The outbreak of COVID-19 has affected every aspect of human life, including education. The COVID-19 pandemic has created the largest disruption of education system in human history. Social distancing and restrictive movement policies has significantly disturbed traditional educational practices. It has changed education for learners of all ages. Nepal has also suffered a lot due to the lack of adequate and appropriate sustainable infrastructure for the online system. In addition to this, the limited internet facilities in remote and rural areas were the other challenges for virtual academic activities. Many schools remained closed for a long time during the lockdown and some managed alternative ways of teaching. However, the teaching learning activities could not be made effective as expected. The impacts of the pandemic has directly affected the students, teachers and parents.
In the context of Nepal, many children from low income families and disadvantaged groups could not afford even the necessities of learning such as textbooks, notebooks and other required stationaries. Modern digital devices including smartphones, iPads, laptops, and computers were far from their expectations. On the other hand, the people in the remote and rural areas were deprived of online access due to limited internet facilities. In this context, providing equal opportunity for virtual learning to all groups of people in all the parts of the country was challenging. The online programmes shifted the education from schools to families and individuals. In some ways, educating children at home made the life of parents challenging. The school closures impacted not only students, teachers and families but had far-reaching economic and societal consequences. This closures in response to the pandemic shed light on various social and economic issues including students’ responsibility, digital learning, food security, homelessness, childcare, health care, housing, internet and disability services. The impact was more severe for disadvantaged children and their families, causing interrupted learning, compromised nutrition, childcare problems and consequent economic cost to families who could not work.
As per my experience, the institution where I work consists of students from different parts of the country. They come from different family backgrounds. When the government made an announcement of the school closure to prevent the spread of the pandemic, we did not have any idea of what to do. Later on, when the government issued a notice to resume the teaching learning activities virtually, it was very difficult for us to begin as we were not prepared for it. It was a challenging task for the teachers as well as the students. We did not have any exposure and special training to start the virtual mode of learning. The school provided a short training on how to use zoom app. Then, the teachers invited the students of their respective classes and guided them to use different digital applications. It took us about two weeks to get started. We conducted two periods a day which were of forty minutes each, as the trial version of zoom got disconnected after every forty minutes. In the beginning, the students were excited about the online classes. Many of them asked their parents to buy multimedia mobiles to attend online classes. As the parents were worried about the disconnected study of their children, they somehow managed to continue their study. It was not so easy for all the parents to buy new mobile and to pay for the mobile data. All the students did not join the classes as their parents could not manage mobiles and internet data. A few students were out of network access. They had to climb up a hill to take their classes. Later on, we increased the number of periods to four each day. But we found that the number of students gradually decreased after the second period and in the last period we could find only a few students attending the class. It was hard to manage the classes as there would be frequent problem of power-cut and the low bandwidth of the internet.
The students and the parents complained that they had to spend a lot of money on data and had to charge their mobiles every few hours. We fortnightly contacted the parents of the students to get feedback about online classes, especially the problems that their children were facing during the online classes. Many parents provided positive feedback, thanked teachers for continuing the teaching learning activities. Some complained that their children played mobile games throughout the day. They also requested us to counsel their children for not misusing mobile phones. We also conducted the interaction between the teachers and the parents virtually. We got mixed responses from the parents. Some of them explained that the online teaching was effective as their kids were being engaged at least for a few hours, while others said that it had not been effective as their kids did not have access to the online classes conducted by the school. We tried our best to explain to the parents that the teaching learning activity through virtual means was the continuation of learning. Instead of searching for perfection we had to support the virtual mode of teaching learning as it was totally new to everyone. We used to be obsessed with the behaviours and activities of some students as they did not respond when they were asked questions and they did not turn on their videos. It was very hard for us to find out whether the students were paying attention or not. It was really difficult to ensure the progress of those students.
Teachers in my school tried to find out the different techniques on how the participation of the students could be increased and how to make the students active in the class. Several extracurricular activities were also conducted virtually. The home assignments and project works were also assigned to the students. Later on, our school launched a systematic virtual learning application and we started teaching through this application. However, during conducting examination, we faced problems as many students got disconnected time and again due to the poor internet connectivity. It was a very tough time for the teacher like me because we had to prepare the materials for each and every class. E-learning tools played a crucial role during the pandemic by helping teachers facilitate teaching and learning. While adopting to the new changes, the readiness of teachers and students needed to be gauged and supported accordingly. The learners with fixed mindset found it difficult to adapt and adjust, whereas the learners with a growth mindset quickly adapted to the new learning environment. There was no one-size-fits-all pedagogy for online learning. Different subjects and age groups required different approaches to online learning. Therefore, it was not easy in the context of our country.
Despite the adverse effects posed by the pandemic, there were some positive impacts on academia. It has allowed reshaping the pedagogical strategies and adopt to innovative e-learning techniques. The schools and universities decided to introduce a digital education system which seemed to be one of the most outstanding achievements in the history of education in Nepal. The educational institutions as well as the learners used media such as TV, radio, YouTube and other social media. During the pandemic, teachers and students increased the digital literacy and expertise in virtual platforms. Many trainings were conducted for the teachers and students for the online system to join the virtual classes effectively. Many institutions expanded ICT infrastructures to support ICT associated with teaching learning. Many institutions prepared their guidelines for facilitating online classes and assessment under the direction of the government of Nepal. Schools also collaborated with local to national media such as Radios, TVs and local Radio networks. Many teachers who did not have any knowledge of ICT, also took the trainings and started using laptops and mobiles. They also learnt many techniques on preparing educational materials which helped them grow personally and professionally.
In conclusion, COVID-19 has taught many possible ways which can be adopted to tackle the crisis and build a resilient education system in the long run. This pandemic has taught us how the blended modes of education system could be implemented to improve the quality of education at an affordable cost with limited trained human resources. Furthermore, how different learning activities such as homework, assignments, open-book exams, take-home exams, quizzes or small projects can be taken into consideration as the alternatives of conventional paper-pencil based examinations.
Researcher’s Bio: Rajendra Joshi is an M. Ed. (English) from Tribhuvan University. He has more than a decade experience of teaching English from primary level to secondary level. Mr. Joshi has also published an article in the Journal of NELTA. He is currently working as an English teacher at Sainik Awasiya Mahavidyalaya Teghari, Kailali and Shree Krishna Secondary School Gulariya, Kanchhanpur.
