Explore the different learning theories and learning...

Trident University Explore the different learning theories and learning styles TUX101- The Trident University Experience 17 February 2013 Introduction For this case study assignment, I will be writing about what Visual, Aural, Read/write, and Kinesthetic (VARK) learning style or styles I have and how it relates to two different learning theories. I will also be discussing how my identified VARK learning style or styles will affect my online educational pursuit. After taking the Visual, Aural, Read/write, and Kinesthetic VARK questionnaire study, I found based upon the answers to the questions I was asked, I was deemed to have a multimodal learning style†¦show more content†¦Behaviorism learners are shaped by positive and negative reinforcement and feed back which in turn would increase the possibility of an event happening again. If you were to incorporate negative reinforcement than it would decrease the possibility of an event happening again. In essence, Behaviorism learning tasks require a low degree of processing (sounds good to me) and associated with frequent behavioral responses (Positive feedback/reinforcement). I am a simple minded man who loves positive feedback and reinforcement. I will excel in whatever I do with this type of theory. I’m sure many excelled throughout the years under this theory. Who doesn’t like hearing that they done a great job? I think my learning style can relate to this type of theory. Let’s move on to the Constructivism learning theory. Constructivism learning is based on real life experiences to solve problems. It encourages hands on and collaborative or group based learning which would broaden brainstorming ideas and expand points of views. Because of the items mentioned, I believe that both the Constructivism learning theory and Behaviorism learning theory would best relate to my learning style. My Multimodal learning style will defiantly have some pros and cons that will affect my online educational pursuit. My main concern since I haven’tShow MoreRelatedEnabling and Assessing Learning. Essay1384 Words   |  6 PagesEnabling and Assessing Learning. In this assignment I will be exploring a range of concepts, principles and theories of learning and assessment that apply to FE and the lifelong learning sector. I will apply these concepts, principles and theories to review the learning of my own students in my specialist area and how to respond to learning needs. There are a number of theories and concepts of learning which have been identified by a number of theorists. The four main theories are Humanism, BehaviourismRead MoreThe Effect Of Brain Based Learning On The Academic Achievement947 Words   |  4 Pagesessential when creating a learning environment that promotes higher order thinking. Understanding how the brain works is a crucial component of meeting individual student needs. Brain research provides teachers with insight to the brain’s inner workings and complexity. The Effects of Brain-Based Learning on the Academic Achievement No two students learn the exact same because no two brains are the exact same. Bilal Duman suggests in his article that Brain Based Learning understands that the brainRead More‘People Learn in Different Ways.’ Explain These Differences with Reference to Either Kolb or Honey and Mumford.921 Words   |  4 PagesPeople learn in different ways. Some people learn by reading books and absorbing knowledge from them, others by doing things and learn from their own experience or listening to people, their advice and analysing their mistakes. It is important to be able to choose the best way of learning according to particular situation and be able to adopt all the methods to improve the learning. Everyone has their own way of learning, which is often a mixture of different learning styles that the best correspondRead MoreLearning Styles Literary Review1726 Words   |  7 PagesTheories and Principles of Learning (TPPL) Assignment Part A – Literature review analysing theories and principles of learning. Learning Styles A student’s individual learning style is their normal reaction to information or experiences. For example, Keefe (1979) defines learning styles as the composite of characteristic cognitive, affective, and physiological factors that serve as relatively stable indicators of how a learner perceives, interacts with, and responds to the learning environmentRead MoreEffective Implementation of Differentiated Instruction926 Words   |  4 PagesAssignment A7: Scholarly Writing Paper: Leading for Learning How to Effectively Implement Differentiated Instruction in the Standards-Based Classroom Xavier Anderson EDUC 8011 Fall 2011 Walden University Introduction Most modern day classrooms are structured to operate under the premises that students must demonstrate mastery of specific state mandated standards in order to show academic growth. The purpose of this paper is to explore some effective methods to effectively implement differentiatedRead MoreLearning Style : The Factor That Affecting Learning Relating Performance1641 Words   |  7 PagesLearning style is one of the factor that affecting learning-relating performance.{148} The method an individual choose to approach a learning situation has an impact on his performance and learning outcomes. Learning define as a process that lead to change which occur as a result of experience, and increases the potential for improving performance and future learning. Any concern about selection of effective teaching, must begin with a consideration of students preference learning styles. AccordingRead MoreLearning Theories : A Learning Theory1164 Words   |  5 Pages Learning theories video script 8) What is meant by learning theories? Learning theories are essentially explanations of how learning occurs represented through conceptual frameworks in order to explain changes in behaviour and how knowledge is absorbed, processed and retained during learning. The learning theory adopted during teaching as well as cognitive, emotional, environmental influences and prior experience, all play a part in: A change in individual’s knowledge Ability to perform a skillRead MoreAndragogy: The Cornerstone of Adult Education Essay743 Words   |  3 Pagespromoting individualism in learning and in turn allows the availability for each adult to find their own specific learning style. As we all know, each individual will not learn the exact same as another. In the following essay we will explore all there is to know of Andragogy. The long standing debate of Andragogy is if adults and children learn differently and also if they should or should not be taught differently. To fully understand andragogy one must research into the different perspectives as I haveRead MoreExploring The Potential Impact Of A Classroom Learning Environment And Faculty Teaching Approaches1473 Words   |  6 PagesIntroduction â€Å"A learning environment is all of the physical surroundings, psychological or emotional conditions, and social or cultural influences affecting the growth and development of an adult engaged in an educational enterprise† (Hiemstra,1991, p. 8). The purpose of this analysis paper is to explore the potential impact of a classroom learning environment and faculty-teaching approaches on the student learning in higher education institution and answer the following question: Is it the learning environmentRead MoreEducation Difference Between East Asian and American Essay912 Words   |  4 Pageseducation is more talkative (in a class discussion) than the students learned under East Asian education system. Besides the language issue, I am more interested in the foundation of different that drove behind this phenomenon. And I believe this is a good example of how culture affects our mind, further, our behavior. To explore this question, I will discuss the differences between East Asian and Western education system in several aspects: First, the major cultural difference existing in two cultures

