Parental Involvement and Students Academic Achievement free essay sample

Time 1 surveyed fathers and moms cooperation of early child rearing practices and parental school contribution and understudy accomplishment were evaluated at time 2. There were a few distinct estimates utilized at time 1 which included; parent-youngster family focused exercises (I. E. Washing dishes and getting ready food), parent-kid focused exercises (I. E. Understanding stories, messing around), parental breaking point setting, duty (who makes the childs arrangements, and so on ) and love (embracing and saying I love you). At time 2 there were just charm measures, parental association and understudy achievement.The aftereffects of the examination demonstrated that neither dads nor moms early child rearing practices were seen as legitimately identified with the scholastic accomplishment of understudies later on. In any case, it recommends that particularly for fathers, those that were included at an early stage will in general keep on being engaged with their youngster scholastically as they age. A suspicion that I took from this examination is that it is essential to associate with your youngster at an opportune time in their lives and it is significantly progressively critical to keep on being engaged with their scholastics as they get more seasoned. We will compose a custom article test on Parental Involvement and Students Academic Achievement or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page

Marine Mammal Biology Essay Example For Students

Marine Mammal Biology Essay By: Mandy SingerHow a wide range of occupations are there and what training is needed?I chosen to do a report on Marine Mammal Biology. I have a profound enthusiasm for this subject and one day might want to seek after a profession in Marine Mammal Biology. There are around 100 types of amphibian or marine vertebrates that rely upon new water or the sea for part or a mind-blowing entirety. These species incorporate Pennipeds (seals), ocean lions, hide seals, and walruses, Cetaceans (baleen and toothed whales, sea and waterway dolphins and porpoises), Sirenians which are manatees. Researchers attempt to concentrate there creatures hereditary, orderly, and transformative connections, populace structure, network elements, life systems and physiology, conduct and tangible capacities, illnesses, geographic dispersions, biology, the executives, and preservation. The normal pay a scientist makes a year ranges relies upon the measure of experience one has. Most researcher make 30,000-40,000 per year. The work is for the most part burdensome and extended periods out on the ocean, broad work on the PC, pulling pails of fish to take care of the creatures, long stretches of tidy up, various reports, composing award applications and license applications. In fields of science, employments managing marine warm blooded animals differ broadly. Marine warm blooded animal employments incorporate scientist, field scholar, fishery vessel onlooker, research facility professional, creature mentor, creature care master, veterinarian, whale watch control, naturalist, instructor, and government or private office position in administrative, the board, preservation, and creature government assistance issues. Numerous marine vertebrates researchers work with exhibition hall showcases and assortments, as a custodian, a craftsman, an artist, a picture taker, or a movie producer. Wide instruction is fundamental for discovering work in marine warm blooded animal science. Secondary school courses, for example, science, science, material science, arithmetic, software engineering, and language, will give a decent instructive base. You can converse with a direction advisor for help in choosing course work. Passing marks are significant for admission to a college. Most section level marine well evolved creature occupations require a B.S. degree, with a significant in science, science, material science, topography, or brain science. A minor in any science, software engineering, arithmetic, measurements, or designing likewise can be useful. Great language and specialized composing aptitudes are fundamental. Numerous individuals are amazed by the measure of composing included marine well evolved creature callings. Since marine warm blooded creatures are discovered around the world, unknown dialect preparing is frequently valuable. The experts degree is generally the primary open door that undergrads need to specializein marine warm blooded creature science. Care ought to be taken to choose a counselor with involvement with the subject and a legitimate college with an assorted educational program that will empower an attention on marine warm blooded creature science. Understudies who have double majors or interdisciplinary preparing here and there have greater work openings. Since the field of marine warm blooded animal science is so assorted, understudies who train in particular regions have down to earth devices that may assist them with picking up work. With a B.S. degree, positions incorporate creature care pro, creature coach, field specialist, research center expert, advisor for industry, and section level government position. Employments at this level offer little open door for self-coordinated work. The M.S. degree can encourage singular work with marine warm blooded creatures, such as planning research ventures, creating the executives plans, directing field or lab studies, or heading programs in instruction, cultivation, or preparing. The securing of a Ph.D. or on the other hand D. V. M. gives more profession openings, including structure and the executives of field and lab investigate programs, college personnel positions, coordination of government and industry projects, and the executives positions in oceanaria or exhibition halls. There are not many colleges that offer a marine warm blooded creature science educational program. To choose an undergrad college, visit grounds and talk with educators and understudies about vocation interests. Most college libraries or guiding focuses have college lists to look into schools who can give you the classes you need. As a secondary school or undergrad understudy, down to earth experience can be picked up by chipping in at government, state, or neighborhood associations that work with marine warm blooded creatures. This volunteer experience gives down to earth aptitudes, a business reference, a system of contacts in the field of marine well evolved creature science, and in particular decides if this sort of work is engaging. Numerous oceanaria, zoos, galleries, and government offices have temporary positions that give pragmatic experience. Numerous professions in marine warm blooded creature science require involvement with the marine condition. SCUBA confirmation, vesse l taking care of understanding, or ocean time can be useful in making sure about business

