Personal Leadership Development Pl An Effective Leader

Personal Leadership Development Pl An Effective Leader
Personal Leadership Development Plan "Attitude makes all the difference. The development of a
positive attitude is the first conscious step toward becoming an effective leader "(Maxwell, 1993, p.
171). Successful leadership cannot be constructed without this crucial building block. My leadership
philosophy is based upon life experiences, successes, and failures. In order to be a great leader, I
must establish a plan; a map that plans a route to reach organization and the appropriate skills and
knowledge necessary. As an effective leader, I must define my mission and continuously
communicate with followers. Throughout the class, People Development Strategies That Build
Competitive Advantage as well as over the course of the year, many ... Show more content on
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"The DiSC model provides a common language that individuals can use to better understand
themselves and to adapt their behaviors with others" (How disc works, 2010). The four areas of
concentration include:
Dominance – emphasis is placed on accomplishing results
Influence – emphasis is placed on influencing or persuading others
Steadiness – emphasis is placed on cooperation and dependability
Conscientiousness – emphasis is placed on quality and accuracy
Based on my responses, the DiSC assessment seeks to interpret my classical profile pattern.
According to the DISC assessment I am considered an influencer. Aligned with the characteristics of
this category, I tend to place an importance on shaping the environment by influencing or
persuading others. Measuring strong in the "I" category I am defined as being convincing,
enthusiastic, warm, trusting, and optimistic. I tend to expend my energy to stay focused for long
periods of time and research all the facts on a given problem. As an influencer, the DiSC classical
profile pattern classified me as a counselor. I am approachable, affectionate, and understanding. In
an organization I remain stable and predictable. I've been identified to develop a wide range of
friendships and listen to others feelings. Overall, I moderately agree with the outcome of this this
assessment. However, I am confident that some of the characteristics
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Unit 024 Promote Child And Young Person Development Essay
Please ensure this cover sheet is completed with every essay and sent to qualificationsteam–
mailbox@devon.gov.uk for marking
Process for marking
Once submitted, we will acknowledge that your essay has been received and it will be marked by an
Assessor. You will receive feedback stating whether you have achieved or not yet achieved.
If you have achieved, you will be contacted by telephone by the Assessor who marked your essay.
The Assessor will ask you some questions about your essay to validate this.
If you have not yet achieved, you will either be required to make some written amendments to your
essay and then re–submit this for marking, which will be followed up with a telephone conversation
as described above. ... Show more content on Helpwriting.net ...
If things are recorded as achieved, which are only almost achieved, then the observation is not valid.
Next steps cannot be planned as it may be a huge step for the child if they have not yet achieved the
previous step
Avoiding bias
. Sometimes it can be useful for a second person to assess a child as observations can be very
subjective. It is also useful to use a wide variety of methods of assessment. Things need to be
recorded according to what is exactly happening and should not be interpreted according to the
assessors point of view.
1.3
Explain the selection of the assessment methods used (See 1.2 below)
Method
Explanation
Assessment Framework/s
Assessment frameworks are the way in which a child is assessed to see whether they have any
particular needs, what they are and how we can help them be met. It is useful in deciding whether a
child has reached expected milestones. Assessment frameworks may be summative or formative.
Formative assessments are used to check progress and helps us to consider learning opportunities
needed to progress. The ongoing observations we do of children are formative assessments. They
inform the next steps of the childs learning. Summative assessment provides staff with information
about the attainment of knowledge and is usually measured against a benchmark or standard. For

example, the EYFS assessment which is done toward the end of the reception year. This "sums up"
all the different information from

Platinum Rule Disc Assessment Paper
Personalities are reflections of who people truly are at their core. This past week each team member
completed a DISC Platinum RuleTM Behavioral Assessment. As stated in the assigned reading, this
assessment provides its users with the tools for becoming a better person, the ability to behave more
maturely and productively, and to be more successful. Recognition of different personality styles are
observed as each team member completes the assessment. All patterns may not work for everyone.
However, these patterns are valuable to building relationships. The Platinum RuleTM identifies four
main behavioral styles and 16 sub–styles. Explanations of the main behavioral styles are listed as
follows:
Dominance style (D) – driven by two ... Show more content on Helpwriting.net ...
When under pressure this character has the tendency to force–fit solutions when instead they should
take the time to analyze their position and relax. This personality type has many positive leadership
traits and is a very good description of the dominance style. In contrast to Marina, Bernadette's
assessment placed her in the Interactive main style and the "Enthusiast" sub–style. This combination
is labeled the "Id" or the driving expressive. The motivational objective of the enthusiast is to
influence people. This character is very authoritative and enjoys the symbol of prestige. The
enthusiast needs a wide range of independent roaming because they become uncomfortable with
confinement or restriction of freedom. Unlike the adventurer, when the enthusiast is under pressure
they tend to become soft or evasive to their situation. The big picture with the open mind to new
opportunity is constantly a residing factor for the enthusiast. Similar to the director in confidence
levels; criticism is not a road block in the path of endeavors and a positive attitude is ever present. In
addition to Bernadette, Erin and Krystle's assessments also placed them in the Interactive main style.
However, both Erin and Krystle also had results that indicated the sub–style, the "Impresser" or "Ic."
This particular combination is described as a thinking socializer or analytical expressive. The
description of traits lives true to the name of this subtype because the main thing

Disc Assessment Paper
Running head: DISC Assessment Paper
DISC Assessment Paper
By: Gina and Brittany
MGT 307
DISC Assessment Paper
Organizational behavior studies have become more significant in today's present years than hey
were before in past years, this is due to companies realizing that in order to acclimatize to the
constantly changing business cultures that have stemmed from a competitive and rapidly moving
market, they must put more emphasis on the correlation between human behavior and the
organization. Understanding this concept has led many several companies to put investment into
behavior assessments and seminars and use them as a training tool to educate their employees and
learn the reasons for each person's behavior and ... Show more content on Helpwriting.net ...
I identified that I was good at innovation at work and creating new ideas. Gina and I both welcome
and look forward to change because it keeps and sparks our interest. We both despise boredom.
DISC offered us so much information about our interactive style's typical business characteristics
such as wanting to be included by others in significant events such as research and brainstorming,
resisting control and desiring freedom. In our personal lives we both also realized how our behavior
style applied because we both don't like when someone doesn't give us their undivided attention and
when were not given an opportunity to express ourselves or opinions. Although we understood and
agreed with our behavior style and thought that it was insightful how we both share the same style,
we had a very difficult time relating to the weaknesses like being manipulative, having a short
attention span, poor follow–through, and stretching the truth when feeling pressured and stressed.
None of those behaviors and characteristics relate to either one of us in our day to day lives and
interactions.
References
Alessandra, Tony. (2011). The DISC Platinum Rule Behavioral Style Assessment. Retrieved March
21, 2011, from