Literary Techniques Used By Flannery O Connor - 710 Words

The Twisted Turns of The twist and turns of â€Å"A Good Man Is Hard to Find† leave the reader perplexed and riveted, relaying that the utmost thought went into the outline of the story. The author leaves the readers waiting for good to prevail over evil but never lets them have their intended ending as most stories do which is what gives this story it s intriguing draw. In â€Å"A Good Man is Hard to Find† Flannery O’Connor uses literary techniques such as conflicts, foreshadowing, imagery, simile, and irony to create eccentric characters and a twisted plot. She is never direct and spins her conversations into long detailed stories. Her inability to stop talking is what ends up getting her killed. Every so often there is peace and quiet,†¦show more content†¦Also the ride out on the dirt road had scenes of imagery. In A Good Man Is Hard to Find O Connor uses several kinds of irony to communicate her message about the human condition. The irony of Flannery O’Connor’s story â€Å"A Good Man is Hard to Find† may be best summed up best by the line, â€Å"I wouldn’t take my children in any direction with a criminal like that aloose in it† (276). However, this is exactly what she does when she sidetracks the family to a desolate roadside. Verbal irony occurs after the car accident when June Star announces disappointedly, But nobody s killed. The story s dramatic irony centers around the family s interaction with the Misfit, Foreshadowing is another main element. One example appears when the grandmother is talking to Bailey stating that she would not take her kids anywhere that there is such a deranged killer on the loose (O Connor 276). Later as the grandmother is talking to John Wesley, she asks what he would do if he ever did run into the Misfit. He replies, ‘I’d smack his face† (O’Connor 277). As the family is riding, they see a large cotton field with five or six graves fenced in the middle of it â€Å"like a small island† (O’Connor 278). This simile represents a sense of foretold death. â€Å"A Good Man is Hard to Find† retells a story of all the evil in this world and how hard it is to find a good person. By creating strong characters and using figurative language and literary techniques, O’Connor leaves the readerShow MoreRelatedParkers Back by Flannery OConnor1146 Words   |  5 Pagessignificance of Flannery O Connor s Parker s Back can seem at once cold and dispassionate, as well as almost absurdly stark and violent. Her short stories routinely end in horrendous, freak fatalities or, at the very least, a character s emotional devastation. Flannery O Connor is a Christian writer, and her work is message-oriented, yet she is far too brilliant a stylist to tip her hand; like all good writers, crass didacticism is abhorrent to her. Unlike some more cryptic writers, O Connor was happyRead MoreFlannery OConner and the use of grotesque character in Good country people and a good man is hard to find1226 Words   |  5 Pagescentury writing (Holman 61). Almost all of O Connor s short stories usually end in horrendous, freak fatalities or, at the very least, a character s emotional devastation. People have categorized O Connor s work as Southern Gothic (Walters 30). In Many of her short stories, A Good Man Is Hard To Find for example, Flannery O Connor creates grotesque characters to illustrate the evil in people. Written in 1953, A Good Man Is Hard To Find is one of O Connor s most known pieces of work and hasRead MoreAnalysis Of Grandmother In A Good Man Is Hard To Find.1517 Words   |  7 Pagescharacteristics she believed in people. Additionally, the author used grandmother to develop and set the mood of the story helping the reader understand the misfortune that befalls the family. Grandmother seems to predict through their encounters and her talks the heartbreaking catastrophe. For example, in the family drive in the city that grandmother selected, they travel along an abandoned road hinting the tragedy of death. O Connor writes â€Å"the family passed a large cotton field with five or sixRead MoreThe Psychoanalytical Theories Of O Connor s Work1862 Words   |  8 Pagesbehaviors. This is where a reader will be able to understand O’Connor’s true meanings of her story and will allow the reader to draw their own personal feelings from her work of art. Flannery O’Connor’s work is wildly known as a southern gothic style. Her work has been reviewed and criticized by many different scholars. Flannery O’Connor’s work normally contains a southern settings and psychologicall y disturbed characters, O’Connor’s readers have come to expect shocking and grotesque twists, along withRead MoreWhere Are You Going, Where Have You Been? Essay2193 Words   |  9 PagesWhile reading Joyce Carol Oates’ short story â€Å"Where are you going, where have you been?† and Flannery O’Connor’s â€Å"A Good Man is Hard to Find,† readers will dismiss the idea of the existence of any similarity in the stories of a fifteen year old girl and a grandmother. However, upon closer inspection, it is easy to appreciate how these two seemingly polar opposites are actually structured to invoke the same feelings in readers and to explore the same concepts. A close examination of â€Å"Where are youRead MoreA Good Man Is Hard And Find By O Connor2281 Words   |  10 PagesFlannery O’Connor impeccably portrays an anomalous family epitomizing the inevitability of fate in â€Å"A Good Man is Hard to Find†. In this short hor ror story, a family consisting of a grandmother, father, mother, two young children and a baby, adventure down to Florida where their vacation takes a bitter turn. While taking a hasty detour, the family bumps into the criminal, the Misfit, and is brutally murdered on the spot. In the short story, â€Å"A Good Man is Hard to Find†, O’Connor utilizes emblematic

Nummi Free Essays

As we compare to Japanese and American culture we can more or less comment on why GM was having difficulties while learning from the ANNUM experience. The GM plant in Fremont, California was opened in 1963 and closed down in 1982 due to bottom ranked in productivity among GM plants and the reputation of the worst quality cars in the entire GM system. The major problem was heavily relying on mistrust and fairness between management and union. We will write a custom essay sample on Nummi or any similar topic only for you Order Now Whereas Toyota at Annum showed the importance of using all means available to establish a climate of fairness such as flat organization, fewer levels of management, no exclusive bonuses and no distinctions between managers and team members such as using the same cafeteria for lunch or no dress differences. The core values were customer satisfaction by means of high quality and low cost, dignity, trust, teamwork, consistency, continual improvement. This sort of approaches was quite different from happily American manufacturing culture as well as its culture itself. Japanese already discovered that in order to maintain waste free and high quality production they have to work well with people work on the line and provide them to the same privilege as white collar employees. Employees In most Japanese companies stay In the companies from low position to higher position and they generally work In the companies for their whole career. In the U. S. Companies often go through massive reorganization, therefore employees will be promoted or laid off. How to cite Nummi, Papers

Importance of Personality in Matching Jobs - MyAssignmenthelp.com

Question: Discuss about theImportance of Personality in Matching People to Jobs for Recruitment. Answer: For all organizations, the recruitment and selection process is a critical stage that allows them to get the best candidates who will form part of their long-term future. Along with academic qualification and experience, most companies are always on the look for people whose character and personality resonates with the companys principles, values and behavior. Consequently, the need for personality in recruitment has grown upon realization that it plays an important role in getting the right crop of employees who will move the organization forward in the long-term. Unlike in the past, the current processes of recruitment across organizations place more emphasis on the application of various parameters such as personality tests in acquiring employees with the appropriate personality to fit in the companys vision. The concept pf matching personalities to jobs became more popular in the 1990s in the aftermath of the dot.com era whereby people rushed to internet companies for newer challenges which later turned out to be unsuitable (Daft Marcic, 2006). This period gave rise to the job-fit concept that is the foundation of the fundamental role of personality in matching people with jobs during the recruitment process. Job-fit enables managers and organizations to hire people who are well suited to the task (Daft Marcic, 2006). By subjecting people to various processes that visualize their character, managers are better placed to have the right people with the right attitude who fit in the companys profile. Keeping in mind the criticality of the selection and recruiting processes, it is compelling that the human resource management team gets people who share the same ideals, values and vision with the company so that their productivity works well for the firm once they resume their responsibilit ies. Another importance of personality in the selection process is that it enables managers and organizations to spot potential strengths and weaknesses of each candidate so that they can place them in the right job designation (Lievensn Chapman, 2010). In this context, personality tests and anticipation of ones perceived weaknesses and strengths become a crucial tool for the selection panel to scrutinize and place each successful candidate in a job they are likely to exploit their full potential. This concept can be understood better in relation to the Theory of Purposeful Work Behavior (also referred to as the Five Factor Model of Personality). According to the theory, personality traits are a foundation for individual goal setting and the core traits interact with job characteristics to yield job satisfaction and personal struggle to fit in roles within the broader structure (Barrick, Mount Li, 2013).One of the pillars of the model that can be applicable in the recruitment process is Openness to Experience. In this regard, a person who scores highly exhibits strong creativity and responsiveness to new ideas and as such, they would be better suited to the research and development department. Personality is critical in matching people to jobs since it is a predictor for work engagement and performance in the long-term (Bakker Tims Derks, 2012). According to this concept, work is a broad process in which people of distinct personalities, traits and expectations pull together their knowledge and visions to yield optimum results for individual and collective excellence. Therefore, it is critical for companies to be ahead of their employees by predicting their proactivity and understand the correlation between these characters and future performance. Therefore, organizational management ought to have their foundation built on the abilities of their employees and most importantly, their abilities to cope with emerging challenges and stay productive. For example, one of the pillars of proactivity at the workplace is crafting which can be cited at the early stages of recruitment or when the employee has been assigned duties. Consequently, they can exhibit traits such as dedicat ion, vigor and absorption which are pointers to potential job engagement and performance (Bakker et el., 2012). Therefore, by applying this model managers are able to spot the underlying potential which is a critical factor in engagement and performance of each employee. The use of personality in matching people to jobs is also important in team formation and success. This role of personality is a reincarnate of the five (5) factors of the Big Five Personality Theory (Openness to experience, Conscientiousness, extraversion, agreeableness and Neuroticism). Whereas it is not practical and even ethically sound to have employees of similar character, personality plays a critical role in ensuring that the group is of the right composition with the correct chemistry to work together in teams and achieve the set goals and objectives (Bradley et al., 2013). All organizations thrive on robust teams and shared responsibilities among all employees and as such, personality plays a crucial role in the success or failure of these teams. When designing teams, individual character is key. Managers will use these as indicators of physical and emotional strength as well as the ability to deal with potential challenges collectively. For example, in the face of conflict , it is highly likely that groups with a majority of members who exhibit high levels of openness and emotional stability are likely to use the conflict to their advantage for future improved performance. On the other hand, teams with low openness and emotional stability are likely to be adversely affected by conflicts to the degree of lowering their productivity. This underlines the importance of personality consideration in composing teams at the workplace. The application of personality as a job-fit tool plays a psychological role in dealing with workplace aggression. From mild interactions to intense behaviors, personality traits are critical in employees ability to cope with psychological setbacks in their line of duty (Taylor Kluemper, 2012) .Consequently, there is a strong correlation between role stress and the five personality traits and each of them influences how individuals respond to psychological challenges and even better their performance afterwards. By placing employees in designations that they exhibit higher psychological strength and mental ability to overcome drawbacks, the organization is facilitating personal growth and continuity. Individual differences in personality are an enriching factor that managers ought to exploit to the deepest point and identify people whose vulnerability to workplace stressors provides the impetus for growth rather than a recipe for failure. In this context, personality is important bot h in the selection and development processes since most of the challenges emerge after one has resumed duty. However, it is worth noting that the responsiveness in this case varies from one person and job description to another and as such, there is little assurance that organizations have the capacity to consider all people and place them in roles that are in line with their abilities. Personality is the foundation of organizational culture. Consequently, it becomes so important for managers to consider individual behaviors and ways of responding to certain situations since these aspects escalate into a persistent pattern or culture (Gardner et al., 2012). A recent study by Empxtrack showed that more than 85% of employers are looking for employees who are culturally fit as this abets employee retention and cultural continuity within the organization. An observation of ones personality is thus considered an essential tool for assisting employers have the right people with the appropriate attitudes in roles that support their growth and demonstration of standards that replicate what the organization stands for. On the other hand, the consideration of personality in assigning roles enables employees to stay attached to the organizational goal setting and achievement as well as becoming a motivational factor. This is because they are likely to work comfortably in roles that match their expectations, capabilities and reasoning. The role of personality in job-fit is undisputable across the globe. However, the same concept is not void of counter-arguments. Arthur (2012), while underlining the importance of personality, points out that it becomes more misguiding and unduly stressed that organizations have to consider personality as a guiding tool for selection and placement. He argued that considering the duration of the selection and hiring process, it is highly unlikely that personality traits can be fully exposed at this juncture. As a result, basing job-fit on this process is tantamount to misconception. Secondly, personality is not rigid as it is affected by subsequent challenges and situations that emerge at the workplace. Therefore, employers will find it very difficult to use this as a tool that yields employees who will stay consistent throughout their stay in service. Conclusively, personality is important for selection and job performance. It is within the discretion of any organization to apply any personality model in order to obtain a group of employees that are emotionally and physically fit to meet the companys goals and expectations. Equally, personality is an incentive to the employees as it helps them overcome challenges and grow professionally. Thus, it is bold to affirm that the advantages outweigh the negativities and as such, personality is, and will rightly continue to form an integral part of selection and hiring. References Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn. Bakker, A. B., Tims, M., Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), 1359-1378. Barrick, M. R., Mount, M. K., Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of Management Review,38(1), 132-153. Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., Brown, K. G. (2013). Ready to rumble: how team personality composition and task conflict interact to improve performance.Journal of Applied Psychology,98(2), 385. Daft, R. L., Marcic, D. (2006).Understanding management. Cengage Learning. Darsana, M. (2013). The Influence Of Personality And Organizational Culture On Employee Performance Through Organizational Citizenship Behavior.The International Journal of Management,2(4). Gardner, W. L., Reithel, B. J., Cogliser, C. C., Walumbwa, F. O., Foley, R. T. (2012). Matching personality and organizational culture: Effects of recruitment strategy and the Five-Factor Model on subjective personorganization fit.Management Communication Quarterly,26(4), 585-622. Leutner, F., Ahmetoglu, G., Akhtar, R., Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits.Personality and individual differences,63, 58-63. Lievens, F., Chapman, D. (2010). Recruitment and selection.The SAGE handbook of human resource management, 135-154. Ployhart, R. E. (2012). The psychology of competitive advantage: An adjacent possibility.Industrial and Organizational Psychology,5(1), 62-81. Sackett, P. R., Walmsley, P. T. (2014). Which personality attributes are most important in the workplace?.Perspectives on Psychological Science,9(5), 538-551. Taylor, S. G., Kluemper, D. H. (2012). Linking perceptions of role stress and incivility to workplace aggression: the moderating role of personality.Journal of occupational health psychology,17(3), 316.

