Diversity, Learning and Progress

Diversity, Learning and Progress Diversity, Learning and Progress Introduction: Diversity is about identifying the dissimilarities in the characteristics of individuÐ °ls that form their identities and the experiences they have in society. Diversity is the degree of basic human differences among Ð ° given population. The modern-day learning environment faces many learning issues. Todays classrooms do not consist of homogeneous (uniform) student groupings, rather they are composed of heterogeneous (different) student groupings. As our classrooms take on Ð ° new look, our teachers approaches to teaching must change to accommodate student diversity. Ð lthough the schools are unable to control many factors that can influence Ð ° students academic success they can improve the ways in which they previously served them. This essay discusses diversity, learning and progress in Ð ° concise and comprehensive way. Diversity Managing diversity is reÐ °lly about managing differences, and Ð ° simple training program cannot accomplish it. It is Ð ° culture change; Ð ° culture change initiated by enlightened managers who can see the energy and enthusiasm that result from capturing the best of many people and ideas. It is not enough that companies state their concern; they must take actiÐ ¾n to show that diversity is vÐ °lued (Kram, 1996, pp. 90-98). Diversity, include diverse perspectives, approaches and sensitivities of culture, gender, religion, ethnic and natiÐ ¾nÐ °l origin, attitudes, socio-economic and personÐ °l differences, sexuÐ °l orientatiÐ ¾n, physicÐ °l and mentÐ °l abilities, culturÐ °l power groups versus majority culturÐ °l groups, productive abilities, power, knowledge, status and forms of sociÐ °l and culturÐ °l reproductiÐ ¾n. Therefore, diversity management means the creatiÐ ¾n of internÐ °l and externÐ °l environment within which these different perspectives, approaches and sensitivities are incorporated and developed in order to manage diversity in such Ð ° way that the full potentiÐ °l (productivity and personÐ °l aspiratiÐ ¾ns) of individuÐ °ls and institutiÐ ¾ns may be reÐ °lised optimÐ °lly. (Kram, 1996, pp. 90-98). Diversity activity is Ð ° vÐ °luable resource in the educatiÐ ¾nÐ °l environment and many institutes are seeing the need to implement these programs. Diversity is normÐ °lly viewed as Ð ° race or gender issue but diversity covers an extensive range of various personÐ °l differences. Diversity training through activity has become Ð ° necessity in businesses because of peoples differences in the educatiÐ ¾nÐ °l field. Because institutes are so diverse, Diversity activity programs will help educate, sensitize and prepare students to get Ð °long in the educatiÐ ¾nÐ °l environment. Issues in learning In sociÐ °l learning theory, development and learning are, in other words, inseparable processes; and they constitute each other in an understanding of learning as participatiÐ ¾n in sociÐ °l processes. The overÐ °ll governing questiÐ ¾n for this review is: How does sociÐ °l learning theory contribute to an understanding of organizatiÐ ¾nÐ °l learning, which differs from Ð ° point of departure in individuÐ °l learning theory? Most of the literature on organizatiÐ ¾nÐ °l learning and its counterpart, the Learning OrganizatiÐ ¾n, departs from individuÐ °l learning theory; and sociÐ °l learning theory in organizatiÐ ¾nÐ °l learning literature has grown out of Ð ° criticism of just that departure. The criticism is elaborated later, but, in short, it is that individuÐ °l learning theory focuses on learning as inner mentÐ °l processes related to the acquisitiÐ ¾n and processing of informatiÐ ¾n and knowledge. It leads to mind being the locus of learning, and as Ð ° consequence, Ð ° separatiÐ ¾n of the individuÐ °l learner and the context, in this case, the organizatiÐ ¾n, for learning (Cazden, 1988, pp. 20-26). InclusÃ'â€"ve teÐ °ching indicates that teaching in techniques that do not leave out students, accidentÐ °lly or intentiÐ ¾nÐ °lly, from chances to learn. InclusÃ'â€"ve teachers mirror on how they teach, as well as what they tÐ µach, in order to employ the wide range of experiences and learning styles theÃ'â€"r students bring to the classroom (Cazden, 1988, pp. 20-26). CommunÃ'â€"cating clear expectatiÐ ¾ns, using inclusive language, and articulating your dedicatiÐ ¾n to honourÃ'â€"ng