...S ARAH B ROWN W ESSLING 2010 N ATIONAL T EACHER OF THE Y EAR M A K I N G A D I F F E R E N C E – S H A P I N G T H E F U T U R E SARAH BROWN WESSLING 2010 Iowa Teacher of the Year Johnston High School Johnston, IA School profile: Students in district: Students in building: Suburban 5700 1250 Teaching area: Teaching level: Years in teaching: Years in present position: 2010 National Teacher of the Year Sarah Brown Wessling English 10 - 12 11 10 Page 1 II. Educational History and Professional Development Activities: DEEPENING THE LAYERS ACADEMIC BACKGROUND Iowa State University, Ames, Iowa. Master of Arts, August, 2003. • MAJOR: English. Specialization: Literature. • THESIS TITLE: Using Literary Theory in an Advanced Placement English Classroom. • AWARDS: o Excellence in Research for Master's thesis, 2003. o Albert Walker Excellence in English Award, 2003. o Critical Writing Award (for critical scholarship), 2003. Iowa State University, Ames, Iowa. Bachelor of Arts, Graduated with distinction, May 1998. • MAJOR: English Education. • Honors: o Phi Beta Kappa Liberal Arts and Sciences Honor Society, 1998. o Mortar Board Honor Society, VICE PRESIDENT, 1997-1998. o Phi Kappa Phi International Honor Society, 1997-1998. o Kappa Delta Pi, FOUNDATION REPRESENTATIVE, 1997-1998. o Golden Key National Honor Society, 1996-1998. o Dean's List: 1995-1998. EMPLOYMENT HISTORY Johnston Community School District, Johnston...
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...Benjamin Franklin David Duron AP Psychology 5th Hour Mr. Compton April 12, 2013 Benjamin Franklin was a very astonishing man who accomplished many things not only for America as a politician and Founding Father, but for all of humanity. Our father of electricity is known and remembered for many things, poet, for being and inventor, a mediator, and probably best known for flying a kite with a key tied on during a lightning storm. Franklin was the son of a Bostonian soap boiler, born on January 17, 1706 the eighth child of ten. His parents were Josiah Franklin, and Abiah Folger Franklin. Abiah franklin was the second wife of Josiah and raised his late wife’s eight, and her own ten children, eighteen total Franklin children. Abiah was born in Nantucket Massachusetts and raised as a Puritan, which had influence on young Benjamin. Not to a lot of other extended information is known about his mother (NSDAR). His father Josiah was born in England in 1657 and migrated to Boston for more religious freedom. Again not too much information is known about his father as well. Josiah had a very influential role in Benjamin’s life. The most noted is that he encouraged all of his children to pursue an honest and worthwhile trade after attaining an education. He was certain that Benjamin was going to be a minister but could only afford two years of schooling (Shmoop). Placed at the Boston Latin School, these two short years made him ten and gave him a heightened need for reading, so...
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...Putting Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes...
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...Management Putting Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems. Previous Professional Practice Series volumes include: ...
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...Change Management Best Practices Guide Five (5 ) key factors common to success in managing organisational change. Table of Contents 1. Scope and Purpose 2. Change Management 2.1 2.2 Overview Why is Managing Change Important? 1 1 1 2 3. Factors Common to Successful Change Management 4. Planning 4.1 4.2 4.3 4.4 Planning Context Clear Vision Document the Case for Change and the Vision Develop Change Plan and Measures 2 3 3 4 5 5 5. Defined Governance 5.1 5.2 5.3 5.4 5.5 Change Governance Steering Committee Change Sponsor Change Agent Work Stream Owners 6 6 7 8 8 9 6. Committed Leadership 6.1 6.2 6.3 Role Visible Support - Setting the Example Continuous Engagement 9 9 10 10 7. Informed Stakeholders 7.1 7.2 7.3 7.4 Communication Context The Purpose of Change Communication Understanding the Audience - Stakeholder Analysis Change Communication Fundamentals 11 11 11 12 13 8. Aligned Workforce 8.1 8.2 8.3 People Impacts Organisational Needs Assessment Workforce Development 15 15 15 16 Appendix One References 17 18 ÃTprÃhqÃQ rà This Change Management Best Practices Guide is designed to give general guidance to public sector bodies undertaking change. It is not intended to be prescriptive nor exhaustive. A ’one-size-fits-all’ approach to managing change is ineffective, as each public sector organisation is different, with its own structure, history, culture and needs, and each change event is different. The characteristics...