The Impact of Human Resource Management on Organizational Performance

Introduction Human Resource Management (HRM) is a unit within an organization responsible for recruitment, hiring, induction, training, compensating and management of staff working in a firm. It is the link between the employees and the top management. Management is the process by which a corporative group directs actions towards a common goal, that is, the process of getting things done by others and through others for the purpose of achieving organization’s effectiveness and efficiency (Combs et al., 2006).Advertising We will write a custom essay sample on The Impact of Human Resource Management on Organizational Performance specifically for you for only $16.05 $11/page Learn More Human resource is a series of integrated decisions about employment relationships that influence the effectiveness of employee and organization. It is the function of the human resource manager to synchronize the employees’ goals and those of the firm in order t o achieve the organizations mission and objectives effectively (Boxall Purcell, 2008). Human resource refers to the policies and practices set by the firm to be closely followed by the employees in their work duties. A good company must have a clear vision, mission and objective where the mission statement describes how a firm handles and relates with its employees. HRM came into light in the early 1900’s where the human resource manager’s function was to manage the relations between the organization and labor unions, known as personnel management (Becker Gerhart, 1996). It became popular with time and got wide usage in the 1980’s. HRM has several functions in an organization which some of them can still be handled by those organizations which do not have the HR department. It is the duty of the HRM to look for well qualified personnel, offer an attractive package for them in terms of remuneration, and preserve them for the benefit of the organization. The dep artment is responsible for planning and forecasting all the relevant resources needed and used by the staff, selection and recruitment of employees that are qualified for the advertised job post, appraisal of employees whenever they deserve it, evaluation of the employee trends and behaviors within the organization and ways of motivating them in order to create a good and pleasing working environment (Fischer Mittorp, 2002). Some scholars believe that HR is the HR’s job while others argue otherwise. Human resource management has both positive and negative impacts. An organization need not have an HR department if it is growing and has less than fifty employees as a single individual can handle them and without the necessary expertise. Organizations that do not have a compensation scheme need not have HR department as the task can be handled by other another departments. Some HR functions can be carried out elsewhere in the firm. According to Ethan, 2005, describes that itâ⠂¬â„¢s the function of the accounting department to handle the payroll records and pay the employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More HR can be handled by both accounting department and the administration department since hiring of employees can be handled by the administration while paying them and remunerating then the accounting department. A firm with good human resource management usually has a lower labor turnover compared to one with a poor human resource management where good employees prefer to work in another company when given an offer. In firms without a HR department, labor turnover would be high as the management deals directly with the employees, thus, motivation would not be as much since the management has less focus on employees and focuses on other critical matters (Cappelli Neumark, 2001). HRM may decide to employ staff who are his/her relatives, close f riends or even of his own tribe encouraging nepotism in the organization. This affects the organization negatively since the employees will not have qualified for the task but will be assigned duty due to the relationship with the HRM, thus, the firm incurs extra costs in terms of training and low employing unqualified staff. This reduces the employees’ motivation leading to increased levels of complaints and dissatisfaction which in the long run, will be reflected to the customers who perceive it as low quality of services (Boxall Purcell, 2003). In a firm with no HRM department, the top management plays that role and chances of nepotism are less likely to be experienced since employees are selected on basis of merit and qualification (Becker and Gerhart, 1996). In some cases an organization may decide to hire employees who are overqualified. It is the duty of the HR department to know the position of the organization in terms of finances and if they will be able to afford the services for the benefit of the organization or the employee is not worth the risk or will be a liability to the firm if they can hire some else with the right qualification and still serve the same purpose. A company without a HR department may not know what to do and how to go about it and may end up hiring him/her at the expense of the organization. HR is responsible for making the employee understand his/her role with regard to the organizations mission, goals and objective and aims at achieving them (Boswell, 2006). Organizations without HR department do not carry out follow ups on employees as they assume they should know. Great stress energy resources and time is spent in the laying out of a good HR, thus, some organizations opt to do without it. This may help an organization to direct the resources that would have been used to other departments and reduces time wastage and resource wastage.Advertising We will write a custom essay sample on The Impact of Human Resour ce Management on Organizational Performance specifically for you for only $16.05 $11/page Learn More Lack of HR may lead to mismanagement of activities. According to Becker and Gerhart (1996), HR ensures recruitment of the right number of staff at any given time and at each level in the organizational hierarchy. Using the HR, movement of staff from one department to another is made easier as the HR knows the strengths and weakness of all employees hence where to place them. This may encourage nepotism and favoring some employees which may lead to an organizational politics. It is with the help of the HR that areas with high labor turn over or most productive staff and vice versa within the organization is identified and the situation rectified accordingly. HR is important in that it may lead to other plans and may assist other departments like in the case of making budgets, planning for space and equipments among others (Becker, et al., 2001). With the futur e being unpredictable, according to Cappelli Neumark 2001, organizations need to plan and forecast a lot so as to cope with the changing times and know their position in future, thus, HR planning, which is the core pillar in HR, requires detailed records and expensive clerical staff which at times are rare and expensive to find. Employees may also create opposition and skepticism may exist among them, thus resisting changes as they would focus some of the HR plans as a threat to there careers. Organizations with HR department usually encounter difficulties in implementation of the set policies, plans, procedures and practices. However, HR planning is fundamental in developing and implementing the HR strategies and ensuring that organizational objectives are met, (Boxall Purcell, 2003). In the case where an organization has surplus staff, the HR planning provides a clear solution to the problem which includes laying off workers (Gerhart et  al., 2000). This does not encourage the remaining workers as they think they will follow the suit. Instead, the HR planning should formulate a way to handle the above crisis without terminating any of the workers like re-training or probation. Anyone can do HR is another myth which prevents HR from being a profession. Initially HR was viewed as more of personnel management but that changed gradually with time and anyone can do HR regardless of his/her area of expertise, thus, carrying out the task will need him/her to consult with other experts in cases regarding employment laws. The new role of HR is changing from that of person ell to that of line management where the HR is considered as part of the top management and considered a partner, a staff sponsor and a change mentor. HR is regarded as HR generalists since they still undertake the work of employee administration and payroll payments.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Ulrich recommends HR be added the roles of business and strategic partners, employee advocate and change mentor. According to Des Pullen, HR director of Allied Bakeries, explains that the ability to influence employees at the operational level does not require one to have HR expertise but it depends on ones ability to understand the staffs’ together with the organizations issues and providing relevant and effective solutions when they arise. Steve, Deloitte and Touche HR director argues that leaders who are successful are those who understood HR and non-HR dynamics of their organization, can relate with others, communicate both the issues and their solutions effectively and encourage change which brings about growth. It does not depend on the HR but with the right team with relevant qualifications, skills and knowledge anyone can be effective without any HR background. Others argue contrary that one has to have the relevant qualifications. Andrew and Alison point out that HR need to learn the skills and perfect on them and understand the development, resourcing, relations and rewards. Those with the qualifications have the knowledge of employment issues and legislations since they are exposed to them hence are able to come up with effective solutions. Gerhart, 2005 describes HR as a myth, and the department that plays the role of a policy police since it sets the ‘rules’ to be followed by the employees, and ensures that each and every staff involved in the organization is familiar with what is expected of them, and are aware of the consequences pertained to inappropriate actions in the line of duty. It plans the policies, procedures and practices by forecasting and estimating the extent to which demand and supply of labor is likely to be met (Boswell, 2006). It also analyzes each and every job position then grades it according to the level of hierarchy from the most important one i.e. top management to the least important and determining wh at each job requires for its execution. Besides job analysis, it goes further and designs the job by determining what procedures and operations are to be performed by employees in each job position (Boselie, et al., 2001). Without the help of a qualified HR, the organization may incur a lot of unnecessary costs as it may end up hiring experts to come to their rescue in times of crisis where as they could have controlled it. This is evident more in the long run than in the short run thus those organizations that do not prefer waiting for the long run so as to cut costs may prefer not to have a HR department and plan, analyze and design the relevant tasks and policies which may be difficult to design as the management may not have the expertise thus formulating weak policies (Wright Haggerty, 2005). In conclusion to the above argument, we can say that organizations with HR department are more advantageous than those which do not have one. This is because HR department simplifies most of the wok for the top management, thus enabling them to focus on better issues and growth of the organization. It is recommended that the HR of today implement the new role suggested b Ulrich in enhancing the growth of organizations. HR also helps reduce unnecessary costs that may be incurred by the organization in the long run as they help in recruiting and training employees (Goss, 1994). Further, HR is used to lias with the external environment such as the labor unions and the government through the ministry of labor in cases concerning employees and tax collection (Boswell, 2006). It is also a way to change with the changing times and technology by storing details and other necessary information regarding employees in a simplified and secure manner for easy processing and storage. Finally anyone can become a HR regardless of education background but with the right teamwork. Reference List Becker, B. Gerhart, B., 1996. The impact of human resource management on organizational performance: progress and prospects. Academy of Management Journal, 39: 779–801. Becker, B. Huselid, M. Ulrich, D., 2001. The HR Scorecard: Linking People, Strategy and Performance. Boston: Harvard Business School. Boselie, P. Paauwe, J. Jansen, P., 2001. Human resource management and Performance: lessons from the Netherlands. International Journal of Human Resource Management, 12, 1107-1125. Boswell, W., 2006. Aligning employees with the organization’s strategic objectives: out of â€Å"line of sight†, out of mind. International Journal of Human Resource Management, 17: 9, 1489–1511. Boxall, P. Purcell, P., 2008. Strategy and Human Resource Management. 2nd ed. Basingstoke: Palgrave Macmillan. Cappelli, P. Neumark, D., 2001. Do â€Å"high performance† work practices improve establishment level outcomes? Industrial and Labor Relations Review, 54: 737–776 Combs, J. Liu, Y. Hall, A. Ketchen, D., 2006. How much do high-performance work prac tices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology. 59: 3, 501–528 Fischer, H. Mittorp, K., 2002. How HR measures support risk management: the Deutsche Bank example. Human Resource Management, 41: 4, 477–490. Gerhart, B., 2005. Human resources and business performance: findings, unanswered questions and an alternative approach. Greenwich, CT: JAI Press Goss. D, (1994). Principles of Human Resource Management. London; New York: Routledge. This essay on The Impact of Human Resource Management on Organizational Performance was written and submitted by user Bridger Lancaster to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Summery of project management Essay Example

