...Diversity: A Contribution to Organisational Success Workplace diversity incorporates more than it seems at a glance. Diversity presumes mainly cultural, racial, and gender differences, because these are the most visible distinctions between people. There are, however, many other characteristics in which employees differ. Rice (2010) defines diversity as “differing cultures, languages, ethnicities, races, sexual orientations, religious sects, abilities, classes, ages, and national origins of individuals in an institution, workplace, or community.” (p. 96). As far as the workplace is concerned, diversity is crucial for it. Employees of different cultures, races, ages, classes and backgrounds can make their own unique contributions to the development and performance of an organisation. This is why numerous “business and governmental organisations have implemented workforce diversity initiatives to better serve their employees and external constituents while simultaneously enhancing productivity, effectiveness, and sustained competitiveness” (Rice, 2010, p. 96). When working towards organisational success, companies can capitalise on having diversity among employees. To acknowledge the advantages of workplace diversity, any organisation should take care in...
Words: 2358 - Pages: 10
...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 that leads to school improvement is one of the most important influences on student achievement that occurs in school districts....
Words: 1413 - Pages: 6
...Clearwater Middle School is in the midst of a significant demographic change. The student population is becoming increasingly diverse from a racial, ethnic, and low-socioeconomic perspective. This shift in student population is very challenging for a senior staff of teachers who do not have the teaching experiences or professional training to adapt to this changing student body. Clearwater is also undergoing a conflict in the interpretation of the goals of the school, primarily because the new principal’s organizational objectives are at odds with the general population of senior teachers. Retiring teachers are being replaced by new teachers, community members and students like the changes occurring in the six grade curriculum while some senior teachers are adamantly opposed to the expansion of curriculum changes. Changes contributing to conflicts regarding instructional practices are compounded by the culturally embedded six grade, lack of collegiality, as well as social isolation between groups of teachers. Now, after years of conflict the principal has announced he’s retiring, the new superintendent has reduced Clearwater’s resources, reduced its staffing, and the principal is making changes on his way out that are contributing to teacher anxiety, the already low-morale of his staff, and resistance to further change. With the arrival of the new principal, the changing student population, retiring teachers, and a new group of replacement teachers, the old organizational culture...
Words: 419 - Pages: 2
...Chapter 5 Summary There is wide spread agreement in education regarding the purpose of ongoing teacher professional development. It intends to qualitatively and quantitatively extend an educators’ skill set so that they are continually effective in the classroom. Like any other profession teachers must keep their skills sharp and updated as the educational system is only as good as its players. The key to this quality education for all students is the classroom teacher, but not just any classroom teacher (Killion & Harrison, 2006). Students must have skillful, highly effective teachers who have consistent access to ongoing professional development (Sparks & Hirsch, 2000; Guskey, 1997; Guskey, 1998; Maldonado, 2002). NCLB offers broad guidelines for effective professional development acknowledging the integral nature of ongoing professional development that seeks to insure teachers continually possess the knowledge and skills necessary to successfully perform their duties (Lauer & Dean 2004). NCLB requires all 50 states to provide “high-quality” professional development that will ensure every teacher is both highly qualified and highly effective. The federal government’s definition of high-quality professional development includes activities that improve and increase teachers’ academic knowledge, are part of school and district improvement plans, provide teachers the knowledge to meet state content standards, are sustained, intensive and classroom focused, support...
Words: 10108 - Pages: 41
...Negative aspects of practices Google hire many best person in their corporation , even for the easy project/ low-level project they also use the best people that are sometimes over qualified at that project. So new employee that want to join easy project feel intimidated. Google employees are offered tremendous opportunities to learn and grow. Professional development opportunities offered to all employees such as presentation skills, content development, business writing, executive speaking, delivering feedback, and management/leadership. Free foreign language lessons, including French, Spanish, Japanese, and Mandarin are also sponsored by Google. Given the prominence of engineers at Google, particular attention is paid to providing unique development opportunities for this group. But in the training there are no atittude training so , there are many people that feel smart and creative start to have arrogancy at other who less intelligent. There are lot of facilities to improve satisfaction at Google office, but many employees take this advantage and they just use the facilities with reason they try to get new ideas, and they just socializing and slacking at the office Google have high bar to accept people that wnated to work there, so Google will have some standarized criteria, such as graduated from spesific school , have good GPA , have good IQ (more than average people). So diversity in Google working environment is minimal and many people have same characteristic...
