Category: Research

Child and Adolescent Development Research Paper

Child and Adolescent Development
        Child and Adolescent Development

Child and Adolescent Development

Order Instructions:

Your community is opening a brand new community center. Now that you are an expert in the field, you have been chosen to lead a development team that will create a proposal for interactive, fun, and educational programming activities that will be provided for children and adolescents in this center. Utilize problem-solving techniques in exploring developmental issues, grounded in child development, in order to assess what activities and items should be included in each program. Once you have chosen these features, you will present your ideas to a mock city council board (i.e. your instructor) with both a written proposal describing the programming, as well as an interactive presentation that will illustrate your ideas for promoting continued learning throughout childhood and adolescence.

You have been asked to propose programming for five different age groups in the community center:

Infant (0-1 year)
Toddler (1-3 years)
Early Childhood (3-6 years)
Middle/Late Childhood (7-12 years)
Adolescence (13-18 years)

There are two parts to your final project; a written proposal (Part A) and a visual presentation (Part B). In Part A, you will be creating a written proposal in which you identify and describe at least two weekly activities for each age group (for a total of 10 activities) that address their developmental pathways: physical, cognitive, and psychosocial. All three domains of development must be addressed within your classes or activities. For example, you may have one activity which enhances cognitive and psychosocial development and a second activity which enhances physical development. In addition to identifying these activities, you will demonstrate a foundational knowledge of the age group’s developmental continuum by explaining your reasoning for choosing each activity, based on your analysis of theory and current child development research.

Additionally, you will go “shopping” for at least one age-appropriate game, toy, picture, or other “play” item to enhance the chosen activities within each age group. Keep in mind that this may include things like art, music, technology, or safety gear as you deem fit. For each item that you recommend, your written proposal will provide a link to a website from which the item can be purchased by the city, as well as an explanation for why the city should purchase the item informed by research and theory.

The overall goal of the written proposal and visual presentation is much like that of a grant proposal, in which a developer must convince the city council that their new business or activity is both cost-effective and beneficial to the community. You are encouraged to be creative and persuasive in your proposal, but remember that everything must be supported by the theories and research covered in our class. Included in Part A is a Written Proposal Template, demonstrating what information should be included in your written portion of the project. While you are expected to cite facts and include a reference page in your proposal, these do not need to be read out loud in your final visual presentation.

Part A: Written Proposal
You will utilize the PSY104 Written Proposal template to create your script. Enter the requested information on the title page where indicated. Where you find the text “This is where you will…” within the proposal, please remove that and enter your own content. The headings in bold and the outline formatting with numbers and letters should not be altered.

In your Written Proposal, you must include the following:

Complete each section of the template including the information requested.
Within section “iv” for each room, you will be asked to justify your activities and items by analyzing interactions of the major themes: Health and Well-Being, Family and Parenting, Education, Culture and Gender as factors influencing the developmental physical, cognitive and psychosocial pathways. Your written proposal must address how you have accounted for each of these themes in its associated room as they relate to physical, cognitive, and psychosocial development. Each theme must be included in at least one room, and each room must address one or more themes. (Please see these samples for ways to explain how you have accounted for this.)

Cite your sources according to APA style as outlined in the Ashford Writing Center. For information regarding APA samples and tutorials, visit the Ashford Writing Center, located within the Learning Resources tab on the left navigation toolbar in your online course. The EBSCOHost and PSYCinfo databases in the Ashford Online Library are helpful sources of information, as are the required and recommended resources found in your course materials. To locate EBSCOHost and PSYCinfo, visit the Ashford Online Library through the tab on the left navigation toolbar in your online course and select “Databases by Subject” and then “Psychology.” (For further assistance in researching scholarly sources, please access the tutorials page on the Ashford University Library website.)

SAMPLE ANSWER

Kelly Van Aken

PSY 104 Child and Adolescent Development

Valerie Jackson

July 6, 2015

Introductory Paragraph:

Kelly Van Aken is community center proposed to be constructed in our community. The community center mission is to help children become self confident and independent. The facility will provide a platform where children will connect, interact, share, and learn. The center goal is to establish atmosphere where child active curiosity, appreciation for nature and large motor skills are developed. We are requesting your (City Council) support the establishment of this community center, which will cater the following activities specific to each age group.

  1. Age Group #1 – Infants

This age group covers zero to 12months. The activity identified for this group is the nesting toys. The goal for this activity is to enhance general knowledge and to improve cognitive development, physical development, and cognitive skills. The material required for this activity includes the nesting cups and stacking materials. The nested cups will be stuck together, and given to the toddler to play with it, to discover what they can do with these objects. Where the toddler cannot pull the   nested cups out of the position, the toddler should be guided on how to do so. The toddler should be shown on how to build tower, knock it down, filling the cups with cornmeal or sand and other activities that can be used with the nested cup. This way, the physical, cognitive, and other socio emotional activities will be enhanced. This improves parent-child relationship, and improves effective communication (O’Connor, Monk, & Fitelson, 2013).

The second activity in this age group is the rolling balls. This is activity is geared towards physical development as well as the development of motor skills. This involves interactive activity where the parent sits on the floor and rolls the ball towards the toddler. This will enable the toddler to crawl towards the ball. Different toys of different weight can be used. This cognitive development of the child is in accordance to Jean Piaget theory   that defines that child growth occurs because of   processes round them. This way, the child can learn to talk, and interact with other children (Sengsavang & Krettenauer, 2015).

Research indicates that the rolling balls are important tools because   help the child develop watchfulness, even thinking, emotions, and concentration. The child is fascinated by the turning of the ball and other spherical objects child may become surprised, happy, or surprised that the ball runs away from him. The rolling ball also motivates the child to move (O’Connor, Monk, & Fitelson, 2013).

The   center will require over 100 rolling balls, which can be bought from Amazon. Com http://www.amazon.com/toys/b?node=165793011

  1. Age Group #2 – Toddlers

This group covers 12 months to 36 months. The first activity to be considered is the “Print it” activity. This activity was chosen because it improves toddler’s   physical as well as motor skills. The activity involves use of finger paint, finger paint paper, and washable   table. The toddlers fingers are put directly   in finger paint (many colors can be used), and printing them on the paper. Toddlers should be encouraged to be creative. This activity is messy activity and will require the toddlers to wear apron. Finger paint is expensive. Despite the fact that it is fun and creative activity, research indicates that this activity improves emotional development because the child enjoys the feel of the paint and watching the designs created. When they make new designs, the toddler’s self-esteem is enhanced. It also increases the development of manipulative skills and co-ordination as a toddler uses his or her skill to balance muscle control and spatial awareness (Yoon, 2012).

The second activity for this group is stamps and stickers activity. This is an indoor activity, which involves uses markers, stickers, stamps, ink, and paper. The toddler is shown how to stick the stickers on the paper, and where sticker has a theme, the child should be explained about it. The child should paint different things in the environment such as trees, cars, mum, and other members of the family. This activity is important because it improves communication development, motor skills as well physical development. This improves the relationship between a child and the caregivers as illustrated by the attachment theory by John Bolby. This theory indicates the relationship between child and parent/ caregiver influences child development and their social relationships in their later stage of life (Sengsavang & Krettenauer, 2015).

The child also communicates through art. This is in accordance Jean Piaget Lev Vygotsky  on socio cultural theory where children are  believed to learn activities  through hand on experiences (O’Connor, Monk, & Fitelson, 2013). The city council is requested to purchase the finger paint to help the children develop and grow socio-culturally. This is obtained in ToyRus from http://www.toysrus.com/family/index.jsp?categoryId=3255200

  1. Age Group #3 – Early Childhood

This group includes children of about 3 to 6 years. The first activity chosen is the gather and sort activity. The activity is geared to boosting the child intellectual knowledge. The activity involves visiting parks, or community center surrounding and encouraging the children to collect and look closely to objects that catch their attention. This could include rocks, flowers, and insects. The younger children learn about the different things and their differences in terms of texture, size, state (liquid, solid, or gaseous) and their benefits. This way, the children express themselves as they interact with the natural environment. In fact, some children can learn to interact, lead, and communicate with others. This builds child’s self-esteem, as they feel acknowledged and important. This  is in accordance to behavioral child development  theories by Ivan Pavlov , which stipulates that  development is shaped by children experiences  (Sengsavang & Krettenauer, 2015).

The second activity is sack race. What is required is a sack or large pillowcases for every child, and plenty of space. The children are divided into teams, and a turning point is designated. The first member of team is handed a sack and race begins. The children should race to the marker and turn back to the next individual in the team. This continues until the last person, and the wining team is the team to have all members jump and sit. This game is classic for children development of motor skills and physical activeness. The children also learn to work cooperatively in groups and understand that communication as well as interaction is very important in life (Yoon, 2012).

The importance of this activity is that it improves child social interaction during activities. This will enable identifying the child character i.e. is a child an onlooker, solitary independent, associative or eve cooperative. This is in accordance with the social learning theory by A. Bandura in that, children learn by watching other people that they interact. Through these activities, it is important it improve the cognitive, social, and motor skills development. In these activities, the items required are the sack, because they can be used as collection bags, and during sack race (O’Connor, Monk, & Fitelson, 2013). These can be obtained from Amazon.com because they have the best quality products and in all sizes. They can be reached through http://www.amazon.com/LA-Linen-Burlap-Potato-Sacks/dp/B00D6MRD4U

  1. Age Group #4 – Middle/Late Childhood

The activities chosen will include constructive use leisure time for 7 to 12 years children. Middle school children will be given opportunity to take music classes by having lecture on music technique. The children will be provided with instruments of their choice to learn. This form of art is important because it enables the children develop discipline and high sense of responsibility. This activity improves child self esteem and builds up their confidence as the form recitals in front of their peers, parents, and friends. This activity also provides the most effective environment for socialization, and gives the child a platform to explore their talents (O’Connor, Monk, & Fitelson, 2013).

