Reference no: EM133571290

Kristi was a new volunteer in the Jack and Jill Preschool Center. She observed the class for a few days and then was asked to help in the art and cooking centers. Seemingly all was going well, and the director was pleased with Kristi's rapport with the children. As a result she hired Kristi as a permanent employee when a teacher in the 3-year-old room resigned. About a month after Kristi was hired, several experienced teachers complained to the director that Kristi was constantly criticizing them with comments such as "the paint should be thicker" or "children should never be allowed to . . ." Although the director spoke to Kristi about the situation, it did not improve. Within a few weeks two teachers threatened to resign because Kristi had told several parents that she did a better job than some of the other teachers. At this point, the director knew she would need to take quick action. Could the director have prevented this situation? Is there a way to screen for direct and sometimes untactful applicants? How could the program's orientation have helped? Could the experienced teachers have handled the situation differently? What alternatives does the director have in this case? How might the NAEYC Code of Ethical Conduct (See Appendix 2 in textbook) have helped address this situation? If you don't have the book you can access the NAEYC Code of Ethical Conduct and the supplement for administrators here.