Parent Report Essays - Reading, Linguistics, Reading Comprehension

Parent Report Mary is an eleven year old, sixth grader at Ft. King Middle School. She is an average student with no apparent reading problems. She is in the general education Language Arts program and receives no special instruction for reading. Mary has perfect attendance and is "a fluid reader," as stated by her Language Arts teacher. Mary lives at home with her mother, father, one brother (age 20) and her brother's dog. Mary also has two other brothers (ages 23 and 30) who do not live at home, but visit regularly. Mary's mother is an avid reader and many reading materials; including newspapers, magazines and books are available at home. Mary has had no major illnesses during her life and her birth was normal to the best of her mother's knowledge (Mary was adopted at age 3). Mary enjoys dancing, watching TV, listening to music and playing with friends. She states that she can read fine, but does not enjoy reading. Mary is not forced to read at home unless directed to from school. Test Results: Word Recognition: Independent level - grade 5 Instructional level - grade 6 Frustration level - grade 7 Silent Reading: Independent level - grade 4 Instructional level - grade 5 Frustration level - grade 6 Oral Reading: Independent level - grade 5 Independent level - grade 6 Frustration level - grade 7 Listening: Independent level - grade 4 Instructional level -grade 5 Frustration level - grade 6 Analysis: From the Informal Reading Inventory that I administered to Mary, I found that she has no extreme deficiencies in reading ability. Mary scored at or near her age and grade level averages for Word Recognition, Oral Reading comprehension, Silent Reading comprehension and Listening comprehension. Mary is a good reader for her age group and shows no weaknesses. Teaching and/or Learning Activities: We "team" read James and the Giant Peach, by Roald Dahl We wrote down any words we were unsure of and looked them up after reading I had Mary write me a one-page story about a dream or adventure she once had, using some of those new words I had Mary draw me a picture of that dream or adventure We researched Roald Dahl on the Internet Observations: During our sessions I felt that Mary was enjoying reading the story. The sessions were meant to be reading for pleasure, so there was little pressure and the story was fun. Mary was a fluid reader and showed no weaknesses. She is also a good artist. Recommendations: Because Mary is a good reader for her age group, the only strategy I can recommend is to allot time for Mary to read for pleasure. I would suggest taking Mary to the public library once every other week, to start, and allow her to pick a book to read. Continue this until she wants to read more. I would also suggest showing her books that deal with subjects she is into now, such as dogs, gymnastics or one of her favorite music artists. Allowing Mary to read as many books as possible is not necessary, but can only help to make her a better student in the future.

Topic Review on Performance Appraisals Example

Topic Review on Performance Appraisals Example Topic Review on Performance Appraisals – Assignment Example Section/# Analysis of 3 Performance Reviews With regards to the very first performance review, this one is inarguably the worst, the most incomplete, and the least definitive of any actual performance that may or may not have been accomplished within the given period in question. This is ultimately the fault of the fact that the performance review does not have any room for employer or employee feedback; rather, it is a mere running list of checkboxes that should be filled in order to complete the ultimate â€Å"check box† of the performance review. This robs merit from the overall process due to the fact that the checkboxes of excellent, good, fair, and poor do not and cannot display the ultimate complexity of the full range of job functions that the employee might be engaging in any single day of work. Although check boxes are not in and of themselves a bad metric for judging certain aspects of an employee’s performance, they cannot and should not be used solely due t o the fact that they cannot express the full range of nuance that is bound to be reflected in any given job. Moreover, by not allowing the shareholders in the process to make notes and compare the complex determinants of the prior period as compared to the current, there is no means of assessing the situation from both perspectives. As such, this particular approach is flat and incomplete. The secondary performance review exhibits a great many strengths over the first. Namely, these can be enumerated upon by the fact that it denotes for what period the performance review is taking place, allows for the users of the review to both have their input so that both sides can manifestly be exhibited, allows for additional question and metrics to be added due to the fact that it is nearly impossible to create a performance review that adequately captures the full range and functions of each job adequately. If there could be said to be a drawback to this particular performance evaluation, it would have to be the fact that it does not incorporate any of the elements of the checkboxes that made the previous performance review so weak. Although relying entirely upon check boxes to indicate an overall mean or score with regards to work performance is unwise, seeking to allow such a system to compliment the other aspects of metrics which are used is quite helpful. The third and final performance review is both the longest and the best one of the others which have thus far been mentioned and discussed. This is due to the fact that it allows for both shareholders comments, a discussion of the total range of responsibilities of the employee in question, the use of check boxes to denote the overall satisfaction that the employer can measure from the functions that the employee is tasked with performing, as well as the fact that it incorporates an assessment plan at the conclusion to help seek to rectify any issues that the performance review might have turned up. Work Consulted West Bend School District: Managing Performance of Support Staff, 2011-2012.

