...arts Play and creative arts are important aspects of children’s learning that are being used in kindergartens. This action research project explores the using of play and creative arts in a kindergarten classroom. The purpose of this study is to evaluate and analyze how play and creative arts activities enhance and support children’s learning in literacy and numeracy lessons. Qualitative methods were used to gain data that reflect on the implementation of play and creative arts strategies and activities in teaching and the interpretation collected from participants. The three types of tools that used to collect data are observations, interviews and a reflective journal to ensure validity of results. After analyzing the data, two interrelated themes emerged. The first theme highlights the benefits of play and creative arts in early childhood. The second theme shows the benefits of using them can support literacy and numeracy development. Consequently play and creative arts seems to promote development in children’s learning processes and they also offer the learners’ confidence in their learning. To conclude, this study shows that play and creative arts may have positive effect in improving the children’s overall performance and attitudes. Play and creative arts are important aspects of children’s learning that are being used in kindergartens. This action research project explores the using of play and creative arts in a kindergarten classroom. The purpose of this study is to evaluate...
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...Notes: * Planned change as a cyclic process * Research = guide to action * Action = Information = Research * Process requires considerable collaboration among interested parties * Problem focused change * Heavy emphasis on data gathering and diagnosis prior to action planning and implementation… and evaluation of results after action * Two focus areas * Help specific organizations implement planned change * Developing more general knowledge that can be applied to other settings * Main application is on planned change * Eight Steps 1. Problem identification * When problem(s) identified from higher level * Who is defining the problem? Is this the real problem? * What are the intentions behind the defined problem? * Who are the players? * What do they get out of the change project? * Is it genuine, political, or filler? 2. Consultation with Behavioural science expert * Appraisal of beliefs, assumptions, values to create understanding and level playing field * How do you identify/define competence of the OB expert? * How is alignment between OB expert and Business achieved? * Time requirements/limits to understand influences, positive and negative 3. Data gathering and preliminary diagnosis * Usually completed by OD practitioner * Gathering appropriate information and analysis ...
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...Action research has been recognized for its breadth as a field of research practice and its depth as a discourse of theoretical insight. It does not have one neat, widely accepted definition. Points to some reasons for the difficulty of formulating a generally accepted definition of action research, and argues why action research should not be confined but should be both clarified for communication and open for development. The discussion stems from a working definition developed with participants in an international symposium that serves as a classic definition of action research. Presents several alternative approaches to resolution and argues for a judicious mix of pragmatism and flexibility in approaching the definition issue. Why keep a diary? * To keep a detailed history of your research process as it unfolds; * To track the development of your research skills and understanding; * To provide a context for reflecting on your research and the problems it throws up; * To enable you to have an overview of progress over a period of time; * To provide a reference point for what happened when in the process. Some overarching principles on the reflective process The reflective cycle is a learning cycle. In this cycle, we start with an event or experience. We note what happened, how we reacted to it, establish what we have learned, and consider what we might take away from that learning and apply in the research process. You can keep the...
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...Action research is a practical approach to professional inquiry in any social situation (Dr Stephen Waters-Adams, Faculty of Education, University of Plymouth, 2006). It is a self-study, insider research undertaken by the practitioners themselves – those who carry out their professional practice. It is essentially a research on action. According to Carr and Kemmis (1986), action research is about the improvement of practice, of the understanding of practice, and of the situation in which practice takes place. Action research is systematic and rigorous and involves gathering of evidence about practice – it can be used in different situations and professional fields, for instance in medicine or social services. In education, action research...