The second activity is swimming activity. Statistics indicates that 37% of Americans do not know how to swim. The total deaths attributable to drowning have been 137 children. This is the main reason as to why the swimming program will be included. Additionally, swimming will improve the child physical development as well as motor skills. Research indicates that swimming improves muscoskeleton activities as well as cardiovascular activities. This activity enables the child to explore their potentials, and simultaneously learn that the peers have different capacities as they have. The activity teaches the child to compromise so that they can work as a team, and become disciplined on ways to handle the difficulties when addressing the challenges as they   mature from pre-adolescence to adolescence (Sengsavang & Krettenauer, 2015).

According to sociologist, children development is not guided by vacuum but is highly influenced by the environment they live and the challenges they undergo. These activities are chosen to keep children away from negative influences by the social media and make them more responsible with their lives. This is important because children in this age are expressive, very egocentric, and spontaneous. Music and sports activity will enable them express their emotions and simultaneously develop high discipline levels as they learn to play by the institution rules. The city council can help in buying music tools, especially violin to help the children learn (Yoon, 2012). This can be obtained from a music stores including Guitarcenter http://www.guitarcenter.com/ .

  1. Age Group #5 – Adolescence

The center aims at establishing youth groups, which will help the adolescence, identify whom they are. These groups will be used to discuss issues they face during their transition into adulthood. This includes issues such as trust and leadership roles in their lives. Establishing a youth radio station could improve lives of most adolescence in this community, who can volunteer in various activities such as organizing group discussion, becoming radio presenter, and writing informative articles. This is important as it will improve the socioemotional development, and improve cognitive function and educative as they acquire new skills (Sengsavang & Krettenauer, 2015).

The second activities identified are youth activities used to train youth on building trust and leadership. In this activity, the youth is blindfolded as the members direct them on how to find the right path to reach the designated area. The roles are switched until all members of the team participate. Building blocks are also important activity as the participants pool their efforts together to build an object, which is verbally described to them by the leader. This improves cognitive function; physical development and socioemotional development as the participants learn to work as a team, listen, and communicate effectively (Yoon, 2012).

These activities are important as they help child development as identified by the social learning theory. In this theory, children behavior is influenced by extrinsic and intrinsic influences, and they determine child satisfaction, self-confidence, and accomplishment (O’Connor, Monk, & Fitelson, 2013). In this case, city council can help purchase computers, which will help with setting up radio station activities. This can be bought from Best buy http://www.bestbuy.com/site/electronics/computers-pcs/abcat0500000.c?id=abcat0500000.

Conclusion

For a long time, child developments in this community have been largely overlooked. Parent’s perspective on children is that they are smaller versions of adults; and parents pay little attention to advance the cognitive abilities of the children, communication development, and physical growth. The community center aims at transforming lives of people and children living in this community. We are grateful for the immense support and advice during the establishment of this beneficial activity.

REFERENCES

O’Connor, T., Monk, C., & Fitelson, E. (2013). Practitioner Review: Maternal mood in pregnancy and child development – implications for child psychology and psychiatry. Journal Of Child Psychology And Psychiatry, 55(2), 99-111. doi:10.1111/jcpp.12153

Sengsavang, S., & Krettenauer, T. (2015). Children’s Moral Self-Concept: The Role of Aggression and Parent–Child Relationships. Merrill-Palmer Quarterly, 61(2), 213-235. doi:10.13110/merrpalmquar1982.61.2.0213

Yoon, Soo Jung,. (2012). The Mediating effects of teacher-child relationships on children’s self-control and aggression. Korean journal of early childhood education, 32(5), 145-161. doi:10.18023/kjece.2012.32.5.007

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Where to get rich information about Data Center Management

Where to get rich information about Data Center Management
Where to get rich information about Data Center Management

Memorandum;Where to get rich information about Data Center Management

Order Instructions:

Could you help me to create a memo about Installing WAN. I will upload the requirement and background of it. Thank you so much.

The Requirements
From: Anita Lotta-Help
Date: Module Four
Re: Where can I learn more about Data Center Management?
I need your help. I have to bone up on the current issues with managing medium to large data centers before my meeting with the CIO in two weeks. I know about several blogs that cover these topics, but the blogs are hit or miss. I’ve read the Wikipedia pages, but what I am in need of are some key industry white papers on these subjects. I don’t need basics, but what are the current trends and issues?
Could you guide me to these things?
First, I have time to read about 4-5 papers around the topic. What are the key papers (using either these or other keywords) that I should read?
Second, I’d like to know where to go to find the richest repositories of media and industry whitepapers (or academic papers if you can find them) about these—and related—subjects? Can you provide me with the best sites (at least 3, along with a short description of each) you know about?
Could you get something to me by the end of the workday in two weeks? I am looking for two pages at the very most—in annotated list form this time. Thanks.
(Annotated list form: Lists the article title, it’s URL, and a summary of what I’ll learn if I read the article, including its strengths and weaknesses). It is okay to use sites that require registration, or are on the DePaul library site (like Gartner). Stay away from books, too old. Also, all articles should be less than two years old. Please draw from more than 2 sources (so if you use Gartner for one, you must find other sources for your remaining articles)

The background
Times-R-Us (TRU) is a growing brick and mortar retailer with just over 200 US stores specializing in seasonal items. TRU stocks its stores from January to mid-February with Valentines gifts; from March to May with Easter and Mother’s Day gifts, from June into the summer with Fathers Day gifts and backyard leisure items; in August with back to school items; in October with Halloween costumes; and from November to December with Christmas gifts. By turning over inventory, its small retail stores are always in busy season—with very brief discount sales following each season. TRU currently does not have a significant online sales presence, although it uses the web for customer support.
TRU’s corporate offices are in Hoffman Estates, IL. It has nine regional offices and distribution centers in: Syracuse NY, Greensboro NC, Pensacola FL, Grove City, OH, Bennett, CO, Denton, TX, Portland OR, San Luis Obispo CA, and Hoffman Estates. The company grossed $475 million in sales last year and netted a $40 million dollar profit. It is growing at a rate of about five percent a year and opening about 10 new stores each year.
Payne Indaneck, the CIO, works from the corporate office. Each regional IT staff is run by a Technical Director. So there are eight IT centers with the Hoffman Estates operation doing corporate support as well as regional operations. Anita Lotta-Help is the Technical Director in Hoffman Estates. You work for Anita.
The IT centers are connected by using AT&T as the service provider (currently leased line T1 from Corporate into the Regionals and SDSL from Regionals into the stores. HQ also has an Internet connection and a separate connection for their web server (also with AT&T, both T1 speeds). AT&T also provides the voice links. The Regionals and stores do not have Internet connectivity except through HQ. TRU also uses RackSpace for offline archival storage. Each of the 200 stores is able to tie into the RackSpace service (through HQ) for reporting. The stores are running a POS (point of sale) system, storing daily sales data at a local server (rather than at each register). Each night the sales data is transferred to the region, which aggregates the data and sends it to HQ. Hoffman Estates is running an open source ERP system called OpenBravo, which may or may not scale as the company grows. Right now OpenBravo is housed primarily rk-v1.0
in Hoffman Estates and inventory data is distributed out to the data centers and retail stores and sales data is uploaded to HQ once per day via the leased lines. TRU makes use of a third party credit card processor and so no customer data is collected or stored on TRU servers (this traffic goes through HQ to an internet based location via VPN-type appliance at each store). We can get customer data from the processor (for recalls and marketing if necessary).
In addition, TRU manages its internal email using an MS-Exchange product hosted in Hoffman Estates, and has rolled out MS-Office w/MS-SharePoint as its officing solution and collaboration support. MS-Exchange and the TRU website are hosted on four load-balanced in-house servers in the corporate data center (so all email traffic traverses the WAN to/from HQ and the internet). OpenBravo runs on two 8 core application servers with mirrored onsite backup. There are fifteen IT staff people in the corporate office (development, OpenBravo maintenance, computer operations, and staff tech support) and an average of five in each regional office (the number due largely to travel demands among regional staff to visit retail stores for repair, maintenance, and upgrade of hardware, and software.) Total staff at Hoffman Estates is about 175 (including IT).
HQ is a 6 story building of which TRU currently occupies the top 4 floors (about 50 people per floor, with total space per floor of about 7500 sqft [100x 75] and a small data center on the first floor). We own the building so there is room to expand if necessary. The current horizontal cabling (10mbps, star wired using hubs) was in place when we bought the building several years ago. The networking equipment in the TCs is 6 years old (end of life). Current backbone cabling is 100 mbps capable and uses L3 switches at the core. Most people work in “open office” cubicles but there are offices or conference rooms in the four corners of the building. All desktops, laptops, and printers are less than 3 years old (and are generally on a 3-5 year replacement cycle). Sixty percent of HQ staff use only laptops. The data center network on the first floor is undergoing an upgrade to a modern configuration (consider the data center core, distribution and access layers to be current).
You have just finished your degree at DePaul University and have been hired onto Lotta-Help’s staff as an executive assistant to analyze, evaluate, and execute plans for developing a cloud- based IT in a way that will support growth of the company toward doubling its current size over the next ten years.
What follows are a series of memos from the Technical Director to you. She likes to receive back two page memos that clearly and concisely lay out issues for her. Anita doesn’t like being told basics she already knows (assume she took IS 324); and doesn’t like to read a lot of extra fluff. But she does want meaty information. She encourages (read that requires) the staff to provide background sources and citations (more than two) so she knows where to turn to dig deeper. Oh, and one of Anita’s mottos is: “I can read Wikipedia myself! Tell me something I
don’t know.” (in other words DON’T use Wikipedia as one of your cited sources) Also, she is looking for YOUR thoughts so lots of quotations won’t cut it (keep it to less than 15% of your memo if possible).
When she issues a research memo, she expects a clean, clear, and complete response within the given time frame (check the schedule), by end of business day (5:00pm) but you should be ready to discuss the material the in our “regular meeting” [in class].