Why Powerful Men Sexually Harass Women

Why Powerful Men Sexually Harass Women We know from recent studies that half the workforce in the US is female. And were also well aware that though the numbers may be equal, the power distribution isnt. Only 15 women served as CEOs of Fortune 500 companies in 2009. Even at the upper and middle levels of management and leadership, men predominate. And with power comes abuse. When a woman files a sexual harassment complaint, its rarely about a co-worker harassing her. Its usually a boss, supervisor, or someone higher up the food chain. Anecdotal evidence suggests that for some men, power provides opportunities and access. Many perpetrators dangle potential jobs, pay raises, or promotions in front of women with the implication that if youre nice to me, Ill be nice to you. But is sexual harassment about sex and lust, or control and domination? Is power the catalyst that flips the off switch into an on position for some men who would otherwise not behave this way if they werent in charge? Those who study human behavior tend to agree that powerful men sexually harass women more than men on equal footing with their female co-workers, but what triggers that is up for debate. Most, however, agree that sexual harassment is not about desire but domination. Noted legal scholar Catharine A. MacKinnon specializes in sex equality issues under constitutional and international law. In her book Directions in Sexual Harassment Law co-written with Reva B. Siegel, MacKinnon states: ...[S]exual harassment is...the expression, in sexual terms, of power, privilege, or dominance....To understand sexual harassment primarily in terms of misplaced sexual desire is wrong for many of the same reasons that it is a mistake to understand rape as primarily a crime of passion or lust. acceptance of interpersonal violencethe desire to dominate womenhigh authoritarianismdifficulty seeing others’ perspectives (difficulty being empathetic)belief in sex-role stereotypesendorsement of stereotypic views of male sex-role norms While the tendency is to link the above traits to male behavior, it might be more accurate to blame hormones specifically an overabundance of testosterone. Widely recognized as a major factor in dominant behavior, testosterone also impacts men in other ways (and can similarly influence women with elevated levels in their own bodies). Writing about The Testosterone Curse for Psychology Today, Leon F. Seltzer, Ph.D. notes the many traits associated with high-T (high testosterone) males: ...[D]ominant individuals also tend to be extremely competitive, and are frequently endowed with whats commonly known as the killer instinct. ....[I]n cutthroat businesses, its undeniably an asset....[but] a driving need to compete with others undermines the empathy, understanding, tolerance, and compassion necessary to sustain close, caring relationships.At its worst, high-T dominance and competitiveness can involve brute force, violence, and fighting behavior of all kinds....Their more tender feelings literally blunted by elevated testosterone levels, they tend not to be particularly concerned aboutor, for that matter, interested inthe feelings of others....Sadly, theres seems to be something about high testosterone levels that contributes to an almost predatory frame of mind....Complementing this tendency to be imprudent, rash, or even reckless, are a variety of research findings indicating that high-testosterone males are more likely to be impulsive, impatient, unreliable.... According to anthropologist and historian Laura Betzig, the point of politics is sex. She cites rulers throughout history who routinely engaged in sexual harassment and sexual assault, adding: Why is every man with a big harem a despot? Because collecting women–like tribute, like labor, like homage–tends to require force. People...tend to cede favors on two accounts. One is, they get a favor back; the other is, they get beat up if they dont. There are, in short, positive and negative sanctions. because they can Powerful men have a both an overactive libido as compared to normal men, but they are also more willing to gamble that they can get away with their sexual activities....[I]n my opinion, it is the position of power itself that makes men arrogant, narcissistic, egocentric, oversexed, paranoid, despotic, and craving even more power, though there are exceptions to this rule. Powerful men generally have a keen eye for female beauty and attractiveness....Every willing woman confirms the power of the powerful man....It is not too speculative to think that powerful men live in a sexualized or eroticized world. Not only do they expect to have sex whenever they fancy, but they also expect that every woman is always willing to provide this service, and enjoy it. They are...opportunistic and just take what they want. It probably comes as a complete surprise when somebody does not comply. The forbiddenness, and the awareness of transgression, makes the sex even more attractive... Sources:Betzig, Laura. Sex in History. Michigan Today, michigantoday.umich.edu. March 1994.MacKinnon, Catharine A. and Reva B. Siegel. Directions in Sexual Harassment Law. p. 174. Yale University Press. 2004Seltzer, Leon F., Ph.D. The Testosterone Curse (Part 2). PsychologyToday.com. 6 May 2009.Sex and Power: Powerful Men Have an Overactive Libido. Spiegel Online. 27 May 2011.