I am currently a faculty of English at QAA certified public campus situated in the district headquarter of Tanahun. I have worked there for over five years as a part-time teacher. I started my service at the campus in 2016 with two periods assigned, and then I have been working continuously. In 2016, when I was appointed to the campus, I was satisfied with the benefits offered by the campus since that was the initial phase of my career, and I did not have so much pressure from my family. Moreover, I was optimistic that the benefits, along with the payment made to me by the campus, would be revised logically. As I read them, I went sound in my deliveries for a couple of years, and students were satisfied. I always kept my head high and focused on my preparation and deliveries; as a result, more than 95% of students passed the exam in my paper. I was free from any anxiety though I had to spend many hours on preparation.
In recent years, most of the time, I have been passing through mental stress. Now it has been almost six years of my service at the campus, but I am paid the same with no additional benefits, and still, I am a part-time teacher. It has been challenging to sustain in the profession. I have been excessively anxious for a few years, and sometimes I imagine quitting my work. To free me from mental and professional deficiencies, I joined M. Phil. in 2020 A.D. Most of the time, I spend reading books to gain professional capital, but it does not work well as I have anxiety shaped by the unfair treatment made to the part-time teachers and other teachers at the campus. Except for that individual attempt, I have never witnessed any TPDs or other programs supporting teacher well-being. I do not feel comfortable in my profession and have been unable to concentrate on my deliveries. To make sustainable earnings, I have been taking ten periods daily, which is quite tough to maintain quality. Preparing the teaching force is a crucial concern of the government and concerned institutions worldwide (Gautam, 2016). Still, our teachers working in public campuses, especially part-time teachers, are ignored.
A teacher’s well-being refers to the state where the teacher experiences personal, professional fulfillment, satisfaction, purposefulness, and happiness (Acton & Glasgow, 2015). The student’s learning outcomes largely depend upon the teacher’s performance, and his well-being influences the teacher’s performance. Students’ learning outcome is at the core of the teacher’s work. Ryan & Deci (2011) define well-being as “open, engaged and healthy functioning.” A teacher’s well-being is a strength or power to energize teachers to work. His smiling and cheering face matters a lot in his performance. A teacher’s stress directly hinders students’ learning outcomes (Ramberg, Laftman, & Mordan, 2019). But the issue of teachers’ well-being is ignored by the concerned authorities. Educational actors, including policymakers, do not look serious about the subject. The condition of teachers’ well-being in Nepal is not pretty good, both in a rural and urban settings. The situation in a rural setting is tremendously critical than in an urban context. In my observation, permanent teachers working in community-based schools, especially school-level teachers, are slightly well supported by the government, so they are less angst-ridden compared to those teachers working in community campuses as part-time teachers. Several teachers working at the tertiary level in a public institution are very outsized, but the campuses leave out the issue of their well-being. Part-time teachers in public campuses are not open and well-functioning since they are mistreated. Benefits made to the part-time teachers in the public campus are personally manipulated. The policies of campus are running dysfunctional. They are entirely unsympathetic toward the ongoing sufferings of those teachers.
The current policies and practices look unsupportive to the part-time teachers working on public campuses. First, no ample research is done on teacher well-being out of the Kathmandu valley. If they are, they haven’t addressed the issue of teacher well-being working on higher levels, especially in public campuses. Hence, this paper aims to explore the problems of tertiary level teachers regarding their well-being and its influence on teachers’ and students’ academic performance. Part-time teachers working in the public campus are paid significantly less than full-time teachers and permanent teachers working at the same institution. Full-time teachers and permanent teachers within the institution are enjoying the good benefits. Part-time teachers are not provided any additional financial aid except their salary but are just made fun of. Part-time teachers at the public campus from all over the country must have gone through the same situation. Most of the public campuses in Nepal are running a profit-oriented mentality where the issues of teachers’ well-being are ignored. Teachers with the same duties and responsibilities in the public campus are treated individually. The salary and other benefits provided to them looks heavily imbalanced and unfair. Teachers having more than ten periods in a day for more than five years are still part-time teachers and are paid just a half to the full-timer and permanent teacher without other support, is not an injustice? Is it not intellectual exploitation? How can they supply their sound deliveries to satisfy their students in such a miserable condition? Hence, this paper aims to examine the narratives of some part-time teachers working in public campuses regarding the issue of their well-being.
Methods of the Study
This research is based on a qualitative research design under the interpretive paradigm. The interpretive paradigm is emphasized in this research to bring out tertiary teachers’ stories on their well-being. To explore the real-life experiences of those teachers, I employed Narrative Inquiry as a research methodology. I conducted online interview (Denzin& Lincoln, 2000) to get their narratives. Vyas Municipality from the district headquarter of Tanahun was purposively selected as a research site, and two part-time teachers working at the public campus in the urban setting of Tanahun are the research participants. Along with the data from the participants, this study further incorporates secondary materials such as books and journal articles.
Analysis and interpretation
A healthy body only isn’t sufficient to stay alive in any profession, and a sound mind complements well-being. The excellent reciprocal interaction between body and mind is always most for professional delivery. The teaching profession requires a creative mind free from any mental stress. Teaching in a tertiary-level course is challenging, and it is impossible to sustain professionalism without a sound mind. Due to the growing stress in the profession, the number of teachers leaving work is increasing (Brunsting, Sreckovic, & Lane, 2014). Stress manifests in teachers and most prominently affects their sense of efficacy, job satisfaction, burnout, attrition, student engagement, and physical health (Shernoff, Mehta, Atkins, Torf, & Spencer, 2011).
As a higher education teacher, I observe that kind of stress myself. The day I enter the classroom free of stress, I see my students’ smiling faces, which satisfy me throughout the day. That satisfaction further inspires me to make classes come meaningful. But sometimes I don’t want to talk even for fifteen minutes if I am stressed. I feel a single forty-five minutes to be long enough. Generally, family issues, managing financial problems of a family, health issues, untimely payments, additional payments among the teachers having the same responsibility, and excessive workload make me stressed. One of my respondents, ’X,’ told me that he forgets everything unfair that goes with him until his salary is dispersed. Still, the day he learns about his salary deposited in his account, he goes suffocated. As he reported, his salary is just half of some other teachers though he completed 5/6years of his life in the institution (variations caused by the nature of appointment). Another respondent, ‘Y,’ responded that he feels he serves the institution free of cost. He said, “It is not a job but a voluntary service…”. Too low payment made to him by his campus makes him feel so. This situation sometimes made him forget what he was speaking to his students. The financial problem, according to him, destroys his mental and professional well-being.