SAMPLE ANSWER

MEMORANDUM

To:

Cc:

Name:

Date:

Subject: Where to get rich information about Data Center Management

Configuring a WAN and managing a Data Center require rich information and good sources that one can obtain information. On the same note, requires step by step guide to help in installation of AT&T, internet connection, server configuration and Point of sale system to ensure that business is running well. I have prepared a list of credible and reliable sources that can provide the required training, insights and valuable tips for Data Center Management, and a well-prepared troubleshooting guide.

community.spiceworks.com

This site provides guides and instructions about how to configure a Wide Area Network with multiple wan connections (Spiceworks, 2013). The site also has discussion forums where you can paste your questions and discuss with other technology experts.

A guide to simplifying data center management www.computerweekly.com

This website provides a simplified guide to data center management. The site also features different “how to’s” to help you learn how to do different IT related stuff. This site is ideal to learn concepts relating to data center management. The site also has a lot of discussions relating to data center management and setting up of servers.

Certified Data Center Management CNet Training.com

This company hosts some of the best IT guru’s who are well informed about Data Center Management. The site provides certifications for Data Center Management Professionals (CNet Training, n.d.). They also offer expert advice and live charts once you have registered with them.

Therefore, before upgrading the systems, the technicians can obtain information from the above-discussed sites. The sites contain a lot of information about Data Center Management and how to configure WAN. These sites update its members through email services. It provides current information about Information technology, data security, computer configurations and networking among others.

References

Certified Data Centre Management Professional (CDCMP®) | CNet Training. (n.d.). Retrieved July 2, 2015, from http://www.cnet-training.com/data-centre-courses/certified-data-centre-management-professional-cdcmp/

A guide to simplifying data centre management. (n.d.). Retrieved from http://www.computerweekly.com/guides/A-guide-to-simplifying-data-centre-management#guideCategory1

Spiceworks (2013). Wide Area network setup with multiple wan connections. Retrieved July 2, 2015, from http://community.spiceworks.com/topic/292839-networking-advice-wide-area-network-setup-with-multiple-wan-connections

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Reflecting on Bias Assignment Available

Reflecting on Bias
                                  Reflecting on Bias

Reflecting on Bias

Order Instructions:

Reflecting on Bias

This week’s Discussion area is a place for you to reflect on the work you have done to this point and to tie up any loose ends. Begin by framing your learning process in this course and sharing any new knowledge you have gained about yourself as a doctoral student and your approach to the doctoral study process.

Critically reflect on your problem statement and the topic you have chosen for your individual doctoral study. In what ways can you limit the negative impact of your own biases, assumptions, and attitudes on your study? How will you identify your biases?

Evaluate the ethical considerations on conducting and documenting research as a scholar-practitioner.

In order to complete the above mention assignment please view order #112783 which has my whole dissertation/ doctoral study thus far . Please complete assignment in accordance to doctoral study

SAMPLE ANSWER

Week 8 discussion 1

I can vehemently say that pursuing this course has been an awesome experience to me. Despite the ups and downs, the opportunity has expanded my scope of knowledge and skills. Undertaking a research project is one of the processes that have impacted my learning and enabled me to acquire in-depth skills and knowledge. I have gained an array of skills and knowledge as a doctoral student. My research skills have improved  to greater magnitude.  I now understand the process of carrying out research. My social and communication skills have also improved due to this research project. I do believe my approach to doctoral study has been built on the philosophy of research. Learning entails acquisition of new knowledge and this requires intensive research to come up with new fresh and concrete ideas to help transform the society.

The topic for my project is ‘Communication in a multi-generational workforce’. The topic is relevant as it covers on important aspects that affect many organizations. In this age, different generations work together despite holding to different values and beliefs and even styles of communication (Brown, 2012). It therefore becomes salient to understand their communication styles to bolster productivity. The problem statement of the study as well indicates the gap between communication styles of various generations hence, a need to strike a balance between generations communication styles to foster productivity. Biasness may surface in such a study. The impacts of these biasness’s, attitudes and assumptions in a study  can be limited by remaining objective in the study, using random sampling methods and using credible source of information. Some of the ways to identify biasness is avoiding subjectivity, scrutinizing the methods of data collection adopted and allowing third part criticism.

In conducting a study, adhering to ethical consideration is prudent throughout the study. Researcher  must  ensure confidentiality, uphold to privacy and informed consent. The researcher should inform the parties involved about the study objectives and purpose as well allow the participants discretion to participate or to terminate their participation without coercion (Antes, 2014)

References

Antes, A. (2014). A Systematic Approach to Instruction in Research Ethics.

Accountability in Research: Policies & Quality Assurance, 21(1), 50-67.

Brown, S. E. (2012). Attracting, challenging, and leading a multigenerational workforce-A           perspective. Frontiers of Health Services Management, 29(1), 29-33.

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Personal Worldview and Research Mindset

Personal Worldview and Research Mindset
      Personal Worldview and Research Mindset

Personal Worldview and Research Mindset

Order Instructions:

For this paper, the writer must read thoroughly the instructions giving in the assignment, and the writer must also follow directions and incorporate readings from the course text book and the articles giving in the paper. It is critical that the writer use proper APA for the entire paper. the writer will follow the instruction to complete the questioner and will then complete a 2 page paper with a minimum of 3 paragraphs which will comprise of a statement from the information gathered in the questioner in the Your Personal Worldview Worksheet.

I will send the details of the assignment via email as I am having some problems uploading documents on this site for the past weeks

SAMPLE ANSWER

Personal Worldview and Research Mindset

It is a reality that both the world and the different elements that constitute the world do exist. People are responsible for generating varied opinions about the world. Apparently, the world would be a wonderful place to live if people would come together to remove all the negative things that affect the world. Perhaps, no two conflicting statements can be taken to be true. The world is therefore controlled by varied views and beliefs which emanate from different cultural, educational and personal life experiences. As such, history is very essential in focusing on the future around the world.

The best way to learn is through listening, observing and experiencing life happening.  So as to get informed, I carry out information gathering. This is mostly done through looking for answers for given topics like health by conducting interviews. The sources of information include doctors, publications and media sources. The sources ought to contain information about the topic under study. In addition, information gathering from these sources depends on people’s experiences and one’s personal experiences(Lester, 2004).Furthermore, Personal communication skills are very essential in influencing the behavior of other people. Through personal communication skills, I have been able to utilize persuasion and interpersonal dialogue, efficiency in terms of solving problems so as to influence others. In addition, I have been able to challenge people’s behavior without becoming too personal so as to avoid any conflict. Despite the fact that solving problems has got challenges, problem solving skills assist in coming up with sound solutions.  I therefore utilize the five steps when handling any challenge. The steps include orientation, defining the specific problem, coming up with alternative ways to handle that problem, coming up with a well-defined decision, implementing the solution and evaluating the whole process(Neumann, 2005).

My personal background has been dictated and controlled by so many challenges which have enhanced my personal experience. Despite the fact that I was born in the US, my cultural background is of the Indian people. This is simply because my I have spent most of my life in this country (India). I     have a good command of both written and spoken Indian language with very little knowledge of English. I have therefore gained so much in terms of experience from living and studying in both India and United States of America. My professional experience is so vast. I have gained experience in English by attending an Indian adult school for studying English, I have a high school diploma with a bachelor of science in Business administration. I have also worked as a secretary for students for a period of two years(Creswell, 2013).

Apparently, my self-identity has greatly influenced my professional practice. In addition, my personal, cultural and professional experiences have had a great impact on by own beliefs and how I perceive the world. This has greatly had an impact in the way I carry out my research work. Basically, my self-identity revolves around my own cultural background and my working profession. In the initial stages of my career, before associating with varied cultures, the way I perceived and viewed the world was based on Indian cultural background. This was basically based on the believes and values of this people. I have therefore acquired a different perception of the world based on different cultural practices which I have gone through in my everyday life(Boud, & Tennant, 2006).

References

Boud, D., & Tennant, M. (2006). Putting doctoral education to work: Challenges to academic practice. Higher Education Research & Development, 25(3), 293–306. Retrieved from Academic Search Premier database

Creswell, J. W. (2013). Research design: Qualitative, quantitative, and mixed methods approaches (Laureate Education, Inc., custom ed.). Thousand Oaks, CA: Sage.

Lester, S. (2004). Conceptualizing the practitioner doctorate. Studies in Higher Education, 29(6), 757–770. Retrieved from ERIC database.

Neumann, R. (2005). Doctoral differences: Professional doctorates and PhDs compared. Journal of Higher Education Policy and Management, 27(2), 173–188. Retrieved from Academic Search Premier database

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Learning activities Research Paper Available

Learning activities Research Paper
Learning activities Research Paper

Learning activities Research Paper

Learning activities Research Paper

Order Instructions:

Steps:
1. Choose two preselected activities from the Demonstration of Content Knowledge area of your ePortfolio.
2. Review your specialization program information on the Walden website. The “Emphasis on Practical Strategies” section summarizes the key concepts presented in your program and the knowledge and skills you should have gained during your studies at Walden. Use this information to help you complete the reflective essay.
To view this site, follow the directions below (Adolescent Literacy and Technology see last bullet under #2):
• Paste the following link in your web browser. http://www.waldenu.edu/masters/ms-in- education.
• Select your specialization by clicking on the Curriculum Tab at the top of the page.
• Read the Emphasis on Practical Strategies section towards the top of the screen.
• ALT specialization “Emphasis on Practical Strategies”:
• Integrate writing strategies into the design of curriculum, instruction, and assessment to enhance student learning.
• Design lessons using research-based instructional models to develop higher levels of student literacy.
• Learn and use research-based strategies to help improve students’ critical reading skills.
3. Write a reflective essay, in APA format, that includes the following:
A. Background Information/Setting the Stage for the Reader:
o Describe the purpose and provide a description of the two preselected activities you chose. This information gives your reader background information about the activities.
o Include course numbers, course titles, and dates for when the preselected activities were completed. (Remember, this was a requirement when you uploaded your preselected activity to your ePortfolio.)
o List the identified professional standards tagged with the preselected activities. (Remember, this was a requirement in the course when you uploaded your preselected activity to your ePortfolio.)
B. Self-assessment of content knowledge growth:
o Give evidence of how you have gained the content knowledge and skills of your specialization as listed on Walden’s website under the “Emphasis on Practical Strategies” (see Step 2 above). You will use examples from your preselected activities, professional standards, and other Walden course experiences to provide this evidence.
Page 4 of 3
o Discuss how this new knowledge has transformed your teaching and impacted student learning. Give specific examples that demonstrate growth.
4. Suggested length is 3 to 5 pages, not including title and reference pages. Upload your essay as an attachment to the Demonstration of Content Knowledge Major Assessment.