Human Resource Managment Term Paper Example | Topics and Well Written Essays - 3000 words

Human Resource Managment - Term Paper Example A distinctive capability that creates high value and differentiates an organization from its competition is a core competency. Human Resource Management policies help to define the approaches that are adopted in the organization both in developing employment practices and in implementing them; and constitute specific guidelines for managers, facilitating â€Å"empowerment, devolution and delegation† (Armstrong, 2006, p.147). Human resource or employment policies help to establish corporate values, shape corporate culture and provide frameworks to promote consistent and equitable decisions on the management of employees. To increase an organization’s competitive advantage, one of the important goals of human resource management in an organization is to promote employees’ motivation towards achieving increasing productivity. Similarly, changing the organization’s culture to one that is more empowering for employees, helps to attain organizational objectives. Thesis Statement: The purpose of this paper is to investigate the importance of Human Resource Management in helping an organization to achieve competitive advantage. HRM Strategies for Achieving Organizational Competitive Advantage Human Resource Management strategies are approaches that are adopted in the organization for both developing and implementing employment practices; they are based on policies or specific guidelines for managers facilitating â€Å"empowerment, devolution and delegation† (Armstrong 2006, p.147). Human resource strategies aim to establish corporate values, shape corporate culture and provide frameworks to promote consistent and equitable decisions on the management of employees. According to Burke and Cooper (2005), traditional views on competitive advantage focused on barriers to entry as â€Å"economies of scale, patent protection, access to capital, and regulated competition† (p.3). More recent perspectives have emphasized a different sour ce of competitive advantage, a company’s human resources and human capital. Organizations are confronted with new demands arising from increased competition, globalization, and technological advances. These phenomena make creativity, innovation, speed and flexibility vital for organizational efficiency. These assets are abstract, do not appear on a balance sheet, but exist in people and management systems. The role of human resource strategy to optimize organizational performance is being reconsidered. Rather than seeing the HR function as a cost, it should instead be seen as an investment, â€Å"a strategic lever for the organization in creating value† (Burke & Cooper, 2005, p.3). Thus, there is an increasing trend for human resources to be considered as the main differentiating factors contributing to a company’s competitive advantage. This underscores the belief that the knowledge and skills of employees is much more difficult to imitate, as compared to other resources. Thus, Human Resource Management believes employees to be valued assets, with the potential to ensure competitive advantage based on their commitment, adaptability and high quality skills. A study

Crucial Functions in a Business Term Paper Example | Topics and Well Written Essays - 1000 words

Crucial Functions in a Business - Term Paper Example ic?, Indihar and Kovac?ic?, 2008). Administrators are involved in a wide range of activities related to budgeting and monitoring to recruitment of the new staff. Some of the routine administrative tasks involve opening mails, sending emails ands faxes as well as filing. In addition to the routine activities, other obligations require application of expertise and creativity such as staff meetings, arranging travel and important assignments, researching information and arranging crucial events such as sale conferences or interviews. The administration function is also involved in purchasing new hardware for the business and handling external customers who rate the business on the manner in which their inquiries are handled. Inefficient administration function is disastrous to the reputation as well as the company’s image. Issues such as lost orders, miscommunication of the messages, wrongly typed letters and wrong scheduling of meetings or interview may lead to loss of customers . Effective administration enables the management to concentrate on other roles necessary for business growth. Finance Function According to Finch (2010), the finance function is the most crucial segment of a business enterprise. This is because all departments in a business enterprise require financial resources for them to thrive. The staffs serving under the function records the financial inflow and outflow to enable the business managers identify the amount of profit that each department is making and be updated on the amount of money currently at the disposal of the business. This enhances accuracy in financial decisions as the information that is used is accurate and credible. Some of the roles of the finance department include production of invoices, confirming the receipt of payments, following up on overdue payments, financial recording, paying for the received orders, production of the annual statutory requirements, and preparation of payrolls as well as payment of salarie s. The finance function is also involved in roles requiring expertise and skills such as monitoring of the departmental budgets in ensuring that the departmental heads are not mismanaging funds, regular issuance of departmental budgets, and production of regular financial reports for the managers as well as playing an advisory role to the senior managers on financial issues. Role of the Manager in Administrative and Financial Functions of a Business Role of Managers in the Administrative Function The administrative manager has a responsibility of overseeing the overall work performance of a business organization. The administrative duties of a manager include communicating the wishes of superior workers to the employees to ensure that the business plans function according to the plan. Hron (2001) asserts that the manager is obligated to make decisions through analysis of various situations and deciding on the most appropriate course of action. The manager will also be bound towards instilling discipline and coaching employees to improve their competency, improve their performance and eliminate those that do not contribute in helping the organization achieve its goals. The manager should also understand the selection and recruitment procedures required for choosing the most appropriate candidates for different roles within the organization. The manager colludes with the administrators in delegation of accounting, payroll and paperwork. Other essential administrative roles of a manager include application of the information systems in enhancing output and ensuring that the office environment is suitable for performance as well as provision of adequate support to other managers and departments. Role of Managers