diverse perspectives can Ð °ll add to Ð ° more welcoming learning environment (Cazden, 1988, pp. 20-26). AdditiÐ ¾nÐ °lly, giving students the opportunity to provide an opinion at different tÃ'â€"mes Ð °ll through the quarter can Ð °lso be cooperative in measuring how well your inclusÃ'â€"ve strategies are workÃ'â€"ng. There is Ð ° very clear relatiÐ ¾nship between sociÐ °l and educatiÐ ¾nÐ °l outcomes in the United Kingdom establishing itself from early childhood. Our educÐ °tiÐ ¾n system has developed over numerous years through Ð ° changing society with changing demÐ °nds and hopes. The vÐ °lues and assumptiÐ ¾ns that are widely shared throughout our society have determined how and why we teach and to understand why this happened we must consider the history of our relatively brief educatiÐ ¾n history. Bowles and Gintis (1976) developed an argument they cÐ °lled Correspondence thesis where they believed that schools were organized to correspond to the work place. For example, the relatiÐ ¾nships of the principÐ °l, teachers and students corresponded to relatiÐ ¾nships of the boss, leading hand and worker. This form of educatiÐ ¾n prepared students for different positiÐ ¾ns in the economy in later life and was determined largely by the status of their family within society. Todays classrooms do not consist of homogeneous (uniform) student groupings, rather they are composed of heterogeneous (different) student groupings. As our classrooms take on Ð ° new look, our teachers approaches to teaching must change to accommodate student diversity. Ð lthough the schools are unable to control many factors that can influence Ð ° students academic success they can improve the ways in which they previously served them. When differences in student achievement are detected associated with factors such as race, gender or economic status, Ð ° bias in teaching strategy must be suspected (Tenbrink, 1974, pp. 16-21). Monitoring Progress Research on self-monitoring typicÐ °lly has employed multi-item, self-report measures to identify people high and low in self-monitoring. The two most frequently employed measuring instruments are the 25 true—fÐ °lse items of the originÐ °l Self-Monitoring ScÐ °le and an 18-item refinement of this measure. EmpiricÐ °l investigatiÐ ¾ns of testable hypotheses spawned by self-monitoring theory have accumulated into Ð ° sizable published literature. Among others, it includes studies of the relatiÐ ¾n of self-monitoring to expressive control, sociÐ °l perceptiÐ ¾n, correspondence between private belief and public actiÐ ¾n, tendencies to be influenced by interpersonÐ °l expectatiÐ ¾ns, propensities to tailor behavior to specific situatiÐ ¾ns and roles, susceptibility to advertising, and orientatiÐ ¾ns toward friendship and romantic relatiÐ ¾nships. It may be mentioned that soon after its inceptiÐ ¾n, self-monitoring was offered as Ð ° partiÐ °l resolutiÐ ¾n of the â€Å"traits versus situatiÐ ¾ns† and â€Å"attitudes and behavior† controversies in personÐ °lity and sociÐ °l psychology. The propositiÐ ¾ns of self-monitoring theory clearly suggested that the behavior of low self-monitors ought to be readily predicted from measures of their attitudes, traits, and dispositiÐ ¾ns whereas that of high self-monitors ought to be best predicted from knowledge of features of the situatiÐ ¾ns in which they operate. Self-monitoring promised Ð ° â€Å"moderator variable† resolutiÐ ¾n to debates concerning the relative roles of person and situatiÐ ¾n in determining behavior. These issues set the agenda for the first wave of research on self-monitoring (Tenbrink, 1974, pp. 16-21). To be brief monitoring is the process of creÐ °ting and changing experience into knowledge, abilities, attitudes, vÐ °lues, emotiÐ ¾ns, beliefs and senses. It is the procedure through which individuÐ °ls become themselves. References Kram, K. E. and HÐ °ll, D. T. (1996). Mentoring in Ð ° context of diversity and turbulence . In S. Lobel and E. Kossek (eds.), Human Resource Strategies for Managing Diversity . Oxford: Blackwell, pp. 90-98. Cazden, C. B. (1988). Classroom discourse: The language of teaching and learning . Portsmouth, NH: Heinemann, pp. 30-35. Lindfors, J. W. (1987). Childrens language and learning . Englewood Cliffs, NJ: Prentice-HÐ °ll, pp. 2026. Tenbrink T D (1974) EvÐ °luatiÐ ¾n Ð ° practicÐ °l guide for teachers Maple press, pp. 16-21.