Moreover, teaching a large heterogeneous group of learners, urban poverty, teacher preparation, and managing students’ hyperkinetic behavior make teachers stressed (Shernoff et al., 2011). Since he has to handle higher graders, a tertiary-level teacher often goes through this situation. Research conducted in national or international educational set up suggested lower learning outcomes resulting from teachers’ ill conditions.
The financial issue comes first in teacher well-being. Most teachers working in the public campus as part-time teachers are stressed about their financial status. The amount paid to them looks insufficient and lower than that paid to secondary-level teachers. Permanent teachers working in the government schools are provided additional benefits as per the provision made by the government. The statistics suggest that the current basic salary for the secondary level first-class teacher is Rs. 47380. As per the financial provision of Tribhuvan University, the recent basic pay for an Assistant lecturer is Rs. 35500, which is lower than the salary of a primary level first-class teacher (Rs. 35990) (source: edusanjal.com). Mr. X, my respondent, said, “I have five periods in a day, excluding the day shift for grades 11 and 12, and I am paid just 25,000 per month. Still, the permanent teacher in the same campus is paid 44,000 for three periods excluding additional allowances…”. The data above shows a massive injustice for the part-time teachers in the public campus. Another part-time teacher from another public campus from the same district is paid just 4000 for one period.
The situation with the teachers working in the same institution is supposed to be more complicated regarding the well-being of teachers working there. They have to take 9/10 classes to earn equivalent to full-time and permanent teachers of the same campus with a basic period of 3. Due to this discriminatory attitude of the public campuses to ignore the contribution made by those teachers, they are stressed a lot. Both of my respondents plight fully revealed that they don’t get their salary on time; sometimes, they may stay penniless for 4/5 months. The Covid-19 pandemic made the situation more intricate since they didn’t get their salary for 7/8 months. First, the part-time teachers are less paid by the institution they work in, and then they aren’t paid on time, resulting in poor deliveries inside their classroom. Despite this poignant situation with the teachers, concerned authorities look indifferent toward the plight of teachers.
I started my tertiary-level teaching career in 2016 A.D. at a public campus in Tanahun. Since I was a novice in the field of teaching at the tertiary level, I was not well competent in pedagogical skills. I desired to have some training to impart my delivery to my students. My campus organized a faculty development program, occasionally focusing on leadership development and the use of ICT, which would provide me solace. It has already been five years of working at a campus. Still, I have never experienced an attempt to enhance the professional development of a faculty from the government or the university except for the campus. Teachers’ professional competence—their professional knowledge, skills, beliefs, and motivation—is a critical predictor of teachers’ professional well-being and success (Laurmann & Konig 2016). Mr.’ X’ and Mr.’ Y’ never witnessed programs assisting in their professional development and well-being. Secondary Education Development Centre (SEDP), Distance Education Centre (DEC), Primary Teacher Training Centre (PTTC), and National Centre for Educational Development (NCED) are some government-funded programs to train teachers in Nepal. Besides them, Women Teacher Training (WTT) , On-Spot Training, Teacher Training Through Distance Learning, B-Level (Under SLC) Teacher Training, and Vocational Teacher Training Program are run by the government and non-government organizations. They all are confined to school-level teachers; instead, there are no special programs to train teachers from higher education (Awasthi, 2010). My respondent Mr. X said,” I spent more than five years at my campus teaching for bachelor’s, but I do not know any programs run at the campus for our professional well-being…”. Mr. Y had quite a different experience regarding the teachers’ professional well-being. He said, “my campus occasionally offers some training on leadership development and the use of ICT but not on teaching skills and curricular issues…”. It suggests that tertiary teachers do not have access to professional development programs, so they do not feel professionally sound.
Teachers’ autonomy is practiced globally as a supportive tool for teachers’ professional well-being. Action Research (A.R.), Reflective Practice (R.P.), Teacher Research (T.R.), and Exploratory practice (E.P.) are practiced in the international educational market to assure teachers’ autonomy (Dikilitas & Griffiths, 2017). Recently, Tribhuvan University has initiated to adopt those innovations to develop teachers’ professionalism through teacher’s autonomy, but it is confined within the center; However, one of the public campuses of Tanahun has been encouraging its faculties to write a research article on current ongoing affairs related to their professional issues. Similarly, the culture of campus to sponsor the faculties (permanent) financially to gain higher education degrees with a paid study leave is another central effort made for teachers’ professional well-being. This internal support of a campus assists in acquiring professional skills and exploring existing problems with their classroom teachings. The campus makes financial assistance of five thousand for the faculties who write a paper. It is a magnificent effort made to enhance teachers’ professional well-being. But this kind of culture is not practiced in other institutions providing tertiary education.
Teacher’s well-being and students’ academic well-being
Many kinds of research and surveys made in the times of yore indicate that teacher well-being is essential to students’ well-being. If the teacher goes inside the classroom with a stressed mind, it doesn’t deliver anything meaningful to the students. A survey by Wellbeing Australia (December 2011) found that of 466 respondents, 85.9 percent strongly agreed. A further 12.1 per cent agreed that a focus on student well-being enhanced an effective learning environment and 74.5 per cent strongly agreed. An additional 21.9 percent agreed that focusing on teacher well-being promotes student well-being. 73.9 percent of respondents were teachers, of whom 20.5 percent were school principals (Roffey, 2012). It reveals that the issue of teacher well-being needs to be considered for students’ sound learning outcomes.
Hwang et al. (2017) write that students’ learning outcomes depend upon the teachers well-being, so teachers’ intervention is suggested to provide to teachers to enhance their well-being. There are large numbers of teachers working as part-time teachers in Nepal, and they are suffering from the issue of their well-being. Most of them are tormented by their financial problems. Their financial satisfaction determines mental and professional soundness. If the financial crisis haunts one, no professional development program works to keep him strong in his profession. Mr. X narrates, “Throughout the month, I forget everything unfair that goes with me, and I find myself focused in my profession. I find my classes strong enough, and my students look satisfied with my deliveries. But for a few days after I get the message of my salary deposited into my account makes me unpleased, and I lose my professional control”. He further says it is the financial issue that influences his mental well-being and professional well-being. As a part-time teacher, he is made a complete payment just for ten months in a year and paid one-period equivalent for two months. It means he has been paid just Rs. 5000 each for the last two months, which he opines is unjustifiable. These two months are particular for students since they are provided revision classes at that time, but he could not make any meaningful contribution to his students. And as a result, unexpected students failed his paper. It shows that it is essential to address part-time teachers’ issues regarding their financial well-being to keep teachers free from mental and professional deficiencies and students’ good performance.