Hasty Desicion Essay Example for Free

Hasty Desicion Essay Who falls in love after seeing each other for only one night. Romeo and Juliet has made some hasty decisions for those few days they were together. What do i mean about hasty decisions is like getting married and not never telling their parents knowing that they hate each other. Romeo killing Juliets cousin Tybalt during a little fight. And Romeo killing himself after hearing that Juliet fake her death. That is what i mean about hasty decisions. Romeo and Juliet were very young Juliet was fourteen years old and Romeo was sixteen or seventeen years old. Romeo and Juliet falls in love with each other as soon as they saw each other. It was at a dance. Romeo and Juliet families did not like each other for nothing in the world thats what makes it worst. How are you going to have a relationship with someone if the parents doesnt approve of it thats kind of miss up right. So they had a secret wedding that only the nurse and the preacher know about. Thats one the hasty decisions that were made in this story. In the story of Romeo and Juliet they make another hasty decision. Romeo kills Juliet cousin Tybalt . Romeo has made a very huge hasty decision right here by killing a family member. What makes it very bad is that the families a families already dont like each other and he go and kills his wife cousin. So they go and deliver the news to the families and Juliet family says that Romeo should die for doing a such thing. So now that Romeo has killed Tybalt is focus to move out the city or he will be killed. The last hasty decision that was made was that happen in the story is that Romeo has killed himself with some position . Romeo kills himself because he heard that Juliet killed herself. So now Romeo is gone and died somewhere else . Then they tell Juliet and she fake her death. So now that the truth commas out about them . The nurse ends up telling the families that they were married and had no other choices about but to just to get alone with each other choice but to like each other. In conclusion their were so much more hasty decision that were made. And i just chose to do those three to write my essay on how they made bad things like. Married without telling either of their parents knowing that they hate each other, Romeo killing juliets cousin Tybalt and almost getting himself killed, and Romeo and Juliet drinking a position to kill their self and that killed Romeo and they never said if it killed Juliet. But i think it did in my own opinion. That is my way of them trying to show their hasty decision. I wonder what would happen to me if i did any of these types of hasty decision that they had made.

tragoed Elements of Tragedy in Oedipus the King (Oedipus Rex) :: Oedipus the King Oedipus Rex

Elements of Tragedy in Oedipus Rex It is not the tragic subject matter of the text that is of primary interest - but rather the manner in which the plot is developed. The story line progresses as if the reader is "unpeeling an onion." The tale of King Oedipus is well known. An enraged Oedipus unknowingly slays his father (Laiusq, King of Thebes) and supplants him as monarch and as husband to his own mother (Queen Jocasta). As each successive "layer of the onion" is unpeeled, Oedipus is brought a step closer to realizing the true nature of his actions. Foretold in prophecy and initiated by his anger, the downfall of Oedipus comes to fruition as all facts gradually come to light. This "enlightening" starts with the revelations of a blind prophet named Tiresias. Though sightless, Tiresias can "see" the truth. He argues with Oedipus "...you have your sight, and do not see... . Yea, you are ignorant... ."(Sophocles, 15). Understandably, Oedipus is enraged at the prophet's accusations and fatally insists on investigating the murder of King Laius. In Aristotle's Poetics, it is stated that a tragedy must be complete - having a beginning, middle and end. Of equal importance "...the sequence of events, according to the law of probability or necessity, will admit of a change from bad fortune to good or from good fortune to bad."(Aristotle, 15). The impetus for the downfall of Oedipus, "Known far and wide by name" (Sophocles, 1), is his anger. Enraged he slew King Laius and in anger he hastily pursued his own ruination. From the aforementioned recriminations of Tiresias to the conflict with his brother-in-law Creon (his ill temper again displayed - "Tempers such as yours most grievous to their own selves to bear,... .(Sophocles, 25); through the revealing exchanges with his wife/mother Jocasta and her slave (whose pity saved the infant Oedipus), damming insight grows in a logical sequence, all the while fueled by the Oedipal rage. Realizing the heinous nature of his actions, Oedipus blinds himself in a fit of anger and remorse - now, as Tiresias, he can see. In an age where popular entertainment is apparently guided by the maxim "more is better" (see the body count in any popular "action thriller") and "special effects" dominate,

