4.2 An analysis of the answers to the research questions
Each of the research questions is answered based on the analysis of data presented in the sub-section above.
4.2.1 Question 1-What factors are currently contributing to low teacher retention rates in Queensland primary schools?
A number of factors were identified as contributors to low retention rates in Queensland. The four main factors which were apparent included added stress, increased workload, an overcrowded curriculum and a lack of support. The correlations between these factors were apparent in Phase 2. The teaching industry is experiencing these issues as a whole context and they are not only specific to Queensland.
It is clearly evident from these sources of data that a major …show more content…
Teachers participate in numerous hours of professional development each year. Most respondents advised that schools offer various types of professional development and participation was most enjoyable when relevant.
• Mentoring.
For beginning teachers, this was mentioned as an integral function when starting off as a graduate. Many teachers spoke about their experiences with these programs. The support of other staff members in a mentoring role were essential when teachers had problems or difficulty arise.
4.2.3 Question 3-What attitudes are currently held by teachers in the education industry, towards current extrinsic or intrinsic incentive programs which are in place to retain or improve retention?
The data shows (Phase 1) that teachers had strong feelings towards effective professional development. When provided with the opportunity to extend their knowledge, teachers grasped at the moment to develop their practices. But one key factor towards successful professional development was its relevance and the freedom to explore one’s own personal …show more content…
Over 60% of interviewees believed that these strategies would contribute to better retention. The salary aspect was concerned with all the extra hours that teachers do outside of work time. Regardless of the school holidays provided, the emotional demands of the job should be held in higher regard and result in better wages. A big factor which could motivate teachers to stay in their job was better support, especially from two of the main stakeholders: administration teams and parents. Teachers discussed experiencing difficulties within the classroom and the lack of support in these situations. More guidance and help was needed in particular with student behavioural
Each of the research questions is answered based on the analysis of data presented in the sub-section above.
4.2.1 Question 1-What factors are currently contributing to low teacher retention rates in Queensland primary schools?
A number of factors were identified as contributors to low retention rates in Queensland. The four main factors which were apparent included added stress, increased workload, an overcrowded curriculum and a lack of support. The correlations between these factors were apparent in Phase 2. The teaching industry is experiencing these issues as a whole context and they are not only specific to Queensland.
It is clearly evident from these sources of data that a major …show more content…
Teachers participate in numerous hours of professional development each year. Most respondents advised that schools offer various types of professional development and participation was most enjoyable when relevant.
• Mentoring.
For beginning teachers, this was mentioned as an integral function when starting off as a graduate. Many teachers spoke about their experiences with these programs. The support of other staff members in a mentoring role were essential when teachers had problems or difficulty arise.
4.2.3 Question 3-What attitudes are currently held by teachers in the education industry, towards current extrinsic or intrinsic incentive programs which are in place to retain or improve retention?
The data shows (Phase 1) that teachers had strong feelings towards effective professional development. When provided with the opportunity to extend their knowledge, teachers grasped at the moment to develop their practices. But one key factor towards successful professional development was its relevance and the freedom to explore one’s own personal …show more content…
Over 60% of interviewees believed that these strategies would contribute to better retention. The salary aspect was concerned with all the extra hours that teachers do outside of work time. Regardless of the school holidays provided, the emotional demands of the job should be held in higher regard and result in better wages. A big factor which could motivate teachers to stay in their job was better support, especially from two of the main stakeholders: administration teams and parents. Teachers discussed experiencing difficulties within the classroom and the lack of support in these situations. More guidance and help was needed in particular with student behavioural