Enabling Learning Through Assessment
3D Enabling Learning Through Assessment Part A Learning is something that everybody does, be it
in the classroom or outside of it. Learning is an active 'meaning–making process. Only information
that has been structured and organised by the learner can pass into the long–term memory and then
be used in real life. In order to achieve goals and progress in life we need to learn, be it every day
survival skills or acquiring academic knowledge. To determine how much we already know or to
determine how much we have learnt so far, there must be a means to test this. We would do this by
assessment. Educational assessment is the process of documenting, usually in measurable terms,
knowledge and skills. There are many different types of ... Show more content on Helpwriting.net ...
Herrmann's 'whole–brain' model shows that everyone has a preference two of the four styles of
learning which are: Theorist– the rational self (males often prefer this) responding to formalised
lectures, textbooks, programmed learning and so on. Then you have: Organisers– the safe keeping
self, who respond to thorough planning, sequential order discussions, text books and so on. You
have Innovators– the experimental self who respond to spontaneity, free flow, playfulness,
experimentation and exploration. Finally you have the Humanitarians– the feeling self (females
often prefer this), responding to sensory movement, music, group discussion, empathy and role play.
Therefore to keep it varied you would try to incorporate all four styles into your teaching as
although we all have our own preferred style of learning we enjoy being challenged and benefit
from learning new styles outside of our comfort zones. The assessments you choose should be
interesting and contextual thus making them more appealing to the learner if it's something they can
relate of identify with. Assessments should be valued so the learner will gain something at the end of
it and of course efficient, making allowances for time and resources. By using a diagnostic
assessment for ESL students it was a very effective way to assess the different capabilities of each
learner to a certain extent. This allows the teacher to put learners into the write level of study and
allows the

Disc Profile
DiSC Profile Paper
Ronald Mobley
Indiana Wesleyan University
BISO
ADM201 Principles of Self–Management
October 10, 2010
Michelle Hammond, Professor
Introduction To the DiSC Profile System
The DiSC profile system is a specialized profile assessment system. It is designed to provide takers
with a clue into which personality category they fall. Each characteristic is carefully laid out to
determine which profile best suits you. In brief, the profile consists of four categories that include
dominance, influence, steadiness and conscientiousness. Each profile consists of a description of
various tendencies, the preferred environment where they feel most comfortable, the type of people
they need to be associated with, and ... Show more content on Helpwriting.net ...
Effective Strategies
One way to be more effective is to take advantage of working with individuals that I'm not
accustomed to. GE tends to provide courses during the year for project management. I recently
completed Change Acceleration Process and Project Managers Toolkit courses. Both were very good
classes. I learned to use tools for becoming organized and how to send clear, thought–provoking
messages that are brief and to–the–point.
Conclusion
This profile instrument was very informative and at the same time confirmed the characteristics that
I thought I possessed. Each one of us has some characteristics that are assets and some that need
work–strengths and weaknesses that we all possess. As employees in a company, all of our
characteristics work together as part of the business. Being part of a business or the corporate world,
we all have different tasks, talents, and characteristics that we bring to the organization. People work
together, much like organs as they function together within a human body. "Just as each of us has
one body with many members, and these members do not all have the same function, so in Christ we

who are many form one body, and each member belongs to all the others" Romans 12:4 (New
International Version). It takes time and effort to develop as a well–rounded individual. Potentially,
no one employee is better than another based on

DISC Assessment
The assigned readings and assignments on the first and second week of this course help me learn
more about my interpersonal communication needs and barriers. It helps me to strengthen my
listening and verbal skills. With the DISC assessment I learned some interesting things about my
strengths and weakness. Upon taking the DISC assessment, I am, "D/S/C", active/passive people–
oriented and passive/task–oriented. According to the DISC (2016), I have the blended style of a
doer, supportive and competent/cautious (p14) and people see me as strength, sensitive and a thinker
(p185). I am described as decisive, logical, analytical and helpful. Even though I am passive I can be
dominant sometimes and a little controlling. I am active and decisive

E-Sonic Executive Summary
E–Sonic Strategic Analysis Student: Joseph Napiorkowski Mentor: Dr. Wang September 7, 2016
Strategic Analysis E–Sonic Executive Summary Sonic Records is a producer/ distributor of music
and is going to develop and back E–Sonic as a subsidiary company for online music sales. E–Sonic
is mainly operating under the categories of distribution, software, prerecorded audio distribution.
This operating practices will be used to develop an online digital music store that will share the
market with other large distributors in digital music. Using product differentiation methods, E–Sonic
will find great growth through live music, radio, entertainment, news, free music with ad space, and
subscription based services. This, through market analysis, will show great growth opportunities
with the over 3% increase over all growth in digital music/media and 45% of total sales in the digital
realm. Sonic Records is a leader in the music business and has many years' experience. Though
there is plenty of competition in the market place, there is plenty of space for E–sonic to be
introduced. Declining demands for CD's leaves Sonic records in the line for change with the ever
evolving technological changes in the market. Though an ever evolving online store is a great
advance for the company, having knowledgeable management or outsourced help is a must.
Knowing how to adapt to not just local markets but global markets must be brought into
accountability. This must be met with

Critique of Tyler and Wiggins
In his book Basic Principles of Curriculum and Instruction, Ralph Tyler outlines four critical
components of curriculum that may serve as a guide to the creation of curriculum as well as a tool
for the analysis and interpretation of curriculum. The four basic components consist of educational
purposes (or objectives), educational experiences (or learning activities), organization, and
evaluation (Tyler, 1949, p. 1). While Tyler does speak to each of these four components, nearly half
of the book is devoted to the section on objectives. For Tyler, the objectives are the starting point in
the development of the curriculum and the cornerstone upon which the rest of the curriculum is
shaped. Given the shifts that have occurred in education ... Show more content on Helpwriting.net ...
My critique, based on time and resources, of Tyler's objectives, leads directly into my next critique
of this particular section. Let's assume that it is possible to conduct all of the research and studies
that Tyler suggests. I then wonder, is this information more appropriately used for the development
of objectives, as Tyler suggests, or for the development of learning activities and enrichments? Tyler
speaks frequently of student interests. He suggests that "children's interests must be identified so that
they can serve as the focus of educational attention" (Tyler, 1949, p.10). I agree with Tyler on this
point, yet I think that this information is better used in the development of learning activities than it
is for the creation of objectives. Take, for example, Tyler's example of the sixty percent of boys in a
ninth grade class that only read comic strips outside of school. With this information, I think it is
more likely that a teacher will create a learning activity that reigns in this interest than it is that the
objective will be changed. This ninth grade class made up of mostly boys interested in comic strips
may still have the same objective as the ninth grade class made up of mostly girls who enjoy reading
CosmoGirl magazine, but the teachers could do different activities to accomplish the same
objectives. The first class may create

Research Paper On Juicer
Breville BJE510XL Juice fountain Breville JE98XL Juice Fountain plus Breville BJE820XL Juice
Fountain Duo The average Human body needs to consume at least 5 to 9 servings of fruits to fulfill
that nutritional benchmark for a healthy living and not everyone can meet the mark or digest fruits
and vegetables properly. Juicing makes it easy to digest and experience the full taste of fruits with
the benefit of enzymes and vitamins. It aids in reducing cravings for food as it fills the body with
calories and saves the time and effort needed to chow down that huge serving of fruits.
Not every Juicer in the market can guarantee that maximum satisfaction. We all have specific
preferences when it comes to choosing a Juicer. Above all, these criteria and considerations have
always topped the list of juice lovers: the cost in relation to your budget, how easy to clean, the
speed, the design and user–friendliness. The Breville brand has continually stayed at the top of
juicer's preferences for fulfilling all these criteria. ... Show more content on Helpwriting.net ...
The Breville Juicers being reviewed is ideal for juicers who crave a brand known for producing
durable and efficient Juicers that can handle the workload with no hassle to give the rich taste of
juice extracted in seconds.
After series of testings and research for Juicers that fulfill these criteria; cost, speed and durability,
we assessed the brands and decided to settle on Breville that has consistently released top products.
In our quest for such Juicers, we considered over ten Breville products and we arrived at these top