Jose Rizal Life and Education Essay

Family and Early life He was the seventh child in a family of 11 children (2 boys and 9 girls). His parents went to school and were well known. His father, Francisco Rizal Mercado, worked hard as a farmer in Binan, Laguna. Rizal looked up to him. His mother, Teodora Alonso Realonda y Quintos, was born in Meisic, Sta. Cruz, Manila. She read a lot and knew about art and many other things. Rizal said she was loving and very smart. He learned the alphabet from his mother at the age of three. At age five, while learning to read and write, he also showed that he could draw and paint. He surprised his family and relatives with his pencil drawings and sketches and with his moldings of clay. ————————————————- Education In 1877, at the age of 16, he finished school (Bachelor of Arts) from the Ateneo Municipal de Manila. In the same year, he went to another school to study Philosophy and Letters at the University of Santo Tomas. At the same time, he took classes to become a surveyor and assessor at the Ateneo. In 1878, he went to the University of Santo Tomas to become a doctor. He stopped in hisstudies when he felt that the Filipino students were not being treated right by the priests who were also their teachers. On May 3, 1882, he went by boat to Spain. In Spain, he continued his studies at the Universidad Central de Madrid. On June 21, 1884, at the age of 23, he got his degree and became a doctor. On June 19,1885, at the age of 24, he got another degree in Philosophy and Letters. Having traveled throughout Europe, America and Asia, he spoke 22 languages. These include: * Arabic * Catalan * Chinese| * English * French * German| * Greek * Hebrew * Italian| * Japanese * Latin * Malayan| * Portuguese * Russian * Sanskrit| * Spanish language * Tagalog| A very smart man, he was good at many other jobs besides being a doctor: * architect * artist * businessman * cartoonist| * educator * economist * ethnologist * scientific farmer| * historian * inventor * journalist * linguist| * musician * mythologist * nationalist * naturalist| * novelist * ophthalmic surgeon * poet * propagandist| * psychologist * scientist * sculptor * sociologist * theologian| ————————————————- Political Life He hoped to make political changes in his country and to make the Filipinos go to school. Rizal wrote many poems and books that show his love for his country. In March 1887, his book, Noli Me Tangere was published. It shows the bad habits of the Spanish priests. El Filibusterismo, his second novel was published on September 18, 1891. It is sadder than his first book. Rizal was not liked by those in power. He showed the bad things done by the priests and the people in the government and this led him and his relatives into trouble. Because of this, he and those who he knew were being watched by the government. They were making up bad things against him. He was put to jail in Fort Santiago from July 6, 1892 to July 15, 1892. They said that papers with words he wrote against priests were found in the luggage of his sister Lucia who arrive with him from Hong Kong. He was made to stay in Dapitan and there he did farming, fishing andbusiness. He also operated and worked in a hospital. He taught the English and Spanish languages and the arts. ————————————————- Later Life and Death. When the Philippine Revolution (the war of Filipinos against the Spaniards) started on August 26, 1896, his enemies went after him fast. They were able to get people to say bad things against him and linked him with the war. He was never allowed to talk to these people. Because the Spanish authorities thought he was responsible for the activities of the revolutionaries, he was exiled to the city of Dapitan in Zamboanga, in Mindanao (Southern Philippines). From November 3, 1896, to the date of his death, he was again held at Fort Santiago. In prison, he wrote a poem with no title. It is now called Ultimo Adios and became a famous poem in the Philippines. It expresses the hero’s great love of country as well as that of all Filipinos. After a trial by the military authorities, he was convicted of rebellion (going against the government), sedition (making trouble) and of forming illegal association (meeting not allowed by the government). He was executed (punished by killing) by guns fired by soldiers on December 30, 1896 at Bagumbayan Field. He was 35 years old at the time of his death. His death place is now a national park (now known as Luneta), and a monument has been constructed in his honor.