The teachers working in community campuses of Nepal as part-time faculty are anguished from several aspects of their well-being. Teachers working in the community campuses as part-time teachers experience very rare personal and professional fulfillment, satisfaction, purposefulness, and happiness. Untimely payment, variation in payments among teachers having the same responsibility, excessive workload, and teacher preparation made them stressful. Teachers working in community campuses as part-time teachers are segregated from the offerings made to the full-time and permanent teachers within the same campus. Even after many years of service in the institution, they are not promoted. They have been working with minimal internal support from the campus since no meaningful attempts have been made for their professional development. Mentally, financially, and professionally those teachers are not sound, and as a result, the student’s learning outcome has been degraded. To ensure the quality of education, discriminatory attitudes to look at the part-time teacher should be corrected.
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Author’s Bio: Bimal Khatri is a lecturer of Aadikavi Bhanubhakta Campus, Damauli, Tanahun since last six years. He is currently having M.Phil in ELE in Kathmandu University. Moreover, he is a life member of NELTA Tanahun. He is currently working on the issue of inclusion and equity in English Language Teaching in Nepal. He has published one article in peer reviewed journal of Aadikavi Bhanubhakta Campus in 2020. He can be reached at firstname.lastname@example.org, Bimal.email@example.com.
Whether mother tongue should be allowed or not in the EFL/ESL classrooms has been a debatable issue for many years, especially after the Grammar Translation (GT) method was considered ineffective in teaching English in non-native contexts (Paker & Karaağaç, 2015). Krashen (1981) claims that the use of the mother tongue (L1) deprives the learning of the English language (L2) in a natural setting, while the monolingual approach would maximize the effectiveness of learning the target language. Turnbul (2001) and (McDonald, 1993) are among other scholars who join Krashen in arguing that the use of the mother tongue hampers the learning of English and the best way to teach English is through English only.
However, the English-only approach – or the notion of teaching English through English (Richards, 2017) – is gradually being challenged as an impediment to teaching and learning English (Butzkamm & Caldwell, 2009; Pan & Pan 2010; Savage, 2019). The use of L1 not only creates the foundation for a better understanding of the L2 curriculum but also develops a positive attitude among children towards the schools that teach L2 (Savage, 2019). The use of L1 will be particularly relevant to the students from introductory to lower-intermediate levels (Pan & Pan 2010). According to Cook (2001), L1 creates a mental link between L1 and L2 and, thus, equips learners with the language competence they need to learn the second language.
Languages are linguistically interdependent, argues Cummins (2007), who, in the 1970s, developed the Linguistic Interdependence Hypothesis. Here,, the use of the mother tongue in the classroom reinforces the interdependence and enables the students to learn the second language through language transfer. Monolingual policies or prescriptions are actually contrary to and inconsistent with current understandings of how people learn (Cummins, 2007). In the same vein, Cook (2001) demonstrates that English-only policies and assumptions are wrong and urges instead to treat L1 as a classroom resource both for teachers and students to convey meaning, explain grammar and promote collaborative learning. Urging to use English where possible and mother tongue where necessary, Weschler, R. (1997) goes on to suggest developing a hybrid method drawing on the best of both schools of thought; English only approach and judicious use of mother tongue while teaching English.
At the beginning of my teaching career, 15 years ago, I was also influenced, like many beginner teachers, by the monolingual approach. I also used to think that English-only was the right approach, even aware that I was teaching on a public campus in which most of the students were from public schools with poor English competency. My preference for the conventional style of teaching English was to be an ideal teacher who could speak English fluently in the classrooms forbidding students from using their native languages.
Later, I realized that my approach was wrong particularly after my students started shifting to another class where the teacher used students’ mother tongue (Nepali in my context) as a medium (for instruction, teaching grammar, warming up, explaining homework and also the meaning of some technical words). Realizing the students’inclination towards their mother tongue went bilingual and saw the impact of it on the retention of students and their interactive participation in teaching-learning.
In the subsequent sections, I am sharing my own latest classroom practices in which I have used LI as a resource to teach writing skills and vocabulary. It was practised among 40 students of Bachelor of English Education at a Public Campus in Kathmandu. almost all the students were from Govt schools, with limited English proficiency. Most of them were from the ethnic communities that would speak Nepali as a lingua franca.
Practice 1: Each student was assigned to write a paragraph (8 lines) describing their own culture in English within 20 minutes. Out of 40 students, only 2 students (5%) completed the assignment. Eight students (20%) wrote some four lines of a paragraph. Twelve students (30%) wrote hardly two lines and 18 students (45%) wrote nothing (sat passive biting a pen throughout the 20 minutes). The body language of almost all students would tell that the practice was dull and dispirited.
Practice 2: Students were divided along with their cultural/linguistic background and were asked to write a half-page about their culture in LI, Nepali in this case, within 20 minutes. Almost all the students completed the assignment in time. Unlike the first assignment, students were happy, engaged and motivated to complete the exercise to the best of their ability.
Practice 3: Each group was, then, asked to translate the text into English and present it to peers. In case of difficulty finding an English term, they were allowed to retain Nepali term/s. Each group tried their best to translate what they had written, and presented among their peers highlighting the words/phrases they could not translate. I jotted down the highlighted words or phrases on the whiteboard. After the presentation, each group was asked to seek help from the other groups (using LI) to help find English words/expressions in their writing. After listening to the students, I stepped in to help them, explaining that certain cultural words might be difficult to translate, such as the name of community-specific food: Yomari (Newari food), Ghongi (Tharu Food), Sargemba (a food item of pig blood), Thekuwa (sweet cookie of terai people) and so on.
It worked well. Students were cheerful and fully engaged. No one seemed hesitant to share and express. On the contrary, everyone had something to offer and help a fellow student in need. It was truly collaborative. The mix of L1 and L2 would create a new environment of learning.
The use of LI is very helpful in EFL classrooms in a multicultural setting, like ours in Nepal. Foremost of all, it firms up the bond/connection between a teacher and students and helps create an inclusive environment in which students learn from each other (e.g., culture-specific vocabulary, writing skills, interpersonal communication) on an equal footing. It enhances inter-cultural respect among students and promotes collaborative learning.
