Running Head: HUMAN RESOURCE CASE EVALUATION
HUMAN RESOURCE CASE EVALUATION 2
South Wood School District HR Case Evaluation
omitted
HRMN 300 6383
omitted
omitted
20 September 2015
Introduction
According to Delahaye (2015), an interview is a formal interaction between an employer or their representative and a potential employee which is characterized by a questioning and answer session. The purpose of interviews is for the employer to evaluate the potential employee through the questions. An interview hence is used by the employer to obtain facts, opinions and statements that reveal the nature, value and beliefs of the potential employee (Smith, 2013). This is an important role for the human resource department in its effort to engage the most competent and highly skilled person within the various ranks of the organization (Mello, 2014). Staffing is crucial as it enables an organization to replace vacant arising from new jobs created, retirement and transfers, resigning or death of some of the current employees (Boselie, 2014). The South Wood District School interview panel is composed of the principal, the head of department, senior teacher, students and the Human Resource manager. The panel used various interview questions to assess the candidates.
Advantages and Disadvantages of Interviews
First, interviews help to paint a clearer picture of the employee through social cues. By considering the intonation, voice and body language of the interviewee, the panel gets extra information about the verbal responses of the interviewee (Mello, 2014). In addition, due to the face to face interaction, the interviewing panel can get in-depth detail about the interviewee due to the specifically tailored questions. This gives insight into impressions, personal experiences, thoughts and feelings, perceptions and attitudes of the candidate. Interviews hence give the panel a greater chance to briefly identify with the respondent (Kehoe & Wright, 2013).
On the other hand interviews have several disadvantages too. First, the planning of the interview and the interview questions can suffer complications. Members of the panel have to involve immense multitasking including keeping eye contact, noting down responses, and thinking of follow up questions hence the possibility of missing some information. In addition, the personal nature of the interview may make it difficult for the interviewees to present their true-self.
The South Wood District School Case Study
Questions by the School’s Principal
The school’s principal possibly asked the reason the interviewees applied for the job. This question is aimed at understanding how the candidate thinks the job offered will help them in achieving their future goals. The second question was on the reason behind the decision to take a career in teaching. The answers to this question vary from the personal love for children, inspiration by other teachers in their education life as well as the personal l.
Criteria Ratings PointsQuality ofInformation31 to 2CruzIbarra161
Criteria Ratings Points
Quality of
Information
31 to >29.0 pts
Advanced
Interview transcription
template is used. General
Information Questions and
Demographic Questions
were completely filled in.
The three interview
questions from Module 4
are included and
answered.
29 to >25.0 pts
Proficient
Interview transcription
template is used. General
Information Questions and
Demographic Questions
were mostly filled in. Two
interview questions from
Module 4 are included
and mostly answered.
25 to >0.0 pts
Developing
Interview transcription
template is not used.
General Information
Questions and
Demographic Questions
were not completely filled in.
The three interview
questions from Module 4
are missing and not
answered.
0 pts
Not
Present
31 pts
Content 40 to >36.0 pts
Advanced
Three open-ended
interview question that are
related to the topic are
included and are
thoroughly answered.
Each transcription
provided is more than 100
words.
36 to >33.0 pts
Proficient
Two open-ended interview
questions that are related
to the topic are included
and are mostly answered.
Two transcriptions are
more than 100 words.
33 to >0.0 pts
Developing
Less than two open-ended
interview question that are
related to the topic are
included and are not
specifically answered. Less
than two transcriptions are
more than 100 words.
0 pts
Not
Present
40 pts
Mechanics
& Format
29 to >26.0 pts
Advanced
Minimal or no
grammatical, spelling,
and/or punctuation errors
are present, and the
document is written in
current APA format.
Contains a title page.
Template is accurately
completed.
26 to >24.0 pts
Proficient
A few grammatical,
spelling, and/or
punctuation errors are
present, and/or errors in
current APA format are
found. Title page contains
an error(s). Template was
somewhat followed.
24 to >0.0 pts
Developing
Many grammatical, spelling,
and/or punctuation errors
are present, and/or errors in
current APA format are
found. Missing title page.
Template not used.
0 pts
Not
Present
29 pts
Total Points: 100
Interview Transcription Grading Rubric | EDUC816_D12_202220
6
Recommendations for Solving Equity Gaps at James Monroe High School, Virginia
Michael Whitener
School of Education, Liberty University
In partial fulfillment of EDUC 816
Focus Group Questions
Central Question:
How can the gaps in college readiness between students from low-income and underserved communities and those from wealthy and majority groups be eliminated?
Focus Group Question
1. Many have been involved in debates about effective teaching in American schools. When you think of effective teaching, what comes to your mind first and why?
The question will be directed toward the parent and community-focused group. For a long, researchers have conducted studies to determine the qualities of good teachers and effective teaching strategies. In most studies, teacher perspectives on teaching effectiveness have varied depending on their schools' location, race, ...
Feedback Quotes List - Education - Assessment and Reporting Steven Kolber
A long collated list of quotes from a range of educational researchers, Hattie and Timperley, key edu gurus, key ideas, key definitions and ideas. Teaching Learning, Professional Learning. Useful for PD / PL.
“The dialogue between pupils and teacher should be thoughtful, reflective, focused to evoke and explore understanding, and conducted so that all pupils have an opportunity to think and to express their ideas.” (p 12)
'pupils should be trained in self- assessment so that they can understand the main purposes of their learning and thereby grasp what they need to do to achieve.' (Black & Wiliam, 2010)
Criteria Ratings PointsQuality ofInformation31 to 2CruzIbarra161
Criteria Ratings Points
Quality of
Information
31 to >29.0 pts
Advanced
Interview transcription
template is used. General
Information Questions and
Demographic Questions
were completely filled in.
The three interview
questions from Module 4
are included and
answered.
29 to >25.0 pts
Proficient
Interview transcription
template is used. General
Information Questions and
Demographic Questions
were mostly filled in. Two
interview questions from
Module 4 are included
and mostly answered.
25 to >0.0 pts
Developing
Interview transcription
template is not used.
General Information
Questions and
Demographic Questions
were not completely filled in.
The three interview
questions from Module 4
are missing and not
answered.
0 pts
Not
Present
31 pts
Content 40 to >36.0 pts
Advanced
Three open-ended
interview question that are
related to the topic are
included and are
thoroughly answered.
Each transcription
provided is more than 100
words.
36 to >33.0 pts
Proficient
Two open-ended interview
questions that are related
to the topic are included
and are mostly answered.
Two transcriptions are
more than 100 words.
33 to >0.0 pts
Developing
Less than two open-ended
interview question that are
related to the topic are
included and are not
specifically answered. Less
than two transcriptions are
more than 100 words.
0 pts
Not
Present
40 pts
Mechanics
& Format
29 to >26.0 pts
Advanced
Minimal or no
grammatical, spelling,
and/or punctuation errors
are present, and the
document is written in
current APA format.
