The document provides details about an organization that is developing an employee training program. It outlines the organization's mission and vision, management structure, corporate culture, community involvement, past experience with training, the task for which the new training is being developed, the training process, audience for the training, audience's familiarity with technology, their self-directedness, the theoretical basis for the training, and strategies to incorporate the theory into the training design and delivery.
This document discusses job training methods and processes at an IT firm. It begins by introducing the importance of training for employees and businesses. It then provides background on the growth of the IT sector in India and the increased need for training and skills development. The rest of the document discusses various training models, domains, methods, and essential aspects of training in the IT industry. It also includes surveys on effective training delivery methods and the variation of trainer salaries with experience in the IT sector.
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
A TYPICAL DESIGNTo illustrate a program focused on individual de.docxransayo
A TYPICAL DESIGN
To illustrate a program focused on individual development, we use the example of a leadership course designed for a manufacturing company. The company had a long history of promoting leadership development and had recently become concerned about building a cadre of “change-agent” leaders capable of coping with the accelerating pace of innovation in the industry. Two professors from a leading business school, experts in leadership, were called in to design a program around the leadership competencies required to effect organizational change. Together the professors and company sponsors produced and delivered a four-day learning experience structured around three distinct modules: the leader’s role in change, skills for implementing change, and motivational and empowerment practices.
At the start of day one, participants received survey feedback from a dozen of their workplace colleagues (superiors, peers, and subordinates). This feedback was structured so that the competency categories that were reported corresponded with each of the course’s three themes. This ensured that participants could personally gauge their strengths and weaknesses against the competencies described in the modules about to be taught. It was assumed that feedback early in the course would stimulate the participants’ desire to learn.
Following this feedback and a personal review session with an onsite coach, the program began with a module on leadership vision and change. Using a series of case studies from companies such as General Electric, Microsoft, and the Virgin Group, participants learned lessons about core leadership concepts such as strategic vision, unconventional market perspectives, and environmental scanning for opportunities. During course discussions, the professors encouraged participants to share their own experiences. This created dialogue that allowed the core concepts to be applied to the individuals’ own leadership challenges and personal work situations.
A second module was presented in days two and three that emphasized skills required for implementing change. Another series of case studies illustrated how effective leaders at several companies had successfully orchestrated large-scale organizational change. For example, participants explored the successful turnaround of the international advertising agency Ogilvy & Mather by its senior leader Charlotte Beers. This case study taught lessons about the process of developing a strategic vision and ways to implement the vision once it was defined. Experiential exercises were used to teach communications and influence skills. A portion of day three and all of day four explored the remaining themes of motivation and empowerment—again using experiential exercises and case discussions as the principal vehicles for conveying lessons and insight. Participants learned about the personal philosophies that leaders often draw on in their efforts to empower others, and about the importance of lea.
The document discusses learning and development (L&D) strategies and trends. It finds that one-third of companies are increasing L&D budgets, while only 10% are using mobile learning. It also discusses how L&D must be tailored to business needs, embrace social/informal learning and mobile/cloud solutions. Benchmarking in L&D involves collecting metrics from other organizations, analyzing data, learning best practices, and implementing improvements. People in organizations want L&D to help develop skills for a changing market and achieve goals through reskilling.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation while potential disadvantages include costs and time away from work.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation, though it also has costs. Areas of training include building knowledge, technical skills, social skills, and techniques. The training process involves assessing organizational objectives and training needs before designing and implementing programs.
Training involves organized learning activities to improve individual performance through changes in knowledge, skills, and attitudes. It is important for meeting job requirements, updating skills, career development, and addressing deficiencies. Training helps improve quality, productivity, and organizational objectives.
There are several steps in the training process. First, performance problems are analyzed to identify the causes. Then, training needs are identified by analyzing the organization, jobs, and individuals. Objectives are prepared stating what learners will be able to do. Tests are developed based on the objectives to evaluate learning. Various instructional methods are selected and training is delivered. The transfer of learning back to the job is evaluated.
The document discusses training systems and models at Cognizant, an IT company. It provides three key points:
1. Cognizant Academy is the in-house learning and development arm of Cognizant that provides role-based training to over 100,000 employees annually using various methods like classroom, e-learning, and virtual classrooms.
2. Cognizant Academy implemented the Metrics that Matter system to measure training effectiveness and gain insights to improve programs. Measurement focuses on areas like business alignment, job impact, instructors, and courseware.
3. Using Metrics that Matter reports, Cognizant Academy identified best practices, increased feedback response rates, enhanced courses,
This document discusses job training methods and processes at an IT firm. It begins by introducing the importance of training for employees and businesses. It then provides background on the growth of the IT sector in India and the increased need for training and skills development. The rest of the document discusses various training models, domains, methods, and essential aspects of training in the IT industry. It also includes surveys on effective training delivery methods and the variation of trainer salaries with experience in the IT sector.
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
A TYPICAL DESIGNTo illustrate a program focused on individual de.docxransayo
A TYPICAL DESIGN
To illustrate a program focused on individual development, we use the example of a leadership course designed for a manufacturing company. The company had a long history of promoting leadership development and had recently become concerned about building a cadre of “change-agent” leaders capable of coping with the accelerating pace of innovation in the industry. Two professors from a leading business school, experts in leadership, were called in to design a program around the leadership competencies required to effect organizational change. Together the professors and company sponsors produced and delivered a four-day learning experience structured around three distinct modules: the leader’s role in change, skills for implementing change, and motivational and empowerment practices.
At the start of day one, participants received survey feedback from a dozen of their workplace colleagues (superiors, peers, and subordinates). This feedback was structured so that the competency categories that were reported corresponded with each of the course’s three themes. This ensured that participants could personally gauge their strengths and weaknesses against the competencies described in the modules about to be taught. It was assumed that feedback early in the course would stimulate the participants’ desire to learn.
Following this feedback and a personal review session with an onsite coach, the program began with a module on leadership vision and change. Using a series of case studies from companies such as General Electric, Microsoft, and the Virgin Group, participants learned lessons about core leadership concepts such as strategic vision, unconventional market perspectives, and environmental scanning for opportunities. During course discussions, the professors encouraged participants to share their own experiences. This created dialogue that allowed the core concepts to be applied to the individuals’ own leadership challenges and personal work situations.
A second module was presented in days two and three that emphasized skills required for implementing change. Another series of case studies illustrated how effective leaders at several companies had successfully orchestrated large-scale organizational change. For example, participants explored the successful turnaround of the international advertising agency Ogilvy & Mather by its senior leader Charlotte Beers. This case study taught lessons about the process of developing a strategic vision and ways to implement the vision once it was defined. Experiential exercises were used to teach communications and influence skills. A portion of day three and all of day four explored the remaining themes of motivation and empowerment—again using experiential exercises and case discussions as the principal vehicles for conveying lessons and insight. Participants learned about the personal philosophies that leaders often draw on in their efforts to empower others, and about the importance of lea.
The document discusses learning and development (L&D) strategies and trends. It finds that one-third of companies are increasing L&D budgets, while only 10% are using mobile learning. It also discusses how L&D must be tailored to business needs, embrace social/informal learning and mobile/cloud solutions. Benchmarking in L&D involves collecting metrics from other organizations, analyzing data, learning best practices, and implementing improvements. People in organizations want L&D to help develop skills for a changing market and achieve goals through reskilling.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation while potential disadvantages include costs and time away from work.
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training focuses on current job skills, while development provides broader learning for growth. Education involves learning for a different job. The purpose of training is to improve performance, productivity and reduce errors. Training needs arise from new technologies or methods. It provides benefits like higher efficiency and motivation, though it also has costs. Areas of training include building knowledge, technical skills, social skills, and techniques. The training process involves assessing organizational objectives and training needs before designing and implementing programs.
Training involves organized learning activities to improve individual performance through changes in knowledge, skills, and attitudes. It is important for meeting job requirements, updating skills, career development, and addressing deficiencies. Training helps improve quality, productivity, and organizational objectives.
There are several steps in the training process. First, performance problems are analyzed to identify the causes. Then, training needs are identified by analyzing the organization, jobs, and individuals. Objectives are prepared stating what learners will be able to do. Tests are developed based on the objectives to evaluate learning. Various instructional methods are selected and training is delivered. The transfer of learning back to the job is evaluated.