Summery of project management Essay Example Summery of project management Essay Summery of project management Essay Essay Topic: 12 Angry Men What is project management? Key understanding of Project Management In changing world How can a small business succeed in a rapidly changing world, with changing customer desires, new competitors, new technology, and new suppliers halting us from all directions? The answer is project management. Project management helps us realize our dreams, take an advantage of opportunities, and solve our problems in changing times. Well put project management into simple language and learn how we can make projects work. Definition of basic conception; Project Management When it comes to the definition of Project, it can be defined as follows; a dream with a deadline or a problem scheduled for a solution. In general, Projects come in all sizes. In a small business, some might take months such as launching the business or opening a new store. Others might be fulfillment work for a few weeks: creating the fall catalog and mailing It out or building a new web site. Some projects take Just a few hours: finding a new supplier to replace the one that Is unreliable or holing staff for the summer rush. It Is a good idea to think of our opportunities and problems as projects. With regard to the definition of management, it can be said as follows; all process to evaluate, investigate, and plan how to control the business or the opposite meaning of situation where business is on out of control. Classification of Project Management. We can largely divide the project into two; internal project and external project. Firstly, some projects are Internal. They dont make money directly, but they change the way you work. Maybe you install a new bookkeeping system or you launch a new advertising campaign. For these projects, your customer Is Inside the company. Secondly, External projects are projects for customers. When we succeed on an external project, we make money and delight the customer. By making delighted customer, companies run their business stably and earn the constant profit from them. So, managing external projects souls be considered important in their management. 2. General idea to practice project management Eight Ways Projects Benefit Your Business In order to improve business, companies can throw away the conventional step to measure and practice the project, and develop the new conception what it calls 8 ways Into their business. 8 ways are as follows; firstly, companies should bring a new reduce or service to market they have something new to sell. And secondly, they Increase production so they can make more things to sell. This helps only If they have customers who will buy those things. Thirdly, they should Increase market share, for they should reach new markets or customers, for example, by opening a new location or starting to sell through a web site. For fifth step, they can market or deliver to their customers in new ways, increasing sales or lowering the cost of sales. For sixth step, they should speed up cycle time, getting products to market faster, completing Jobs aster, getting supplies faster, and making decisions faster, which makes themselves more flexible and competitive. For seventh step, they should reduce or avoid costs, changing the way we get supplies or the way they work to reduce waste and cost and increase net revenue. As for the last step, they should reduce risk and protects assets, to improve protection of their tangible assets preventing damage, fraud, and theft and their intangible assets things like customer good will, employee loyalty, and recognition of themselves and their company as reliable professionals and good citizens. Participants and their role in Project Management participants Their role Sponsors They kick off the project and provides the money Executive managers They run the company that is doing the project Customers They receive primary benefit from project results Project managers They are responsible for running the project with the team on a daily basis. Project team They work full time or the most time on the project, planning and doing the actual work to create the result Vendor They provide products or services to the project team Peripheral stakeholder They have some occasional contact with part of the product 3. Nine area of Project Management. Over the last 35 years, the Project Management Institute (PM) has worked to define the field of project management as an independent profession and certify professionals in the field. And the PM has finally discovered that there are nine areas companies need to manage to make a project succeed. It calls these the nine areas of project management knowledge. Scope: What and How Project scope definition answers the questions What are we making? and How will we make it? The goal is to define everything companies need to do to complete that, their goal is to keep scope under control. They track their work and correct their course so that they do everything they need to do. Time: Effort and Duration At the end of project scope management, companies know what work they will be doing. In time planning, they prepare activity lists they decide who will do, what and when. From this, they can plan project effort, the number of person and hours of work to be done, and project duration, how long the project will take from start to finish. Project time management also includes time estimation and schedule control to make sure theyre getting work done on time. Cost: Estimates, Budgets, and Tracking Once companies have figured out our schedule, they can estimate what the project will cost. They build a budget and then they track the time and money they spend each week. If they dont track it as they go along, their schedule and budget will go out of control. They will fall behind and not even know it. They keep on top of the project by looking at the work theyve accomplished, the time theyve spent, and the money theyve spent. Quality: Make It Good There are two aspects to quality management. One is in designing the product or service?the project results. They should ask more than What are we making? They would ask, What will make it really good? The second part of quality management is about working smarter. That is, they focus on the quality of their process?on how they do the work, manage the project, and manage business and customer value. Risk: Make Sure We Get It Done What if? is the central question of project risk management. Companies realize that the future is always uncertain they dont know what will happen. So, they should think about what might happen and write it down. Then they prepare for each thing that might change their project plan or get in the way of success. Once theyre ready or any contingency, they keep risk under control by tracking events weekly and handling things if they look like they are about to happen or when they do. Human Resources: The Project Team For small businesses, project human resources means getting the right people on the team for the Job and making sure workers can do the work well. For each person on each Job, companies ask if they understand the work, if they have the right skills, and if they have the time to do the work. Any time one of those questions gets no for an answer, they find a solution: they explain the Job, they get training or bring in an expert, or they give project work the priority it needs to get the Job done right. Communications: Keep Everyone on Board management are. Then companies figure out what they need to hear from them and what they need to hear from head centers. They plan, manage, and execute effective communications to make sure the plan includes everyones perspective, that everyone understands the plan, and that everyone is on the same page and up to date when changes hit the project. Procurement: Getting What We Need For most small business projects, procurement is making a good shopping list and hen making sure companies get the right thing and that it comes in on time. In some cases, they may do some hunting for best prices. Sometimes, they have to deal with vendor selection and contract management as well Integration: Keeping It All Together. In ninth area, project integration management, means that companies should keep track of what is going on in all the other areas and deal with any changes to the project promptly and fully. This is also called integrated change management. That is, the eight knowledge areas in advance companies should consider are all tied together in one system. 4. Process of making problems into project Right way to approach the problem There are a bunch of wrong ways to approach problems and theyre all about blame. Blame asks questions about the past, but only to point fingers. Who did this? Who made this mess? Those kinds of questions dont get companies anywhere. Instead of asking, Who? if something isnt working, ask, What? and then ask, Why? What happened? Whats wrong? Why did this happen? Those are useful questions. Another way to avoid blame is to focus on the present and the future. Once companies understand what happened, they shift from the past to the future and ask, What can we do to fix this? Then Who? can be the right question: Who is the best person to fix this problem? And he or she might Just be the person who made the mistake. From Problem to Project Often times, while companies run their business, they obviously face some problems to block them from reaching their goal. Some companies try to avoid and ignore it. However, a problem is a problem. And when they recognize that, they put it on a schedule to fix it. As soon as they do that, the problem becomes a project. Here is a process for going choosing the best solution to a problem. 1. Picture the solution. A information. Do you need to get a price quote on repair? On a new machine? Do you need to learn about newer models? Do you need to see how much money you have available? 3. Ask if you need expertise. Are you and your team qualified to come up with the best solution? Remember that a lot of expertise is free these days between vendors who will give a price quote at no charge and internet research, we can often get the know-how we need while spending little or no money and little time. . List your options. Write out a clear description of each solution. The repair will cost $2,000 and the machine will probably last two more years. A new machine costs $6,000 and will probably last five years. . Maybe make a decision. If one option is clearly better than the others, then select that one. If not, then put off the decision by including maki ng the decision as part of the project plan. In this case, we might delay the decision until weve learned about financing options on the new machine and the money we can make selling the old machine. 5. Process of defining the scope Companies should pick one and plan out what they are doing in detail to make the project happen. The Project Management Institute calls this defining the scope of the project. Scope planning includes defining all that companies are making and layering what they are not making. When they are done planning scope, they should have a clear picture of what they are making. Once they know what they are making, they can define how they will make it?that is, they move from describing results to describing the steps of the process, the tasks that will get the work done. Here are the steps of defining scope, from the big picture down to the details. 6. Planning time and money Companies should figure out how much it will cost, when they will do it, and how long it will take. The techniques in this step are not difficult, but few take the time to really use them well. If most of them remember a few basic rules, they can avoid the most common problems in planning time and money: here are two basic key concepts; 1 . Keep allocation and estimation separate. Allocate based on the amount of time and money the company can reasonably spend to get project results. Estimate from the project plan. After both the allocation and the estimate are prepared, then see if the project is affordable. If not, change the plan or cancel the project. 2. In estimating, avoid bias. Bias means leaning one way or the other. For example, if you say, l have to do this for under $2,000, then youll try to make the numbers look right. You could end up fooling yourself telling yourself that you can do a $5,000 Job for $2,000. And the allocation. 7. Process of making quality The phases of the best project quality management For the first, companies define quality. When they build their scope statement, they should ask, What makes it good? When they focus on quality from the beginning, they can make fewer mistakes, reducing total project cost and shortening the schedule. They deliver better results with less rework, sooner, while spending less money. For the second, they should plan for quality. Through using quality control, laity assurance, and effective gate reviews, they find smart ways of workin g that deliver the best results at the lowest cost on the shortest schedule. For the third, they control quality to make sure that the product is what it is supposed to be. And then, they should ensure quality from the beginning to the end of the project. And lastly, they should deliver quality to ensure customer delight. 