Contains a title page.
Template is accurately
completed.
26 to >24.0 pts
Proficient
A few grammatical,
spelling, and/or
punctuation errors are
present, and/or errors in
current APA format are
found. Title page contains
an error(s). Template was
somewhat followed.
24 to >0.0 pts
Developing
Many grammatical, spelling,
and/or punctuation errors
are present, and/or errors in
current APA format are
found. Missing title page.
Template not used.
0 pts
Not
Present
29 pts
Total Points: 100
Interview Transcription Grading Rubric | EDUC816_D12_202220
6
Recommendations for Solving Equity Gaps at James Monroe High School, Virginia
Michael Whitener
School of Education, Liberty University
In partial fulfillment of EDUC 816
Focus Group Questions
Central Question:
How can the gaps in college readiness between students from low-income and underserved communities and those from wealthy and majority groups be eliminated?
Focus Group Question
1. Many have been involved in debates about effective teaching in American schools. When you think of effective teaching, what comes to your mind first and why?
The question will be directed toward the parent and community-focused group. For a long, researchers have conducted studies to determine the qualities of good teachers and effective teaching strategies. In most studies, teacher perspectives on teaching effectiveness have varied depending on their schools' location, race, ...
Feedback Quotes List - Education - Assessment and Reporting Steven Kolber
A long collated list of quotes from a range of educational researchers, Hattie and Timperley, key edu gurus, key ideas, key definitions and ideas. Teaching Learning, Professional Learning. Useful for PD / PL.
“The dialogue between pupils and teacher should be thoughtful, reflective, focused to evoke and explore understanding, and conducted so that all pupils have an opportunity to think and to express their ideas.” (p 12)
'pupils should be trained in self- assessment so that they can understand the main purposes of their learning and thereby grasp what they need to do to achieve.' (Black & Wiliam, 2010)
Running Head PERSUASIVE PAPER PART 11PERSUASIVE PAPER PAR.docxcharisellington63520
Running Head: PERSUASIVE PAPER PART 1
1
PERSUASIVE PAPER PART 1
4
Persuasive Paper Part 1: A Problem Exists
Curtis Taylor
Dr. Jacquot
November 16, 2015
Curtis,
You point out some excellent points about this topic and use credible sources, for the most part, to support your position!
However, I am confused on the organization of this paper.
Please see my notes in your paper.
Dr. Jacquot
Problem Faced by American Education
According to Arkansas Advanced Initiative for Science and Math, the main agenda is to increase the number of students who get into the Advanced Placement classes. There are people who believe that paying students in order to perform well is a good idea (Scott-Norman, 2011). There are cases of people who could have wasted their AP exams in entirety if they did not find the promise of gold on the other side. To high school students, money has become a big motivation and this holds great potential for a failed education system. The question concerning as to whether students should be awarded with incentive for good performance has controversy.
. High school education is very important to American students
, and it should help in their social development as teenagers. High school students should not be paid to make good grades because they should want to do well on their own, paying them would demean their grades, and doing so would decrease their levels of enjoyment to learn. Effective introduction in leading the readers to your thesis statement!
Over years, the American society has been looking out for the most cost effective means of improving the education system, especially at the elementary level. Recently one strategy, which has gained significant attention, is the use of short-term financial strategy to students in order to improve their performance. Between the year 2007 and 2011 there have been several studies carried out to determine how incentive is important when it comes to changes in the education system and improvement of performance.
When offering financial incentive to students, the results will take three possible ways. The first direction is that if the student lacks sufficient motivation, then providing incentives will yield positive results for the students (Fryer, 2010).
The second direction could be that if the individual does not have structural resources to convert the efforts to achievements that are measurable, or that performance relies upon factors that are beyond their control then incentives will have very little impact. The third argument, which forms the basis of this paper, is that external reward will undermine intrinsic motivation and create negative outcomes.
First
, students should want to do well on their own rather than being paid for good grades. Where do you expand on this point?
Next, paying students demeans the education system.
Where is the beginning of this sentence? the use of incentive will shift the purpose of education, which is teaching curricula and methods.
A study on Employee Engagement in pvt engineering collegesRuby Research Labs
E.E is a critical factor in the success N sustainability of any organisation. Higher education institutions are no different from any other business in that employee involvement is essential to its success and long-term viability. Beyond the conventional business setting, employee engagement in academia influences the institution's core missions of education and research in addition to productivity and efficiency.
Respond to the following discussion questionsDiscussion Questions.docxmackulaytoni
Respond to the following discussion questions:
Discussion Questions should be at least 3-4 paragraphs long including citations
Discussion #1
In my experience, I have seen both effective and ineffective leaders. Effective leaders have a number of positive characteristics. The most important characteristics is passion. In order to be effective, one must display a passion in their role. Passion is essential in higher education. While decision making is a critical part of being a leader, it should be accompanied with passion. Passion helps leaders to strive for the best interest of those who would be affected. For example, at an institution I worked at, there was a struggle of power between the dean of students and other administrators. The dean was attempting to meet the needs of the students by utilizing the budget to upgrade the student center; however, administration saw the need to utilize funds for other means. The passion of the dean to serve the students is what provided fuel to fight for change. Passion isn’t the only characteristic to be an effective leader of change. Good judgement and active listening are characteristics that an effective leader must also have. In order to strategically be effective, one must listen to the concerns of the stakeholders of the stakeholders and utilized good judgement in navigating the best interests of the institution.
Part 2
Historically Black Colleges and Universities provide plays a more significant role in student development that minorities at Predominantly White Institutions.
The key stakeholders to this issue are students, administration, and faculty. These stakeholders are relevant to this issue for several reasons. Minority students at Predominantly White Institutions deserves the same level of engagement as students at Historically Black Colleges and Universities. Minority Serving Institutions are the gold standard in terms of engagement. Administration are invested in this issue as well. Their mission is not only to develop students, but to provide a fair and comparable learning environment to those students as well. Faculty are also invested due to the fact that it is their role in the students’ future. Educators, just like all parents, want their students to have the best educational experience as possible.
What is the benefit of attending a Predominantly White Institutions?
What accommodations are made for minority students at Predominantly White Institutions?
How do minority students fare at Historically Black Colleges and Universities?
What challenges does student face as being a part of a minority culture at an institution?
As educators, what is your emotional/psychological impact on students?
These responses to these questions are important to addressing the problem, because these questions will give insight to issues that all three stakeholders are facing. These questions will provide a prospective into what students experience as being among the minority population. Additionally, di.
Exploration of how academic librarians can help enhance workplace information literacy, encourage lifelong learning and meet corporate demands for graduates with "21st Century Skills".
