Quality Work Life of Middle Managers in Educational Institutions

The dean leads in the attainment of the vision mission and objectives of an academic institution where he belongs. He establishes structure in relation to instruction curriculum and performance assessment. Likewise he acts for effective implementation of memoranda issues policies and guidelines of top officials of the institutions. However he can execute it best with the support and cooperation of his subordinates particularly the middle managers of the college. The multifarious tasks of the dean must meet the standards prescribed of his work. It is also his task to ensure that the teachers and other school personnel are exposed to more opportunities so that they can be more effective and more efficient in the organization. The dean may find it difficult to achieve all the objectives of the college without the support of the associate dean department and program chairs and the faculty designated who are considered the college middle managers. They assisted the dean on all endeavors of the college. Thus being the college dean she found it relevant and timely to focus on the assessment of quality work life leadership potentials and decision-making of her middle managers. Her study covered the quality work life as to their personal and professional characteristics supervision and interpersonal skills. Their decision-making skills were also determined in the study. A continuing education program was proposed toward the attainment of quality work life of the middle managers. The descriptive method of research was applied in the study with the questionnaire as the main data gathering instrument. This was supplemented by the interview and focused group discussion. There were there groups of respondents with a total of 468. There were 62 upper managers 100 middle managers and 306 faculty members who became the respondents of the study. The weighted mean ranking step-wise multiple regression analysis one-way analysis of variance or F test and Scheffe Test were the statistical tools used to answer the specific problems. The data obtained revealed that the middle managers rated themselves very evidently the quality work life as to personal and professional characteristics supervision and interpersonal skills while the upper managers and faculty described the middle managers to evidently possess those characteristics and skills. The personal characteristics interpersonal supervision and decision-making skills were the predictors of the quality work life of middle managers. However the middle managers themselves assessed that very evidently they possessed the decision-making skills and the upper managers and faculty described the middle managers to evidently possess such skill. Thus the upper managers middle managers and faculty significant differ on their responses of quality work life and decision-making skills.