Severe Emotional Disturbances (SED) Classrooms

Extreme Emotional Disturbances (SED) Classrooms Independent homerooms for understudies assigned with enthusiastic aggravations need to make an organized and safe condition for understudies with social and passionate incapacities to learn suitable approaches to connect with friends and grown-ups. The last objective of an independent program is for understudies to exit and join the general instruction populace in normal homerooms. Understudies with SEDs might be remembered for general training study halls with help from an extraordinary teacher. By and large, when an understudies conduct puts oneself in danger or compromises commonplace companions, they might be set in independent settings. Now and again, when youngsters have gone to the consideration of law requirement in light of rough or damaging conduct, they may come back from some type of restriction to a private program. Choices are frequently made on LRE (Least Restrictive Environment) in view of the wellbeing of the understudy, companions, and educators. Since these uncommon arrangements are over the top expensive, many school regions look to independent projects to assist understudies with Severe Emotional Disturbances return the general instruction populace. Basic Elements of a Successful Classroom Structure, Structure, Structure: Your study hall needs to ooze structure. Work areas ought to be in lines, equally separated (perhaps measure and imprint each spot with tape) and ought to be adjusted so understudies can't make faces at one another. Trust me, theyll attempt. Study hall rules and fortification outlines should be unmistakably shown. Be certain that all materials or assets are effectively accessible, and that your homeroom format requires as meager development as could be expected under the circumstances. Understudies with Emotional Disturbances will utilize honing a pencil as a chance to irritate a neighbor. Schedules: I avoid mincing words about the way that I am a lover of Harry Wongs brilliant book, The First Days of School, which spreads out approaches to make schedules for a study hall to run easily. You show the schedules, you practice the schedules, and afterward you ensure that everybody (even you) follows the schedules and executes them with loyalty. Schedules require an educator to envision the sorts of difficulties the individual in question will meet. Its shrewd for new instructors or new passionate help educators to ask a veteran extraordinary teacher to assist them with envisioning the sorts of issues that you will meet in an Emotional Disturbance program so you can manufacture schedules that will maintain a strategic distance from those entanglements. A Token Economy: A lottery framework functions admirably by and large training homerooms to compensate and fortify proper conduct, however understudies in an Emotional Disturbance study hall need progressing support for suitable substitution conduct. A token economy can be planned in a manner that interfaces it to singular conduct plans (BIP) or a conduct agreement to recognize target practices. Fortification and Consequences: An independent study hall should be wealthy in reinforcers. They can be favored things, favored exercises, and access to the PC or media. Clarify that these reinforcers can be earned through observing principles and suitable conduct. Outcomes likewise should be plainly characterized and unmistakably clarified so understudies comprehend what those results are and under what conditions they are set up. Clearly, understudies cannot be permitted to endure regular outcomes, (for example on the off chance that you run in the road you get hit by a vehicle) yet rather should encounter intelligent outcomes. Coherent Consequences are a component of Adlerian brain science, promoted by Jim Fay, co-creator of Parenting with Love and Logic. Sensible outcomes have a legitimate association with the conduct: in the event that you destroy your shirt during a tirade, you get the chance to wear my monstrous, sick fitting shirt. Support should be things that your understudies really find sufficiently significant to work for: in spite of the fact that age proper is the mantra of the day, if conduct is outrageous, the most significant factor must be that it works. Make menus of proper reinforcers from which understudies can pick. Pick or structure reinforcers that you can combine with substitution practices. For instance, a specific number of days with a specific number of focuses, and the understudy gets the opportunity to have lunch in the break room with an accomplice class. A specific number of day with a specific number of focuses may likewise procure an understudy the chance to welcome an average friend to play a game in the ED room.

