...cultural synchronization on a teacher’s perceptions of disruption. A case study of an African American middle- school classroom. Journal of Teacher Education, 55, 256-268. I. Statement of the Problem a. Ressearch Topic The topic is how to discipline students. The authors state, “student responses to teachers’ disciplinary techniques can be unpredictable and require quick reactions on the part of the teacher.” This sets the context for the more specific research problem. b. Research Problem As the title of the article suggests, cultural synchronization between the teacher and the students can be influential in discipline. This is illustrated in the authors’ transcription of an interaction among students and the teacher along with commentary. More specifically, the authors note that Ms. Simpson (the teacher) has shifted her language to include dialect that is non-standard English but is closer to the students’ own language. The authors state “Ms. Simpson’s comments, undoubtedly, have altered her professional image from one of “effective educator” to “unprofessional teacher” in the eyes of many teacher educators.” They go on to note “conventional wisdom fails to account for the importance of cultural context when analyzing teacher behaviors.” c. Research Questions/Hypotheses No specific research question or hypothesis is noted, but the authors do address the overall context for their qualitative study. They state that “we argue that researchers and teacher educators...
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...Case Study 1: Prelude To A Medical Error 1. Background Statement My case study is over chapters 4 and 7. The title is Prelude to a Medical Error. In this case study, Mrs. Bee is an elderly woman who was hospitalized after a bad fall. After her morning physical therapy, Mrs. Bee felt she could not breathe. Mrs. Bee had experienced terrible spasms in her left calf the previous evening and notified Nurse Karing. Nurse Karing proceeded to order a STAT venous Doppler X-ray to rule out thrombosis. She paged Dr. Cural to notify him that Mrs. Bee was having symptoms of thrombosis. Dr. Cural was upset that he was being bothered after a long day of work and shouted at the nurse, telling her he had evaluated Mrs. Bee that morning and to cancel the test. When Nurse Karing returned to the hospital the next day, Mrs. Bee’s symptoms were worse. She ordered the test. After complications, Dr. Krisis from the ER, came immediately to help stabilize Mrs. Bee. Unaware of Nurse Karing’s call to Dr. Cural, Dr. Krisis assumed the nursing staff was at fault for neglecting to notify Dr. Cural of Mrs. Bee’s status change the previous evening. Denying responsibility, Dr. Cural also blames the nursing staff for not contacting him. Not being informed of Mrs. Bee’s status change, her social worker, Mr. Friendly, arrives with the news that her insurance will cover physical therapy for one week at a rehabilitation facility and they will be there in one hour to pick her up. An angry Nurse Karing decides...
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...Within both of the case studies it is clear to see that the communication cycles have been put into practice on a number of occasions and have generally worked well. I am going to discuss how the communication cycle has been put into practice within the Jason Young and Stephen Polanski case studies. From the Jason Young case study we can clearly see that the Tuckmans cycle has been working very effectively. The Tuckmans cycle is all about effective communication in groups. Many groups may experience some sort of struggle before people unite and communicate effectively. Within the Jason Young case study we can see that while Jason was in hospital there were many multi-disciplinary meetings to discuss Jason’s progress with a goal to getting Jason as independent as possible. This is an example of the health care professionals working effectively together to ensure Jason is receiving the best possible care while he is in hospital. These multi-disciplinary meetings would not happen if health care professionals did not communicate together and bring their ideas forward to each other. The nurses in the hospital are trying their best to ensure Jason has a pleasant experience. The staff that works with Jason have to feed him, take him to the toilet and clean his teeth etc. As Jason needs a lot of attention it is important that the health care workers work together to ensure all his needs are accommodated for and as a result of this the workers could also try to develop his communication...
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...Case Analysis The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plan April 10, 2012 Summary The case study is talk about job dissatisfaction and high turnover rate at the Lima Tire Plant, which is one of the 8 manufacturing units operated by the Treadway Tire Company. In 2007, more than half of the foremen at the Lima facility had turn over. The turnover rate is the highest one over the past 10 years at Treadway, and also the high foremen turnover rate is the major concern for Ashley Walls who is the Director of Human Resources in the Lima Plant. Her major objectives are cost cutting, increase productivity, and reducing turnover. The next I will directly show some problems which the Lima Tire Plant had from the case. And then I give the corresponding suggestions and solutions for them, Main Problems From the case we could know the exact job dissatisfaction and high turnover situation at Lima Tire Plant. In order to logical analyze these I would discuss from the individual (foremen) to the integration (company). The foremen: First of all, I think the daily production evaluations of the Lima Tire Plant were too strict. Some of the variations in the production quantity and quality were not under the foreman’s control, specifically as it relates to machines breaking down. But the executive leaders just focus on daily production. Such as the plant manager Bellinghan...