Words: 272 - Pages: 2
...from any location that has an Internet connection and a web browser. Also, students should be able to self-register directly for their own classes. The functionality that the system should have is listed below: * Maintain records for students enrolled in the school * Maintain courses offered by the school * Maintain classes offered of these courses in the two modalities of online and face-to-face * Maintain student grades for the classes that they have completed Business Value: We expect that SRS will help to reduce the generation of the many errors in moving the paper form to the electronic registration filing. Also, SRS should help the staff to free up so they can complete other tasks allocated to them like staff development and training. Conservative estimates of intangible value to the company includes: * Increase in staff productivity * Reduce the use of paper registration forms * Reduction of errors due to the adding/dropping of classes Special Issues or Constraints: * The system should be in place for the next school semester registration * This system will increase the school’s ability to provide students with the opportunity to not only register for classes on line but take classes online as well. Questions # | Question | Who to Ask? | 1. | What operating platform they want the system to run on? | Registration Dept. Staff | 2. | Who will be inputting the courses offered into the system? | Registration Dept. Staff...
Words: 500 - Pages: 2
...Prog rams in Professional Education Sunbelt State University Dean Evelyn Wilson sighed as she put down the report. “The Final Report of the Committee to Evaluate the Dean” contained an appraisal of Dean Wilson s performance over the past five years. Although Dean Wilson was commended for initiating the review, her overall performance was ranked only “around a C+.” She was disappointed and frustrated. She thought: I have worked so hard for the past five years to enhance the reputation of our programs and to service the needs of the local community, and now my faculty and department heads are telling me that my efforts were misdirected, that I should not have focused on external matters. They simply do not get it. They must not understand all that I have accomplished. “But why is that?” she thought. “Where did I go wrong?” The Institution Located in a rural community in a southern state, Sunbelt State University was a public, comprehensive institution offering approximately 87 undergraduate majors and 47 masters degree programs to nearly 8,000 students (4,156 full time undergraduates, 1,668 part time undergraduates, and 1,947 graduate students). It granted doctoral degrees in a few programs (music and art). The university s mission statement noted “a commitment to the complementary relationship between liberal and professional education.” The College of Education, Human Services, Behavioral Sciences, and Justice (EHBJ) offered both undergraduate and graduate courses in what...
Words: 3489 - Pages: 14
...Li Approvals Date approved Version Approved By Date in force Date of Next Review To be confirmed 17 July 2012 2.0 Ruth Graham 17 July 2012 Custodian title & e-mail address: Responsible Business Group: Distribution: ruth.graham@acs.org.au Professional Standards, Learning & Development General (no restriction on distribution) Content Security: Unclassified Australian Computer Society | ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct | July 2012 Page 2 ACS CODE OF ETHICS CASE STUDIES & RELATED CLAUSES TO THE CODE OF CONDUCT This document provides a range of case studies with references to relevant clauses of the ACS Code of Ethics. These Codes consists of a series of clauses which gradually expand on aspects of ethical behaviour relevant to professional people in the ICT industry. Clause 2.0 describes the Code of Ethics, summarised as six values: The Primacy of the Public Interest; The Enhancement of the Quality of Life; Honesty; Competence; Professional Development; and Professionalism. Clauses 2.1 through to 2.7 cover the ACS Code of Conduct, which provide a series of non-exhaustive standards explaining how the Codes apply to a member’s professional work, related to each of the six Values. Case No. 1: Jean The Programmer [1] Summary of case Jean, a statistical database programmer, is trying to write a large statistical program needed by her company. Programmers in this company are encouraged to write about...
