Sooner or later, they will inquire about specific classroom situations. They do it to assess your readiness for the job and also to see your attitudes and way of solving difficult situations. They can either ask what you would do (situational questions), or what you did in your teaching practice before (behavioral interview questions). But it doesn’t matter if they ask about past or about the future, the intentions are always the same – to assess your readiness and attitudes.
In fact, you should have a plan for each common scenario, that means conflict of two students, angry pupils, low discipline, complaining about assignment, chicane and all the other things that can, and most likely will happen. On the top of that, it is important to ensure the hiring committee that you expect such things to happen and it won’t influence you negatively in a daily job. They prefer to hire candidates who are positive, but realistic about the job at the same time. Let’s have a look at some good answers.
I know this can happen. First of all, I would always try to explain the goal and meaning of each assignment from the point of view of the students, so they would understand why I gave it. But if someone was still complaining, I would have a personal talk with him, trying to understand the reason of his complaints and solve it accordingly. If the discipline problems continued, I would consult school counselor.
Well I would try to set clear rules of discipline in my classes so students do not complain in front of the others. Also I would try to understand each student individually and so if it happened and someone complained I would know what to do. If I was not able to solve the situation on my own, I would consult the parents or seek help of school counselor. But most importantly I would ensure it does not influence the overall discipline in the class and my position in the eyes of other students.