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...A Practical Guide to ACTION RESEARCH for Literacy Educators Written by Glenda Nugent, Sakil Malik, and Sandra Hollingsworth With support from the International Reading Association, Nokia Corporation, and Pearson Foundation Contributor/Editor: Amy Pallangyo A Practical Guide to Action Research for Literacy Educators Authors: Glenda Nugent, Sakil Malik, and Sandra Hollingsworth Contributor/Editor: Amy Pallangyo Copy Editor: John Micklos, Jr. Design/Layout: Precision Arts Cover Photo Credits (clockwise from top): Linda Ulqini, Sakil Malik, and Jennifer Bowser Published with support from the International Reading Association, Nokia Corporation, and Pearson Foundation Copyright ©2012 by the Global Operations Unit, International Reading Association, 444 N. Capitol St., Suite 640, Washington, DC 2001, USA. All rights reserved. We welcome educators throughout the world to freely use and disseminate, with proper attribution, the materials in this guidebook. This is a work in progress, and we welcome constructive ideas and literacy-related Action Research examples from classrooms around the world for subsequent revisions. All communications should be sent to Sakil Malik, Director of Global Affairs, International Reading Association, at smalik@reading.org or sakil.malik@gmail.com. ISBN: 978-0-9882349-0-1 Dedication To all teachers worldwide working to advance literacy in the classroom...
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...Affirmative Action: Is it still needed in Today’s World? Table of Contents Abstract ……………………………………………………………………………………….3 What is Affirmative Action ………………………………………………………………….. 3-4 History of Affirmative Action ………………………………………………………………...4-6 Legal History of Affirmative Action ………………………………………………………….6-8 The People for Affirmative Action ……………………………………………………………8-9 The People against Affirmative Action ……………………………………………………...10 The Benefits of Affirmative Action ………………………………………………………….10-12 The Cons of Affirmative Action ……………………………………………………………..12-14 Conclusion (My Opinion) ……………………………………………………………………14-15 References ……………………………………………………………………………………16 Abstract Affirmative action has been the topic of some debate because people wonder if it has outlived its usefulness. It is a very controversial topic. This paper will address this issue, is affirmative action still needed in today’s world? This paper will tell what affirmative action is, the history, the legal history of it, the people for it, the people against it, the benefits of affirmative action, the cons of affirmative action, and finally how I feel about affirmative action What is Affirmative Action? Affirmative action is only applied to those who have 15 or more employees, or a government contract of fifty or more employees or a contract over $50,000. The following summary describes affirmative action: Born of the civil rights movement three decades...
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...NEEDS FOR ACTION RESEARCH IN AGRICULTURAL EXTENSION ABSTRACT Agricultural extension professionals lag behind their counterparts in research and training institutions with regard to conducting research and generating new knowledge. This is mainly because conventional research methods are not appropriate for field practitioners whose main preoccupation is improving livelihoods of farming communities. However the success of field extensionists depends on their ability to identify and exploit opportunities for improvement. Therefore, they need research methods and approaches that enable them to generate reliable data and information which they can use to solve farmers' problems. Given that the role of extension is basically to ensure that farmers have appropriate knowledge and skills, there is need to continuously find out whether farmers indeed have appropriate knowledge and skills. There is need to find out whether farmers apply appropriate knowledge and skills and reasons why they may not be applying appropriate knowledge and skills. Based on the findings, the extensionists will be able to identify the action required to improve upon the existing situation. This calls for knowledge and skills in action oriented research. This paper provides simple, easy to follow, step-by-step guidelines which should be suitable for many situations in extension research - whether one is researching adoption of an enterprise, an extension approach or the functioning of a farmer organization. ...
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...Action vs. Traditional Research Marissa Burchette EDD/581 July 2, 2013 Sherri Gelbard Action vs. Traditional Research The purpose of this paper is to define action and traditional research and describe uses for each. The author will also compare and contrast the differences between action and traditional research. Examples of how action research is used in the classroom or work environment will be discussed. According to Ncrel.org (n.d.), action research is inquiry in the context of focused efforts to improve the quality of an organization and its performance. The results are evaluated to help improve the current situations or practice. The research is conducted either by individuals or in teams often called as collaborative inquiry. Data from different sources are gathered and evaluated in order to see how improvements can be incorporated within the research and applied for future use. Action research is learning by doing, basically identifying a problem, resolving it, and depending how the results was and if not satisfied, re-evaluate. Action research deals with solving real problems and is used in real rather than experimental situations. It is used because a change needs to be implemented, but are not sure how it approach it successfully. The process entails self-study; to increase awareness by focusing on the intentions, methods, or wanted result of the research. Action research has the capability of producing quality improvements in schools. This gives instructors...
