...explores the importance of philosophy for the study and practice of education in a democratic society. It will be argued that at its core education is a normative enterprise, in that it is driven by fundamental social values as well as the imperatives of social justice. These values and imperatives powerfully shape every dimension of educational theory, policy, and practice. From this perspective, education requires a normative frame of reference. Democracy, understood as not only a political system but more fundamentally as a way of life grounded in specific values and principles, provides a powerful point of reference. At the heart of democracy is the value of liberty, understood as self-determination. Self-determination requires that there should be careful reflection upon and rational deliberation concerning social values and, in turn, the imperatives of justice that inform the purposes and practices of education. It will be argued that philosophy constitutes a mode of inquiry and a discipline that enriches the capacity for reflection and rational deliberation, and hence it is essential for both democracy and the study and practice of education in a democratic society. Education as a Normative Enterprise There are a number of ways in which education is normative. While what follows is not an exhaustive list, it is arguably sufficient to demonstrate the normative nature of education. 73 In Factis Pax Volume 6 Number 2 (2012): 73-84 http://www.infactispax...
Words: 4813 - Pages: 20
...Team D's Week Five Reflection Paper Human Capital Management HRM/531 Team D's Week Five Reflection Paper Continual training and development of employees from low-level to high-level is an integral part of an organization reaching for and achieving its goals. In order for an organization to be successful, collaboration between individuals and departments is imperative. Organizations may have their standard training and development programs to assist employees in reaching their ultimate level of performance; however monitoring of performance is necessary to ensure individual and organizational goals are met. The process of assessing an employee’s performance, managing employee opportunities and identifying areas of weakness is evaluated and handled in the performance improvement plan (PIP). The PIP spells out the areas of need, determines goals to improve these areas, and develops training and educational needs associated with successful performance enhancement development. The PIP addresses both the areas of behavioral and performance. In the reflection, Team “D” will address training and development and the PIP process in more detail to gain a better understand of the process. Assessing, implementing, and re-evaluating behaviors and goals will be addressed. Training and development of an employee are closely related but also very different. The goal is to achieve the tasks the organization requires and improve upon productivity and efficiency. The training...
Words: 781 - Pages: 4
...Modern day scientists can still only give us a round about time-frame on when our ancestors truly lived; nevertheless we know The Stone Age begins during the prehistoric period, when modern day man began to utilize stone implements in the usage of tools and ended with the introduction of metal work. Archeologist divided up the Stone Age into three different ages based on the certain advancements in technology that were made: the Paleolithic Age, the Mesolithic Age, and then the Neolithic Age. During the Paleolithic Age, our modern-day man, Cro-Magnons passed a cognitive threshold in the evolutionary state by starting to express themselves through innovation; not only through the use of crafting tools made of stone, but through the development...
Words: 379 - Pages: 2
...working as an in-home counselor with children diagnosed with mood disorders, interview someone who does this work. You then apply the information from this course, as well as in an interview you conduct, to your understanding of what it means to be a mental health counselor. *Please note that it is NOT acceptable to interview a psychiatrist, psychologist, social worker, addictions specialist, school counselor, or other mental health provider for this assignment. Although the Final Project includes interview material, this is not the only component of this assignment. Please make sure to review the full project description below. The Final Project is a 7- to 10-page paper that consists of a summation of an interview, a story, and a reflection. Final Project Due Date Day 7 of Week 11. Although the Final Project is not to be submitted until Week 11, you should become familiar with the project requirements and have them in mind as you proceed through the course. The Final Project requires you to prepare and complete your project throughout the course, including an...