The document discusses training systems and models at Cognizant, an IT company. It provides three key points:
1. Cognizant Academy is the in-house learning and development arm of Cognizant that provides role-based training to over 100,000 employees annually using various methods like classroom, e-learning, and virtual classrooms.
2. Cognizant Academy implemented the Metrics that Matter system to measure training effectiveness and gain insights to improve programs. Measurement focuses on areas like business alignment, job impact, instructors, and courseware.
3. Using Metrics that Matter reports, Cognizant Academy identified best practices, increased feedback response rates, enhanced courses,
The document discusses training and development in organizations. It defines training as modifying behavior through learning from instruction, while development refers to learning for future career growth. Training aims to improve current job skills, while development provides general learning for growth. Education refers to training for a different job. The document also discusses the purposes, types, processes, advantages and issues of training in organizations.
Develop an iain walisongo administrative staff to become excelent universityWahono Syahida
1) The document discusses strategies for developing an effective administrative staff at IAIN Walisongo through professional development. It emphasizes assessing staff skills, creating individual career plans, and balancing training with work responsibilities.
2) Professional development programs should address common workplace issues and link to organizational objectives like improving communications or meeting deadlines. This involves training staff on relevant skills.
3) As IAIN Walisongo transforms into a university, it is recommended that they establish a training department, provide skills programs for new employees, equip departments with modern technology, and maintain a 1:1 staff to equipment ratio.
The Future of Training and Development - Joseph F Valencia MBAJoseph Valencia
This is a chapter full of valuable information on where the training and development arena is headed. It is critical that the training and development students have an understanding of these trends, for they will have a great effect on the major issues in training and development.
The document discusses the importance of continuing professional development (CPD) for faculty. It defines CPD and explores who participates, common approaches, and how to plan an effective personal CPD process. The document also outlines CPD requirements and plans for lecturers at Collective College of Accountancy Ltd to help them improve technical and teaching skills.
The document discusses training and employee development. It defines training as increasing employee knowledge and skills to perform jobs effectively. Training takes place for new employees, improving productivity, technology changes, etc. Effective training provides benefits like higher quality, better productivity and motivation. An effective training strategy identifies skills needed, draws an action plan, and implements/monitors progress. However, some businesses under-invest in training due to fears of poaching, short-term costs, and impatience. Employee development requires intentional learning from everyday activities. Management provides resources while employees identify goals and activities in individual development plans.
Chapter 1 Introduction to Training and Development.pptDr. Nazrul Islam
Training means the process of increasing the knowledge and skills of an employee for doing a particular job. It seeks to improve the job performance and work behaviour of those trained.
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
The document discusses training and development in organizations. It defines training and development and outlines its goals, including bettering employee performance. It discusses different types of training programs and strategies as well as the training process. It provides examples of different training methods, such as on-the-job training, lectures, and online learning. It also discusses how to evaluate the effectiveness of training efforts and manage organizational change programs.
This document provides an analysis of training programs at the retail company Marks & Spencer. It discusses learning styles and theories that influence training design. Marks & Spencer uses a variety of training methods tailored to different employee levels, including workshops, performance reviews, and attachments to managers. The document evaluates a sample training event involving management, employees, and external experts developing solutions. It also explores how evaluating training events can identify successes and areas for improvement.
Course SyllabusCourse DescriptionPresents the fundamen.docxvanesaburnand
Course Syllabus
Course Description
Presents the fundamentals of business principles and practices. Business strategies emphasized are decision-making and
planning, teamwork, technology, and communication. Topics include analysis of the business environment, starting a new
business, managing business and employees, marketing, accounting, and finance.
Course Textbook(s)
No physical textbook is required; resources are integrated within the course.
Course Learning Outcomes
Upon completion of this course, students should be able to:
1. Identify basic business concepts.
2. Examine the different environments in which businesses operate, to include social, technological, economic, legal,
and market.
3. Explain management functions of planning, organizing, leading, and controlling.
4. Identify the basic principles of marketing.
5. Determine the function and role of human resources, including key aspects of human resource management.
6. Discuss the importance of ethics and social responsibility in business.
7. Evaluate concepts associated with entrepreneurship.
8. Explain how outsourcing, offshoring, and foreign entities affect the operation of businesses in the United States.
Credits
Upon completion of this course, the students will earn 3 hours of college credit.
Course Structure
1. Study Guide: Course units contain a Study Guide that provide students with the learning outcomes, unit lesson,
required reading assignments, and supplemental resources.
2. Learning Outcomes: Each unit contains Learning Outcomes that specify the measurable skills and knowledge
students should gain upon completion of the unit.
3. Unit Lesson: Unit Lessons, which are located in the Study Guide, discuss lesson material.
4. Reading Assignments: Units contain Reading Assignments from one or more chapters from the textbook and/or
outside resources.
5. Suggested Reading: Suggested Readings are listed within the Study Guide. Students are encouraged to read the
resources listed if the opportunity arises, but they will not be tested on their knowledge of the Suggested Readings.
6. Discussion Boards: Discussion Boards are part of all CSU Term courses. More information and specifications can
be found in the Student Resources link listed in the Course Menu bar.
7. Unit Quizzes: This course contains Unit Quizzes. It is suggested that the quizzes be completed before students
complete the Unit Assessments. Quizzes are used to give students quick feedback on their understanding of the unit
material.
8. Unit Assessments: This course contains Unit Assessments, which test student knowledge on important aspects of
the course. These tests may come in many different forms, ranging from multiple choice to written response
questions.
9. Unit Assignments: Students are required to submit for grading Unit Assignments. Specific information and
instructions regarding these assignments are provided below. Grading rubrics are included with each assignment.
Specific information about a.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
This document outlines the 8 stages of the Dick and Carey Instructional Design Model for converting face-to-face training modules to a blended learning environment. The stages include: identifying instructional goals; conducting an instructional analysis; analyzing learners and contexts; writing performance objectives; developing assessment instruments; developing an instructional strategy; developing and selecting instructional materials; and designing a formative evaluation. Following this systematic process will help ensure a successful blended learning system by considering the key components of learners, objectives, content, delivery methods, and the learning environment.
This document provides an analysis of human resource management and training practices at Marks & Spencer. It discusses different learning styles and theories that influence training design. It also examines the importance of the learning curve and knowledge transfer for developing skills to address changing workplace needs. Government initiatives to support skills development are also assessed. The training evaluation methodology, analysis of a specific event, and review of evaluation methods are documented. Overall the document aims to understand how Marks & Spencer utilizes training to enhance employee performance and adapt to challenges in the retail industry.
- Journal clubs are proposed as a way to engage employees and improve retention during economic downturns when projects are reduced. They involve employees studying research papers and sharing learning with peers.
- Benefits include stimulating intellectual growth, improving soft skills like communication, and promoting networking and team spirit. This engagement demonstrates organizational commitment and increases employee motivation and commitment to work.
- A case study found that creating a journal club improved employee motivation levels and engagement with work and the organization.
The document provides guidance on designing modular or part-time learning programs. It outlines steps to:
1) Analyze learner needs and program parameters by defining purpose, outcomes, target group characteristics and benchmark standards.
2) Generate content and structure options using learning principles and styles.
3) Develop the program content, structure, resources, timeframes and costs.
4) Review and finalize the program for approval and implementation.
This document discusses human resource management and training at Marks & Spencer. It covers several topics:
1. Learning types at M&S and how they categorize employees to tailor training.
2. The different types of training provided at various levels, including on-the-job and off-the-job.
3. How training is evaluated using methods like monitoring participation, assessing the program, and measuring employee improvement.
4. Recommendations for future training programs, such as role-playing activities to develop new skills.
5. Tools used to evaluate training programs, such as feedback from trainers, observation of employees, and measuring impacts on customer service and productivity.