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...complex problems arose and conflicting views increased. Thus, a system with defined hierarchy was put in place. Tools and techniques were added to quantify and give precise results. Then, came the quality, where figures let alone, where not able to justify the wholesome result. Through constant additions and evolution of the basic system, comes research. Not just to solve problems but also get results, feedback and improvisation for further growth and its implications and to a certain extent avoid potential issues. “Research is formalized curiosity. It is poking and prying with a purpose” - Zora Neale Hurston In layman’s terms, Action research is to find a stone in shoe and intervene to remove the shoe, and perhaps adapt to a new path to avoid further stones. Action research is usually undertaken in schools, academic institutions and learning centres. “Action research is a process of systematic inquiry that seeks to improve social issues affecting the lives of everyday people” (Hine, G. S. C., 2013; Bogdan & Bilken, 1992; Lewin, 1938; 1946; Stringer, 2008). The first step to conduct action research is Needs Analysis/ Preliminary research for the stone in my shoe. It is done to confirm that there is a need, whether of correction, change or improvement, comes in later step. I...
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...EDU 675 Week 1 Assignment Action Research Consent NEW To Buy This material Click below link http://www.uoptutors.com/edu-675-new/edu-675-week-1-assignment-action-research-consent-new Obtaining Informed Consent Mills (2014) states, “The role of ethics in action research can be considered in terms of how each of us treats the individuals with whom we interact at our school setting…” (p. 38). As such, the participants must be informed of the nature of the research that is to involve them. Additional and important components of ethical considerations of action research are freedom from harm, anonymity, and confidentiality. Typically, the process of obtaining Institutional Review Board (IRB) approval is required for action research as well as other types of research in the field of education for the purpose of protecting human research participants (Brydon-Miller & Greenwood, 2006). However, IRB approval for your action research project conducted in this class only will not be required since the consent form will be used. The process of obtaining permission by the participant and submitting a completed Consent Form is pivotal to the continuation of this research project and in the successful completion of this course. Some students received approval for the Informed Consent process from your EDU671 Instructor. If this is the case, please submit the approved Informed Consent document only. If you have had a change to your organization, research, or parties, you are required...
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...EDU 675 Week 1 Assignment Action Research Consent NEW To Buy This material Click below link http://www.uoptutors.com/edu-675-new/edu-675-week-1-assignment-action-research-consent-new Obtaining Informed Consent Mills (2014) states, “The role of ethics in action research can be considered in terms of how each of us treats the individuals with whom we interact at our school setting…” (p. 38). As such, the participants must be informed of the nature of the research that is to involve them. Additional and important components of ethical considerations of action research are freedom from harm, anonymity, and confidentiality. Typically, the process of obtaining Institutional Review Board (IRB) approval is required for action research as well as other types of research in the field of education for the purpose of protecting human research participants (Brydon-Miller & Greenwood, 2006). However, IRB approval for your action research project conducted in this class only will not be required since the consent form will be used. The process of obtaining permission by the participant and submitting a completed Consent Form is pivotal to the continuation of this research project and in the successful completion of this course. Some students received approval for the Informed Consent process from your EDU671 Instructor. If this is the case, please submit the approved Informed Consent document only. If you have had a change to your organization, research, or parties, you are required...