Frances Raines In the past, I have worked with a prJeanmarieColbert3
Frances Raines
In the past, I have worked with a professional team, and our dynamic was dysfunctional. This was due to a lack of support from leadership and an actual hierarchy organization. We, as team members, felt less than because of how we were treated and talked to. Our voices that spoke and asked for change, support, and new ideas and suggestions to help better us individually and collectively as a team was not listened to or implemented. When going through our annual reviews with the manager, it was not a conversation. It was a meeting where we were expected to listen. I used my MPP to list my concerns within the organization, leadership, and team, which was not well received. This caused a stressful work environment because I was then concerned that my honesty would cause me to be terminated. Eventually, three months later, I did quit.
In research from Hughes et al. (2018), the Rocket Model is an effective method that leaders use because it is "straightforward and a practical approach to team building." We lacked buy-in, morale, mission/purpose, and goals. We could not buy into what the leadership wanted us to do because there was no instruction, trust, or appreciation for our input to accomplish the tasks. We were all unmotivated and only came to work because we had to pay our bills. We lacked a team structure, each person was self-serving, and we could never align or relate. There was always judgment and complaints. I never found a way to express my concerns without fear after that. Had we effectively been able to, it would have helped our team be successful.
Plan Learner Assessments
Akita Roberson
ID-5000 v4: Fundamentals of Instructional Design
Northcentral University
May 9, 2021
Informative techniques, diagnostic and evaluative measures are more prevalent. They provide
feedback on teacher performance, encouraging educators to develop and alter their training techniques.
They monitor students' success and provide continuing support those educators and teachers can use to
enhance their teaching and students can use to improve their learning. The overarching goal of
formative evaluation is to gather comprehensive data that can be employed to enhance education and
training as it happens. The application of the assessments, such as the essence of a metric, technique, or
self-evaluation, is what distinguishes it as "formative." Summative measures are provided towards the
conclusion of a specific educational period (Arabi, 2020). Besides, they are generally evaluative rather
than diagnostic. They are ideally adapted for evaluating student performance and achievement,
measuring the quality of training strategies, and monitoring progress against development goals.
Assessment is a cyclical method, and it is a never-ending evaluating process. It is constantly
revising and renewing the standard of education it provides. It is a form of evaluation that allows for
continuous improvement in the learni ...
MOTIVATIONAL PRACTICES AND TEACHERS’PERFORMANCE IN PRIVATE SECONDARY SCHOOLS ...Turyamureeba Silaji
The study was about motivational practices and teachers’ performance in private secondary schools in Mbarara District, Uganda. The study aimed at; establishing the relationship between administrative support and teachers‟ performance. The cross-sectional and descriptive survey designs were adopted on a sample of 214 comprising Board of governors, PTA Chair persons, head teachers and teachers from selected private secondary schools. Data analysis involved use of descriptive statistics and of Pearson correlation coefficient to determine the relationship between motivational practices and teachers‟ performance. Descriptive results revealed that administrative support had vital role on teachers’ performance. The findings also showed that there was a statistically positive relationship between administrative support and teachers performance. Thus, it was recommended that administrators should provide a conducive work environment to teachers leading to good performance.
· Assignment 3 Creating a Compelling VisionLeaders today must be .docxgerardkortney
· Assignment 3: Creating a Compelling Vision
Leaders today must be able to create a compelling vision for the organization. They also must be able to create an aligned strategy and then execute it. Visions have two parts, the envisioned future and the core values that support that vision of the future. The ability to create a compelling vision is the primary distinction between leadership and management. Leaders need to create a vision that will frame the decisions and behavior of the organization and keep it focused on the future while also delivering on the short-term goals.
To learn more about organizational vision statements, do an Internet search and review various vision statements.
In this assignment, you will consider yourself as a leader of an organization and write a vision statement and supporting values statement.
Select an organization of choice. This could be an organization that you are familiar with, or a fictitious organization. Then, respond to the following:
· Provide the name and description of the organization. In the description, be sure to include the purpose of the organization, the products or services it provides, and the description of its customer base.
· Describe the core values of the organization. Why are these specific values important to the organization?
· Describe the benefits and purpose for an organizational vision statement.
· Develop a vision statement for this organization. When developing a vision statement, be mindful of the module readings and lecture materials.
· In the vision statement, be sure to communicate the future goals and aspirations of the organization.
· Once you have developed the vision statement, describe how you would communicate the statement to the organizational stakeholders, that is, the owners, employees, vendors, and customers.
· How would you incorporate the communication of the vision into the new employee on-boarding and ongoing training?
Write your response in approximately 3–5 pages in Microsoft Word. Apply APA standards to citation of sources.
Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.
By the due date assigned, deliver your assignment to the Submissions Area.
Assignment 3 Grading Criteria
Maximum Points
Chose and described the organization. The description included the purpose of the organization, the products or services the organization provides, and the description of its customer base.
16
Developed a vision statement for the organization. Ensured to accurately communicate the goals and aspirations of the organization in the vision statement.
24
Ensured that the incorporation and communication strategy for the vision statement is clear, detailed, well thought out and realistic.
28
Evaluated and explained which values are most important to the organization.
24
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate r.
in addition to these questions also answer the following;Answer .docxcharisellington63520
in addition to these questions also answer the following;
Answer the Stop and Consider question on page 319.
Differentiate neurologic and hormonal response to stress
Answer all questions in a Word Document and include the following:
Your name
Label each answer
Include references
Include In-text citations
Use APA Format
.
In an environment of compliancy laws, regulations, and standards, in.docxcharisellington63520
In an environment of compliancy laws, regulations, and standards, information technology (IT) departments in organizations must develop comprehensive organizational policies to support compliance. One specific area in which they must develop policies is the governance of fiduciary responsibility. Scenario: As changes occur in compliancy laws, regulations, and standards regularly, IT management of YieldMore has decided to evaluate the governance of fiduciary responsibility within the organization as it pertains to the IT department. Your team has been assigned the task of evaluating how the governance of fiduciary responsibility affects the organization’s risk. Tasks: You are asked to identify the relationship between fiduciary responsibility and organizational risk, and present this information to the IT management of YieldMore.
1. Identify key stakeholders, their roles and responsibilities, and the impact of fiduciary responsibility on each.
2. Determine the relationships among these stakeholders, the relationship between fiduciary responsibility, and organizational risk for each.
3. Distinguish the identified relationships as they relate to strategic, operational, and compliancy goals for the organization.
4. Develop an appropriate plan to govern fiduciary responsibility for the organization.
5. Prepare a report of your findings for IT management to review.
.
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Running Head PERSUASIVE PAPER PART 11PERSUASIVE PAPER PAR.docxcharisellington63520
Running Head: PERSUASIVE PAPER PART 1
1
PERSUASIVE PAPER PART 1
4
Persuasive Paper Part 1: A Problem Exists
Curtis Taylor
Dr. Jacquot
November 16, 2015
Curtis,
You point out some excellent points about this topic and use credible sources, for the most part, to support your position!
However, I am confused on the organization of this paper.
Please see my notes in your paper.