8. Risk management Basic concept of risk management For the first, companies should know the meaning of Risk Identification. It is about to figure out what could go wrong, and write it down. They start with knowing that something could go wrong, that something unexpected could happen. They ask, What could that be? Then they write down the answer. The best time to hold a major risk-planning meeting is shortly after the activity list is done. For the second, they should know the meaning of Risk Analysis. It is about to identify the likelihood and consequences of each risk, and prioritize the risks. It accompanies the process of naming the risk, and describing the consequences, the risk trigger, the likelihood, and estimating the significance of the risk, and finally describing options for managing he risk before or when it happens. And for the third step, and last step, they should know the meaning of Risk response planning and Risk monitoring. When it comes to Risk response planning, it is about to get ready for what might happen, item by item. They have to decide what theyre going to do about it their risk management options. By putting it on the list, theyve accepted the risk under management. And with regard to Risk monitoring, it is about to check up on the risks and update the risk control plan at each daily or weekly status meeting throughout the project,. 9. Management of HRS and communication Management of human resource Once companies have good people with the right skills, they have the resources for the project. However, those resources have to work together well. Therefore, their best bet is to hire people with these qualities as follows; Honesty, Interest, Reliability, Attitude and Skill or Testability. But not only that, they should define Jobs very clearly. If the team members are willing to do the work, then its companies Job to work with them so that they know what to do. At a minimum, each worker should have a clearly defined goal for each day of work. And finally, companies should also ark and gets it done right, the more likely the project is to succeed. Also, people are more motivated and enjoy their work more when they figure out how to do a Job themselves. Management of communication Effective communications is essential to project success. So often, companies leave out one small detail and then they have to redo the work. To prevent this, they have to teach their team members to think through details, request what is needed in detail, and work together to get it done right the first time. Even worse, it is only human to get frustrated, upset, or even angry when things dont go well. When it moms to communications, we have to lead by example. If we communicate clearly and effectively; if they thank people for telling themselves whats going on, even when the news is bad; and if they apologize when they make a mistake and get a little snippy, then their team members will be open to learning to do likewise. When the team is ready to learn, they should consider Figure 10-2 on upper picture. This is because when companies have a project plan and then all team members make a habit of doing good level-I and level-2 feedback, something wonderful happens. By sharing the feedback which is information for better performance, They et a highly effective process called customer service within the team. 10. About Procurement Management Most of what the Project Management Institute teaches about putting out requests for proposals, comparing bids to select vendors, and managing contracts doesnt apply to companies small business folks, anyway. So, they should focus on the following issues: Purchasing for projects, Getting expertise, Getting information, Getting permission, Evaluating vendors, Tracking and saving money in the purchasing process. Although this work is a small part of our project, doing it well is a big prevention of project problems. Everything we need from outside the project every external dependency is a project risk. So some extra attention is called for to prevent problems. Purchasing for Projects When it comes to purchasing for projects, inside the company, the only way to find out all the rules, glitches, and possible delays is to talk with everyone. And even then, someone usually leaves something out. In addition, Projects are unique, so purchases for projects are often unique. Companies may be buying something from an industry theyve never dealt with before. When they dont know the ropes, theyre more likely to make assumptions and mistakes. Getting Expertise When it comes to getting expertise, it could be clearly said; sometimes, companies dont need products or services; they need expertise and knowledge. Usually, this comes in one of two forms: they need either training or guidance. In training, they and their team learn how to do something and then apply the ideas themselves. In guidance, they and their team receive specific direction on how to prepare for or to Getting Information Sometimes, companies simply need information. They may Just need to know certain facts for a project or they may need to get information as a first step toward finding he right book, the right training class, or the right vendor. The internet is an amazing timeserver here. If they dont know how to do research on the internet, they can take a few hours and learn?it will save themselves weeks of time within a year. And most of what they are looking for is available for free. Getting Permission Sometimes, companies need permission, too. An obvious case is building permits for a construction project. The challenge with getting permission is often that the person or organization giving permission cares more about not making a mistake than about helping themselves to succeed. The guard doesnt want to let the wrong person into the building. The town council wants to stop the wrong kind of development. Evaluating Vendors The bigger the project, the more important it is to evaluate vendors carefully. Companies need to look at vendors for products and short-term services in one way and vendors for long-term services differently. If they are buying a product or piece of equipment for their project, they also should consider that the vendor understands the business and technical requirements and can guide themselves in product selection and confirm that the product they are choosing is suited to the ask. Vendors for Long-Term Services Sometimes, companies want to use someone from outside their company for most or all of the length of the project. In this case, they need to do a deeper evaluation and check the vendors against their requirements more rigorously. This applies whether they are hiring a consultant to Join (or even lead) the team or they are outsourcing the project entirely to a consulting firm or vendor. 1 1 . About Procurement Management In working up the project plan, companies have looked at eight areas of project management: scope, time, cost, quality, risk, human resources, communications, and recruitment. With eight perspectives, it can be hard to see that, all together, they make one plan. But companies should see how the eight areas work together and then learn about the ninth area project integration management. Using the ninth area, theyll have one solid plan, good to go. In organizing the nine areas of project management theyll distinguish three that lead to defined, measurable results (r) and six that support these results, but that are measured by tracking their process (p). Theyll start with the three (r) results areas, which are related to one another by what is called the iron triangle. Iron doesnt bend or stretch. And theres a rule about triangles: if companies change keep the shape of the triangle. The iron triangle illustrates a rule in project management: they cant deliver more on a project (increase scope), without spending more and taking longer (increasing time and cost). This is illustrated in Figure 12-1, the iron triangle. The main use of this tool is to educate customers and executives on the fact that, if they ask for more results, youre going to ask for more time and money. 12. Change Management Sometimes, companies cant follow the original plan, because of an error in the plan r a big change or several risk events. When companies change the plan, it is called rebelling. This means that they are working to a new plan, with a new schedule, a new budget, and some new risks as well. Here are the four levels of change management and risk management to deal with these situations: Add to the scope. If, when companies evaluate a change request, they decide to add to project scope, theyre adding time, cost, and risk. If it is essential so that project results actually add value, then they do it. If it is very beneficial and early enough in he project to make the change, then they might do it. But, in either case, it is equivalent to changing the destination on their sailing trip. Drop something from the scope. Sometimes they run into trouble either a big risk event or Just a discovery that work cant go as fast as theyd hoped. Then they cant deliver everything on time and within the budget. If they cannot delay delivery and get more money, then they should intentionally drop some part of our scope. Add more time and/or money. If they run into trouble?either with a big risk event or with the discovery that their Lana left something out or Just estimated over-optimistically, they may be able to meet our original project goals by spending more time and/or increasing their budget. Reevaluate the plan. Sometimes, major changes to the company or project or a realization that something was wrong at the start force them to reevaluate the whole project plan. They might be considering project cancellation or they might Just be saying, Theyve got to figure out whats wrong here and fix it. This is called a project review. 13. Managing Scope Creep In project change management, each change requires good Judgment. Therefore, it is essential to write down the change request and take it through a process of research, decision, communication, and if the change is accepted updating the plan. In addition, companies should manage the entire load of change with good communication, planning, and finally education to prevent scope creep. Preventing Scope Creep and set up a clear project life cycle with stages and gates. Let people know that creative ideas are encouraged during the planning and preparation stage. Be sure to do walk-through and risk assessment meetings so that features, quality, value, and risks are all addressed in planning. Also, investigate the initial situation as thoroughly as companies can. Then make a list of their assumptions and check them. If companies do all of this, there will be very few surprises and very few reasons for change. 14. Time Cost Management Time management in project doing stage This part is quite related to how companies finally manage their workers inside the company so as to make time efficient. So, the key to make success in managing them has to do with the employees who need to be motivated and focused. And here are some consideration that companies should notice in managing them. ) Interruptions or conflicting priorities. When people get interrupted, they work only one-third as fast as if they are not interrupted. Also, they may be given contradictory priorities between the project and other work or may feel that there is a conflict. Work to clear time and clarify priorities. 2) The need for a can-do attitude. A can-do attitude, also called a proactive approach, is essential for project work. Because projects are unique, they bring up new challenges and demand creative thinking. Support this in your team. If any team members are more l Just do my Job, focus on avian them understand that there is no excuse for missing a deadline. If work gets stuck, then there is a reason, and team members should come to you and bring the problems, so you can get the work unstuck and they can meet their goals. 3) Overestimation of speed or ability. The plan may simply have had an over-optimistic estimate. Rather than continuing to accept a small, cumulative delay each week, ask what youve learned about how much work can be done and revise the plan so that it is realistic. Cost management in project doing stage Simply tracking expenses is an important first step. There are four other things companies can do to keep costs under management and also reduce hassle. 1) Do clear procurement in writing. Even for small items and short, inexpensive sub- contractor Jobs, write a letter of agreement saying what will be done/ 2) Keep up to date with vendors. Agree on schedules for billing and work with vendors. 3) Keep organized electronic and paper files. 4) Price shop and negotiate for discounts 15. Quality Management These days, companies have emphasized that focusing on quality from the beginning actually lowers project cost while improving the quality of results and allows them to