Bangladesh Labor Law 2006 and 7 General Codes of Conduct Essay Example for Free

Bangladesh Labor Law 2006 and 7 General Codes of Conduct Essay Since the adherence to global social principles has become an obligatory necessity in the universal business field, the nearby providers must be consistent to these gauges so as to stay in business. There have been some huge corrections to the Bangladesh Labor Law in 2006. This recently reexamined law as of now covers a great deal of the basic gauges like business conditions, word related wellbeing and security issues just as the ILO center work guidelines. Other than being grievance to the national work law, the providers should likewise stick to the worldwide principles. These universal principles might be characterized through their individual buyers’ sets of accepted rules or general codes of the direct. Consistence to the buyers’ sets of principles is obligatory yet consistence to the general sets of principles is discretionary except if the purchaser acknowledges a particular general code as a substitute for its own reviews or necessities. These willful checking or confirmation activities have flourished since the 1990s to add authenticity and believability to companies’ social and ecological consistence programs. The similar investigation shows that the Bangladesh Labor Law 2006 altogether covers dominant part of the necessities of the diverse general implicit rules. This shows if a processing plant is 100% agreeable to the national law, it will cover roughly 85% of the prerequisites of the other general implicit rules. Subsequently RMG processing plants ought to be urged to improve their consistence with the national law as an initial move towards fulfilling the consistence needs of the brands and retailers who they gracefully to. The examination reveals that a couple of necessities are not completely or mostly secured by the national work law. It ought to be noticed that the parts which are not completely secured by the Bangladesh Labor Law are either secured by the Bangladesh Constitution or are not straightforwardly material in the Bangladesh setting. This examination unmistakably uncovers that the reconsidered Bangladesh Labor Law alongside other supporting national enactments, for example, the Bangladesh Building Code and the Environmental Conservation Rules just as the general sacred system of Bangladesh, gives a far reaching rule to plants in the RMG division to conform to greater part of all global social consistence and natural measures. By being 100% consistent with the national work law, a provider has altogether met lion's share of the universal necessities. The Bangladesh Labor Law has experienced some lion's share updates in 2006 which has made it into a solid bit of enactment. In any case, it isn't even now 100% great. There are as yet barely any holes and lackings which should be balanced and changed later on. As usage of the changed law is continuous, various different inadequacies may steadily be recognized after some time. Since ongoing corrections just occurred, another arrangement of modifications are not foreseen sooner rather than later. This similar examination of the recently reconsidered Bangladesh Labor Law 2006 and seven general sets of accepted rules unmistakably shows where the shared traits and contrasts are. Generally speaking, the ongoing corrections to the Bangladesh Labor Law and other national enactments that are related with the RMG division, for example, the Bangladesh Building Code and the Environmental Conservation Rules together give complete rules to RMG providers to make and fare items under socially and ecologically capable working conditions which additionally meet larger part of all common worldwide measures. 2. 1 General Codes of Conduct Definition of Codes The enthusiasm for the social circumstance of laborers in creating nations has expanded continually in the course of the most recent years specifically under common social orders and buyers in the industrialized nations. Social rules have become a significant piece of buyer and venture choices of people and associations and hence additionally huge brands and retailers become progressively mindful of consistence to social gauges. Since Bangladesh is a piece of 1 A similar investigation between the Bangladesh Labor Law 2006 and seven general sets of accepted rules he worldwide market social consistence is incredibly significant for the fare situated industry of Bangladesh, particularly for the RMG segment. For seriousness in the worldwide markets, the consistence with ecological and social gauges is a key point. Through current data and correspondence advances the monetary movement of organizations turns out to be progressively straightforward and makes it simpler for the common society to reveal and convey social and environmental disappointment of worldwide organizations. Organizations think about the helplessness of their image names and messages concerning awful working conditions can without much of a stretch harm their picture just as the market position. A social mindful administration approach is along these lines in the drawn out enthusiasm of the undertaking. Anyway organizations can impact the monetary advancement in the objective nations through the presentation of social measures and on a similar time improve their picture and piece of the pie through social and environmentally capable conduct. To address these issues intentional checking or confirmation activities have flourished since the 1990s to add authenticity and validity to companies’ work consistence programs. They are on the whole deliberate, implying that organizations pick to take an interest in them. Each requires part organizations to embrace its particular work environment set of accepted rules and confirms that they have followed hierarchical prerequisites. Today, a few ventures have created or are creating codes for the whole business. That can be best observed for the clothing and footwear area. General Codes of Conduct just as buyers’ codes are exceptionally basic in this industry. These sets of principles are rules, which organizations force upon themselves so as to encapsulate social and biological objectives in the undertaking. Organizations detail these guidelines for the most part for itself and somewhat likewise for the providers and arrange themselves with the plan at the global guidelines and understandings previously referenced. Codes of behaviors may likewise be perceived as helpful instruments to expand on the companies’ picture. A great deal of organizations are taking an interest in this activities to show their inclinations in improving the working states of their colleagues/providers over the worldwide. Reasonable exchange and purchasing rehearses are an upper hand for some organizations. The codes demonstrate their duty to this procedure. Implicit rules might be created through a multistakeholder approach, for example, ETI and so forth or organizations may have their own sets of principles which are explicit for their providers or codes could be division explicit, for example, for articles of clothing, nourishment, gadgets and so forth. 2. 2 Basis of codes Social consistence can be estimated comparable to a specific norm. Concerning ecological and quality administration an assortment of principles and accreditation frameworks as of now exist. The presentation of examinable social gauges speaks to anyway another test. Universally perceived social principles exist, e. g. ? Joined Nations Universal Declaration of Human Rights UN Convention on Childrens Rights UN Convention on the Elimination of all Forms of Discrimination against Women ? ILO Declaration on Fundamental Principles and Rights at Work ? Rio Declaration on Environment and Development However these are rules and suggestions which can be changed over willfully. Measures that can be affirmed just exist to a little degree. A large portion of the codes allude to these referenced universal principles, particularly the ILO center work guidelines. The ILO figures global measures as shows and suggestions setting least principles of fundamental work rights: Freedom of affiliation The option to sort out 2 A near investigation between the Bangladesh Labor Law 2006 and seven general sets of principles Collective bartering Abolition of constrained work Equality of chance and treatment Besides the previously mentioned gauges, there are different norms managing conditions over the whole range of the business related issues. These standards are concretized in eight ILO shows, for each situation two for the four essential standards referenced (see table 1). The ILO shows are mandatory just in the event that they are approved by the part states. The whole number of the approvals expanded in the most recent years discernibly and fluctuates relying on show in the request for extent somewhere in the range of 148 and 172. Until July 2007, 128 nations had sanctioned each of the eight shows. Bangladesh has approved seven out of the eight center shows. Table 1: ILO Core-Conventions and sanctions in Bangladesh1 Standard Freedom of affiliation and dealing Elimination of constrained and necessary work Elimination of segregation Abolition of youngster work Convention 87 (Freedom of affiliation) Convention 98 (Right to arrange; aggregate haggling) Convention 29 (Forced work) Convention 105 (Abolition of constrained work) Convention 100 (equivalent compensation) Convention 111 (business and occupation) Convention 138 (Minimum age) Convention 182 (most exceedingly terrible types of kid work) Ratification Yes No Yes Codes of training grow every now and again from open weight or are preventively evolved. Notwithstanding the referenced center work gauges these codes incorporate general working conditions like word related wellbeing and security, least wages, leave days and working hours. Other regular viewpoints incorporate women’s rights or natural measures. Additionally the usage of an administration framework can be a necessity. 2. 3 How codes advanced The general point of social norms is to ensure the laborers. During the industrialization in Europe they advanced as

The New Fuss About Samples of Students Tda Prompt Essay Writing with Scores

The New Fuss About Samples of Students Tda Prompt Essay Writing with Scores In all instances, the testing contractor trains scorers to think about the criteria listed in the rubric in a sense that's grade-level appropriate. While the organizations disclose the yearly number of test takers, they don't release the range of students testing on a specific date. As students become accustomed to the marking abbreviations, it is going to be comparatively simple for them to pinpoint what sorts of errors they're making and in which specific areas they should improve. Summarise the info by selecting and reporting the principal features. If you're still doubtful about your writing and feel that you won't have the ability to compose a decent prompt then place your order with us and quit worrying. At precisely the same time, you will impress the college admissions folks greatly if you're able to present your capacity to learn from your failures and mistakes. You may also incorporate som e of your own personal incidences to light up your idea. however, it ought to be promptly employed. It may be an intellectual challenge, a research query, an ethical dilemma--anything that's of personal significance, regardless of the scale. Details of Samples of Students Tda Prompt Essay Writing with Scores So, you're going to need to think fast and think clearly. The point is to demonstrate to the reader that you've gone beyond merely losing an eye on time, and that you're thinking of practical approaches to not just continue exploring this engrossing topic, yet to help others explore that, too. At the exact same time, it teaches students the simple writing skills they have to know, and later on assist them improve the writing skills they've learned over time. 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Benjamin Franklins Influence on America - 444 Words

According to History.com â€Å"More than 200 years after his death, Franklin remains one of the most celebrated figures in U.S. history. His image appears on the $100 bill, and towns, schools and businesses across America are named for him.† but what’s so special about Benjamin Franklin? In this modern age of technology it’s hard to imagine a day when people went without knowing the weather forecast or looking up a fresh recipe online. It’s even harder to imagine living without fire departments, hospitals, or even electricity. And as Americans it’s hard to imagine a day when our country didn’t let women vote or used slaves. Ben Franklin lived in that day and the suffering he saw around him led him to try to resolve some new problems. Benjamin Franklin started out as a runaway with only one skill: printing; before long he found a way to provide important information to the public through his almanacs, he became a respected leader in his local community and in the scientific community, and later in his life he played an important role in American Revolution, With a lot of hard work and a commitment to helping others Benjamin Franklin became one of the most influential people in American history. From the start Benjamin Franklin was a problem solver. Not long after becoming an apprentice at his brothers printing shop when he was only 12, Franklin found a way to voice his opinion on controversial topics like the treatment of women. Knowing his brother would never polish anythingShow MoreRelatedBenjamin Franklin s Accomplishments And Accomplishments Essay1608 Words   |  7 Pages As a founding father of the United States, Benjamin Franklin had a profound and noteworthy influence on the early growth of his nation. Franklin was a prestigious author and inventor that grasped the motive to grow the economy to new heights. His autobiography is an accurate representation of his achievements and the intrinsic motivations that made him the man we think of today. Although it is biased because he writes it only through his eyes, the reader can see the differences he made to theRead MoreThe Autobiography of Benjamin Franklin1058 Words   |  5 PagesThe Autobiography of Benjamin Franklin Benjamin Franklin’s life made a huge impact on the history of America. He also was an influence for many citizens. Since Franklin lived during the eighteenth century, a period of growth for America, he also played a part in the political founding of the United States. To help future generations, Franklin wrote an autobiography of his life. An autobiography is a piece of literature about someone’s own life. He separates his into four parts, each one depictingRead MorePuritan and Neoclassical Literature981 Words   |  4 Pagesseems to be a series of lessons that Franklin learned through the course of his life. At the time of the writings, Benjamin Franklin was one of the most famous people in the world, a national treasure in his own lifetime. The autobiography then serves to influence and encourage the son through the lessons of the father. This is another trademark of American literature. Since America is a relatively young country, much of the early writings that ca me out of the nation were cautionary or educationalRead MoreThe Autobiography of Benjamin Franklin Essay1063 Words   |  5 PagesIn The Autobiography, Benjamin Franklin recounts the many paramount experiences throughout his life that shaped him into great American figure he was known to be. On the opening page, Franklin reveals the book’s epistolary format by writing, â€Å"Dear Son,† going on to admit that he’s made some mistakes in the past and to recollect that past is a way to relive it. By divulging his desire to â€Å"change some sinister Accidents Events† (Franklin 3) the author indicates how important it is for his son toRead MoreEssay on The Innovators of American Literature1066 Words   |  5 Pagesthemselves and to the American public that they influenced by their writings, Jonathan Edwards and Benjamin Franklin illustrate American themes in their personal narratives that quintessentially make part of American Literature. Although they liv ed in different times during the early development of the United States of America and wrote for different purposes, they share common themes. 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This certain influence did such things as guide Whitman down his soul searching path as well as help him define within himself the characteristics of an individual. In section fifteen of Song of Myself, Whitman discusses people from every

Thomas Hobbes Theory That Absolute Monarchy Is The Best...