Dr. Jacquot
Problem Faced by American Education
According to Arkansas Advanced Initiative for Science and Math, the main agenda is to increase the number of students who get into the Advanced Placement classes. There are people who believe that paying students in order to perform well is a good idea (Scott-Norman, 2011). There are cases of people who could have wasted their AP exams in entirety if they did not find the promise of gold on the other side. To high school students, money has become a big motivation and this holds great potential for a failed education system. The question concerning as to whether students should be awarded with incentive for good performance has controversy.
. High school education is very important to American students
, and it should help in their social development as teenagers. High school students should not be paid to make good grades because they should want to do well on their own, paying them would demean their grades, and doing so would decrease their levels of enjoyment to learn. Effective introduction in leading the readers to your thesis statement!
Over years, the American society has been looking out for the most cost effective means of improving the education system, especially at the elementary level. Recently one strategy, which has gained significant attention, is the use of short-term financial strategy to students in order to improve their performance. Between the year 2007 and 2011 there have been several studies carried out to determine how incentive is important when it comes to changes in the education system and improvement of performance.
When offering financial incentive to students, the results will take three possible ways. The first direction is that if the student lacks sufficient motivation, then providing incentives will yield positive results for the students (Fryer, 2010).
The second direction could be that if the individual does not have structural resources to convert the efforts to achievements that are measurable, or that performance relies upon factors that are beyond their control then incentives will have very little impact. The third argument, which forms the basis of this paper, is that external reward will undermine intrinsic motivation and create negative outcomes.
First
, students should want to do well on their own rather than being paid for good grades. Where do you expand on this point?
Next, paying students demeans the education system.
Where is the beginning of this sentence? the use of incentive will shift the purpose of education, which is teaching curricula and methods.
A study on Employee Engagement in pvt engineering collegesRuby Research Labs
E.E is a critical factor in the success N sustainability of any organisation. Higher education institutions are no different from any other business in that employee involvement is essential to its success and long-term viability. Beyond the conventional business setting, employee engagement in academia influences the institution's core missions of education and research in addition to productivity and efficiency.
Respond to the following discussion questionsDiscussion Questions.docxmackulaytoni
Respond to the following discussion questions:
Discussion Questions should be at least 3-4 paragraphs long including citations
Discussion #1
In my experience, I have seen both effective and ineffective leaders. Effective leaders have a number of positive characteristics. The most important characteristics is passion. In order to be effective, one must display a passion in their role. Passion is essential in higher education. While decision making is a critical part of being a leader, it should be accompanied with passion. Passion helps leaders to strive for the best interest of those who would be affected. For example, at an institution I worked at, there was a struggle of power between the dean of students and other administrators. The dean was attempting to meet the needs of the students by utilizing the budget to upgrade the student center; however, administration saw the need to utilize funds for other means. The passion of the dean to serve the students is what provided fuel to fight for change. Passion isn’t the only characteristic to be an effective leader of change. Good judgement and active listening are characteristics that an effective leader must also have. In order to strategically be effective, one must listen to the concerns of the stakeholders of the stakeholders and utilized good judgement in navigating the best interests of the institution.
Part 2
Historically Black Colleges and Universities provide plays a more significant role in student development that minorities at Predominantly White Institutions.
The key stakeholders to this issue are students, administration, and faculty. These stakeholders are relevant to this issue for several reasons. Minority students at Predominantly White Institutions deserves the same level of engagement as students at Historically Black Colleges and Universities. Minority Serving Institutions are the gold standard in terms of engagement. Administration are invested in this issue as well. Their mission is not only to develop students, but to provide a fair and comparable learning environment to those students as well. Faculty are also invested due to the fact that it is their role in the students’ future. Educators, just like all parents, want their students to have the best educational experience as possible.
What is the benefit of attending a Predominantly White Institutions?
What accommodations are made for minority students at Predominantly White Institutions?
How do minority students fare at Historically Black Colleges and Universities?
What challenges does student face as being a part of a minority culture at an institution?
As educators, what is your emotional/psychological impact on students?
These responses to these questions are important to addressing the problem, because these questions will give insight to issues that all three stakeholders are facing. These questions will provide a prospective into what students experience as being among the minority population. Additionally, di.
Exploration of how academic librarians can help enhance workplace information literacy, encourage lifelong learning and meet corporate demands for graduates with "21st Century Skills".
Frances Raines In the past, I have worked with a prJeanmarieColbert3
Frances Raines
In the past, I have worked with a professional team, and our dynamic was dysfunctional. This was due to a lack of support from leadership and an actual hierarchy organization. We, as team members, felt less than because of how we were treated and talked to. Our voices that spoke and asked for change, support, and new ideas and suggestions to help better us individually and collectively as a team was not listened to or implemented. When going through our annual reviews with the manager, it was not a conversation. It was a meeting where we were expected to listen. I used my MPP to list my concerns within the organization, leadership, and team, which was not well received. This caused a stressful work environment because I was then concerned that my honesty would cause me to be terminated. Eventually, three months later, I did quit.
In research from Hughes et al. (2018), the Rocket Model is an effective method that leaders use because it is "straightforward and a practical approach to team building." We lacked buy-in, morale, mission/purpose, and goals. We could not buy into what the leadership wanted us to do because there was no instruction, trust, or appreciation for our input to accomplish the tasks. We were all unmotivated and only came to work because we had to pay our bills. We lacked a team structure, each person was self-serving, and we could never align or relate. There was always judgment and complaints. I never found a way to express my concerns without fear after that. Had we effectively been able to, it would have helped our team be successful.
Plan Learner Assessments
Akita Roberson
ID-5000 v4: Fundamentals of Instructional Design
Northcentral University
May 9, 2021
Informative techniques, diagnostic and evaluative measures are more prevalent. They provide
feedback on teacher performance, encouraging educators to develop and alter their training techniques.
They monitor students' success and provide continuing support those educators and teachers can use to
enhance their teaching and students can use to improve their learning. The overarching goal of
formative evaluation is to gather comprehensive data that can be employed to enhance education and
training as it happens. The application of the assessments, such as the essence of a metric, technique, or
self-evaluation, is what distinguishes it as "formative." Summative measures are provided towards the
conclusion of a specific educational period (Arabi, 2020). Besides, they are generally evaluative rather
than diagnostic. They are ideally adapted for evaluating student performance and achievement,
measuring the quality of training strategies, and monitoring progress against development goals.
Assessment is a cyclical method, and it is a never-ending evaluating process. It is constantly
revising and renewing the standard of education it provides. It is a form of evaluation that allows for
continuous improvement in the learni ...