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...15 Organizational Change LEARNING OBJECTIVES After reading this chapter, you should be able to: 1. Describe the elements of Lewin’s force field analysis model. 2. Outline six reasons why people resist organizational change. 3. Discuss six strategies for minimizing resistance to change. 4. Outline the conditions for effectively diffusing change from a pilot project. 5. Describe the action research approach to organizational change. 6. Outline the “Four-D” model of appreciative inquiry and explain how this approach differs from action research. 7. Explain how parallel learning structures assist the change process. 8. Discuss three ethical issues in organizational change. 444 Part Four Organizational Processes Umpqua Bank’s transformation from a sleepy community bank to a regional leader illustrates many of the strategies and practices necessary to successfully change organizations. It reveals how CEO Ray Davis created an urgency to change, minimized resistance to change, built the new model from a pilot project that was later diffused throughout the organization, and introduced systems and structures that reinforced employee behaviors consistent with the new banking model and company culture. Although Umpqua’s transformation sounds as though it was a smooth transition, most organizational change is messy, requiring considerable leadership effort and vigilance. As we will describe throughout this chapter, the challenge of change is not so much in deciding which...
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...human behavior in efforts to modify individual and group behavior to increase organizational efficiency and performance. The objective of this paper is to examine organizational development by providing an explanation of the process followed by identifying the theories associated with organizational development. In addition, the paper will illustrate which specific conditions are necessary for successful organizational change and development. Close assessment of the objective will lead to a clear understanding of the bond between organizational development and organizational psychology. Process of Organizational Development Organizational development is the systematic process to implement planned and effective change using technologies, research, theories, and behavioral science in effort to promote change that will “improve” the performance and overall health of an organization. More specifically, “organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges”(University of Virginia Leadership Development Center, n.d., ¶ 1). The primary step in the process of organizational development is for the organization to do a self-reflection of its current state, and then plan on what specific interventions they wish to apply to make changes. The next step is to hire an organizational-development consultant to help in the intervention process;...
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...1.) Dave Keller is faced with two problem areas at NOGO Railroad Company that has affected the company as a whole. The reduction of current employee expenses necessary to run the day to day operation, and the improving attitude of the employees to except the necessary changes to increase productivity and the continued growth of NOGO Railroad Company. With the current operation system at NOGO Railroad Company, the threat of layoffs could be in the near future. 2.) Dave Keller doesn’t seem to be receiving any backing from management to help him solve the current problems in his department at NOGO Railroad Company. David doesn’t have the authority to make such changes. He is missing the motivational force of his manager and the company owner to implement these changes. The current issue he is faced with has been ongoing and has not been handled by the previous manager. Currently at NOGO Railroad Company low morale has also been an issue. Most employees don’t feel that have to do extra work, so other employees are overworked. 3.) What needs to change is reduce crushing employee expenses, and improve the attitude of employees to accept necessary changes. 4.) I would start with training and development programs: adequate training must be provided to all the employees to ensure that there is smooth functioning of operations. Human resource planning and forecasting: HR planning will ensure that right number of people are available in the organization at the right time Proper...
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...History of Organizational Development Organizational Development A collection of planned interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being. OD Values: 1. Respect for people 2. Trust and support 3. Power equalization 4. Confrontation 5. Participation History of OD Relatively new field of study – 50’s & 60’s No unifying theory – just models of practice Emerged from study of group dynamics & planned change. Late 40’s T-groups – training groups, behavioral skills and individual insight into problem solving Kurt Lewin at MIT – RCGD, Teachers College/Columbia Four Trunk Stems of OD Laboratory Training Survey research and Feedback Action Research Sociotechnical Approaches How does OD Work? Lewin’s 3 Phase OD Model UNFREEZING Resistance to change lessened, need for change created (Equilibrium disturbed) MOVING From old behaviour to the new (Changes) REFREEZING Change made permanent Laboratory Training NTL – Nat’l Training Laboratory T-Group L-Group RCGD Other universities set up training labs Invention of flip chart Next 10 years were tough – frustration at inability to transfer NTL to real world – began to train teams. Major Contributors Kurt Lewin (T-Group) Kenneth Benne, Leland Bradford and Ronald Lippitt.(L-Group) Chris Argyris 1957, Yale, First to conduct team building sessions with CEO’s. Douglas McGregor...
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