Why School Teacher Is The Most Difficult Out Of The Three...

Throughout this year, we have read different articles spanning various topics regarding schooling and its purpose in society. We learned that each student has had a unique school experience, including public, private, and charter schooling. Each of our unique experiences have allowed us to share our personal encounters with school, both positive and negative. We also read about how each of us has a stake in schools through our readings and interactions with peers. If I could suggest any three of our readings to a high school teacher, a parent, and to a fellow student, they would be the Postman and Weingartner section, the Alina Tugend article, and the Rawlings writing, respectively. Selecting just one article to suggest to a high school teacher to read was the most difficult out of the three. When I was thinking of who I would suggest this article to, I came to the conclusion that any high school teacher would benefit from reading any of these articles. Thus I made my selection without any specific teacher in mind. Among all of our articles, I strongly considered the Holmes article because I think it does a great job of posing the case for teaching ignorance. I can admit that I fall into believing that we know everything in the scientific world because of the 400 page textbooks we go through every year in class. I am sure every other student feels the same way. This does not have to apply to only science courses, but it is most easily explained using science as an example.Show MoreRelatedMy First Day Of Grade At Springfield Essay1249 Words   |  5 Pagesnervous, the teacher who would be teaching me was known to have made students do a lot of writing. Of course I have written out small sentences and maybe some alphabetical practice on paper before, but I have never written thoughts or ideas that coursed through my nine year old brain. We were advised to bring a journal to keep all year throughout the class, to write about whatever topic the teacher desired to assign to the classroom every single day. I remember walking in and pulling out my green five-starRead MoreSupporting Early Learning And Development973 Words   |  4 Pageswill be incorporated into my exploration as well. I say this because I believe that you cannot support early learning without being able to plan and guide as well as following the correct protocol and policies. All three of these topics all correlate with one another, therefor; these three topics will all be tackled when exploring my topic. During week three’s assignment about the nutrition competency, I found myself noticing how interested I am in the subject of child nutrition, health and safetyRead MoreQuestions On Learning And Lesson Planning1172 Words   |  5 Pagesdisgruntle parents, difficult administration and time management. When I 1st started teaching I had 34 students and I would give homework and I could not check the homework every night and I had a policy where if the child missed 3 homework they would get a phone call. And she called the students home the parent was very rude and was wondering why she was just now getting a call. She didn’t use profanity but I felt degraded and my confidence went down and I felt like I wasn’t a good teacher. 2. What’s yourRead MoreField Narrative Report On Drama Camp1627 Words   |  7 Pagesa future teacher, but also skills I can use in dealing with every day people. In watching the students work together and learn, I observed how two people who may look alike can be so very different in the dame way that people who may first appear to be alike may be very different. Field Experience Site For my field work I was able to observe three weeks of Drama Camp at Parkview High School in Lilburn Georgia. This is a theater camp put on for grades K-8 with the help of high school counselorsRead MoreAction Research On Autism Spectrum Disorder1065 Words   |  5 PagesScarpa, 2012). Children with HFASD can often times be difficult to reason with concerning classwork and home life. In dealing with children with Autism, I hope to get ideas how to further my student’s academic success through the previously mentioned research. The Social Skills Project The principal, school psychologist, parents of kids with Autism, two kids with HFASD, teachers of art and physical education, and special education teachers were the participants (Ostmeyer Scarpa, 2012). This focusRead MoreSchool We Have Been Taught Answer Multiple Choice Questions1468 Words   |  6 Pages11/11/15 Since the beginning of school we have been taught to answer multiple choice questions and write essays. Why? So we can compete against other schools to see who did better than whom. Isn’t education meant to better our self, so why put us against each other if we are meant excel , also everyone is different from each other. From the way we perceive information, to interpreting it. Also overcrowding of classes where there is one teacher against â€Å"hoard†of students. Those are justRead MoreMy Experience At The Gym For A Physical Education ( P.e ) Essay988 Words   |  4 PagesIn my practicum, I was placed in a Physical Education (P.E.) classroom at Robert Asp Elementary. I was in the gym a majority of the time, with occasionally being outside. Most of the time, I was with first grade and fifth grade. A few times I was also with second, third, and fourth grade. Because of the setting I was in, there would be one class for thirty minutes, and then they w ould switch and another class would come in for thirty minutes. One day a week, we had health and on that day, one classRead MoreThe Three Reasons Homework Should be Given Essay602 Words   |  3 PagesDoing homework can be difficult and sometimes takes a lot of time. However, at the same time doing homework can be beneficial and enjoyable. There are three reasons why homework should be given. First, teachers