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...AMONG COLLEGE STUDENTS AT ST. JOSEPH’SCOLLEGE, QUEZON CITY An undergraduate thesis Presented to the Faculty of The Departments of Arts and Sciences St. Joseph’s College Quezon City In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in Psychology By: ZHOU HUIJUAN March, 2009 RECOMMENDATION This Thesis entitled The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City. Submitted by Zhou, Huijuan has been examined and found satisfactory and is hereby recommended for ORAL DEFENSE. Ms. Mildred L. Lazo Thesis Adviser APPROVAL SHEET In Partial fulfillment of the requirements fro the degree of Bachelor of Science in Psychology, this thesis entitled “The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City” was prepared and submitted to the College of Arts and Science by Zhou, Huijuan. Approved by the committee on Oral Defense on March 8, 2009 with a grade of passed. Mrs. Nelia G. Prieto Chair, Liberal Arts Ms. Mildred Lazo Panel Member Mr. Francisco Lambojon Panel Member Accepted in partial fulfillment of the degree of Bachelor of Sciences Major in Psychology. Sr. Josephini P. Ambatali, SFIC Dean Acknowledgement This work would not have been possible without the presence and contribution of many valued individuals. Through this limited paper, I wish to express my endless, sincerest and eternal gratitude to all of...
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...PERFORMANCE AMONG COLLEGE STUDENTS AT ST. JOSEPH’SCOLLEGE, QUEZON CITY An undergraduate thesis Presented to the Faculty of The Departments of Arts and Sciences St. Joseph’s College Quezon City In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in Psychology By: ZHOU HUIJUAN March, 2009 RECOMMENDATION This Thesis entitled The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City. Submitted by Zhou, Huijuan has been examined and found satisfactory and is hereby recommended for ORAL DEFENSE. Ms. Mildred L. Lazo Thesis Adviser APPROVAL SHEET In Partial fulfillment of the requirements fro the degree of Bachelor of Science in Psychology, this thesis entitled “The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City” was prepared and submitted to the College of Arts and Science by Zhou, Huijuan. Approved by the committee on Oral Defense on March 8, 2009 with a grade of passed. Mrs. Nelia G. Prieto Chair, Liberal Arts Ms. Mildred Lazo Panel Member Mr. Francisco Lambojon Panel Member Accepted in partial fulfillment of the degree of Bachelor of Sciences Major in Psychology. Sr. Josephini P. Ambatali, SFIC Dean Acknowledgement This work would not have been possible without the presence and contribution of many valued individuals. Through this limited paper, I wish to express my endless, sincerest and eternal gratitude to all of you. To God Almighty...
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...running Fancy Footwear. 11 LO3. More Than a Pay Cheque. 13 3.1 Leadership in the company affecting the motivational level of Gibson? 13 3.2 Maslow’s Motivator-Hygiene affecting theory Gibson’s motivation. 14 3.3 Why ‘motivation’ of employees is so important for managers. 16 LO4. Teams at Thompson RV Wholesale Supply and Distribution Company. 17 4.1 Has Alan understood the behaviour of his groups? 17 4.2 Important factors to develop effective teamwork in the company. 19 4.3 Team types for Alan to consider. 21 Bibliography 23 Introduction Organizational Behaviour is a modern discipline that focuses on the behavioural aspects of management. Field of an organizational behaviour draws from a wide interdisciplinary basis - from psychology, sociology, anthropology, economics and medicine. The representatives of this subject take a holistic view of behaviour, applying it to individual processes, groups and organizations. Important issues here are: job satisfaction, stress, motivation, individual differences, personality traits, attitudes, leadership, group dynamics, organizational politics, interpersonal conflict, and the structure and organization chart. This approach has changed the way of thinking of managers; they treat workers not only as a tool, but as a valuable resource. The complexity makes it difficult to maintain an individual's...