MOTIVATIONAL PRACTICES AND TEACHERS’PERFORMANCE IN PRIVATE SECONDARY SCHOOLS ...Turyamureeba Silaji
The study was about motivational practices and teachers’ performance in private secondary schools in Mbarara District, Uganda. The study aimed at; establishing the relationship between administrative support and teachers‟ performance. The cross-sectional and descriptive survey designs were adopted on a sample of 214 comprising Board of governors, PTA Chair persons, head teachers and teachers from selected private secondary schools. Data analysis involved use of descriptive statistics and of Pearson correlation coefficient to determine the relationship between motivational practices and teachers‟ performance. Descriptive results revealed that administrative support had vital role on teachers’ performance. The findings also showed that there was a statistically positive relationship between administrative support and teachers performance. Thus, it was recommended that administrators should provide a conducive work environment to teachers leading to good performance.
· Assignment 3 Creating a Compelling VisionLeaders today must be .docxgerardkortney
· Assignment 3: Creating a Compelling Vision
Leaders today must be able to create a compelling vision for the organization. They also must be able to create an aligned strategy and then execute it. Visions have two parts, the envisioned future and the core values that support that vision of the future. The ability to create a compelling vision is the primary distinction between leadership and management. Leaders need to create a vision that will frame the decisions and behavior of the organization and keep it focused on the future while also delivering on the short-term goals.
To learn more about organizational vision statements, do an Internet search and review various vision statements.
In this assignment, you will consider yourself as a leader of an organization and write a vision statement and supporting values statement.
Select an organization of choice. This could be an organization that you are familiar with, or a fictitious organization. Then, respond to the following:
· Provide the name and description of the organization. In the description, be sure to include the purpose of the organization, the products or services it provides, and the description of its customer base.
· Describe the core values of the organization. Why are these specific values important to the organization?
· Describe the benefits and purpose for an organizational vision statement.
· Develop a vision statement for this organization. When developing a vision statement, be mindful of the module readings and lecture materials.
· In the vision statement, be sure to communicate the future goals and aspirations of the organization.
· Once you have developed the vision statement, describe how you would communicate the statement to the organizational stakeholders, that is, the owners, employees, vendors, and customers.
· How would you incorporate the communication of the vision into the new employee on-boarding and ongoing training?
Write your response in approximately 3–5 pages in Microsoft Word. Apply APA standards to citation of sources.
Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.
By the due date assigned, deliver your assignment to the Submissions Area.
Assignment 3 Grading Criteria
Maximum Points
Chose and described the organization. The description included the purpose of the organization, the products or services the organization provides, and the description of its customer base.
16
Developed a vision statement for the organization. Ensured to accurately communicate the goals and aspirations of the organization in the vision statement.
24
Ensured that the incorporation and communication strategy for the vision statement is clear, detailed, well thought out and realistic.
28
Evaluated and explained which values are most important to the organization.
24
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate r.
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in addition to these questions also answer the following;
Answer the Stop and Consider question on page 319.
Differentiate neurologic and hormonal response to stress
Answer all questions in a Word Document and include the following:
Your name
Label each answer
Include references
Include In-text citations
Use APA Format
.
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In an environment of compliancy laws, regulations, and standards, information technology (IT) departments in organizations must develop comprehensive organizational policies to support compliance. One specific area in which they must develop policies is the governance of fiduciary responsibility. Scenario: As changes occur in compliancy laws, regulations, and standards regularly, IT management of YieldMore has decided to evaluate the governance of fiduciary responsibility within the organization as it pertains to the IT department. Your team has been assigned the task of evaluating how the governance of fiduciary responsibility affects the organization’s risk. Tasks: You are asked to identify the relationship between fiduciary responsibility and organizational risk, and present this information to the IT management of YieldMore.
1. Identify key stakeholders, their roles and responsibilities, and the impact of fiduciary responsibility on each.
2. Determine the relationships among these stakeholders, the relationship between fiduciary responsibility, and organizational risk for each.
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In American politics, people often compare their enemies to Hitler o.docxcharisellington63520
In American politics, people often compare their enemies to Hitler or to the Nazis. Many Democrats compared Trump to a "fascist," and Democrat Alexandria Ocasio-Cortez famously compared child detention facilities to "concentration camps." (Republicans claimed this was an unfair comparison and disrespectful to the real victims of the Holocaust.) On the other hand, Republicans often claim that their Democratic enemies are like Hitler, and often whine that "the Left" is persecuting them similar to how the Nazis persecuted the Jews ("cancel culture" is like the Holocaust, wearing a mask is like wearing a yellow star, etc.). Obviously these are exaggerated, bad comparisons, and are more about scoring political points than teaching history accurately.
But is it
always
wrong and disrespectful to draw comparisons or lessons from the Holocaust? Isn't it possible--while being respectful and acknowledging all the differences that make the Holocaust uniquely horrible--to try to draw lessons from it and prevent anything like it in the future? What comparisons or lessons for the present, if any, can we learn from the Holocaust?
Using specific evidence/examples/comparisons from the primary source you analyzed, please make a specific argument about a lesson or comparison
you might draw from the Holocaust. I'm not interested in your general/vague opinions about politics or Holocaust comparisons. I want you to carefully and respectfully (not politically) draw a lesson from something you learned in your document/film.
.
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In addition to the thread, the student is required to reply to 2 other classmates’ threads. Each reply must be 300 words
American opinion has indeed shaped politic consequences, political interests, and policymaking. Even with little or no interest in policymaking and politics, the assumption of democracy gives the citizens the power to freely air out their issues and give their opinion in matters of political concern. Taking the war in Iraq, it posed a significant economic and political imbalance. However, support from the politicians was negligible. And because a majority of the Americans opposed the war in Iran, they voted for a Democratic congressional candidate. Their opinion played a great deal in making concrete policies in response to the war in Iraq.
Public opinion is a reflection of the citizens’ view on how the government responds to national politics. Political actions are driven by the citizen’s opinion (Erikson, & Tedin, 2015). It sheds light on the outcomes of specific policies and helps the political candidates identify the characters demanded of them by the citizens. Political scholars argued that the perception of old public opinions was changed because of ambiguity and inaccuracy (Dür, 2019). Modern theories came to identify public opinion as either latent or a broad expression. Latent opinions are formed on the spot, while broad expressions are opinions that had earlier been formed and remained stable (Cantril, 2015).
When convincing policymakers, it proves difficult, interest groups may indirectly influence public opinion. They can achieve this through the media, holding rallies, or handing out leaflets to the public (Dür, 2019). Because the citizens have little or no information on policymaking, they can easily be swayed by interest groups. Interest groups can, therefore, successfully source their support from public opinion or not.
Public opinion remains relevant in American politics. Journalists, politicians, and political scientists should focus on getting the public’s opinion on state affairs. In as much as views might differ or change, establishing a common ground will help in policymaking (Dür, 2019). For the war in Iraq, the Democratic gained power over the senate and House. This was greatly influenced by the failure of public support that shifted the pro-Democratic in 2006 and the 2008 elections. Because opinions are not fixed, establishing a connection between public views and political outcomes might be impossible.
References
Berry, J. M., & Wilcox, C. (2015).
The interest group society
. Routledge.