are able to know how students are doing easily through checking the students’ homework. Second, doing homework can stimulate the interest of studying; and finally students may comprehend better and receive high marks through doing the homework the teachers have assigned. First of all,Read MoreExample Essay1112 Words   |  5 Pages7/10/2013 ENC1101- English Composition 1 Professor R. Fields Surviving middle school can be a scary and challenging place to learn at. The reason for it is all of the troublesome obstacles you will face, such as being picked on and pushed around, the physical, emotional and mental changes that will be occurring to and around you, the peer pressure you will endure for the next three years and the bad influences that will occur to you. Another difficulty you willRead MoreGraduation Speech On The Classroom853 Words   |  4 PagesDuring the past three weeks, I have observed three individual students in my 4th grade classroom. All of the learners in the classroom are very intelligent students; however, three students stand out to me on a daily basis for different reasons. ‘Student A’ receives special education services for her reading and writing skills. She works with a para every day to work on her reading and handwriting skills. ‘Student B’ is a gifted learner and participates in an advanced math program that the 4th and

Philippine Writers Before the Coming of Spaniards Free Essays

1. Communication =the imparting or exchanging of information by speaking, writing, or using some other medium television is an effective means of communication =means of sending or receiving information, such as telephone lines or computers:satellite communications =means of travelling or of transporting goods, such as roads or railways:a city providing excellent road and rail communications 2. Listening a. We will write a custom essay sample on Philippine Writers Before the Coming of Spaniards or any similar topic only for you Order Now There are three modes of listening: competitive, passive and active. Active listening is considered the most effective because the listener is not only listening with interest, but actively acknowledging listening by brief responses. Most individuals are not as skilled at listening as they think. Depending on the study, listeners likely remember 25 to 50 percent of what they hear, according to Mindtools. Giving the speaker your undivided attention and not focusing on what you are going to say in response while he is talking is a good way to ensure you hear more of what is being said. Speaking b. Speaking can be an intimidating experience, even in your native tongue, let alone when learning a new language. The best way to learn how to speak, though, is by practicing, so put your inhibitions aside and strike up a conversation whenever you are given an opportunity to do so. When speaking, be aware of your pace, try not to mumble and use expression, both so that you don’t sound monotonous and to keep your listener interested. Reading c. Children learn to read by first learning their ABCs and sounding out the letters to discover what sound they make. The phonetic approach to reading—using sound units to figure out the words—is arguably the best approach because theoretically, if you know the sounds, you can read any word, regardless of the difficulty level. This is also the case when learning a new language. Reading has many benefits, including improving memory (it’s exercise for the brain), increasing vocabulary and exposing you to new ideas. Writing d. Writing is perhaps the most complex of the communication skills and takes the most time to master. As with any other skill, it is improved through practice and a willingness to improve on past attempts. Moving beyond the basics, there are many types of writing and many levels. Writing can be a basic means of conveying information—such as in newspapers—or it can be a tool to create elaborate new worlds, much like those found in fiction novels such as The Lord of the Rings trilogy. . Poor Encoding – This occurs when the message source fails to create the right sensory stimuli to meet the objectives of the message. For instance, in person-to-person communication, verbally phrasing words poorly so the intended communication is not what is actually meant, is the result of poor encoding. Poor encoding is also seen i n advertisements that are difficult for the intended audience to understand, such as words or symbols that lack meaning or, worse, have totally different meaning within a certain cultural groups. This often occurs when marketers use the same advertising message across many different countries. †¢Poor Decoding – This refers to a message receiver’s error in processing the message so that the meaning given to the received message is not what the source intended. This differs from poor encoding when it is clear, through comparative analysis with other receivers, that a particular receiver perceived a message differently from others and from what the message source intended. Clearly, as we noted above, if the receiver’s frame of reference is different (e. . , meaning of words are different) then decoding problems can occur. †¢Medium Failure – Sometimes communication channels break down and end up sending out weak or faltering signals. Other times the wrong medium is used to communicate the message. For instance, trying to educate doctors about a new treatment for heart disease using television commercials that quickly flash highly detailed inf ormation is not going to be as effective as presenting this information in a print ad where doctors can take their time evaluating the information. Communication Noise – Noise in communication occurs when an outside force in someway affects delivery of the message. The most obvious example is when loud sounds block the receiver’s ability to hear a message. Nearly any distraction to the sender or the receiver can lead to communication noise. In advertising, many customers are overwhelmed (i. e. , distracted) by the large number of advertisements they encountered each day. Such advertising clutter (i. e. , noise) makes it difficult for advertisers to get their message through to desired customers. How to cite Philippine Writers Before the Coming of Spaniards, Essay examples

