An Analysis of Stopping By Woods On A Snowy Evening Essay -- Stopping

An Analysis of taenia By Woods On A Snowy Evening The images in the poem Stopping By Woods On A Snowy Evening by Robert Frost argon very vivid. . The man telling the story is telling events as they happened in his own eyes. His descriptive language allows you to picture the events in your own head, as if you were watching them occur. Frost structures this poem very interestingly. He uses inverted sentences, which are common in poems because of the way they seem to flow, the atmosphere they create, and also for the purpose of rhyming. An interesting rhyme scheme is used here. The first, second, and last lines of every stanza rhyme, but the third base does not. However, that third line does rhyme with the first, second, and fourth lines in the next stanza. I believe that Frost ...

Hamlet As An Aristotelian Tragedy Essay -- essays research papers

According to the Aristotelian view of tragedy, a tragical hero must fall through his or her own error. This is typically called the "tragic flaw", and can be applied to any characteristic that causes the downfall the hero. Shakespeares crossroads, Prince of Denmark can be seen as an Aristotelian tragedy and Hamlet as its tragic hero. Hamlets flaw, which in accordance with Aristotles principles of tragedy causes his demise, is his softness to act. This defect of Hamlets character is displayed throughout the play.In the opening scenes of the play, the Ghost of old Hamlet reveals the truth about his closing to his son, and tells Hamlet to avenge the murder. Hamlets first response is one that sounds of speedy action, saying "Haste me to knowt that I with winds as swift May sweep to my revenge." (p. 34 lines 29-31) Unfortunately, Hamlets inability to act on his fathers extortion has him reluctant to kill King Claudius by the end of that very scene, when he says, "T his time is out of joint, O cursed spite, that I was constantly born to set it right." (p. 41 lines 190-191)As the play goes on, Hamlet still has yet to act on his murderous task. In act II, scene 2, Hamlet decides that, before he can avenge his fathers death, he must make sure that the Ghost was telling the truth. This simply gives Hamlet more excuse to procrastinate-he gets to adorn off killing Claudius until after the "play within a play", Mousetrap, is preformed. Not surprisin...

Allen Iversons Olympic Selection Essay -- essays research papers fc

Olympic IversonApril 2003                                        Word Count 574Allen Iverson has continued to plague us with the same thought during this 2002-03 Philadelphia 76ers season, Why isnt he under consideration to be an Olympian? Iverson, seemingly a man on a mission, continues to convey us why he should receive an invitation to participate on the 2004 U.S. Mens Olympic Basketball team. Night in and night out he shows us why he is Allen Iverson, The Answer. Now Iverson can add another nickname to his acclaim, Allen Iverson the Olympian.With three games left in season Iverson finally got his wish. This past Thursday, Iverson, 27, was told he would receive an invitation to play. The team will be coached by the 76ers and Iversons head coach Larry Brown and the summer games will take place in Athens, Greece offset Aug ust 14, 2004. Upon after word of his invitation, Iverson said, "Its just a great feeling to be able to represent (the) USA. Its an honor and its something that I will cherish for the respite of my life." Following a 25-point outburst that night in Philadelphias 99-78 win over the Boston Celtics Iverson continued, "It has a lot to do with respect. Only the elite players represent their country."Iverson has consistently...

Gay, Lesbian and Bisexual Issues - Should Same-Sex Marriage Allowed ? :: Argumentative Persuasive Essays

Should Gay Couples Be Allowed to Marry? Only in the states of Vermont and California are gay couples allowed to marry. Same-sex marriage is very important with gay couples and activists in todays society. On January 1, 2002, a bill became effective to give members of registered same-sex and opposite-sex couples the right to adopt a partners child. A reason why the Vermont same-sex union battle get so much nation press is because legislators were responding to a court order, while some ended up losing their jobs to same-sex unions. Religious, judicature, and social groups micturate debated this issue and it is taking a long time for it to be resolved. Same-sex marriage has some very distinct facts and values important to ones religion, morals, or even what his or her family thinks of the gay lifestyle. Many Mormons guard gay marriage because they believe offends everything religion stands for. Also, making love to another man betrays everything that is masculine an d that people fear that gay people might infix straight people to the gay lifestyle. Many people are in favor of equal rights for homosexuals. They say that yes, gays should have the same rights in housing, jobs, public accommodations, and should have equal access to government benefits, equal protection of the law, etc (Bidstrup). Focusing more on this issue can help accelerate the outcome of recognizing same-sex marriage. Same-sex marriages should be legalized and know because our government guarantees equal rights for all citizens. The government says that every citizen of the United States shall receive equal rights. But, why did they pass the Defense of trades union Act? The Defense of Marriage Act prohibits the federal government from recognizing same-sex marriages in my opinion this act is immoral and unjust because it restricts the rights of gay and lesbian citizens. The authors of Gays, Lesbians, and Family Values, Elizabeth A. Say and mark R. Kowalewski, ar e distinguished writers on the subject of gays and lesbians. They both are very conservative and believe in religious rights when it comes to sexual preference. On September 10, 1996, the U.S. Senate passed the Defense of Marriage Act, which prohibits the federal government from recognizing same-sex marriages and allows individual states to refrain from recognizing them.

Spinning a Treacherous Web in Shakespeares Othello :: GCSE English Literature Coursework

Spinning a Treacherous Web in Othello         Like e very(prenominal) Shakespearean t forcedy there is ofttimes an untimely doom that ends the life of the hero or main character of the play. The main characters doom only becomes the outcome when they are futile to better the wrongs they or others had committed. However, in this Shakespearean tragedy the person who drives the participants of this play to their doom, isnt the main character Othello, but Iago, the motiveless character whose jealousy and rage drives him to commit crimes towards the people who believed him and considered him a trusting friend. Iago understood human characteristics, which aloneowed him to get to the root of peoples problems. In Othello he saying innocence, and love in Desdemona he saw purity and kindness and in Cassio he saw a perfectionist. Iago lacked all of these features and so in order to end the happiness of all the characters, he mulish to hit them where it hurt t he most. In doing so he used Desdemona as a tool, because she was the object of everyones desire. Iago is a spider-like creature who in order to quench his hunger, entangles all of these characters into his skillfully crafted web that slowly and unknowingly drives them to their doom.   To better understand Iagos effect on these different characters, it is important to look in to his own character. Iagos motives are not clear, however, it is true that he despises Othello, and that he is jealous of the fact that Michael Cassio had taken over the role of lieutenant a role that Iago wanted very badly. It is in the beginning of the play that Iago confesses to follow Othello but not be loyal to him,   I follow him to serve my turn upon him  Were I the Moor I would not be Iago.  In following him, I follow but myself-  Heaven is my judge, not I for love and duty,  But seeming so for my curious end.  For when my outward action doth demonstrate  Th e native act and figure of my heart  In compliment extern, tis not long after  But I allow wear my heart upon my sleeve  For daws to peck at. I am not what I am. (1.1 43-67)     Iago is without any apparent feelings or remorse towards any of the other characters.

Spinning a Treacherous Web in Shakespeares Othello :: GCSE English Literature Coursework

Spinning a Treacherous Web in Othello         Like every Shakespearean tragedy there is often an untimely convict that ends the life of the hero or main character of the play. The main characters doom only becomes the outcome when they are unable to better the wrongs they or others had committed. However, in this Shakespearean tragedy the person who drives the participants of this play to their doom, isnt the main character Othello, but Iago, the motiveless character whose jealousy and rage drives him to commit crimes towards the raft who believed him and considered him a trusting friend. Iago understood human characteristics, which allowed him to get to the root of peoples problems. In Othello he saw innocence, and love in Desdemona he saw purity and forgivingness and in Cassio he saw a perfectionist. Iago lacked all of these features and so in order to end the happiness of all the characters, he decided to hit them where it tolerate the most. In doing so he used Desdemona as a tool, because she was the object of everyones desire. Iago is a spider-like creature who in order to quench his hunger, entangles all of these characters into his skillfully crafted tissue that slowly and unknowingly drives them to their doom.   To better understand Iagos effect on these different characters, it is important to look in to his own character. Iagos motives are non clear, however, it is true that he despises Othello, and that he is jealous of the fact that Michael Cassio had taken over the role of lieutenant a role that Iago wanted very badly. It is in the bloodline of the play that Iago confesses to follow Othello but not be loyal to him,   I follow him to serve my turn upon him  Were I the Moor I would not be Iago.  In following him, I follow but myself-  Heaven is my judge, not I for love and duty,  But seeming so for my peculiar end.  For when my outward fill doth demonstrate  The nativ e act and figure of my fondness  In compliment extern, tis not long after  But I will wear my heart upon my sleeve  For daws to peck at. I am not what I am. (1.1 43-67)     Iago is without any apparent feelings or remorse towards any of the other characters.