Taqa Assessor Award Essay
1.1 Assessment is about judging if, how and what level of learning has taken place. An assessor's
function is to decide if a learner has developed skills, knowledge, understanding and competence in
a particular field as well as if the learner is showing the attitude required for the application of the
learning within that field. Assessing is not the same as evaluating. Rather than the focus being on the
programme or course the learner is on (evaluation), the focus is instead on the learner and their
development. Assessors need to determine a learner's knowledge and performance against a set of
pre–defined criteria. These criteria may be set up to assess learning for an eventual formal
qualification in a particular topic or job role. ... Show more content on Helpwriting.net ...
work based practice) or questioning of the learner around relevant topics or learner led activities
such as written assignments, work based products (e.g. letters, reports or presentations) or reflective
statements. Assessments of these can occur as they go along (formative) or at the end (summative).
With all of the activities carried our by the learner (with or without the assessor) the assessor needs
to make decisions on the learner's competence in relation to the requirements of the qualification.
The assessor should make their judgements of success or not and provide constructive feedback to
the learner in a way that best suits the individual. If any further action is necessary for the
completion of the qualification criteria (i.e. more training, description of knowledge or other
evidence of ability) then a further plan should be agreed to achieve this. All such information
discussed and agreed should be recorded appropriately at each stage. At any stage of the assessment
process the progress of the learner can be reviewed and plans can be amended, updated or changed
in agreement with the learner and according to need. This allows: learners to raise issues relevant to
their needs for completion of the qualification; assessors opportunities to amend assessment plans if
it becomes necessary; and flexibility if environmental or other factors arise (such as issues relating
to any third party involved in the

understand how to plan assessment Essay
3.1
When planing assessments you need to be aware of some key factors so you're assessment is
relevant and fair to your students. Be aware of what your assessing weather final assessment or
ongoing assessment, details which have to be perfect verses details that are not as important, be fully
aware of what your looking for the students to achieve throughout assessment. Conformation of
relevant policies, requirements and qualifications for your particular subject. You will need the
knowledge of the topic you are assessing, you will also need knowledge of assessment procedures.
This is so assessments are fair and there is consistency across all students which hold said
qualification.
Are learners ready for assessment, you will need to ... Show more content on Helpwriting.net ...
By linking different aspects of learning through holistic assessment you can get a clearer picture of
student ability. This will also highlight student's strengths and weaknesses.
3.3
When planning assessments you will need to take a holistic approach, you will need to make sure
assessment is specific to a qualification, it needs to be clear and relevant to the topic being taught.
The assessment also needs to be measurable, you will need to be able to give a pass/fail or grade on
any assessment given and show any areas not covered during the training. Assessment and to be
achievable, the level of difficulty needs to match the candidates being assessed as well as the
importance of the qualification, four example children would possibly need easier assessments, but
assessments concerning life–saving need to have a relative difficulties so the assessor knows that the
learner could react in a real life situation. Realistic assessment, this is important when it comes to
transferring skills learnt in the classroom to a real life situation, they need to be as real as possible
where they can, Four example manikins used in CPR with given scenarios from real life case
studies. And finally assessments need to be time bound, assessment dates and times are agreed, this
is to incorporate preparation time (Not too much – not too little).
3.4
To minimise the risk to yourself and

Disc Personality Test Analysis : Analysis Of The DISCP Model
Disc Personality Test Analysis The DISC model was first theorized by Moulton Marston around
1928. Eventually, Walter V Clarke using Moulton theory, build the first personality profile test.
Marston theorized that the behavioral expression of emotions could be categorized into four primary
types, stemming from the person's perceptions of self in relationship to his or her environment.
These four types were labeled by Marston as Dominance, Inducement, Submission, and Compliance
(DISC Profile).The principles of completing a DISC profile test is to help gain a better
understanding and become more effective when working with others. Which is why in this DISC
analysis, learning about how my personality fits the DISC Style can help build more effective
relationships when working together in a team project. Analysis of Personality Before taking the
DISC Personality Test, I evaluate myself as a task oriented person that tends to be more on the
passive side. I consider myself a patient individual who likes to complete what I set up to do.
However, most of the time I prefer to quietly observe in the background and let others initiate
action, then come into an agreement. I am generally very comfortable working alone, however, I
adapt quickly based on the situation. When I'm working with others, I tend to be a team player and
try to communicate my input when necessary. I make sure to meet all my deadlines, and likewise I
expect others to do so as well. Sometimes, I do tend to take

DISC Behavior Assessment
Going into this course I had a fairly good understanding of my personality, but had never taken a
leadership style assessment. In reviewing my DiSC assessment it seemed to align with what I have
been told by superiors, friends, and family. I have a tendency to take logic to an extreme which
means that I have a tendency to lock out the human emotional side of a project. This often has lead
me to precise and quick results in almost every case. That being said it has also ended in poor results
when working on projects or in teams when emotion is necessary and the human factor is crucial to
meet the project goals. These experiences have helped shape and mold my reactions to specific
personalities and project objectives. Therefore I have found the analytical side of my leadership
should be dominant, but it needs to be sheathed in a soft touch in order to ensure optimum
effectiveness. If someone is to hard you act like hardened steel it will shatter instead of bending. I
will continue with how the DiSC assessment has helped me grow and how it will help in my future
endeavors. The DiSC assessment labels me as a resolute leader. My leadership style is described as
efficient high quality without sacrificing speed. Speed is accomplished by an uncompromising
attitude about staying on task and focusing on only the facts. Quality is brought forth by an attention
to detail and desire for logic to dictate our actions. When I read this description I immediately saw
an issue, despite

Essay about DISC Assesment
Introduction In 1940, Walter Clark developed the Dominance, Influence, Steadiness and
Conscientious assessment based off of Harvard graduate Dr. William Marston's 1928 theory.
Individual behavioral patterns in professional and personal arenas are important factors on how
communication, interaction, teamwork and productivity are influenced. DISC Platinum Rule
Behavioral Self–Assessment provides assessment and analysis on individual behavioral styles.
DISC Insights provides a pictorial depiction of the styles and their associated personality traits
(DISC Insights, 2013). DiSC Profile provides an overarching view of the styles assessed during the
individual analysis and associated organizational and team benefits to understanding the styles ...
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Team E Characteristics Characteristics that must be considered as we look at professional growth
and team awareness are emphasizes by behavioral habits of individuals. These habits, when
supported in a teaming environment with improved communication and understanding, should lead
to higher production and increased satisfaction within the team. To attain and retain a high powered
working environment, considerations based on style, strengths and weaknesses should be addressed
and the development to fine tune those interactions are a key element in professional development
plans. Overall goal for Producers is to accomplish bigger and better goals according to an internal
timetable. Excel in situations where efficiency, dependability and improvements are desired.
Dominance style (Dc) tendencies include (Blanchard, 2013):  Dislike being told what to do; 
Reluctant to change;  Competitive;  Depends on plans for action and follow–up routines 
Delegates only when necessary; and  Acting tenacious and focused under pressure. Overall goal
for Impresser is to win with flair but not at any cost or hurt others' feelings. Interactive style (Ic)
tendencies include (Blanchard, 2013):