Cantril, H. (2015).
Gauging public opinion
. Princeton University Press.
Dür, A. (2019). How interest groups influence public opinion: Arguments matter more than the sources.
European journal of political research
,
58
(2), 514-535.
Erikson, R. S., & Tedin, K. L. (2015).
American public opinion: Its origins, content, and impact
. Routledge.
.
In addition to reading the Announcements, prepare for this d.docxcharisellington63520
In addition to reading the
Announcements
, prepare for this discussion by reading the
Required Resources
, the
Week Four Instructor Guidance
, and the scenario provided below. In particular, you should review the
Initial Referral to the Multidisciplinary Team form
found on p. 112-113 of your text, the
Child Study Team Referral Form
from week three, and
Part I
of the
Comprehensive Report
found in the
Instructor Guidance
for this week.
Scenario:
In addition to your role on the Child Study Team, you are also a member of the Multidisciplinary Evaluation Team (MDT). This team is preparing to meet because while the Tier Two Interventions have been helpful, Manuel is still struggling with his reading fluency and his writing, and is continuing to fall further behind. The MDT has received the signed and dated formal permission for referral from Manuel's parents and the school psychologist has conducted an academic achievement evaluation as described in your text. One of your roles as the special education inclusion teacher in your school is to translate the results of all the assessments in a way that is understandable to parents, the child, and to the regular education teacher. Another aspect of your role is to write the Initial Referral to the MDT such as the one described on p. 112 of the text. Finally, in your role as the special education inclusion teacher you are tasked with reviewing the results of all the assessments in order to to help the Manuel, his parents and his other teachers to understand the various strategies that are recommended based on his assessment outcomes.
You have reviewed the RTI data collected to date, including the informal observations of Mr, Franklin and Manuel's other teachers and samples of his classroom work, and have compared those data to
Part I of the Comprehensive Report
prepared by the school psychologist. That report is located in the Instructor Guidance for this week. The data paint a compelling and congruent picture of Manuel's current academic functioning. You are now ready to write an Initial Referral for Manuel so that his eligibility for special education services can be determined.
Initial Post:
Review the
Initial Referral to the Multi-Disciplinary Team form
on p. 112 and 113 of your text. Compare the information needed for that form with the
Child Study Team Referral Form
that you filled out last week for Manuel. Explain the different functions of the two documents and state how they are alike and how they are different. Then, explain how you plan to share the data on the Initial Referral to the Multi-Disciplinary Team form in a way that Manuel, his parents, and Mr. Franklin can understand. Be sure to include an explanation for why you are the one sharing this information with them. Include pertinent professional or personal real world examples to illustrate your points.
Text:
Pierangelo, R., & Giuliani, G. A. (2012).
Assessment in special education: A practical a.
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In Act 4 during the trial scene, Bassanio says the following lines:
“Antonio, I am married to a wife
Which [who] is as dear to me as life itself;
But life itself, my wife, and all the world
Are not with me esteemed above your life.
I would lose all, ay sacrifice them all
Here to this devil [Shylock] to deliver [save] you.”
And Portia, who hears these lines (though Bassanio doesn’t know it), says,
“Your wife would give you little thanks for that
If she were [near]by to hear you make the offer.”
(Act 4, scene 1, 281-288
Is Antonio really more important to Bassanio than Portia? Explain why or why not. What do these lines tell us about the value of male friendship vs. marriage in this play? Would Portia be justified in rejecting Bassanio, since later in this scene he gives away the ring she gave him which he swore never to give up? (see Act 3, scene 2, lines 167-185) Your response should be about 200-250 words and should include specific references to lines in the play.
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How is the information discussed in the articles similar or different compared to what you have heard/learned about international/global communication? Especially compared to the chapters from our textbook
Business Writing Today.
Based on the information provided in the articles, what are some rules/conventions do people tend to follow when communicating across cultures and languages?
Which out of the four articles provoked a strong response in you? Did you agree and/or disagree with the author? Why?
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Readings
1. Charles Perrault: Little red riding hood(france)
2.Brothers Grimm: Little red cap(Germany)
3. Paul Delarue Ed: The story of grandmother(france)
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Prior to reading the text, how would you have defined terrorism?
What is your understanding of terrorism now?
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Discuss all of this information with the physician using correct medical terminology.
.
In a minimum of 300 words in APA format.Through the advent o.docxcharisellington63520
In a minimum of 300 words in APA format.
Through the advent of social media, a thing known as "slactivism" has arisen. This is literally activism through social media and, despite such a negative label, researchers are finding that this actually works! Activism through the medium of social media is having a significant impact. This is just ONE example of many of not only a "mass behavior" but can also fit into all 4 categories of social movements. The individuals involved in this mass behavior/social behavior could easily be examined within the lens of the "contagion theory" as well as the "emergent-norm theory."
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1. Describe the post (or post it here), where did you find it, what do the contents involve?
2. Based on the readings from this chapter, what type of social movement are they promoting?
2. What theory of crowd behavior can be applied to this movement? Please expand
3. What Social movement theory can be applied to this movement? Please expand
4. At what stage in the social movement cycle would you place this movement?
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In a hostage crisis, is it ethical for a government to agree to grant a terrorist immunity if he releases the hostages, even though the government has every intention of capturing and prosecuting the terrorist once his hostages are released?
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Smart Metering (e.g., internet device capable of measuring how a company consumes energy, gas or water)
Asset tracking (e.g., efficient location and monitoring of key assets)
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· Explain the causal factors associated with the disorder.
(1) DQ word count 175
Please describe schizophrenia and dissociative identity disorder. How are the two disorders different? Do they have anything in common?
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The Art Pastor's Guide to Sabbath | Steve Thomason
Running Head HUMAN RESOURCE CASE EVALUATION HUMAN RESOURCE .docx
1. Running Head: HUMAN RESOURCE CASE EVALUATION
HUMAN RESOURCE CASE EVALUATION 2
South Wood School District HR Case Evaluation
omitted
HRMN 300 6383
omitted
omitted
20 September 2015
Introduction
According to Delahaye (2015), an interview is a formal
interaction between an employer or their representative and a
potential employee which is characterized by a questioning and
answer session. The purpose of interviews is for the employer to
evaluate the potential employee through the questions. An
interview hence is used by the employer to obtain facts,
opinions and statements that reveal the nature, value and beliefs
of the potential employee (Smith, 2013). This is an important
role for the human resource department in its effort to engage
the most competent and highly skilled person within the various
ranks of the organization (Mello, 2014). Staffing is crucial as it
2. enables an organization to replace vacant arising from new jobs
created, retirement and transfers, resigning or death of some of
the current employees (Boselie, 2014). The South Wood District
School interview panel is composed of the principal, the head of
department, senior teacher, students and the Human Resource
manager. The panel used various interview questions to assess
the candidates.