Human nature signifies the set of principles that define how mankind operates on a daily basis. Generations have often debated the nature of man, with both optimistic and cynical views. Government represents the organized structure that controls man. In Leviathan, Thomas Hobbes advocates for an absolute monarchy to keep citizens well behaved because man is inherently self-interested. John Locke, on the other hand, depicts in Second Treatise of Government that a bipartite political society is the ideal form of government because we are in a state of nature and are free to do as we please. Hobbes theory that absolute monarchy is the best form of government because man is in a constant state of war is a sound assertion because humans have conflicting desires that create a state of war, humans form government to alleviate the state of war, and absolute monarchy provides the most efficient means of providing security that is absent in a state of war. Hobbes articulates a â€Å"materiali st† view of man, which asserts â€Å"life is but a motion of limbs,† (Leviathan 3) and that all men are composed of the same materials. It thereby follows that men, or simply matter in motion, desire the same things because they are composed of the same things. Man’s similarities go beyond merely his composition. Man relies on certain necessities in order to maintain life. These necessities, such as the need to eat food and drink water, correspond to all of mankind. Therefore, in order to preserve life,Show MoreRelatedThomas Hobbes And John Locke1346 Words   |  6 PagesSocial Contracts Thomas Hobbes and John Locke were two English political philosophers, who have had a lasting impact on modern political science. Thomas Hobbes and John Locke both spent much of their lives attempting to identify the best form of government. Locke and Hobbes were among the most prominent of theorists when it came to social contract and human rights. A Social Contract is an agreement among the members of a society to cooperate for social benefits. Thomas Hobbes and John Locke, areRead MoreJohn Locke And Thomas Hobbes1287 Words   |  6 Pagesas a government. In order to run a proper political system, one must know how to balance and consider the nature of humankind and their rights. John Locke and Thomas Hobbes were both political philosophers who developed theories about how the government should work. They set up their theories around The Natural Law and the Social Contract Theory. Although John Locke and Thomas Hobbes had a similar goal, their beliefs and opinions were definitely not the same. John Locke and Thomas Hobbes both believedRead MoreEssay about What is Politics?1184 Words   |  5 PagesPolitics. It is possibly the most hated word in the English language. Most people hate politics and government without really knowing what they are. Many different definitions of politics exist. 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Thus a term of political theory, ‘social contract’ implies an agreement that makes society possible .this theory holds that the state is the voluntary and deliberate agreementRead MoreThe Anarchist Challenge : A Theory Of Society Without Any Established Authority1664 Words   |  7 Pages What is the anarchist challenge? Anarchism is defined as â€Å"a theory of society without any established authority† at any level, a state where man has absolute freedom and his autonomy assured. The anarchist challenge is clearly put by Wolff â€Å"The defining mark of the state is authority, the right to rule. The primary obligation of man is autonomy, the refus al to be ruled. It would seem, then, that there can be no resolution of the conflict between the autonomy of the individual and the putative authority

AMMONIUM NITRATE Essay Example For Students

AMMONIUM NITRATE Essay SCIENCE REPORTAMMONIUM NITRATENH4NO3ProblemOur task was to investigate what the optimum ratio of solute to solvent that will produce the maximum cooling/heating effect?HypothesisWith a smaller quantity of water (50mls) and the same amount of Ammonium Nitrate added. After any period of time the mixture will be a cooler temperature than that of a mixture with a larger quantity of water. Variables,XWater,XTeaspoons,XTime,XAmmonium Nitrate,XThermometer,XStirring (used thermometer),Changed/Uncontrolled Variables-The amount of times the mixture was stirred. We stirred the mixture until the Ammonium Nitrate was dissolved, so the amount of times we stirred after each teaspoon was different. -Each teaspoon may not have been equal. Measurements were made based on judgment and not exact measurements. ,Controlled Variables-Amount of water used in each test was equal (100mls and 50mls). -Total amount of Ammonium Nitrate used (150grams). -Temperature was measured after and exact time i.e. 1 minute, 2 minutes, 3 minutes. EquipmentTrial test,X1 thermometer,X1 plastic teaspoon,XSafety glasses,X100ml beaker,X30mls of water,X1 teaspoon of Ammonium Nitrate,X1 graduated cylinder,X1 stirring rodFirst Test,X1 thermometer,X1 plastic teaspoon,X1 stop watch,X1 stirring rod,XSafety glasses X3 (one for each group member),X250ml beaker,X1 graduated cylinder,X150 grams of Ammonium Nitrate,X100mls of waterSecond Test,X1 thermometer,X1 plastic teaspoon,X1 stop watch,X1 stirring rod,XSafety glasses X3 (one for each group member),X100ml beaker,X1 graduated cylinder,Xleftover from original 150 grams of Ammonium Nitrate,X50mls of waterNOTE: The stirring rod was not used in the First and Second experiments, as it was not available. A substitute we used the thermometer. MethodsTrial TestIn a 100ml beaker 30mls of water was placed the temperature of the water was recorded. 1 teaspoon of Ammonium Nitrate was added to the water and stirred until dissolved. The temperature was then recorded again. This was to see the difference between the initial temperature and the final temperature. First TestIn a 250ml beaker place 100mls of water, measure the temperature of the water and record this initial temperature onto a table. Set the timer and add one teaspoon of Ammonium Nitrate to the water, stir this continuously until the Ammonium Nitrate has dissolved. After 1 minute measure the temperature and record it, do this for a further 2 minutes (3 minutes in total). Repeat this process for a total of 10 teaspoons. Second TestIn a 100ml beaker place 50mls of water, measure the temperature of the water and record this initial temperature onto a table. Set the timer and add one teaspoon of Ammonium Nitrate to the water, stir this continuously until the Ammonium Nitrate has dissolved. After 1 minute measure the temperature and record it, do this for a further 2 minutes (3 minutes in total). Repeat this process for a total of 10 teaspoons. ConclusionAfter conducting our endothermic experiments we can prove that with less amount of water and an equal amount of Ammonium Nitrate added, the final temperature will be cooler than if we used a larger amount of water. Thus, in theory, if we used a larger amount of water and added more teaspoons it will give the same or similar results. This theory should work if it is done in proportion to the first or second experiment.

