scholarly journals Understanding the impact of informal mentoring on female mid-level community college administrators : an interpretive phenomenological analysis

2018 ◽  
Author(s):  
Sanders
Keyword(s):  
Community College ◽  
Phenomenological Analysis ◽  
Interpretive Phenomenological Analysis ◽  
College Administrators ◽  
Community College Administrators ◽  
Informal Mentoring ◽  
The Impact

scholarly journals The International Descriptive Study of Effective Methods for the Recruitment and the Retention of Faculty in the United States

2021 ◽  
Vol 5 (2) ◽  
pp. 21-58
Author(s):  
Demetrice Phillips ◽  
Karina Kasztelnik
Keyword(s):  
Community College ◽  
Community Colleges ◽  
Data Analysis ◽  
Critical Race Theory ◽  
African American Male ◽  
College Administrators ◽  
Retention Strategies ◽  
Community College Administrators ◽  
Recruitment And Retention ◽  
Male Faculty

This qualitative descriptive study explored what community college administrators and faculty described as being effective recruitment and retention methods for faculty at community colleges in the Northeastern United States. This study answered two research questions: what recruitment methods do administrators and American faculty at community colleges describe as being effective in the recruitment of American faculty? Also, what retention methods do administrators and American faculty at community colleges describe as being effective in the retention of American faculty? The researcher applied critical race theory to form a framework for best practices in recruiting and retaining American faculty. Data were obtained by interviewing six American faculty and surveying seven community college administrators employed at Massachusetts community colleges who were selected using purposive sampling and community college online staff directories. Using MAXQDA data analysis software, the researcher initiated data analysis using thematic analysis. Data were organized and analyzed to identify codes, categories, and themes. Data analysis resulted in six themes: hiring processes, faculty diversity, recruitment strategies, work environment, student and faculty relationships, and retention strategies. The findings of this study can benefit community college personnel by recommending recruitment and retention strategies to effectively recruit and retain American faculty. There was limited research and data available related to the recruitment and retention of African American male faculty at community colleges. The faculty and administrator participants of this study provided rich data on effective recruitment and retention methods for African American male faculty at community colleges. The critical race theory theoretical framework was summarized. Theoretical and practical implications emerged. Based on the data and new insights, implications for future research were discussed.

Promoting Diversity Leadership

2017 ◽  
pp. 1059-1072
Author(s):  
Ra Shaunda V. Sterling
Keyword(s):  
College Students ◽  
Community College ◽  
Community College Students ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Community College Student ◽  
College Administrators ◽  
Community College Administrators ◽  
The Difference ◽  
Diversity Leadership

This chapter focuses on the difference between the diversity of community college students and community college administrators. While many community college students are poor, minority, and female, the vast majority of community college administrators, particularly chief executive officers, are affluent, White, and male. This inequity may have an impact on how administrators relate to students and the policies these administrators enact, resulting in concerns about equity and access to educational opportunities. The history of U.S. community colleges is discussed. A profile of the typical community college student is also presented. Definitions of leadership are provided, and diversity leadership research is examined. A strategy for increasing diversity at the administrative level in the community college setting is shared. Kotter's (1996) eight-stage model of change management is presented as a means of altering a college's culture to promote greater diversity leadership. The role of technology in increasing diversity is discussed, and directions for further research are shared.

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