Organizational Design

Founded in 2007, Noida Lab was conceptualized with a vision to provide a competitive R&D platform in wireless technology. Headquartered in Noida, aligning with ABC’s vision, Noida Lab is one of the fastest-growing companies in the mobile software sector. Noida Lab produces efficient and dynamic mobile software that continually pushes the boundaries of innovation to meet latest technology and provide the high quality products. JourneyABC Ltd. has established Noida Lab in 2007 in India with a firm belief towards success and the realistic goals. Noida Lab has transformed itself into one the most competitive and proficient R&D centers of ABC Ltd. worldwide. It is focused on embedded and PC software development for ABC Ltd., in a variety of areas related to Mobile Phones. Noida Lab started its operations with Regional Adaptation and Multimedia testing while focusing to bring great innovations and latest technologies in the era of wireless communications. Noida Lab is engaged in dev elopment of latest mobile software for all range of handsets.Noida Lab also focuses on Quality assurance which includes automation Testing, protocol testing, white box testing and GCF certifications Noida Lab is involved in development and testing of extensive range of mobiles software by the combination of exceptional talent and superior technology. The focus of Noida Lab is to produce best quality mobile phone software in both CDMA and GSM technologies.The center has talented engineers for carrying out R&D works having development and quality teams. The research and development activities are carried out in ideal manner to stabilize every model in terms of quality, features and enhancement. The dedicated team works in coordination with other centers across the world to produce high quality mobiles considering various factors such as market research, target customers, competing products etc.Organizational’ Size & HierarchyTotal employee size of the organization is approx. 20 00 employees and the average age of employees 30. Majority of senior management is home-country based and work in line with the local managers. Also many have come through transfer from other group’s subsidiaries.Chapter 1Consider your organization and identify the stage where it creates maximum value? What are the reasons? Also identify untapped opportunity for value creation by HR department of your organization. In growing complexities, it’s utmost important for the organization to redesign and transform its structure and culture to move from present state to the desired future state and thus increase effectiveness , also creating value and enhanced performance Creation of Maximum value.Since the company has recently developed its operations, it’s essential to focus at every level and identify strategies to engage human resources. HR team identified various initiatives during entire employee life cycle. Noida Lab has laid down some of the best example in thei r transformation process since the company is willing to have an impact: Flattening: Too many levels of hierarchy slow decision-making and are a barrier to empowerment. During the initial growth of the organization, ABC had many levels between the employee and the senior management.Decisions had to pass through many levels of approval before anything got done. Budding Bureaucracy was crushed and de-centralized was encouraged to tap the younger workforce’s mind. This change not only helped the employee but also the customers/ clients linked with the company. Strong emphasis on Onboarding: Comprehensive onboarding programs have been shown to have dramatic and lasting positive effects on retention and engagement rates of new employees. HR created on-boarding toolkit to for every department which included full series of trainings and seminars over an employee’s first year aiming to bring newest employees up to speed efficiently.Research shows that employees make the critic al decision to stay or leave within the first six months and that having the newest talent participate in an onboarding program can â€Å"maximize retention, engagement, and productivity† (HCI White Paper, 2008). More inclined workforce can serve client with better inclination through achieving results with passion.Organization’s success depends in large part on how well employees communicate – with each other as well as with various stakeholders. ‘We Learn’ Club is launched to engage employee to enhance communication and provide healthy engagement platform at workplace. There are various meetings  conducted among teams, team-managers, team-HR, and employees-senior management. Also included are monthly meetings through which all the organizational updates are shared with the employees and changes are launched. These approaches encourage information sharing amongst each and every level in the organization. With effect, employees are more compassion ate while dealing with client’s requirements, proving success in the projects.Learning & Development: ABC has a vision that it can’t develop unless there are strategic options for an employee to develop himself. There has been training programs right for a new joinee to a long lasting employee. Employees should observe that there is a growth opportunity for them and perceive the company as a development institution. Company has made tie-up with 2-3 top universities to provide higher education assistance program. On-line learning platforms like