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...Case Study Method in Management Management education is mainly aimed at developing managerial skills in students. Amongst the various methods adopted in teaching management and management functions, the case study method developed in 1910 in U.S.A. and is now being propagated during the last decade or so, providing opportunities to both the teacher and the taught to promote managerial I understanding and competence, since it helps in contemplation and discussion of an actual situation. It is a wrong notion that the case studies are confined to management students. Cases may pertain lo any discipline, where skills for solving complex unstructured problems or preparing plans are required. The origin of case study methods itself can be traced to Harward Lawyers. Cases may describe problems facing individuals, groups, institutions or even Nations. Through a case study one learns a broad range of skills and has many alternatives. Case studies encourage the practice and attainment of analytical and communicative skills. Case studies allow a different kind of learning. It is close to the learn by doing' approach. Cases are intended to stimulate the reality of the manager's job. The material in the case provides data for analysis and decision-making. Cases require the student to make decisions about the situations presented and to defend those decisions. In real decision-making the student will have lo persuade superiors that his analysis and solutions are the best and hence the...
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...Study Case : Daisy ONG 23 May 2014 Dear Prof Kanesan Those 3 elements can be improved concurrently by the following example of study case, base on personal experience: The owner just received a key for a newly built luxury condo. His intention is to rent the unit out for minimum 5 years investment, and plan to sell the unit off after the log-in period from the bank, escape from paying Property Gain Tax of 30% and to rip the benefit of profit margin. Upon receiving the key, he initiated a project to renovate and refurnish the condo so that it's comfort enough to rent out at the rate desire. In this case, he applies the concept of Triple Constraints. He set the timeline for 2 months to get unit complete and ready to allow the tenant move in; with the cost constraints to RM100K; work to be done (scope) comprises of place all the furniture in 3 bedroom, kitchen and living room, electrical appliances for kitchen, some home decoration in contemporary style. Unfortunately, the potential tenant requested that they require the unit within a month time as they are moving in from overseas and to stay in hotel is not in their budget plan. The owner do not wish to miss the boat, and he accepted and sealed the contract with the tenant, meaning the owner left with 1 month to accomplish the task. By applying the Triple Constraints, the owner are in the situation where time has reduced and with the skills, he needs to be agile to well balance the 3 elements as follows: Time reduces...
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...Organisational Behaviour Assignment Case Study Analysis: Charlotte Beers 1 Assessment Form |Section One To be completed by the student |Please tick as appropriate | | | | |Name (s) Patrick Stelzer | | | |MBA FT |□ MIB |□ Undergraduate |□ | | |...............................................| | | | | | | | | |............... | | | | | | | | | |12 Parsons Green Lane | | | |MBA PT |x□ MSc |□ Diploma |□ Certificate |□ | |...............................................| | | | | | | | | |................ | | | | | | | | | |London, SW6 4HS | | | | |Specialization................| | | ...
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...1 Introduction 1.1 Overview This case study revolves around the “non-profit” i.e. Corporate Philanthropic organization known as National Kidney Foundation (NKF) which aims to give aid to needy kidney patients. It relies largely on donations to fund the organization’s most direct way of helping the patients which is to set up dialysis centers. Across its development as an organization, NKF has also adopted other forms of helping needy kidney patients albeit in more indirect ways. NKF has set up many social initiatives and garnered Corporate Philanthropic actions by other organizations. These initiatives are funded by the public’s donations. 1.2 Underlying major issues In this case study, a noteworthy major issue is (1) the appropriateness of the strategies which NKF had adopted in order to raise funds. Other major issues include whether the money donated to NKF has been spent appropriately by the organization. These expenditures include employee salary, infrastructure maintenance (e.g. building facilities), business trip fees (e.g. travelling and accommodations). Hence, this also brings up another issue of whether (2) a more than necessary proportion of the donations have been spent on the luxury of the staff members and their self-interests rather than to serve the cause of helping kidney patients and if (3) the staff members are being overpaid for their contribution to the organization. All these issues mentioned will be highlighted and analyzed in greater detail later...