AtlantiCare and the “Voice of the Customer” Essay

IntroductionLocated in southeastern New Jersey, AtlantiCare is a not-for-profit organization that provides acute and chronic health care work in the following areas cancer, trauma, cardiac care, stroke, behavioral health, urgent care, hospice, home care, family medicine, occupational medicine, child care, early visiting, and mission care for the homeless. Because of the nature of the services it provides quality is internal at AtlantiCare, and the organization delivers it. In fact, AtlantiCare applies the principles of fare quality so comprehensively and consistently that the organization has received the prestigious Malcolm Baldrige National Quality Award. At the summation of AtlantiCares quality program is a process the organization c in alls the juncture of the Customer. This is a five-phase process used to make the organizations affected roles partners in its continual-improvement efforts.Voice of the Customer identifies patient requirements and then makes sure that Atlan tiCares services satisfy these requirements. The follows customer focus does not stop with external customers. It excessively includes internal customers-employees (Goetsh & Davis, 2011). center quality is not a concept anymore in day to day operations at AtlantiCare. It is part of the management team up work ethic and philosophy, and the rest of the nonprofit company staff. AtlantiCare applies the principles of summation quality in such a way that not only takes care of its customers, nevertheless also its internal customers. By doing so, the company has achieved organizational excellence. The fibre that follows is about the steps taken by the administration at AtlantiCare and also the lessons learned by the executives and the staff to become a world-class health care provider.QuestionsAtlantiCare has learned how to apply the principles of effective communication in a fit Quality setting. If total quality is the engine, communication is the oil that keeps it running. Much o f what total quality is all about depends on effective communication. Without it, total quality breaks down. Some of the key elements of the total quality concept are customer focus (internal and external), total employee involvement and empowerment, leadership, teamwork, decision making, problem prevention, problem solving, and conflict resolution (Goetsh & Davis, 2011). The core of the AtlantiCares heart Quality system is a process called the Voice of the Customer. This is a five-phase process used to make the organizations patients partners in its continual-improvement efforts. Voice of the Customer identifies patient requirements and then makes sure that AtlantiCares services satisfy these requirements. The part that AtlantiCare applies perfectly well is the focus in its internal and external customers.This approach has giving the nonprofit company the information necessary to fix its mistakes and to reengineer its process, so AtlantiCare keeps its customers satisfied. Basicall y, what AtlantiCare does is to listen to all the stakeholders, following the principles of effective communication message received, message understood. To listen responsively, managers and employees must learn to simultaneously use their ears, eyes, brains, and hearts. Responsive listening can pay substantial dividends for managers in a total quality setting (Goetsh & Davis, 2011). PepsiCo and IKEA are among the top companies were batch wants to work at. It is not only because these companies have a recognized name or they are multinational companies. It is basically because these two companies also apply Total Quality programs where listening the suggestions and concerns of its employees and customers is a very big component.According to IKEA Welcome Inside 2012 report they in many markets we are the employer of choice, and latest results from our co-worker enjoyment survey, VOICE, show a very high level of satisfaction among our co-workers. The VOICE result also identifies area s where we can improve. IKEA is listening actively. They paid attention to their employees. They are spiritualist to the information they receive, and also they act in consequence. They are being creative by developing programs to cooperate their employees to grow and develop. In 2012, PepsiCo was listed among the top of the inning 25 orbits Best Multinational Workplaces by the Great Place to Work Institute(PepsiCo, 2012). PepsiCo is always looking for endowment fund and sustainability for them it means to invest in their associates to help them succeed providing a safe and inclusive workplace globally and respecting, supporting and investing in the local communities where they operate.In all of their markets, they are developing the talent of associates, preparing them to lead PepsiCo into the future. Through PepsiCo University and online courses offered by their global functions, more than 8,000 of their associates completed more than 11,500 courses in 2012. The professional d evelopment they offer to their associates enables them to develop the skills, capabilities and mindsets needed to drive sustainable financial performance and value creation. PepsiCo is combating the inhibitors of listening by providing to its employees with opportunities of professional development.ConclusionIn order to have a Total Quality program that full treatment effectively it is important to put at the core of the program the communication piece. Especially the information that is brought and communicated by the customers is the piece that has to have a mechanism that assures that it is inputted in to the Total Quality program. In the case of AtlantiCare, the nonprofit company has a system in place that voices the suggestions, complains, and demands of both customers external and internal. The core of the AtlantiCares Total Quality system is a process called the Voice of the Customer. This is a five-phase process used to make the organizations patients partners in its contin ual-improvement efforts. Voice of the Customer identifies patient requirements and then makes sure that AtlantiCares services satisfy these requirements. The part that AtlantiCare applies perfectly well is the focus in its internal and external customers.In the case of IKEA, the company has its own program called the VOICE. The VOICE result also identifies areas where we can improve. IKEA is listening actively. They paid attention to their employees. They are sensitive to the information they receive, and also they act in consequence. The area where this program could improve is in the external customer. According to this program they are only surveying the employees, provided they are not taking in consideration the important information that the external customers have and can be used in the companys advantage. On the other hand, in 2012, PepsiCowas listed among the Top 25 Worlds Best Multinational Workplaces by the Great Place to Work Institute (PepsiCo, 2012), which means Pepsi Co takes care of its internal customers.In all of their markets, they are developing the talent of associates, preparing them to lead PepsiCo into the future. Through PepsiCo University and online courses offered by their global functions, more than 8,000 of their associates completed more than 11,500 courses in 2012. PepsiCo provides for its employees professional developing opportunities and career growth, but they do not have a program in place that assures that its employees are providing information that could help the company. Less say they are not set communication at the core of its Total Quality program. Finally, both companies could learn something from AtlantiCare by implementing Total Quality programs that included their external customers. Especially in the case of IKEA that sells directly to the final consumer.ReferencesDavid L. Goetsch, Stanley B. Davis. (2011) Quality Management for Organizational Excellence Introduction to Total Quality, (7th Ed.) Upper Saddle Rive r, NJ Pearson Education IKEA Group (2012). Welcome inner 2012.Retrieved fromhttp//www.ikea.com/ms/en_US/pdf/yearly_summary/ys_welcome_inside_2012.pdf PepsiCo (2012). Annual Report.Retrieved fromhttp//www.pepsico.com/download/PEP_Annual_Report_2012.pdf

Compensation and Benefits Essay

This assignment compared and contrasted compensation programs of McDonalds and Walmart Canada. It look at the Philosophy, Base pay, nearsighted name and Long Term cash incentives, indirect compensation benefits and Recognition programs. The Philosophy of McDonalds is Pay for exercise patch Walmart promises a lot of rush opportunities. McDonalds compensation program is much suited to encourage young high performance ending. While Walmart rewards more stable employees that will stay with the family for a long term. Compensation System comparison of McDonalds Restaurant and Wall-Marts (Canada) Compensation Items McDonalds Restaurant Wall-Mart(Canada) Pay and Rewards Philosophy Pay for performance philosophy. The better your results, the greater your pay opportunities.Culture rewards us. Anything is possible. Career opportunities. Base Pay Competitive payoff. The average starting hourly pay $9.97 Annual salary for Managers and wages for the crew. Competitive wages. The average s tarting hourly pay $10.55 Annual salary for Managers and wages for the sales associate. Short Terms Cash Incentives Bonuses based on one-year performance review and company strategic performance. Tar crush Incentives Pay. Bonuses based on annual performance review and company strategic performance. They always paid bonuses since 1997 horizontal there is a recession.The Comparison AnalysisThe Philosophy of McDonalds is Pay for Performance it means that if your performance is better you will get a high compensation. In contrast, Walmarts slogan is Anything is possible, meaning a lot of career opportunities are available to Walmart employees. McDonalds is encouraging high performance culture (but that is likely suited for shorter term employees) while Walmart is more suited for people who look for long term career in a company and more opportunities to grow. Both companies offer competitive base pay. The entry level the crew or sales associates get hourly wages but the senior employ ees/Managers get base salary pay. Both companies offer short term cash incentives variable bonus pay based on company performance and employee performance review.The Walmart boasts that they pay bonuses even recessions. For long term cash incentives, both companies offer profit sharing plan. However, the Walmart has Group RRSP. Whereas, the McDonalds has a savings plan. The Walmart offers the long term disability coverage, maternity leaves glide by up, while the McDonalds offers more financial assistance programs and retirement benefits which is limited to severance package. For indirect compensation/benefits, McDonalds rewards top performers with a car program, while Walmart gives 10% discount on everything purchased in their stores. Recognition program at McDonalds is more intensive and includes awards like employee of the month, while at Walmart it is yearly Star of the Year award.ConclusionThe compensation program of Walmart Canada is more tailored for long termstable employee s while the program at McDonalds is better suited for younger, likely temporary employees and encourages high performance culture.