Comparing The DISC And Jung Typology Personality Assessments
Defining a leadership style can be somewhat difficult. When looking at your personal leadership
style it is easier to define it by establishing your individual leadership traits. There are even many
resources available that help define leadership traits and determine which ones that you posses. Two
of these tools are the DISC and Jung Typology personality assessments. These two in particular have
proven to be useful by comparing the results of them to my leadership style. This process allows me
to learn the benefits of multiple leadership styles and traits in order to assess my current leadership
style and the style that I want to achieve in the future.
After reviewing the results of the DISC and Jung Typology assessments and what they
meant

C&G Assessor Award Handbook Essay
Level 3 & 4 Awards & Certificates in Assessment and Quality Assurance Qualification handbook for
centres 6317 6317–30, 6317–31, 6317–32, 6317–33, 6317–40, 6317–41, 6317–42 February
www.cityandguilds.com February 2011 Version 1.3 ( February 2011) About City & Guilds City &
Guilds is the UK's leading provider of vocational qualifications, offering over 500 awards across a
wide range of industries, and progressing from entry level to the highest levels of professional
achievement. With over 8500 centres in 100 countries, City & Guilds is recognised by employers
worldwide for providing qualifications that offer proof of the skills they need to get the job done.
City & Guilds Group The City & Guilds Group includes City & Guilds, ILM (the ... Show more
content on Helpwriting.net ...
in Assessment and Quality Assurance 1 City & Guilds Skills for a brighter future
www.cityandguilds.com 2 Level 3 & 4 Awards & Certificates in Assessment and Quality Assurance
Contents 1 1.1 2 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 3 3.1 3.2 4 4.1 4.2 5 Unit 301 Unit 302 Unit
303 Unit 401 Unit 402 Unit 403 Appendix 1 Introduction to the qualifications Opportunities for
progression Centre requirements Approval Quality Assurance Human resources Candidate entry
requirements QCF technical requirements City & Guilds administration Recognition of Prior
Learning (RPL) Appeals against assessment decisions Equal opportunities Course design and
delivery Initial assessment and induction Learning delivery strategies Assessment Summary of
assessment methods Evidence requirements Units Understanding the Principles and Practices of
Assessment Assess Occupational Competence in the Work Environment Assess Vocational Skills,
Knowledge and Understanding Understanding the Principles and Practices of Internally Assuring
the Quality of Assessment Internally Assure the Quality of Assessment Plan, Allocate and Monitor
Work in Own Area of Responsibility Sources of general information 5 14 15 15 15 16 18 18 19 19
19 20 21 21 21 22 22 23 24 25 40 48 57 72 82 84 Level 3 & 4 Awards & Certificates in Assessment
and Quality Assurance 3 City & Guilds Skills for a brighter future www.cityandguilds.com 4
Level 3 & 4 Awards & Certificates in Assessment and Quality

Characteristics Of Martin Luther King Jr. And Adolf Hitler
Before this semester I always knew there were many characteristics and deferent types of leaders.
Typically when I thought of a leader, I would think of a team leader. A leader that involves the
creation of a vivid picture of its goals, where it is heading and what it will stand for. The vision
inspires and provides a strong sense of purpose and direction. In the easy sense when I thought of a
leader I would think of a quarterback for a football team, commander in the army, and or a boss of a
company. I also knew there was a visionary leader because that's what type of leader I am. When I
think of whose a good leader I think of two people, Martin Luther King Jr. and Adolf Hitler. These
two people were two totally different leaders but they were both great leaders. Martin Luther Kind
JR. led the Civil Rights movements in the United States. He used nonviolent, or peaceful, protest to
try to get equal rights for African Americans. He aroused white and black alike to protest racial
discrimination, poverty, and war. He would give amazing speeches such as "I have a dream" in front
of 250,000 people. Hitler was a good leader but obviously was a terrible person. Hitler turned
hundred of thousands of people into Nazis. Some key areas that Hitler was good at was his vision,
change management, compassion, charisma, and develop the team and making the team better.
Before attending this course, I didn't know what I would be learning. I knew this course would
probably teach me how to

Professional Development Plan Essay
Professional Development Plan Russell Mattox LDR/531 9/12/14 Daniel Kessinger Professional
Development Plan In order to develop a plan that will address the characteristics of my group and
me as a leader; a thorough review of the completed DISC assessments much be completed on an
individual basis and an overall plan can be derived thereafter. The individual analyses are as
follows: Individual Assessments Jeremy Conner, Jessica Mills, and Brian Tuck are all predominately
categorized as cautious in style. Their tendencies include: being tense with themselves and others
when under pressure, having a natural curiosity about people, being concerned about what people
think, feel, and expect, ... Show more content on Helpwriting.net ...
Team Development Plan Based on the analysis of the DISC assessments, I would put myself in a
leadership role on the team with Robert as my supervisor, and Jeremy, Jessica, and Brian as
subordinates. My style is more fit to a leadership role due to my desire to accomplish bigger and
better goals. This desire allows me to look bigger picture which must be done from an upper
management perspective in order to keep the company ahead of the curve in all aspects of business
to avoid pitfalls. Robert's natural charisma and persuasiveness would make him great at motivating
the rest of the team. This does not mean that Jeremy, Jessica, and Bryan aren't just as important to
the team success. All workers from top to bottom are needed for a business to be successful. I
strongly believe in the phrase "you are only as good as your weakest member". For this reason, I
would make sure that they were given a chance to air their grievances and make suggestions on
changes that should be made. I must make sure to allow every team member to have a say in the
business processes because this is a weak point of my particular style. Flexibility on my part must be
a focal point to

DISC Assessment
Taking the Jung and DISC assessment really taught me so much about myself! It also
helped me identify things that I was in denial about. I hope to continue to better my leadership
skills in the future and continue to learn more from resources like the DISC and Jung. These
assessments help you see where your weakness and flaws are located at in your leadership
attempt. It also helps provide a clear vision of where your strengths are at and what you are the
best at.
The Jung assessment asked questions in a "Yes or No" format. This helped provide a
more definant answer about how you feel toward a certain topic because it is clear how you feel
about the subject. In this assessment I was a 31 percent perceiving, 16 percent thinking ... Show
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I believe that I am still a great leader right now to be so young. Though I have plenty of
room to improve, I still have a great knack for getting people to follow me or what I believe is
the right thing to do. At times I can be a bit persuasive or become a Con artist, but that situation
is extremely rare. I am not so great at bribing people as I am at just allowing them to look at only
the good side of what I am envisioning. At times I may find myself being a bit too aggressive.
What I mean is, when a person is being difficult and cannot understand what I am trying to get
them to envision, I get irritated after a certain amount of time. I have a short fuse and this can
sometimes affect my leadership skills in a negative way. This is also pretty rare, I am always
more of a calm person who is just laid back depending on the importance of the issue.