Advantages and Disadvantages of Interviews
First, interviews help to paint a clearer picture of the employee
through social cues. By considering the intonation, voice and
body language of the interviewee, the panel gets extra
information about the verbal responses of the interviewee
(Mello, 2014). In addition, due to the face to face interaction,
the interviewing panel can get in-depth detail about the
interviewee due to the specifically tailored questions. This
gives insight into impressions, personal experiences, thoughts
and feelings, perceptions and attitudes of the candidate.
Interviews hence give the panel a greater chance to briefly
identify with the respondent (Kehoe & Wright, 2013).
On the other hand interviews have several disadvantages too.
First, the planning of the interview and the interview questions
can suffer complications. Members of the panel have to involve
immense multitasking including keeping eye contact, noting
down responses, and thinking of follow up questions hence the
possibility of missing some information. In addition, the
personal nature of the interview may make it difficult for the
interviewees to present their true-self.
The South Wood District School Case Study
Questions by the School’s Principal
The school’s principal possibly asked the reason the
interviewees applied for the job. This question is aimed at
understanding how the candidate thinks the job offered will help
them in achieving their future goals. The second question was
on the reason behind the decision to take a career in teaching.
The answers to this question vary from the personal love for
children, inspiration by other teachers in their education life as
3. well as the personal love and passion for learning (Wilson,
2014). The source of passion helps to identify how the
employee is likely to undertake their duties. The question on the
contribution to the school development plan, aims at realizing
the positive sides of the candidates’ character (Kehoe & Wright,
2013). The answers to this question can be based on the
previous work experience which has led to many innovations
such as perfect public relations; candidates time flexibility,
hardworking character to ensure things are done efficiently as
well as the ability of the candidate to work in a group.
The question on the strengths and weaknesses aims at confusing
the candidate to give their weak points. This gives insight about
the character of the candidate. The question on the knowledge
about South Wood District School aims at identifying if the
candidate has correct facts and figures about the school. This
aims at identifying if the candidate is well informed about the
school.
Questions by the Senior Teacher
The senior teacher may have asked about the successful
teaching methods that the interviewee used in the past. This
question aims at discovering the various teaching methods the
candidate has successfully used to teach in the past such as the
lecture, guided and demonstration performance methods (Smith,
2013). The question on the subjects that one enjoys teaching is
meant to identify their preferred subject of choice. The
candidate should give true information about the subjects they
love to teach (Smith, 2013).
On the question about the technology used in the past to
enhance the teaching experience, the senior teacher hopes to
identify if the candidate is familiar with various technological
methods such as the power point teaching presentations, online
classroom activities, web quest activity, online grading system
as well as email submission of class work by the students
methods achieved in the past (Wilson, 2014). On handling a
notorious student in class, the question focuses on how to
4. minimize any chances of disruption from occurring in the
classroom environment and the interviewee’s capability of
reinforcing positive behaviors on the students (Kehoe & Wright,
2013).
Questions by the students
The students possibly asked about the most important
characteristics that a teacher should possess. This question
seeks answers on the passion to teach, excellent communication
skills, as well as the caring attitude of the teacher (Smith,
2013). On how the college life and previous experiences with
students has prepared the interviewee for the teaching career,
the focus is to narrow down on the skills gained previously in
the teaching career as well as in the college life (Kehoe &
Wright, 2013).
The question on how one would offer a helping hand to the
students who find the subject challenging aims at identifying
the various strategies that the interviewee would use to ensure
that any student encountering problems in their subject is taken
care of (Smith, 2013). The final question by the students is on
how the candidate would create a conducive classroom
environment. This question aims at identifying if the
interviewee acknowledges the importance of relating well with
the students while teaching (Busher & Saran, 2013). The
candidate hence is expected to bring the concept of engaging
the student on board.
Questions by the Human Resource Manager
The human resource manager asked the question on the where
the candidate’s career plans in five years’ time. This aims to
identify if the candidate has great passion for teaching career
life (Kehoe & Wright, 2013). A possible answer could be to
increase the total number of students getting top level grade. By
asking on the kind of support the candidate would like to be
offered by South Wood, the interviewer expects the candidate to
give out the actual personal facts that they would need in order
to have a smooth teaching experience in the institution (Mello,
2014). By asking the candidate about the contributions they
5. hope to make to the school, the HR manager aimed to gather
vital information about the applicant regarding how they value
the South Wood District School South Wood District School
community.
Additional questions by the HR officer and the principal
Based on the case study clearly, the following additional
questions need to have been asked by the HR officer and the
principal:
What can you do for us that other candidates cannot do? This
would help identify any possible traits that a candidate may
have that would make them a preferred choice. Another question
would be; what is your professional highest achievement? This
would identify if the candidate has had remarkable commitment
to their career. In addition, it would have been appropriate to
ask, what are you looking for in this new position? This would
help to identify the personal expectations of the candidate and
their goals during their tenure in the organization (Wilson,
2014). This may go along with the question on their expected
salary and other package benefits. The panel would also have
asked what type of environment the candidate prefers. This
would identify the compatibility and adoptability of the
candidate to the institutions working conditions. Finally, they
would have asked; why should we hire you? This question
enables the candidate to justify their case with information that
the other questions might have overlooked regarding the
suitability to the position.
Conclusion
The South Wood District School case study shows that the
school uses sufficient interview questions to recruit new
members of staff. Through the experienced team of panelist, the
institution offers sufficient formal interview. The interviewing
panel has to make the candidate to feel very comfortable,
without compromising the goal of the process which is accurate
cross-examination. The panel must also be prepared how to
respond to any contingency during the probing process.
6. References
Boselie, P. (2014). Strategic human resource management: A
balanced approach. Tata McGraw-Hill Education.
Busher, H., & Saran, R. (2013). Managing teachers as
professionals in schools. Routledge.
Delahaye, B. (2015). Human resource development. Tilde
Publishing.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-
performance human resource practices on employees’ attitudes
and behaviors. Journal of Management, 39(2), 366-391.
Mello, J. (2014). Strategic human resource management.
Cengage Learning.
Smith, R. (2013). Human Resources Administration: A school
based perspective. Routledge.
Wilson, J. P. (2014). International human resource
development: Learning, education and training for individuals
and organizations. Development and Learning in Organizations,
28(2).
Southwood School: A Case Study
in Recruitment and Selection
By Fiona L. Robson
STAFFING MANAGEMENT
STUDENT WORKBOOK
Project team
8. Southwood School: A Case Study
in Recruitment and Selection
Purpose
This case helps you understand the complexities involved in
effective recruitment and
selection.
This fi ctionalized case study is based on a real organization.
The case is set in a
school, but many of the issues are the same across different
countries and sectors.
The author of this case was the HR manager in the organization.
Setting
Industry: UK public sector, education (a mixed comprehensive
secondary school).
Size: The annual revenue of the organization is more than £1
million,
but it is a government-funded, nonprofi t organization.
Staff Size: 120 employees (80 teaching and 40 non-teaching).