Training is a planned programme designed to improve employee performance and bring about measurable changes in knowledge, skills, attitude, and social behavior. It is essential for job success and can lead to higher production, fewer mistakes, greater job satisfaction, and lower turnover. Training helps new recruits perform tasks effectively, prepares existing employees for higher level jobs, and enables employees to keep up with latest developments and changes. A systematic approach to training involves assessing training needs, implementing training programs, and evaluating their effectiveness. Common on-the-job training methods include job instruction training, coaching, mentoring, and job rotation.
Running head Job DESCRIPTION 1Job DESCRIPTION4.docxjeanettehully
Running head: Job DESCRIPTION 1
Job DESCRIPTION 4
Job Description
Larry Ratliff
HRM 500
Strayer University
July 19, 2019
Dr. Thomas
Job overview
Training and Development Specialists Administer, deliver and create teaching program for organization and businesses. To achieve their responsibilities, they need to develop training program and determined what is needed in the training facility. The role of Training Specialist is to help, organize and manage program which train workers and advance their knowledge and skills. The training specialists will offer training using group discussions and Open learning classes. The training will be done in form of web-based program, video, and self-guided instructional manual.
Responsibilities and duties
1. Design and generate teaching manuals, course materials, and online learning modules.
2. Evaluate training program required through consultations with workers, through surveys, or discussions with managers
3. Monitor, evaluate, and update modules training program to ensure they are successful.
4. Give training to students using various instructional techniques
5. Carry out administrative tasks like planning classes, coordinating registration, and monitoring costs.
6. Review training materials and curriculum and choose the appropriate materials.
7. Testing courses and activities in the open learning program to ensure they run correctly.
Qualifications
Education
Training and Development Specialists should have bachelor’s degree in education, social science, education and organizational psychology or human resource. In addition, the applicant must have strong background in computer science or information technology.
Work experience
Applicant must have 10 years’ experience in teaching, training and development, or instructional design. Increasingly, one must have experience in information technology.
Licenses, Certifications, and Registrations
Suitable candidate must be a registered member of American Society for Training and Development or International Society for Performance Improvement.
Personality and Interests
Applicant must show interest in assisting and encouragement students according to the company code framework. Helping interest indicate motivation on counselling, assisting, teaching and serving learners.
Skills
1. Analytical skills to evaluate training programs, training material, methods and select the best in each situation
2. Instructional and teaching techniques and skills to address concerns of particular group of students
3. Interpersonal skills to help in work together with trainees, mentors and subject-matter experts
4. Speaking skills, ability to communicate info clearly and facilitate couching.
Laws considered when creating the job description
The design and formulation of the job description depends on many factors such as company culture, existing federal and state labor laws, and employment laws. Job descriptions are established guideline for workers perf ...
Research on HRM Project for Training and Development in any Industry. Whether Training and Developement Programs in the Organisations are necessary or not? How Training Needs Analysis is done?
The document discusses human resource development at Marks and Spencer. It begins with an executive summary that outlines how learning theories, styles, and government initiatives inform Marks & Spencer's training programs. It then covers several learning objectives: understanding learning theories and styles and their role in planning training; explaining the learning curve and knowledge transfer; evaluating a training event; and understanding government skills initiatives. For each objective, it provides details on Marks & Spencer's current training methods, how they assess needs at different levels, and how learning theory is applied. It concludes by emphasizing the importance of systematically planning, documenting, and analyzing training to effectively meet organizational goals.
Eastern European countries appear to have become dependent on Ru.docxjoellemurphey
Eastern European countries appear to have become dependent on Russian oil originally due to the country being a reliable supplier to the European countries (Bradshaw, 2014, p. 76). Though the countries were allies with the United States, they were trying to become less dependent on the Middle East and saw that Russia was a reliable source. Much of this reliance was due to the “iron curtain” as well as the fact that many of the Eastern European countries were part of the Soviet Union in some way or affiliated with them.
It appears that much of the reason as to why these countries reached energy accords with Russia is due to the convenience. There was “limited access to storage and alternative sources of gas supply” (Bradshaw, 2014, p. 77). This pushed these countries to depend more on Russia, which appeared to be an easier access to gas supplies. Another reason might have been due to fear as the Kremlin punished Ukraine for voting for an anti-Moscow government (Bradshaw, 2015, p. 77). This action shows that many of these countries may have reached these accords due to the pressure and encouragement of the Soviet Government. In the 1980’s the dependence of European countries on Russian gas resources was 50-60%. In the 1970’s, many of the Eastern European countries also became reliant on Russia due to a greater demand of oil and gas. The surrounding countries that were providing resources were not able to keep up with the demand and thus these countries sought to get their sources from Russia. It also helped that Russia’s prices appeared to be lower than that of the world market (Bradshaw, 2014, p. 87-88). Due to the price of oil and gas and the availability, Eastern European countries were able to grow and build in gas import and its infrastructure, thus in turn causing it to be dependent on Russia.
Bradshaw, M. (2014).
Global Energy Dilemmas: Energy Security, Globalization, and Climate Change
. Cambridge, UK: Polity Press.
Based on your considered review of this module’s readings as well as your reflection upon the first three modules, evaluate the questions below.
In retrospect it seems obvious, but exactly how and why did Eastern European countries come to depend on Russian oil and natural gas after World War II?
Why did the Western Europeans reach energy accords with the Russians in the 1970s and early 1980s, building large-scale natural gas import infrastructures and increasing their dependence on Russian gas?
.
EAS 209 Second Response Paper Topic Assignment Due .docxjoellemurphey
EAS 209
Second Response Paper Topic
>>>Assignment Due Date: Friday, October 12, 2018<<<
Write 350 words, excluding works cited and references, on the following topic:
Dipesh Chakrabarty cites John Stuart Mill to show one dimension of historicist
consciousness: “a recommendation to the colonized to wait.” What does Chakrabarty
mean by this phrase? Consider, e.g. why, according to Mill, “Indians, Africans, and other
‘rude’ nations” had to be consigned to what Chakrabarty called “an imaginary waiting
room of history.”
To respond to this question, you might find it helpful to consider Chakrabarty’s discussion
on historicism or “stagist theory of history.”
▪ Submit a hard copy in your Tutorial Section on Friday, October 12.
▪ Papers must be type-written, double-spaced, appearing in 12 points Times New Roman font or
its equivalent with 1” margins. Do not exceed 400 words. You are responsible for keeping an
extra copy of your own paper.
▪ The assignment does not ask you to conduct additional research. Papers that do not respond
to the given topic or do not follow the specific instructions described above will receive no
marks. No resubmission allowed.
▪ You need to present your argument logically and clearly, fully demonstrate the precise
understanding of Chakrabarty’s argument and substantiate your argument convincingly and
with details.
▪ Observe the Chicago Manual of Style referencing practice and properly cite the passages you
quote (i.e. author, title, page number, etc.). Works cited or references should not be counted
toward the 350 word limit.
▪ Any ideas or expressions that are not your own must be placed in quotation marks and
referenced with page number. Academic misconduct will not be tolerated. See:
http://www.artsci.utoronto.ca/osai/The-rules/what-is-academic-misconduct
▪ You may share notes and discuss your ideas with others for preparation. But the paper you
submit must be exclusively written by you alone and in your own words clearly distinguishable
from others’. Papers that plagiarize, replicate others, or contain identical or near-identical
passages that appear in other papers will not be accepted or credited.
▪ You must proof-read before submission. Sentences that are incomplete or unintelligible will
not be read or credited.
▪ Late submission and papers submitted via e-mail will not be accepted or credited unless
under extraordinary circumstances. ABSOLUTELY NO EXCPETION!
http://www.artsci.utoronto.ca/osai/The-rules/what-is-academic-misconduct
I N T R O D U C T I O N
The Idea of Provincializing Europe
Europe . . . since 1914 has become provincialized, . . .
only the natural sciences are able to call forth a
quick international echo.
(Hans-Georg Gadamer, 1977)
The West is a name for a subject which gathers itself in
discourse but is also an object constituted discursively;
it is, evidently, a name always associating itself with
those regions, communities, and peoples.
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Course Syllabus
Course Description
Presents the fundamentals of business principles and practices. Business strategies emphasized are decision-making and
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Course Textbook(s)
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Course Learning Outcomes
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4. Identify the basic principles of marketing.
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Credits
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Course Structure
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3. How training is evaluated using methods like monitoring participation, assessing the program, and measuring employee improvement.