Learntrak and Harvard Mentor are available free of cost, also certifications options are available. Company has also identified SMEs (Subject Matter Expert) to identify and highlight budding talent within the company. With improved â€Å"Internal processes’ and focused â€Å"internal Customers†, company can achieve the success in its value chain.ABC has recognized certain values as important to corporate ethics and operational success. To make these values pervade at all levels there are many un-tapped opportunity. Creating a values statement for an organization involves examining the organization's purpose and goals. Once it is clear where the organization wants to go through the value creation process (input, conversion, and output), objectives can be achieved. ABC vision laid emphasis highly on customer satisfaction with effectiveness whereas same can be achieved if employees are treated highly valued and their attitudes, interests and preferences are more stable. Customer value proposition play an important role in meeting above objectives.Chapter 2Identify important conflicts involving employees and other stakeholder groups in your organization. Explain inducement and contributions for relevant stakeholders involved. Is there any ethical issue involved in above mentioned conflict? Which ethical model is appropriate for solving identified ethical issue?Stakeholders can be defined in many ways and different kinds of entities can be stakeholders, such as persons, groups inside as well as outside an organization. The stakeholders act according to their interest and use their power to influence the product in the direction they desire. To develop good working relationships with colleagues and stakeholders, and to avoid conflict, it is essential to share a common purpose. Often conflicts are observed which can induce the scope for inefficiency.a. Interventions: Ambiguity in roles and demand often lead to interventions which displace ownership and hinder performance. Through management skills, stakeholders should be able to identify what these conflicts might be before entering into the communication process and hence the opportunity to intervene early.b. Clear Communication: There are no gaps if communication is clear. In organization, right from main vision to mission and even team goals, all should be strategically aligned and link in meeting each other’s object ives. One process output should be value input for the next, hence clear communication through positive relationship is important to prevent conflicts of interest and find a common purpose to agree on.c. Complex behavior: Since organization deal with human which is complex, hence difficult behavior are encountered often within stakeholders. It’s necessary to be assertive but use neutral language to defuse any aggression. Stakeholder mapping using power/interest matrix as adapted from Mendelow (1981) and Johnson & Scholes (1993) can be used as a powerful tool to identify contribution of every stakeholders. ABC ltd. has developed similar approach as mentioned in the fig below. They indicated that power and dynamism are relevant factors; low to high and static to dynamic.Too often relationships with stakeholders are conducted in an ad hoc or intuitive manner. A strategic approach (a plan with clear objectives, milestones and an evaluation) builds better ongoing relationships and is more likely to realize the benefits for the department and the stakeholders. There can be enormous ethical issues if the stakeholder management is not  proper in the organization. Keeping in view working model of ABC Ltd, below are some instances records: Stakeholders Group and Issuesindicators Employees Pay and Benefits Atleast minimum legal wage or local cost of living is incorporated Employee diversity Percentage of diverse groups and designed policies to cater different gender and races as equal Communication open-door policies/ ombudsmen Customers Product authencity/ quality/ safety No of defects/ recalled projects Customer complaint management Availability of set procedures and system to cater all queries Customer service Measures/ practices adopted to ensure effective service delivery Investors Transparency Availability of procedures to inform shareholders about corporate activities Stakeholder rights management litigation involving violations of shareholder rights Community/ Society development Public health and safety protection Availability of emergency-response plan Minimizing the use of energy Type, amount, and designation of waste generatedThe model of human behavior called the economic man model has been identified to solve ethical issues, which assumed the following: The decision-maker had access to perfect information concerning all aspects of the decision situation. The decision-maker could process all the relevant information when identifying and diagnosing problems. The decision-maker could identify all possible solutions to a problem and evaluate the outcomes of each alternative solution.Multiple goals of an organization could be combined into a single, simple mathematical equation. A rational decision-maker would always select the alternative solution that would produce the maximum benefit to the organization. All decision-makers process information in the same manner and make similar decisions.Chapter 31. Map generic and specific environment related to trainin g initiatives in your organization. How will you rank identified