Od and Change Essay Example

Od and Change Essay OD and Change The Message Is Clear Change Or Disappear â€Å"There’s no off season anymore† Nolan Ryan â€Å"You miss 100% of the shots you never take† Wayne Gretsky â€Å"Somebody has to do something, and its just incredibly pathetic that it has to be us. † Jerry Garcia, the Grateful Dead CHANGE AN ONGOING PROCESS Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change. This final chapter was written to help managers navigate the journey of change. FORCES OF CHANGE †¢ How do organizations know when they should change? †¢ What cues should an organization look for? Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change. EXTERNAL FORCES External forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed. 1. Demographic Characteristics (1) the workforce is more diverse and (2) there is a business imperative to effectively manage diversity. We will write a custom essay sample on Od and Change specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees. 2. Technological Advancements Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Manufacturing companies, for instance, have automated their operations with robotics, computerized numerical control (CNC), which is used for metal cutting operations, and computer-aided design (CAD). CAD is a computerized process of drafting and designing engineering drawings of products. Companies have just begun to work on computer- integrated manufacturing (CIM). This highly technical process attempts to integrate product design with product planning. control. and operations In contrast to these manufacturing technologies, the service sector of the US economy is using office automation. Office automation consists of a host of computerized technologies that are used to obtain, store, analyze, retrieve, and communicate information. â€Å"The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog. The dog will be there to keep the man from touching the equipment. † Warren Bennis 3. Market Changes The emergence of a global economy is forcing US companies to change the way they do business. Companies are having to forge new partnerships with their suppliers in order to deliver higher quality products at lower prices. 4. Social and Political Pressures These forces are created by social and political events. Managers thus may need to adjust their managerial style or approach to fit changing employee values. Political events can create substantial change. For example, the collapse of both the Berlin Wall and communism in Russia created many new business opportunities. Although it is difficult for organizations to predict changes in political forces, many organizations hire lobbyists and consultants to help them detect and respond to social and political changes. INTERNAL FORCES Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. . Human Resource Problems/Prospects These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Organizations might respo nd to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. 2. Managerial Behavior/Decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviors such as inadequate direction or support may result in human resource problems requiring change. Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. MODELS AND DYNAMICS OF PLANNED CHANGE American managers are criticized for emphasizing short-term, quick-fix solutions to organizational problems. When applied to organizational change, this approach is doomed from the start. Quick-fix solutions do not really solve underlying problems and they have little staying power. Researchers and managers alike have thus tried to identify effective ways to manage the change process. This section sheds light on their insights. After discussing different types of organizational changes. we review Lewins change model, a systems model of change, and organization development. Lewins Change Model Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three-stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing. Before reviewing each stage, it is important to highlight the assumptions that underlie this model: 1. The change process involves learning something new, as well as discontinuing current attitudes, behaviors, or organizational practices. 2. Change will not occur unless there is motivation to change. This is often the most difficult part of the change process. 3. People are the hub of all organizational changes. Any change, whether in terms of structure, group process, reward systems, or job design, requires individuals to change. 4. Resistance to change is found even when the goals of change are highly desirable. 5. Effective change requires reinforcing new behaviors, attitudes, and organizational practices. The three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviors or attitudes. Changing Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the change. Resistance to Change Individual Sources of Resistance †¢ Fear of the Unknown †¢ Self-Interest †¢ Habit †¢ Personality Conflicts †¢ Differing Perceptions †¢ General Mistrust †¢ Social Disruptions Organizational Sources of Resistance †¢ Structural Inertia †¢ Bureaucratic Inertia †¢ Group Norms †¢ A Resistant Organizational Culture †¢ Threatened Power †¢ Threatened Expertise †¢ Threatened Resource Allocation UNDERSTANDING AND MANAGING RESISTANCE TO CHANGE We are all creatures of habit. It generally is difficult for people to try new ways of doing things. It is precisely because of this basic human characteristic that most employees do not have enthusiasm for change in the workplace. Rare is the manager who does not have several stories about carefully cultivated changes that died on the vine because of resistance to change. It is important for managers to learn to manage resistance because failed change efforts are costly. Costs include decreased employee loyalty, lowered probability of achieving corporate goals, a waste of money and resources, and difficulty in fixing the failed change effort. This section examines employee resistance to change, relevant research, and practical ways of dealing with the problem. Why People Resist Change in the Workplace 1. An individuals predisposition toward change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Nonreinforcing reward systems. RESEARCH ON RESISTANCE TO CHANGE The classic study of resistance to change was reported in 1948 by Lester Coch and John R P French. They observed the introduction of a new work procedure in a garment factory. The change was introduced in three different ways to separate groups of workers. In the no participation group, the garment makers were simply told about the new procedure. Members of a second group, called the representative group, were introduced to the change by a trained co-worker. Employees in the total participation group learned of the new work procedure through a graphic presentation of its cost-saving potential. Mixed results were recorded for the representative group. The no participation and total participation groups, meanwhile, went in opposite directions. Output dropped sharply for the no participation group, while grievances and turnover climbed. After a small dip in performance, the total participation group achieved record-high output levels while experiencing no turnover. Since the Coch and French study, participation has been the recommended approach for overcoming resistance to change. Empirical research uncovered three additional personal characteristics related to resistance to change. A study of 284 nonmanagerial office personnel (43 percent male) showed that hands-on experience with computers, whether through training or on-the-job practice, fostered more positive attitudes toward working with computers. Finally, high self-efficacy and an internal locus of control were negatively associated with resistance to change. OVERCOMING RESISTANCE TO CHANGE Before recommending specific approaches to overcome resistance, there are three key conclusions that should be kept in mind. First, an organization must be ready for change. Just as a table must be set before you can eat, so must an organization be ready for change before it can be effective. Use the survey to evaluate a company that you worked for or are familiar with that undertook a change effort. Assessing an Organizations Readiness for Change Instructions: Circle the number that best represents your opinions about the company being evaluated. Yes Somewhat No 1. | Is the change effort being sponsored by a senior-level executive (CEO, COO)? | 3 | 2 | 1| 2. | Are all levels of management committed to the change? | 3| 2| 1| 3. | Does the organization culture encourage risk taking? 3 | 2 | 1| 4. | Does the organization culture encourage and reward continuous improvement? | 3 | 2 | 1| 5. | Has senior management clearly articulated the need for change? | 3 | 2 | 1| 6. | Has senior management presented a clear vision of a positive future? | 3 | 2 | 1| 7. | Does the organization use specific measures to assess business performance? | 3 | 2 | 1| 8. | Does the change effort support other major activities going on in the organization? | 3 | 2 | 1| 9. | Has the organization benchmarked itself against world-class companies? | 3 | 2 | 1| 10. | Do all employees understand the customers needs? 3 | 2 | 1| 11. | Does the organization reward individuals and/or teams for being innovative and for looking for root causes of organizational problems? | 3 | 2 | 1| 12. | Is the organization flexible and cooperative? | 3 | 2 | 1| 13. | Does management effectively communicate with all levels of the organization. | 3 | 2 | 1| 14. | Has the organization successfully implemented other change programs? | 3 | 2 | 1| 15. | Do employees take personal responsibility for their behavior? | 3 | 2 | 1| 16. | Does the organization make decisions quickly? | 3 | 2 | 1| Total Score: ——— Source: Based on the discussion contained in T. A. Stewart, Rate your readiness to change, Fortune, February 7,1994, pp. 106-10. (Arbitrary norms are as follows: 48-40 = High readiness for change; 39-24 = Moderate readiness for change; and 23-16 = Low readiness for change. ) What was the companys readiness for change, and how did this evaluation relate to the success of the change effort? Second, organizational change is less successful when top management fails to keep employees informed about the process of change. Third, employees perceptions or interpretations of a change significantly affect resistance. Employees are less likely to resist when they perceive that the benefits of a change overshadow the personal costs. At a minimum then, managers are advised to (1) provide as much information as possible to employees about the change, (2) inform employees about the reasons/rationale for the change, (3) conduct meetings to address employees questions regarding the change, and (4) provide employees the opportunity to discuss how the proposed change might affect them. ORGANIZATION DEVELOPMENT Organization development (OD) is an applied field of study and practice. A pair of OD experts defined organization development as follows: Organization development is concerned with helping managers plan change in organizing and managing people that will develop requisite commitment, coordination, and competence. Its purpose is to enhance both the effectiveness of organizations and the well-being of their members through planned interventions in the organizations human processes, structures, and systems, using knowledge of behavioral science and its intervention methods. As you can see from this definition, OD provides managers with the tools needed to manage organizational change. The four identifying characteristics of OD and its research and practical implications. OD Involves Profound Change Change agents using OD generally desire deep and long-lasting improvement. OD consultant Warner Burke, for example, who strives for fundamental cultural change, wrote: By fundamental change, as opposed to fixing a problem or improving a procedure, I mean that some significant aspect of an organizations culture will never be the same. OD is Value-Loaded Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organization. They prefer cooperation over conflict, self-control over institutional control, and democratic and participative management over autocratic management. OD Is a Diagnosis/Prescription Cycle OD theorists and practitioners have long adhered to a medical model of organization. Like medical doctors, internal and external OD consultants approach the sick organization, diagnose its ills, prescribe and implement an intervention, and monitor progress. OD Is Process-Oriented Ideally, OD consultants focus on the form and not the content of behavioral and administrative dealings. For example, product design engineers and market researchers might be coached on how to communicate more effectively with one another without the consultant knowing the technical details of their conversations. In addition to communication, OD specialists focus on other processes, including problem solving, decision making, conflict handling, trust, power sharing, and career development. OD Research and Practical Implications OD-related interventions produced the following insights: †¢ A recent meta-analysis of 18 studies indicated that employee satisfaction with change was higher when top management was highly committed to the change effort. A recent meta-analysis of 52 studies provided support for the systems model of organizational change. Specifically, varying one target element of change created changes in other target elements. Also, there was a positive relationship between individual behavior change and organizational-level change. †¢ A meta-analysis of 126 studies demonstrated that multifaceted interventions using more than one OD technique were more effective in changing job attitudes and work attitudes than interventions that relied on only one human-process or technostructural approach. Od and Change Essay Example Od and Change Essay OD and Change The Message Is Clear Change Or Disappear There’s no off season anymore Nolan Ryan You miss 100% of the shots you never take Wayne Gretsky Somebody has to do something, and its just incredibly pathetic that it has to be us. Jerry Garcia, the Grateful Dead CHANGE AN ONGOING PROCESS Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change.This final chapter was written to help managers navigate the journey of change. FORCES OF CHANGE †¢ How do organizations know when they should change? †¢ What cues should an organization look for? Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change. EXTERNAL FORCESExternal forces for change originate outside the organization. We will write a custom essay sample on Od and Change specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed. 1. Demographic Characteristics (1) the workforce is more diverse and (2) there is a business imperative to effectively manage diversity.Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees. 2. Technological Advancements Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Manufacturing companies, for instance, have automated their operations with robotics, computerized numerical control (CNC), which is used for metal cutting operations, and computer-aided design (CAD). CAD is a computerized process of drafting and designing engineering drawings of products.Companies have just begun to work on computer- integrated manufacturing (CIM). This highly technical process attempts to integrate product design with product planning. control. and operations In contrast to these manufacturing technologies, the service sector of the US economy is using office automation. Office automation consists of a host of computerized technologies that are used to obtain, store, analyze, retrieve, and communicate information. The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog.The dog will be there to keep the man from touching the equipment. Warren Bennis 3. Market Changes The emergence of a global economy is forcing US companies to change the way they do business. Companies are having to forge new partnerships with their suppliers in order to deliver higher quality products at lower prices. 4. Social and Political Pressures These forces are created by social and political events. Managers thus may need to adjust their managerial style or approach to fit changing employee values. Political events can create substantial change.For example, the collapse of both the Berlin Wall and communism in Russia created many new business opportunities. Although it is difficult for organizations to predict changes in political forces, many organizations hire lobbyists and consultants to help them detect and respond to social and political changes. INTERNAL FORCES Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. . Human Resource Problems/Prospects These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors.Prospects for positive change stem from employee participation and suggestions. 2. Managerial Behavior/Decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviors such as inadequate direction or support may result in human resource problems requiring change.Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. MODELS AND DYNAMICS OF PLANNED CHANGE American managers are criticized for emphasizing short-term, quick-fix solutions to organizational problems. When applied to organizational change, this approach is doomed from the start. Quick-fix solutions do not really solve underlying problems and they have little staying power. Researchers and managers alike have thus tried to identify effective ways to manage the change process. This section sheds light on their insights.After discussing different types of organizational changes. we review Lewins change model, a systems model of change, and organization development. Lewins Change Model Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three-stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing. Before reviewing each stage, it is important to highlight the assumptions that underlie this model: 1.The change process involves learning something new, as well as discontinuing current attitudes, behaviors, or organizational practices. 2. Change will not occur unless there is motivation to change. This is often the most difficult part of the change process. 3. People are the hub of all organizational changes. Any change, whether in terms of structure, group process, reward systems, or job design, requires individuals to change. 4. Resistance to change is found even when the goals of change are highly desirable. 5. Effective change requires reinforcing new behaviors, attitudes, and organizational practices.The three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviors or attitudes. Changing Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view.Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the change.Resistance to Change Individual Sources of Resistance †¢ Fear of the Unknown †¢ Self-Interest †¢ Habit †¢ Personality Conflicts †¢ Differing Perceptions †¢ General Mistrust †¢ Social Disruptions Organizational Sources of Resistance †¢ Structural Inertia †¢ Bureaucratic Inertia †¢ Group Norms †¢ A Resistant Organizational Culture †¢ Threatened Power †¢ Threatened Expertise †¢ Threatened Resource Allocation UNDERSTANDING AND MANAGING RESISTANCE TO CHANGE We are all creatures of habit. It generally is difficult for people to try new ways of doing things.It is precisely because of this basic human characteristic that most employees do not have enthusiasm for change in the workplace. Rare is the manager who does not have several stories about carefully cultivated changes that died on the vine because of resistance to change. It is important for managers to learn to manage resistance because failed change efforts are costly. Costs include decreased employee loyalty, lowered probability of achieving corporate goals, a waste of money and resources, and difficulty in fixing the failed change effort.This section examines employee resistance to change, relevant research, and practical ways of dealing with the problem. Why People Resist Change in the Workplace 1. An individuals predisposition toward change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Nonreinforcing reward systems. RESEARCH ON RESISTANCE TO CHANGEThe classic study of resistance to change was reported in 1948 by Lester Coch and John R P French. They observed the introduction of a new work procedure in a garment factory. The change was introduced in three different ways to separate groups of workers. In the no participation group, the garment makers were simply told about the new procedure. Members of a second group, called the representative group, were introduced to the change by a trained co-worker. Employees in the total participation group learned of the new work procedure through a graphic presentation of its cost-saving potential.Mixed results were recorded for the representative group. The no participation and total participation groups, meanwhile, went in opposite directions. Output dropped sharply for the no participation group, while grievances and turnover climbed. After a small dip in performance, the total participation group achieved record-high output levels while experiencing no turnover. Since the Coch and French study, participation has been the recommended approach for overcoming resistance to change. Empirical research uncovered three additional personal characteristics related to resistance to change.A study of 284 nonmanagerial office personnel (43 percent male) showed that hands-on experience with computers, whether through training or on-the-job practice, fostered more positive attitudes toward working with computers. Finally, high self-efficacy and an internal locus of control were negatively associated with resistance to change. OVERCOMING RESISTANCE TO CHANGE Before recommending specific approaches to overcome resistance, there are three key conclusions that should be kept in mind. First, an organization must be ready for change.Just as a table must be set before you can eat, so must an organization be ready for change before it can be effective. Use the survey to evaluate a company that you worked for or are familiar with that undertook a change effort. Assessing an Organizations Readiness for Change Instructions: Circle the number that best represents your opinions about the company being evaluated. Yes Somewhat No 1. | Is the change effort being sponsored by a senior-level executive (CEO, COO)? | 3 | 2 | 1| 2. | Are all levels of management committed to the change? | 3| 2| 1| 3. | Does the organization culture encourage risk taking? 3 | 2 | 1| 4. | Does the organization culture encourage and reward continuous improvement? | 3 | 2 | 1| 5. | Has senior management clearly articulated the need for change? | 3 | 2 | 1| 6. | Has senior management presented a clear vision of a positive future? | 3 | 2 | 1| 7. | Does the organization use specific measures to assess business performance? | 3 | 2 | 1| 8. | Does the change effort support other major activities going on in the organization? | 3 | 2 | 1| 9. | Has the organization benchmarked itself against world-class companies? | 3 | 2 | 1| 10. | Do all employees understand the customers needs? 3 | 2 | 1| 11. | Does the organization reward individuals and/or teams for being innovative and for looking for root causes of organizational problems? | 3 | 2 | 1| 12. | Is the organization flexible and cooperative? | 3 | 2 | 1| 13. | Does management effectively communicate with all levels of the organization. | 3 | 2 | 1| 14. | Has the organization successfully implemented other change programs? | 3 | 2 | 1| 15. | Do employees take personal responsibility for their behavior? | 3 | 2 | 1| 16. | Does the organization make decisions quickly? | 3 | 2 | 1| Total Score: ———Source: Based on the discussion contained in T. A. Stewart, Rate your readiness to change, Fortune, February 7,1994, pp. 106-10. (Arbitrary norms are as follows: 48-40 = High readiness for change; 39-24 = Moderate readiness for change; and 23-16 = Low readiness for change. ) What was the companys readiness for change, and how did this evaluation relate to the success of the change effort? Second, organizational change is less successful when top management fails to keep employees informed about the process of change. Third, employees perceptions or interpretations of a change significantly affect resistance.Employees are less likely to resist when they perceive that the benefits of a change overshadow the personal costs. At a minimum then, managers are advised to (1) provide as much information as possible to employees about the change, (2) inform employees about the reasons/rationale for the change, (3) conduct meetings to address employees questions regarding the change, and (4) provide employees the opportunity to discuss how the proposed change might affect them. ORGANIZATION DEVELOPMENT Organization development (OD) is an applied field of study and practice.A pair of OD experts defined organization development as follows: Organization development is concerned with helping managers plan change in organizing and managing people that will develop requisite commitment, coordination, and competence. Its purpose is to enhance both the effectiveness of organizations and the well-being of their members through planned interventions in the organizations human processes, structures, and systems, using knowledge of behavioral science and its intervention methods. As you can see from this definition, OD provides managers with the tools needed to manage organizational change.The four identifying characteristics of OD and its research and practical implications. OD Involves Profound Change Change agents using OD generally desire deep and long-lasting improvement. OD consultant Warner Burke, for example, who strives for fundamental cultural change, wrote: By fundamental change, as opposed to fixing a problem or improving a procedure, I mean that some significant aspect of an organizations culture will never be the same. OD is Value-Loaded Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organization.They prefer cooperation over conflict, self-control over institutional control, and democratic and participative management over autocratic management. OD Is a Diagnosis/Prescription Cycle OD theorists and practitioners have long adhered to a medical model of organization. Like medical doctors, internal and external OD consultants approach the sick organization, diagnose its ills, prescribe and implement an intervention, and monitor progress. OD Is Process-Oriented Ideally, OD consultants focus on the form and not the content of behavioral and administrative dealings.For example, product design engineers and market researchers might be coached on how to communicate more effectively with one another without the consultant knowing the technical details of their conversations. In addition to communication, OD specialists focus on other processes, including problem solving, decision making, conflict handling, trust, power sharing, and career development. OD Research and Practical Implications OD-related interventions produced the following insights: †¢ A recent meta-analysis of 18 studies indicated that employee satisfaction with change was higher when top management was highly committed to the change effort. A recent meta-analysis of 52 studies provided support for the systems model of organizational change. Specifically, varying one target element of change created changes in other target elements. Also, there was a positive relationship between individual behavior change and organizational-level change. †¢ A meta-analysis of 126 studies demonstrated that multifaceted interventions using more than one OD technique were more effective in changing job attitudes and work attitudes than interventions that relied on only one human-process or technostructural approach.