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Job Description
Larry Ratliff
HRM 500
Strayer University
July 19, 2019
Dr. Thomas
Job overview
Training and Development Specialists Administer, deliver and create teaching program for organization and businesses. To achieve their responsibilities, they need to develop training program and determined what is needed in the training facility. The role of Training Specialist is to help, organize and manage program which train workers and advance their knowledge and skills. The training specialists will offer training using group discussions and Open learning classes. The training will be done in form of web-based program, video, and self-guided instructional manual.
Responsibilities and duties
1. Design and generate teaching manuals, course materials, and online learning modules.
2. Evaluate training program required through consultations with workers, through surveys, or discussions with managers
3. Monitor, evaluate, and update modules training program to ensure they are successful.
4. Give training to students using various instructional techniques
5. Carry out administrative tasks like planning classes, coordinating registration, and monitoring costs.
6. Review training materials and curriculum and choose the appropriate materials.
7. Testing courses and activities in the open learning program to ensure they run correctly.
Qualifications
Education
Training and Development Specialists should have bachelor’s degree in education, social science, education and organizational psychology or human resource. In addition, the applicant must have strong background in computer science or information technology.
Work experience
Applicant must have 10 years’ experience in teaching, training and development, or instructional design. Increasingly, one must have experience in information technology.
Licenses, Certifications, and Registrations
Suitable candidate must be a registered member of American Society for Training and Development or International Society for Performance Improvement.
Personality and Interests
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Skills
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Eastern European countries appear to have become dependent on Russian oil originally due to the country being a reliable supplier to the European countries (Bradshaw, 2014, p. 76). Though the countries were allies with the United States, they were trying to become less dependent on the Middle East and saw that Russia was a reliable source. Much of this reliance was due to the “iron curtain” as well as the fact that many of the Eastern European countries were part of the Soviet Union in some way or affiliated with them.
It appears that much of the reason as to why these countries reached energy accords with Russia is due to the convenience. There was “limited access to storage and alternative sources of gas supply” (Bradshaw, 2014, p. 77). This pushed these countries to depend more on Russia, which appeared to be an easier access to gas supplies. Another reason might have been due to fear as the Kremlin punished Ukraine for voting for an anti-Moscow government (Bradshaw, 2015, p. 77). This action shows that many of these countries may have reached these accords due to the pressure and encouragement of the Soviet Government. In the 1980’s the dependence of European countries on Russian gas resources was 50-60%. In the 1970’s, many of the Eastern European countries also became reliant on Russia due to a greater demand of oil and gas. The surrounding countries that were providing resources were not able to keep up with the demand and thus these countries sought to get their sources from Russia. It also helped that Russia’s prices appeared to be lower than that of the world market (Bradshaw, 2014, p. 87-88). Due to the price of oil and gas and the availability, Eastern European countries were able to grow and build in gas import and its infrastructure, thus in turn causing it to be dependent on Russia.
Bradshaw, M. (2014).
Global Energy Dilemmas: Energy Security, Globalization, and Climate Change
. Cambridge, UK: Polity Press.
Based on your considered review of this module’s readings as well as your reflection upon the first three modules, evaluate the questions below.
In retrospect it seems obvious, but exactly how and why did Eastern European countries come to depend on Russian oil and natural gas after World War II?
Why did the Western Europeans reach energy accords with the Russians in the 1970s and early 1980s, building large-scale natural gas import infrastructures and increasing their dependence on Russian gas?
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EAS 209
Second Response Paper Topic
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Write 350 words, excluding works cited and references, on the following topic:
Dipesh Chakrabarty cites John Stuart Mill to show one dimension of historicist
consciousness: “a recommendation to the colonized to wait.” What does Chakrabarty
mean by this phrase? Consider, e.g. why, according to Mill, “Indians, Africans, and other
‘rude’ nations” had to be consigned to what Chakrabarty called “an imaginary waiting
room of history.”
To respond to this question, you might find it helpful to consider Chakrabarty’s discussion
on historicism or “stagist theory of history.”
▪ Submit a hard copy in your Tutorial Section on Friday, October 12.
▪ Papers must be type-written, double-spaced, appearing in 12 points Times New Roman font or
its equivalent with 1” margins. Do not exceed 400 words. You are responsible for keeping an
extra copy of your own paper.
▪ The assignment does not ask you to conduct additional research. Papers that do not respond
to the given topic or do not follow the specific instructions described above will receive no
marks. No resubmission allowed.
▪ You need to present your argument logically and clearly, fully demonstrate the precise
understanding of Chakrabarty’s argument and substantiate your argument convincingly and
with details.
▪ Observe the Chicago Manual of Style referencing practice and properly cite the passages you
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toward the 350 word limit.
▪ Any ideas or expressions that are not your own must be placed in quotation marks and
referenced with page number. Academic misconduct will not be tolerated. See:
http://www.artsci.utoronto.ca/osai/The-rules/what-is-academic-misconduct
▪ You may share notes and discuss your ideas with others for preparation. But the paper you
submit must be exclusively written by you alone and in your own words clearly distinguishable
from others’. Papers that plagiarize, replicate others, or contain identical or near-identical
passages that appear in other papers will not be accepted or credited.
▪ You must proof-read before submission. Sentences that are incomplete or unintelligible will
not be read or credited.
▪ Late submission and papers submitted via e-mail will not be accepted or credited unless
under extraordinary circumstances. ABSOLUTELY NO EXCPETION!
http://www.artsci.utoronto.ca/osai/The-rules/what-is-academic-misconduct
I N T R O D U C T I O N
The Idea of Provincializing Europe
Europe . . . since 1914 has become provincialized, . . .
only the natural sciences are able to call forth a
quick international echo.
(Hans-Georg Gadamer, 1977)
The West is a name for a subject which gathers itself in
discourse but is also an object constituted discursively;
it is, evidently, a name always associating itself with
those regions, communities, and peoples.
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Earth Science Lab:In what order do materials settle in water?
So this is my Topic:
In what order do materials settle in water? Design and carry out an experiment to determine the order in which different sized materials (e.g., sand, gravel, topsoil) settle out in water after they have been mixed up.
but i don't understand the question below:
What are some possible treatments you can use to answer your question? What are some variables that may influence your question, and are they variables that you can easily manipulate and test?
What can i write about the possible treatments?
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Early
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The purpose of the presentation is to help classmates understand different types of intervention strategies for early intervention. Students will be expected to write a 5-7 page paper that is comprised of two parts. In Part I, the student will discuss the role of each of the following professionals that can comprise a treatment team in a maximum of 3 pages:
Developmental Teacher Occupational Therapist Physical Therapist Speech/Language Pathologist
Audiologist Vision Consultant Psychologist Pediatrician
Part II: Furthermore, each student will set up a site visit at a local agency or provider of services to young children and will spend some time observing a particular facility or program that cares for and provides services to infants and young children. The following list should be used to guide the observations. The student should summarize thefollowing information in at least 3 pages:
Name of the facility or program
Ages of the children served
History and philosophy of the facility or program
Structure of the facility or program (Co-Op, Pre-K, )
Services provided
Activities and routines in which the children engage
Adult to child ratio
Types of delays and disabilities of the children who attend this program
Family involvement
Type of setting: inclusive setting, provisions for inclusion
Curriculum used
Would you recommend this facility to a family with a child with a disability? Why or why not?
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Early Hominids & Australopithecus
Subscribe
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Sahelanthropus
,
Orrorin
,
Ardipithecus, or Australopithecus
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Early scholarly and philosophical manuscripts were in Greek. However, by the 5th century CE – and onward – language was mainly spread by conquests, trades, religious affiliations, technological advancements or entertainment. (Gascoigne, 2001). For example, as the geographic territory under Roman control grew, the use of Latin as a common language also spread. In areas under Roman control, Latin was the spoken and written language of the courts and commerce, as well as the language of the Christian church. As the Roman Empire expanded, Latin served as a common language that allowed for people of diverse linguistic backgrounds to be able to communicate.