Deterrence theory requires punishment

The birth of criminology ended discussions on legal philosophy in the 18th century. Bentham and Beccaria claimed that actions were the result of free will. Deterrence theory requires punishment to outweigh the pleasures derived from the illegal act. This is the underlying rationale by which our present criminal justice system operates. Consideration for biological factors as origin of criminal air was proven to be insignificant. Environment was said to play a vital role in such behavior.Heredity accepts it as unavoidable and a consequence of a bad root most likely making it like a matter of destiny. The major contenders of crime were observed to be both environmental and psychosocial like greed, desire for power, poverty, procreation and parenting, and population statistics. These factors most likely raised Cain and produced crime. If biological factors were not eminent in the defects of brain waves and genetics consideration for criminology, the prime consideration of crime whe nce is not centered on the person itself but with the sociological factors that have molded character and trait.Human behavioral genetics assumes that all phenomena have a scientific causal explanation exploring the relationship between behavioral genetics and concept of criminal obligation. It argues that it has little utility in assessing criminal responsibility as a matter of criminal law theory. Behavioral genetics do not support the idea that human actions were caused by genes. Behavioral differences between individuals were brought about by a complex interaction of biology and environment.Heritability as a statistical approximation of genetic differences against environmental differences varies by age, culture, and environment and do not fork up behavioral variation into causal explanation. It does not explain the causes of any specific act done by a person. Behavioral genetics studies revealed failure to storey 38% to 88% of the observed behavioral variation of the group b eing studied. These observations will alone limit the introduction and participation of behavioral genetics test in criminal cases. Instead it tends to provide an open excuse for criminal responsibility when mitigating criminal liability.Criminal responsibility determines whether and to what extent is the judgement for corrective punishment. It allegedly shifts responsibility to individual characteristics of the defendant and not of the act itself. This is but a part only of a strategic defense in criminal law proceedings. (Coleman & Farahany 2006). some(prenominal) criminals have relinquished social responsibility. Their lives projects trajectory paths from the inception of their early life. They were an absolute product of misguided conscience of parental abuse and child rearing who lacks pity and education.Intimate face-to-face interactions in early life are crucial in molding a childs personality and character. Witnessing and experiencing emotionally traumatic events inside t he domain of their warring families develops their perpetuation and formation of attitudes towards the world. The experience itself created a platform for determination of self control, discipline, and modes for socially accepted behavior. (Fleisher 1997). These factors are purely social-psychological effects of the sparing and environment situation of an individual.Socioeconomic variables account the consequence of the act and of the blame. Crime inevitably involves human action and subjects itself for moral evaluation. Compromising rationality on a behaviors moral evaluation is entirely not related to the genes of the individual but of the context of the individuals social environment and values formation. References Coleman, J. & Farahany, N. (2006). genetics and responsibility To know the criminal from the crime. Law and contemporary problems. 69 (1-2), 115+. Fleisher, M. (1997). Can we break the pattern of the criminal lifestyle. USA Today. 125(2624), 30+.

Hierarchy and power within East and Western enterprises

pecking order and power within East and Western enterprises. Introduction Culture is the way we live. It is the clothes we wear, the foods we eat, the languages we speak, the stories we tell, and the ways we celebrate. Culture is withal to the highest degree our roots. Where did our ancestors come from? What do we believe? What makes our lives opposite from the lives of others? Kalmia, B. (2009). Nations may plowshare civilizations, but they will always be distinct in their culture, since culture defines what they are. Scranton, R. (2007).The world(a)ization of markets and mathematical product continues to bring together people room different cultures and countries in culturally diverse organizations. In the field of international instruction, it is important not only to signalize these diversities, but it is also vital to understand the cultural differences for the purpose of connecting with and motivating noesis workers. Traditionally, these cultural distinctions have bee n classified into eastern and westbound views that widely vary with respect to oeuvre activities and, more specifically, with respect to knowledge management.With the western view be more cerebrate on explicit knowledge and tangible privateistic motivational factors, and the eastern view on tacit knowledge and abstract study principles it becomes evident that management of these different cultural perspectives is becoming increasingly complex yet critical in the global workplace. An understanding of these differing views is therefore necessary for effective management in the international sphere, specifically for providing a means for better cross- cultural understanding and successful knowledge transfer.Management Tasks planning- The goals and objectives Of a company or department are established, as well s determining what actions are needed to achieve. Organizing- organizing actions needed to achieve the goals. Staffing- The task of allocating employees to picky positions within the company. Directing- This has to do with leading the organization and its employees towards its goals. Controlling- Monitoring the performance of the company or department is a task for which different cultures may use different systems and approaches.Effect of cultural values on management The way tasks and responsibilities are performed in management can be examined in the light of key number of cultural values. Eight cultural value orientation courses have a considerable influence on the way managers perform their activities. The eight cultural values which can be called as model of culture is, Time focus (Monochromatic and polymorphic) Different cultures have different perceptions of time according to their environment, history, traditions and general practices. In eastern culture where homochromatic perception of time prevails, time is experienced and used in a linear way. People tend to do one activity at a time. For example in eastern culture, people have the dine r and then do the home work or read a book. In western culture where polymorphic time is preferred ,people tend to focus on several tasks and and are less dependent on exact information when execute these tasks. For example in western culture, people have diner while doing the home work or reading a book. Time focus and management tasks Monochromatic Culture (Eastern perspective) Planning- The focus of activity is more on the task itself and Making schedules.Organizing- The approach used is structured,Linear and task- concentrate. Staffing- Concerns focused on shorter term. Directing- Managing the inflow and Distribution of detailed information. Controlling- Tendency to Use control systems and strict deadlines. Polymorphic Culture (Western perspective) planning- The focus Of activity is more on relationships when planning. Organizing- The approach is less structured one, More holistic and people- focused. Staffing- Focus on longer term. Directing- Sharing of implicit knowledge/in formation. Controlling- Tendency to use more flexible control systems involving people.Time orientation (past, present and future) Culture focused on the past value the upholding tradition in line with the history of the company and the way it usually does things. Those cultures concerned with the present are extinct speedily results and short-term gain. Those with the view towards the future, plans are assessed in the light of hold future benefit. Power (Hierarchy and Equality) The Power value orientation is to do with the extent to which the less decently members of a society expect or accept that power is distributed unequally.At work,the level of power and authority are strictly marked out by rough eastern cultures oriented to hierarchy. There ,the employees do their work according to the directives of their boss. Len eastern cultures the manager as a separate room from other employees indeed to try out up the power distance between the employees and the manager. Companies in west,oriented towards equality there will be more informal structures based on expertise focused on certain projects. Len western cultures the manager works at the same table where the other staffs work.This shows the equality between the manager and the staffs. Power and management tasks Hierarchy (Eastern perspective) Planning- More autocratic or paternalistic planning is displayed. Organizing- The Organizational structure is tightly controlled. Staffing- Us borderlines expect bosses to take the initiative to train,developing promote them. Directing- Employees like being closely supervised and feel well-provided with a directive supervisor. Controlling- Employees prefer the personal control Of superiors. Equality (Western perspective) Planning- Employees may implement the plan.More participative planning. Organizing- Organizational structure encourages individual autonomy Staffing- Work relationships should not be strictly prescribed. Directing- Managers exhibit participative or consultative styles. Controlling- Subordinates develop performance objectives with their bosses. Space (private and public) One aspect of space orientation is related to private or public space. Another aspect related to invisible boundary around every person. The concept of space can be seen in terms Of personality.There can be cultural differences in the relative size of peoples public and private spaces and also in the degree to which they feel comfortable sharing those parts of their personality with other people. In Eastern workplace managers and employees do not share the same office ,but in western workplace the location or size of the place here an employee works does not necessarily reflect that persons enjoin in the company. The influence of personal space at work Private Planning- Forms of planning individualistic or systematic. Organizing- More task-centered. Staffing- Explicit information about how staff are to be employed.Directing-. Managers and employees do not share the same office Controlling- Explicit measures of performance public Planning- Group-oriented or authoritative forms Organizing- Relationship-centered approaches Staffing- Implicit information Directing-. Size of the place where an employee works does not reflect the arsons rank Controlling- Managers can use more informal checks on performance Structure (Individualism and sovietism) Individualism Individualism, can be defined as a preference for a loosely-knit social body-buildwork in which individuals are expected to take care of themselves and their immediate families only.Individualism shows the extent to which cultures elevate the role of the individual over the role of the group. When individuation is valued the I predominates over the we Individual goals, initiative and achievement are most important and people are encouraged to be independent and self-reliant. Collectivism Collectivism represents a preference for a tightly-knit framework in society in which individua ls can expect their relatives or members of a particular in- group to direct after them in exchange for unquestioning trueness.Most of the Eastern cultures place more importance on personal relationships rather than the task to be performed or the disseminate to be completed. Example Along with the collectivist nature Of the individuals a squad based behavior can be seen in the work place environments in Sir Lankan. Similarly there is a new concept which is identical within the emirates airlines which is known as the Family concept. The boss is the father and the employees are the children. The father tells the children what to do but also looks after them and cares for them. The children do as they are told and show their father respect.It is a two-way relationship in which all parties benefit. This can be comparable to the team based relationship oriented work place conditions in Sir Lankan. Highly individualist cultures (Western) believe individual is most important unit Peop le pickings care of themselves (including immediately family only) Self- orientation Identity based on individual Guilt culture Making decisions based on individual needs l mentality Emphasis on individual initiative and achievement Highly collectivist cultures (Eastern) believe group is most important unit.Expect absolute loyalty to group (nuclear family, extended family, caste, organization) Group orientation Decisions based on what is best for the group. Identity based on social system Shame culture Dependence on organization and institutions (Expects organization / institution / group to take care of individual) We mentality Emphasis on belonging Structure and management task Individualism (western perspective) leaning- It is expected that those involved in planning will take initiative to present their views. Organizing-Tasks assignment and resources allocation.Staffing- Organizations are not expected to look after their employees career development. Directing-Leaders expect em ployees to meet or exceed their responsibilities. Controlling- Control tends to be exerted by individual standards of excellence. Collectivism (Eastern perspective) Planning- plans are developed within the shared values used for bar activities in the organizations. Organizing- organizational structures emphasize he group the team is assigned tasks and resources. Staffing- promotions are are based primarily on seniority.Directing- Leaders expect loyalty in exchange for protection. Controlling- Deviations from standards and expectations is discouraged through group oriented pressure. Conclusion General management and knowledge management theories and practices have to be viewed and reviewed in the setting of local cultures. In an organization, the managers bring values, experiences and beliefs that are profoundly rooted in their national cultures. Even the perspective of hat management actually entails varies widely crosswise different national cultures.The model of culture has been applied to the world of international business and the daily tasks of a manager examined in terms of cultural values. Individuals frame work of cultural preferences influences the way in which their tasks are executed. Management tasks in the firms varies according to the culture Management tasks in western enterprises varies from the management tasks that are carried out by eastern enterprises. Additional studies must be undertaken to have a thorough understanding of the cultural rabbles.Without Andean different perspectives from the traditional and AC opted frameworks, such(prenominal) as Hypotheses dimensions, organizations cannot leverage the strengths of the global economy, which can make the difference between survival and success for todays firms.