buy custom The Gulf Cooperation Council essay

buy custom The Gulf Cooperation Council essay The Gulf Cooperation Council (GCC) was established in 1981 and comprises of six member countries namely Saudi Arabia, Qatar, Kuwait, Bahrain, Oman, and the United Arab Emirates (Saidi, 2011). These countries are all oil exporting nations; therefore, they formed the cooperation to fight their challenges jointly. GCC was established with an initial aim of protecting the member countries from threats caused by the Iran- Iraq war. On the other hand, corporate governance is defined as the structure, in which large business enterprises are governed and controlled. Corporate governance at GCC has made its economy flourish, and the member states continue enjoying the continued period of explosive growth (Saidi, 2011). These countries have an exceptionally strong economic block whose growth has been on the rise. This paper will focuses on the corporate governance of Gulf Cooperation Council (GCC) and how this compares with the Euro. Corporate governance can sound like a relatively new term in the GCC member states. This is because it is not long since the concept was introduced to the Arab countries. Nevertheless, for the short period that it has endured in the region, corporate governance has helped the region to improve the manner in which corporations in the area are governed, significantly (Saidi, 2011). It can be said that implementation of corporate governance is erratic, perhaps, due to the underlying values that are a norm in the area. Despite of this, philosophy and concepts of corporate governance are currently remarkably well accepted in the region (Saidi Kumar, n.d). In line with this statement, it is worth noting that nearly all member countries of GCC have embraced corporate governance codes that are used in publicly listed corporations. Oman took the lead by instituting corporate governance standards for listed companies in 2002. It can, therefore, be said that corporate governance in the GCCs member states has shown some remarkable strides over the recent couple of years. It has been mainly accelerated by public governance and the need to pursue the high standards in governace. It has seen economies in member states grow at a tremendous rate owing to diversification of their economic investment portfolio. The investment in the infrastructure has been on the increase, and this involved both the public and private sectors (Saidi Kumar, n.d). An economic block, which enjoys social integration and political stability, is usually a target for many investors, such as proved to be the GCC. The increase in the investment ratio by the private sector in GCC has fostered productivity growth. It is also found that the vibrant private sector in GCC has taken the lead in accelerating economic integration in the region (Saidi, 2011). Even foreign investors have targeted the region resulting to mergers and acquisitions amo ng multinationals and local corporations. There is, however, a lot of effort that needs to be put towards expelling the perception that the concept refers to extravagance and compromises the economic performance of an organization. The set codes and guidelines need to be enforced, so that companies and other organizations in the area can realize sustainable improvement (Saidi, 2011). When best worldwide practices in corporate governance are incorporated into companies, within the local settings at the region, the economy at GCC will attain much higher levels than it has, at present. The corporate governance structures, as stipulated in the guidelines by regulators, have been implemented in the six member states of GCC, at different phases. Some of the countries in the cooperation are advanced compared to others, in the viewpoint of corporate governance. This implies that there have been limitations that have hindered successful implementation of the concept of corporate governance among members of GCC (Saidi, 2011). This was influenced by factors, such as isolation of economic block from the entire world economy. Moreover, the region is dominated by large and well established businesses that are familyowned and which have been depending on internal sources of income, for a long time (Saidi, 2011). Development of corporate governance is further derailed by the presence of a coompetitive banking network in the area, in order to meet the requirements of the organizations, based in GCC. Effective corporate governance is concerned, among other things, with the overall accountability and empowerment of all those involved. However, most of the efforts are aimed at ensuring that the management structure of companies in the GCC member states adhered to the standards of corporate governance (Saidi Kumar, n.d). Previous studies have shown that the banking sector in GCC countries is well established so that banks retain their role in funding of businesses. Financial institutions have also embraced the concept of corporate governance in most of their operations, thereby bringing about the effectiveness in the region (Saidi, 2011). The banks and other financial institutions are paramount stakeholders in progressive performance of organizations within the GCC. This provides, therefore, an excellent platform on which the research will be based. Although GCC countries enjoy sound economic growth, their monetary policy is yet to be improved. A strong currency, such as the euro, helps towards placing countries that are members of the European Union in a better position, while carrying out international trade (Saidi, 2011). However, GCC cooperation is yet to come up with a strong currency that marches the euro. These countries need to develop a common currency, which has to be strong like the currency of the neighboring trading blocks. Just like scenarios that advocate for change face a lot of resistance, implementation of corporate governance has also faced various challenges, some of which were outlined above. Some challenges are only witnessed in concentrated localities, and not in others. In order to realize some considerable change in the region, government authorities need to support and foster the changes (Saidi, 2011). When the government pledges its support to the initiative, significant success may be achieved. Moreover, there is also a need to institute structural, legal and regulatory reforms, in order to bring an overhaul in the entire economic sector. Buy custom The Gulf Cooperation Council essay

Human Trafficking Online Essay Example | Topics and Well Written Essays - 1500 words

Human Trafficking Online - Essay Example The paper therefore, tries to examine the relevant laws that exist in the United States to curb the menace, various innovations that encourage the growth of human trafficking online, the role of social networking sites and development of technology such as computers that has motivated the felony. Due to the rise of the online trafficking, the United States has developed anti-trafficking laws under the trafficking victims protection act (TVPA). The laws have since been reviewed for almost four times in the last decade. They are known as the 3P and using this approach, the TVPA provides that; the perpetrators of the human trafficking online be prosecuted in persons through establishments of crimes and listing them in person (Marcus, & Snajdr, 2013). The legislation tends to make it hard for those individuals who carry the act and are meant to be aware that each person bears his/her burden. Second, the legislation has created a bill of right that provides protection to the victims of online trafficking that includes but not limited to access to information, medical care, and resistance. (Reichert, 2013).Finally, the law provides for programs and grants that increase the general public awareness regarding online trafficking. Knowledge contains information that includes preventiv e measures and possibility of the act occurring. The citizens are hence taught how to develop protective means that reduce human online trafficking. For instance the government encourages the young adults to share information with whom they know rather than strangers they meet in different websites. The emergence of technology has provided a new and common platform where the crime of human trafficking online is carried out. Previous crimes were easily detected as it involved physical interaction between the population and the offenders (Snajdr, 2013). But since the development of technology, human trafficking has developed new ways to the management and control as it is majorly done