Onward and by the early 14th century, the trend toward the use of vernacular language had spread throughout most of Europe. As monarchies throughout the region began to consolidate, the use of vernacular languages contributed to an increasing nationalism, or feeling of pride in one’s own nation, and in this case among people of similar linguistic backgrounds. People began to feel more connected to local leaders than they did to influences from afar. These sociopolitical shifts, along with the development of moveable type (the printing press), helped to ensure the success of the vernacular languages during the Renaissance.
Assignment:
The goal of this assignment is to research and report on the origins of vernacular language, and its spread while also providing evidence of Latin’s influence on all Western languages.
Choose one native language spoken in Europe, discuss the origins of the vernacular language and describe how the language spread.
As a whole, in what ways has Latin influenced Western language development?
Prepare a 2-page essay (not including cover page and works cited page) answering the questions stated above in APA format.
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Early Learning &
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July 2017 1
Early Learning and Developmental Guidelines
This document provides current Web links to all State early learning and development guidelines (ELGs). At this
time, all 56 States and Territories have developed ELGs for preschool children, and virtually all have ELGs for
infants and toddlers. The following table provides the website for ELGs from the States.
State ELG Name and Web Site
ELG Age
Range
Alabama Alabama Early Learning Guidelines
http://dhr.alabama.gov/large_docs/aelg.pdf
Birth to 5
years
Alaska Early Learning Guidelines (2007)
https://education.alaska.gov/publications/earlylearningguidelines.pdf
Birth to 5
years
Arizona Early Learning Standards (2013)
http://www.azed.gov/early-childhood/files/2011/11/arizona-early-learning-
standards-3rd-edition.pdf
3 to 5 years
Arizona’s Infant and Toddler Developmental Guidelines (Draft)
http://www.azftf.gov/Documents/Arizona%20Infant%20and%20Toddler%20
Developmental%20Guidelines%20DRAFT%20for%20VETTING.pdf
Birth to 3
years
Arkansas Arkansas Child Development and Early Learning Standards (2016)
http://www.arheadstart.org/Ark_Early_Learning_Standards%20(19)%20(1).p
df
Birth to 5
years
California California Infant/Toddler Learning & Development Foundations (2009)
http://www.cde.ca.gov/sp/cd/re/itfoundations.asp
Birth to 3
years
California Preschool Learning Foundations, Volumes 1-3
http://www.cde.ca.gov/sp/cd/re/psfoundations.asp
3 to 5 years
Colorado Colorado Early Learning & Development Guidelines (2013)
https://www.cde.state.co.us/early/eldgs
Birth to 5
years
Connecticut Guidelines for the Development of Infant & Toddler Early Learning
http://www.ct.gov/dss/lib/dss/dss_early_learning_guidelines.pdf
Birth to 3
years
Connecticut Early Learning and Development Standards (2014)
http://www.ct.gov/oec/lib/oec/earlycare/elds/ctelds.pdf
Birth to 5
years
Connecticut Preschool Assessment Framework (2008)
http://www.sde.ct.gov/sde/lib/sde/PDF/DEPS/Early/Preschool_Assessment_
Framework.pdf
3 to 5 years
http://dhr.alabama.gov/large_docs/aelg.pdf
https://education.alaska.gov/publications/earlylearningguidelines.pdf
http://www.azed.gov/early-childhood/files/2011/11/arizona-early-learning-standards-3rd-edition.pdf
http://www.azed.gov/early-childhood/files/2011/11/arizona-early-learning-standards-3rd-edition.pdf
http://www.azftf.gov/Documents/Arizona%20Infant%20and%20Toddler%20Developmental%20Guidelines%20DRAFT%20for%20VETTING.pdf
http://www.azftf.gov/Documents/Arizona%20Infant%20and%20Toddler%20Developmental%20Guidelines%20DRAFT%20for%20VETTING.pdf
http://www.cde.ca.gov/sp/cd/re/itfoundations.asp
http://www.cde.ca.gov/sp/cd/re/psfoundations.asp
https://www.cde.state.co.us/early/eldgs
http://www.ct.gov/dss/lib/dss/dss_early_learning_guidelines.pdf
http://www.ct.gov/oec/lib/oec/earlycare/elds/ctelds.pdf
http://www.sde.ct.gov/sde/lib/sde/PDF/DEPS/Early/Preschool.
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Early Innovations and Their Impact Today
Wilbur and Orville Wright's innovative spirit allowed them to take their place in history. Their inventions have changed the way people live around the world. At the turn of the century, an explosion in technological achievements occurred. The same kind of energy that went into advances in aviation went into the development of automobiles, telephones, televisions, and immunizations to prevent diseases. These and other innovations and achievements continue to have an enormous impact on human life.
In this week's Discussion, you will analyze two technological innovations/achievements of the late 19th/early 20th century and describe the impact they have on life today.
To prepare for this Discussion:
Review Chapter 2 (pp.10–30) from this week's Learning Resources focusing on technological innovations and achievements around the globe.
Identify two significant technological innovations/achievements (such as the telephone, television, automobiles, and vaccinations) from the late 19th and early 20th centuries.
Consider the ways in which these technologies made an impact on society at the turn of the century.
Reflect on how these technologies continue to impact your life today.
Support your assertions by making at least 2 references, in proper APA format, to your course readings.
With these thoughts in mind:
Post by Day 3 a 2- to 3-paragraph analysis where you do the following:
Identify two significant technological innovations/achievements from the late 19th and early 20th centuries.
Describe, in your opinion, why you believe your choices were significant and created global impacts during that time period.
Explain how these two particular innovations/achievements impact the way you live today.
.
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Early childhood professionals have an essential role in creating and supporting stable, responsive environments that reduce and reverse the impact of adversity (Center on the Developing Child, 2015b). In this Discussion, you explore the impact of adverse experiences and the role of the early childhood professional in supporting healthy, nurturing developmental contexts.
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In 1788, Alexander Hamilton and James Madison, who had both played active roles at the Constitutional Convention, worked together to write
The Federalist Papers
, a series of articles originally published in New York newspapers to convince readers to back the ratification of the Constitution. Constitutional scholars often refer to these papers to gain an appreciation of the “original intention” of the Framers, how those men expected the federal government to operate under the Constitution, and the powers they sought to grant or deny the federal government. By the early 1790s, however, Hamilton and Madison had divided over basic constitutional questions such as whether or not the federal government could charter a national bank. The American electorate, which had ratified the Constitution, had split on the issue as well, dividing into rival Federalist and Republican parties.
For this assignment, explore
one
significant constitutional controversy, from the first two decades of the United States under the Constitution (1789 to 1821). Topics to consider include:
The incorporation of the Bank of the United States
Debt assumption
The Jay Treaty
The Alien and Sedition Acts
The Election of 1800
John Marshall’s use of judicial review
The Louisiana Purchase
The trial of Aaron Burr
Jefferson’s Embargo
Federalist opposition to the War of 1812
Missouri’s application for statehood
Describe opposing views of the topic under consideration, and explain how each side used the Constitution to support its position. Assess the validity of the two sides according to your own interpretation of the Constitution as well as according to how the Constitution and constitutional principles were understood at the time the controversy occurred.
The paper should draw from at least
one
primary source and
two
scholarly, secondary sources for a total of three sources (not including the Constitution itself). For assistance on the use of primary and secondary sources, please see sections 8.1 and 8.2 of the Ashford Writing Center. The secondary sources should be accessed through any of the academic databases available through the Ashford University library.
The paper must be three pages in length and formatted according to APA style. You must use at least three scholarly resources (at least two of which can be found in the Ashford Online Library) other than the textbook to support your claims and subclaims. Cite your resources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center, within the Learning Resources tab on the left navigation toolbar.
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Early Civilizations Matrix
Using your readings and outside sources complete the following matrix. Be sure to address the following in your matrix:
•
Provide names, titles, dates, brief descriptions of important events, and other details as necessary.
•
Note the details of key political, socioeconomic, technological, artistic, musical, architectural, philosophical, and literary developments for each civilization listed in the table, which were evidenced in the humanities.
Be sure to properly cite the sources that you use in completing this matrix.
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Early childhood teachers need to stay connected to what is occurring in the community outside the classroom politically and economically because these factors will influence their classroom. Items of recent debate include social and emotional development, as well as technology in the early childhood classrooms.