Response to u09d1, u09d2, u09d3 Coursework Example | Topics and Well Written Essays - 750 words

Response to u09d1, u09d2, u09d3 - Coursework Example Conversely, Childers underlines the notion of neutrinos as one of the smallest particles in the matter. As of this, I would rather consider this point into my discussion on the red-shifted and blue-shifted zones of the Local Group. Benjamin managed to resolve this very issue in a simple way. He justifies it through the works by Bennett, Donahue, Schneider, & Voit (2009) so as to forward his research in a more simplistic manner. To say more, Benjamin Childers sounds quite comprehensive in his debate on the neutrino-related movement of the matter in the universe. The size of the galaxies (their enormous magnitudes) impress out of assumptions by Childers. His post needs continuation, since it has many to talk about the standpoints of moving galaxies and our presence in the solar system as well. Moreover, he is more focused on temperature variations evident in our galaxy as a part of the larger structure of the universe. It is not a conundrum for me and him, as we both provide a number of arguments to make all doubts and misconception render null. In addition, Jack Gilmer’s post on the Big Bang theory complements my discussion on why I see it feasible and valid in understanding of the universe creation. Gilmer is too excited in describing his thoughts on the theoretical approach. In this respect he reminds me myself, as I was always too interested in the creation of the universe and when the starting point was. Jack Gilmer is similar to my discussion in the question of what caused the Big Bang. On the other hand, his inquisitiveness regarding the reason for the Big Bang complies with my discussion. Moreover, his argument is based on the lack of another viable model to understand the reason why our universe was created. He is similar in thought with me as of the scientific point of view and the physical

Asssignment Essay Example | Topics and Well Written Essays - 500 words

Asssignment - Essay Example While the archaeologist focuses on the study of material objects to learn about human behavior, the ethnologist concentrates on the study of human behavior as it can be see, experienced and discussed with those whose culture is to be understood. Fundamental to Cintron’s approach is descriptive ethnography. Ethnography is the systematic description of culture based on firsthand observation. Whenever possible, the ethnologist becomes ethnographer by going to live among the people under study. He started the book by sharing a story regarding the collection baskets inside the church. (Page 1). A drunken man entered the house of God and made his way towards halfway to the altar while kneeling and uttering his prayers due to his remorseful state. The churchgoers were surprised with the scenario including the author himself. The commotion and somewhat disturbance of the ongoing religious gathering, the men who wielded the baskets picked up the drunken man and led him outside the church away from the churchgoers who politely and dutifully give donations thru the collection baskets. Aware of his experiences and knowledge, Cintron considers his book as the emptying of the basket (page 3). He stated that he had done his part of wielding the collection basket to people for him to gain insights and thoughts regarding their lives as well as the culture that they dwell in. This collection of reality was organized and documented by Cintron to be able to come up with a well-thought of book that will share the experiences of the people that he interacted with during the wielding of the basket. Cintron wanted to emphasize how ethos is bound up with logos. In other words, the rational argument does not necessarily persuade when reason is made pure. The pure kind of rationality does not exist outside the soup of human affairs. The author stated his Puerto Rican heritage. He was raised in Texas and his parents are both Puerto Ricans. His father was a

