Improving the School’s Funding

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Table of Contents

Abstract
Introduction
Changes Regarding the Staff
Changes Regarding the Funds Dissemination
Conclusion
References

Abstract

Every independent institution’s survival depends on the incoming funds from the investors. Obviously, a single institution has to compete with other competitors in the field of free investments that exist within a system that pursues primarily liberal values. The fact of receiving investments from a single source is a show of trust from that very source. Trust embodies the confidence that lies in your performance, effectiveness, and, more importantly, superiority among the rest, as well as the future growth the institution can offer. If one falls short in terms of its performance compared to the rest on the market, this faith will vanish very quickly. Along with it will disappear, the money it brought and the business that inevitably depends on it will come to an end. Recently, unexpected news has been discovered by one of the insiders. The school has learned that it is going to have its funds cut by 10 percent in the nearest future. The school’s administration had demanded that the people responsible for the actual policies take measures in order to identify the reasons for such dramatic changes to the budget income. This paper will present the analysis of the current situation, as it needs to be resolved in the shortest time to avoid the negative consequences of the current state.

Introduction

As the school is facing its direst times due to the cut in funds that have been announced recently, the system has to undergo specific changes in order to ensure the survival of our institution. One of the possible reasons for the investors to pull back their investments could be the fact that our school staff is no longer capable of providing their students with the proper level of education. This lack of professionalism is due to the inability to function as a whole group of workers and psychological pressure applied to all staff members, which can be unsurprising, knowing the work they have to handle. As a means to better the circumstances the school is inevitably going to find itself in, the council has prepared an analysis of the actual situation of matters. Alongside, the reader will find the list of possible solutions that are believed to lead to improvements in the working environment and, therefore, their efforts’ overall results. This information will be presented as a new school policy that the administration should apply to all staff activity spheres.

Changes Regarding the Staff

First and foremost, it should be clear what attracts the investors’ attention that the school is currently lacking. Indeed, as the primary function of any education organization is the ability to give knowledge to its students, the most important quality of any school is the professional personnel that forms the essence of the organization. And logically, since the investors are pulling out their funds from the school budget, the staff must undergo drastic changes from the very roots of the organization. The following paragraphs will describe the critical adjustments to the system and the full description of how it benefits this school. It must be obvious that the amount of experience of working in one single position directly improves the professional performance of an individual.

Therefore, one of the responsibilities of the HR segment of the school must be to ensure a decrease in staff turnover. In order for this to be achieved, it will have to take control of the administrative support of its employees. Administrative support may be the single most critical influence out of all further mentioned requirements in the success of staff retention (Hylton & Vu, 2019). As it offers the staff all sorts of support, medical, psychological, and financial, it conveys the message that these workers are essential to the working place and that the administration itself values them a lot. This addition will also bring satisfaction to the coworkers, that will know each other much better and will be able to arrange to help one another. The feeling of importance to the organization and other members will also lower, if not exclude, the probability of burnout among the staff (O’Brennan et al., 2017). This reason alone causes many of them to quit within the first three years of work, which worsens not only the essential aspects of statistics crucial for investors to make the final decision on what to invest in.

Along with the previously mentioned points, it is crucial to allow both the students and the professor to have a feedback channel through which they can leave their thoughts to the upper management. This way will exclude the likelihood of miscommunication between the two groups. Often, due to the difference in age and social circles, the students cannot adequately express their thoughts and wishes, which negatively affects the performance of their professors. The teaching staff can not engage their students in the practical process of studying and therefore remain frustrated (Clark, 2018), all while their students disobey the rules due to little to no interest. It is important to remember that the practical aspect of teaching is the key to satisfying performance from the staff (Hoben et al., 2020). Overall, the school’s system must become more human-oriented in order to increase the quality of its services.

Changes Regarding the Funds Dissemination

After this stage and the increase in the incoming funds from the investment sources, the school management must ensure that the money dedicated to the specific parts of the institution will serve its purposes. Transparency is often viewed as crucial to management accountability, as the upper workers of any sphere set the bar for all the employees beneath them (Barry, & DiGiuseppe, 2019). The entire school staff must see the way the system works so they will be able to follow its policies. In order for that to happen, a more transparent method of asset allocation must be created. An open network of school expenses will allow the investor to perceive the way their investments are used in order to better the organization and therefore attract even more assets due to its superiority on the market of education.

It goes without saying that such change will put great responsibility on the shoulders of the higher management of the school, which, however, should not be avoided. The transparency with which it will undoubtedly provide the institution will put faith in what the staff is doing and make them appear more honest with the funders (Ardigó & Zúñiga, 2019). More open relations with the investors about what is happening in the organization in which they invest their funds will also attract more interest among the investment sources. The school administration must understand the importance of such radical measures since they are most certainly needed. The education system must change and become more modern than it is now. In the general public’s eyes, investments in schools are usually left unnoticed compared to other economic sectors such as, for example, healthcare (Jack, 2018). It only implies that school organizations need to take more radical measures to compete for possible investments.

Conclusion

To conclude, the school can recover the lost funds only by making a change to all of the described aspects of its organization. As the system itself requires backbreaking work to endure, the administration must take complete control of the change and perform the needed emergent actions that will help them attract the assets to their business from the free market. The changes must include the different treatment of the workers and the relations among them, which will make them find themselves working in more “human” surroundings with their colleagues that share their interests and enjoy what they are doing. The professors will then project this attitude on their students, that will similarly feel more invested in the process of education. This will not only bring the school better reviews and better opinions among the potential newcomers. All things combined may help the institute get the lost investors back and attract many new ones, as the school will stand out among the rest of the competitors. It is safe to assume that the rest of the schools will soon be facing the same situation and will either take similar measures or continue losing their popularity both among the general public and investment sources. Therefore, it is now vital to take such steps toward improving the school and making it more competitive in the modern arena of investors’ funds.

References

Ardigó, I., & Zúñiga, N. (2019). Corporate transparency: Overview of issues and literature review. Transparency International. Web.

Barry, C., & DiGiuseppe, M. (2019). Transparency, Risk, and FDI. Political Research Quarterly, 72(1), 132-146. Web.

Clark, Lauren. (2018). Research-based education: Engaging staff and students in praxis. In Tong V., Standen A., & Sotiriou M. (Eds.), Shaping Higher Education with Students: Ways to Connect Research and Teaching (pp. 87-96). UCL Press.

Hylton, N., & Vu, J. (2019). Creating a work environment that supports staff retention. YC Young Children, 74(4), 34-38. Web.

Hoben, M., Ginsburg, L. R., Easterbrook, A., Norton, P., Anderson, R. A., Andersen, E. A., Bostrom, A.-M., Cranley, L. A., Lanham, H. J., Weeks, L. E., Cummings, G. G., Holroyd-Leduc, J. M., Squires, J. E., Wagg, A. S., & Estarbrooks, C. A. (2020). Comparing effects of two higher intensity feedback interventions with simple feedback on improving staff communication in nursing homes—the INFORM cluster-randomized controlled trial. Implementation Science, 15. Web.

Jack, Andrew. (2018). Funding for education still lags behind health. Financial Times. Web.

O’Brennan, L., Pas, E., & Bradshaw, C. (2017). A multilevel examination of burnout among high school staff: Importance of staff and school factors. School Psychology Review, 46(2), 165–176. Web.

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