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...ENCOUNTERING SOCIAL CLASS DIFFERENCES AT WORK: HOW “CLASS WORK” PERPETUATES INEQUALITY Using a microsociological lens, we develop a theoretical framework that explains how social class distinctions are sustained within organizations. In particular, we intro- duce the concept of “class work” and explicate the cognitions and practices that members of different classes engage in when they come in contact with each other in cross-class encounters. We also elucidate how class work perpetuates inequality, as well as the consequences of class work on organizations and those at the lower end of the organizational hierarchy. By examining microlevel interactions and how they become institutionalized within organizations as prevailing rules and practices, we contribute to both institutional theory and the sociology of social class differences. We encourage future research on social class and discuss some of the challenges inher- ent in conducting it. Several contemporary developments—includ- ing the financial crisis of 2008 (Rajan, 2010), the shrinking of the middle class (Leicht & Fitzger- ald, 2007), and the rise of the “new poor” in America (Cohen, 2010)— have reinjected the is- sue of social class differences and inequality (Stiglitz, 2012) into contemporary discourse. Within organization studies, however, social class has received only scant consideration (cf. Castilla & Benard, 2010; Dacin, Munir, & Tracey, 2010; Scully & Blake-Beard, 2006). While two re- cent exceptions...
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...Copyright © 2013 by McGraw-Hill Education. All rights reserved. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. ISBN: 978-0-07-180360-1 MHID: 0-07-180360-2 The material in this eBook also appears in the print version of this title: ISBN: 978-0-07-180359-5, MHID: 0-07180359-9. E-book conversion by Codemantra Version 1.0 All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill Education eBooks are available at special quantity discounts to use as premiums and sales promotions or for use in corporate training programs. To contact a representative please visit the Contact Us page at www.mhprofessional.com. Trademarks: McGraw-Hill Education, the McGraw-Hill Education logo, 5 Steps to a 5 and related trade dress are trademarks or registered trademarks of McGraw-Hill Education and/or its affiliates in the United States and other countries and may not be used without written permission. All other trademarks are the property...
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...Vol. 14 Nº 27 Ben Tran: Green Management: The reality of Being Green in Business 21 GREEN MANAGEMENT: THE REALITY OF BEING GREEN IN BUSINESS GESTIÓN VERDE: LA REALIDAD DE LA SOSTENIBILIDAD ECOLÓGICA EN LA GESTIÓN GERENCIAL Ben Tran1 ABSTRACT Green management and going green are not as clear cut and easy as hyped by the general media. While going ecologically green is indeed beneficial and appropriate, the process and procedure of becoming green is anything but easy. Firstly, turning green is largely not a legal requirement, but a voluntary process. Thus, even though LEED (which is by far the more publicly known green certification standard) governs the certification of the green management effort, it is not a compulsory condition for practitioners to go green. Secondly, even with the encouragement of incentives to comply, practitioners are skeptical in becoming green due to: (a) a lack of true understanding of the benefit of ecologically friendly procedures (the practice of profits versus the theory of benefits); (b) lack of short term gain in life cycle costing (practitioners want instant incentives); and (c) mostly, because it is not a legal requirement for the vast majority of municipalities. Keywords: Green management, green business practices, barriers toward green management, encouragement & incentives for green management, LEED Certification. RESUMEN La gestión ambiental sostenible y el tornarse ecológico no es tan claro ni factible como lo pregona la prensa. Mientras...