HOSPITALITY OPERATIONS MANAGEMENT Case Study Example | Topics and Well Written Essays - 2750 words

HOSPITALITY OPERATIONS MANAGEMENT - Case Study Example According to Phillip Kotler the key stages in product and service development are; idea generation, screening of processes, evaluation of concept, product or service development, and commercialization process. With respect to hospitality management the key stages in product and service development are market research, segmentation, idea generation and evaluation, product and service development, and advertising Heineke, & Davis (2007). It is an organized effort to collect relevant information about target customers Akkerman, Farahani, & Grunow, (2010). Market research provides useful information about customer likes, needs, and wants. It is an essential component of business strategy. For hospitality management it is necessary to identify what customers want before the development of any new product or service. It helps the company to develop products and services that meet customers’ expectations and to increase market share. Market segmentation means divide the market into small segments. It is a marketing strategy that segments the large market into small subsets of customers. It facilitates the company to select one or two specific segments and design the products or services according to the needs and wants of those particular segments. It is impossible to satisfy the needs of all customers so companies divide the market into small segments and then designs their products and services according to those segments which they want to serve. Idea generation is the result of market research and segmentation. This process develops the ideas based on customer needs and expectations. Initially companies generate many ideas and then screen them one by one on the basis of the feasibility and opportunity cost. In the idea generation process especially for hospitality management the ideas can be collected from existing loyal customers, employees, media, and also from strong competitors Yu, (2012). After ideas generation