SAMPLE ANSWER

Introduction

Learning activities have been of crucial essence since the beginning of pedagogy; not only in sciences or practical subject, but also since the time philosophical thinking and/or arguments were the main sources of teaching information. This is attributable to the fact that such learning activities are involved in making sure that students at all levels of education develop the ability to apply what they learn on day to day basis either theoretically in classrooms or through their own individual observations (Eagleton & Dobler, 2007). Thus, since the introduction of mathematics subject in education system, learning activities aimed at practically engaging students have constituted a vital component of the syllabus and such practical sessions may range from conventionally based to technology based learning activities. November (2008) notes that internet based learning activities have also become essentially crucial as methods of demonstration or illustration in mathematical classrooms. As a result, this reflective essay will focus of two preselected learning activities that were undertaken by the students in order to teach and/or evaluate their levels of comprehension, understanding, and retention.

  1. Background Information

The main purpose of the preselected learning activities was to make sure that students developed the ability to practically solve real life problems that involved one-step, two steps as well as multi-step equations. For instance, in the two preselected learning activities whereby one was conventional involving practical application of geometric solids (in terms of volume and surface areas) while the second involved practical application of internet-based game learning. This means that the central purpose of the two preselected learning activities was to integrate technology (internet and associated technological devices) for subsequent practical application to solve practical life problems while bringing in the aspect of fun in learning. This is greatly motivated by the fact that leaning continue to become more liberalized due to rapid advancements in technology since gaming is becoming an integral part of students today and group working is also encouraged as a learning support method by providing scaffolding to slow learners while making sure that all members of the entire group are at par by the end of the learning activity.

The two preselected learning activities are: use of internet by students to identify five common geometric solids and subsequently grouping them to solve real life problems associated with volume and surface area and the second learning activity is using game software to give students unlimited access to their accounts for monitoring of their gaming prowess. For instance, in the first preselected learning activity, the students confirmed if they have ever used internet before to search information online by raising their hands upon completion of searching five common geometric solids and determining the volume as well as the surface area of a cylindrical soda can. The students individually or in pairs used the smart board to practically demonstrate how they conducted search on their preferred topic, and the teacher subsequently demonstrated to them how the search could have been effectively conducted using the smart board. The second activity involved creating accounts for each student through game-based learning software at Mangahigh.com and the students were given unlimited access to the software. The student were directed to Algebra meltdown game involved in solving one variable linear equation once they logged in and required to solve the provided problems within the allocated time since the games are always timed. The progress of students within the game was tracked and analyzed through the teacher’s dashboard in order to use observation (note taking) as well as statistics from the dashboard to determine the number of students that struggled with content and also the number of students that demonstrated quick mastery of content at any given level of the game. This helped in planning and implementing lessons that targeted the areas where most of the students portrayed weaknesses while giving ideas for intervention plans to struggling students and formulating of more challenging problems for more advanced students.

The course numbers of the units where the preselected learning activities were chosen from are: EDUC 6712 and EDUC 6715 and their respective course titles are Supporting Information Literacy and Online Inquiry in the Classroom and changing the game at my school respectively. Furthermore, the first preselected learning activity from EDUC 6712 was completed on 18th August 2013; whereas the second preselected learning activity from EDUC 6715 was completed on 15th December 2014. Even though the first learning was not fully implemented due to lack of a sufficient group of student to work with, homework activity was devised to deliver the same objectives through a considerable extent of students’ scaffolding. However, the second learning activity was effectively implemented and showed the potential in emerging game-based learning method which has been newly introduced in many schools to teach mathematics and sciences since it allows students have unlimited access to their game accounts. This means that the identified professional standards tagged with the preselected learning activities were: enhanced capacity to integrate technology in developing lesson plans; improved potential in implementing lessons that utilize emerging technologies (i.e. game-based learning activities); improved ability to track and analyze student progress in a learning activity; and enhanced development of alternative methods using teaching aids or technology interventions for struggling students (scaffolding).

  1. Self-assessment of Content Knowledge Growth

As a mathematics teacher, I can undoubtedly affirm that I gained considerable content knowledge and skills in my area of specialization which requires adoption of emerging technologies to address various day to day life challenges through innovative application of the solutions inherent in them to problems we often face in our lives. For example, the preselected activities clearly indicate that I was able to advance my knowledge on how to demonstrate or explain various methods used in searching a particular concept, especially concerning various common geometric solids and how to calculate their volumes and surface areas using different methods that are available. The other preselected learning activity (i.e. game-based learning activity) significantly enhanced my knowledge and skills on emerging technology methods of tracking and analyzing students’ progress through a learning activity.

The integration of the content knowledge growth through the preselected activities to my specific professional standards show that I definitely enhanced my knowledge since I am now able to apply various methods that are technology based (e.g. the learning game on software Mangahigh.com) to appropriately teach a mathematics classroom a new concept subsequent to practical application as well as effective tracking of the learning progress. This new knowledge has considerably transformed my teaching and impacted student learning because nowadays I have incorporated continuous assessment of the progress of my students’ learning at all levels of a unit or course to determine the struggling ones and those have the ability to quickly master the learning content. As a result, I have also adopted scaffolding as an intervention plan to help struggling students, while at the same time developing new challenges to students who have portrayed content mastery.  Through these strategies I have ensured that there is significant reduction in the performance difference between students in mathematics tests which is vital in making sure that I always achieve the unit learning objectives and/or outcomes.

 Conclusion  

Throughout this reflective essay, it is clearly evident that appropriate teaching strategies mostly through practical learning activities, especially those adopting emerging technologies have proved to be highly effective in making learning and evaluation easier. For instance, internet and learning games were used to ensure students solved various real life problems while effectively mastering the involved concepts.

References

Eagleton, M. B., & Dobler, E. (2007). Reading the web: Strategies for Internet inquiry. New York, NY: The Guilford Press.

Games-based-learning and g-Learning blog: 21st Century Skills and Games Based Learning. (n.d.). Retrieved from http://www.games-based-learning.com/2012/11/21st-century-skills-and-games-based.html

Mixing it Up with Mangahigh: Using Games to Differentiate Instruction. (2014, January 1). Retrieved December 8, 2014, from http://www.edutopia.org/blog/mangahigh-games-to- differentiate-instruction-kristof-mueller.

November, A. (2008). Web literacy for educators. Thousand Oaks, CA: Corwin Press.

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Selecting a CP Plan at Dow AgroSciences

Selecting a CP Plan at Dow AgroSciences
Selecting a CP Plan at Dow AgroSciences

Selecting a CP Plan at Dow AgroSciences

Order Instructions:

Dear Admin,

Please read the following case study then answer the questions bellow:

CASE STUDY ((Selecting a CP Plan at Dow AgroSciences))

Dow AgroSciences LLC, based in Indianapolis, Indiana, is a global leader in providing pest management and biotechnology products that improve the quality and quantity of the earth’s food supply and contribute to the health and quality of life of the world’s growing population. Dow AgroSciences employs approximately 6,000 people in more than 50 countries and has worldwide sales of approximately US$ 3 billion. Dow AgroSciences is a wholly owned subsidiary of the Dow Chemical Company.

Consider the following information about Dow AgroSciences:

•Mission. Dow AgroSciences delivers innovative technology that exceeds market needs and improves the quality of life of the world’s growing population. We do this through responsible pest control, aiding the production of an abundant, nutritious food supply, and the use of plants as a renewable agricultural resource to produce new and improved agricultural outputs.

•Vision. We are a premier company applying chemical, biochemical, and genetic solutions to agricultural and specialty market needs.

•Core Values. To ensure the prosperity and well-being of Dow AgroSciences employees, customers, and shareholders, cumulative long-term profit growth is essential. How we achieve this objective is as important as the objective itself. Fundamental to our success are our core values we believe in and practice:

o• Employees are the source of Dow AgroSciences’ success. We communicate openly, treat each other with respect, promote teamwork, and encourage personal initiative and growth. Excellence in performance is sought and rewarded.

o• Customers receive our strongest commitment to meet their needs with high-quality products and superior service.
289 290

o• Products are based on innovative technology, continuous improvement, and added value for our customers and end users.

o• Our conduct demonstrates a deep concern for human safety and environmental stewardship, while embracing the highest standards of ethics and citizenship.

In light of the Dow AgroSciences’ mission, vision, and core values, what type of CP plan is likely to be successful? Explain the rationale behind your choice.

Source: This case study is based, in part, on information available online at http://www.dowagro.com/about. Retrieval date: March 15, 2007.

Then answer the following questions:

1)Evaluate the mission, vision, and core values of the organization as presented in the case study.

2)Based on what you have learned this week, recommend a CP plan for Dow Agrosciences and explain why you think it would be successful.

3)What are the benefits of implementing a contingent pay plan? Would such a plan be accepted in all cultures?

4)How does an MNC resolve this with their subsidiaries?

Also,

1) The answer must raise appropriate critical questions.

2)Do include all your references, as per the Harvard Referencing System,

3)Please don’t use Wikipedia web site.

4)I need examples from peer reviewed articles or researches.

5) Turnitin.com copy percentage must be 10% or less.

Appreciate each single moment you spend in writing my paper

Best regards

 

SAMPLE ANSWER

Business organizations focus on providing good services to ensure customer satisfaction. The result of the organization effort is reflected in the form of growth and organization sustainability. Organizations ensure that the employees are motivated and are working towards achieving of the organization goals and achievement. Unlike the traditional pay where wage and increase in remuneration depend on position and seniority, contingent pay salary and salary increase is based on job performance (Carson, 2012). The payment plan should be developed in a way that the pay motivates the employee of an organization to work towards achieving organization goals. On the same note, the payment system should reflect the organization core values and should be in line with the organization culture. Contingent pay schemes attempt to make a company more effective in attaining organization goals. The aim of contingent pay plans is to help in improving organization performance.