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...TENNIS RECOVERY A Comprehensive Review of the Research Editors: Mark S. Kovacs, PhD Todd S. Ellenbecker, DPT W. Ben Kibler, MD A United States Tennis Association Sport Science Committee Project Tennis Recovery: A Comprehensive Review of the Research Copyright © 2010 United States Tennis Association Inc. ISBN 978-0-692-00528-6 Editors: Mark S. Kovacs, Todd S. Ellenbecker, W. Ben Kibler TENNIS RECOVERY A Comprehensive Review of the Research A United States Tennis Association Sport Science Committee Project Editors: Mark S. Kovacs, PhD Todd S. Ellenbecker, DPT W. Ben Kibler, MD Introduction In the last two decades, physical training and competitive opportunities have increased dramatically in junior, collegiate and professional tennis. This arose due to a multitude of factors, but much of it has stemmed from an increase in knowledge and understanding of scientifically based training programs focused on improving performance. As this focus on performance has increased, the area of recovery has received relatively limited focus. Recovery is a multi-faceted paradigm focusing on recovery from training—session to session, day to day and week to week. Recovery is also vitally important during training as well as in competition between matches and between days during multi-day tournaments. As more information is needed in the area of tennis specific recovery, the Sport Science Committee of the United States Tennis Association (USTA) sponsored an extensive evidence-based...
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...ADMS 4495 Midterm Notes Chapter 1: A work team is an interdependent collection of individuals who share responsibility for specific outcomes for their organizations. A team is a group of people with respect to information, resources and skills who seek to combine efforts to achieve a common goal. It has 5 characteristics: 1. Shared Goal 2. Interdependence- members cannot achieve goals by themselves. To meet goals you must rely on other members. 3. Bounded- identifiable membership (know who’s on the team). 4. Stability- teams work together for a meaningful length of time. (Tenure). 5. Authority to manage own work and internal processes. Teams operate in larger social system context. (Larger organization) A working group by contrast, consists of people who learn from one another and share ideas but are not interdependent in an important fashion and are not working towards a shared goal. Help others but maintain the goal of achieving independent goals. 4 Challenges proving importance of teams: 1. Customer Service- Transactional models of teamwork are characterized by discrete exchanges, are short term in nature and contain little interactions between customer and the vendor. In contrast relational models of teamwork occur over time , are more intense, and are built upon a relationship between the people involved. 2. Competition- Industry leaders often enjoy vast economies of scale and earn tremendous profits. Teams withing organizations...
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...Educational Psychology: Developing Learners This is a protected document. Please enter your ANGEL username and password. Username: Password: Login Need assistance logging in? Click here! If you experience any technical difficulty or have any technical questions, please contact technical support during the following hours: M-F, 6am-12am MST or Sat-Sun, 7am-12am MST by phone at (800) 800-9776 ext. 7200 or submit a ticket online by visiting http://help.gcu.edu. Doc ID: 1009-0001-191D-0000191E DEVELOPING LEARNERS JEANNE ELLIS ORMROD Professor Emerita, University of Northern Colorado EIGHTH EDITION ISBN 1-256-96292-9 Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City São Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Educational Psychology: Developing Learners, Eighth Edition, by Jeanne Ellis Ormrod. Published by Pearson. Copyright © 2014 by Pearson Education, Inc. Vice President and Editorial Director: Jeffery W. Johnston Vice President and Publisher: Kevin Davis Editorial Assistant: Lauren Carlson Development Editor: Christina Robb Vice President, Director of Marketing: Margaret Waples Marketing Manager: Joanna Sabella Senior Managing Editor: Pamela D. Bennett Project Manager: Kerry Rubadue Senior Operations Supervisor: Matthew Ottenweller Senior Art Director: Diane Lorenzo Text Designer: Candace Rowley Cover Designer:...
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...Journal of Organizational Behavior, J. Organiz. Behav. 32, 1062–1083 (2011) Published online 7 September 2010 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/job.724 Diversity and organizational innovation: The role of employee involvement YANG YANG1* AND ALISON M. KONRAD2 Management Department, the Wharton School, University of Pennsylvania, Philadelphia, Pennsylvania, U.S.A. Department of Organizational Behavior, Richard Ivey School of Business, U. of Western Ontario, London, Ontario, Canada 2 1 Summary This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three-way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels among racioethnic minorities, resulting in a stronger association between diversity and innovation. Furthermore, the association between White employee involvement and innovation was significantly more positive under the condition of high involvement among racioethnic minority group members. Thus, ensuring high levels of involvement among members of historically marginalized racioethnic groups enhances the innovation effects of employee empowerment systems. Copyright # 2010 John Wiley & Sons, Ltd. Keywords: gender...
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