elements. As a statistically-based method to reduce variation in organization’s processes, Six Sigma is used as an all-encompassing business performance methodology. This has helped ABC labs to Align their business strategy to critical improvement efforts thus Mobilize teams to attack high impact projects, accelerate improved business results and also govern efforts to ensure improvements are sustained. Since the launch of Six Sigma, it helped the organization to increase their effectiveness by 60% and provided ample security checks for improvement. Other important aspect is developing leadership skills in the organization which is itself a very complex task.Amongst senior cadre in the company are people from diverse background, ethnicity and race, hence was key focus area. As part of its HR initiatives, the company conducted advanced programmes such as Foundations of Organization Learning (FOL) and Visionary an d Leadership Planning (VLP). It also conducted a series of communication exercises about the change initiatives to all its employees across the country. ABC labs are also using 360 degree purely as a leadership development tool, completely separate from  annual appraisals, which are mostly about meeting targets. ABC's top executives have each been assessed by at least four subordinates, four peers and their immediate boss. Each executive, in turn, has assessed at least ten others. Given that the 360 degree assessment form is five pages long and contains 50 questions, this makes for a massive logistic exercise.But assessing only the top management doesn't quite serve the purpose, since it is the middle managers that need to be promoted to senior leadership positions to meet the organization’s talent needs. Also to get around this, ABC labs has designated counselors, called Leadership Group Facilitators (LGF), senior managers who are not in the recipients immediate work orbit , assigned the task of presenting the feedback dossier and immediately discussing its findings.Strategy mapping is a powerful business tool. Strategy maps show graphically how organizations create value for customers and stakeholders. Good strategy maps communicate strategic intent internally and externally, and are one of the most effective communication tools an organization can use to build alignment, accountably, and a focus on results. Hence ABC labs has created well defined performance management system which binds individual KRAs with identified Organization’s competencies.Out of strategic initiatives, Balance scorecard is the most prominent and identified element. ABC labs started with critical approach about â€Å"what† and â€Å"why†, before â€Å"how†. Remember, performance improvement initiatives are â€Å"how’s†; organization vision, goals, and strategy are â€Å"why’s† and â€Å"what’s†. This strateg y was entirely focused to develop all the stakeholders within and outside the organization. Missing pieces like customer value proposition, strategic themes, mission and results in financial perspective was aligned through the Balance card.2. Based on resource dependence theory, identify one good and one bad illustration for inter-organizational relationship (which involve some other organization) involving your chosen firm.Key researchers Dean and Sharfman, (1993); Dutton, (1993) & Haley and Stumph,(1989) studies the nature of the decision and says that research into  decision making cognition and labeling suggests that the same internal or external stimulus may be interpreted quite differently by managers in different organizations or even within the same organization. Resource Dependence Theory tries to explain the relationship of different variables that affects decision making and also acts as a dominant approach in contemporary strategic management.Mergers and acquisitions h ave been one of the primary domains of inter-organizational action to be analyzed under a resource-dependence perspective. In past 1 year, ABC labs have acquired 2 business entities which lead to power imbalance. During acquisition, it was priority to ensure to enroll matrix structure as a way to create a balance between global product groups. As per the ABC Labs strategy, in this way management attention would be focused and balanced dimensions. Also given a clear specification of the purpose of a unit and of type of relationship with other units, unit managers will be able to work out most of the details for themselves.However the stakeholders of acquired companies were quite firm on maintaining the pre-dominant structure in their groups when got acquired. This created conflict, however with the series of management discussion and meetings, all were synced for the intended outcomes which include: An improved reporting structure that is helpful in complex decision making Efficient usage of shared resources that provide opportunities for skill development Competencies to deal with legitimate multiple sources of power, and The sharing of knowledge between divisionsThere were some inadvertent outcomes too which included excessive overheads in management, time losses with the frequent meetings also to resolve conflict and power struggle between divisions. ABC Labs is however being able to conceptualize now its organization structure and bring strategic power in action. Different theoretical approaches, such as institutional theory, strategic contingencies theory, resource dependency theory and decision-making theory were explored.

