1998
DOI: 10.1080/1360312980010107
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Heroic principals and structures of opportunity:Conjonctureat a vocational high school

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Cited by 5 publications
(3 citation statements)
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“…With retirement looming for this Principal and her administrative team, the short-term aim is to significantly redistribute decision-making power to teachers, students, and community stakeholders. Leadership teams that create large-scale reforms need to think about tomorrow, preparing their schools to function independently of the current administration (Goodson and Anstead 1998). School persons who collaborate in order to build curriculum and relationships within their school community context can better enable the work of the future school team (Mullen et al 2001).…”
Section: Excellence As a Work-in-progressmentioning
confidence: 99%
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“…With retirement looming for this Principal and her administrative team, the short-term aim is to significantly redistribute decision-making power to teachers, students, and community stakeholders. Leadership teams that create large-scale reforms need to think about tomorrow, preparing their schools to function independently of the current administration (Goodson and Anstead 1998). School persons who collaborate in order to build curriculum and relationships within their school community context can better enable the work of the future school team (Mullen et al 2001).…”
Section: Excellence As a Work-in-progressmentioning
confidence: 99%
“…High-risk innovative principals of proven excellence who illustrate this tension in the act of transforming low-performing schools have appeared only occasionally in the literature (e.g. Goodson and Anstead (1998) and Mullen and Graves (2000)). …”
Section: Introductionmentioning
confidence: 98%
“…These point to broad patterns of organizational persistence and development in the long-term history of change (Cuban, 1984), the fate of particular reform movements and policies (Tyack & Tobin, 1994), and to reform in particular areas like curriculum (Goodson, 1983). Reform effects figure less strongly in historical studies of single schools and their experiences of change (e.g., Goodson & Anstead, 1998;Grant, 1988;Labaree, 1988), where factors such as leadership succession, shifts in district focus, and the maturing lives and careers of teaching staff seem to lead to an attrition of innovative energy over time (e.g., Fink, 2000;Gold, 1999;Smith, Dwyer, Prunty, & Kleine, 1987;Smith, Prunty, Dwyer, & Kleine, 1988;Smith, Prunty, Kleine, & Dwyer, 1986). Life cycle research on the effects of age and career stage on teachers' (Huberman, 1993;Sikes, Measor, & Woods, 1985) and principals' (C. Day & Bakioglu, 1996) orientations to change shows how educators' responses to change as they age vary according to their prior experiences of change in earlier career.…”
Section: Literature Reviewmentioning
confidence: 99%