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...provide a foundation of understanding of international finance and the critical options for corporate financial management within the global markets. Intensive reading will establish the basis of information on international financial structure, processes and techniques. Cases will identify important real issues and provide experience in understanding alternative solutions and developing methods to reach these solutions. Course Description The course explores the responsibilities of financial managers of multinational firms or firms with multinational affiliates, suppliers, or product markets. Topics covered emphasize exchange rate risks and hedging using derivative securities such as futures contracts, forward contracts and options. International payment mechanisms and financing and trade strategies are examined and applied in a shareholder-value maximization framework. Texts and Course Materials Fundamentals of Multinational Finance, 2003, Moffett, Stonehill and Eiteman; Addison Wesley; ISBN-0-201-84484-2. Cases in International Finance, 2000; Moffett; Addison Wesley; ISBN 0-20170086-7 Course Expectations 1. Commitment to reading and understanding of text and other assigned materials. 2. Understanding of all case assignments – with or without written reports. 3. Active and informed participation in class discussions. 4. Timely and effective completion of assignments. 5. Energetic and effective involvement in team projects,...
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...Australian School of Business Banking and Finance FINS3625 Applied Corporate Finance Course Outline Semester 1, 2014 Part A: Course-Specific Information Part B: Key Policies, Student Responsibilies and Support Table of Contents PART A: COURSE-‐SPECIFIC INFORMATION 1 STAFF CONTACT DETAILS 1.1 Communication with Staff 2 COURSE DETAILS 2.1 Teaching Times and Locations 2.2 Units of Credit 2.3 Summary of Course 2.4 Course Aims and Relationship to Other Courses 2.5 Student Learning Outcomes 3 LEARNING AND TEACHING ACTIVITIES 3.1 Approach to Learning and Teaching in the Course 3.2 Learning Activities and Teaching Strategies 4 ASSESSMENT 4.1 Formal Requirements 4.2 Assessment Details 4.3 Assessment Format 4.4 Assignment Submission Procedure 4.5 Late Submission 5 COURSE RESOURCES 6 COURSE EVALUATION AND DEVELOPMENT 7 COURSE SCHEDULE PART B: KEY POLICIES, STUDENT RESPONSIBILITIES AND SUPPORT 8 PROGRAM LEARNING GOALS AND OUTCOMES 9 ACADEMIC HONESTY AND PLAGIARISM 10 STUDENT RESPONSIBILITIES AND...
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...(2011). Strategic Staffing (2nd ed.). Pearson/Prentice Hall. ISBN-10: 0136109748 ISBN-13: 978-0136109747 We will also be using Sakai for the course. Instructions are below. Please check Sakai for the most current syllabus and weekly assignments. Using Sakai 1. 2. 3. 4. 5. Go to: http://sakai.rutgers.edu Login using your Rutgers netid and password Click on the TAB “Managing Workforce Flow” If you do not see the TAB “Managing Workforce Flow”, contact me at jeanp@rci.rutgers.edu as you may not be on the roster. Click on Resources to download the current syllabus and other course material. Evaluation Grades will be determined on the basis of 4 factors that will be weighted as follows: 1) Participation 2) Midterm 3) Final Exam 40 Chern’s Case Study 10% 30% 30% 30% 100% The midterm and final exam will together account for 60% of your grade. The nature of the exams will be discussed in more detail in...
