Exploring Disparities Between Teachers Expectations And...

In the research paper, Exploring Disparities Between Teachers’ Expectations and the Realities of the Educational Profession, Sunddip Panesar talks about first year teachers’ expectations before teaching and then the realties of the classroom. She also asks what factors are influencing their decision to stay or leave the profession. For her research she went to three schools in the school district of British Columbia, Canada in search for first year teachers. From those schools she chose 20 first year secondary teachers to interview for his study. When it came time to the interviews each person interviewed was greeted the same way and read the same questions, the only differences were the places and times of the interviews. The questions asked were opened ended which means that the participants could answer them any way they preferred. After each interview was completed they were reviewed and analyzed to group into themes. At the end they were grouped into eight m ain themes. The eight themes consist of Love for the Profession, Rewarding Career, Disconnect Exists, Student Learning, Preparation Programs, Practical Elements, Burdensome Workloads, and Stress and Burnout. The Love for the Profession talks about what/who influenced the first year teachers to become teachers in the first place and why. The second theme Rewarding Career is described as teaching influencing students to become more productive inside and outside the classroom. Disconnect Exists theme is aboutShow MoreRelatedResearch Paper Marketing Plan12383 Words   |  50 Pagesin rural areas of Ohio an opportunity to advance their education. Utilizing remote viewing technology, these students pursue one of the newest MSN concentrations aimed at vertical integration and improved patient care. Despite this innovative educational format, Xavier University’s School of Nursing has not been able to meet grant specifications mandating that they enroll 20 new students each year . This marketing plan is designed to help the Xavier University’s School of Nursing to more effectivelyRead MoreProject Report on Employee Attrition14600 Words   |  59 Pagesformer staff with a positive view of the organisations When do employees leave? ïÆ'Ëœ 3/4 of our survey respondents had left their last organisations with less than three years service. Why do employees leave? A significant difference was established between what employers assumed were key causes of turnover, and the actual reasons employees gave for leaving. Employers largely failed to take into account the importance of providing opportunities for development for their employees. This was three timesRead Morepreschool Essay46149 Words   |  185 Pagesare available for sale from the California Department of Education. For prices and ordering information, please visit the Department Web site at http://www.cde.ca.gov/ re/pn or call the CDE Press Sales Office at 1-800-995-4099. An illustrated Educational Resource Catalog describing publications, videos, and other instructional media available from the Department can be obtained without charge by writing to the CDE Press Sales Office, California Department of Education, 1430 N Street, Suite 3207Read MoreOrganisational Theory230255 Words   |  922 Pagesfor getting to grips with the field of organization theory. Dr Martin Brigham, Lancaster University, UK McAuley et al. provide a highly readable account of ideas, perspectives and practices of organization. By thoroughly explaining, analyzing and exploring organization theory the book increases the understanding of a field that in recent years has become ever more fragmented. Organization theory is central to managing, organizing and reflecting on both formal and informal structures, and in this respectRead MoreLibrary Management204752 Words   |  820 Pages36 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 3—Change—The Innovative Process . . . . . . . . . . . . . . . . . 41 Factors Promoting Change . . . . . . . Empowerment—An Agent of Change Paradigm Shift—Myth or Reality . . . Organizing for Change . . . . . . . . . . . Diagnosing Change . . . . . . . . . . . . . Libraries as Open Systems . . . . . . . Resistance to Change . . . . . . . . . . . Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Read MoreBohlander/Snell-Managing Hr24425 Words   |  98 Pagesusing this flexible structure, a transnational provides autonomy to independent country operations but brings these separate activities together into an integrated whole. For most companies, the transnational form represents an ideal, rather than a reality. However, companies such as Ford, Unilever, and Shell have made good progress in restructuring operations to function more transnationally.2 Managing Human Resources, 14e, Bohlander/Snell -  © 2007 Thomson South-Western 642 PART 6 ExpandingRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 Pagesa standard applicant at Harvard Business SchooL We encourage you to bear in mind that your profession is not what makes the essay special. What makes you special is how you make the big (or small) decisions in life and how they have led to your growth. The only common strain in the successful essaysis that applicants have clearly xi Introduction described why each experience is challenging, educational, and transformationaL We hope this book motivates you to write great essays by revealing whoRead MoreOverview of Hrm93778 Words   |  376 Pagesinstituting such programs as flexible work schedules, parental leave, child-care and elder-care assistance, and job sharing. The human resource department plays a central role in establishing and implementing policies designed to reduce the friction between organizational demands and family responsibilities. b. Increased complexity of the Manager’s job Management has become an increasingly complex and demanding job for many reasons, including foreign competition, new technology, expanding scientificRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesPerception? 