In a nutshell I hope to become a better leader and even though it is impossible to be
perfect, I hope to be as close to it as possible. I strive to be a perfectionist and I always

Essay on Understanding the Principles and Practices of...
unit 01 UNDERSTANDING THE principles and practices of assessment D/601/5313 mohammad
aziz hasan 7/10/2011 | 1. UNDERSTAND LEGAL AND GOOD PRACTICE REQUIRMENTS IN
RELATION TO ASSESSMENT | 1.1 Functions of assessment in learning and development
Assessment Assessment can be defined as the systematic gathering of information regarding the
knowledge and ability of learners which enables learners to obtain feedback on the quality of their
learning and enables teachers or assessors to evaluate the effectiveness of their teaching/assessment.
In my point of view assessment is a testing tool by which a teacher or assessor can use to detect the
outcomes of teaching, learning or assessment process with the learners by ... Show more content on
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1.2 Key Concepts and Principles of Assessment Assessments are usually: Internally set – produced
by the assessor or module tutor, for example, questions, projects or assignments Externally set –
usually by an Awarding/Examining body, for example, an examination at the end of the programme.
These will be marked either by module tutor, or the Awarding/Examining body. The assessment
strategy should state how the subject should be assessed, and subsequent results recorded. It should
also state the experience, professional development and qualifications that assessors should hold.
Quality assurance requirements, for example internal and external verification or moderation, will
also be stated. Organisation may also have an assessment policy which an assessor should
familiarise him/herself with. Initial Assessment The Assessment Cycle: Assessment Planning
Review of Progress Assessment Activity Assessment Decision and Feedback Figure 1.2: The
Assessment Cycle (Gravells, A. 2009: 8) Depending upon the subject being assessed and whether it
is academic (theory) or vocational (practical) an assessor will usually follow the assessment cycle.
The cycle will continue until all aspects of the qualification

Bloodhound SSC: Will Cars Be Fast Than Other Vehicles
Bloodhound SSC (new supersonic car invented by the inventor of thrust2 and thrust SSC) Supun
Jayawardana 9B2 (on the topic 'Will cars be faster than other vehicles') Introduction This report will
demonstrate on the topic "Will cars be faster than other vehicles?" according to primary sources and
secondary sources. 'Will cars be faster than other vehicles' investigation is result of an interview
done through Email and through primary sources working website. Table of Contents Title page
Task sheet (pg. 1–5) Introduction and table of contents (pg. 6) My mind map (pg. 7) My primary
source (pg. 8–11) Sec sources (pg. 11–17) Written report (pg.18–20) Bibliography ... Show more
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As the fuel engine runs the battery charges. The battery is connecting to the powerful 543kw motor,
which can make it run 60 kmp/h for a long day. All hybrid cars running on batteries most of the
times. So it is having a huge fuel efficiency when compared to others. Using hydrogen fuel is
another way to increase power of engines. Compared to other fuels, hydrogen combustion is
powerful. It can easily take off hundreds of tonnes and reach a speed of more than the sound (for
examples, rocket use hydrogen combustion to take off) As the rockets use it, they reach a speed
more than sound few minutes and just imagine what a speed cars will have by using hydrogen.
Electric motors (electric engine) Electric motors are having a one interesting point, which can beat a
fuelled engine (click here to watch the video). It is that an electric car can beat an Italian sports car
and a NASCAR (NASCARS are Super charged with V8 engines!)? Yes! X1 Electric car is having
the opportunity of winning using its trick of keeping the same speed at the start, race and the end.
This is simply base on gearbox. Electric car puts its maximum torque at once but the cars use gears,
which makes it slow in pick–up. Date location driver vehicle Power 1 km mph

Letter Across The Divide Book Response Essay
Solving My People Puzzle: Part Two Lisa A. Thomas Liberty University Abstract The report is the
second part of a collection of data that represents information of the student– author's behavioral
traits, qualities temperament and management against the framework of people puzzles. Several
coursework materials were applied in solving the student's people puzzle. The D.I.S.C
personalitytesting.com, and Humanmetric.com. (Carbonell) 360° Interview Assessment, and the
Interpersonal Communication Skills Test, (PsychTests.com), determined the governing of: Who was
the me I see, who is the me I want to see and the Hallmark Purpose. The student's study helps to
simplify these claims and foster's ideals for the ... Show more content on Helpwriting.net ...
ENFJ's tend to be more reserved about exposing themselves than other extraverted types. Although
they may have strongly–felt beliefs, they're likely to refrain from expressing them if doing so would
interfere with bringing out the best in others. Because their strongest interest lies in being a catalyst
of change in other people, they're likely to interact with others on their own level, in a chameleon–
like manner, rather than as individuals. According to Joe Butts personality description ENFJs are the
benevolent 'pedagogues' of humanity. They have tremendous charisma by which many are drawn
into their nurturing tutelage and/or grand schemes. Many ENFJs have tremendous power to
manipulate others with their phenomenal interpersonal skills and unique salesmanship. But it's
usually not meant as manipulation –– ENFJs generally believe in their dreams, and see themselves
as helpers and enablers, which they usually are. ENFJs are global learners. They see the big picture.
The ENFJs focus is expansive. Some can juggle an amazing number of responsibilities or projects
simultaneously. Many ENFJs have tremendous entrepreneurial ability. ENFJs are, by definition, Js,
with whom we associate organization and decisiveness. But they don't resemble the SJs or even the
NTJs in organization of the environment nor occasional recalcitrance. ENFJs are organized in the
arena of interpersonal affairs. Their offices may or may not be cluttered, but their

Intrinsic And Extrinsic Motivating Factors
Richard Englander
Assignment 7
The question proposed in the previous assignment was to determine the intrinsic and extrinsic
motivating factors for students and teachers in the classroom. The primary sample would consist of
students and teachers in the eighth grade in both public and private schools.
In order to determine the intrinsic motivating factors, the DISC Personality Test (also known as the
DISC Personality Profile), will be implemented to determine participant behavior patterns. Dr.
William Marston developed the DISC profile in 1928 but never designed an assessment to
determine how individuals are grouped into particular categories. In 1940, Walter Clark designed the
DISC Personality Test in order to quantify the information and provide feedback on elements such
as leadership, motivation, communication skills, goal setting, and conflict resolution. This test has
been in use since 1940. A research study conducted by Dr. Terry A. Price from Texas State
University Statistics and Psychometrics concluded that the assessment followed the protocols set by
Standards for Educational and Psychological Testing in 1999 and the results are extremely reliable.
This assessment has been peer reviewed and researched for its validity and reliability with great
results.
The DISC assessment has been primarily used as a tool in the workplace, however, it can be used in
the educational arena because it measures behavior patterns and not aptitude. The results of this
assessment

Assessment of English Language Learners
Assessment of English Language Learners Alisha C. Green Grand Canyon University: ESL 533N
Advanced Methodologies of Structured English Instruction December 12, 2012 Abstract
Assessments are a critical tool in monitoring the progress of English language learners at all grade
levels. The main purpose of assessments is to ensure students are receiving quality teaching
instruction in accordance to academic and content standards. Even though these tests are not the
only resource used for testing students, they provide teachers with invaluable data to determine if
the student is growing in certain academic areas. There are several types of assessment that can be
used to measure a student's progress. In this paper, various alternatives to ... Show more content on
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2. Students are allowed to receive information through auditory, visual and tactile and other sensory
activities in an effort to increase understanding of assessment material. 3. Students are able to work
in an environment that has fewer distractions in an effort to stay on task. 4. Students are able to have
directions repeated to them and have directions said in their native language (www.doe.state.la.us).
There are not many advantages for English language learners whereas standardized testing is
concerned. Teachers will have to create individualized ways in monitoring students' progress to gain
true assessment results. Part Two In an effort to gain useable and positive feedback from English
language learners, teachers must use ongoing assessments. Whereas standardized tests only give
information on students during a certain part of the year, ongoing assessments will allow teachers to
monitor students' progress throughout the year. Informal assessments are very beneficial in
monitoring the progress of students. One type of informal assessment is the use of role playing.
During role playing, students are given opportunities to speak in English dealing with different
situations. This assessment will let the teacher observe how well the student is comprehends the
scenarios and how they respond to them. This type of assessment is effective because it allows
students to put the English language into use increasing their English