Global Training and Development Trends Practices

Question: Discuss about the Global Training and Development Trends Practices. Answer: Introduction: Business institutions requiring gaining a global presence are required to focus on the employment of staffs relating to different regions and ethnicities such that the same contributes in earning competitive advantages and business efficiencies in the long run. The firms are also required to generate equal opportunities based on inclusion of both male and female employees (Ferdman Sagiv, 2012). The paper focuses on understanding the importance and advantages related to the existence of diversity in workplace while also reflecting on the impact of glass ceilings on the female and minority group employees. Significance of Diversity in the Workplace The development of a diverse organisational workforce potentially contributes in enhancing the level of mutual respect between the employees operating in a team framework. It also contributes in development of needed synergies between the employees relating to different gender, age, religious, educational and also possessing diverse experiences for effectively accomplishing business and departmental objectives. It also helps in sharing of needed information and knowledge such that the same contributes in enhancing the productivity and performance of the organisation as a whole. Further, the inclusion of people hailing from different ethnicities and nationalities in the business institution would help in creating a culture of reduced discrimination and in developing a global workplace (Podsiadlowski et al., 2013). The inclusion of people pertaining to diverse nationalities and ethnicities would help the business institutions in gaining needed knowledge about the consumer demands and expectations relating to the different international regions. Further, inclusion of a diverse workforce would also help the firms for expanding its base in the international markets based on knowledge of the distribution networks and supplier chains (Stevens Ogunji, 2010). The above facts would potentially enhance the level of competitive advantage for the business institutions. The business institutions based on generating expansion to international markets also gains needed ability of inclusion of a diverse and talented workforce for aptly addressing the expectancies associated to the different job roles. Inclusion of diverse talents would enhance the internal culture of the business institution and thus enhances the reputation of the company as a global or multinational brand. Further, the focus of the business institution regarding development of a diverse workforce is also taken to enhance the pool of talented, efficient and experienced employees in the organisation (Ongori Nzonzo, 2011). The inclusion of a diverse workforce by the firms rightly helps in gaining quality insights regarding generation of quality solutions to business problems. The insights gained from experienced and knowledgeable people pertaining to diverse educational backgrounds potentially helps the business managers in generating potential solutions to emerging problems and contingencies. It would thus contribute in enhancing the efficiency and productivity level of the firms in conducting operations along different business markets (Olsen Martins, 2012). Opportunities of a Diverse Organisational Workforce Employing a diverse workforce generates ample opportunities and advantages to the business institution. The opportunities are reflected as follows. The inclusion of a diverse workforce in an organisation potentially contributes in the incorporation of new and diverse talents and ideas that tend to contribute in the generation of novel and creative processes. The introduction of new business and operational processes in the firm in turn contribute in the growth of efficiency and productivity for the organisation. Further, the development of a diverse organisational workforce also contributes in the growth of motivation of staffs and employee loyalty such that the same enhances the level of employee commitment in the organisation. Development of work teams constituted by a diverse workforce significantly contributes in the generation of new and customised ideas and solutions to business problems (Shen et al., 2009). The employment of a diverse workforce by a firm potentially encourages the brainstorming of new ideas, concepts and solutions. Team work carried out by employees belonging to diverse cultural and ethnic backgrounds and also possessing specialised qualifications potentially contribute in the generation of innovative and creative solutions to different types of business problems. Operating in a creative and innovative fashion helps the business institutions to gain on the parameters of efficiency and productivity (Bhatia Kaur, 2014). Further, development of a diverse workforce also implies greater manpower empowerment in the firm such that the multiethnic staffs operating in different departments can work in an integrated fashion for taking part in key business decisions and operational planning activities. Employees pertaining to different cultural, ethnic and national backgrounds tend to have different outlooks related to different problems and events. The differences in the outlook of the employees influences their business ideas and solutions thereby helping the firm earn the benefit of spontaneous and sustained innovativeness and creativity (Edewor Aluko, 