166 Factors That Influence Perception 167 165 Person Perception: Making Judgments About Others 168 Attribution Theory 168 †¢ Common Shortcuts in Judging Others 170 †¢ Specific Applications of Shortcuts in Organizations 173 The Link Between Perception and Individual Decision Making 174 Decision Making in Organizations 175 The Rational Model, Bounded Rationality, and Intuition 175 †¢ Common Biases and Errors in Decision Making 177 Influences on Decision Making: Individual Differences andRead MoreFundamentals of Hrm263904 Words   |  1056 PagesJobs? 219 Career Choices and Preferences 219 Holland Vocational Preferences 220 The Schein Anchors 221 The Myers-Briggs Typologies 221 Performance Management and EEO 235 The Appraisal Process 236 Establish Performance Standards 236 Communicate Expectations 236 Measure Actual Performance 236 Compare Actual Performance with Standards 237 Discuss the Appraisal with the Employee 237 Initiate Corrective Action if Necessary 237 Appraisal Methods 237 Evaluating Absolute Standards 237 Critical Incident

Examining Family Relationships in Literature Examining...

The human relationship can be interpreted as interpersonal or intimate; stemming from these two classifications are many of the reasons for characteristic development within human nature. By studying literary works we can glimpse into human behavior and learn what actually causes a person’s actions and downfalls. Many of these works have shown the effects a dominant and inferior relationship may cause, ranging from self-independence to parental influence. We’ve seen the defiance of rulers, the mimicking actions of father and son, the comparison of siblings, and the rebellion of a son. Within the play Antigone, we see a relationship that tests the strength of ones personal convictions. We quickly learn that the dominant figure is a†¦show more content†¦Even without a strong father/son relationship, Telemachus begins to exhibit many of the same characteristics his father has, in both appearance and action. â€Å"Now that you mention it, I see the likeness to o†¦Odysseus’ feet were like the boy’s, his hands as well, his glancing eyes, his hand, and the fine shock of hair.† (pg 242) â€Å"Not even an older man could speak and do as well. Your father’s son you are-your words have all his wisdom.† (pg 244) Telemachus also begins to exert himself in a more dominant manner, thus imitating his father. Once returning home with his father, he immediately begins to follow in his father’s footsteps proving that it is within a child’s nature to become similar to that of their parents. Without this relationship a child would not have a superior influence to mold their behavior. Sibling relationships are ones usually of blind loyalty. In The Iliad, Hector exalts this behavior by constantly putting himself in harms way to protect his brother, Paris, who was undoubtedly in the wrong. Even though there was loyalty between the brothers, their relationship was lacking mutual respect. â€Å"Pari s puts on his magnificent bronze-inlaid gear and sprinted with assurance through the city†¦..Gleaming like amber and laughing in his armor.† â€Å"I don’t understand you, Paris. No one could slight your work in battle, you’re a strong fighter, but you slack off-you don’t have the will.† (pg131) Due to this fact, war was brought to Troy and the life ofShow MoreRelatedGreek Mythology8088 Words   |  33 Pages  and  stories  about  them  conveyed  serious  themes.  The  Greeks   considered  human  heroes  from  the  past  closer  to  themselves  than  were  the  immortal  gods.   A   Gods   Given  the  multiplicity  of  myths  that  circulated  in  Greece,  it  is  difficult  to  present  a  single  version  of  the   genealogy  (family  history)  of  the  gods.  However,  two  accounts  together  provide  a  genealogy  that   most  ancient  Greeks  would  have  recognized.  One  is  the  account  given  by  Greek  poet  Hesiod  in  his   Theogony  (Genealogy  of  the  Gods),  written  in  the  8th  century  BC.  The  other  account

Journal Of Economic Development IT Finance â€Myassigtnmenthelp.Com