The use of LI creates an environment in which everyone becomes an active learner. No one sees English as a burden. Instead, learning English becomes fun. As Pan and Pan (2010) rightly put it, “if L1 is utilized well and presented communicatively, it can be a facilitative tool that will improve the language proficiency of students” ( p.8 ) by motivating them to engage in learning exercises. L1 helps to develop students’ intercultural competence by providing learning content that is familiar to them (Chinh 2013). It is easy to build on familiar content, which also creates a level playing field for all to engage equally in learning without any sense of superiority or inferiority.
As argued by Weschler (1997), L1 opens the door to many possibilities for L2 while creating a natural learning environment. Learning cannot be imposed. It should not be a burden. Learning should instead be fun, which is possible through the use of the mother tongue.
The L1 versus L2 debate is not limited to educationists and teachers alone. Even our parents are drawn into it. Many of them want to see their children trained in the English-only fashion, unaware of perhaps the contribution of L1 to L2. Our teachers should also bridge the gap between the parental expectation (of L2) and the need of the students (of L1) by making the parents aware of the importance of L1 in getting their children where they want them to reach.
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Author’s Bio: Ms Ganga Laxmi Bhandari is a lecturer of English education at Mahendra Ratna Campus Tahachal (T.U.), Kathmandu. She has over 15 years of teaching and training experience in ELT. She has also been working as a Central Committee Member of NELTA. Currently, she is pursuing a PhD degree from Tribhuvan University. Her area of research interest is teacher professional development. She can be reached at firstname.lastname@example.org
Collaborative teacher development is the process of sharing together for enhancing and cooperating the quality of teaching and learning practices. It occurs when the teachers and learners work together in the process of teaching and learning. This paper is based on my presentation at the 22nd international conference of NELTA 2017. The teachers and learners have the common goal to overcome the problems occurred in the practices of teaching and learning. The teachers’ association like NELTA in Nepal is helping in energizing language teachers and researchers to be professional as well as professional growth. Personally, by joining NELTA, I am benefitted from growing professionally and academically. The teachers can play a pertinent role to collaborate with the people involved in teaching and learning practices. Collaborating together, the teachers explore more opportunities for the learners so that the learners can envision several steps of learning.
Likewise, teachers can also enhance expertise and build good confidence with their learners. The teachers exchange their ideas and knowledge with other participants in teaching and learning and that led them to be professionally sound. Therefore, collaboration is one of the ways for teachers’ professional development. Regarding collaboration, Vygotsky (1978) as cited in Barfield, (2016, p. 222) states, “Collaborative learning can be seen to occur through dialogue, social interaction, and joint-decision making with others and these shared processes contribute greatly to individual and collective growth as well as to co-constructed understanding and knowledge”. As a language teacher and researcher, I have had a similar experience in my classroom and outside of the classroom.
Similarly, Hargreaves, (1994, p.186) says, “To a point where teachers can learn from each other, sharing and developing their expertise together”. The learning becomes effective while sharing because they can generate meaningful ideas and information. Furthermore, Medgyes and Malderez, (1996), as cited in Barfield (2016, p.222), state, “collaborative teacher development is founded on dialogue, questioning, and discussion in working together towards educational change and improvement” and it is supported by Datnow (2011, p.155) that “it is at its most effective when it emerges voluntarily and spontaneously from teachers’ own beliefs that working together is productive and enjoyable”. It means teachers can feel comfortable if they apply the collaborative work to practice. Similarly, my experience in teaching is teachers can professionally forward in sustained and meaningful ways if we are able to do so together. Here, I transformed myself into a professional teacher and researcher.
This article explores the needs and importance of collaboration for teachers’ professional development. It is my own experience of encountering collaborative and non-collaborative teaching and learning. The theoretical studies of the collaboration in the field of language teaching and learning enhanced my pedagogical skills and also helped to explore more innovative ideas and skills. Likewise, this paper sets to explore collaborative teaching and learning to envision how it is one of the sources for teachers’ professional development.
Collaborative Teaching and Learning for Teachers’ Professional Development
As a teacher and a member of NELTA, I participated in seminars and conferences and understand that teacher is not only empowering her/his students but also growing professionally. I also understand that professional teachers always try and stand in search of learning knowledge. Maggioli (2004, p. 5) defines, “professional development as a career-long process in which educators fine-tune their teaching to meet student needs”. As Maggioli suggests it is clear to say that professional development is not a day or night development for one’s career, it is an ongoing process where one should professionally develop and grow through joining different minds together. It gives the vivid concept that if the teacher understands themselves as a learner and expert to fulfil the demands of the students.
Collaborative teaching and learning make a sense of learning by sharing and engaging together. It also builds harmony in our Nepalese context. The teachers’ collaboration and an active engagement with their students and different agencies could explore more innovative ways and skills of learning. The literature also focuses on collaboration which means working together especially in a joint intellectual effort so that one could stay sound and confident in language teaching-learning practices. According to Richards and Burns (2009, p. 239), “it is a social process that is contingent upon dialogue and interactions with others, processes through which teachers can come to better understand their own beliefs and knowledge as well as reshape these understandings through listening to the voice of others”. It is clearer in our Nepali context that our country is diverse which helps to understand the social phenomenon. Similarly, teaching and learning practices enhance when there is equal dialogue and interactions. Through collaborative teaching, teachers can come and interact with other people. Regarding their understanding, experience, and subject matter build confidence and broaden their skills. Likewise, it helps to exchange ideas, skills, and understanding with other fellow teachers, researchers and policymakers in the language field.
Similarly, Johnston (2003) considers collaboration as a wellspring of teacher professional development. Collaborative teaching and learning are fundamentally social processes. It creates collegiality and quality in the teaching profession. Edge (1992) states, “self-development needs other people…by cooperating with others, we can come to understand better our own experiences and opinions”. I also understand that self-determination in learning with other people enhances both confidentiality and collegiality. Likewise, we need collaborative teaching and learning for teachers’ professional development because Johnston views state collaborative teacher development as any sustained and systematic investigation into teaching and learning in which a teacher voluntarily collaborates with others involved in the teaching process, and in which professional development is a prime purpose.
Collaboration is crucial and influential in teaching and learning, which is concerned with the teacher’s professional development that gives the update and current affairs of knowledge. Cook (1981) states, “concern for the ultimate clients, the students, and for intermediaries, the teachers are apparent in all programmes, and this concern is directed toward sound educational and professional development rather than the gratification of immediate needs and desires.” Collaboration in teaching is not only meant for programme development, it is meant for individual development too. It creates an ample opportunity for the teacher to integrate and come up with the vision, increased understanding among teachers at all grade levels and in varied subject areas.