2007). Working based along a diverse workforce contributes in helping the business institution effectively communicate with the different stakeholder groups like customers, suppliers and the government and regulatory bodies based along different markets. The development of effective communication practices with potential stakeholders rightly helps the firm in generating an effective presence in the diverse international regions. The carrying out of effective communication with the suppliers, manufacturers and also with the retailers and wholesalers based in different international markets helps a firm in penetrating a larger consumer market and thereby in driving potential sales (Shi Wang, 2011). The degree of freedom generated by the organisation in inclusion of a diverse workforce pertaining to different languages and nationalities and also pertaining to different cultural and religious backgrounds reflects the fairness and equality of treatment generated by the organisation towards the employees belonging to minority groups. It reflects that the business institution does not tend to discriminate between employees belonging to different race, ethnicities, religious and educational categories. Organisations reflecting fair treatment to employees hailing from different cultural backgrounds also provide needed opportunity to the employees to perform and earn promotions to higher hierarchies. The above aspects enhance the reputation of the business institution in the related industry and thereby contribute in attracting newer talents (Rozkwitalska, 2012). Challenges of a Diverse Organisational Workforce The Glass Ceiling effects in organisations tends to affect the opportunities for career growth and development of women employees in organisations. The existence of employees pertaining to men and women categories in organisations reflects the existence of prejudice in the minds of male employees regarding the inability and inefficiency of the female employees. A research carried out relating to the Sri Lankan firms having employees of both gender categories reflect that Glass Ceilings contribute in about 27.4 percent for promoting development and growth opportunity for the female employees. The male workers and managers involved in the business institutions have a feeling that the female employees are emotional, manipulative and also posy at the workplace. The above perceptions of the male counterparts affect the growth and promotional opportunity for women employees operating in the firm (Mooij Hofstede, 2010). Further, the existence of Glass Ceiling in the private organisations tends to affect the confidence level of female employees in the organisations. The women employees in the organisations also reflect that failure in generating effective time management regarding managing both their domestic and professional lives in a simultaneous fashion affects their chances of earning promotional and growth opportunities in the firm. Gender stereotyping is also observed to be a growing impediment that tends to affect the chances of growth and career development of female employees in a firm (Rozkwitalska, 2012). The existence of glass ceiling in organisations reflecting a diverse workforce are identified as artificial barriers that are created owing to the emergence of bias and attitudes in individuals that tends to reduce and seize the opportunity for individuals belonging to minority groups relating to render, culture and religious groups for gaining a higher positions in the business institutions. The growth of prejudices and bias in the minds of different individuals tends to generate a disregard for the performances and achievements of individuals belonging to the minority groups operating in the firm(Edewor Aluko, 2007). Individuals belonging to the majority groups within the firms sharing the same kind of prejudices and biasness for people belonging to the minority groups contribute in the development of barriers that are discriminatory in nature. Business organisations inferred to suffer from Glass Ceiling problems tend to male employees reflecting an attitude that women employees a re not fit to hold management and senior management positions in the firm. The above prejudice thus narrows the exposure gained by women employees in the organisation subjecting them to non-managerial roles (Salas et al., 2012). Along with offering lower positions in the organisations the women employees are also observed to suffer owing to the generation of reduced compensation compared to their male counterparts. Women employees possessing professional knowledge and experiences operating in business institutions having existence of Glass Ceilings are not provided adequate opportunities for growth compared to their male counterparts having lesser knowledge and experience levels. Organisations operating in different industries like manufacturing, communication, wholesale trading and also public utility firms reflect existence of glass ceilings where women employees are not allowed to earn managerial roles (Olsen Martins, 2012). Further, the Public Administration institutions are also observed to reflect the existence of lower number of female employees along both the general and managerial positions. Similarly, organisations relating to the Public Educations are also observed to suffer because of the existence of Glass Ceiling problems that make them earn roles of supervisors compared to roles rendered to male counterparts as directors and associate superintendents (Jehanzeb Bashir, 2013). The existence of external factors like early age based education and channelling of their careers along with the lack of effective mentors and increased scrutiny by both the supervisors and peers in the organisations contributes in the growth of gender stereotypes and also the growth of glass ceilings in the business institutions. The