Sexual Misconduct Teachers

Sexual Misconduct Teachers What is Wrong with our Teachers: An Interdisciplinary Approach to solving the Problem of Educator Sexual Misconduct Introduction Educator Sexual Misconduct (ESM) is becoming more and more of a problem in our society to date. Occurrences are happening at an accelerated rate when compared to twenty years ago. To date there are no preventative measures in place to intercept these potentially harmful individuals who are on their way to becoming teachers in charge of our children. A new nationwide process that will research, evaluate, and forecast these types of criminal behaviors associated with ESM is whats needed today in order to avoid this problem in the future. In addition, legislature could step in and create a more stringent penalty structure for both male and female violators. The school is a place for learning and although a clichà ©, that is where our future lies. Because of that, we need to protect and nurture that environment and not let potential pedophiles roam freely to disrupt that environment. Educator sexual misconduct is not a new problem by any means, but a topic that has jumped onto the scene and wont go away without special attention. Just talking about it wont help or even lessen the problem. Sexual predators are a brash group and just telling them you know theyre there and that you are looking for them wont deter them from their prey. Sexual predators come in many packages. Sexual predators could be male, female, old, young, gay, lesbian, or even bisexual. Considering that, every child who at one point in time goes through the education system is at risk of becoming a target of these predators. The actual victim could be school aged child, a mom, a dad, a spouse, girlfriend, boyfriend, or a friend. This type of perversion can potentially touch any individual person at any time and last for a lifetime. Since this is an event that could potentially tough every person who ever goes through the school system then why shouldnt we put more emphasis on making sure this doesnt happen. ESM is a wide spread problem that need to be attacked from many different sides. To solve this problem we will need to pull expertise from numerous disciplinary perspectives to reach and expert understanding. Educator sexual misconduct cannot be solved just by one topic alone. Many disciplines are needed to understand the problem, the children involved, and the context in which these events typically occur in. Specifically, one should understand the psychology of the predator as well as the prey, have a sound understanding of the educational system, criminal law, as well as the skill to comb through mountains of statistical data. (Dr Repkos text must be cited but not quoted here) In examination of this problem a view from multiple disciplines is necessary in order to reach a complete understanding of the issue at hand. The disciplines needed to understand this topic are criminal justice, political science, psychology, and statistics. Specifically, we need to know how an ESM event will affect the development of a child and what problems they will face in the future. It is also necessary to look at the problem from a political science viewpoint in order to understand what legislature could, will, wont, and cant do about the problem. A criminal justice viewpoint will allow for a better understanding of how these perpetrators are currently being punished and what adjustments need to be made to in the penal system to get them to not commit these acts. To what I have learned about epistemology is that the question asks you how you learned the event in question. So, for the epistemology for this paper, there was a primary focus on analysis off scholarly research, interpretation of previous mentioned scholarly articles, examination f recent laws court decisions, and policy when it come to prevention and punishment of these acts. Statistics is a process of gathering, arranging, summarizing, and presenting data in a simple yet informative way (Keller 2006). Statistics will be implemented to show that these events are on the rise when compared to twenty years ago. Psychology targets the academic study of mental process and behavior (Plotnik Kouyoumdjian 2007)). Psychology will be utilized to highlight the long term damage that these predators inflict on their victims. It will also show the difficulty these victims face in relation to recovery from the behavioral, developmental, and social disorders associated with ESM. Criminal Justice, which is the system of law and penalties used to maintain order, social control, and to deter and control crime (Siegel Senna 2008)). This discipline will reflect societies current trend when attempting to punish and deter these criminals. Political Science will be the last disciplines and one of the most important. It is in this discipline that the power for reaching a complete resolution for this problem. Political science itself is a social science that is concerned with theory, analysis, and prediction of political behavior (Jackson Jackson 1996). In this case, we will focus on legislature, policy makers, and administrators who have the power to change laws and implement policies to make future violations of these adolescents nearly impossible. This paper is based on careful research of scholarly articles, state laws, recent court decision and administrative decisions and policies of government run school systems. Together these sources will allow for a deeper understanding of complex and growing problem in our school systems. The purpose of this paper is to show that that there is a growing problem in the school system. In the end it should be clear that there is a need or a new process that will multi faceted process to screen potential teachers who fit the profile of ESM, provide harsher punishment for offenders, and a process to help identify personality types of students who are at higher risks of becoming targets. ESM to date is one of the most feared and devastating problems for any school district. So why not attack your most feared enemy with your most powerful weapons available? Background 9.6 percent of all students in grades 8 to 11 report contact and/or non-contact educator sexual misconduct that was unwanted. While this definition includes many different kinds and degrees of ESM they are all considered unwanted and serious in nature. Using this data, for every 2,000 student in a high school, 192 students will experience some degree of ESM. Take for instance a student that goes to a 5A school in Texas. The data shows that they will have a 9.6% chance of being one of those 192 students and an even greater chance of knowing or being friends with one of the 192 students. Now take the total US population and apply it to our topic. Out of 303 million people 29,088,000 million will, or have personally experienced some sort of ESM. That number grows substantially when associated with people who are mildly affected by ESM. It isnt clear when exactly this problem began to spiral out of control, but it is clear that it is a recent trend. In this case, straight comparisons to past numbers wouldnt be accurate because of major population growth. But comparisons or percentages do show a growth in this trend that is began to accelerate its growth in the last fifteen years. Although there has never been a time when ESM did not exist, there was a long period where it was an incredibly rare occurrence and violators were treated severely. Now, most violators arent scared off by the punishment or believe that the system wont catch them. Those that think the system wont catch them are right. To become a teacher you must only be able to pass a background check. Being a person who has gone through that process I know it is not a very thorough one. I dont have a criminal record or anything but I do have an unreasonably high amount of traffic violation on my driving record. However, the school asked me if I would like to get a bus certification since my driving record appeared clean and I would need it for coaching. If that is typical of the care these administrators take in clearing an individuals past driving record then you must ask how bad could a persons criminal record be and still be allowed to teach? Besides fingerprinting and criminal background checks there isnt much else schools are doing to prevent these predators from entering the schools. Some districts are starting to catch on and requiring additional references to include ones personal life in the application process but that is all. There still is no psychological examination, personality screening, extensive research, or a full criminal background check. Some might say that is an invasion of ones privacy but remember that this is voluntary and these teachers have chosen to be around children. When one chooses to help children they need to also extend that aid in helping safeguard them, if that means surrendering so more intrusive examination during the interviewing process than thats what has to be done. To date there is not enough attention given to the seriousness of t he problem. If a person went out today and began their research to see the extent of the problem they would find; cases involving male teachers and female students at an all time high, court cases involving women educators that receive a favorable judgment often times not including jail time, and an environment in which student dont know of or arent concerned with the dangers. One town epidomises the mindset around the nation. This town, their policymakers, and their citizens thought they were not at risk and couldnt be touched by this epidemic. That was the sentiment in Spring, Texas which is now on their third case in the past two years. When asked, city officials responded with, â€Å"When it happens to you and your school district, it certainly increases your awareness† (Radcliffe 2008). That answer is not sufficient though. A better question would be what is being done now that you realize you need to change, or what are you going to change from two years ago, and why did you miss this? According to a draft report commissioned by the U.S. Department of Education, in compliance with the 2002 No Child Left Behind act signed into law by President Bush, between 6 percent and 10 percent of public school children across the country have been sexually abused or harassed by school employees and teachers. Here are some excerpts from the study: In the state of New York alone, more than $18.7 million was paid between 1996 and 2001 to students who were sexually abused by educators. Fees for attorneys and investigators are in addition to the settlement amounts. None of the abusers was reported to authorities ** Only 1 percent lost their license to teach ** Only 35 percent of abusers received a negative consequence for their actions: 15 percent were terminated or, if not tenured, they were not rehired; and 20 percent received a formal reprimand or suspension. ** Another 25 percent received no consequence or were reprimanded informally and off-the-record. Nearly 39 percent chose to leave the district, most with positive recommendations or even retirement packages intact. There are many reasons for why teenagers dont see the danger in a relationship with their teacher but I believe the media is the reason for not communicating the problem in a correct manner. Recently in â€Å"Boston Public†, a recently cancelled primetime show thats set in an inner city high school, a female student engages in a sexual relationship with a male teacher and is seen as being a ‘cool for having the relationship, and the teacher carries on the relationship because he is given the chance to resign and isnt even prosecuted. Another episode has a young female student who falls in love with her teacher and initiates contact with him. She then uses that event to blackmail him many times before he turns himself in. Once again, ESM is a complex, ongoing, and disturbing problem in the U.S. and deserves a careful examination. To do so requires and interdisciplinary approach that will allow input from the various topics and academic disciplines that this problem exists in. To better describe how this process will work you should take the complete opposite of â€Å"ceterus parabus† which is the theme for economics. It basically states that economics will study the effects on supply from one perspective or event at a time. Here, we will need more than one perspective to examine our topic or we will fail to completely understand the problem and not see the solution. While all steps in the interdisciplinary process are important, without integration you cannot develop, combine and produce a new deeper understanding to the problem. In this case the interdisciplinary approach will allow for a further breakdown of the problem itself. It will allow for perspectives from psychology, political science , math, and criminal justice. When you individually attack the many different and complex aspects of this topic, you will then be able to synthesize this knowledge and come out with a â€Å"new whole† (Repko 2005). Disciplinary Perspectives and Insights Integration Conclusion References Criminal Justice Siegel, Larry J Senna, Joseph J. (2008) Introduction to criminal justice (11th ed.). New York: Thomson Wadsworth. Political Science Jackson, Robert J. Jackson, Doreen (1996). A comparative Introduction to Political Science. New York: Prentice Hall. Robins, Sydney L. (2000). Protecting Our Students. Ontario, Canada: Ontario Ministryof the Attorney General. Robins, Sydney L. (1998). Protecting our students: A review to identify and prevent sexual misconduct in Ontario schools. Ontario Ministry of the Attorney General, Toronto. Additional Sources Psychology Corbett, K., Gentry, C., and Pearson, W., Jr. (1993). Sexual harassment in high school. Youth and Society. Vol. 25, No. 1, pp. 93-103. P Flemming J. (1997). Prevalence of childhood sexual abuse in a community sample of Australian women. Medical Journal of Australia, vol. 166, pp65-68. P Freel, M. (2003). Child sexual abuse and the male monopoly: An empirical exploration of gender and a sexual interest in children. The BritishJournal ofSocial Work. No. 33, pp 481-498. P Plotnik, Rod Kouyoumdjian, Haig. (2008). Introduction to Psychology (8th ed.). NewYork: Thomson Wadsworth. Statistics Keller, S (2006). Statistics for management and economics (7th ed.). New York: Thomson South-Western. Additional Sources American Association of University Women (2001). Hostile Hallways, Washington,D.C.: AAUW Educational Foundation Corbett, K., Gentry, C., and Pearson, W., Jr. (1993). Sexual harassment in high school. Youth and Society. Vol. 25, No. 1, pp. 93-103. Flemming J. (1997). Prevalence of childhood sexual abuse in a community sample of Australian women. Medical Journal of Australia, vol. 166, pp65-68. Freel, M. (2003). Child sexual abuse and the male monopoly: An empiricalexploration of gender and a sexual interest in children. The BritishJournal of Social Work. No. 33, pp 481-498. Repko, A. (2005). Interdisciplinary practice: A student guide to research and writing (Preliminary ed.). Boston: Pearson Custom Publishing. Robbins, D. (2001, April 22). Out of bounds: Sexual misconduct by educators in Texas. Chronicle investigation reveals relationship of coaches and students rife with abuse. Houston Chronicle.com Available online: http://www.chron.com/cs/CDA/printstory.hts/special/coaches/884307. Robbins, D. (2001, April 22). We trust our kids to them every day. But a Chronicle investigation reveals the relationship between secondary school coaches and students is rife with abuse. Out of bounds. The Houston Chronicle. Retrieved November 22, 2007 from Lexis-Nexis Academic Universe database. Robins, Sydney L. (2000). Protecting Our Students. Ontario, Canada: Ontario Ministryof the Attorney General. Robins, Sydney L. (1998). Protecting our students: A review to identify and prevent sexual misconduct in Ontario schools. Ontario Ministry of the Attorney General, Toronto. Shakeshaft, C., and Cohan, A. (1994). In loco parentis: Sexual abuse of students in schools. What administrators should know. Report to the U.S. Department of Education, Field Initiated Grants. Shakeshaft, C. (2003, Spring). Educator Sexual Abuse. Hofstra Horizons, pp. 10-13. Shakeshaft, C., Cohan, A. (1994). In loco parentis: Sexual abuse of students in schools. What administrators should know. Report to the U.S. Department of Education, Field Initiated Grants. Shakeshaft, C. (2003, Spring). Educator Sexual Abuse. Hofstra Horizons, pp. 10-13. Appendices Glossary Contact or Non Contact Abuse:

Variety of Love Relationships in Shakespeares As You Like It Essay

The Variety of Love Relationships in Shakespeare's As You Like It  Ã‚   One of the main concerns of man throughout the centuries has probably been to define the concept of love and to understand the complexities that govern love relationships among people. William Shakespeare seems to have been fully aware of the need and interest in love, since his work transcends time and place. Love is the central concern in As You Like It. This comedy presents different attitudes towards love, which may be derived from the conversations among its characters and from the romantic attachments portrayed in it. By comparing the different love relations in the play, one may further appreciate important facts about the concept of love. Moreover, love is also depicted as the force that rules over all kinds of human ties other than the romantic ones, namely familial bonds and friendship. The purpose of this paper is to analyze the concept of love portrayed in As You Like It, and to explore the different varieties of love relationships among its characters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A reading of As You Like It may lead us to an understanding of the concept of love as embodying different ideas, which might be observed through the characters of the play. These ideas, love's wealth, love's truth, and love's order, are expressed in the characters' perceptions of love and in the way they relate to one another.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the interpretations attributed to the concept of love in this comedy, and often portrayed in Shakespeare's plays, is that of love as a kind of richness, as a commercial enterprise in which men and women trade. Under this light, the bond beaten lovers gains a mercantilistic value and may thus be regarded as a kind of contract... ...portrayed in Shakespeare's   As You Like It, and   to examine the love relationships in it. Through a careful observation of the characters' perceptions about love, and of the way they engage in love relationships, we may conclude that the concept of love may be attributed different meanings, depending on individual and personal beliefs. Our conclusion may be derived from the various types of comic relations: familial, sexual, romantic, and friendship. Works Cited and Consulted Howard, Jean E., "Intoduction to As You Like It." The Norton Shakespeare Ed. Stephen Greenblatt, et.al. New York: W. W. Norton & Company, 1997. Shakespeare, William. As You Like It. The Norton Shakespeare. Ed. Stephen Greenblatt. New York: W.W. Norton Company, 1997. Sparknotes. As You Like It, by William Shakespeare. 8 Nov. 2004 http://www.sparknotes.com/shakespeare/asyoulikeit/