...ISLLC Standards for School Leaders Standard 1 A school administrator is an educational leader who promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. Knowledge The administrator has knowledge and understanding of: 1. Learning goals in a pluralistic society 2. The principles of developing and implementing strategic plans 3. Systems theory 4. Information sources, data collection, and data analysis strategies 5. Effective communication 6. Effective consensus-building and negotiation skills Dispositions The administrator believes in, values, and is committed to: 1. The educability of all 2. A school vision of high standards of learning 3. Continuous school improvement 4. The inclusion of all members of the school community 5. Ensuring that students have the knowledge, skills, and values needed to become successful adults 6. A willingness to continuously examine one's own assumptions, beliefs, and practices7. The school community is involved in school improvement efforts ISLLC Standards for School Leaders Standard 2 8. The vision shapes the educational programs, plans, and activities 9. The vision shapes the educational programs, plans, and actions 10. An implementation plan is developed in which objectives and strategies to achieve the vision and goals are clearly articulated 11. Assessment data related to student...
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...Quality Improvement (CQI) consist of strategic focus, customer focus, systems view, evidence-based analysis, implementer involvement, multiple causation, solution identification, process optimization, continuing improvement, an organizational learning. Philosophical elements of CQI basically identify the traits that are needed in order to ensure ongoing improvement within an organization. Strategic focus would basically tell what the companies mission and is and the services that are offered. The customer focus would identify whether there is cohesiveness among the patients as well as the staff ensuring both are satisfied with the results of their care and outcomes. Systems view “emphasis on analysis of the whole system providing a service or influencing an outcome,” (McLaughlin & Kaluzny, 2006). Evidence based analysis would be where data is collected and studied in order to identify trends of all types such as billing errors, and areas of excelling or needing improvement. All stakeholders would take part in some way in the implementer involvement phase. In the multiple causation phase causes of certain occurrences or their appearance would be identified and explained. Solutions will be identified which would enhance the functionality of the company in the solution identification phase. In the process optimization stage management will ensure processes are running at an optimal level. Continuing improvement would involve the ongoing monitoring and improving of all...
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...aware of and should work to improve at all times. These include a lack of recognition of employees who are performing well, quality performance outcomes and an absence of a formal performance management system and poor working conditions (Awases, Bezuidenhout & Roos, 2013). Over the last 20 years, a number of strategies aimed at improving the job performance of health workers have been implemented in low and middle-income countries (LMIC) (Marchal et al. 2012). Each strategy has had its specific perspective and focused on one particular issue: quality improvement, performance management, building learning organisations, innovation diffusion, to mention but a few (Chopra et al. 2008). While success has been reported in some cases, there is increasing acknowledgement that to improve performance of health workers especially nurses and health care organisations in general, approaches that deal with one problem, mostly fall short or obtain only short-term results (Marchal et al. 2010). The concern about shortage of nurses and it potential effect on quality of nursing care rendered as well as the mounted public urge on quality and excellent performance in the health sector mandates the Human Resource Management as part of their core function to ensure that an effective system of monitoring, measuring and evaluating performance of health workers especially nurses is in place. This in effect will maximise the potential of employees and improve upon the quality of health service...
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...Janeen Watkins Week Six- Standards and Instruction Workshop Assignment April 12, 2014 Dr. Piedra EDU 530 Decision Making for Instructional Leadership Saint Leo University Standards and Instruction Workshop Teachers in Florida are required to complete professional development in order to renew their teaching certificates. School districts have developed professional development systems that provide teachers with opportunities to complete these recertification requirements through inservice trainings, also called continued education (Council, 2008). A principal on the other hand not only has to keep up with their professional development, but is also required to provide continuing education opportunities for the teachers on the staff at their school. At the start of the 2014 school year Florida is required to fully implement the Common Core State Standards (CCSS), a state-led effort to establish a common set of expectations across states for what K-12 students are expected to know and be able to do in English language arts and math (Anderson, Harrison, & Lewis, 2012). School leaders can facilitate a smooth CCSS transition through professional development opportunities. When exploring professional development options a principal should focus on three important areas. These areas are a knowledgeable presenter, student achievement outcomes, as well as best practices (Educational Training Specialists, 2010). Knowledgeable Presenter Quality professional development...