Employment Law Compliance Essay

Our client, Bradley Stonefield, is planning to open a limousine service, Landslide Limousines, in the Austin, Texas area. Mr. Stonefield plans to hire approximately twenty-five people to provide first class transportation to a variety of clientele. Before Mr. Stonefield begins hiring it is imperative that he has an understanding of applicable employment justices. Title VII of the Civil Rights make of 1964 (Title VII) is a well-known and widely used federal anti-discrimination law (LaMance, n. d. ). Title VII make it immoral for employers to discriminate against someone based on their race, religion, national origin or sex (U.S. EEOC, 2014). The Act also made it il intelligent for employers to retaliate against a soul who files a complaint of discrimination or participates in a discrimination investigation (U. S. EEOC, 2014). An employer who violates Title VII may find themselves subjected to a number of legal consequences such as having to pay large sums for damages and being req uired to readjust the companys policies (LaMance, n. d. ). To avoid violating Title VII Mr. Stonefield and his managers should treat any employees and applicants equ all(prenominal)y without regard to any characteristics except job performance (HR Specialist, 2013).The Texas Payday right covers all business entities in the state of Texas, regardless of size except state-supported employers such as the state or federal government (TWC, 2013). This law gives the Texas Workforce Commission (TWC) the authority to enforce wage laws and investigate wage claims (TWC, 2013). Texas Payday justness covers compensation for services rendered, commissions and bonuses, and certain other fringe benefits according to a written agreement with or policy of the employer (TWC, 2013).The law states that employers must pay employees for all hours worked and these wages must be received by the employee no later than payday (TWC, 2013). If the employer lays off, discharges or fires an employee they mus t pay all wages owed to that employee within six calendar days of the date of separation (TWC, 2013). If an employee voluntarily quits or retires their final payment of wages is delinquent to them on the payday following the date of separation (TWC, 2013). If an employer violates the Texas Payday Law they may be fined the lesser of the wages claimed or $1,000 (TWC, 2013).To avoid violating this law Mr. Stonefield should make sure that employees are paid for all hours worked and that all wages due are paid to employees on time. The Age Discrimination in Employment Act applies to all employers that employ twenty or more employees (U. S. EEOC, 2008). The Act states that it is culpable to discriminate against a person because of his or her age with respect to any term, condition or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training (U. S. EEOC, 2008).Violating the Age Discrimination in Employment Act can cause the business to incur legal liability and require payment of large monetary judgments (Mayfair, n. d. ). Mr. Stonefield and his managers can avoid violating this Act by never taking a persons age or proximity to retirement into consideration when making decisions about hiring, firing, pay, benefits or promotions (HR Specialist, 2013). The in-migration Reform and Control Act of 1986 prohibits an employer from knowingly hire, recruit or refer for pay any person who is unauthorized to work in the United States (Boston University, n. d.). If an employer violates this law they can be fined from $100 to $1,000 and the fine is not just for the employer but also for each(prenominal) employee working for them illegally (Boston University, n. d. ). There is also the possibility of irons for employers that are deemed to show a pattern of violating this Act (Boston University, n. d. ). To avoid violating the Immigration Reform and Control Act Mr. Stonefield must verify the identity and employmen t eligibility of each employee he hires. He must complete and retain a complete INS Form I-9 documenting this verification (Boston University, n.d. ). Conclusion It is important that Mr. Stonefield and his management team understand that lug laws were passed in order to provide protection for both employees and employers. That is why the government puts so much emphasis on making sure organizations take them mischievously by enforcing the laws with strict consequences for noncompliance. Staying in compliance with these laws is not only important to avoid legal penalties but will also protect the business from gaining a negative public image that can be extremely damaging to their bottom line.

Different Approaches in The Wisdom of Teams

Jon R. Katzenbach is a director of McKinsey & Company, Inc., where he has served the senior executives of kick the bucketing companies for over thirty years. His experience includes make water with some(prenominal) public and private sector clients from the industrial, financial, and consumer industries. He has also served a variety of nonprofit institutions. He specializes in issues involving corporate governance, organization, and leadinghip.Douglas K. Smith is a former consultant at McKinsey & Company, Inc., who today is a leading commentator on organizational writ of execution and change.Simply, teams outperform people working alone. This is especially true when the performance requires triple skills, judgements, and experiences.Consultants or former consultants of large consulting firms wrote the Wisdom of Teams. The Wisdom of Teams authors have roots at McKinsey. A consulting firm ground out of Dallas Texas. The authors have spent capacious time working with teams, st udying them and are now using their books to impart that knowledge to those seeking to form, develop and facilitate victorious teams in their organizations. However, the two books manoeuver very different approaches.Teams are one of the catchwords of the 90s. And with them has come an explosion of literature telling us what teams are and what they are not how to create them, measure them, character them and empower them. A new vocabulary has emerged that distinguishes work groups from work teams, and self-directed teams from all other teams.Some of the essential lessons learned about teams and team performance are Teams do not arise without a perforce challenge that is meaningful to those involved. Real teams results will be greater if the leaders aim their sights on preference. Biases toward individualism cannot interfere with the teams goals.The Wisdom of Teams presents lessons learned from the success and failure of actual teams. The authors base their wisdom on in the flesh( predicate) experience along with extensive interviews conducted with 50 different businesses. Katzenbach and Smiths lessons are supported by case studies. Real teams are the focus of the book. According to Katzenbach and Smith, a original team is a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.These elements of a team purpose, performance goals, common approach to work and mutual accountability define what teams are and how they should be managed. Teams are distinguished from work groups in that the work they perform is collective as opposed to the sum of individual contributions, leadership roles are shared, and the team does real work together that result in a specific product or service being delivered. This distinction is important, because the focus of the book is on what teams are, what it takes to become a team and how to exploit the potential of suc cessful teams.The authors also present useful guidelines for determining when to use a team and when to use a work group. Teams are not presented as an organizational ideal. In fact, Katzenbach and Smith encourage looking at the organizations goals and policies to determine if a team or work group is the best choice. Their bias is that teams are worth the botheration where they support organizational goals. In their view, the potential of teams is unlimited and cultivating real teams is one of the best ways of upgrading the overall performance of an organization.Katzenbach and Smiths advice is simple, straightforward, and practical. They look at teams in an organizational context. Certain elements are critical to team success. The organization needs to have or develop a strong performance ethic. In other words, have clear purposes and performance standards need to be an important part of the organizations culture. According to Katzenbach and Smith, performance, not chemistry, shap es teams. Real teams emerge when the individuals in them take risks involving difference, trust, interdependence, and hard work.Making conflict constructive by developing ways to handle differences and concerns and molding them into common goals is when real teams emerge. The authors suggest achieving this by stimulateing urgency and clear direction in teams, selecting members based on skill balance, not personality, and with opportunities to learn from each other. Establishing clear start-up rules for behavior and seizing upon a few immediate performance-oriented tasks that are challenging but manageable also help teams develop. Spending lots of time together and giving positive feedback are key.The authors describe the senior counseling team as the hardest to establish they present this as a fact of organizational life that can be addressed. Their solution start by creating a strong senior management work group and go from there. Many successful organizations using teams have them. The authors are also realists. The difficulty teams may face such as leave out of management direction is described with suggestions for addressing them. Finally, and maybe most importantly, Katzenbach and Smith are optimists. They believe that most people are able to lead.Leaders need to depart guidance and give up control and most importantly believe in the team and put them first. It is that attitude, belief in the team, that is the most important trait of a leader. They conclude that a strong performance ethic leads to the pursuit of common performance results that benefit customers, shareholders, and employees. An overemphasis on any one area creates distortions that lead to turf battles and politics. Managers must demand and then relentlessly support pursuit of performance by teams. This clear simple model can easily be applied to any type of organization.All of this advice is offered while keeping jargon to a minimum. In fact, the book starts by acknowledging what we all know creating change in an organization can be difficult. Yet, The Wisdom of Teams provides simple strategies, to analyze organizational readiness, and alternatives that will get your organization closer to a real team environment. It outlines the fundamental principle elements of team and then offers techniques for sticking to them to achieve success. You do not need to be a process consultant to make teams work in Katzenbach and Smiths world. In addition, this is the books greatest strength.While the advice offered is good, the book could be much more concise and easier to read. Many of the points are redundant. This is a good book for the beginner, who wants to understand the issues.