Words: 1350 - Pages: 6
...Director in particular, being a leader of the enterprise, but also a representative of the local authority. The enterprise in question is Aitoliki Development Enterprise, the company I work for since 2006, which was established in 1994 with the title “Development Company Apodotias – Ofionias SA (ANETAPO SA)” for the better use of natural resources of Mountainous Nafpaktia. Nowadays Aitoliki Development Enterprise S.A. represents 13 Organisations of Local Authorities, 2 Agricultural Cooperative Unions, 1 Commercial and Small Industrial Union of Nafpaktia, 1 Organization of Cooperatives of Νafpaktia, 1 Nautical Association, the Local Municipality and Community Association of Aetoloakarnania, the Chamber of Commerce and Industry of the Prefecture of Aetoloakarnania, the Technical Chamber of Greece, 1 fishermen association, 1 association of people with special needs and the Local Association of Solid Waste Management. It represents Local Authorities in the prefectures of Aetoloakarnania, Fokida and Evrytania and is considered a transrregional company (Regions of Sterea and Western Greece). The company intends in the rational utilization of natural resources of Aetolia, through activities that contribute in the creation of initiatives, programs and collaborations and point out the comparative advantages of the region, giving answers to the following pressing challenges of our time: Pace acceleration for the creation of new work places, reduction of income divergences and upgrading of regions...
Words: 1155 - Pages: 5
...The continuous transformation in educational organization requires investigation of how the organization can be equipped to collaboratively handle constant changes and still improve. Leadership and organizational theory provide the support into looking at how an organization functions and how change happens within that organization. Educational organizations are always trying to catch up; hence, a system of improvement is necessary for teachers to have direct access to in-house experts to learn. (W. W. Burke, 2008) identifies an educational environment as an “open system” because it depends on a constant connection with the environment. The literature offers many distinctions about the “what” of change, such as planned or unplanned; however, there is a lack of information about the “why” and “how” of implementing change. Burke (2008) refers to the “what” part of change as content and the “how” as the process. As stated by Burke (2008), “…management consulting tends to focus on the content- on what needs to be changed. The process of how to bring about the change is either ignored or left to others, especially the client, to implement” (p. 165). Dufour and Eaker (1998), report that trying to change beliefs and habits will be complex and difficult to achieve. They state, “…if a change initiative is to be sustained, the elements of that change must be embedded with in the culture of the school” (p. 133). As stated by Fullan (2008), “Systems can learn on a continuous basis. The synergistic...
Words: 897 - Pages: 4
...Patton-Fuller Community Hospital information technology infrastructure consists of two main areas; the clinical and administrative areas. The clinical areas are • Emergency Rooms and Operating Rooms • Pharmacy • Labs • Radiology • Doctors personal offices • Wards • Outpatient examining rooms • Intensive Care Units The administrative function areas are • Information Technology Department • Admitting/Discharge • Facilities • Human Resources • Hospital Senior Management • Finance Data transmission The hospital uses a technology named Local Area Network (LAN) to transmit data/information within the hospital. The two main reasons to use this technology are for information sharing, and resource sharing. Information sharing allows users to access and modify the same data files, exchange information via e-mail, and use the Internet. One of the main benefits of information sharing is to improve the decision-making process, for example, doctors in different departments have access to the patient files immediately to make important on-the-spot decisions. Resource sharing refers to computers sharing different hardware devices as well as software to save the cost of the operation. For example, sharing one printer among a department instead of buying one printer per computer; the same applies to software. The hospital uses a...
Words: 1655 - Pages: 7
...generation and its use conflicts, and the progressing problems being encountered in relation to water quality its supply. Within each of the chapters, the author frames the recurring concerns surrounding water within the contextuality of regional processes/patterns, federalism, and the local variations witness within the South. In multiple of the chapters, there are richly documented case studies that range from incidences and problems...