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...to the President Obama Blue Print for Reform Act and the Raising to the Top for Education. The research proves that the reformation of the Blue Print has greatly increased in the education of all children to indulge in a higher education. This reformation has not only help with the children but the welfare of the economy and the communities as well. The report identifies key elements of the policy and makes recommendations for future policy development identifying official and unofficial actors, interest groups, the influence of two of those actors, their influence in further development of the policy Executive Summary A substantial body of evidence has shown that past reforms have largely failed to improve schools, but The Blue Print for Reform along with the Rise to The Top Program (RTTT) has made a significant change in education. The Blueprint for Reform builds on the significant reforms already made in response to the American Recovery and Reinvestment Act of 2009 around four areas: (1) Improving teacher and principal effectiveness to ensure that every classroom has a great teacher and every school has a great leader; (2) Providing information to families to help them evaluate and improve their children's schools, and to educators to help them improve their students' learning; (3) Implementing college- and career-ready standards and developing improved assessments aligned with those standards; and (4) Improving...
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...The Status of Standards Reform Over the last decade, concern over our global economic status and the role of public education in preparing workers has led to a push for standards reform. Two converging reform strategies have emerged: 1) to create a voluntary system of academic standards (e.g., in math, science, English, civics) for students in kindergarten through twelfth grade, and 2) to create a voluntary system of industry skill standards that specify prerequisite skills for individuals planning to enter certain industries and occupations (e.g., electronics, health care, printing, human services). Standards-driven reform is not without controversy. The notion of national academic standards, synonymous in many minds with federal efforts such as Goals 2000: Educate America Act of 1994, raises concern that local autonomy will be jeopardized. Meanwhile, industry skill standards, when linked to public school curricula, trigger concerns that schools will simply become a training ground to ensure better products and services. The question is not so much whether academic or industry skill standards should exist. They already do -- at state, local, and federal levels. At issue is who should be setting standards, how they should be implemented, how the multiple and diverse standards development efforts should be integrated, and which types of standards will best improve learning and ensure a high-performing workforce. Currently, business and education officials are joining forces...
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...32 Asia Pacific Journal of Human Resources 2004 42(1) Human resource management strategies in practice: Case-study findings in multinational firms Irene K.H. Chew* Nanyang Technological University, Singapore Frank M. Horwitz* University of Cape Town, South Africa, and Nanyang Technological University, Singapore Competitive pressures have increased the strategic value of a skilled, motivated and adaptable workforce, and the HRM strategies to support and develop it. A strategic perspective of HRM requires the firm to identify and adopt human capital initiatives likely to enhance competitiveness and shareholder value. A key question considered here is the extent to which multinational firms adapt internally consistent human resource strategies across national boundaries to address these issues. Case-study data on how eight multinational firms in Singapore apply strategic approaches to human resource management are presented. Findings show that while some adaptation considering local context occurs, the diffusion of headquarters and centrally initiated, but competitively differentiated strategies across cultural boundaries, is significant. Effective human resource strategies were understood as ‘configurational’, integrated both vertically and horizontally. Keywords: convergent/divergent practices, human resource strategy, multinational firms There is a paucity of empirical, especially case-study research on human resource management (HRM) strategies of multinational...
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...Applying the Balanced Scorecard to Education DEMETRIUS KARATHANOS PATRICIA KARATHANOS Southeast Missouri State University Cape Girardeau, Missouri T he concept of the balanced scorecard (BSC) was first introduced by Robert S. Kaplan and David P. Norton (1992) in their now widely cited Harvard Business Review article, “The Balanced Scorecard—Measures that Drive Performance.” The widespread adoption and use of the BSC is well documented. For example, Kaplan and Norton (2001) reported that by 2001 about 50% of the Fortune 1000 companies in North America and 40% to 45% of companies in Europe were using the BSC. The basic premise of the BSC is that financial results alone cannot capture value-creating activities (Kaplan & Norton, 2001). In other words, financial measures are lagging indicators and, as such, are not effective in identifying the drivers or activities that affect financial results. Kaplan and Norton (1992) suggested that organizations, while using financial measures, should develop a comprehensive set of additional measures to use as leading indicators, or predictors, of financial performance. They suggested that measures should be developed that address four perspectives: 1. The financial perspective. Measures in this perspective should answer the question, “How should we appear to our shareholders?” 2. The customer perspective. These measures should answer the question, ABSTRACT. Although the application of the balanced scorecard (BSC) in the business sector...