The purpose of this case study is to develop a contingent pay (CP) plan for Dow AgroScience based on the organization mission, vision and core values. Further, the paper discusses the benefits of implementing a contingent pay plan. And discusses how multinational corporations resolve issues relating to contingent pay and different cultures.

Dow AgroScience is a multinational corporation providing biotechnology products and pest management. The organization focuses on delivering innovative technology that help improve the quality of living for the world ever-growing population.  Dow AgroScience is committed to corporate sustainability and product stewardship (Corporate Values, n.d.). Dow AgroScience mission statement is clear and understandable to the company’s employees, customers, and other stakeholders. Dow AgroScience mission statement is brief and clearly specifies the organization business of pest control and assisting in the production of food supply amid using plants as a renewable agricultural resource to develop innovative products.

The company has a clear vision of being a premier company providing an agricultural solution and specialty market needs. Dow AgroScience core values define the acceptable behavior; it compels the employees of the organization by stating what the organization opts to achieve and why it wants to achieve these objectives. The company’s core values inspire the employees and involve them in the organization. Ideally, the company core values hold the organization through shared values and standard behavior.  It is good for the organization to introduce contingent pay to achieve these goals and ensure that there is prosperity. This is because contingent pay makes performance management more effective since rewards are tied to outcome.

Before selecting a CP plan it is important to consider the culture of the company and strategic direction of the organization (Armstrong & Taylor, 2014). Dow AgroScience culture focuses in developing talents and leadership abilities of their employees. The company focuses on achieving organization goals through motivation and employee development.  It is imperative to note that Dow AgroScience values diversity and work-life balance.

Therefore the best contingent Pay system that is likely to be successful for Dow AgroScience is a plan that enhances strategic direction and employee development so as to achieve the organization goals. The contingent pay that ideally fits Dow AgroScience is a skill-based pay to enhance development. To improve customer service, Dow AgroScience contingent pay should encompass a competency-based pay with gains sharing (Chen et al., 2012). The company should give sales commissions the company employees working in the sales department to add value to the company customers. The company can also enhance teamwork by giving team sales commission, gain sharing and competency-based pay.

Contingent Pay plans that help to enhance strategic directions is likely to be successful because it encourages positive behavior. Employees will also be motivated to develop new behavior that may produce better results and enable the organization realize its goals (HENEMAN, 2002). This can be achieved by defining and measuring performance before allocate rewards. The company should give both financial and non-financial rewards.

Implementing contingent pay plan has quite a number of benefits. Performance management becomes more effective when using contingent plan because rewards are tied to outcome. Contingent pay enables an organization to clearly define effective performance and determine factors that are indispensable to achieve performance (Warwas, 2015). Contingent pay also enables managers, supervisors and employees understand what is required of them. On the same note, Contingent Pay boosts employee motivation to work and achieve goals that are in line with organization desires.

However, Contingent Pay may not be accepted in all cultures. Effective organization put a lot of emphasis on job performance and consistency. In a multicultural organization, cultural rules can drive behavior   and expectations. In such organization, contingent pay may not be effective in improving job performance if it is not aligned with cultural values of the community (Cowling, 2013). An efficient organization culture should encourage employees to share problem-solving ideas and knowledge. To achieve this, the contingent pay plan should be developed to respect cultural values of the community and payments should be made in such a way that makes the employees identify with the community.

Multinational corporations can help align contingent pay with the cultural values of the community where the company operates to resolve cultural difference in its subsidiaries. This can be achieved by developing clear and open communication challenge that makes employees voice their opinions regarding the contingent pay plan. Multinational organization need to identify and respect cultural norms. If the contingent pay plan is not in line with the cultural rules, it may not effectively achieve the main goal of motivating employees to improve performance (HORNE, 2013). Being in a position to share challenges that hinders optimal performance and the consistency required to achieve performance can be prevented by disregarding cultural norms. Therefore, Dow AgroScience should put into consideration cultural norms of the communities they operate in and develop a contingent pay scheme that is tailored to fit with cultural norms of the community.

In conclusion, developing a contingent pay scheme is paramount in motivating employees towards achieving organization goals. The contingent pay plan should be consistent with the organization values and goals. The contingent plan adopted should motivate employees to optimize their work performance and work towards achievement of organization goals.

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Carson, R. (2012). Contingent valuation: a comprehensive bibliography and history. Edward Elgar Publishing.

Chen, C. X., Williamson, M. G., & Zhou, F. H. (2012). Reward system design and group creativity: An experimental investigation. The Accounting Review,87(6), 1885-1911.

Cowling, A. (2013). Appraising and rewarding performance. Managing Human Resources,197.

Corporate Values. (n.d.). Retrieved June 29, 2015, from http://www.dowagro.com/about/values/

HENEMAN, R. L. (2002). Linking pay to performance. Greenwich, Conn, Information Age.

HORNE, M. S. (2013). Contingent workforce: business and legal strategies. [S.l.], Law Journal Seminars Pr.

Warwas, J. (2015). Principals’ leadership behaviour: values-based, contingent or both?. Journal of Educational Administration, 53(3), 310-334.

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Dealing with employee defensiveness Essay

Dealing with employee defensiveness
Dealing with employee defensiveness

Dealing with employee defensiveness

Order Instructions:

Dear Admin,

Read the following:

CASE STUDY 9-3 Preventing Defensiveness

Spencer, Jeff’s manager, needs to talk to Jeff about his poor performance over the previous quarter. Jeff enters the room and sits across the desk from Spencer.

Jeff:Spencer, you wanted to talk to me?

Spencer:Yes,Jeff, thanks for coming by. I wanted to talk about your performance last quarter.

(Spencer’s phone rings and he answers it. Five minutes later Jeff is still waiting for Spencer. Jeff finally gets frustrated and Spencer notices Jeff looks at his watch several times.)Sorry for the interruption Jeff, I know it is frustrating to be kept waiting.

Jeff:I am very busy. Can we get on with this?

Spencer: Yes, absolutely. As you know you had some problems meeting all of your goals last quarter.

Jeff:Now wait a second. I met the most important goal.

Spencer: Yes, you did, but you missed the other four.

Jeff:Just by a little, and it wasn’t my fault.

Spencer:Jeff, you need to accept responsibility for your own performance and not push blame onto others. You need to meet your goals this coming quarter or I will have to take more serious action.

Jeff:One bad quarter, and you threaten to fire me? I can’t believe this!

Spencer:Just meet all of your goals, and I won’t have to take that action.

Then answer the following questions:

1)Identify and evaluate the actions that the individual could have taken to handle the issue of defensiveness, as presented in the case study.

2)As managers and leaders, we understand the importance of a good coaching relationship, the central role of the employee as the source and director of change, understand employees as unique and whole, and realizing that the coach is the facilitator of the employee’s growth. Yet barriers are present. Moving beyond the obvious, how does a coaching relationship affect cultural transvergence?

Also,

1)The answer must raise appropriate critical questions.

2)Do include all your references, as per the Harvard Referencing System,

3)Please don’t use Wikipedia web site.

4) I need examples from peer reviewed articles or researches.

5) Turnitin.com copy percentage must be 10% or less.

Note: To prepare for this essay please read the required articles that is attached or sent by email.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Dealing with employee defensiveness

Managers as well as business leaders in general encounter myriads of unusual behaviors from employees which they ought to handle carefully. Such behaviors include defensiveness which is demonstrated in the case involving Jeff and Spencer, his manager. Lloyd (2010) acknowledges that; it is crucial that managers understand the common causes of such behavior for them to be able to handle them when they arise. In the case of Jeff, Spenser should be able to understand the cause of the defensive behavior demonstrated by this employee. Besides this, it is evident that, even the behavior of the leaders can fuel the defensiveness or the other behaviors associated with employees with defensiveness tendencies. For instance, Spencer, the manager, takes long in taking the call while he keeps Jeff waiting. This is not acceptable as he keeps the employee tensed on what could be the cause of the need to talk.

The manager should have created good environment for talk without interruptions, for instance by putting the phone on silent mode or by keeping the calls on hold. In case the call was very important, he could have considered requesting the caller to wait for some moment so that he attends to Jeff first.  Gan & Chong (2015) suggests that; the manager should aim at creating a better environment for the talk such as extended salutations and invoking the employee to know more about them before indulging into the issue at hand. This view emanates from the view that; Jeff’s defensive behavior has been fueled by the kind of behavior demonstrated by the manager which denotes little regard for the employee.

For individuals to be able to handle employees with defensiveness, it is crucial that they understand the root causes of the defensiveness. When this is understood, it becomes easy to incorporate in coaching such that defensiveness is reduced or prevented. This view is based on the understanding that, employees do not develop defensive behavior the moment they encounter confrontation or when they are faced with the issue at hand. The defensiveness is a deep rooted behavior which only manifests when the circumstance arises. It is therefore easy to tame the behavior when it is earlier noticed and measures of controlling it taken. To detect the behavior, individuals have to interact well with the targeted people. Nowack (2014) discloses that; when the weak areas of the persons that are likely to develop defensiveness are identified, the individual embarks on coaching that aims at preventing such behavior. For instance, defensiveness is associated with people who have little self esteem or a negative one. When such is detected, the individual embarks on efforts of ensuring that the person improves in their self esteem level. When the level of their self esteem improves, or when the person achieves positive self esteem, it becomes possible for them to live a life that is not full of defensiveness.

It is understood that; such achievements cannot be reached in a short while. It is therefore crucial that individuals cultivate a culture of interacting with the employees so as to mentor then in ways that are able to prevent defensiveness as the one demonstrated by Jeff. In the event that an employee has already demonstrated defensiveness, like in the case of Jeff, it is crucial that the individual involve show understanding despite the fact that they are supposed to exercise authority of the employee, thus they should not take offence for the defensiveness, rather they should deal with the issue at hand and focus on how to help the person to improve in their behavior especially when confronted with an issue.