Reconstruction in the Southern States

What were the most important political and social legacies of reconstruction in the southern states? The biggest issue of reconstruction was the question of how the government was going to deal with the north and south, and how it would rebuild its relationship after the north beat the south during the war. Dealing with the former slaves was also going to be a big part of reconstruction for the south. How would they treat them now? The South was beaten and its economy was in horrible shape.The south was still furious and having the northern troops there didn’t make it any better. The madness was from the changes made for African Americans and the fact that they now had their â€Å"freedom†. Lincoln had a dream; he was trying to make a plan to give amnesty to those swearing an oath of allegiance. When the state got 10 percent of the vote for the allegiance, it could start building its state government again. Louisiana and Arkansas both got the 10 percent, but the radical s in congress wanted even more.The radicals pushed a bill that would transform everything in the south, but Lincoln used his pocket veto to get rid of the bill. Congress made the thirteenth Amendment to abolish slavery all together and made the freedman’s Bureau to help with the slaves to become free. Another issue was that a lot of land had been abandoned and now they needed to redistribute it. The North was creating more tension between the South because they were giving some of the land to the free slaves. During the reconstruction president Lincoln was assassinated.Andrew Johnson became the new president, a war Democrat from Tennessee. Andrew Johnson was even harder on the South than Lincoln was, not on the entire South but more on individuals, Johnson decided while congress was not in session to grant amnesty on most of the southerners. The people of the political elite and the richer land owners were not part of the pardon, but later on Johnson pardoned most of them. Jo hnson made temporary governors to start making new governments in the southern states.In December, Johnson was saying that â€Å"restoration† was virtually finished. A lifelong Democrat, Johnson sympathized with his fellow white southerners and was committed to white supremacy. Thaddeus Stevens and George Julian radicals sought to use federal power to remake the South just like the North. They advocated land redistribution to make former slaves landowners. Strict â€Å"Black Codes† where imposed that defined a permanent second-class citizenship for the ex-slaves and this made the Northerners very upset.When Congress came back into session in December of 1865 it did not let the southern representatives be in there, they set up a special committee to hear testimony on the southern situation. Congress passed a Civil Rights bill to grant full citizenship upon African Americans and a bill to enlarge the scope of the Freedman’s Bureau. President Johnson vetoed both bi lls and Congress overrode the vetoes. This resulted in making congress a much more unified Republican Party. Not knowing that courts might declare the Civil Rights Act unconstitutional, Congress wrote the Fourteenth Amendment.The Congressional elections of 1866 became very bitter between Congress and Johnson over the issue of Reconstruction and the amendment. Republicans won congressional elections and set about gaining control over the Reconstruction. The First Reconstruction Act of 1867 enfranchised blacks and divided the South into five military districts. During all of this Johnson and the Secretary of War Edwin Stanton did not agree on everything. In violation of the Tenure of Office Act, Johnson fired Stanton.The House then impeached Johnson, and voted again to convict Johnson but fell one vote short of it. By 1868 eight of the southern states were back in the Union, three still were not. Republicans nominated Ulysses Grant for president. The Republicans attacked Democratsâ₠¬â„¢ loyalties; Democrats exploited racism to gather votes and used terror in the South to keep Republicans from voting. Republicans won with less than 53 percent of the vote. The remaining unreconstructed states had to ratify both the Fourteenth and Fifteenth Amendments to be admitted to the Union.