In my experience, I understand collaboration while engaging and interacting through different agencies such as NELTA, LSN, and so on. In doing so, I developed my skills and confidence not only in classroom teaching but also beyond classroom teaching. Likewise, it helps me to explore my techniques, strategies and methods to apply in and outside of the classroom. Doing collaborative works and finding its relevance in academia is described by Darling Hammond and Richardson (2009).
To make it more explicit, Cook (1981) states, “collaboration is to provide a means for improving the professional education, it is important to consider not only the meaning and implication of “collaboration” but also the nature of “improvement”. Collaboration creates an environment where the teacher can work together and learn together to improve their professionalism. The dialogue and interaction which led through collaboration also build trust, confidence and collegiality. Teaching/learning in such a way could give sound satisfaction with satisfactory achievement, which would orient them to professionalism. This could become like cooperation but not exactly cooperation. Collaboration is somehow different from cooperation. Let’s see the differences.
Collaboration and Cooperation
Killion (2012) states, as cited in the essential guide to professional learning Aitsl (Australian Institute for Teaching and School Leadership) “the more one educator’s learning is shared and supported by others, the more quickly the culture of continuous improvement, collective responsibility, and high expectations for students and educator’s grows.” Collaboration is a community where learners and teachers are involved together to share their knowledge, skills or ideas to recover the issues and challenges seen in teaching and learning. According to Aitsl, collaboration creates a community of working to achieve a common goal through the sharing of practice, knowledge and problems. And, effective collaboration encourages ongoing observation and feedback among colleagues where a culture of professional sharing, dialogue, experimentation and critique becomes commonplace. What I also observed through experiencing collaborative teaching, it makes sense of collegiality and mostly to get to know how things are going on worldwide.
Brook et al. (2007) state, “collaboration creates a base of pedagogical knowledge that is disturbed among teachers within a school as opposed to being held by individual teachers” as cited in Aitsl. It clears that if the teacher is suffering from the pedagogical problems they would get the chance to solve them through collaborative work that may not be solved by an individual. AITSL clearly defines both collaboration and cooperation where collaboration is concerned with working with another or others in a joint project. Collaborative works, it has a common goal and a high level of trust. It is a job-embedded long term program and works with joint planning, decision making, and problem-solving methods.
Cooperation has individual ownership of goals with others providing assistance for mutual benefit. Generally, cooperation is spontaneous and passive engagement by others. Therefore, cooperation and collaboration have not much comparison. Collaboration is far better than cooperation in academia. We can say that doing collaborative work makes professional growth. Therefore, to grow professionally collaboration with the teachers’ association, colleagues, researchers and teachers enhance the skills needed for professional development.
Why do we need collaborative teacher development?
Collaboration is viewed as a process that facilitates teacher development, serves to generate knowledge and understanding, and helps to develop collegiality and one of which teachers should have or share control. It is an organizational and inter-organizational structure where resources, power, and authority are shared, and where people are brought together to share common goals that could not be accomplished by a single individual or an organization independently, Kagan (1991, p. 3) as cited in Rainforth and England (1997, p. 86). The work accomplished by the group may not be solved by an individual and mostly they become unfamiliar with the phenomenon or process used to accomplish the task. When they come together they would have common goals which can be shared together and can be easily accomplished. In other words, the most common things in collaboration are it facilitates every individual to share and learn the issues one is facing.
Similarly, teacher development is a social process that is contingent upon dialogue and interaction with others, processes through which teachers can come to better understand their own beliefs and knowledge as well as reshape these understanding through listening to the voices of others. It can be viewed as teachers learning, rather than as others getting teachers to change. In learning, the teachers were developing their beliefs and ideas, developing their classroom practices, and attending to their feelings associated with changing, Bell and Gilbert (1994), as cited in Evans (2002, p.126). It seems clearer that joining hands and working together means helping an association as well as helping an association means building a nation together.
Likewise, Goddard and Goddard (2007) states, “when teachers have opportunities to collaborate professionally, they build upon their distinctive experiences, pedagogies, and content” as cited in Burton, (2015, p.6). If we collaborate, our work and ideas together in a group could bring the lived experience in the field of professionalism. I’m not sure the satisfaction that I got during a teaching in a particular situation is equal to others in their own field. However, in my experience of teaching and learning in a group, I explore more ideas and opportunities to overcome problems with solutions. We need collaboration not only for individual improvement but also for our program development.
Yarger (1979) suggests, as cited in Cook (1981, p. 99) “collaboration in teacher education is not related to quality and improvement in program development”, it should provide a breadth of perception and vision, an enrichment in terms of resources and an opportunity for increased understanding among the teachers at all grade levels and in varied subject areas. It could then lead to effective programs of professional development.
Different Forms of Collaboration for Teacher Development
Collaborative Teacher Development (CTD) can take the initiation of effective teaching/learning along with professional growth. Nowadays it is one of the major concerns to be professional in one of the fields and teaching/learning is integrated into all the other development of the people. It helps learners and teachers to explore more innovative skills to find and accomplish the task according to their interests. To decide who, where and how the teacher gets collaborates for further development is necessary to know. We could say that five fingers are stronger than one finger, in the same way, working together by involving collaboratively could bring a concrete result which is most beneficial for all.
There are different forms of collaboration where teachers are the centre point to achieving the goal. According to Johnston, (2003), as cited in Richards and Burns (2009, p. 242), there are four different forms of collaboration that teachers can involve in their professional development.
Teachers can collaborate with their fellow teachers
In this group, the teacher and their fellow (peer) teachers worked and discuss together. This is the most balanced relationship in terms of power. Collaboration among language teachers may well focus on instructional issues such as materials exploitation, classroom management, classroom language use, and other related issues. The language teachers are likely to point them toward certain common concerns and interests. Their professional understanding and depth of knowledge can help everyone involved in the group. It creates a lot of interaction related to the subject area and enhances the other further skills and knowledge. Here, we could say that meeting with different expertise minds certainly helps other minorities who have difficulties with resources and facilities in teaching/learning.
Collaboration between Teachers and University-based Researchers
As a teacher and researcher, I am much benefited from these forms of collaboration. I explore more innovative ideas and skills needed for the teachers and learners. For doing educational research such kind of collaborations are commonly initiated by the researcher to find out lived experiences of the teachers. Teachers and university-based researchers collaborate together and talk about the general and specific issues, and challenges that occur in the language field. Sometimes they do the classroom research to find the solutions; creating such an environment teacher could easily enhance their skills and knowledge whereas researcher also gets the credit for research and that could develop their professionalism as well as collegiality. Teacher and university-based collaboration may have a great inspiration for the teachers because the researcher could provide access and authentic resources to overcome the problems.