Question: Discuss About The Journal Of Economic Development IT Finance? Answer: Introduction: Founded in the year of 1995, the Philippine Daily Inquirer, popularly referred to as the Inquirer, managed to establish itself as one of the most recognized newspapers, operating in the Philippines. The companys dedication to report the most authentic news, to the public, instead of shaping and distorting the political discourse, had helped it becomes the most widely read broadsheet newspaper in the entire country. However, with the growth and expansion of the organization, the employees became more detached, and differences cropped up amongst the former and new employees. Most importantly, as the editor, Letty started embracing the Micromanagement style of leadership, things got even worse. The style is more is about control, and while having control as a manager is essential, using it as a permanent management strategy is bound to fail, as it has happened in the case of Inquirer. As the newspaper publishing company started encountering cut-throat competition from the online news si tes, the survival of the organization became questionable. Hence, the report intends to critically analyse the problem/s infesting the organization and offer suitable recommendations for the same. Problem Identification: Apparently, the problem that the Inquirer is encountering at present time, is that it is encountering huge competition from the online news media, which provides fast and accurate news to anybody and everybody, at free of cost, provided the reader enjoys access to internet. While the profitability of print journalism is at stake, Inquirer does move to online news media as well, though with little prospect in future. The very reason why the organization is able to compete successfully, is that it is infested with various organizational problems, identified below: The first problem identified, is the inability of the leaders of the organization to combat the problem, by actively engaging themselves with the subordinates, and trying to find a comprehensive solution. Secondly, as hinted above, the organizational culture of the company is also a chief problem. As new employees started coming in, differences started cropping up amongst the existent and the new employees. Aversion of Change of the company impedes its ability to adapt to the new world of technology and innovation. The micromanagement style of leadership as adopted by the Editor is highly erroneous. Root Causes of Symptoms: Lack of Employee Engagement: While there exists a sense of complacency amongst some, others are confused about which platform (print or new media) to invest on. The employees are not coming up, collaborating with each other, and trying to solve the problem. The lack of team-spirit amongst its members has dampened the organizational culture, and impeded the growth of plans. Poor Organizational Culture:. The old ones refused to discuss the problem with the juniors, and even though the new employees were adequately competent, they were being kept away from managerial decisions. In absence of a positive, collaborative workplace culture, the senior employees refused to work with greater dedication (Alvesson and Sveningsson 2015). Aversion of Change: Change is an essentially important aspect that facilitates organizational progress of any company. Any organization that needs to sustain itself for a longer time, must adapt to change and innovate itself. However, change must come with effective communication of the plan to the relevant stakeholders (Hayes 2014). In case of Inquiry, as observed here, the problem is, although the company did move to an online platform, it failed to engage its journalist and editors in understanding what the next big leap they should take is. Ineffective interpersonal communication within the organization is thus the next hurdle here. Wrong Leadership Style: The micromanagement style of leadership as adopted by the Editor is highly erroneous, as it prevents the engagement of the employees in the management decision, and thus they stay de-motivated and less productive (Ertureten et al. 2013). Now, once the problems are identified, each problem has to be analysed in the light of the organizational theory. Organizational Culture Theory of Goodall: The organizational culture of a company determines the commitment of the employees towards the organization and job satisfaction. As per Goodall, the organizational theory relies heavily on a sense of shared meaning amongst the employees of the company, who are like the shared members of the society. While the leaders of the organization should act as mentors, guiding and supervising the work of the subordinates, the subordinates should never be denied rights to engage actively in the managerial decision-making process (Alvesson 2016). However, the problem with Inquirer has been that the company follows a hierarchical organizational culture. The presence of a highly structured and formalized work environment certainly prevents the possibility of efficiency-based coordination amongst the employees (Hogan and Coote 2014). While Letty, the Editor, despite being highly efficient, is indecisive and unpunctual herself, she does not invite and ask for the ideas of the equally competent juni or journalists, who might offer innovative strategies that can help the company thrive. Lewins Change Management Model and Resistance to Organizational Change within Inquirer: Although Inquirer has moved to the online new media channel as well, the company is unable to decide which platform to invest in, and resistance to change is a major problem here. Lewins Change Mangement Model states that three specific steps must be followed while implementing a change- Unfreeze, Change and Refreeze (Shirey 2013). The first stage states that the management authority, before implementing a change, must essentially communicate the purpose, scope, cause and benefits of the change to its stakeholders. Since Inquirer management authority failed to communicate the need for change to its employees, it was unable to break the status quo. It is important to explain to the employees why is it important to change and how it can bring in