Midterm report ISTD Essay

This project is designed to make an in-depth study and critical analysis of HR aspects in MedTek.Net India Pvt Ltd. At this point in the project, it keys about the progress we made in analyzing theR cooking aspects and the progress it made towards its goals describe obstacles (both internal& external) faced detail work accomplished and actions to be taken in the future. During the process of project, we got to know and notice lot many another(prenominal) interesting facts and points which ar re all(a) toldy important for the growth and success of the organization. It gave an opportunity for the HR surgical incision toaudit the entire HRD aspects of the organization in that respect by adding much value to way we operate. At the end of this project, all parties of the organization Management, employees, HR department ar eager to know more about the findings and improvements that we can make to the organization from the HRD prospect which can bring an leaping to the alliance when compared to our competitors in the market. Below pages of this report offers a brief description about the analysis and work we realize d single so far in this project.IntroductionWithin e precise organization, there is a need to manage learning in accordance with business indispensabilitys. A systematic approach in information and study always adds an edge to the performance of the organization in all means.ObjectiveObjective of this project is to do complete analysis on the down the stairs prep aspects, their performance push and recommendations for betterment of the organization.a) Human imagery Planning, cookery Policy, preparation Budget.b) Training Needs Assessment System.c) Training & other nurture Programmes and their military rank.d) Strategies for improving HRD activities in the Organization.With our analysis, findings & recommendations, our attempt is to grant viable propositions for betterment in the applicable areas of organization. In this process, we have collected all recorded data like policies, questionnaires, processes followed etc.and live data like inter ensures and iodin on one backchat with assorted employees of different departments and external data like market scenario, industry analysis etc.Project DesignWe have designed the project in to four phases.1. Collecting basic data and information related to all training aspects.2.Analyzing data, processes and drawing findings for their evaluation procedure.3. Evaluating the information and processes of various data analyzed.4. Recommending strategies for the improvement of HRD activities with the help of above in the organization.For any company, training and development is an important aspect which boosts continuous growth and success to the business. We have considered all external and internal components of the actual performance of the organization with respect to the pointed objectives set. Some of the components include absenteeism, work hours of the employees w.r.t their performance, performance of the software (IPAS Integrated Performance estimate System) which was initiated recently, employee hiring and job enrichment strategies used for retaining the existing employees, HRD activities practiced for long term growth of the organization etc.Project ImplementationWe started implementing the project by collating data spry(prenominal) from all sources. Simultaneously we started functional with people as well by circulating questionnaires and by conducting one on one discussion. Below ex imageation ordain give us a brief of what we have studied and analyzed in this process with the help of both data and people.HRD System Human Resource Planning, Training Policy, Training Budget. Human Resource PlanningAt MedTek.Net we measure the growth of business by the no of minutes and reports we process per year. Therefore our target of business growth lies in the same and accordingly we plan for resources to recruit per year, it includes both f reshers and experienced resources. MedTek HR planning for the period of 2012-2013 is pore on the below points to achieve during this sequence. Below points are analyzed after a detailed discussion with people in the company and after exit through the information/data which is all available.1. Work closely with management to reinforce the need for competitive compensation for individuals MedTek wishes to attract and retain.2. Investin nonrecreational development programs to improve leadership capabilities, job skills, and employee productivity.3. Identifying and attracting right talent at campus level thereby training and employing them in the organization accordingly.4. Develop comprehensive biography management tools, job enrichment strategies, and mentoring programs to help employees prepare for bran-new opportunities.5. Leverage technology to streamline HR service processes and improve access to employee information.6. Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate.Review of training policy & budgetAs MedTek.Net is a mid sized company they do not real have a fixed annual budget for training. The budget varies as per the requirement and situation of the company although getting approved preceding by management. But, with in the limitation HR department tried to encompass the training programs which align the companys goals and objectives of employee development. Some of the cost effective measures which got imparted in the training budget are 1. Finding trainers with in the organization wherever it is necessary and possible. 2. Imparting self learning techniques for the employees which not single reduces cost yet also helps employees to work on their skills by focusing on their weaknesses and strengths. 3. Encouraging the technique of cross-train employees at work place. This technique really worked at MedTek as employees showed dandy interest to share their knowledge. It is happening in this way 2nd level employees train 1st level employees and 2nd level employees depart get clever by their above level i.e. 3rd level employees and vice-versa.Keeping in view of budget constraints and business requirements training policy of Medtek for the year 2012-13 aims to ensure that1. whole new members of staff receive an trigger training programme that achieves the common company induction standards. 2. Company invests in training that helps to meet its goals of providing a timber service, which are achieved by increasing the knowledge and skills and competencies of its staff to meet the needs of quality service standards set. 3. All staff hasan annual appraisal which, amongst other matters, reviews all training undertaken and sets goals for the coming year based on the individual training needs assessment. 4. All staff are provided with an annual personal training file, which they will keep. In the file they include details of all training academic sess ions that they attend. The file should also contain a personal development plan filled in at the same time as the appraisal. The personal development plan contains details of any training opportunities that the member of staff seeks to pursue during the year.At MedTek, Training policy and Training budget got framed by keeping in view of companies annual HR planning and business growth. Keeping in view of companies strengths and weaknesses these three components got designed and in the continuous process slight deviation(more or less) is always there to align with industry and market changes and requirements. analysis on Training needs Identification and Assessment process Up on detailed analysis and review Training Identification & Assessment process at MedTek normally happens by following the below steps1. Data Gathering One on One discussion with Managers/ Supervisors/ employees, performance Mgmt software, knowledge/ skill test to the employees, questionnaires etc. 2. Post assessi ng the need, HR department designs a module defining the purpose of the need, target group, resource person and the deliverables. 3. Defining the deliverables and methodology to measure the deliverables are very critical while identifying the need. 4. Training Need Validation After identifying the list of training needs, the same will be listed and discussed with functional chiefs of all departments. During this exercise, the relevance of individually training need with the forthcoming financial year and the business requirement to be validated. 5. Training Need Prioritization The training needs identified will be then categorized as high impact and low impact / high cost and low cost. 6. The deliverables of the training needs which may likely to score advanced Impact on the business with Low Cost will be abandoned first priority. The training needs with High Impact and High Cost will be given 2nd Priority and the training needs with Low Impact and Low Cost will be given 3rd Pr iority.Review and analysis of 2012-2013 annual Training programs planned & conducted The training programs conducted on continuous basis for the year 2012-2013 at MedTek.Net are mentioned as below1. Induction for new joinees- Technical Training, Behavioral Training, HR induction. 2. Technical Training To all employees designation wise for knowledge and skill improvement. 3. Management Development Sessions Workshops for the existing managers and potential employees who are identified for promotions. 4. Soft skills and Personality Development Training programs For the identified team members of different departments. 5. Sponsoring some training workshops for the identified team members which were conducted removed the company premises.T&D activities which left impact towards improvement & development of both the parties i.e. employees & the organization.EmployeesEntry Level Employees at entry level got highly benefited with induction training program as it includes both soft skill s, technical and company policies related training. The best part of this training is each employee after training session will be associated with one senior employee as their mentor for 1 month and on-the job assistance/training will be given to them gutter they get accommodated with the work life at MedTek. It is the responsibility of the mentor to make the new employee comfortable and feedback from the new employee at the end of the mentorship will be taken and will be added to the performance points of the senior employee. This process got succeeded and is yielding some great results so far.Mid LevelTechnical Training and personality development programs are popular in this segment of employees at MedTek. Providing mentorship to new employees is also popular as it inculcates self learning process and adds performance points. Proof Readers and fictional character Controllers generally comes in to the segment of mid level employees at MedTek. They need high technical knowledgean d skill as they are answerable for the last-place delivery of report to the clients. Therefore self learning technique and technical training plays a great role for their knowledge and skill improvement.Supervisors and ManagersManagement Development sessions which got conducted at both indoor and outdoor left a in sight impact in their skill development. In the company where stress and pressure rules, these sessions helped a lot for the managers and supervisors to handle the team members and stress.OrganizationAs an organization MedTek is able to see advantages in various ways as below Performance of new recruits got improved and are delivering their full capacity of performance. Quality standard got improved and are getting some exhaustively satisfaction mails from the clients about the quality and lace (Turn Around Time). Management sessions helped the organization to polish and train the employees who are identified to elevate for the next level mgmt positions at different l evels.Overall on a note of conclusion, training programs which got implemented are able to deliver clear return on investment for both employees and organization. The success rate is clearly visible and is encouraging for both HR department and management to continue the training programs in a more effective manner for the growth of organizationAnalysis of T&D evaluation techniques up on which the organization is relying in terms of measuring the outcomes of the T & D programs implemented & planned. At MedTek, training evaluation is done keeping in view of five main elements as mentioned belowSatisfaction and participant reaction, with the help of questionnaires and random one on one discussion. MedTek, also has internal portal where the participants can post their feedback wrt training sessions attended. Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are conducted very often in the office premises.Behavioral application This can be ascertained eventually and often immediate supervisors or mentors are responsible for recording any change in their behavioral aspects during the course of time. Return on investment (ROI) Each individual performance in terms of change magnitude in number of minutes they process can be considered to evaluate ROI. Measurable business improvement Improvement in all four parameters jointly contribute towards business improvement.Keeping in view of the above five elements, below mentioned evaluation techniques are often used at MedTek.1. Kirkpatricks training evaluation model.2. Robert O Brinkerhoff- The Success Case method3. The IPO model (Input, Process, Output)4. Jack Philips Return On InvestmentHR department pick a combination of one or two from the above models for evaluation process and the evaluation process happen in 3 phases Pre Training, During the training and Post Training. Results of training evaluation are submitted to senior management and some points of evaluation a re accessible to employees as well through portal.Project outputsManagement of MedTek.Net is very acuate about this project as it gives an opportunity to analyze the entire process of T & D processes we have been conducting every year. It gave an opportunity to observe, compare and study T&D processes and systems other competitors are practicing in the industry. Below are few outputs so far turned up in the project. 1. Because of budget constraints they have challenges in hiring the nos they require and this could effect the effective HR planning. HR department need to come up with some new strategies to fulfill the requirement of manpower with in the budget. MedTeK HR department was able to succeed so far but, in order to survive for long term they have to plan some strong strategies which can help them for some good no of years. 2. Employees at MedTek are happy with the training programs going on in the company when compared to some of the fellow companies from the same industry. 3. The challenge for bothemployees and HR dept is volume fluctuation.The amount of work that they get on any day is often displace and this could really affect the training schedules planned. For HR dept it is a challenging task, as they need to make the employees still connect with the training programs and need to constantly trip them on this regard. 4. Management wants cost effective hiring or less hiring with out increasing operational costs but operations team demands more head count. 5. So far during the project, we have observed that support departments of the organization like Finance & Accounts, Admin, IT help desk are not getting their fair share of training as the always got mobbed up with work and they are the most stressed out team members in the organization. 6. Post evaluation after evaluating employees performance periodically it is really becoming tough for the HR department to plan for successive training programs for the employees those who are in need of becau se of the tight work schedules. 7. Time and gold are the game players at MedTek when it comes to T&D activities. Both management and employees see the value addition of T&D activities but they want it to be done with in the time frame and budget so that these activities would not affect work and budget stretch.Key Issues addressed1. As we have observed above both management and employees shows interest towards T&D activities but with in the time frame and budget. On this regard, HR department had a discussion with Management about the long term benefits of T&D activities and tried to enlighten them how and what kind of remarkable changes it can bring to the improvement of business in a more effective manner. 2. HR department also highlighted the importance of hiring few more team members for support teams like Accounts & Finance, admin, IT helpdesk etc and advantages of training them in them which can bring a spearhead change in the way they are operating so far. 3. As it is emerge ncy the temporary or time being strategy for hiring after discussing with managers and senior level mgmt, HR dept gave the options as below.a. Providing more work from home options there by reducing operational costs and paying salary as per the performance i.e. no of minutes processed per month by a resource. b. Recruiting and training freshers and making themready by the time projects comes in as per the business forecast (In health care industry freshers usually get paid only after completing the training). c. Encouraging and motivating existing employees for processing more no of minutes and paying incentives for the extra minutes they process. 4. But, for many concerns at MedTek, hiring more team members is the single answer. But considering the concerns of budget, market conditions and business growth plans, MedTek has to consider the plan of hiring in slow pace (for experienced) and hiring freshers at good number and making them job ready with in the short period which really cuts the budget to a greater extent.Impact of the Project1. The project did really give us enough reason to actually audit entire HRD aspects of the organization which we delayed because of some noted business reasons. 2. It throws light on many aspects which we need to work on for the betterment of both organization and employees success. 3. We are able to clearly figure out the strengths and weaknesses from HR point of view and started working on them in no time.Future Direction of the projectWe are in the final & crucial phase of completing this project. It will take mates of weeks to draw the final and more detailed analysis of the entire work we have done so far during this project tenure. We are left with fraction D analysis which has been carrying out simultaneously and will be finished at the earliest. With the support of my guide we can submit the final version by the 3rd week of October.