Teachers with their Students Collaboration
This type of collaboration makes an arrangement and offers fascinating possibilities for learning in-depth about one’s own classroom and who is in it. This kind of collaboration encourages the teacher and students to accomplish the goal together. Here, the learners are empowered by the teacher and the teacher also comes to know the current affairs of knowledge related understanding in teaching and learning. This form of collaboration is action and problem solving oriented which is livelier in the field of language teaching. It is problem and action-oriented therefore it could fix the problems raised by the students or teachers so that they could get the prompt feedback from their students to achieve the goal.
Collaboration with Others Involved in Teaching/ Learning
In this form of collaboration, teachers can collaborate with the administrators, supervisors, parents, materials developers and so on. Teachers and administrators collaborate together to find the issues and challenges that cause the improvement of the teachers, institutions, and programs, for the development. Similarly, the teacher and the supervisors collaborate together to recover the problems in the teaching and learning field. Supervisors can give constructive feedback to the teacher for their professional development. The teacher can also collaborate with the materials developers and share the implications of the material in the language classrooms. Teachers can also collaborate with the parents who play a vital role to achieve the students’ goals. They could share the students’ attitudes toward learning and the teachers’ teaching. In doing so, many of these collaborations, in turn, have had a significant component of the professional development of the teachers.
Sharing one’s learning is the everyday experience of human behaviour. The knowledge is hidden; it would enhance and grow when human beings take part in the discourse. Even unknown and unfamiliar things become known knowledge and familiar when people come together to share and present. Collaborative practices lead teachers to re-conceptualize the innovative process, boosting learners to continue varieties of challenges, generate cross forms, and participate in constructionist and supportive practices, including an-alternative dialogues. Collaborative teaching and learning practices help both teachers and learners to explore creativity and construct new frameworks for learning. Likewise, it creates innovative ideas and skills to know together and learn together.
Burton, T. (2015). Exploring the Impact of Teacher Collaboration on Teacher Learning and Development. University of South Carolina Scholar Commons (Doctoral Dissertations). Retrieved from http://scholarcommons.sc.edu/etd/3107
Cook, G. E. (1981, May). Collaboration, Change and Concern: Professional Development through teacher centers. English education, 13 (2), pp. 97-104.
Evans, L. (2002, Mar.). What Is Teacher Development? Oxford review of education, 28 (1), pp. 123-137.
Rainforth, B. & England, J. (1997, Feb.). Collaborations for Inclusion: Education and treatment for children, 20 (1). Pp. 85-104.
Richards, J.C. & Burns, A. (Eds.). (2009). Second Language Teacher Education: Collaborative Teacher Development. New York: Cambridge University Press.
Maggioli, G. D. (2004). Teacher- Centered Professional Development. Association for supervision and curriculum development (ASCD). Alexandria, Virginia, USA.
Australian Institute for Teaching and School Leadership (aitsl). The Essential Guide to Professional Learning: Collaboration.
http://www.aitsl.edu.au/professional growth/australian teacher performance/and development framework.
Author’s Bio: Mr. Shaty Kumar Mahato is an MPhil graduate in English Language Education from Kathmandu University and working as an ELT teacher, researcher and trainer in the field of education. Since his Bachelor’s degree in 2005, he has been involved in teaching and research. He has presented his research paper in NELTA, LSN, TERSD and Asia TEFL. At present, he is working as a Project Coordinator-Education in Aasaman Nepal a national NGO. His area of interest is teaching methodologies, Collaborative Approach, Teacher Education, Language Policy, Discourse Analysis and Narrative Research Inquiry.
The purpose of this article is to discuss the identity construction of teachers in higher education in Nepal, particularly in Tribhuvan University (TU). The article is based on our research on the narratives of teachers working in TU. We focus on how teacher identities are shaped by the existing broader socio-political context and the hierarchical structural arrangement of the university. Our arguments in this article are informed largely by the sociocultural perspective of teacher identity. This perspective considers teacher identity as a phenomenon which evolves in interactions with external and internal factors sharing their assumptions, positionings and sense of belongings. We are particularly interested in unravelling the professional trajectories of junior faculty members, known as lectures, working in TU. Due to space limitation, we are unable to include complete narratives, but we have tried to cover the most striking experiences that the teachers have shared with us during our in-depth interviews.
Understanding Teacher Identity
Teacher identity remains as one of the major aspects of teaching professional development (e.g., De Costa and Norton, 2017). How teachers define their own selves and how their selves are defined by others play a critical role in shaping their professional identities. Understanding teacher identity is important for two reasons: a) it helps us identify the state of teachers’ job satisfaction and their commitment to the profession; and b) the knowledge of teacher identity construction provides a framework to understand the institutional culture that shapes teachers’ professional trajectories. Teacher identity is not a fixed entity; rather it is a dynamic and evolving experience that involves complex interactions between both internal and external factors.
Thomas and Beauchamp (2007) argue that professional identity stands at the core of the profession and thereby provides the framework for teachers in the construction of their own ideas of “how to be” and “how to act” as a teacher (p. 230). The importance of identity is also highlighted by Palmer (2007) who notes that a strong sense of identity is the trait common to all good teachers. As he argues, our teaching experiences reveal who we are and that “teaching holds a mirror to the soul” (p. 3), adding that we cannot know our students until we know ourselves. In our teaching, continues Palmer, “We teach who we are” (p. 2). De Costa and Norton (2017) argue that both individual and psychological factors shape the self-image and other-image of particular teachers. For them, teacher identity is shaped by institutional cultures, structures, and values.
The identities of teachers we have discussed in this paper are based on the analysis of narratives from six teachers from TU, who are anonymized as Teacher A, B, C, D, E and F. The participants are mostly the lecturers who are at the bottom of the professional hierarchy, according to the university’s rule. In order to collect the data, we had in-depth interviews with each participant. We also had informal conversations with the participants. All the interviews were audio-recorded and transcribed for the purpose of analysis. In addition, we also took field notes of events and activities that the participants took part in. In the remainder of the paper, we discuss major identity-related data under two different themes.
