HR Practices in Public Administration: The Value of Distributed Leadership Analytical Essay by scribbler

HR Practices in Public Administration: The Value of Distributed Leadership
An examination of the human resources strategy of distributive leadership and its application in an elementary school.
# 153481 | 2,468 words | 9 sources | APA | 2013 | US
Published on Jun 04, 2013 in Education (Administration) , Business (Human Resources)

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The paper explores an elementary school's growing emphasis on a human resources (HR) strategy called distributive leadership. The paper reviews literature that both supports and opposes distributed leadership, and examines its practical value from a human resources standpoint. The paper provides an assessment of the realities and challenges facing personnel in selected elementary schools and considers the value in allowing teachers and other staff members to offer their skills at the leadership level. The paper finds that it is appropriate to establish an HR strategy in this elementary school that centers around improved distribution of leadership at every level. The paper asserts that by helping to create a context in which educators at all tiers have the ability to innovate, create and contribute to curricular direction, this school stands a great chance of significantly improving its output.

From the Paper:

"In the case of a school with such challenges as those facing Public Elementary (as it will be called here throughout), research suggests "a system-wide initiative, involving academic and administrative units...undertaking their own strategic positions processes and building on comparative advantages consistent with criteria" set in advance of this prodigious undertaking. (Flash et al, 2) The primary goal of the change in leadership approaches will be to improve classroom performance results by increasing cultural inclusiveness within the classroom, to assimilate new information perspectives with traditional educational modes and to increase the human base from which such educational programming is derived. This is to say that at Public Elementary, the cultural needs of the school are diverse, and would therefore be intuitively better served by a greater diversity and distribution in the foundation of curricular design, implementation and grading assessment.
"As is indicated by above explored research considerations, the distribution of leadership in a curricular design strategy will help both the student and the teacher to identify individual learning styles and to direct them constructively. This means a greater degree of HR support for this function amongst instructors. For Public Elementary, the widened perspective and diversified modes of instruction should not only improve student performance, but should provide a more positive context into which to recruit and retain teachers, a crucial pair of functions for the HR department."

Sample of Sources Used:

  • Administration and Finance Division (AFD). (2006). Distributed Leadership. West Chester University.
  • Flash, P.; Froehlich, S; Hegeson, S; Jensen, J.T. & Biotti, J.S. (2006). Identifying Key Attributes of An Effective Transformational Change Model at the University of Minnesota. President's Emerging Leader Team.
  • Gronn, P. (2002). Distributed Leadership as a Unit of Analysis. The Leadership Quarterly, 13(4), 423-451.
  • Harris, A. (2004). Distributed Leadership and School Improvement: Leading or Misleading. Educational Management Administration and Leadership, 32(1), 11-24.
  • Lumby, J. (2003). Distributed Leadership in Colleges. Educational Management Administration & Leadership, 31(3), 283-293.

Cite this Analytical Essay:

APA Format

HR Practices in Public Administration: The Value of Distributed Leadership (2013, June 04) Retrieved January 24, 2022, from

MLA Format

"HR Practices in Public Administration: The Value of Distributed Leadership" 04 June 2013. Web. 24 January. 2022. <>