In the couching relationship, it is crucial that individuals understand the essence of cultural transvergence. This aspect denotes the situation whereby, the individuals are able to understand their own culture, that of the firm and the culture of other people related to the organization in one way or the other, for instance, understanding the culture of the fellow employees as well as the clients. Burris (2012) notes that; the bottom line is not just about understanding, rather, here should e an aspect of being able to integrate the different cultures in the firm such that everyone feels appreciated despite their different culture. This view emanates from the realization that; difference in culture is a positive element in business which should help in improving performance if it is articulated in a viable manner.

On the other hand, if the aspect is not deliberated on well and in the right manner, there lies a potential of destroying the operations of the business. According to Kim & Kuo (2015) it is crucial that the coaches understand the aspects of cultural transvergence, and inculcate it in the coaching relationship such that businesses are able to achieve maximum performance. This is because; if the coaches do not articulate the aspects of cultural transvergence well in coaching relationship, there ought to be little or no progress in the productivity of the organization. When the issues of cultural transvergence are articulated in coaching, there is bound to be fewer issues especially of unhealthy behaviors such as defensiveness.

Dwivedi, Kaushik & Luxmi (2014) maintain that; in the wake of globalization, there is increased need of coaches to understand the perspectives of coaching in line with cultural transvergence. This view emanates from the understanding that; globalization has come with increased diversified cultures in the workplace. In as much as this is a potential factor of increased profitability, if there is no articulation of understanding and taking of the right measure in coaching relations, there is bound to be downfalls associated with poor incorporation of different cultures. The coaches therefore have to portray understanding of different factors in their coaching relationships in regard to cultural transvergence. Hough (2011) asserts that; in the articulation of the coaching relationship, the coach must understand that the employee is the root of change in the organizations. There should therefore, be provision of room for the employee to give their views on intended changes. This way, there will be little resistance in the implementation of changes in which the employees have feelings of ownership.

In the coaching relationship, the coaches must cultivate a tendency of taking the employees as individuals and not generalizing them. The coach ought to understand that the employees are individuals who have unique qualities as well as needs. On this note, it is crucial that the coach aims at maximizing on the strong sides of the employee and helps them to improve on their weak areas. This is done, not in a general manner but in an individualized manner such that every employee is taken care of. This is achievable only with realization that the coach is the facilitator of the employee’s growth and therefore, endeavors to help the employees tackle the barriers which they encounter.

References

BURRIS, ER 2012, ‘THE RISKS AND REWARDS OF SPEAKING UP: MANAGERIAL RESPONSES TO EMPLOYEE VOICE’, Academy Of Management Journal, 55, 4, pp. 851-875, Business Source Complete, EBSCOhost, viewed 29 June 2015.

Dwivedi, S., Kaushik, S., & Luxmi. (2014). Impact of Organizational Culture on Commitment of Employees: An Empirical Study of BPO Sector in India. Vikalpa: The Journal For Decision Makers, 39(3), 77-92.

Gan, G, & Chong, C 2015, ‘Coaching relationship in executive coaching: a Malaysian study’, Journal Of Management Development, 34, 4, pp. 476-493, Business Source Complete, EBSCOhost, viewed 30 June 2015.

Hough, K 2011, The Improvisation Edge : Secrets To Building Trust And Radical Collaboration At Work, San Francisco: Berrett-Koehler Publishers, eBook Collection (EBSCOhost), EBSCOhost, viewed 29 June 2015.

Kim, S, & Kuo, M 2015, ‘Examining the Relationships Among Coaching, Trustworthiness, and Role Behaviors: A Social Exchange Perspective’, Journal Of Applied Behavioral Science, 51, 2, pp. 152-176, Business Source Complete, EBSCOhost, viewed 30 June 2015.

Lloyd, J 2010, ‘Effective Feedback Reduces Defensiveness: Help employees succeed’, Receivables Report For America’s Health Care Financial Managers, 25, 4, pp. 8-10, Business Source Complete, EBSCOhost, viewed 29 June 2015.

NOWACK, KM 2014, ‘take the sting out of feedback’, TD: Talent Development, 68, 8, pp. 50-54, Professional Development Collection, EBSCOhost, viewed 29 June 2015.

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Not All Teams Are Created Equal Essay Paper

Not All Teams Are Created Equal
        Not All Teams Are Created Equal

Not All Teams Are Created Equal

Order Instructions:

Dear Admin,

Review Case Study “Not All Teams Are Created Equal”.

Then answer the following questions:

1)In order to make the system described more effective, identify possible revisions and/or additions to each component of the PM process.

2)Keep in mind that revisions and/or additions are meant to solve a problem that needs to be identified.

3)The literature is split on the issue of team performance measures. On one hand, it argues performance should be focused on team members such as the use of personal development planning and how to be a good team member; yet that seems an individual focus.

4)On the other hand, a team is the unit of analysis and the team’s performance should be measured. Consider that In this case, what would be the assessment of team process versus task?

5)What should receive importance in the performance management system?

Also,

1) The answer must raise appropriate critical questions.

2)Do include all your references, as per the Harvard Referencing System,

3)Please don’t use Wikipedia web site.

4)I need examples from peer reviewed articles or researches.

5)Turnitin.com copy percentage must be 10% or less.

Note: To prepare for this essay please read the required articles that is attached or sent by email.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

PM.DISC.W6

In order to increase the efficiency of the performance management system, Public Service Works, there are various possible revisions and additions that the Company could undertake to each component of the PM system.

Training

A number of studies related to performance management have established that training the users of a performance management system plays a significant role in enhancing its success. Tan and Lau (2012, p. 59) note that employees should be aware of what is expected of them during the appraisal exercise and what they should work towards to ensure that they achieve the desirable outcome. Raters on the other hand require training to ensure that they are familiar with what is expected of their subordinates. This will help them in rating them fairly while guiding them towards achieving the set objectives during the year (Smither and London, 2009, p. 54).

Promote collaboration

Any organization that seeks to promote profitability will foster collaboration between employees and the management. In essence, there is need to have open lines of communication to ensure that two-way communication is encouraged. Melnik, Petrella and Richez-Battesti (2013, p. 1304) notes that performance management is more likely to prosper if there is freedom of discussion and expression within the organization that when employees are unable to communicate openly with their seniors. This is because issues affecting performance can be addressed effectively before they escalate; thus leading to effective performance overall.

Employee feedback

Integrating employee feedback into the performance management system is one of the most effective criteria of establishing whether the plan is effective or not. The performance management system should give employees a chance to give their input on the system and also provide a framework through which the issues raised can be responded to by managers.

In addition, the system should allow for regular feedback to ensure that the positive and negative aspects of the system can be identified and corrected to reduce negative impact (Smither and London, 2009, p. 59). Feedback, which may be formal or informal could also take on a 360o feedback approach where comments from customers, peers and supervisors can be included.

A majority of literature suggests the use of performance measures for teams in order to promote achievement of organizational objectives. It is however, notable that the performance measures taken often include individual personal development training on how to become an effective team leader; yet these appear like measures aimed at improving individual performance. Given this information, the observable question would be, “if the team is considered a unit, how can performance be measured based on the team performance? Gottlieb (2003, p. 16) notes that a team consists of individuals and that their collective actions are what leads to team results. Developing individuals within the group therefore directly links to better team performance because it means that the team members are likely to bring in the desired knowledge and skills. Fostering team work and encouraging team members to work together is however encouraged; with emphasis that each individual has a role and contribution to the group’s success (Smither and London, 2009, p. 169)

In measuring performance of the team as a unit of analysis, the management should effectively differentiate team process and task. In assessment of the team process, the most imperative questions to ask include:

  • how is the work divided among the team members? What is the process of decision making?
  • What is the procedure for information sharing?
  • How is the emotional climate following member interactions?
  • Are there conflict resolution mechanisms?
  • And how is the group’s leadership executed or expressed?
  • (Hulse-Killacky, Jim and Jeremiah, 2001, p. 109-114). Once the team process is considered to be working, the team task can then be assessed by answering the following questions. Is there goal clarity – what is expected, why it is expected and what will be done to achieve it?
  • What do the team members need to know and how will they get the information?
  • Are tasks clear for team members?
  • What is the plan for implementation?
  • Is the group able to achieve the set objectives?
  • What is the process of review and evaluation of the outcomes?
  • What are some of the challenges being faced and how can they be resolved? (Gottlieb, 2003, p. 56-63).

What then should be given priority in the performance management system? Melnik, E, Petrella, F, & Richez-Battesti (2013, p. 1311) note that the satisfaction of users of the performance management system is among the most important consideration for any successful performance management system. It is imperative that the ratees are well informed of what the company expects from them and that the set objectives are reasonable in accordance with their qualifications.

The raters and ratees must also be well trained on how their personal objectives are aligned with the organizational objectives and how the performance measurement system should guide their work. Raters on the other hand require training to ensure that they understand what to expect from the ratees and how to go about the performance measurement procedures to ensure that they do not affect the morale of the employees. Training also ensures that the managers, who are also the raters, are in a position to guide employees in achieving set goals throughout the year.

References

Gottlieb, M 2003, Managing Group Process, Praeger Publishers, Goleta, CA.

Hulse-Killacky, D, Jim K and Jeremiah D, 2001, Making Task Groups Work in Your World, Merrill Corporation, London.

Melnik, E, Petrella, F, & Richez-Battesti, N 2013, ‘Does the professionalism of management practices in nonprofits and for-profits affect job satisfaction?’, International Journal Of Human Resource Management, 24, 6, pp. 1300-1321, Business Source Complete, EBSCOhost, viewed 18 June 2015. Retrieved from http://eds.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=a5a7b3cd-7490-4a01-afbb-10d62688606a%40sessionmgr198&vid=1&hid=117

Smither, J.W. & London, M. (2009). Performance Management: Putting Research into Action. John Wiley & Sons, New York.