New culture and new identity
The participants in this study reported that ‘a new culture’ has emerged in the universities in Nepal. The new culture the teachers describe is the ‘bhaagbandaa’ (share) culture. One of the teachers (Teacher A), for example, said that ‘accept or not we have ‘bhaagbandaa’ in our university’. He explains that bhaagbandaa has been ‘the core system in TU […] is run by bhaagbandaa […] all officials are appointed on the basis of their affiliation to the political parties.” He argues that “if the appointments are made on the basis of party politics, then academic identity is not important here [university].” In the case of Tribhuvan University, the faculty members are divided into different groups such as ‘Democrat Teachers’ and “Progressive Teachers’. The democrat teachers’ group is the sister organization of Nepali Congress while progressive teachers’ group is affiliated to Nepal Communist Party. These teachers’ groups have organizations at the national and local campus level. As Teacher A shares, these groups have membership of their respective political party and follow what their party leaders ask to do. Teacher D reveals the reason behind university teachers being a member of a political party and unionized as party members. She shares that “teachers become a cadre to get niyukti (appointment) in different positions such as campus chief, Dean, directors, rectors, registrar, VC.” She reveals that “appointments in academic positions are shared among the teachers who belong to the party groups.”
The new culture of governance in the university has seriously affected the teachers’ professional identity. As Teacher C tells, university teachers are now “recognized by their affiliation to the party groups, but not by their academic work.” What is more interesting is that the teachers who lead the party-based organizations are considered ‘powerful’ and ‘hartaakartaa’ (decisive/influential), as Teacher C says, in the university. He further says that the teachers who lead the party groups ‘seek their bhaag (share) in each appointment of the university’. Consequently, the identity of the teachers who would like to remain independent from partisan politics remain invisible. The story shared by Teacher D reflects this situation: I was asked to be open and support one group of the teachers. They told me that they would help me for the appointments as well. It’s not easy to remain far from the political groups. These groups are key actors in the university. They recommend the names of the teachers for the academic appointments. Different groups of teachers negotiate and decide the share of the position.
The teachers agree that this kind of new culture has been very powerful in the functioning of TU. As Teacher D argues, “teachers who have good academic background are hardly appointed in academic positions if they don’t have political affiliation.” This view is supported by Teacher F’s reflections that “academic identity is important, but it is less important now. Teachers’ political affiliation seems to be more decisive.” These views indicate that a new culture of bhaagbandaa, on the basis of partisan politics, has positioned the academic identity of teachers invisible and unrecognized. More importantly, this culture has promoted new identities of teachers recognized as ‘pragatisheel’ (progressive) or ‘prajaataantrik’(democratic) rather than experts in their field of inquiry. Our discussions with the teachers also show that the new culture has affected the governmentality of the university system.
New form of governmentality and teacher identity
The new culture as mentioned above has created a new form of governmentality in the university system. The teachers in the discussions said that most appointments, including part-time teachers and non-teaching staff, are done on the basis of political bhaagbandaa. Teacher E said “every decision is made on the basis of bhaagbandaa, mostly directly and sometimes indirectly. You know if campus chiefs or other authorities make decisions without consulting political groups, they cannot implement their decisions.” For Teacher E, “due to political bhaagbandaa, the authorities cannot work independently.” One of the major issues that the teachers have highlighted is how they are ‘forced’ to become a member of one specific group. Teacher B, for example, tells that he had participated in programs organized by one of the groups because he did not like to be ‘an odd person’ in his campus. After attending such programs, he now feels that “he has other colleagues to support him if he faces any problem in the university.’’
According to the participants’ views in this study, the new form of governmentality, created by the bhaagbandaa culture, forces teachers to join politically affiliated teachers’ groups. For example, Teacher D shares that the teachers with strong academic, research and teaching background are rarely appointed in decision-making positions. She claims that this situation has hindered “innovative academic and other professional activities” in the university. As decision-making positions are filled with ‘bhaagbandaa’, the appointees become ‘loyal’ to their groups, but not the institution. In many cases, such appointees are ‘under control’ of their ‘factions’, and they hardly make policies and implement innovative ideas. This situation reproduces the status quo and contributes to creating an ‘unfriendly environment’ for academic activities.
The new governmentality has affected the early career teachers (lecturers) in many ways. For example, Teacher B asserts that ‘we are not free to say something because we do not know much about politics in the university’. He finds “lack of academic activities in his campus” and argues that “most discussions among university teachers are about national politics and political leaders.” As a junior faculty, he feels that the new culture has ‘divided the university teachers according to the partisan politics. This environment, as Teacher F claims, has invisibilized the academic and professional identity of teachers. As space for collective and collaborative academic activities is rare, junior faculty members do not have much opportunities to build their professional identity. In fact, Teacher F argues that the existing environment is demotivating for him. Although he can work independently, he says that “if you and I start a work together but we belong to different factions, at some point, the factions will discourage us. Why are you helping that person of another faction? They say I should work with our own members. This is never motivating. This will take us nowhere.”
The above discussion shows that in the new form of governmentality, university teachers are expected to become a member of political groups. Since most activities, including opportunities for professional development, are decided by the teachers’ factions, the identity of teachers who are not active members of such groups remain invisible.
In this brief article, we have discussed how teachers’ professional and academic identities are shaped by the political culture, bhaagbandaa politics, in Nepal. We understand that the arguments discussed here are based on the views from six teachers only, but the issues discussed here reflect how a new form of governmentality has been formed and how it has created a sense of uncertainty regarding professional development of the junior faculty members. The teachers’ perspectives as discussed in this paper show that teacher identity, most professional identity, of Nepali university teachers is heavily affected by the divisive political culture based on partisan politics.
Raj Kumar Baral is a lecturer at central department of English at Tribhuvan University Nepal. Dr. Prem Phyak currently teaches at the Chinese University of Hong Kong.
De Costa, P. I. and Norton, B. (2017) Introduction: Identity, transdisciplinarity, and the good language teacher. The Modern Language Journal, 101, 3-14.
Palmer, P. (2007). The courage to teach: Exploring the inner landscape of a teacher’s life (10th ed.). San Francisco: John Wiley & Sons.
Thomas, L., & Beauchamp, C. (2007). Learning to live well as teachers in a changing world: Insights into developing a professional identity in teacher education. The Journal of Educational Thought, 41(3), 229-243.
Can be cited as:
Baral, R. K, & Phyak, P. (2021, January). Teacher identity and the new forms of governmentality in higher education in Nepal [Blog article]. ELT CHOUTARI. Available at: https://eltchoutari.com/2021/01/teacher-identity-and-the-new-forms-of-governmentality-in-higher-education-in-nepal/
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