Characteristics Of The DISC Model Of Human Behavior
The DISC model of human behavior is a simple key to understand how people behave and how they
are motivated. Twenty–four hundred years ago, scientists and philosophers, most notably
Hippocrates, began to recognize and categorize differences in behavior that seemed to follow a
pattern. Since then, many psychologists and scientists have explored behavioral patterns. The initial
DISC model comes from Dr. William Marston, a physiological psychologist, in a book entitled
Emotions of Normal People, published in 1928. He did not create an instrument from his theory, but
others did. DISC is the leading personal assessment tool used by over 1 million people every year to
improve work productivity, teamwork and communication. I believe the public sector must adopt
this DISC test before recruitments in order to avoid social loafing (Max Ringelmann',1913), the
phenomenon of people exerting less effort to achieve a goal when they work in a group than when
they work alone. The DISC model is the universal language of observable human behavior. Each
letter has its own meaning. D (Dominance) is how people respond to problems and challenges. I ...
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Many times I was confronted with angry and frustrated citizens who come to learn about their
affairs . I am always willing to help as I can , and while they are annoyed shouting, I try politely to
calm them and hear them and at the end I emphasize their interest and they leave satisfied and
happy. According to the D personality type, people think about big picture goals and tangible results.
They are bottom–line organizers that can lead an entire group in one direction. They place great
value on time frames and seeing results. The D may challenge the status quo and think in a very
innovative way . I totally agree with this

Typology Vs DISC Assessment
Taking both the Jung Typology and the DISC assessments were interesting to me. The
results I received did not surprise me too much because I have taken a few personalities based
test before. The difference in those times and this is that this time I was careful and really took
my time because I wanted to see accurate results from both assessments. I noticed that by
actually looking at accurate results from two separate assessments I was able to see some
patterns that I can honestly say are pretty accurate when looking at how I do things in different
situations.
The first assessment that I completed was the DISC assessment. The DISC assessment
showed me four components of my behavior. It showed me how I approach problems and ... Show
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I want things done right but
I am also cautious about giving out directions. I don't want to mislead anyone or give anyone
false information. I interact with people in a way that shows a lack of interest in them at times. I
can come across as selfish because I get easily caught up in trying to convince someone that I'm
right and that my way is the correct way. In trying to communicate to someone that I am correct
I become easily focused on me and forget about them and how their ideas might play out in
different situations.
The leadership style I hope to achieve is that of someone more companionate and
understanding. I want to have the confidence to lead people without feeling the need to be mean

and rude about it. I feel like I currently lead people with authority and speaking loud. I want to
work on that and become someone more reasonable and relatable to others. I believe that a true
leader shouldn't have to be rude or too serious to get others to respect and listen to his or her
instructions. I want to be a leader who leads by example and can guide people without using an
iron fist so to

Improve Own Performance in a Business Environment Essay
Unit Title: OCR unit number
Sector unit number Level: Credit value: Guided learning hours:
Work with other people in a business environment 205 Y/601/2474 2 3 10 31 December 2013
Unit expiry date:
Unit purpose and aim
This unit is about working within a team, sharing responsibility with others to make sure that a team
can achieve agreed goals and objectives. Learning Outcomes The Learner will: 1. Understand how
your role fits with organisational values and practices Assessment Criteria The Learner can: 1.1
Describe the sector in which your organisation operates 1.2 Describe your organisation's missions
and purpose 1.3 Compare you organisation to other types of organisation in your sector 1.4 Outline
your responsibilities 1.5 ... Show more content on Helpwriting.net ...
Be able to use feedback on objectives in a team 10.1 Contribute to providing constructive feedback
on the achievement of objectives to a team 10.2 Receive constructive feedback on own work 10.3
Use feedback on achievement of objectives to identify improvements in own work
Assessment
This unit is centre assessed and externally verified. Your assessor will use a range of assessment
methods which may include:        observation of performance in the work environment
examination work products questioning the learner discussing with the learner use of others (witness
testimony) looking at learner statements recognising prior learning
Evidence requirements
A range of evidence should be gathered to cover the Learning Outcomes and Assessment Criteria.
Examples may include:  Annotated organisational policies and procedures  Appraisal or work
review  Minutes of team meetings  Feedback received from colleagues  Feedback provided to
colleagues  Internal communications between colleagues  Communication seeking guidance
4
© OCR 2010
 Development plans  Detail of where team working has occurred  Referral of or discussion

relating to a problem  Task/project plans
Guidance on assessment and evidence requirements
Refer to sections on Assessment and

PACO500 SMPP2 LP Essay
Solving My People Puzzle: Part 2 Name Liberty University Abstract This report is the second half
of a two part study called Solving My People Puzzle. This exercise is used to help the student
describe, develop, and manage their personality. Best fit strategies are discussed and examined with
each of the four main Disc styles of personality, a predetermined care–seeker from the case study
Crossroads: A story of forgiveness, and a chosen mentor's Disc Profile and M–BTI personality test
results. Developing a common behavioral language with each of these personality examples is the
goal. It is with expectation and hope that these exercises will expand the relational style
development of this student–author. Table of ... Show more content on Helpwriting.net ...
Since the M–BTI is focused on positive traits, it is different from the Disc profile as it does not show
the blind spots and the need to make adjustments in behavior (Kollar, 2008, p. 232). The
(DiscProfile4u) states that dominant "S" listening skills are extremely keen without interruptions,
but Squidoo.com/discstrengths mention the blind spot of getting "run over" because of the fear of
confrontation. When the "S" mentee is engaged in a conversation with her "I" mentor they are very
likely to slip into the 'flat–brain tango" (Petersen, 2007, p. 33). The "S/C" mentee needs to
remember to be more assertive while the "I/SD" needs to stop and pursue clarification. Higher level
communication connects us at a level of feeling and spirit (Petersen, 2007, p.19). SMPP Part 2
Questions/Answers Demonstrating Fit In order to demonstrate fit to each DISC profile the counselor
must be aware of the voice inflection, physical posture, eye contact and focused attention of the
counselee (Kollar, 1997, p.95). The D personality trait – The high dominant behavior style presents
a challenge in that he/she tends to operate in a fast paced manner which is totally the opposite of the
high "S" counselor. Communication with the impatient controller is a challenge for the "S"
counselor until empathy and listening skills begin to emerge. Generally patient, submissive, and
quietly reflective, the approach in therapy would be to assist the counselee to choose a solution
focused goal for the problem

Reflection On Learning Styles
As both a learner and someone who aspires to teach I have many different learning styles. In class
taking the three different learning style inventories I noticed that I came out to have some results
that were really realistic and fit me and my learning style in class as well as the way I enjoy to teach
others. The three Learning Styles tests we took included Howard Gardner's Multiple Intelligences
theory, The traditional learning style inventory, and lastly, the DISC model theory. Together I think
these three devices really helped me understand the way I learn much more effectively as well as
ways to identify, teach, and adapt my teaching style to best fit other learning styles.
According to Howard Gardner's Multiple intelligences learning theory I am Verbal Linguistic,
Musical, and lastly Interpersonal. With Verbal Linguistic being my most prominent and noticeable
learning theory without taking the quiz I believe that this stems back from when I was younger and
how my mother planted the love of reading into my childhood. Even when I was younger I was
always the child to raise my hand and volunteer to read the longest page out of the book because I
just loved reading and speaking aloud. Something new I learned from this learning theory inventory
was that I am also a Musical learner, which I wasn't really expecting. Much like most teens my age,
I enjoy listening to music and singing along, but I never really thought about how much music
affects my learning. Now after taking