Student Body: More than 800 students aged 13-18.
Learning Objectives
By the end of this case, you will learn to:
Articulate why recruitment and selection is important to
Explain the importance of equal opportunity and how this
throughout training for employees involved in recruitment and
10. this publication one
time, and interested candidates were instructed to contact the
school to request an
application package.
The application package included the following information:
Additional information was sometimes enclosed, but this
depended on the
department head advertising the vacancy. Additional
information could include:
Examples of departmental projects (e.g., the head of the French
included information about student exchanges and visits to
France that students
and faculty had taken).
A copy of the school development plan for the next three years.
Other schools in the area also used TES for recruitment, but in
addition, they
placed advertisements in a local newspaper and on a web site
for teaching vacancies.
Some schools even launched a page on their school web site to
enable candidates to
download all of the application information.
12. depending on how many
applications had been received. The days normally followed the
following agenda:
9: 00 Welcome from the principal.
9:30 Tour of the campus.
10: 00 Informal interviews lasting approximately 20 minutes per
candidate.
11:30 Lunch in the staff canteen.
12:30 Formal interviews lasting approximately 30 minutes per
candidate.
2:30 Panel convenes to make decision.
3: 00 Panel contacts the successful candidate and offers him or
her the position.
The agenda shows that the organization relied on two selection
methods for all of
their teaching vacancies—an informal and formal interview. The
fi rst (informal)
interview was led by the principal and an administrator; this
was used to learn basic
information about the candidate and to review the information
on the application
form. The second interview was more detailed and explored a
wide range of issues
with the candidates.
The panel consisted of the following staff members:
13. Due to time constraints, panel members were usually unable to
meet in advance, so
they developed their interview questions independently.
Although the principal chaired the interviews, they were rarely
carried out in the
same manner and there was not a high level of consistency with
the questions. No
formal scoring system was used. At the end of the interviews,
there was a panel vote
to see which candidate should be offered the job. This often led
to a heated debate
about candidate strengths and weaknesses.
Candidates usually remained at the school until a decision was
reached so they could
be informed personally of the outcome. If they were unable to
wait for the outcome,
they were phoned later that day with the decision. Unsuccessful
candidates received
some brief verbal feedback, but were not asked for comments on
their interview
experience. Unsuccessful candidates would sometimes contact
the school and ask for
further written feedback; this was usually provided by the
principal.
HR Manager’s Review of the School’s Recruitment and
Selection Methods
15. with
other organizations.
Candidates were being hired on the basis of a good interview.
and ability was unknown.
Staff on the interview panels had not been trained, and in the
potentially discriminatory questions.
There was little chance of internal promotions because career
focus within the school or encouraged within the recruitment
and selection policy.
Lack of an objective scoring system resulted in complaints from
unsuc
candidates who did not understand why they did not get the job.
Part II
Improving the Recruitment Methods
The HR manager continued to advertise teaching jobs in TES in
line with local
and national competitors, but re-designed the standard layout
and content of
advertisements to be more engaging and informative. In the
future, advertisements
for all teaching jobs will also be placed in the local newspaper
which has a weekly
jobs supplement and high readership in the area.
The school had a strong IT team, and they were consulted about
the best ways to
use technology as a recruitment method. They designed a simple
17. the school’s web site and through e-mailed requests for
application packages.
Candidate diversity was higher than in previous recruitment
The number of people who applied for a job after requesting
increased.
There was positive feedback about the quality and quantity of
provided to candidates.
More than 75 percent of unsuccessful candidates said they
position at Southwood, indicating that the school had made a
positive fi rst
impression. This also suggests that candidates thought that the
selection methods
were fair and transparent. Feedback also indicated that
candidates enjoyed talking
to both staff and students and that this, combined with the
school’s plan for future
development, had left positive impressions.
Enhancing Selection Methods
The school had relied on interviews as their sole selection
method. The HR manager
and principal did not think that this method was suffi cient. It
was decided that
all candidates for teaching vacancies should deliver a brief
teaching session while
being observed by a senior teacher. Teaching observation
sessions enabled the senior
18. teacher to assess the following knowledge and skills:
Innovation in teaching method
Candidates were informed in advance to prepare a 20-minute
teaching session.
At the end of the sessions, the observer gave comments and
ratings to the main
interview panel. The ratings system involved the observer’s
ratings in the six areas
shown (1 being the minimum and 10 being the maximum
number of points).
Observers were also asked to give examples (where possible) to
justify their score.
Following discussions with stakeholders (including the student
council) it was
decided that students should have input into the selection
process. To achieve this,
student interview panels were added to the selection process.
Students on the interview panels were selected by the relevant
department head.
After training to ensure they did not ask infl ammatory or
discriminatory questions,
21. Southwood School
eastwest Street
London
UK
[email protected]
VACANCY FOR TEACHER OF FRENCH
Southwood School is seeking a French teacher to join us in
September. You
should be a dedicated and enthusiastic teacher who has previous
experience
teaching students aged 11-18 years old. You will be joining our
hardworking and
committed team at this successful school.
You should possess the following skills:
Ability to encou
The successful candidate will:
Application can be obtained through an e-mail request to the
school e-mail
address shown above.
Recruitment Advertisement
24. 11:45 a.m. – 12:45 p.m.
Individual interviews with
principal
Principal’s offi ce Principal and HR manager
12:45 – 1:30 p.m. Lunch School cafeteria
1:30 – 3: 00 p.m. Staff panel interviews Offi ce 201
Deputy principal,
department head, teacher
from department, and HR
manager
3: 00 – 4:30 p.m. Student panel interviews Classroom 104 Four
students
4:30 – 5: 00 p.m. Q & A session Principal’s offi ce Principal
and HR manager
*Candidates are required to deliver a 20-minute teaching
session. Full details are
provided to the candidate including the following information:
The nu
The topic of the session they will teach and the learning
met.
List of resources that are available (e.g., computers, projector).
26. Questions asked by teachers on an interview panel:
What innovative teaching methods have you used successfully
Which subjects do you enjoy teaching a) the most and b) the
How would you deal with disruptive students in the classroom?
Give an example of how you use technology to enhance your
Questions asked by the HR manager:
What training and development opportunities have you taken
What are your career plans for the next a) fi ve years and b) ten
What support would you like Southwood to provide if your
successful?
Questions asked by students:
What do you think the most important characteristics of an
How would you support students who fi nd your subject diffi
How would you create a fun learning environment in the
29. Yes ❑ No ❑ (If yes, please provide details on a separate sheet.)
4. Please confi rm your contact information and relationship
with the candidate:
Your name:
Your position:
Your organization:
How do you know the candidate?
Please return this completed form by e-mail to [email protected]
Reference Details
SHrm members can download this case study and many others
free of charge at www.shrm.org/hreducation/cases.asp.
If you are not a SHrm member and would like to become one,
please visit www.shrm.org/join.
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