profit (Longo 2013). In absence of proper communication, the senior journalists also exhibited reluctance to work for longer hours. Lewins model states it is only after an organization unfreezes the problem, it can implement the change (change phase) and get things finally back to normalcy as before (refreeze phase). Micromanagement Leadership Style: A Wrong Approach in Inquirer: Micromanagement leadership style is an organizational style which relies on exercising proper control on the employees. Although exercising control on the employees is highly important, transferring all power from the employees is certainly equivalent to taking away accountability from the employees. In case of Inquiry, this leadership style failed to be a failure, as it failed to involve the attention of some of the most competent employees in its decision-making process, while the leader Letty herself is not very responsible in the first place. Despite all the skill and professional expertise she possesses, it is undeniable that by reviewing and approving each employee activity, she is slowing the output of the department leaving a queue of work undone (Boykins et al. 2013). She has vision, but no execution as far as the shift to new media platform is concerned, and the absence of employee engagement in the implementation of management decisions worsens the situation (Hazen 2015). Centralized Organizational Structure: Owing to the centralized organizational structure of the company, the management authority relies on the senior managers only, to provide direction to the company. Lack of initiative to engage the younger employees not only de-motivates them, but also prevents the organization implement an effective strategy, that in a changing business scenario (Ashkenas et al. 2015). Due to the hierarchical structure, even if the junior employees are competent enough to recommend innovative strategies, they are discouraged to do so. While decentralized organizations can struggle with multiple individuals having diverse opinions on a particular business decision, the centralized structure weakens the decision-making procedure (Guadalupe et al. 2013). Recommendation: First of all, it is recommended that Inquirer gives up its hierarchical organizational culture, and instead embraces the clan culture. Consequently, the senior managers can always supervise the performance and activities of the subordinates and act as mentors, the employees will also be allowed to participate to enjoy freedom to recommend actions and undertake individual initiative. In order to switch to the new culture, which in itself being a change, will be subject to employee resistance, the company will need to communicate the benefits of the new culture. Greater autonomy at workplace, faster decision-making process, and less pressure on the senior leaders can be cited as the common benefits of the new culture, and this should be communicated to the employees via discussions and interactive sessions organized over a period of 3 weeks. In course of the discussion sessions, it is important to mention how the new organizational culture will help the company align its culture with i ts strategic priorities. Next, the leadership style and the organizational structure need to be changed as well. The organization needs to embrace the Transformational Leadership style, as it will allow active participation and increased engagement of the employees in the decision-making process of the organization. The hierarchical structure has to be transformed into a flexible organizational structure. Further, the employees, especially the senior employees should be asked to participate in seminars and a conference, discussing the importance of working collaboratively, as shared work is both convenient as well as effective way of accomplishing goals. During the initial phase, some of the employees may exhibit reluctance to work collaboratively, and at this stage, the company should organize interactive activities, such as team outings, family gatherings that can improve the bond and employee interrelation within the organization. Reference List: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.Organizational culture. Sage. Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015.The boundaryless organization: Breaking the chains of organizational structure. John Wiley Sons. Boykins, C., Campbell, S., Moore, M. and Nayyar, S., 2013. An empirical study of leadership styles.Journal of Economic Development, Management, IT, Finance, and Marketing,5(2), p.1. Ertureten, A., Cemalcilar, Z. and Aycan, Z., 2013. The relationship of downward mobbing with leadership style and organizational attitudes.Journal of Business Ethics,116(1), pp.205-216. Guadalupe, M., Li, H. and Wulf, J., 2013. Who lives in the C-suite? Organizational structure and the division of labor in top management.Management Science,60(4), pp.824-844. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hazen, S.M., 2015.A qualitative research study influence through leadership-motivating leadership styles for contract security officers(Doctoral dissertation, Colorado Technical University). Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Longo, R., 2013. Is Lewins change management model still valid.A review article on Lewins change management model. Accessed on,24. Shirey, M.R., 2013. Lewins theory of planned change as a strategic resource.Journal of Nursing Administration,43(2), pp.69-72.