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...concepts of “IS auditing” Software technology Specific computer application Sharing experiences in conducting IS auditing Detailing a certain sophisticated IS audit techniques Introducing practical approach to conduct IS auditing © 2006 Veda Praxis Control Advisory Page 2 1 Outline • The need for control and audit of computers • IS auditing definition • Foundation of IS auditing • IS Audit Profession • ISACA • Certified Information System Auditor (CISA) © 2006 Veda Praxis Control Advisory Page 3 The need for control and audit of computers • Organizational costs of data loss • Incorrect decision making • Computer abuse • Value of computer hardware, software and personnel • High cost of computer error • Privacy protection © 2006 Veda Praxis Control Advisory Page 4 2 Organizational costs of data loss • Tangible or intangible cost caused by data loss (disaster, virus, etc.) • long-run survival • Bankruptcy Nike lost $100 million dollars in February 2001 when they experienced data problems after implementing a new ordering system © 2006 Veda Praxis Control Advisory Page 5 Incorrect decision making • Data accuracy versus management level • Impact: • Unnecessary investigation • Undetected error A UK bank discovered it lost approx £90 million due to data errors in a computer model used to evaluate investment positions © 2006 Veda Praxis Control Advisory Page 6 3 Computer abuse Threats to business include the following: • Financial loss – loss of electronic funds...
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...several moral and ethical issues that may arise and it is responsibility of management to outline and enforce a code of ethics for employers to follow. Phoenix Toys will ensure that moral, ethical and social issues adhere to the applicable state and federal laws. Phoenix Toys refuses to tolerate discrimination, harassment, and bribery. Each employee should be knowledgeable of these issues and take steps to ensure that such issues do not occur. Phoenix Toys monitoring system is in place and the human resources department will make sure that ethical standards are upheld. The enforcement of the ethical standards will be fair and just. Modern-day toy manufacturers differ from those often portrayed in classic movies with wooden benches and hand-painted dolls. Safety regulations considers the controlling of the types of paint, metal, plastic, size of parts, and removability of parts determining the safety of a toy. Phoenix Toys is under pressure to produce a quality toy, for an affordable price, with top safety standards. If an employee is aware that a violation of the ethical agreement has occurred, the employee must notify a supervisor. Establishing a mandate for employees to enforce the ethical guidelines assures the company that those who are aware of the situation, and will be held accountable as a participant if there is a failure to report such instances. The safety of productions by Phoenix Toys is imperative to upholding consumer confidence in Phoenix Toy’s products. ...
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...competitors also affect the recruitment function of the organizations. To face the competition, many organizations have to change their recruitment policies according to the policies being followed by the other competitors. The recruitment policy of an organization states the objectives of recruitment and provides a structure for implementation of recruitment program. Of primary importance is to ensure the organization’s recruitment plan is reaching out to the right talent pool in filling open roles. At the same time, this needs to be done in a cost-effective and time-sensitive manner. Effective Recruitment Plan Steps: 1) DETERMINE YOUR RECRUITMENT GOALS: A recruitment plan should be based on hospital goals such as attracting a higher standard of candidate who can perform efficiently. 2) REVIEW JOB DESCRIPTIONS: Take time to review the job description, may have a conversation to the previous person...