Point by Point comparison of Eva and Elizabeth Essay

Point by Point comparison of Eva and Elizabeth - Essay Example All these similarities and differences will be discussed in more details. Eva is a thirteen year old (13 years) European girl who has a polish origin. She is currently residing in the United States of America but as an immigrant because she was not born in the United States of America. Elizabeth on the other hand is younger than Eva by three years (she therefore is 10 years old) and was born in the United States of America which automatically makes her a US citizen. Even though she was born in the United States of America, she is an Asian. Unlike Eva who is proud of her Polish heritage and values it and its family from that country, Elizabeth hates and even rejects her Asian background. This hatred is even transferred to school where she has to attend a Chinese school which she totally hates and confesses to being happy when she does not have to go to school. She does not want any form of association with China and considers herself as all American. This is in contrast to Eva whose pride for her background makes her appreciative of her heritage and cultur e. Both Eva and Elizabeth are first born children in their families and have other siblings behind them. The siblings in both Eva’s and Elizabeth’s life are stubborn and give their parents especially their mothers a very hard time. It is as a result of this, the fact that they are the eldest and probably the fact that they are foreigners that makes both of the girls so protective over their mothers. They are educated and love their families and thus help them communicate with the world outside. Cultural identity is the personality or characteristics that an individual has about a particular culture which is similar with others of the same culture but contrasts with that of other individuals from a different culture. In this case, Eva who is from a Polish culture has a different culture from Elizabeth who has a Chinese background culture and hence different cultural identity. The two girls under

Focus on the Learner Essay Example for Free

Focus on the Learner Essay Muftah, married with four children, is a pleasant student who is struggling in class. Muftah did not receive any English in secondary school or university. He worked as a Physical Education teacher for two years, and then was employed with the Ministry of Youth and Sports for twenty years. In his years of employment, Muftah never needed to speak or write in English until about two years ago, when he started attending International House. He says that he is now learning English because he has a lot of time on his hands. Muftah prefers to study at home, not with friends. He says that he does not focus on reading or writing; but, he enjoys practicing his speaking skills with his fourteen year old son because that’s where he feels he needs improvement. Muftah sees this as an opportunity to bond with, and encourage, his son because Muftah never got this chance when he was younger. When asked if he is interested in working in a company in the future to maintain his English, he said that he will think about it. Muftah joined International House around two years ago and has had no previous official English education. He studies English for fun and to bond with his children who are now studying English in school; so, he regards English as a social tool rather than one to grow career wise. Muftah is very cooperative in class and participates from time to time. He enjoys group work but prefers to work in pairs because he feels he learns more than when he is with a group of people. Muftah’s strengths are in reading and comprehension. In a scanning activity, he responded accurately when asked to read a letter for one minute and reply to three questions: who sent it, where was it sent from, whom was it sent to. In controlled practice of a reading text, he answers fairly accurately when working on column matching or multiple choice exercises. However, when reading longer texts, (e.g. a newspaper article on eating healthy) he finds difficulty in responding accurately and correctly, yet he seems to put things into context and tell briefly what the piece is about. His teacher says that he sometimes leans towards looking for the answer in Arabic from peers and is the least confident in class; so, he may need to be told to engage fully in English. In addition to his less obvious weakness in skimming texts, Muftah displayed mistakes which were typical to those of an Arab learner in pronunciation and grammar. When conducting a pronunciation exercise, his vowels were incorrectly placed most of the time; this may be due to interference from his L1 because Arabic has a different number of vowel sounds from English. Wednesday: /wenÉ ªzde/ scholastic: /skÉ’lstÉ ªk/ sporadic: /spÉ’rdÉ ªk/ Thursday: /teresde/ Shirt: /ÊÆ'eÉ ªrt/ socks: /sÊÅ'ks/ clothes: /klÉ’dÉ ªs/ Department: /dÉ ªpà ¦rtÉ™mÉ ªnt/ Management: /mà ¦nÉ ªÃŠâ€™mÉ ªnt/ January: /Ê’Ã ¦nu:wÉ™rÉ ª/ Also sounds such as /v/, /p/ and /Ê ¤/ were not accurate on the first attempt and replaced with a /f/ and /b/ and /Ê’/ respectively; this is due to the absence of these sounds in the Libyan dialect. In grammar, his auxiliary verbs are either lacking or placed incorrectly, for example: ‘Where you live?’ and ‘What you doing?’; however, if he is asked to repeat, he will acknowledge his mistake and self-correct it. Again, this is due to not having auxiliary verbs in Arabic, just question words. In an attempt to strengthen his skimming skills, Muftah may buy an English newspaper on his way to work (or borrow a magazine from the school library), pick an article, and try to summarize it with his son. At the end of the week, he may hand it to his teacher for homework to check, and attach a list of new vocabulary he learned from the article. That way he can develop his repertoire of vocabulary, and, at the same time, improve his reading and writing skills. If he hands in the homework three weeks in a row, he can have a break the fourth week to celebrate his accomplishment with his son. Another area I would focus on strengthening is forming the interrogative with auxiliary verbs. Divide a poster board into four (or more) categories: sports, music, animals, and history. Each category is colour-coded and should have four to five envelopes under it. In each envelope there is either a name of a personality, an important event, etc. On each envelope there is the number of points to be won, if participant answers correctly, e.g. 100, 200, 300, etc. To play the game, you will need three persons, player A, player B and a referee. The referee stands by the poster board to take out the card that the players choose. The player will then start to ask 5 questions (yes/no questions or wh- questions) to guess what is on the card. For example, in the Sports category, the card may hold Tiger Woods’ name (or another regionally familiar athlete), so player A will ask the referee: Is it a man or a woman? What game does he play? Where is he from? Does he still pay? If he guesses correctly, he gets the points if not; then, a chance is given to player B to gain the points. If neither player guesses correctly, no points are given and they can try again later.

Evolution :: essays research papers

Evolution is a force than nothing can escape. Communities evolve constantly and although there is no standard of where a society should be at any given moment, communities evolve individually. Then in reaction to a developing community, people grow and change. Then in reaction to people evolving the tools that people use develop. This constant evolving usually happens so gradually and slowly that it is hard to detect. As we look back we can see the evolution is a major component of our lives. By focusing mainly on what a person needs to be an active member of society in the New England area we can see exactly how evolution takes its toll on us. Comfort, necessity and luxury are a constantly changing aspect of our society.  Ã‚  Ã‚  Ã‚  Ã‚  As we look deeper into the constant changing of what a person needs to be an active member of a community we notice the continuos alteration of what exactly defines a comfort a necessity and a luxury. Comfort by definition is a condition of pleasu rable ease or well being. By that definition there are endless numbers of object that could serve as a comfort. Take public transportation for example. The thought of having the train that takes us into the city is a commonly know option. Not always have people been able to choose public transportation as a method of getting to and from. Dating as far back as 1889 when the first method of public transportation was developed in Massachusetts. Before this the thought of having a bus or train run to the main areas of a community was absolutely unheard of. But in today’s society there are many people who depend of the train or bus to get to work or to school or wherever it is they are going. When exactly did public transportation change from a luxury to a comfortable part of society? We can not exactly put a date on it but as you look back in time with me we can see how slowly and unnoticeably a societies way of life can change. In conclusion a comfort to us now was at one point and time a luxury to the communities who discovered the amazing attributions that have so nicely shaped our society today.Secondly we can take this observation a little closer to today. If we look at the definition of necessity we find that it means pressing or urgent need.