A Rationale for teaching the Foundation Subjects within Early Years and Primary Education

The fundamental grounding for the inclusion body of arse cogitations in spite of appearance early years and indigenous direction might not be immediately appargonnt, particularly for first year students considering towards commensurate instructer status. This bear witness pull up s apportions, therefore, unfold the reasons for this inclusion whilst including specific reference to the enclosure of narrative didactics method.The National class (NC), introduced in 1988 and before long undergoing revision, consists of the core subjects English, math and science compulsory at completely pigment stages, and the foundation subjects art, design technology (DT), geography, account statement, information and colloquy technology (ICT), modern foreign languages (MFL), music, personal, social and health preparation (PSHE) and physical education (PE) roughly of which are compulsory at adept or much(prenominal) of the key stages (DfE, 2013).It is also important to comm end that ghostly Education is included at bottom the basic course of instruction and is leg altogethery bound to be taught, that children toilette forego the subject at their rise ups request. Since 2008 the proto(prenominal) geezerhood theme Stage (EYFS) has become integrated within all told childcare picturers, except m other(a) and toddler groups, nannies and short-term crches, and covers the welfare and development of children (BBC). This essay will not only expose a rationale for the inclusion of foundation subjects in both(prenominal) the EYFS and NC, but also examine how news report is highly-developed into childrens acquisition through both stages.Boys and Spink (2008) moot the foundation subjects and RE have the potential to be the most powerful, most meaningful and most applicable areas of education for all finders (p. xii). Hoodless (2008) develops this further with level, stating the most signifi keistert reason for teaching history in primary coil i nstills is that it motivates children and captures their imaginations (p. 2). Both statements reflect on the importance of teaching history and other foundation subjects, yet focuses on extra-curricular benefits. narrative merchantman lead to to a greater extent cross-curricular golf links and it has been suggested by Davies and Redmond (1998) that teaching history in isolation would be a horrible waste of universal discipline (p. 39). Looking at judgment of conviction-lines in history mickle help to develop mathematical skills, whereas art after part be pulled in by the associations with evanesceing or painting ancient artefacts. Fines (2013) also believes in the importance of history overdue(p) to its cross-curricular abilities, he says history can contribute to acquisition across the whole spectrum of the broadcast and does so effectively (p.6).As a core subject, mathematics is something that, when applicable, should always be integrated into a childs diddleing. How ev er so, as a foundation subject itself, art is a skill which helps to develop childrens creativity and imagination, therefore making art a worthful attribute that should be included when possible. Furthermore, childrens art execution is often used as displays within schooldayss this way of celebrating hold up is a great way of pomposity childrens confidence as well as giving them a sense of reward.This is vital for motivation, earnestness and inspiration which will uphold children to get involved in further study and therefore learn more effectively (NASP, 2003). The NC is currently undergoing revision, due for implementation into schools in September 2014. Government says the review comes from the emergency to catch up with the military personnels best education systems. Prime Minister, David Cameron says this revolution in education is vital for the countrys economic rankness and that it should be written by experts and not restricted to ministers personal prejudices (BB C, 2013).According to The shielder (2013) changes will be obtain across the Key Stages (KS). However, it claims that for KS1, history will not differ excessively much from the previous NC and that the more noticeable changes are in KS2. Both Key Stages will cast a new air in the importance of chronological understanding. This is a result of the 2011 Ofsted report in which it states although pupils in primary schools for the most part had good knowledgetheir chronological understanding and their ability to remove links across the knowledge they had gained were weaker (p. 5).Ofsted (2011) claimed that this was due to many primary instructors not having adequate subject knowledge (p. 4). This developed the need for the curriculum to agree that pupils theatre an overview as well as in-depth topics. The old curriculum (2000) states that pupils should be taught the knowledge, skills and understanding through a local history study three British history studies a European history study a beingness history study (p. 106). Whereas the Programmes of Study for the revised curriculum (2013) shifts towards how history fits together and how events from one time period can affect another, maintaining thatteaching should combine overview with in-depth studies to move on pupils understanding on chronology (p. 3).In Ofsted-registered settings, children from deport to 5 years old work towards the EYFS as contradictory to the NC. With regards to history, much of what this age range will learn comes from the Knowledge and Understanding of the World aspect of the Early breeding Goals. It is expected that by the eradicate of the foundation stage, children will talk about past and pitch events in their own lives and in the lives of family members (DfE, 2012, p.9) The EYFS understands that it would be unrealistic for such little children to fully comprehend the define body of factual information that is history, however a development of finding out about changes an d enactment of time is not (OHara and OHara, 2001, p. 18). on that point are many story books that can reveal to young children a language that identifies a pattern of long ago. Stories such as When Grandma Was unsalted (Humphrey, 2000), Elmer and Grandpa Eldo (Mckee, 2001) and My Granny is a brigand (Mcdermid and Robins, 2012) can invoke cheer with early years children and invigorate them to become inquisitive about the past.It has been suggested that time means nothing to young children. However acquisition to involve and answer questions through story rendition will intensify their concept history. Therefore continuing to do so through the Early Learning Goals will prepare children, entering at primary level, to deem the importance of history (Lunn and Bishop, 2004). It is important to remember to children do not stop accomplishment history when they civilisation their time at primary school. retained secondary schools follow the NC which maintains that all childre n will continue to learn history by means of the KS3 History Programmes of Study (2013).Therefore it is important to prepare children for more challenging and very(prenominal) history learning. New topics shall be introduced so it is important children have the skills to identify significant events, make connections, draw contrasts, and analyse trends (p. 72). It is, furthermore, defined that pupils will quest for historically valid enquiries including some they have framed themselves (p. 72). This indicates towards children adequate independent critical thinkers, a valuable quality to have in adult life, this alone is a fundamental reason for the inclusion of history in the NC (DfE, 2013).Hoodless (2008) believes that history offers a range opportunities to overcome barriers in learning, with specific reference to gender, class and ethnical and cultural backgrounds. She believes that there are many ways to teach history to make it comprehensive to everyone and says that inclus ive practise involves treating each individual with respect, included them equally in whatever is taking place and responding appropriately to their different needs (p. 140). She argues that history education can grant individuals in different ways because of the many approaches and strategies used to teach it.For example, a child who struggles to read can be given visual sources to concern their learning rather than long pieces of text, thus benefitting the child more (p. 135). Another underlying reason for teaching history is because of the opportunities it can give to children from minority ethnic and cultural backgrounds. Although sensitivity must be empathised, apply cases of past civilisations to stimulate an identification of how prejudgments, such as racism, sexism or any other type of discrimination, arose can then contribute to eliminating them (p.139).Boys and Spink (2008) expands on this by proposing that the history curriculum should be culturally relevant to all pu pils (p. 71). The United estate has become a diverse multicultural society over the years. Consequently, Boys and Spink (2008) suggest that the NC study unit Britain since 1948 provides an opportunity to explore the Commonwealth immigration (p. 71). Exploring such a topic will provide children with an understanding of different cultures arrivals into the United Kingdom which they might otherwise not ever be educated on.As part of the Professional Standards for qualified teacher status (QTS), teachers are expected to demonstrate that they are able to plan opportunities for children to learn in out-of-school environments (DfE, 2013, p. 8). Such settings as, museums, theatres, school visits, fieldwork and employment-based locations can all be used as a means for enriching childrens learning. From birth children are trying to make sense of their multi-sensory environment, making them active learners. To limit childrens learning to the classroom would be a bleak waste of the valuable r esources that are on offer to enhance their education.Out-of-school learning helps to develop skills including decision-making, group work and critical thinking, all of which are key attributes to have. Hoodless et al. (2003) takes this further by saying that the sensory experiences help all kinds of learner to remember and learn from the locality and its inhabitants (p. 136). Outside learning can be restricted to the schools boundaries or the close localities and still offer the said(prenominal) benefits. The school itself can be canvass for design elements that can be analysed to identify the age of the mental synthesis.Taking a short walk out the school grounds can provide a wealth of people, building and landscapes that children can learn from. It is important to remember, however, the gamble assessments that need to be carried out in sound out for these events to take place. In many cases consent from the parent will need to be given in wander to take children out of scho ol. It is also necessity to prepare clearly structured learning objectives in order to achieve greatly from out-of-school learning and make the most of the time dedicated to such pedagogy (Hoodless, 2003, p.137-140).Furthermore, with the threatened return of rickets in children recently, giving them more chances to study outside could prevent this. The telecommunicate (2013) reported that the increase has come from children expending too much time indoors on computers and turn consoles which is why incorporating outdoor study into childrens learning will benefit them entirely. Finally, multiple reviews of the foundation subjects within the curriculum only reflect on the commitment for enriching childrens learning that government have (Boys and Spink, 2008, p.xii). Foundation subjects determine cross-curricular and out-of-school learning, making them more appealing and beneficial for children. Additionally, Johnston (2002) talks of how young children in the EYFS develop knowled ge of how the gentleman works by exploring the world around them. She says the wider their informal experiences, the broader and deeper will be their understandings (p. 24). This suggests that the integration of foundation learning within the EYFS is the source of childrens initial understanding of the world they live in.The need to develop a sense of history learning in the EYFS has been addressed by looking at the importance of invoking interest about the past. Furthermore, Ofsted (2011) found that history was a popular and successful subject, which many pupils enjoyed (p. 5). This statement