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...Preparing Organizations for Strategic Change (Option 1) HCS/320 March 13, 2014 Mark Bradbury Introduction Leadership and communication are integral to the functioning of any well-oiled organization. Leadership is comprised of a few different styles that are used in various situations to determine the effectiveness of the team. Motivational theories are an influential part of modern day organizational culture. There are also a few leadership tactics and techniques that are ideal for effectiveness in the workplace. Leadership is defined as having a, “capacity to lead” (Merriam-Webster, 2011). Communication is best defined by Merriam-Webster (2011) as “information transmitted or conveyed”. Leadership is a combination of learned and inherited traits and techniques. Most effective leadership is based on situational factors, but there are styles to leadership which help define its effectiveness in the organization. In order for hospital management to implement change within the healthcare we have to be confident leaders and be able to communicate to our employees what we know will benefit us as an organization. At Evans Army Community Hospital we are suggesting an integration of Behavioral Health Teams that are embedded within the Soldier’s Units and also embedded within each clinic. How this health care communication process might be updated, streamlined, or implemented The Embedded Behavioral Health...
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...duties, Bursa Malaysia has put in place a comprehensive and effective regulatory and supervisory framework to regulate the market and its participants, including the listed issuers and their directors and advisers, Participating Organisations, Trading Participants, Clearing Participants, Authorised Depository Agents and Authorised Direct Members. In this respect, Bursa Malaysia has issued various sets of rules to stipulate the requirements that need to be met by the regulated entities either upon admission and/or on a continuing basis. It administers and monitors compliance with these rules and takes strict, prompt and objective enforcement action for breaches of these rules. Bursa Malaysia actively supervises the listed issuers and the brokers. It also undertakes surveillance over the trading activities in the marketplace. Bursa Malaysia’s overriding objectives, in addition to discharging its statutory duties, are investor protection, transparency, high standards of conduct and governance, market integrity and that all relevant persons can participate in our market with confidence. The regulatory functions are performed and managed by Regulation Functional Group which is helmed by the Chief Regulatory Officer. As a measure to ensure independence of the regulatory function, the Chief...
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...Sharp HealthCare National Institute of Standards and Technology • U.S. Department of Commerce Baldrige National Quality Program Sharp HealthCare is San Diego County’s largest integrated health care delivery system, serving greater than 27 percent of the county’s 3 million plus residents—some 785,000 people—each year. A not-for-profit organization, Sharp has an annual net revenue of greater than $1.9 billion; employs a workforce of greater than 14,000 staff members and 2,600 affiliated physicians; operates four acute care hospitals, three specialty hospitals, three affiliated medical groups, and 19 outpatient medical clinics; and manages its own health insurance plan. This vertical integration enables Sharp to offer a full spectrum of health care services, from emergency, hospice, and mental health services to multiorgan transplants and hyperbaric treatment. Continuous Improvement Yields Quality Care, Financial Health In September 2001, the organization launched The Sharp Experience, a performance improvement initiative aimed at transforming the health care experience for caregivers, patients, and their families by reconnecting to purpose, worthwhile work, and making a difference. Today, all operations and activities are aligned under Sharp’s Six Pillars of Excellence—Quality, Service, People, Finance, Growth, and Community. Simply put, The Sharp Experience is the organization’s core competency and means for Sharp to achieve its vision to become “the...
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...the learning process and enrich their learning experience. Technologies used in my classroom will influence students learning process, build critical thinking skills, and creativity and literacy skills while meeting the curriculum standards and benchmarks. I will use technology to communication ideas and skills effectively with students, administrators, and parents. “Students will use digital media and environment to communicate and work collaboratively, including at a distance, to support individual learning and contribute to the learning of others” (ISTE, 2007, standard #2). Training and hands on experience with technology will assist with the integration of technology into my classroom and will be used to support and enhance teaching strategies already in place. Weinburgh, Collier, and Rivera (2003) believes that teachers should have a personal working knowledge of technology and an understanding of how to integrate technology into their lesson in order to create a meaningful learning experience for students. “Teachers will use their knowledge of subject matter, teaching and learning, and technology to facilitate experiences that advance student learning, creativity, and innovation in both face-to-face and virtual environments” (ISTE 2007, standard #1) My mission for my students is that they will use information gained from technology safely and legally. “Students will advocate and practice safe, legal, and responsible use of information and technology” (ISTE, 2007). “Teachers...
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