Tan, S, & Lau, C 2012, ‘The Impact of Performance Measures on Employee Fairness Perceptions, Job Satisfaction and Organisational Commitment’, Journal Of Applied Management Accounting Research, 10, 2, pp. 57-72, Business Source Complete, EBSCOhost, viewed 18 June 2015. http://eds.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=4d50f915-59d4-48f9-aa5b-66c623d6f711%40sessionmgr110&vid=1&hid=117

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Can Innovation be Lean Assignment

Can Innovation be Lean
         Can Innovation be Lean

Can Innovation be Lean

Can Innovation be Lean Assignment

Order Instructions:

Can Innovation be Lean? (Browning and Sanders, 2012)

Source: California Management Review Vol 54, No 4. (Summer 2012) pp5-19: available at http://www.jstor.org/stable/10.1525/cmr.2012.54.4.5)

Your task is to read the case study noted above and provide a report containing the following points;

1. Discuss the development of Lean taking into account the process, principles and philosophy of Lean
2. Using the case as background, critically analyse whether Lean is applicable in
complex and innovative areas
3. Critically reflect on the five caveats to Lean implementation and discuss whether your own organisation;
1. Understands the complexity of their systems
2. Improves processes/activities in isolation
3. Understands the concepts of flow and waste and how these are applied

Accessing the case study:

1. Open Library Search and Type in the name of the Journal ‘California Management Review (online) – open the view it box and then click on the 2nd “Off campus” link – Use your University login (see below) Full text available at: JSTOR Business Current: Available from 2008 volume: 50 issue: 2.

2. Click on JSTOR Business Current and then use Napier login details and then search for :Vol. 54, No. 4, Summer 2012 ‘Can Innovation be lean’

Report Specifications

Your report should be a maximum of 4000 words excluding title page, references, and appendices. Sticking to a strict word limit is difficult and an important skill for you to acquire, so make sure that you write in a concise and focused manner. It should be typed font size 12 and 1.5 line spacing and must be presented in portrait format, not landscape. You should not be able to complete this task in any less than 3000 words minimum. Please provide an Executive Summary and Contents Page. This report is worth 45% of your total grade for this module *

An essential feature of the report is to illustrate how theoretical constructs or models can be critically analysed and applied to organisations in practice. You are therefore advised to read widely. In fact, unless you have read and referenced at least 10 discrete references, it is unlikely that you have done sufficient reading. Beware of sources from the Internet (no Wikipedia): apart from reputable and academic references that can be downloaded through the Internet (commonly via the library catalogue); most Internet references are not considered reliable for an academic piece of work. Academic journals generally offer a better source than textbooks.

You must use the Harvard referencing system. This requires you to state the surname of the author(s) in the text of your report, followed by a comma and year of publication e.g.: “Kraljic (1983) states that….” If you use direct quotes, then the page number should follow e.g.: Kraljic (1983: 112) “The profit impact of a given supply item can be defined in terms of volume purchased, percentage of total purchase cost or impact on product quality or business growth”. Failure to reference properly constitutes a violation

SAMPLE ANSWER

EXECUTIVE SUMMARY

Lean implementation involves a collection of actions and procedures beginning from organizing the reforms, elaborating on the agenda and explaining the reform strategy. It is very important that the progress is assessed in terms of its effectiveness. The changes that are being implemented and the tools being used ought to be very realistic and yielding results. The process begins with reforming the entire system and also defining the activities before carrying out the implementation process. Lean implementation requires a well-established environment which supports all the other elements of production within a particular system.

Table of Contents

EXECUTIVE SUMMARY.. 1

Development of Lean. 3

Application of lean in complex and innovative areas. 5

Five caveats to Lean implementation. 6

  1. Implementing lean when disruption is very minimal 6
  2. Analyzing a system before implementation of the concept 8
  3. No activity should be improved in Isolation. 8
  4. Redefining value and waste. 9
  5. Lean should not be pushed to the Point  of Negative  Returns. 10

Conclusion. 10

References. 11

Development of Lean

The concept of implementing a lean process within an institution entails a collection of ideas that guide the whole process. The main aim of incorporating these tools and techniques in the process of manufacturing is to make maximum utilization of time, people, tools and production process. Similarly, the process focuseson quality of the products being produced for the clients (Bhasin & Burcher, 2012,234). Lean philosophy is a very vital concept which assists businesses become more competitive in the field of doing business around the world. In addition, lean production is a practice that incorporates the production process which involves utilization of resources for any other work besides creating value for the final consumer. Lean manufacturing is a multi-faceted management concept that includes time management, processes that enhance quality, working groups, suppliers among others (Carter, 2011,34).Despite the fact that most companies began implementing this concept, a few companies were very successful in its implementation in terms of practices that guide the manufacturing process. In the current world, even the technological aspects that are entailed in the process of lean production are changing. Those companies which have tried to incorporate some of these practices have failed to succeed in their operations.The process of implementing these principles and concepts involves several actions and activities. The process begins with reforming the entire system and also defining the activities before carrying out the implementation process. Lean implementation requires a well-established environment which supports all the other elements of production within a particular system

The concept began by Toyota Company in terms of its production processes in Japan. The main goal of launching this idea was to reduce wastage, reduce amount of work and also enhance quality using little amount of money. This was to involve making of quality management decisions which is a very important part in any business.  The idea of lean management of businesses therefore originated from the Toyota Company so as to solve the specific challenges especially in times of economic problems.  The concept of lean management considers expenditure as the most vital organ of any business. The concept proposes measures to ensure that resources are maximized without any wastage so as to meet the needs of the client. It can sometimes be looked at as a collection of principles. The idea has currently been embraced by various companies. The main reason for ease of adoption is its ease of replication and transferability (Holweg, 2013,56). Due to the fact that the concept reduces wastage of resources, both manufacturing and processing companies have successfully implemented it. Examples of these companies include the health, automotive and construction industries. The concept drastically reduces the cost of doing business. The Toyota Company has been able to implement the process efficiently through various amendments. Companies always strive to innovate and own any new discovery.Adoption of this concept in such kind of an environment without a thorough understanding can result into problems.  Consequently, such an approach may definitely lead to huge losses. Therefore in such form of environment, the leadership has to put in mind several caveats to shield against any losses.

Lean implementation involves a collection of actions and procedures that ensures that the process of adoption is successfully implemented.  In addition, the process ought to entail implementation and evaluation of the whole exercise. So as to experience a successful lean process implementation, one has to plan. Planning entails defining the reason why change is very necessary. It is very important to understand and appreciate why reforms are needed in any form of business in terms of lean reforms. This ensures that every person within an organization is well informed of the intention of the whole process.  Similarly, the highest level of management has to support and also get committed to the process of reforming an organization. The moment employees see a very serious commitment from top management, they get involved in the entire process. On the other hand, the most critical areas that are targeted have to be identified. This should therefore involve coming up with a plan which spells out the processes and areas that need change. The whole process has to be sequential (Emiliani & Stec 2014,79).

Another aspect is the factors that enhance success of the implementation process. The process has to be prepared in terms of encouraging people. This should include thorough communication and also clarification of information for the people. In addition, the leadership has to remain very active. People have to be involved and consulted in order to have a smooth implementation process. Furthermore, all the methods which are involved in the process of bringing change have to be incorporated.  The environment within which the implementation process is taking place has to be conducive. This has to entail a mutual understanding and creation of trust among all the subjects.

The implementation and evaluation of the lean process is very critical. It is very important that the progress is assessed in terms of its effectiveness. The changes that are being implemented and the tools being used ought to be very realistic and yielding results.  For every stage of implementation, various indicators can show the performance.  The implementation process of the whole idea should therefore result into reduced expenses, constant enhancement of the whole process and continuous flow of information.  The levels to which the objectives are met indicate that the process is being successful.  The moment all the tools are incorporated in the whole process of implementation, the indicators act as control parameters upon which improvement process is scored (Duque & Cadavid, 2007,33).

Application of lean in complex and innovative areas.

Complex and innovative areas enhance each other in terms of lean aspects. The effects of implementing lean concepts in a complex and innovative environment complement each other. In cases where one has to adopt a lean process, various aspects have to be put into consideration. Coming up with new processes or ideas in terms of discoveries is enhanced and reduced through gaining knowledge. Similarly, studying helps in solving the most complex issues or processes and their interactions. This is despite the fact that this kind of learning is unique.

Studies differentiate between various aspects of learning. One form of learning is informal where people gain experience on how to do things through constantly working on the same thing. In addition, new ways of conducting business is done through carrying out experiments. Another form of learning is through training. People invest in new technologies or even reform policies in terms of how business is conducted. In addition, the design in which products are produced is redesigned.The informal way of learning how to conduct business only happens in a very peaceful environment which is very stable with processes that are very continuous. On the other hand, the other form of learning requires investment in terms of resources.

Learning through experience has been developed mainly with learning concepts that involve reducing costs so as to increase the outcome. The moment volumes being produced are increased, the learning curve tends to go down.  On the other hand, low volumes of production are associated with very sophisticates and new innovations. Both novelty and complexity processes are characterized by low volumes of production. The process of learning assumes that the whole process would be stable hence the production process would benefit from the continuous process of production (Deming,2011,99).

The process of implementing a lean aspect in terms of complexity and new innovative environment is well associated with the concept of investment. The concept of investment involves investing in technology, enhanced process and changing the way production is done so as to reduce on costs while at the same time maximizing of quality. Whereas experience intents to do away with novelty, investment in the way one does business embraces innovations and complexity. Investment in the way one does business is very disruptive. Sometimes, the process of reforming the way one does business ends up bringing negative effects in terms of performance to the organization. This is simply because, at some point, the employees can become unaware of the technologies, processes or even the tools being introduced within the organization.  Thus adopting a technology that is common to employees can have direct effects to the performance of a given organization.  The reforms resulting from a lean process are expected to cover up the losses incurred. However, this is sometimes not the case. This is mostly often especially when the disruptions caused by the changes and discoveries are so huge.