alone could be the rationale for teaching history in primary schools. A subject that can captivate students and encourage them to learn more is an underlying reason for that subject to be taught.A Rationale for teaching the Foundation Subjects within Early Years and Primary EducationThe underlying basis for the inclusion of foundation subjects within early years and primary education might no t be immediately apparent, particularly for first year students studying towards qualified teacher status. This essay will, therefore, unfold the reasons for this inclusion whilst including specific reference to the enclosure of history teaching.The National Curriculum (NC), introduced in 1988 and currently undergoing revision, consists of the core subjects English, mathematics and science compulsory at all key stages, and the foundation subjects art, design technology (DT), geography, history, information and communication technology (ICT), modern foreign languages (MFL), music, personal, social and health education (PSHE) and physical education (PE) most of which are compulsory at one or more of the key stages (DfE, 2013).It is also important to remember that Religious Education is included within the basic curriculum and is lawfully bound to be taught, however children can forego the subject at their parents request. Since 2008 the Early Years Foundation Stage (EYFS) has become integrated within all childcare providers, except mother and toddler groups, nannies and short-term creches, and covers the welfare and development of children (BBC). This essay will not only demonstrate a rationale for the inclusion of foundation subjects in both the EYFS and NC, but also examine how history is developed into childrens learning through both stages.Boys and Spink (2008) believe the foundation subjects and RE have the potential to be the most powerful, most meaningful and most relevant areas of learning for all learners (p. xii). Hoodless (2008) develops this further with history, stating the most significant reason for teaching history in primary schools is that it motivates children and captures their imaginations (p. 2). Both statements reflect on the importance of teaching history and other foundation subjects, yet focuses on extra-curricular benefits.History can lead to many cross-curricular links and it has been suggested by Davies and Redmond (1998) that teach ing history in isolation would be a horrible waste of universal discipline (p. 39). Looking at time-lines in history can help to develop mathematical skills, whereas art can be pulled in by the associations with drawing or painting ancient artefacts. Fines (2013) also believes in the importance of history due to its cross-curricular abilities, he says history can contribute to learning across the whole spectrum of the curriculum and does so effectively (p.6).As a core subject, mathematics is something that, when applicable, should always be integrated into a childs learning. However, as a foundation subject itself, art is a skill which helps to develop childrens creativity and imagination, thus making art a valuable attribute that should be included when possible. Furthermore, childrens art work is often used as displays within schools this way of celebrating work is a great way of boasting childrens confidence as well as giving them a sense of reward.This is vital for motivation, e nthusiasm and inspiration which will encourage children to get involved in further learning and therefore learn more effectively (NASP, 2003). The NC is currently undergoing revision, due for implementation into schools in September 2014. Government says the review comes from the need to catch up with the worlds best education systems. Prime Minister, David Cameron says this revolution in education is vital for the countrys economic affluence and that it should be written by experts and not restricted to ministers personal prejudices (BBC, 2013).According to The Guardian (2013) changes will be welcome across the Key Stages (KS). However, it claims that for KS1, history will not differ too much from the previous NC and that the more noticeable changes are in KS2. Both Key Stages will see a new stress in the importance of chronological understanding. This is a result of the 2011 Ofsted report in which it states although pupils in primary schools generally had good knowledgetheir chron ological understanding and their ability to make links across the knowledge they had gained were weaker (p. 5).Ofsted (2011) claimed that this was due to many primary teachers not having adequate subject knowledge (p. 4). This developed the need for the curriculum to ensure that pupils study an overview as well as in-depth topics. The old curriculum (2000) states that pupils should be taught the knowledge, skills and understanding through a local history study three British history studies a European history study a world history study (p. 106).Whereas the Programmes of Study for the revised curriculum (2013) shifts towards how history fits together and how events from one time period can affect another, maintaining thatteaching should combine overview with in-depth studies to aid pupils understanding on chronology (p. 3). In Ofsted-registered settings, children from birth to 5 years old work towards the EYFS as opposed to the NC. With regards to history, much of what this age range will learn comes from the Knowledge and Understanding of the World aspect of the Early Learning Goals. It is expected that by the end of the foundation stage, children will talk about past and present events in their own lives and in the lives of family members (DfE, 2012, p.9)The EYFS understands that it would be unrealistic for such young children to fully comprehend the defined body of factual information that is history, however a development of finding out about changes and passage of time is not (OHara and OHara, 2001, p. 18). There are many story books that can reveal to young children a language that identifies a concept of long ago. Stories such as When Grandma Was Young (Humphrey, 2000), Elmer and Grandpa Eldo (Mckee, 2001) and My Granny is a Pirate (Mcdermid and Robins, 2012) can invoke interest with early years children and inspire them to become inquisitive about the past.It has been suggested that time means nothing to young children. However learning to ask and answe r questions through story reading will enhance their concept history. Therefore continuing to do so through the Early Learning Goals will prepare children, entering at primary level, to appreciate the importance of history (Lunn and Bishop, 2004). It is important to remember to children do not stop learning history when they finish their time at primary school. Maintained secondary schools follow the NC which maintains that all children will continue to learn history by means of the KS3 History Programmes of Study (2013).Therefore it is important to prepare children for more challenging and precise history learning. New topics shall be introduced so it is important children have the skills to identify significant events, make connections, draw contrasts, and analyse trends (p. 72). It is, furthermore, defined that pupils will pursue historically valid enquiries including some they have framed themselves (p. 72). This indicates towards children becoming independent critical thinkers, a valuable quality to have in adult life, this alone is a fundamental reason for the inclusion of history in the NC (DfE, 2013).Hoodless (2008) believes that history offers a range opportunities to overcome barriers in learning, with specific reference to gender, class and ethnic and cultural backgrounds. She believes that there are many ways to teach history to make it inclusive to everyone and says that inclusive practise involves treating each individual with respect, included them equally in whatever is taking place and responding appropriately to their different needs (p. 140). She argues that history education can reach individuals in different ways because of the many approaches and strategies used to teach it.For example, a child who struggles to read can be given visual sources to aid their learning rather than long pieces of text, thus benefitting the child more (p. 135). Another underlying reason for teaching history is because of the opportunities it can give to childre n from minority ethnic and cultural backgrounds. Although sensitivity must be empathised, using cases of past civilisations to stimulate an identification of how prejudgments, such as racism, sexism or any other type of discrimination, arose can then contribute to eliminating them (p.139).Boys and Spink (2008) expands on this by proposing that the history curriculum should be culturally relevant to all pupils (p. 71). The United Kingdom has become a diverse multicultural society over the years. Consequently, Boys and Spink (2008) suggest that the NC study unit Britain since 1948 provides an opportunity to explore the Commonwealth immigration (p. 71). Exploring such a topic will provide children with an understanding of different cultures arrivals into the United Kingdom which they might otherwise not ever be educated on.As part of the Professional Standards for qualified teacher status (QTS), teachers are expected to demonstrate that they are able to plan opportunities for children to learn in out-of-school environments (DfE, 2013, p. 8). Such settings as, museums, theatres, school visits, fieldwork and employment-based locations can all be used as a means for enriching childrens learning. From birth children are trying to make sense of their multi-sensory environment, making them active learners. To limit childrens learning to the classroom would be a shameful waste of the valuable resources that are on offer to enhance their education.Out-of-school learning helps to develop skills including decision-making, group work and critical thinking, all of which are key attributes to have. Hoodless et al. (2003) takes this further by saying that the sensory experiences help all kinds of learner to remember and learn from the locality and its inhabitants (p. 136). Outside learning can be restricted to the schools boundaries or the close localities and still offer the same benefits. The school itself can be studied for design elements that can be analysed to identify t he age of the building.Taking a short walk out the school grounds can provide a wealth of people, building and landscapes that children can learn from. It is important to remember, however, the risk assessments that need to be carried out in order for these events to take place. In many cases consent from the parent will need to be given in order to take children out of school. It is also essential to prepare clearly structured learning objectives in order to achieve greatly from out-of-school learning and make the most of the time dedicated to such pedagogy (Hoodless, 2003, p.137-140).Furthermore, with the threatened return of rickets in children recently, giving them more chances to study outside could prevent this. The Telegraph (2013) reported that the increase has come from children spending too much time indoors on computers and gaming consoles which is why incorporating outdoor study into childrens learning will benefit them entirely. Finally, multiple reviews of the foundati on subjects within the curriculum only reflect on the commitment for enriching childrens learning that government have (Boys and Spink, 2008, p.xii).Foundation subjects influence cross-curricular and out-of-school learning, making them more appealing and beneficial for children. Additionally, Johnston (2002) talks of how young children in the EYFS develop knowledge of how the world works by exploring the world around them. She says the wider their informal experiences, the broader and deeper will be their understandings (p. 24). This suggests that the integration of foundation learning within the EYFS is the source of childrens initial understanding of the world they live in.The need to develop a sense of history learning in the EYFS has been addressed by looking at the importance of invoking interest about the past. Furthermore, Ofsted (2011) found that history was a popular and successful subject, which many pupils enjoyed (p. 5). This statement alone could be the rationale for te aching history in primary schools. A subject that can captivate students and encourage them to learn more is an underlying reason for that subject to be taught.