Words: 1097 - Pages: 5
...ABSTRACT The purpose of this paper is to discuss the structural frame and how it applied to my former position with Leon County Schools. The four frames presented by Bolmen and Deal’s text “Reframing Organizations: Artistry, Choice and Leadership” lays the groundwork for intertwining theory with practice. The four frames are the structural frame, human resource frame, political frame and symbolic frame. With the structural frame as the groundwork a leader can decide what type of communication, decision making and leadership styles are a best fit for the leader and organization. Optimal leaders must master each of the four frames and hone their diagnostic skills, so that they can quickly move from one frame to the other, as the situation requires. This ability to frame and reframe is a key distinction between successful and unsuccessful leaders (Bolman & Deal, 2008). In 2009, I was the new District Director of Special Projects for Leon County Schools. The school district had three elementary schools who participated in what was called the Consolidated Application, a school plan that included goals, objectives, action steps for every grade level, resources needed, and a budget. Each school was required to submit their own unique plan each year. There were numerous state and federal laws that had to be met in the application document. I began with the school district in the 5th week of school and found that the Consolidated Application/School Plans had not yet been submitted...
Words: 1444 - Pages: 6
...Words Table of Contents 1.0 Introduction – page 1 1.1 Research Questions – page 3 1.2 Research Objectives – page 3 2.0 Literature Review – page 4 2.1 Definition of Employee Performance – page 4 2.2 Definition of Training – page 5 2.3 Training Design – page 6 2.4 Work Environment – page 6 2.5 Impact of Training on Employee Performance – page 7 3.0 Methodology – page 9 3.1 Qualitative and Quantitative Methodologies – Page 9 3.2 Theoretical Framework – Page 10 3.3 Research Variables – page 10 3.4 Research Design – page 11 3.5 Sampling Frame – page 11 3.6 Population – page 12 3.7 Sampling Method – page 12 3.8 Sampling Size – page 13 3.9 Unit of Analysis – page 13 3.10 Data Collection procedures – page 13 3.11 Instrument – page 14 3.12 Data Analysis – page 14 4.0 Reflection and Resources – page 1 4.1 Timeline – page 15 4.2 Reflections – page 15 5.0 Bibliography – page 17 1.0 INTRODUCTION With the increase in international business and globalization trends, organizations find themselves in a rapidly changing environment. To adapt, organizations must have a skilled workforce to be able to perform effectively and training and development plays a pivotal role in this area. Some researches argue that training and developing employees increases organizations’ overall performance and effectiveness. It is crucial for an organization or institution to understand the relationship between training and job performance...
Words: 4772 - Pages: 20
...How to Guide for REFLECTION ------------------------------------------------------------- How to Guide for REFLECTION The National Service-Learning Cooperative ServeAmerica K-12 Clearinghouse Pennsylvania Institute for Environmental and Community Service Learning Northeast Regional Technical Assistance Center Compiled by Lorraine Parrillo Cooperative/Clearinghouse Coordinator Northeast Regional Technical Assistance Center December 5, 1994 Used with their permission INTRODUCTION This module includes a summary of materials currently used to support reflection in the service learning movement. Crucial information presented includes: 1. Introductory materials on Reflection by Diane Hedin and Dan Conrad 2. Reflective teaching techniques using eleven different forms of reflection rather than just using journals and asking how participants feel about service 3. Basic critical thinking skills that may be used in reflection sessions 4. Bibliography Reflection Reflective learning techniques are not the lone providence of service activities. All thinking and dialogue requires some form of reflection if learning is to take place. Individuals need time and reconsideration of events to put facts and ideas into sequence and eventually into a better understanding as to what happened during a specific event. Everyone in their life-time will be required to repeat this process endlessly. Nevertheless, schools do little...
Words: 7889 - Pages: 32
...Table of Contents Part 6 - Solution and Implementation 3 Part 7 – Justification 5 Part 8 – Reflection 6 Conclusion 7 Part 6: Solution and Implementation The current state of the military retirement system was developed during a time when the United States had a small military and the life expediency of a retiree was around a decade after retirement. Unfortunately following the end of World War II the United States has inquired and maintained a large productive military with numbers so large that many of the service members qualify for retirement benefits. Military retirement pay is unlike civilian retirement pay systems. First of all there is no vesting in the military retirement system or no special retirement accounts, with a matching funds provision and no interest. One must either qualify for retirement by honorably serving their country for 20 years or more in the military. If a soldier is discharged from the military with 19 years, 11 months, and 27 days of service, for example, the soldier do not qualify for retirement pay but instead the soldier may be entitled to an early retirement program, these programs are designed to reduce the size of the armed forces. To say the least in many cases our soldiers are living well past the twenty years or span after their retirement from the military and there medical disability discharge. This has resulted in a massive growth in retirement pay and the cost associated with that pay...