In cases where there is low complexity, learning through experience can discourage new discoveries. This mostly occurs after realization of the previously unknown tasks. The simplest processes gives chance for learning through experience hence creates some level of stability.  The moment complexity is so high whereas novelty is so low, investment in the way business is done ensures that lean implementation is very successful. This is due to the fact that disruptions in this case are very minimal hence creates some level of stability. However, the moment both novelty and complexity are too high, learning cannot be enhanced through experience. Investment creates too much interference in this case due novelty and complexity. The moment stability is not consistent, implementation of lean concept is not possible (Anchanga,2011,32).

Five caveats to Lean implementation

  1. Implementing lean when disruption is very minimal

The rate at which cost is reduced when lean is implemented will vary based on the time at which implementation process is carried out. This is even sometimes extended to the point where this the benefits sometimes become expenses. The main reason is that the process of realizing and implementing lean in itself is a cost. Lean is an expense due to the disruption that is cause. The process enhances and promotes innovations but at the same time enhances and introduces other disruptive aspects to the organization. Perhaps, the time at which the process of implementation of the whole concept of lean is very critical in whatever environment. However, when the process of implementing the lean concept occurs in an environment that is new and very complex, the time of implementation is very essential. This is due to the fact that recovery from such a state is very challenging in such an environment.  As such, implementation concept has to be planned very carefully so as to address all factors that can hinder its success.

The most appropriate time of implementation has to be at the product design. This should be immediately after a product has stabilized in terms of its processes. The process of implementation should not occur the moment the product design process is still happening. The interaction between the new process and the existing process result into disruption.  The implementation activity becomes more dynamic and complex hence increases production costs. The moment the process of production in terms of interaction become unstable, any attempt to make them lean is very costly hence very expensive.

Despite the fact lean main objective is stability, the time upon which the whole process is implemented is very critical. The process does not enhance an existing process. Sometimes a new concept does not automatically lead to efficiency and cost reduction. However, the improved and new process sometimes prevents the realization of the expected cost reduction in the organization. The lean process therefore directly contributes to the instability in an organization due to wrong timing of its implementation process.  It is therefore very important to optimize any concept before its implementation to avoid any backlash in the process of implementation. The right activity for the whole concept has to be determined before implementation so as to offer the appropriate solution. The moment lean concepts are implemented at the wrong stage; the whole activity becomes too expensive (Fujimoto, 2012, 456).

  1. Analyzing a system before implementation of the concept

In a complex scenario, a very small change in one sector could result into a very large change in the whole system. Sometimes changes might result into instability of the entire system.  The number of products being produced and the people involved, interaction between various tools and techniques are very critical to any institution.  Due to this fact, even slight changes might result to poor functioning of the entire system.

A sophisticates and complex idea might enhance the complexity of the whole process within an organization. Complexity has a lot of consequences to the operations of an institution. First, complexity leads to high cost of doing business. These are costs incurred to carry out a complicated exercise unlike the well-defined process. The complexity can also increase uncertainty and unpredictability of doing business. The moment activities appreciate in terms of complexity and operations, and also as they increase complexity in terms of interaction, employees are not sure about the outcome from the whole process. Moreover, the moment processes are very difficult to be predicted due to their complications, it becomes obvious that some process will be neglected (Deming, 2011, 89).

  1. No activity should be improved in Isolation

Most managers assume the fact that implementation process can be performed in isolation. Inputs involved in the process of implementation are sometimes assumed. However, it is important to note that what works at the activity level does not necessarily work at the process stage. The level of measurement is very important at every stage during implementation.  Sometimes, lean is not very essential throughout the whole process. The process of investment in the entire process is very essential. It is important to invest in areas like technologyand production processes.  Every stage in the process of implementation is of great importance. This is simply because each stage depends on the other in terms of functioning. Through enhanced procedures and interaction of the same processes, an institution is assured of reduced costs and efficiency (Duque & Cadavid, 2014, 45). Thus the benefits of the whole process of implementing lean depend on the level of interaction of each and every aspect within the entire system. Furthermore, working and changing the low level process within an institution does not automatically bring change within an institution. Unless the low level processes are almost collapsing or rather are affecting the entire production process.  Improving such processes in terms of their efficiency may result to an improved process (Cua,McKone,& Schroeder,2011,66).

  1. Redefining value and waste.

In the concept of novelty and complexity, value and waste have to be redefined differently. In such circumstances of novelty, it is challenging and very difficult to define waste. In many instances, waste is related to the interaction of various processes and not only the activities.  Both novelty and complexity enhance waste and value.  It is very dangerous to label some activities as wastes while others are labeled as of great value. Doing so would result to a total mess in an organization.

The essence of lean is to reduce on the wastes. However, sometimes it is difficult to establish what is not needed within an institution. Continued interaction in terms of the complex processes brings change in a certain area which in turn affects a larger process. To assume that some processes are wasteful in a complex and novel system it would mean a disaster. This is simply because complex and novel processes contain various stages with a lot of backups.  Doing away with some of these processes would mean enhancing the ability of that process to interfere with other processes due to their interdependence (Hino,2010,102).

Interaction on its own does not clearly explain value or waste in the entire process of production.  Doing away with some process does not guarantee reduced costs within an institution.  The moment lean implementation incorporates the concept of agile production the value of production could be enhanced.  The system of production ought to be designed so as to enhance accountability in terms of markets and clients. These two activities accompany each other when it comes to lean implementation. The most outstanding aspect of agile is that it entails inclusion rather than removal and also provides the capacity to enable accountability. In the case of complexity and novelty, there are high chances of confusion hence agility is very necessary. Any activity added within a system that is able to sort out problems before they cause any damage is very important. This process enhances production process despite their definition as valueless by the implementation process. It is therefore very important to measure the value of any activity as an individual rather than as a sum total of the entire process. This is simply because individual performance matters most to the whole process in any given system (Hopp & Spearman, 2014,345).

  1. Lean should not be pushed to the Point  of Negative  Returns

The process of Lean implementation is an investment. The implementation process is therefore expected to yield good results in terms of reducing the cost of doing business. However, the moment one relies more on lean practices might end up incurring more costs than benefits. Some of the processes that appear to be of great impact might end up being wasteful. One should never believe that implementing a lean concept is a simple process. This is simply because it took Toyota several years to implement the entire program. Implementing lean without good reasons might lead to chaos within an organization. Top management should therefore always ask questions as to why the process of implementation is being performed (Anchanga,2011,321).

Conclusion

The five caveats discussed in the article are relevant to any form of organization.  Lean implementation can therefore be looked at differently. It is a philosophy comprised of principles that dictate how an institution conducts itself so as to reduce on costs.  The process of implementing these principles and concepts involves several actions and activities. The process begins with reforming the entire system and also defining the activities before carrying out the implementation process. Lean implementation requires a well-established environment which supports all the other elements of production within a particular system.  A favorable environment ensures that the employee feels part of the whole reform process rather than feeling threatened.  Successful lean implementation is therefore measured in terms of reduced costs and constant improvement of the whole system.

Reference list

Anchanga,P.(2011).CriticalsuccessfactorforleanimplementationwithinSMEs.JournalofManufacturing Technology Management.

Bhasin, S. & Burcher, P. (2012). Lean Viewed as a Philosophy. Journal of Manufacturing Technology Management.

Carter,P.(2011).7 wastes. Retrieved March2,2012,from http://cisystemltd.blogspot.com/2011/03/7-wastes- transportation.html

Cua,K.O.,McKone,K.E.,&Schroeder,R.G.(2011).Relationships between Implementation of TQM,JIT,and TPM and Manufacturing Performance .Journal of Operation and Management.

Deming,W.E.(2011).Out of the Crisis. MIT Press: Cambridge.

Duque,  D.F.M.  &Cadavid, L.R.(2014). Lean Manufacturing Measurement: The Relationship between Lean Activities and Lean Metrics. E studios gerenciales.

Emiliani,M.L.&Stec,D.J.(2014).Leaders Lost in Transformation. Leadership and Organization Development Journal.

Fujimoto,T.(2012).The Evolution of a Manufacturing System at Toyota. Oxford University Press: New York.

Hino,S.(2010).Inside the Mind of Toyota. Productivity Press:New York.

Holweg,M.(2013).The Genealogy of Lean Production. Journal of Operation and Management,25(2),420-437.

Hopp, W.J. & Spearman,M.L.(2014).To Pull or not to Pull:What is the Question?Manufacturing & Service Operations Management.

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Home-School Partnerships

Home-School Partnerships
  Home-School Partnerships

Home-School Partnerships

Order Instructions:

One of your most important roles as an early childhood educator will be to foster home-school partnerships. Discuss what you believe are the benefits of home-school partnerships. Also, share one positive experience you have had (either from your own schooling or from your work with children) that relates to home-school partnerships. Finally, share one idea you plan on using to establish home-school partnerships.

SAMPLE ANSWER

Home-School Partnerships

Home-school partnerships have proven to have many benefits to the students. According to scholarly research, the establishment of effective partnerships between communities, families and schools results in children developing better socio-emotional, cognitive, and academic outcomes. Furthermore, collaboration enables schools and families to have a better understanding of the challenges that come with educating and raising children. Another benefiting arising from home-school partnerships is that teachers are put in a better position to understand the background knowledge of the learners and to use this information in connecting it to the new knowledge being imparted on the learners (Madison, nd).

One positive experience that I had from my working with the children in regards to home-school partnerships came up when I involved parents to help me better understand the children in my class. I was a new teacher in a new environment and I worked closely with the parents in order to understand the cultural and social factors that affected the performance of the children in my class. I appreciated the fact that collaboration with parents can help a teacher understand the manner in which the children perceive the world and things around them. By collaborating with their parents, children will appreciate the fact that learning is a lifelong concept.

To establish a home-school partnership, I intend to encourage parents and children to participate in evening activities which will involve exploration of scientific ideas and projects. In the process of exploring, I will act as a facilitator and allow parents and children to look at familiar things from different perspectives. Accordingly, I will encourage them to discover something new, using simple equipment. The aim of the partnership project is to ensure that the notion that we are all scientists is inculcated.

Reference

Madison, L. (nd). Home-School-Community Partnerships. Retrieved from: http://www.eduplace.com/science/profdev/articles/madison.html

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