For this assignment, take on the role of an early childhood teacher. The principal of your school has placed you on a committee to create a 12-15 slide digital presentation to inform families about current trends in early childhood education. Explain the trends and discuss whether they are developmentally appropriate for young children. In addition, include a description of the effect this trend has on student outcomes. The presentation should discuss early childhood trends and influences on the early childhood classroom in the following areas:
Political (legislative and regulatory)
Economic
Social-emotional
Technological
One trend of choice (e.g., assessment, physical fitness, play in the classroom, emergent curriculums, recess, common core)
Include a title slide, reference slide, and speaker’s notes in your digital presentation.
Use 3-5 scholarly resources to support your research
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Early and Middle Adulthood PaperPrepare a 1,050- to 1,400-word.docxjoellemurphey
Early and Middle Adulthood Paper
Prepare
a 1,050- to 1,400-word paper in which you examine the psychological adjustments to aging and lifestyle that occur within individuals during early and middle adulthood. Be sure to include the following:
Discuss how social and intimate relationships evolve and change during early and middle adulthood.
Identify various role changes that occur during early and middle adulthood.
Examine the immediate and future impact of healthy and unhealthy habits practiced during early and middle adulthood.
Use
a minimum of two peer-reviewed sources.
.
Earlier this semester, you participated in a class discussion about .docxjoellemurphey
Earlier this semester, you participated in a class discussion about the character of Bath de Chaucer's wife. You are aware of the complexity of her as a resourceful, cunning, open and ambitious woman. For this essay, I would like you to write a comparison / contrast essay in which you discuss the Wife of Bath as you compare or contrast one or more of these three well-known modern American women: Beyoncé Lil 'Kim, and / or Lady Gaga.
Think beyond and below cliches and perceptions. The comparison should not be disrespectful to these modern iconic women. Obviously, times have changed, and I am in no way suggesting that these modern women share all or even some of the qualities of the Wife of Bath, aside from her drive for independence, sovereignty, and success.
When developing the comparisons and contrasts of it, you should use AT LEAST THREE SOURCES to gather information and knowledge to support the claims and interpretations of it. These sources should be cited in the text and on a works cited page using a precise MLA documentation style.
You will write one essay of 500 - 600 words for this paper . This essay must be formatted in MLA Paper form.
Here is the reading about The character of Bath de Chaucer’s life
From The Canterbury Tales:
General Prologue
Here bygynneth the Book of the Tales of Caunterbury
Whan that Aprill, with his shoures soote
The droghte of March hath perced to the root
And he bathed every veyne in swich liquor,
Of which virtue begotten is the flour;
5 Whan Zephirus eek with his sweete breeth
Inspired hath in every holt and heeth
The tender croppes, and the yonge ring
Hath in the Ram his halfe cours yronne,
And smale foweles maken melodye,
10 That slepen al the nyght with open eye-
(So priketh hem Nature in hir corages);
Thanne longen folk to goon on pilgrimages
And palmeres for to seken straunge strondes
To ferne halwes, kowthe in probry londes;
15 And specially from every shires ende
Of Engelond, to Caunterbury they wende,
The hooly blisful martir for to seke
That hem hath holpen, whan that they were seeke.
Bifil that in that seson, on a day,
20 In Southwerk at the Tabard as I lay
Redy to wenden on my pilgrymage
To Caunterbury with ful devout courage,
At nyght was come into that hostelrye
Wel nyne and twenty in a compaignye
25 Of Sondry folk, by aventure yfalle
In felaweshipe, and pilgrimes were they alle,
That toward Caunterbury wolden ryde.
The rooms and the stables weren wyde,
And wel we weren esed att beste;
30 And shortly, whan the sonne was to rest,
So hadde I spoken with hem everichon
That I was of hir felaweshipe anon,
And made forward erly for to ryse
To take our wey, ther as I yow devyse.
35 But nathelees, whil I have tyme and space,
Er that I ferther in this tale pace,
Me thynketh it acordaunt to resoun
To tel yow to the conditio.
This document provides instruction on writing comparison and contrast essays. It discusses balancing points between topics, writing a strong thesis statement using a T-diagram, and following an effective structure. Specifically, it recommends determining if an essay will focus more on similarities or differences, and using a T-diagram to outline key points for each topic. This allows writers to logically organize their ideas and ensure equal coverage of topics in their essays. Effective introductions and conclusions are also important.
Earlean, please write these notes for me. October 01, 20181. My .docxjoellemurphey
Earlean, please write these notes for me. October 01, 2018
1. My name is Brittney, this is my first day in group, I am from Lake worth, my age is 25, Originally from California, I have been clean 83 days. She grew up Catholic. She is pregnant with her first child 6 weeks states she wants to be a good mother, she went to doctor today it is confirmed. A BOY
Brittney’s does not believe in God she believes the Universe
Tell me one positive thing about yourself? I am FUNNY.
2. Tessa, I am 20 years old, I am from Missouri, I have been clean 8 months, and I’m going home Friday. I have a sister that just relapsed 4 days a go with an overdose, beaten etc. and I am showing her tough love. I got some news that my best friend in New York overdose, so my feelings have been going back and forth. And I am supposed to be the strong one. But I’m OK.
I am Out Going and Determined to make it.
Tessa has a Buddha faith says karma is a bitch
Tessa wants to co to college in January, she stated I am the SIT, says her self esteem is high.
3. Megan, I am 20-year-old from Colorado, Arizona… I am grateful and kind.
Megan believes FLDS Mormon latter-day saints, believes in God, he is loving and caring.
4. Elizabeth, I am 19 years old from St. Louis, Missouri, I was adopted, and I am very CARING. She explained to me before group she was given her meds Seroquel, and she has not had it for 4 days, so she was in and out asleep, but when I called her name she did respond politely. Believes in God
5. She is concerned about going to jail, would like to go to culinary school but this will be her first year.
6. Julian, I am 31 years old I am a Hard Worker I work two jobs Java Juice, and Brews.
Believes in God, and she prays every morning, se shared when she relapsed she did not pray that morning. July 28.
7. Dawn, originally from New York, I have been married a long time with 3children I been living in Florida. My family does not know I have another side I am like a camelina to my family my entire life they had no idea I was smoking crack an that I am a Junky I have lost everything facing divorce
Dawn was raised Catholic and she believes in God. And she would love forgiveness from husband and children, wants a chance to be understood. Teresa stated understand yourself and be accountable to you first.
When Dawn shared her story, it detoured the SPIRITUALITY meeting because Tessa gave the first feedback. And Codependency, cross addictions, service work, was discussed between them. The director Teresa interjected and explained the meaning you are replacing one thing with something else like, going to the GYM, SHOPPING, RELATIONSHIPS, any distraction to get you outside of yourself, or to get validated by someone else. You are hurting you to help someone else.
Breaktime
.
eam Assignment 4 Teaming Across Distance and Culture..docxjoellemurphey
eam Assignment 4: Teaming Across Distance and Culture.
1. What are the major effects of the physical separation of group members? How can distance, in some cases, be beneficial to groups and teams?
2. What other areas of organizational behavior or design are impacted by information technology, and what are the implications for organizational change?
3. Brainstorm some ways to “redesign” your office space (or an office space you have previously worked in) on paper using virtual or flexible space, or flexible furniture. How would this redesign enhance successful teamwork?
4. What are some of the ways that cross-cultural teams are distinguished from other types of teams? What are some of the benefits and difficulties of building a cross-cultural team?
250 Words
.
ead the following articleMother Tongue Maintenance Among North .docxjoellemurphey
ead the following article:
Mother Tongue Maintenance Among North American Ethnic Groups
, Robert W. Shrauf
Address the following:
What are some of the factors behind both the loss and persistence of native languages?
Does losing or maintaining one's native language have any impact on one's degree of acculturation or assimilation?
.
eActivityGo to the United States Equal Employment Oppo.docxjoellemurphey
eActivity
Go to the United States Equal Employment Opportunity Commission’s website to review discrimination types, located at
http://www.eeoc.gov/laws/types
. Be prepared to discuss.