Words: 13862 - Pages: 56
...Profession of Arms and Their Impact on the Military Logistician by Major Eric A. McCoy Is military service a profession or an occupation? Is there really a difference? The author argues that there is and that Soldiers definitely are members of a profession. Following the Vietnam War, the Army suffered from an evident depression, particularly within the officer corps and noncommissioned officer corps, that led to a revamping of our professional institutions and doctrine. Observing this process, the late sociologist Charles Moskos theorized that the decline resulted from the Army seeming to develop the characteristics of a civilian occupation rather than the profession it had always considered itself to be. The basic distinction between these two concep-tions of the military lies in their relationship to, and legitimization by, American society. Moskos noted that society legitimizes an institution “in terms of norms and values, a purpose transcending individual self-interest in favor of a presumed higher good. Members of a professional institution are often seen as following a calling captured in words like duty, honor, country.” Conversely, an occupational model receives its legitimacy in terms of the marketplace, where supply and demand are paramount and self-interest takes priority over communal interests.1 A generation later, we find similarities as we assess the impacts of a decade of persistent conflict on the all-volunteer Army. Our Army's senior leaders believe...
Words: 3057 - Pages: 13
...Three Major Sins of Professional Development How Can We Make It Better? .Authors:VARELA, ALEJANDRA M..Source:Education Digest, Dec2012, Vol. 78 Issue 4, p17-20, 4p.Document Type:Article.Subject Terms:TEACHERS -- In-service training -- United States TEACHER development -- Methodology PROFESSIONAL education -- United States CAREER development TEACHERS -- Training of -- United States CLASSROOM management -- Study & teaching TEACHER participation in curriculum planning.Geographic Terms:UNITED States.Abstract:The article addresses flaws with teachers' professional development and in-service training programs in the U.S., particularly noting the lack of teacher input in professional development and curricula planning. It discusses the lack of practical demonstrations of concepts taught in professional development courses. It comments on the issues with treating all teachers and subjects the same, isolating in-service training from daily classroom practices, and ignoring follow-up. It notes the benefits of utilizing research-driven practices in classroom management and teacher training..Lexile:1240.ISSN:0013127X.Accession Number:83883062.Database: MasterFILE Premier.... Translate Full Text:. Choose Languageالإنجليزية/العربيةанглийски език/български英语/简体中文英語/繁體中文angličtina/češtinaEngelsk/danskEngels/DuitsAnglais/FrançaisEnglisch/DeutschΑγγλικά/ΕλληνικάEnglish/Hausaאנגלית/עבריתअंग्रेज़ी/हिंदीangol/magyarInggris/bahasa IndonesiaInglesi/Italiano英語/日本語영어/한국어Engelsk/Norskانگل...
Words: 1477 - Pages: 6
...Running head: YEARLY TRAINING PLAN 1 Implement Required Activities into a Yearly Training Plan Strength Maintenance Training Center Class 14-001 December 9, 2013 YEARLY TRAINING PLAN 2 Yearly Training Plan ONE MORE! The motto that’s frequently heard in Washington when an applicant has enlisted in the WAARNG or a Soldier has interstate transferred into the WAARNG. The WAARNG continues to strive to meet yearly mission goals with recruiting qualified personnel, retaining their veterans, and maintaining end strength. As the ARNG moves into a new fiscal year, the WAARNG begins another successful year in accomplishing their Yearly Training Plan. Officer Professional Development / Non-Commissioned Officer Professional Development training, Monthly/Quarterly counseling, Mandatory Training programs (Comprehensive Soldier Training, SAEDA, SHARP, etc.), and OER/NCOER evaluations are just a few items planned for the Washington Army National Guard FY14 Yearly Training Plan. For the recruiting and retention force, accessions for FY14 mission have decreased for WAARNG which will allow the RRNCOs to attain their goal of making mission. Regardless of new accession numbers, RRNCOs will continue recruiting beyond was has been established. Within the WAARNG Reserve Sustainment Program (RSP), new warriors continue to progress through different phases of Soldier Training Readiness Modules (STRM). RSP units within WAARNG highlight common task training, academics, and physical...