The Concept and Process of Training and Development

The Concept and Process of Training and Development Introduction Employees in an organization learn new skills and knowledge for both personal and organizational benefits. Training and development provides the same outcome using different methods. Managers in the organization use development and training to improve on the employee’s performance through learning.Advertising We will write a custom essay sample on The Concept and Process of Training and Development specifically for you for only $16.05 $11/page Learn More Differences between the concept of training and development Training is a process used by organizations to improve employee performance and to help them learn new information. Trainings are organized and they usually cover specific topics as planned by the management. Workshops and seminars are some of the events used for group trainings. Training enables people to improve on knowledge and skills and to learn new ideas that improve effectiveness in the workplace (Craig, 1996, p.996). A go od training provides useful information that contributes to the development of skills and knowledge used in the workplace. Ideas leant in training are useful in improvement of job performance. Through concept learning and presentation, training improves workplace behaviors and enhances skill development. Development on the other hand is the process used by organizations to create and sustain change in the workplace. It is a systematic process because it seeks to improve on the already working employees. Example of employee development is when an experienced employee helps a new employee to go about a specific job. A manager may decide to coach new employees on the job s/he wants done. Development in the workplace is evident when employees in an organization decide to rotate job responsibilities with the aim of learning more. It involves the process used by employees to gain more experience in the workplace. The main difference between the concept of training and development is that development is a broad term, which includes training as a method of encouraging employees. The activities involved in development are different from the activities involved in training.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Both development and training give the same results using different methods. For example, if a manager wants to improve the employee’s ability to work with an accounting package, training is the appropriate thing to do. The manager may want the same employee to understand another job in a different department. To achieve this, the manager will apply development using job rotation. Training and development use different periods because training focuses on current issues where employees learn new skills and abilities that help them to perform their jobs. Development on the other hand prepares employees in an organization for future responsibiliti es and it may take a longer period. The process of a performance improvement plan A performance improvement plan is a process used by the management and the supervisors to help individuals improve on their behavior in the workplace. Supervisors, through performance improvement plan, identify behavior and performance issues that need to be improved and then writes a plan to guide on the corrective and improvement actions. Documentation of employee’s performance Employee performance documentation opens the process where the supervisor usually does documentation and s/he identifies the areas that need improvement. Documentation provides examples and facts that clarify specific areas that need correction and improvement. Action plan The second step in the process of the process is for the supervisor to develop an action plan. The action plan gives improvement details and it includes specific objectives and goals. Smart goals are the objectives included in the action plan by the s upervisors and such goals should be relevant and accurate. Review on the performance improvement plan Before meeting with employees, supervisors, after preparing the performance improvement plan, should meet with managers to review the document. The supervisor can either review the plan with the human resource professional or the manager. The manager or the human resource professional acts as a third party and s/he is supposed to ensure that the document is clear, reasonable and can be accomplished within the stipulated time. Meeting with employee The supervisor holds a meeting with the affected employees to discuss about the document. The work of a supervisor in this stage is to show employees areas that need improvement and to lay out the action plan. After discussion, the supervisor may modify the action plan based on the feedback given by the employee, before they both sign the form.Advertising We will write a custom essay sample on The Concept and Process of Training an d Development specifically for you for only $16.05 $11/page Learn More Progress The supervisor and the employee should have follow up meetings, which may be held monthly or weekly depending on their agreement. During the meetings, the employee gets an opportunity to ask questions and they both document and discuss the progress towards the objectives. It is the duty of the supervisor to make sure that the necessary tools needed by the employee are available. Conclusion Conclusion of the performance improvement plan depends with the employee’s action. In case the employee refuses or is unable to improve, the employer closes the performance improvement plan and termites the employment. However, if the results are positive whereby an employee is in a position to achieve the specified goals, the employer concludes the improvement plan and the employee can go on with his/her work. How the results of a performance improvement plan determine training needs for emplo yees Results of the performance improvement plan can be either positive or negative. Negative results show that the employee does not improve because he or she refuses to commit to the performance improvement plan. In such a scenario, the incrimination rests not on the organization but on the employee. Other results may show that the employee has shown some improvement but has not been able to achieve some objectives in the action plan. The supervisor and the management then seek to know why the employee has not achieved the objectives within the timeline and determine how to help the employee to improve on the same. The supervisor may decide to add more time for the employee to meet the objectives if the employee has tried his/her best but is unable to meet one or several objectives. If the supervisor determines that the employee is trying the hardest but cannot be able to achieve the objectives because of lack of training, the management and the human resource professional conclud es that the employee needs more training and that the cause of the poor performance is lack of training. If several employees are unable to achieve specific objectives, then it means that the employees need more training in specific areas. Conclusion Both training and development are important in organizations because they help employees to improve and learn. The use of performance improvement plan helps the management to determine the training needs for the employees. The results of performance improvement plan expose weakness of the employees, which guides an organization on what to do.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference Craig, R. (1996). The ASTD Training and Development Handbook: A Guide to Human Resource Development. USA: McGraw-Hill.