Employment Relationship and Discrimination" Please respond to the following:
From the e-activity, visit the EEOC website link provided and select any three (3) types of discrimination and discuss. What key laws are applicable to the discrimination types you selected?
.
Each year on or around June 15, communities and municipalities aroun.docxjoellemurphey
Each year on or around June 15, communities and municipalities around the world plan activities and programs to recognize World Elder Abuse Awareness Day, a day set aside to spread awareness of the abuse of the elderly (Center of Excellence on Elder Abuse & Neglect, 2013). The abuse of older adults is a growing concern and statistics suggest that the number of elders experiencing abuse is an alarmingly high number. Research suggests that close to half the people diagnosed with dementia experience some form of abuse (Cooper, C., Selwood, A., Blanchard, M., Walker, Z., Blizard, R., & Livingston, G., 2009; Wiglesworth, A., Mosqueda, L., Mulnard, R., Liao, S., Gibbs, L., & Fitzgerald, W., 2010, as cited on http://www.ncea.aoa.gov/Library/Data/index.aspx). Elder abuse takes on many forms and can include physical, emotional, psychological, and economic abuse. The legendary American actor, Mickey Rooney, spoke to the United States Senate, describing his own experiences of pain and neglect at the hands of his stepson, asking legislators to take seriously the abuse of the elderly.
Respond to colleagues by suggesting alternative strategies. The Original posts are contained in the attachement.
Support your responses with specific references to the Learning Resources. Be sure to provide full APA citations for your references.
.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Running head An overview of the organization for which to develop.docx
1. Running head: An overview of the organization for which to
develop the training. 1
An overview of the organization for which to develop the
training. 7
An overview of the organization for which to develop the
training
Name
Course
Professor’s name
Institution
Date of submission
The organization’s mission statement
Mission Statement of the company is to attract and attain
customers using high-valued products, as well as, services
The organization’s vision statement
Vision Statement is to be the most successful, as well as,
respected car company in the world.
The management structure
It is managed by a Board of Directors who meet every month to
resolve various important management matters, as well as,
monitor the execution of responsibilities/ duties by the
2. directors. This organization hasdivisional organization system
and has significant authority delegated to each business
division. The organization has also adopted an audit and
supervisory board. System that make decisions on the matters
related to auditing (Pfiffner & Sherwood, 2010).
The corporate culture
The culture of this organization is geared towards creating and
developing the advanced technologies. The advanced
technologies are employed to provide quality and outstanding
products and services for fulfilling the needs of customers
throughout the world. The management fosters the corporate
culture by enhancing both individual creativities, as well as, the
value of teamwork, while at the same time honoring the mutual
trust and respect between the labor and management.
Community involvement
This organization is involved in various community
development projects such as supporting regional, as well as,
national programs that are dedicated to the environmental
conservation and education. It also donates funds to support
hospitals, schools and research centers. It has partnered with
other national organizations in order to provide scholarship for
students who cannot afford to pay for college education.
Experience in providing training and
development activities
This organization has widely employed external training as a
means of training and developing the employees need. In regard
to external training, this organization tailors its diversified
education schemes for the employees at different levels. For
example, New Comer Education is one of the organizations that
partner with our organization to introduce the Company in
respect of its fundamental policy to newcomers. It also provides
business related development and training to newcomers to
integrate the new employees into the Company. The company is
also offering financial support for the workers who wish to
3. complete external training and education.
The task(s) for which the training is being developed
The organization requires innovative employees who also are
multi-skilled. Therefore, the training is designed to broaden
their knowledge in terms innovation in order to optimize the
flexibility of the use of Lean manufacturing.
The significant elements or steps for performing the task and
examine the importance the work to the organization’s overall
mission
The process of training the employees on how to develop their
innovation skills using five gates is shown in the diagram
bellow
Stage 0 – Discovery of ideas: Pre-work designed in order to
discover and generate new ideas.
Stage 1 – Scoping: investigation the scope of the project.
Stage 2 – Build the idea: It involves primary research
Step 3 – Development: Provide the detailed design for
developing a new product.
Stage 4 – Testing/Validation: Verify the proposed new product.
Stage 5 – Launch: Commercialization through marketing and
selling.
The Corporation is focused on high value-added products that
can only be achieved through innovation hence the need for
training the employees on the process of change (The Process of
innovation in education, 2013).
The five (5) characteristics of the intended audience for the
training
The training program is aimed at employees aging 40 years and
bellow. Each and every department is required to produce five
individuals for the training of which three are female while two
are male employees. In order to foster learning process, the
learner should be at least a graduate, with a university degree.
The learners are expected to use English throughout the training
process. The audience is academically and professionally
trained in automotive engineering. They are experienced in
4. reading, evaluating, analyzing, as well as, applying information
from various scientific publications (Merriam & Caffarella,
2009).
Evaluation of the intended audience’s level of familiarity with
technology overall
The audience is academically and professionally trained, and,
therefore, are well conversant with technology. They have also
had some experience while working in this organization, and
since the organization relies on innovation, the audience are
familiar with advanced technology in automotive
manufacturing.
Assessment of the degree to which the members of the intended
audience are self-directed in their learning overall
Learners consider training in innovation as a process of
developing their knowledge. They want to apply the knowledge
and skill in improving their innovation (Merriam & Caffarella,
2009).
Suggestion of the manner in which their self-directedness may
affect the likelihood that they would successfully complete the
training
Self-directedness is influenced how readiness the learners to
Learn. Most people become ready train on something if they
experience a need and the importance of such training.
The theoretical basis for the planned training
The selected theoretical basis for the planned training is
andragogy. The model is the best model for training adult
because the trained person will move from dependency to
increasing self-directedness after undergoing the training
process. Andragogy is self-directed and, therefore, allows the
learners to take control of learning. It also permits the
implementation of a variety of educational situations (Indiana
University Teaching Handbook, 2014).
The two (2) strategies to incorporate the essential aspect of
andragogy model into the design and delivery of the planned
training
The first approach is Project Based Learning in which the
5. learners work in groups in order to solve challenging problems.
The second strategy is by providing instructions that should be
task-oriented instead of memorization. Learning should be
made in the context of common tasks to be performed by the
learners (Brookfield, 2006).
References
Brookfield, S. D. (2006). Understanding and facilitating adult
learning: A comprehensive analysis of principles and effective
practices. California: Jossey-Bass, Inc.
Merriam, S. B., & Caffarella, R. S. (2009). Learning in
adulthood: A comprehensive guide. California: John Wiley &
Sons, Inc.
The Process of innovation in education. (2013). Englewood
Cliffs, N.J: Educational Technology Publications.
Pfiffner, J. M. D., & Sherwood, F. P. (2010). Administrative
organization. Englewood Cliffs, N.J: Prentice-Hall.
Indiana University Teaching Handbook (2014). Retrieved May
14, 2015 from
http://www.indiana.edu/~teaching/handbook_2.shtml.
Modules/Module4/Mod4SLP.htmlModule 4 - SLP
Presentations
6. Read the case study below about organizational social media
plans:
An organization's social media policies should be formalized for
several reasons: to present the company's brand consistently; to
empower employees to become involved in the plan; and to
reaffirm the organization's stance, opinion, and views on
participation.
Any social media policy should do the following:Explain why
social media is important to the firm and clarify the social
media's goals.Give details about how to handle common
situations such as negative complaints or scandals.Be specific
about which sites are being used and for what reason.Create at-
home social media use guidelines. Because social networkers
are never off the clock, employees must know that reasonable
office rules apply when doing business at home, too.
Discussion questions (your answers are to be included in your
slide presentation): If you use social networking now, how can
you translate your knowledge into a talking point during an
interview? Why would it be important for an organization to
provide its employees with specific responses for situations that
arise with social networking? How does a unified social
networking policy empower an employee?
(Case information adapted from Dr. Guffy’s case studies)
Create a PowerPoint presentation consisting of 6 slides—Intro,
3 content (body), and conclusion—on a social networking
policy for your job/organization. It might be a short training
presentation, a sales presentation, a presentation trying to
convince management of your proposal, etc. Answer the three
discussion questions in the content (body) of the slide
presentation. Put the exact text of your talk in the "Notes"
section. Once you have created your presentation write a short
paper describing what principles from the background material
you used. You will be graded on how thoroughly you apply the
ideas in the readings for this module and this module’s case
study.
