved by grcup action. 25. The right person is doing the right job in this school. 26. Innovativeness is uncharacteristic of this school. o co 27. Community requests receive little attention in this school. . 28. Resource personnel available in the community are utilized in this school. 29. Teachers viewschool goals as appropriate. 30. The public is made aware of the school's activities. 31. Miy teacher in this school may assume leadership responsibilities. 32. Solutions to problems are actively sought from the teachers. 33. This sbhool has an ongoing plan for facilitating change. 34. The strengths of the teachers are utilized in this school. 124 e o 0000 0000 oc oc oc co 0000 co Do oc oc 0000 0000 0000 0000 0000 0000 0000 o o oc oc o 0000 0000 0000 0000 oc oc 0000 0000 Strongly Agree 35. Teachers enjoy getting together informally. 36. Ideas for improvement generally receive support in this school. 37. Teachers in this school are given considerable latitude in carrying out instruction. 38. Teachers are unaware that goals exist for this school. 39. Procedures for communication wìth the community have been established. 40. Decision making in this school could be described as undemocratic. 41, It is difficult to change anything in this school. 42. In our school, procedures have been established to valuate our effectiveness in resolving school problems. 43. There is general agreement by teachers as to the appropriateness of the school goals. 44. Most teachers make an effort to communicate with the administration. 45, There is no opportunity for teachers to grow and develop professionally in this school. 46. r4any teachers ttend school social functions. 47. Nost teachers would rather teach in this school than someplace else. 48. A climate of experimentation pervades this school. 49. Teachers are protected from uDreasonable community and parental demands. 50. The teachers school enjoy in this their work. MldZ.y Agree Mildly Disagree e 125 Strongly Disagree Appendix ii Score Sheet Di inensi ons Goal Focus Scare items ABCD 4321 7 18 29 38 43 Coniniu nicat ion Adequacy Optimal Power Equal izat ion Resource Utilization 4 3 3 3 3 4 4 4 2 2 2 2 1 2 2 2 1 2 2 1 1 1 1 1 1 1 4321 4321 5 § 20 31 40 4 3 4 4 3 3 2 2 2 14 4 3 2 1 4 1 2 2 2 2 3 1 4 4 3 3 3 25 28 1 1 1 1 1 4 4321 2 11 4 1 15 24 47 3 2 2 1 3 4 4 4 3 3 2 2 1 1 4321 1 Inn.ovativeness 3 3 3 3 4 19 30 39 44 34 45 Cohesiveness 4 4 4 4 16 35 46 2 3 3 2 4 4 50 4 3 2 1 3 17 4 1 1 4,321 4321 2 3 2 4 4 3 2 3 3 2 1 12 13 4 3 2 2? 37 49 1 2 4 4 3 2 3 3 2 2 1 1 26 36 48 1 4- 26 3 1 1 4 4 1 1
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