FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2992926783> ?p ?o ?g. }

• W2992926783 startingPage "10" @default.
• W2992926783 abstract "SOME YEARS AGO, before personal computers and broadband telecommunications were ubiquitous in homes and the workplace, I left my high school classroom teaching job to take a mid-level management position at a women's nonprofit professional association. While my reasons for leaving the profession weren't burnout-related, my experiences in the new position provided me reasons that made it unlikely I would want to return to the classroom. As I was learning the requirements of my new position, I met with colleagues throughout the organization to get background and request assistance. The organization regularly held staff meetings organized by responsibility, special projects, or for all staff to share new information that supported all our work. In addition, I had secretarial support, an office with a door, a telephone on my desk, and an hour for lunch. In short, I was part of a professional organization that had developed structures to share information, provide support, and establish teams to accomplish our collective and organizational goals. I had entered a work culture that respected my knowledge and skills as a professional and provided me opportunities to collaborate with colleagues both within and outside the organization. In contrast, teachers faced working conditions that didn't allow them to perform as professionals, to collaborate with their colleagues within and outside the school, or to have the opportunity to continue to learn in a supportive environment. That's what I believed back then. Research has now proven this to be the case. Though we focus on ensuring that every student has a top-notch teacher who commits long-term to his or her profession (rather than the three- to five-year tenure most common), we have the evidence to show that this kind of professional longevity won't happen unless we are intentional about improving working conditions for these valuable public servants. In April, the American Federation of Teachers (AFT) and the American Institutes for Research (AIR) released the report, Workplaces That Support High-Performing Teaching and Learning: Insights From Generation Y Teachers. Gen Y teachers--that is, those under 30 years of age--account for at least one in five teachers in US classrooms today. They start out intending to make teaching a lifelong profession. However, according to the report, young teachers leave the profession at a rate 51 percent higher than older teachers and transfer to a different school at a rate 91 percent higher than their older colleagues. Studies also show that the national teacher-turnover rate costs school districts approximately $7 billion annually. In the AFT/AIR report, young teachers say they want: * Feedback on their performance and to be evaluated in a fair way * Time to collaborate with their colleagues * Differentiated pay for high performance * Technology to provide engaging and effective lessons, as well as to support collaboration with other teachers through, for instance, videos and conferencing technology. Gen Y Expectations Gen Y teachers have higher expectations for technology than do their colleagues from earlier generations--for good reason. …" @default.
• W2992926783 created "2019-12-13" @default.
• W2992926783 creator A5088811894 @default.
• W2992926783 date "2011-11-01" @default.
• W2992926783 modified "2023-09-23" @default.
• W2992926783 title "Combating Teacher Burnout Syndrome: Research Shows the Teaching Profession Has the Highest Burnout Rate of Any Career in Public Service. Why Is This, and How Can We Apply Technology to Keep the Best and the Brightest Teachers in the Classroom?" @default.
• W2992926783 hasPublicationYear "2011" @default.
• W2992926783 type Work @default.
• W2992926783 sameAs 2992926783 @default.
• W2992926783 citedByCount "0" @default.
• W2992926783 crossrefType "journal-article" @default.
• W2992926783 hasAuthorship W2992926783A5088811894 @default.
• W2992926783 hasConcept C10138342 @default.
• W2992926783 hasConcept C127413603 @default.
• W2992926783 hasConcept C143916079 @default.
• W2992926783 hasConcept C144133560 @default.
• W2992926783 hasConcept C15744967 @default.
• W2992926783 hasConcept C162853370 @default.
• W2992926783 hasConcept C17744445 @default.
• W2992926783 hasConcept C18762648 @default.
• W2992926783 hasConcept C19417346 @default.
• W2992926783 hasConcept C198082294 @default.
• W2992926783 hasConcept C199539241 @default.
• W2992926783 hasConcept C2776545233 @default.
• W2992926783 hasConcept C2780378061 @default.
• W2992926783 hasConcept C39549134 @default.
• W2992926783 hasConcept C509550671 @default.
• W2992926783 hasConcept C51067260 @default.
• W2992926783 hasConcept C70410870 @default.
• W2992926783 hasConcept C71924100 @default.
• W2992926783 hasConcept C78519656 @default.
• W2992926783 hasConceptScore W2992926783C10138342 @default.
• W2992926783 hasConceptScore W2992926783C127413603 @default.
• W2992926783 hasConceptScore W2992926783C143916079 @default.
• W2992926783 hasConceptScore W2992926783C144133560 @default.
• W2992926783 hasConceptScore W2992926783C15744967 @default.
• W2992926783 hasConceptScore W2992926783C162853370 @default.
• W2992926783 hasConceptScore W2992926783C17744445 @default.
• W2992926783 hasConceptScore W2992926783C18762648 @default.
• W2992926783 hasConceptScore W2992926783C19417346 @default.
• W2992926783 hasConceptScore W2992926783C198082294 @default.
• W2992926783 hasConceptScore W2992926783C199539241 @default.
• W2992926783 hasConceptScore W2992926783C2776545233 @default.
• W2992926783 hasConceptScore W2992926783C2780378061 @default.
• W2992926783 hasConceptScore W2992926783C39549134 @default.
• W2992926783 hasConceptScore W2992926783C509550671 @default.
• W2992926783 hasConceptScore W2992926783C51067260 @default.
• W2992926783 hasConceptScore W2992926783C70410870 @default.
• W2992926783 hasConceptScore W2992926783C71924100 @default.
• W2992926783 hasConceptScore W2992926783C78519656 @default.
• W2992926783 hasIssue "10" @default.
• W2992926783 hasLocation W29929267831 @default.
• W2992926783 hasOpenAccess W2992926783 @default.
• W2992926783 hasPrimaryLocation W29929267831 @default.
• W2992926783 hasRelatedWork W1998849979 @default.
• W2992926783 hasRelatedWork W2006241113 @default.
• W2992926783 hasRelatedWork W24162619 @default.
• W2992926783 hasRelatedWork W248351773 @default.
• W2992926783 hasRelatedWork W2499645877 @default.
• W2992926783 hasRelatedWork W25112804 @default.
• W2992926783 hasRelatedWork W259404999 @default.
• W2992926783 hasRelatedWork W26886010 @default.
• W2992926783 hasRelatedWork W329909775 @default.
• W2992926783 hasRelatedWork W330781710 @default.
• W2992926783 hasRelatedWork W335009596 @default.
• W2992926783 hasRelatedWork W336678718 @default.
• W2992926783 hasRelatedWork W339121973 @default.
• W2992926783 hasRelatedWork W59566614 @default.
• W2992926783 hasRelatedWork W618891584 @default.
• W2992926783 hasRelatedWork W758208029 @default.
• W2992926783 hasRelatedWork W797854205 @default.
• W2992926783 hasRelatedWork W852432115 @default.
• W2992926783 hasRelatedWork W886736133 @default.
• W2992926783 hasRelatedWork W2565737307 @default.
• W2992926783 hasVolume "38" @default.
• W2992926783 isParatext "false" @default.
• W2992926783 isRetracted "false" @default.
• W2992926783 magId "2992926783" @default.
• W2992926783 workType "article" @default.