Submit your assignments by the module's due date.SLP
7. Assignment Expectations
Create a PowerPoint presentation.
Write a summary explaining why you used the principles you
used in creating your PowerPoint presentation. Make full use of
the Background Info, properly cited and referenced.Privacy
Policy | Contact
Modules/Module4/Mod4Case.htmlModule 4 - Case
Presentations
Helping Restaurants Fight Obesity
As consumers become increasingly concerned about obesity and
health risks associated with nutrition, many seek more
information about restaurant foods. American families are
estimated to spend as much as half of their food dollars at
restaurants and to consume about one third of their calories
outside the home.
One U.S. senator is pushing a bill to require chain restaurants to
list nutritional information for all menu items. Although this
law has not been passed, your city would like to encourage
restaurants to offer more nutritious menu choices.
Assume that you work for Partners for a Healthier Community
(PHC), which is part of the City Health and Human Services
Department. PHC has been working on a program called
Healthy Dining. Its goal is to offer food establishments the
opportunity to be recognized as Healthy Dining restaurants. In
order to be listed, owners must meet certain criteria.
A PHC team devoted to the Healthy Dining program discussed a
number of requirements. The team thought that restaurants
ought to offer at least two choices of fruits or vegetables. They
wanted choices other than potato dishes. The team was much
opposed to french fries. What could be substituted for them?
Perhaps salads? In regard to the menu, the team thought that
Healthy Dining restaurants should have some low-fat and low-
calorie menu items, and when they are offered, customers
8. should know what they are. However, no minimum on the
number of such items would be required. The team also thought
that Healthy Dining restaurants should try to provide at least
some dishes in smaller portion sizes or perhaps half portions.
Milk was discussed, and team members suggested that
restaurants move away from offering whole milk. Team
members preferred 1 percent or nonfat milk when milk was
offered as a beverage.
The team gave you the task of giving a PowerPoint presentation
to restaurant owners who inquired about the Health Dining
rating.
(Adapted from Dr. Guffy case studies)Case Assignment
Create a PowerPoint presentation with audio to be presented to
owners who want to know how to earn the Healthy Dining
rating for their restaurants. You can add audio to your
presentation by using the "Record Narration" option under the
Slide Show tab in PowerPoint. You will need a microphone.
Address the presentation as a response to Mr. Adrian
Hammersmith and guests, Adrian's Steak House, 974 South
Cobb Drive, Marietta, GA 30060. Explain in your presentation
that information about the Healthy Dining program can be found
at http://www.healthydiningfinder.com. This page is primarily
for diners. A link at the bottom of the page, labeled “Nutrition
Services,” takes dietitians and restaurateurs to information
about program certification and membership.
Note: If you have trouble with adding voice then put the exact
text of your talk in the "Notes" section.
Use the following oral communication rubric to see how your
instructor will assess your speech: Oral Communication Rubric
What if You Have Never Created a PowerPoint Presentation?
Click the link If you have never made a PowerPoint presentation
before and need to learn how to use the program.
Submit your PowerPoint presentation with narration by the
module's due date. Narration includes the audio recording of
your talk and/or the actual text of your talk in the "Notes"
section. There is no need to have an actual audience for the
9. presentation.Assignment Expectations
Create a PowerPoint presentation and upload it. (PowerPoint
presentations should not be over 10MB.)
Your PowerPoint presentation will be reviewed according to the
Oral Communication Rubric (above).Privacy Policy | Contact
Modules/Module4/Oral Communication Rubric.doc
Objective
Weak
Marginal
Adequate
Strong
Organization
Demonstrate the ability to organize content logically, concisely,
and in a manner appropriate to the assignment.
There is no logical sequence of information. Speech is rambling
and unfocused
Presenter does not follow a logical sequence (jumps around in
presentation).
Presenter follows a logical sequence. There are some minor
problems with topic transitions. Introduction and/or conclusion
are not clear.
Presenter follows a logical sequence with an effective
introduction and conclusion. Each segment relates to others in a
carefully planned framework.
Demonstrates the ability to support a central point or viewpoint
throughout the presentation
Insufficient elaboration and/or support (e.g., summaries,
listings) in the presentation.
Limited elaboration and/or support in the presentation.
Support with some specific details and elaboration in the
presentation.
Support through both specific details and elaboration apparent
in the presentation.
10. Content
Demonstrate the ability to address an identifiable purpose in the
presentation. This might include a central theme of view point
depending on the nature of the assignment.
The purpose is not identified, is unclear, or inappropriate in the
presentation.
Purpose is occasionally unclear in the presentation.
Clear purpose, but not consistently sustained throughout the
presentation.
Clear purpose sustained throughout the presentation.
Demonstrates the ability to gather and sort information on a
particular subject matter or topic.
Presenter does not have a grasp of information. Topic is poorly
developed. Supporting materials are absent or vague. Trite ideas
and/or unclear wording reflect a lack of understanding of topic.
Presenter seems uncomfortable with information. Topic is
evident but with little or no elaboration.
Presenter seems comfortable with the information. Topic is
evident with some supporting details.
Presenter demonstrates full knowledge of the topic with
explanation and elaboration. The topic is well developed,
effectively supported, and appropriate for the assignment.
Critical thinking is clearly and creatively expressed.
Adaption to Audience
Demonstrate the ability to present information to varying
audiences in such a way that the information is meaningful to
that group.
Doesn’t respond to the needs of the audience.
Limited sense of the needs of the audience.
Addresses the needs of the audience.
Effectively addresses the needs of the audience.
Delivery
Demonstrate the ability to use communication aids (slides,
posters, handouts) effectively in the presentation.
Communication aids are poorly prepared or used
11. inappropriately. Slides may have grammatical errors or difficult
to read. Too much material is included or unimportant
information is highlighted.
Communication aids could be improved. There are no
significant errors, but adds little to the presentation.
Communication aids are articulated clearly, but not engaging.
Some material is not supported by communication aids.
Communication aids are easy to read, attractive, informative
and error free. Communication aids greatly enhance the
presentation. Excellent integration of communication aids.
Demonstrate the ability to give a vocal presentation that is
appropriate to the assignment.
Speaks too fast or too slow. Volume inappropriate. Giggling or
other inappropriate vocal behaviors such as unnecessary pauses
interfere with the message. Extremely monotone, ineffective
tone. Tone is unprofessional and disrespectful of the audience.
Complete lack of enthusiasm or no interest in the topic
presented.
Articulation, volume, pace, and pronunciation are acceptable.
Slightly monotone. Tone is acceptable, but somewhat casual for
a professional business presentation. Somewhat lacking in
enthusiasm and assertiveness.
Articulation, volume, pace, and pronunciation are appropriate
for assignment. Speakers convey information, but delivery is
dry and uninspiring. Occasionally shows positive feelings about
topic
Articulation, volume, pace, and pronunciation are excellent.
Fluid, natural delivery. Excellent vocal tone. Tone is
professional. Enthusiastic and assertive.
Demonstrate the ability to use appropriate word choice and
grammar in presentation.
There are many sentences with grammatical errors. Some
sentences are incomplete/halting, and/or vocabulary is
somewhat limited or inappropriate. Presenter mumbles and
12. mispronounces several terms.
There are a few sentences that are complete and grammatical.
Word choice is not always appropriate for presentation.
Presenter mispronounces some terms.
Sentences are generally complete and grammatical, and they
flow together easily. With a few exceptions, words are chosen
for their precise meaning. Presenter pronounces most terms
correctly.
All sentences are complete and grammatical, and they flow
together easily. Words are chosen for their precise meaning.
Word choice illustrates grasp of content and enhances
presentation. All terms are pronounced correctly and precisely.
Demonstrates the ability to make an effective presentation that
is free from bias (e.g. Sexism, Racism, Ageism, Heterosexism,
etc).
Oral language is inappropriate and exhibits bias. Uses clichés,
slang, jargon, racist, or sexist language. Some listeners may be
offended.
Oral language is free from bias with one or two minor
exceptions.
Oral language has no apparent bias. There is some inappropriate
language.
Oral language is completely free from bias.