Modern organizations recognize that the use of technology can assist them to improve performance as it offers new direction that companies need to succeed. One thing that leaders of these organizations fail to understand is the fact that their followers feel satisfied and motivated in an environment where technology is effectively implemented. For instance, students and parents will feel very happy if teachers apply modern technology in coaching to ensure easy flow of work. In the given case, even though Pat is liked by many students, some learners have complained that he does not use technology at all in coaching them. Additionally, Pat keeps students records manually and still hold face-to-face meetings with parents and his fellow teachers, even when the issue to be discussed can be communicated through e-mails. In order to help Pat recognize the value of using technology in the classroom, it is important to develop a clear coaching plan that contains elements that must be implemented to improve performance. This paper documents a coaching plan for Pat indicating performance goals that should be achieved, the professional standards that he must consider when using technology in coaching, how he will measure workplace satisfaction and motivation, the timeline for implementing the plan, strategies for monitoring the plan, and evaluation strategies.
Performance management in every organization is only possible with effective goal setting and appraisals. Setting performance goals is very crucial in planning because it offers direction on specific activities that must be performed by different people in an organization. In a school setting, the main goal of implementing technology is to provide practical support to help students, parents and teachers reach their new levels of performance excellence (Ahrend, Diamond and Webber, 2010).
Students highly welcome the manner in which Pat delivers his services, but they urgently need him to use technology to give advice and receive feedback. In addition, using technology in coaching will give students, parents, and other teachers an opportunity to answer questions and get appropriate direction on issues that will help them improve. Currently, Pat does not use e-mails to reach students and he does not use Web document storage sites to submit assignments. With modern technology, students will be able to present their concerns through e-mails and submit their completed assignments through Web document storage sites. Furthermore, technology will assist Pat to keep-student records electronically, and to communicate important issues to parents and his fellow teachers through e-mails (Ahrend, Diamond and Webber, 2010).
Caring, professionalism, and consideration in providing assistance to this person
Since Pat lacks experience on how to use technology, he must be made to understand the professionalism standards that must be followed when using technology in a classroom setting. According to Taranovych (2013), e-coaching requires application of effective coaching skills and intelligence in the use of technology. The most important step towards implementation of technology in this case is training in order to help Pat acquire the necessary skills to operate the technology. Additionally, the success of e-coaching depends on motivation from the students. For this reason, Pat should collaborate effectively with the students in order to achieve the performance goals set. He must have mutual respect and trusted relationship with students as he continues to use technology in coaching (Taranovych, 2013).
Moreover, Pat must be able to follow a structure supported by the technology. This can be achieved through making changes in daily plans and programme schedules to match technology implementation requirements. Again, Pat needs to understand that he must not be an expert in order to effectively implement technology in classroom, but needs to have basic knowledge on how to solve the existing problem using available resources. In addition, he must remember to use appropriate, easily available, and cost-effective communication media (Taranovych, 2013).
Measuring workplace satisfaction and motivation
In order to understand students’ response towards the technology implemented, Pat will have to measure workplace satisfaction and motivation. Measuring workplace satisfaction and motivation will help in raising issues on whether students accept the technology implemented and whether it solves the existing problem. The simplest way of getting opinions of students is through the use of a suggestion box. Through the suggestion box, students will be able to present what they want and state whether their expectations are being met (Morgan, 2015).
Additionally, workplace satisfaction and motivation will also be measured by allowing student and teachers to generate some discussion through an online forum. The nature of ideas presented in the forum will be used to assess whether the implemented technology is positively accepted. Moreover, questionnaires can submitted to students and teachers at regular intervals to get ideas on how workplace satisfaction and motivation fluctuates with time following implementation of the technology. The questionnaires should be structured in such a way that they will allow collection of both general opinions and individual views (Morgan, 2015). According to Morgan, 2015), employee commitment is one of the best ways of measuring workplace satisfaction and motivation. In the given case, Pat will have to study student commitment in their activities to determine whether they feel satisfied and motivated following implementation of the technology (Morgan, 2015).
The timeline for implementing the coaching plan
Effective implementation of the coaching plan relies on setting an appropriate deadline to facilitate proper scheduling of activities. The timeline for implementing the coaching plan will be chosen based on the complexity of the activities that must be performed before the new technology can be allowed to operate in the institution (Taranovych, 2013). The most appropriate timeline is three months considering the fact that necessary resources will have to be acquires and all personnel trained before the plan is considered fully implemented. The institution should set aside two weeks for assessing the situation and determining the types of technology required. Another two weeks should be set aside for acquiring the technology. Since the selected technology is being installed in the institution for the first time, it will require enough time for installation which should be allowed to take place within four weeks. Within the remaining four weeks, the institution should focus on personnel training and product testing before the coaching plan can be allowed to work officially.
Strategies for monitoring the plan while it is being implemented
Monitoring a plan while it is being implemented is very important because it will help the institution to be sure that the desired performance goals are being achieved. Additionally, it will allow corrective actions to be taken to fine tune the implementation process (McNamara, 2015). The monitoring strategy that will be used in this case is obtaining regular reports from project leaders on the implementation status. The project leaders will provide detailed information concerning whether the progress is moving towards the initially set performance goals. In addition, the project leader will provide information as to whether the set deadline must be changed and whether adequate resources are available for the implementation. Basically, the project leader will provide relevant information that will be used to get the implementation back on track. Since monitoring is a very important component of a control process, it should be done with maximum accuracy to promote successful implementation of the coaching plan (McNamara, 2015).
Evaluation strategies for determining the success of the plan
It is always important to determine the success of a plan following its implementation. The best evaluation strategy that will be used to establish the success of the coaching plan is measuring performance through the use of a balanced score-card. As far as performance measurement is concerned, the institution will find out whether the implemented technology is meeting the set performance goals. A balanced score-card is a performance evaluation tool that will be used to assess whether the needs of teachers, students, and parents are being met. Suppose the initially outlined performance goals are not met, this will be a clear indication that the plan is ineffective (Poureisa, Ahmadgourabi and Efteghar, 2013).
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