presence of gender stereotyping both along the developing and developed societies reflects the male individuals in the society, families and along the different organisations as the main revenue earners. The women population on the contrary are identified as homemakers and thus are identified inferior to their male counterparts in the profit and not-for-profit firms. The above fact accounts for the growth of glass ceiling in the different organisations (Dartey-Baah, 2013). Glass ceiling exist for employees belonging to the minority groups in the firms owing to the behaviour and attitudes of other minority group members that focus on creating a barrier relating to the benefits gained by them from majority group members. The benefits being scare in nature triggers the needed behaviour relating to the minority groups for developing Glass Ceilings in the firms. Similarly, the existence of discriminatory practices in organisations based on colour, creed, caste and ethnic regions also creates Glass Ceiling in organisations affecting productivity and growth of employees in the organisations (Slavi? et al., 2014). Strategies for Countering Effects of Glass Ceiling The impacts generated by the existence of glass ceiling in business and non-business institutions requires to be effectively countered through the generation of increased awareness relating to the talents and expertise of the women employees. Further, the appraisal and promotional activities in the organisations are required to be carried out based on identifying the competencies, performances of the staffs and not based on gender stereotyping. The women employees in the firm are also required to enhance their level of self-confidence and also focus on identification of a mentor in the firm that would help the female staffs rise to higher roles in the organisation (Rozkwitalska, 2012). The women employees are also required to have a clear understanding of their rights regarding gaining of employment and promotional opportunities within the business and non-business organisations. The knowledge of employment and promotional rights would certainly contribute in helping the female employees fight for their career and development growth. Women employees are required to enhance their presence in the firms through reflecting and enhancing on their personal competencies such that the same can be applied along their respective departments for enhancing efficiency and productivity level of the departments and the organisation as a whole. The above facts would help the female employees gain needed recognition in the firms and also earn promotional opportunities(Olsen Martins, 2012). For minority groups, the existence of glass ceilings in the firm requires the human resources managers design effective diversity training programs that help in understanding the benefits and rationale for including people from diverse cultures and ethnicities. The members of the minority cultural and ethnic groups are also required to focus on the identification of mentors and enhance their personal competencies and skills for enhancing their presence in the firm. Human resources managers are also required for conducting employee appraisal and generate promotions based on merits and efficiencies and not based on parameters like colour, race, creed and ethnic origins of the staffs(Podsiadlowski et al., 2013). References Bhatia, A. Kaur, L., 2014. Global Training Development trends Practices: An Overview. International Journal of Emerging Research in Management Technology, 3(8), pp.75-78. Dartey-Baah, K., 2013. The Cultural Approach to the Management of the International Human Resource: An Analysis of Hofstedes Cultural Dimensions. International Journal of Business Administration, 4(2), pp.39-45. Edewor, P.A. Aluko, Y.A., 2007. Diversity Management, Challenges and Opportunities in Multicultural Organizations. International Journal of the Diversity , 6(6), pp.189-95. Ferdman, B.M. Sagiv, L., 2012. Diversity in Organizations and Cross-Cultural Work Psychology: What If They Were More Connected? Industrial and Organizational Psychology: Perspectives on Science and Practice, 5(3), pp.1-51. Jehanzeb, K. Bashir, N.A., 2013. Training and Development Program and its Benefits to Employee and Organization: A Conceptual Study. European Journal of Business and Management, 5(2), pp.243-52. Mooij, M.d. Hofstede, G., 2010. The Hofstede model. International Journal of Advertising, 29(1), pp.85-110. Olsen, J.E. Martins, L.L., 2012. Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior, 33(8), pp.1168-87. Ongori, H. Nzonzo, J.C., 2011. Training And Development Practices In An Organisation: An Intervention To Enhance Organisational Effectiveness. International Journal of Engineering and Management Sciences , 2(4), pp.187-98. Podsiadlowski, A., Grschke, D. Kogler, M., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37, pp.159-75. Rozkwitalska, M., 2012. Accepted and strong organisational culture in multinational corporations. Journal of Intercultural Management, 4(3), pp.5-14. Salas, E., Tannenbaum, S.I. Kraiger, K., 2012. The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest , 13(2), pp.74-101. Shen, J., Chanda, A. DNetto, B., 2009. Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), pp.235-51. Shi, X. Wang, J., 2011. Interpreting Hofstede Model and Globe Model: Which Way to Go for Cross-Cultural Research. nternational Journal of Business and Management , 6(5), pp.93-99. Slavi?, A., Berber, N. Lekovi?, B., 2014. Performance management in international human resource management: evidence from the cee region. Serbian Journal of Management, 9(1), pp.45-58. Stevens, R.H. Ogunji, E., 2010. Managing Diverse Organizational Environments for Strategic Advantage:Exploring the Value of Developing Business Diversity Curriculum in Higher Education. Journal of Management Policy and Practice, 11(4), pp.72-85.