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...Individual Case Study Organizational Behaviour - L51 Instructor: Dr.Bader Al-Esmael Presented by: Dana AL-Zubaidi 201106564 Due 25th of December 2014 Analysis Maryam Qureshi case is one of the cases that show the role of “haraam” practices on behaviour and performance of employees. Maryam is a customer support specialist in the People’s Services inc, a very successful organization with high qualified employees and a reputation that is praised by the public. When Maryam firstly joined the company, she was a productive employee with high performance evaluations continuously, but suddenly, at some point, her performance started to be weak and her efficiency was decreasing. She acted in a very mad manner and many negative attitudes have been observed by her supervisor Haleema such as being late, taking long breaks for lunch, and her evaluations generally started to fall. Haleema decided to meet up with the boss; Nikhat, to discuss Maryam’s situation and try to come up with evidences about what are the major factors that resulted in Maryams attitude through the first year period she spent in the company. Her attitude and performance were like in an elevator, many ups and downs, and all was shown in the performance evaluations. Maryam received her first written disciplinary notice regarding her attendance and punctuality for January and February, she claimed that she had some problems at home, as her co-workers expected as well. After the first notice, Maryam got back...
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...Comments on an article subtitled Job Dissatisfaction and High Turnover at the Lima Tire Plant, from Harvard Business Publishing, June 12, 2008, by Skinner and Beckham. This case study was of a tire manufacturing plant in Lima, Ohio and the study focused on the negative working conditions that existed for the line foremen and the consequent high turnover problem. Some of the Problems and Symptoms: Foremen were pulled in conflicting directions by hourly staff, management and union. They did not get respect from any of the three constituencies. Foremen had too many responsibilities yet not enough authority to effectively deal with them. They needed to do lots of juggling with daily personnel, resource and administrative issues. They felt unsupported by upper management and felt that felt their locus of control was external (which in large part it was). They had little disciplinary power and had to go through the union and often had no explanation of the union’s actions with regard to deciding to discipline or not. Lack of training. Foremen were thrust into a sink or swim situation with little guidance and little preparation. Most did not have college degrees and without training or educational background many probably lacked the skills necessary to navigate the job. The system all but set them up for failure. Emotions and attitudes are contagious. The symptom, dissatisfaction, of the foremen spread to other employees exacerbating and exponentially growing problems that...
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...Cameron Lawson Case Study Analysis #1 COM 3152 Tues. Thur. 11AM Spring 2014 Phil and Trish’s communication issues were caused solely because of Phil. He didn’t see her as an equal, and thought he was better than her. In the conversation Phil had with his wife before the plane trip, he said that her age and gender bothered him. Trish was intimidated and recognized that Phil didn’t have respect for her, as mentioned in the conversation with her husband. Marshall’s communication failure with both of them came when he didn’t establish himself as the boss. It wasn’t said in the email that Marshall had a sit down with both Trish and Phil. With out them having sit down conversation to get to know and understand each other, they just saw him as a newcomer, instead of their boss. It was stated that Trish had no idea what Marshall thought of the inventory system and that Phil didn’t respect him because he thought Marshall took his position. All of them seemed to ignore communication as a process and purpose. Marshall’s leadership style didn’t really follow one specific idea. His style could fall on The Tannenbaum and Schmidt Leadership Continuum, and it would be on the Subordinate Centered Leadership end. He never declared himself a boss, and outside of the car ride and flight they never did things as a group. All of them talked to different people at the luncheon and kept distance from each other. Marshall passively suggested that they discuss things the next morning, instead...
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...CASE STUDY - I PRATHAMESH STEEL (PVT.) LTD. Prathamesh Steel (Pvt.) Ltd. founded 15 years before by Mr. A.M. Bapat was having booming time. At that time, Mr. Bapat, worked both in the office and in the factory and knew his men and they knew him. Production standard were always maintained and labour turnover was practically non-existing. As the business mushroomed, the number of employees has progressively increased. Thus, Mr. Bapat's greetings and conversation with his workers became less frequent. In fact, he had so many things to do, that he could no longer supervise the factory. Thus, he hired another man, Mr. Godse as a plant supervisor. As this time though the number of workers increased to about 500, labour turnover and absenteeism increased along with the labour cases. The only thing that decreased was productivity. In order to meet the situations, Mr. Bapat granted substantial increase in wages which were already high and made some arrangements for increment earnings based on merit rating on seniority. Yet labour turnover and absenteeism continue at a high rate. On investigation, it was found that the new plant supervisor lacked the patience and understanding which is necessary for dealing with the employees. When something was found wrong, he was scolding the employees but no attempt was made to find the case of faulty work. Meanwhile, labour unrest developed. The ,Worker began to complain about working on Saturdays and not having either time or facilities change...
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