Teenagers Essays - Teenager, Teen, Adolescence, Teen Dramas

Teenagers The teenager is a creature far different from that of any other. These strange beings are classified into the species of the homo sapiens ranging from thirteen to eighteen years of age. Through the years, it seems that a teenager has grown more to be a separate class in itself rather than a certain time period in life. Although teenagers are really almost a separate sub- species of the human race, none of them are really quite the same. The teenager may be divided into three separate categories ranging from the radical, moderate, and conservative. The "radical" teenager may be best described as one going to all extremes to try and prove something that nobody else can really understand. Punks, stoners, new- wavers, skaters, surfers, and other similar people fall into this category. The "moderate" sub-species of the teenager may best be described as the classic teenager, or really a teenager who epitomizes most of the qualities of a "normal" teenager. This category comprises the widest range of people and could definitely be sub-divided within itself. This particular category of teenager is slightly vague as it can range from teenagers such as "jocks" to "brains". The last of these categories, the "conservative" teenager describes the class of teenagers who follow the rules and teachings of the adult world without a complaint or rejection. One will most likely find a "conservative" teen in the front of the classroom trying to get as close to the teacher's desk as possible. One will find that this person is usually quite timid and quiet the majority of the time. The description of any of these abstract creatures is quite difficult because of the vast difference in each one's features. These beings may range from 3 feet in height up to around 7 feet. They can be either tall, fat, thin, short, ugly, attractive, intelligent, slow, fast, responsible, irresponsable or a variety of several more features humanly possible. The "radical" and "moderate" teenagers are usually quite unpredictable and can usually never be trusted. The vast majority of teenagers begin to actually think and reason for the first time in their life and begin to have contrasting beliefs from what they have been taught by their elders for 13 to 18 years. Before hitting the teenage years, most every person accepted just about everything taught by their parents as they had no reason not to believe in their parents, and also knew no better. As these teens begin to think, they find logic in new and different beliefs and find many old beliefs obsolete. Teens could be a major advantage to the human race if it were not for their tragic flaw in which they think that they have had so much experience in life that they are ready to handle it all and take on the world with their "vast knowledge of life". Although teens are far from perfect, they are still not treated to the best of the older generation's ability. The average teenager is "abused" by their elders. Teens are forced to do miscellaneous odd jobs not respectable to the human race. One may find a teenager doing such degradable chores ranging from taking out the garbage, doing the dishes, to sacking groceries at the local grocery store. Although for the most part teenagers are mistreated, being a teenager has its definite advantages. For in being a teenager, not much is mentally expected of you, for the elder generation has accepted the fact of the difference between them and the teen. As the elder generation was also forced to go through this demanding time in life, they realize how "difficult" it is, thus a teenager can practically get away with "murder". As the teenager can never fully be described because of their wide variety of qualities both mentally and physically, many people struggle to find out exactly why teenagers act as they do. As one may see, the differences of the teenager are quite obvious and contrasting to that of any other period in life.