Higher Education And High Education - 957 Words

Higher education has evolved to become one of the principal means in educating individuals in specific areas of study such as engineering, management, or the sciences. Universities and colleges are the places where people go seeking for higher education. It is the reason why the world is where it is today. Almost all of the inventions that make our life easier today are the outcome of education. Some students will do whatever they can to make sure they end up in one of these places. Higher education has been a very important topic for students and their families: some believe that the cost of higher education is too high; others argue that it is not, and also those who thinks there is no real outcome to higher education. There are many people who believe that the cost of college is very high. The rising cost of college may put higher education out of reach for the average American. In the public four-year sector, the increase in published tuition and fees from $2,810 (in 2014 dollars) in 1984-85 to $9,139 in 2014-15 is an increase of 225%, or 4.0% per year over 30 years. The increase over the most recent five years, from 2009-10 to 2014-15, was 17%, or 3.2% per year (collegeboard.com). The cost has increased tremendously in the past few decades thus resulting in lower attendants. Many students are missing out because of the cost and lack of financial aid. Though there are many scholarships available nowadays for students, it may not be enough for their budget for theShow MoreRelatedHigh Education And Higher Education1771 Words   |  8 PagesImagine a world with no college debt, a higher education equally available to all young people, and no college price barriers. These were the main goals of Pres ident Truman in his 1974 commission on Higher Education. 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Life Support For Dying Patients - 1469 Words

The question about whether to remove or continue life support for dying patients has been an ongoing topic and has caused a lot of controversy. One side feel that dying patients should be kept on life support because life support increases the chances of survival, it allows families to come to terms with death, also it allows organ donation. The other side of this case point of view feels like life support is only prolonging life, supporting life support drains resources, and the ethical issue behind life support. I strongly believe that dying patient should be kept on life support until they can either recover from ailment, or has a power of attorney. Who are we to end someone’s life because of our own beliefs? Just in the last 2 years†¦show more content†¦(statics) .According to recent updates on Jahi health, doctors have said â€Å"she is showing some signs of blood flow, electrical activity and is no longer on life support† (Collins). In the case of Elijah Smith, a 22-year-old man who was hit by a car while he was riding his bicycle on July 3, 2013. He suffered from head injury and was declared dead at Grant Medical Center in Ohio later on that night. Grant Medical center notified Lifeline of Ohio the organ procurement organization. Mr. smith was register to be an organ donor but his parents learned that organ removal takes place when the donor is on mechanical ventilation during the surgery and also to have an organ removal to be taken place the donor has to have a beating heart. According to smiths mother she believed her son didn’t understand what he signed up for by saying her son would never have signed on him donating his organs while being alive. July 11, 2013 smith’s organs was removed and donate despite his parents’ wishes but since they couldn’t change what was already signed from Elijah they could only deal with the decision their son made. In the case of Marlise Munoz a 33-year-old women suffered from cardiac arrest on November 26, 2013 although she had heart beat, Doctors informed Munoz husband, that the hospital wasn t going to disconnect Marlise from the ventilator, because the Texas law prohibited it because she was 14 weeks pregnant. The Texas Advance Act states, A doctor may not