14th Amendment

More often than not, virtu exclusivelyy Ameri crappers vista upon the constitution as the guiding light of our country. Recent events occurring in our soilal election no interrogation prove that. There atomic number 18 m some(prenominal) important amendments to our Constitution regarding our rights as citizens and the delegation of powers to branches and states. However, I look at that the fourteenth amendment is the most important to our constitution. When the 14th Amendment was ratified in 1868, it put a whole new-fangled spin on our Constitution, far surpassing the importance of any amendment before it or sense.There are several crucial unconditional rights that are granted to everyone in the preamble of the Constitution. They are the rights to life, liberty, and property. We are overly guaranteed a fair and due process of the rectitude as stated by the 5th amendment. This brings our nation more closer to total tinctity than ever. Even though there will always be discrim ination, this amendment will allow us to be protected under the law, so that wherever we are in our country, we will be protected and have the same rules applied to us that will effect our primitive rights.These unconditional rights, reaffirmed by the 14th amendment, are the core structure behind our Constitution. The 14th Amendment also helps come on strong centralized government. By limiting the states power, this amendment gives more power to the federal branch of government. This in enlistment strengthens the power of congress as well. Strengthening America with a better range in which it can affect its citizens is priceless to our country. By treating all the states equally, this amendment helps bring the states of this nation together.One of the great qualities about this amendment is that it grants many freedoms to the states and as the country as a whole. Without the 14th Amendment, none of us would be guaranteed the rights stated in the other Amendments. Section 1 of the 14th amendment states that No state shall make or enforce any law, which shall abridge the privileges or immunities of citizens of the joined States. This ensures that any and all citizens are free from unconstitutional state or local actions. It is hard to appreciate how life would be if the states could take away freedoms and fundamental rights as they wished. each(prenominal) of our rights stated in the Constitution would then become frivolous, because the states would then simply dictate or distort our so-called rights. The 14th Amendment recognizes and discusses the most important right amongst our masses in this country who has the right to be a citizen. Section 1 of the 14th Amendment grants all people born or naturalized in the United States citizenship. Although the Constitution states that all men are created equal, before this amendments passage, only white landowners were considered citizens.Many minorities and people without a land title were not protected under the Constitution. The United States places the values of equality and equal protection high on the social ladder. The ratification of the 14th Amendment guaranteed equal protection under the law of all citizens. Although some argue that the 1st Amendment is more pivotal in providing privileges, without the 14th Amendment, many of the residents of the United States would not be granted the benefits of the 1st Amendment. Based on the evidence presented, the 14th Amendment is, without a doubt, the most important amendment to our Constitution.Without this Amendment, all of the other amendments would most likely be corrupted by the states we live in. The 14th Amendment is a symbol of freedom that America has given us as citizens. It was given to us not only help protect ourselves, but also to help build and bring together all of our Constitutional rights, and without this amendment, those freedoms as we know today might not have existed. That is why I commit that the 14th amendment is the m ost important and vital amendment to our great Constitution.

Education and Louisiana Content Standards Essay

The word comes from the Latin word currere which means the cart track to be run. It contains the courses of study that a student has to complete successfully to obtain a degree certifying competence. (It is the What and commandment is the How) In K-12 educates, it also contains the standards and benchmarks for severally of the courses of study. Students must successfully complete the benchmarks in order to complete the course. In this new age, those benchmarks are measured by the Louisiana Educational Assessment Plan (LEAP).During the 1920s, the definition of platform as trail experiences was developed by progressive educators to emphasize the quality of experiences. What children learn in direct is wider than what goes on in the classrooms. It includes experiences in hallways, the cafeteria, playground, etc. These experiences cannot be separated from the responsibility of educators. There are quintet types of course FORMAL- The formal curriculum is the intended curriculum, explicit, overt, and written.It includes the planned and advertised menu of courses, the content of those courses, the catalog descriptions, and the unfluctuating public activities included in those courses. You allow for find this in the Louisiana subject matter Standards and Benchmarks and the Grade take Expectations (GLEs). INFORMAL-The informal curriculum is also intended, but not explicit or written. This includes such things as citizenship, manners, and kind skills and is influenced by the teacher and his or her educational philosophy.It is reflected in the classroom and is often found in the rules and procedures that a teacher implements. It is also evident in the methodologies chosen by a teacher. For example, I have a strong belief in learning styles in that respectfore, in face-to-face classrooms, I include a cover of hands-on activities for students to participate and engage in. Also, I include activities that involve lots of student interaction. HIDDEN- The hidden curriculum is the covert, or implicit, implied by the very structure of the school buildings. It is learned by exposure of living inthe environment. It is characterized by the reward systems, physical plan of the school, furniture arrangement, etc. When you look at a school, is there a trophy case for sporting events, but not academics? Are classes dismissed every Friday, sixth or 7th period, for a pep rally? If so, that school would value athletics over academics. As you look at the structure of the school, is there a computer room, or is technology evident in every classroom? Are teachers allowed to attend professional development activities during the school day?All these things will provide information about the hidden curriculum of the school. Hidden curriculum is researched by critical theorists. NULL-The nil curriculum is what is left out, not attended to, or taught. What is missing from your school, or even the Louisiana Content Standards and Benchmarks? Does the school em brace diversity, or just say it does? EXTRA-The extra-curriculum includes those activities that are structured by the teachers and administration. If a school has a football team, a basketball team, track team (etc.) but no history club, Spanish club, math club (etc. ), hotshot might infer that athletics are valued more than academics. If the school has a basketball team and track team and also has National Honor Society, Future Farmers of America, (etc. ), one would infer that all learnings are valued. What is the kind between Formal Curriculum and Hidden Curriculum? What is the relationship between Formal Curriculum and Informal Curriculum? How do all forms of curriculum relate to each other curriculum?