Disc Platinum Rule Assessment Essay
DISC Platinum Rule Assessment "The ultimate goal of the Platinum Rule is personal chemistry and
productive relationships" (Alessandra). The University of Phoenix creates learning teams in each
online classroom setting. Individuals bring different behavior styles when they come together in a
group. The purpose of this paper is to discuss the different behavior styles as defined by the DISC
Platinum Rule assessment and how it relates to learning team members. The DISC Platinum Rule
breaks out into four dimensions of behavior. Each different dimension has strengths and weaknesses
and no dimension is better than another. The four different dimensions are the dominance style, the
interactive style, the steadiness style, and the cautious ... Show more content on Helpwriting.net ...
The socializer has a natural tendency to meet people. They speak freely about their thoughts
feelings, and experiences, and receiving social approval from others motivates them. The helper has
a natural dislike of pressuring others or telling them what to do. They seek close personal
relationships that focus on caring and sharing and they are motivated by friendship. The impresser
feels taking shortcuts to accomplish a goal is cheating. They become impatient with procrastinators
and winning with flair motivates them. The enthusiast enjoys symbols of authority and prestige and
is uncomfortable with confinement or restriction of freedom. Influencing others provides them
motivation. (Alessandra) CooKie, a member of the learning team, fits into the interactive style
behavior dimension. The snapshot of her sub style marked her as "The Impresser." The assessment
described her as seeing winning as an all–or–nothing proposition, judging people by their ability to
make things happen, and working harder when there are bigger risks and rewards at stake.
Weaknesses presented in the assessment included disorganized, careless, exaggerating, and poor
follow through. Strengths presented in the assessment included persuasiveness, optimistic,
motivating, and enthusiastic. CooKie agreed with how the assessment described her characteristics
at work. She likes to go above and beyond expectations to complete a task. She often

unit 4222-319 Essay
4222–319 Facilitate person centred assessment, planning, implementation and review (HSC 3020)
1.1 Explain the importance of a holistic approach to assessment and planning of care or support.
In the health and social care setting it's imperative that we take a holistic approach within all aspects
of our work settings. As carer's, a holistic approach of person centred care is when planning care
needs and considerations, and the type of individually tailored care packages and provision is of
great importance. Holistic means looking at a situation as a whole and not just part of it. The holistic
approach is paramount in driving forward the way service users are assessed and implementing the
planning for a robust care and support ... Show more content on Helpwriting.net ...
The process ensures timely interventions, prevents concerns from escalating and supports self–
management.
1.2 Describe ways of supporting the individual to lead the assessment and planning process.
Ways of supporting an individual to lead the assessment and the planning process would be the
participation of people with high support and care needs themselves, (people with severe/profound
intellectual disability and/or complex disability) in the process of focusing on what is important to
them now, and in the future. And acting upon this in alliance with their family and friends. This
involves considering the ability of service providers to continually listen to, learn about, and
facilitate opportunities with, the people they are supporting. It is important to note that the
individual with care and support needs, their participation is considered beyond the individual
planning meeting. (which may be an important part of the decision making process). Rather, active
participation throughout the entire individual planning process is discussed. There are four common
themes in person–centred planning assessments. These are:
1. The service user and his/her care team including any advocates, make parallel around a common
understanding of what is Important to the individual now and in the future.
2. Generation of creative actions that will gradually bring about more of what is desirable for the
client.
4
3. Provision of support for the

JUNG Test Vs. DISC Assessment
It is very easy for people to get lost in their work, school, and personal life. Being driven and
working hard is a tremendous characteristic to have, but sometimes people forget to connect with
themselves. I believe it is important to be connected with yourself and set aside time for self–
reflection. This class has allowed me to have that time to connect with myself, learn my strengths,
and to know who I am by taking the JUNG test and DISC assessment. When I first took both of
these test I didn't think my results would come out as true to my personality as they did. My results
of the JUNG test were ESFJ– Extravert 47%, Sensing 9%, Feeling 12%, and Judging 22%. The
ESFJ personality says that they are people's people, they take responsibilities very seriously, are
warm and energetic, and love to help others. My DISC results go hand in hand with the JUNG test.
My DISC results were as follows; Decisive scoring 42 in natural and adaptive, Interactive scoring a
99 in natural and 60 in adaptive, Stabilizing scoring a 77 in natural and 39 in adaptive, and Cautious
scoring a natural in 32 and 53 in adaptive. The DISC assessment breaks each category down and
explains strengths and weakness of my personality type. ... Show more content on Helpwriting.net ...
Both test said that I have a passion for helping others whether it's leading them in the right direction,
coaching them, or teaching them something new. Another major connection between the two would
be that I get along with others easily, I go into a job with a calm and open mindset to develop
strategies or procedures, and I am very self–critical and expect a lot from myself. My leadership
style is a thought out process. Both test say that I am a very good team player and I'm very efficient
when it comes to my work and working with

ptlls assignment Essay
Level – 4 (Prepare to teach in the lifelong learning sector) – PTLLS The following are headings for
broad areas students will have to research to show evidence of competence in PTLLS. GROUP A:
Roles and responsibilities and relationships in lifelong learning GROUP B 1: Understanding
inclusive learning and teaching in lifelong learning GROUP B 2: Using inclusive learning and
teaching approaches in lifelong learning GROUP D: Principle of assessment in lifelong learning
Each group (Group A, Group B1, Group B2 and Group D) is made up of sub–headings and
questions or "statements of competence". Group: Group A, Group B1, Group B2 and Group D Sub–
headings: (Example) (1.Understand own role and responsibilities in ... Show more content on
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HSE at work requires me to take reasonable care of my health and safety and that of others who may
be affected by what I do at work, cooperate with my employers on HSE matters and take necessary
trainings especially training relating to me field which is Science. Also inform my employers of any
concern I have relating to health and safety. As Gravells says: "Learners are entitled to learn in a
safe and healthy Environment" (Gravells 2012:29). The Copyright Designs and Patents Act (1988)
are relevant in a teaching environment. The materials I use to teach learners must either be produced
by me, or I must ensure that I and or my organisation have permission to use such materials.
Another important piece of legislation to consider is the Data Protection Act (2003). This is
important because I will have access to students' personal data which I shouldn't share with anyone
or external organisation without authorisation from my employer and permission from my student in
question. 1.2 Analyse own responsibilities of promoting equality and valuing diversity Equality is
about rights of students to have access to, attend, and participate in their chosen learning experience.
This should be regardless of ability and/or circumstances. Diversity is about valuing and respecting
the differences in students, regardless of ability and/or circumstances, or any other individual
characteristics they may have.(Gravells