Words: 1874 - Pages: 8
...Enron Leadership Orientations Case Analysis Enron’s company culture will be evaluated using four leadership frameworks: Structural, Political, Human resource, and Symbolic. The structural framework will evaluate the architectural and structural design of the organization, its units and subunits, roles and rules, goals and policies. The political framework will evaluate the struggles Enron faced for power and advantage and the competitiveness and scarce resources that create challenge. The human resource framework will evaluate the understanding and importance of the people in the organization. Finally, the symbolic framework will evaluate the culture at the heart of the organization assessing the rituals, ceremonies, stories and faith of the organization. Structural Framework A major focus of Enron over the 17 years that Ken Lay ran the corporation was to “get big fast”. Daft (2013) teaches us that large size is a typical contingency factor of a mechanistic design (p.31). Since Enron’s organizational structure was organic as, opposed to mechanistic, it became difficult for leadership to maintain control and to guide the company in their desired direction. The decentralized structure used by Enron lead to the top leadership losing control of their employees. Jeff Skilling was able to demand risky market-to-market accounting practices, which eventually dried out Enron’s cash flow. Later on, “prima donna traders or deal-makers that demanded promotions” overruled Ken Lay and...
Words: 3372 - Pages: 14
...Student Learning Guide Counselling Methods 1 © South African College of Applied Psychology (Pty) Ltd Developed and produced by the South African College of Applied Psychology Sunclare building, Claremont, Cape Town, 7708, South Africa. 2012. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by means of electronic, mechanical, photocopy, recording or otherwise without the prior written permission of the publisher. Copyrighted materials reproduced herein are used under the provision of the South African Copyright Act 98 of 1978 section 12 (1) (a)(b) (3), for private study only by students. STUDENT LEARNING GUIDE: COUNSELLING METHODS 1 2 Table of contents How this guide works ........................................................................................................................ 10 Module Readings .............................................................................................................................. 11 Prescribed text book ......................................................................................................................... 11 Prescribed and recommended readings ........................................................................................... 11 Session One: An Overview of Theories of Psychotherapy and Counselling ..................................... 14 Reading for the session .....................................................................
Words: 21776 - Pages: 88
...Siemens Corporate Strategies: A Siemens AG Case Study Jeff Head Loyola University Chicago Foundations of Organization CPST 250 Dr. Marilyn Stocker February 13, 2015 Siemens AG, An Organizational Analysis “Siemens is a global technologies company comprised of 343,000 employees worldwide” (Karczewski, 2014). For the purpose of this paper an analysis of the company will be presented, to include a look at the company mission, human resources, markets, products offered, recent financial performance, and how engineering plays a major role in Siemens AG. Description of the Organization In 2013, Peter Loscher was replaced as CEO of Siemens AG by the current CEO Joe Kaeser. The following year Kaeser presented “Vision 2020”, a comprehensive plan to get the company back on track. This vision provided focus on the company’s path, positioning, culture and strategy. The strategic framework to support the vision centered on the company with four contributing elements: Customer and Business Focus, Governance, Management Model and Ownership Culture. Siemens History and Operations “Siemens was first founded in 1887 and started to expand with mass production and established a branch in Saint Petersburg and London for Russian lines and English lines” (Choudhary, 2013). It increased its production and started producing electrical power, lighting, and other advances after the Industrial Revolution, which enabled it to gain strength. After the end of World War II, it faced expropriation of over...
Words: 3176 - Pages: 13