Qualitative Data Definition and Examples

Qualitative Data Definition and Examples In statistics, qualitative data- sometimes referred to as categorical data- is data that can be arranged into categories based on physical traits, gender, colors or anything that does not have a number associated with it. The hair colors of players on a football team, the color of cars in a parking lot, the letter grades of students in a classroom, the types of coins in a jar, and the shape of candies in a variety pack are all examples of qualitative data so long as a particular number is not assigned to any of these descriptions. Qualitative data is contrasted with  quantitative data  wherein quantitative  data sets have numbers associated with them that evaluate the quantity of an object or objects with shared features. Oftentimes, quantitative data is used to analyze qualitative data sets. Qualitative vs. Quantitative Data Its pretty easy to understand the difference between qualitative and quantitative data: the former doesnt include numbers in its definition of traits of an object or group of objects while the latter does. Still, it can get confusing when thinking in terms of statistical attributes, which include size and dimensions, which are quantitative and not qualitative data. In order to better understand these concepts, its best to observe examples of particular datasets and how they can be defined. Observe which are qualitative and which are quantitative data sets in the following examples: The cats have orange, brown, black, or white fur (qualitative).The boys have brown, black, blonde, and red hair (qualitative).There are four black cats and five orange cats (quantitative).The cake was 50 percent chocolate and 50 percent vanilla (quantitative). Even when a particular feature or attribute of an object is qualitative, such as chocolate for the cake or black for the cats, the inclusion of a number in the data set makes it a quantitative one, though this interplay is important for the study of statistics as it provides categories for which mathematicians  can then compare numerically. The Importance of Qualitative Data Whereas quantitative data is important in determining the particular frequency of traits or characteristics, the sizes, and dimensions of objects, and that sort of information about a given topic, qualitative data like the color of hair or skin of employees in a company or the healthiness of a pets coat can be important in statistical analysis, especially when paired with quantitative data about these qualitative features. Essentially, qualitative data is important because it allows statisticians to form parameters through which to observe larger sets of data. For instance, a company that wanted to determine the diversity of its workforce would want to look at a set of qualitative data like race and ethnicity of its employees as well as the quantitative data of the frequency of employees to belong to those races and ethnicities. Qualitative data provides the means for which observers can quantify the world around them- there are three blondes, two brunettes, and three black-haired women at the table or there are 16  freshmen and 15 sophomores attending the annual band trip.

AHRQ Research Paper Example | Topics and Well Written Essays - 1000 words

AHRQ - Research Paper Example These are In-patient quality determination There is need for a system integration that will enable the IQIs. Inpatient quality indicator are stipulated measures that gives a dimension the way hospital administration data than involve the degree of care in the hospital. The sensor shows the quality of attention within the hospitals. It covers the sequence of inpatients for some steps and the condition of their illness. The determination whether the rate of mortality is directly proportional to the availability, integrity and accessibility of the information that are facts and can be attested to is a question of concern and the best way to solve this is by ensuring that the system that is in place is void of inaccuracy. The technology that is used to share the information involving this department must make use of the latest EISA fundamentals. The hardware that should be used should must maximum information security especially the networking devices (Andriessen & Vartiainen, 2006). As far as the management of information that involves the release of patients is concern, there is still a lot to be done because there are disparities in knowing whether the patient was discharged or died. For AHRQ to eradicate this problem the software that is used to check the state of a patient in a regular basis must be put in place. The second aspect concerns pediatric quality indicators (PDIs). This is used to keep the information about the discharge of patient. This is to determine the quality of healthcare in the pediatric department. The issues that involve the patients in the pediatric department that is not captured in the healthcare system are given consideration. To ensure that this is achieved the program that should be used should be able to update it anytime a patient is discharged (Andriessen & Vartiainen, 2006). Basically, the discharge process that is undertaken in the hospital involves the doctor, the nurses and the supportinate that such as the security. An effect ive system is one that is able to share the information amongst the three parties and at the same time enables information filtering so that the sensitive health information remains with the doctor. Too ensure this, an interactive system that guides the different parties on how to ensure the authenticity of the data needs to be implemented. The information security system that is applied must ensure that the validity and reliability of the administrative data. Any risk that is involved must be checked. In addition, interconnection between the information concerning adult healthcare as a contributing factor to the children health is a problem. The different servers that maintain this information should be linked so that the availability of data is made flexible. This will make sure that the needs for different social classes ranging from low income to the rich are maintained (Andriessen & Vartiainen, 2006). The indicator that is used for adult patient should also be able to adapt to infants. This is made possible by using physical metric of an individual such as weight to adjust the functionality of the system. The embedded software used must transmit the record immediately so that the analysis and interpretation can be done to facilitate information dissemination to all the agencies. Prevention quality indicators These are the measures that are used for emergency care services. The rate of transferring data