National Council of Teachers of Mathematics Standards: Lesson Plan Websites Essay

The standard to the second grade number sense lesson plan website on fractions was supported in many ways. The learning objective geared the teacher and student to know what was expected of the students. The standard was also matched up by the assessment of the lesson. The value of student discussions to help form meaning through operations in mathematics is present in the standards in this website. Methodology of Number Sense The methodology of number sense is used to expand the knowledge of numbers in diverse ways. By showing how fractions relate to the real world in measurements build on extensible and natural concepts of numbers that are wished for. In this fraction lesson plan the teacher in her presentation showed students shapes that were divided into four parts. This helped show concrete examples of part-whole comparisons in a lesson built around good number sense. Also, in the teacher’s presentation she used tiles and asked the students to pretend that they were cookies that she wanted to share with her neighbors and her family. The teacher asked the students how many groups they will need to share these cookies. Fractions are a result of the relationship of numbers being broadened and explored. Mathematical Operations The mathematical operation that was used in the activities of this lesson plan was division. In using division of equal parts in this lesson plan students can learn effectively to use this operation in the world of sharing their pieces of cookies with neighbors and family. By using division it helps connect interpretation of dividing cookies into four equal parts by using fractions. Students will build on their understanding of the division  operation and develop their extra ideas about thinking about basic fact connections. By performing fraction problems, students use the multiplicative process in which numerators and denominators are divided. By dividing into fair shares as this lesson plan instructed students to do show that fractions are also examples of ratios. Grade Level This lesson plan uses fractions and are directed for second graders. The objectives listed in this lesson plan are directed to the second grade level. Also, the activities and assessment are geared to the second grade level. Division operations as stated in the standards may vary many as three grade levels. (Van de Walle, et al. 2010). Differentiated Instruction Differentiated instruction is evident by using cooperative group practice. Cooperative group work helps English Language Learners by learning from their other peers in their group. By preparing these groups with diverse students will be beneficial to English Language learners. Students are also provided differentiated instruction in the presentation part of the lesson plan. Students with learning disability were provided a visual idea by dividing a cookie into four parts to show how fractions are divided. These students will also have differentiated instruction by being placed in cooperative learning groups as well. (http://www.discoveryeducation.com/teachers/free-lesson-plans/problem-solving-math-episode-1.cfm#vo). Understanding Mathematics A good math lesson plan uses a framework for the content of the operations and structure for each math instruction and practice. Teachers use lesson plans as guides to teach, review and practice math concepts. The fraction lesson plan uses concepts that can be used in real life situations. Students though their practice allows for teachers to use formative assessment of their tasks. Activities Classroom activities improve student’s achievement by modeling the act of performing mathematics in the real world. Fractions imitate dividing parts to share amongst people. Activities performing these strategies mimic how real world situations can be accomplished. Manipulative Tiles and cards were used as manipulative in this fraction lesson plan. Tiles were used to divide parts to make fractions. Tiles were representing cookie pieces to divide between four family members. Lesson Plan 2 Standards In the Lesson Plan library of problem-solving math support the standard through the objectives and procedures. The lesson plans in the Lesson Plan library uses objectives that match the standards specifically in the way that the students will learn why numbers are an important part of everyday life. It also tells that students will use examples. The procedures also state how numbers are used in everyday lives. Students also will show examples around the classroom of basic numbers. The evaluation also supports the standard through the objectives and goals that are to be met. Methodology of Number Sense The methodology of number sense is used to expand the knowledge of numbers in different forms. By showing how numbers can be used in many ways it relates to the real world by time, measurements, and representing a group. Students expand their previous knowledge of basic numbers, Mathematical Operations The operation of understanding the representation of numbers is what the lesson was about. Students are to reflect on numbers and their meaning behind them. The operation of numbers expands as the student’s perception develops. Also the addition operation matches counting words with items such as group of objects. Grade Level The grade level for the Lesson Plan Library is for Kindergarten through fifth grade. The standards and the objectives used in the Lesson Plan Library are for Kindergarten through fifth grade. The evaluations used in this particular lesson website are also for the same grade level of kindergarten through five. Differentiated Instruction Students that are gifted can write a sentence or two to their drawing of the  diagram. Students can explain in their sentence or two an explanation of the diagram. Students that are gifted need to be challenged and this is a great way to do it. Understanding of Mathematics The Lesson Library shows uses of numbers. The lesson plans are important to have as a guide to follow to instruct students on knowledge they need to learn and to be assessed on in a daily plan. It also shows how numbers are important and why. It is important to understand the meaning of numbers to relate it to the everyday world. Building on the meaning of numbers helps progress to the new level of knowledge. Activities within Lesson Plan Classroom activities improve student’s achievement by showing the importance of numbers in everyday lives. Students demonstrate how numbers are important to life. Modeling important facts with regards to numbers builds on the concepts of numbers. Manipulative Used Manipulative were not used but visuals were. Manipulative would be integrated by allowing the students to use clocks as an example of how numbers are used in time. Also, using cards with numbers on them would be another use for manipulative. Lesson Plan Three Standards The lesson plans on this website supports the standards by using numbers and operations in the learning objectives and the procedures. The assessment also supports the learning objectives and standards by assessing the student’s learned material of the lesson plan. The standard is aligned with the end goal of the objective. Methodology of Number Sense This lesson plan uses methodology of number sense by relating word problems to real life situations. Students through these lesson plans use addition, subtraction, multiplication and simple fractions to build on prior to their word problems involving money. Students use their previous knowledge of addition and subtraction concepts to build on their money world problems. Mathematical Operations The addition, subtraction and multiplication operations are used in these lesson plans. Students relate these operations to real life situations using money concepts. Students start with previous knowledge of addition and subtraction to build on to use multiplication operation. Grade Levels The Discovery Education lesson plan website base their lesson plan off of kindergarten through 5th grade. The lesson plan aligns with the age group through the procedures and assessments. Students’ grade level aligns with the standards as well. Differentiated Instruction The Discovery Education lesson plan uses cooperative groups for differentiated instructions. Students with diverse needs benefit from group learning. Teachers would benefit from picking out these groups ahead of the task assigned. Understanding Mathematics These lesson plans are important for students understanding of mathematics because they are a teacher’s guide to instruct students. These lessons have particular concepts and operations that need to relate to everyday life. Lesson plans are a framework that helps guide the specific instruction. (Van de Walle, et al. 2010). Student Achievement Students can benefit from the activities in their lesson plan by learning how time and money relate to their daily lives. Students will be using activities that relate to the time it takes to go to the store. The activities also improve student achievement by teaching how money relates to everyday life. Manipulative The manipulative used in the lesson plan was a clock. Play money was also used as a manipulative in the lesson plan. Students use manipulatives as concrete examples to relate to real life concepts. Lesson Four Standards The lesson plan from the Discovery Lesson supports the standard by using the objectives to help meet the end goal of the lesson plan. The lesson plan also provides the assessment to align with the standards. The tasks are also aligned to support the standard and follow through until the end. Methodology of Number Sense The methodology of number sense is used in this Discovery lesson on measurements by relating to the measurements of items in real life. Students build on their previous knowledge to construct the new knowledge. Using real life measurements brings to life the real concepts used in everyday life. Mathematical Operations The mathematical operations used in the activities in the lesson plan are addition of measurements. These measurement activities are used in everyday life. The activities consist of measuring books and things in the classroom. Grade Levels The grade level for this lesson website is sixth through eighth grade. Measurements for this grade level align with the standards. The grade level for measurements also meet with the assessments. Differentiated Instruction The gifted/talented students had differentiated instruction evident in this lesson plan. They had more challenging measurements to take of items. They also had an added part to formulate questions relating to the length, width and depth measurements. Student Understanding These lesson plans are important in understanding mathematics because the concepts are needed for everyday life. Students need to make themselves aware that measurements are needed in recipes, weight and height of objects. This concept is relative to many parts of life. Student Achievement The activities on measurements can improve student achievement by understanding why items need to be measured. This concept will be learned by students and students will achieve greatly if they relate these measurements to real life situations. In the long run students will benefit by knowing how and when to use measurements in their everyday lives. Manipulative Measuring sticks were used for a manipulative in measuring items. Items such as books and boxes were also used in measuring. These items are helpful in learning about real life situations. . References Elementary and Middle School Mathematics: Teaching Developmentally, Seventh Edition, by John A. Van de Walle, Karen S. Karp, and Jennifer M. Bay-Williams. Published by Allyn & Bacon. Copyright  © 2010 by Pearson Education, Inc https://www.juab.k12.ut.us/index.php?option=com_content&view=article&id=1168:2nd-grade-math-lesson-plan-fractions&catid=66:grammar&Itemid=58 http://www.discoveryeducation.com/teachers/free-lesson-plans/problem-solving-math-episode-1.cfm#vo http://www.discoveryeducation.com/search/page/-/-/-/-/index.cfm?Ntx=mode+matchallpartial&Ntk=all-prelogin&Ne=4294967201&Nr=OR(OR(d_Index_Type:Pre-login),OR(d_Domain:www.fit4theclassroom.com))&N=31+4294967201+4294967281