Assessing Listening
Moray House school of Education MEd TESOL 2008–2009 Learner Assessment in TESOL Tutor:
Gillies Haughton Student: Shaaban Ahmed S0899927 Learner Assessment in TESOL Assessing
Listening Introduction Assessing listening is one of the most significant areas of language testing.
However, it is the least area that is cared for and developed in assessment. Perhaps this is due to it is
a very complex process. Listening is NOT assessed in my context and this has caused dramatic
drawbacks in language learning and teaching related to listening skill. Therefore, the test specs and
test instrument constitute a proposal to incorporate them into English language testing in my
context. The importance of assessing listening is in the ... Show more content on Helpwriting.net ...
Series to be the methodology that guide classroom practices. According to Weir (1993: 98–99),
these listening sub–skills should be included in listening texts; direct meaning comprehension,
inferred meaning comprehension, contributory meaning comprehension and listening and taking
notes. Weir (1990) asserts that the main proviso for testing within communicative framework is that
the test tasks should as far as possible reflect realistic discourse processing. Identifying specific
details and main ideas from an oral discourse are unique to real world listening and this makes the
purpose of the test more encouraging to teachers and students to practise comprehending realistic
spoken English. In addition, the purpose of assessing listening on the word level will evoke teachers
and learners to pay more attention to phonological modifications in the coursebook. In this concern,
Buck explains, "Any lack of such knowledge is likely to be reflected in reduced comprehension
(Buck, 2001: 33). Another choice I have made in the specs is the test type. After formulating the test
construct, I have encountered a more important step in designing the test which is selecting an
appropriate text relevant to the students' level of proficiency and containing a range of vocabulary
and structures they have learnt in the coursebook. The reason for choosing

Evaluating Learning Programs
Evaluating Learning Programmes
Learning outcomes
On completion of this unit a learner should:
1 understand the principles of evaluating learning programmes 2 understand and use appropriate
evaluation methods
3 understand how to collect and analyse data for the purpose of evaluating learning programmes 4
understand how evaluation results can be used to improve learning programmes 5 understand how to
evaluate the effectiveness of own practice.
1. Understand the principles of evaluating learning programmes.
1.1 Identify and analyse the principles of evaluating learning 1.2 Discuss how the principles can be
applied to learning programmes.
Evaluation of teaching and learning is a very current discussion point and is increasingly being more
... Show more content on Helpwriting.net ...
The idea of a framework for professional standards for teaching and supporting learning in higher
and further education was proposed in the White Paper The Future of Higher and further Education
(2003). In response to this the UUK, SCOP and the UK HE funding bodies invited the Higher and
further Education Academy to consult with the sector to develop such a framework.
Following extensive consultation with the sector a National professional Standards Framework has
been developed for institutions to apply to their professional development programmes and activities
and thus demonstrate that professional standards for teaching and supporting learning are being met.
At the heart of this framework is acknowledgement of the distinctive nature of teaching in higher
and further education, respect for the autonomy of higher and further education institutions, and
recognition of the sector's understanding of quality enhancement for improving student learning.
The standards framework aims to act as:
an enabling mechanism to support the professional development of staff engaged in supporting
learning

a means by which professional approaches to supporting student learning can be fostered through
creativity, innovation and continuous development
a means of demonstrating to students and other stakeholders the professionalism that staff bring to
the support of the student learning experience
a means to

DISC Assessment: A Picture Of A Salesman
As I was going to the DISC assessment, a picture of a salesman came to my mind. About four years
ago my wife and I went to purchase furniture for my new house in the very reputed furniture store in
Houston. I had to heavy shopping for my whole house. I am naturally "C" type of personality, and I
need time to process the information I get before reacting. A salesman came and approached me and
suggested me a couple of furniture. He showed me almost all items of furniture, he kept insisting me
to buy, but I asked him to give us enough time to think. He didn't want to spend much longer and
left with the frustration I could see on his face. Now I can describe him as a "D" personality type. As
a "D" types personality person, I believe that he immediately may have thought that I am not serious
about buying since I didn't respond quickly. ... Show more content on Helpwriting.net ...
We were taking time to process the information given and make the best decision financially also. I
wasn't ready to jump to make a decision quickly. He left us. We looked through all items of furniture
we wanted to purchase for that day and calculated our budget. Then we went to look for him. We
found him helping another customer. As I told him that I am looking for him, he completely ignored
me and directed me to a different salesman. I gave all detail list of the furniture to this new salesman
about 15k prices. He was so happy, offered us a discount without asking, and completed purchase.
Later the former salesman saw many furniture loading into a truck for delivery, he came to me told
me with a sad face that why I didn't mention him beforehand that I am buying that many of
furniture. I said to him that I just needed time to make a decision and he denied to follow up though
we came back to

My Behavior Traits Paper
An Overall Outlook at My Behavior Traits Timithy Crumrine
Indiana Wesleyan University
An Overall Outlook at My Behavior Traits Starting at the time I answered the questions in the DISC
profile, I could watch and predict the pattern that was playing out before my eyes. During the
introduction to each behavior profile, I could already tell which behavior best described me. Almost
every word that is listed under that heading is a word that I have, or would use to describe myself.
However, I did not know what the perception of others would be. In this paper, I will attempt to
show the similarities and differences between the behaviors that I have described and those of my
friends, family, and coworkers. Although many people claim to be the same person in all settings, in
this instance, I have the research to back up my claim. As always, the change in all settings of my
life are minute.
In my own assessment, I have found that even though you may answer sections differently with
differing moods, I always come back as a D behavior style. I am that classic, controlled person when
I am in control. However, I can be the exact opposite if we get off track and things start to unwind.
After completing the task of transferring numbers into the graph, the DISC Classic workbook, my
behavior is summed up in the Interpretation Stage I description ... Show more content on
Helpwriting.net ...
Direct is the first word I can relate to. As I have always told everyone that they do not have to
wonder what I am thinking. Domineering, is the next word. As I stated above, we do not discuss
much, we just do it. The third word is demanding. I think that, at 46, anyone younger should be able
to keep up. Therefore, don't talk with words, show me. In all, this is what makes employers continue
to both hire me and allow me to put my own spin on the job. I am a

Professional Development Plan Week 2
Marcia Scobey
Professional Development Plan
LDR/531
May 18, 2015
Prof. Sandra Griffin
Professional Development Plan This professional development plan will help determine the need of
the team, and to help us improve. Learning Team c has done a DiSC Assessment to better develop
this team. This plan is to also show myself as a leader that I can be flexible with the different
personality types and know what I need to do to get my team or that individual to improve their
goals. This is also an opportunity for me to focus on any weaknesses that I may have and to improve
on my strengths to make sure team C is able to grow. A professional development plan documents
the goals, required skill and competency ... Show more content on Helpwriting.net ...
Our goals are to maintain control, stay organized, maintain our results and accuracy and always be
productive.
Weaknesses and Fears
Like any individual or team, there are going to be weaknesses. It's not necessary to focus on them
every time, however; it's important to know what they are so when it comes about, it's able to be
addressed at that time and to avoid an conflicts or disagreements. Robbins & Judge said that, "When
managers use collective work situations to enhance morale and teamwork, they must also be able to
identify individual efforts. Otherwise, they must weigh the potential losses in productivity from
using groups against the possible gains in worker satisfaction" (2013). Our teams weaknesses are
being impatience, some might take themselves too seriously, can be critical, some might be slow
decision–makers, won't speak up or be unresponsive while others are over thinkers and don't want to
rick change. Also we fear work criticism, some don't like surprises or the feeling of being hustled or
looked at as too "soft", and don't want to lose control. Even though these are weaknesses, we don't
look at it that way because when one style is having these current issues, we can rely on each other's
strengths to come in and make sure everything stays in order.
Conclusion
To be a leader and to have a successful team, it's critical that this plan is implementing and make
necessary change when needed. I believe that my team is well–rounded; some

Personal Leadership Development Pl An Effective Leader

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