Words: 685 - Pages: 3
...Professional Knowledge and Abilities Developing professional knowledge and abilities in this uncertain economical environment is essential to career success. Professional knowledge and skills can be acquired in educational or career settings through various learning opportunities. These opportunities include a college degree, professional or technical certificates, conferences, trainings, work experience, and professional membership to organization or association in his or her field. Marketing Professional Association For marketing professionals the most beneficial professional association is the American Marketing Association (AMA). The AMA serves as a conduit to foster knowledge sharing, provides resources, education, career and professional development opportunities, and promotes and supports marketing practice and though leadership (American Marketing Association, 2011). The AMA believes that through relevant information, comprehensive education, and targeted networking, they can assist marketers in deepening their marketing expertise, elevating their careers and ultimately, achieving better results (American Marketing Association, 2011). Contribute to Professional Knowledge and Abilities A few ways AMA supports its members’ knowledge development is through a variety of magazines and journals directed to marketing professional as well as through their website. According to American Marketing Association (2011), “The AMA’s website, MarketingPower.com, supplies site...
Words: 495 - Pages: 2
...AORN is a non-profit membership association based in Denver, Colorado that represents the interests of more than 160,000 perioperative nurses by providing nursing education, standards, and clinical practice resources—including the peer-reviewed, Mission Our mission is to promote safety and optimal outcomes for patients undergoing operative and other invasive procedures by providing practice support and professional development opportunities to perioperative nurses. AORN will collaborate with professional and regulatory organizations, industry leaders, and other health care partners who support the mission. Our Vision AORN will be the indispensable resource for evidence-based practice and education that establishes the standards of excellence in the delivery of perioperative nursing care. Benefits .Whether you're looking to stay current on the latest practices or maintain a license or certification requirement, AORN is your one-stop shop for free CE. .Journal CE Articles Lifetime - $1000 - Best Deal! 3 Years - $337 - 10% Savings 2 Years - $237 - 5% Savings 1 Year - $125 Contact Website: www.aorn.org Email: aorn@aorn.org. Phone: 098 425 4900 Registration $500 Registration $500 Topic: Safe operations Come learn the impotence of OR checklist, time outs and why surgery should be safer than flying planes!!! Topic: Safe operations Come learn the impotence of OR checklist, time outs and why surgery should be safer than flying planes!!! Venue: Dallas...
Words: 260 - Pages: 2
...CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined...
Words: 648 - Pages: 3
...ideas and approaches emerge. New problems arise and new solutions are sought. The world of work is therefore a constantly moving and evolving one. What this means, then, is that, if we are not constantly learning as we go about our day-to-day business, then each day we are getting further and further out of touch with the demands of the modern working world. It can be dangerous to get into a rut whereby we continue to carry out our duties in much the same way as we have done in the past. Expectations change over time and, if we do not adapt to the new circumstances, then we will be steadily more out of tune with what is required of us. It is therefore important that we enter into a process of what is known as 'continuous professional development' (or CPD for short). CPD does not simply mean constantly going on training courses; it is much broader than this. It involves being clear about what is required of us in our job to ensure high-quality practice. It also involves making sure that we have, as far as possible, the knowledge and skills required to carry out our duties appropriately and filling any gaps in our knowledge base and skills repertoire as these become identified. In addition to the knowledge and skills, there is also the question of values. We need to make sure that our work is consistent with the value base on which it is premised. For example, people working in a commercial setting will need to be in tune with the value of customer care and I would...
Words: 614 - Pages: 3