Toy Soldiers Essay Example For Students

Toy Soldiers Essay Since the time the get-go individuals have been dressing in manners that describetheir social foundation, economic wellbeing, and at times even their religion. Ido not perceive any reason why this profound convention ought to be changed, tossing kids ofdifferent foundations all into the equivalent bringing together apparel. I didn't go to aschool where I needed to wear a uniform, so I don't actually have a firsthand ideaof what it resembles to wear one. I do know however, that I would feeluncomfortable. The manner in which I dress is something that I invest wholeheartedly in and put effortinto. That may sound cliché, or unusual, however I truly don't care the slightest bit! Ienjoy looking great, everyone does, anyway not every person will let it out. As asenior in secondary school I was casted a ballot best dressed, a tremendous achievement if youwent to the school that I did. The entirety of my companions, the entirety of the young ladies that I wasinterested in, and even a large portion of the educators dressed with a specific enthusiasm, thepassion to intrigue others with their outward appearance. While perusing a recentarticle in the Chicago Tribune by Lauren Waters, I found that Dr. HaroldGoldstein held similar suppositions regarding the matter of school regalia as I do. Dr. We will compose a custom paper on Toy Soldiers explicitly for you for just $16.38 $13.9/page Request now Goldstein is the school director of the Bethlehem Trinity Lutheran SchoolSystem, in Poughkeepsie, NY. Dr. Goldstein was approached to deliver a discourse for theNational Reading Council on the subject of school outfits, in the article he wasquoted as saying: In the entirety of the fifteen years I have been educating, I havenever seen a school that takes after an organization air as much as theB.T. L.S.S. From the start we accepted that the school uniform would improve academicsand increment request in the study hall, however as a general rule, we currently have an UN-spiritedgroup of kids who no longer appreciate going to their own school(Waters,121). For this situation, the school not just had a diminishing in scholastics, it wasturned into a nearly ramble like environment. I feel that if school regalia wereimplemented, this energy and want to look great would be decreased. I mean,how much control can you have with your appearance, when you are toldwhat to wear. Innovation is something that would likewise be pulverized. There wouldbe no more pioneers, or style experimentation. In this way, style would come toa complete end! Presently I realize that I am making this all solid sensational, yet Iam attempting to make a point here. Additionally, as I said in the presentation, numerous peopledress in connection with their religion or culture. On the off chance that school regalia werebrought into impact, what might befall the Jewish children that needed to wear aYamalka? Could Muslim kids wear head wraps, or could Christians even wearcrosses? This is another difficult that would emerge. Christopher Bishop, a writerfor Time Magazine, inquired about having school garbs in severalTexas state funded schools. Religious administrator found the most serious issue was for the kids ofthe Middle East, who couldn't wear their conventional wraps and culturalrobes. .. .as a rule the kids had to simply up and changeschools, and move to various community(Bishop, 77). Children would continually betrying to press somewhat more opportunity out of the framework. Where do you draw theline? What's going on with kids dressing in all dark with fishnet following ontheir arms? As I would see it, nothing, it is simply extraordinary. Let messes with expressthemselves. Let the Indians wear their full body sheets, and the cattle rustlers weartheir larger than usual belt clasps. The childs dress isn't whats causing theproblem; it is their childhood. The last issue that I see with schooluniforms, or map book the last one I can consider, is cash. .u65b1d373e5387ea92ffaf22667c25582 , .u65b1d373e5387ea92ffaf22667c25582 .postImageUrl , .u65b1d373e5387ea92ffaf22667c25582 .focused content territory { min-tallness: 80px; position: relative; } .u65b1d373e5387ea92ffaf22667c25582 , .u65b1d373e5387ea92ffaf22667c25582:hover , .u65b1d373e5387ea92ffaf22667c25582:visited , .u65b1d373e5387ea92ffaf22667c25582:active { border:0!important; } .u65b1d373e5387ea92ffaf22667c25582 .clearfix:after { content: ; show: table; clear: both; } .u65b1d373e5387ea92ffaf22667c25582 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; murkiness: 1; change: darkness 250ms; webkit-change: mistiness 250ms; foundation shading: #95A5A6; } .u65b1d373e5387ea92ffaf22667c25582:active , .u65b1d373e5387ea92ffaf22667c25582:hover { haziness: 1; progress: obscurity 250ms; webkit-change: mistiness 250ms; foundation shading: #2C3E50; } .u65b1d373e5387ea92ffaf22667c25582 .focused content region { width: 100%; position: relat ive; } .u65b1d373e5387ea92ffaf22667c25582 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; content enrichment: underline; } .u65b1d373e5387ea92ffaf22667c25582 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u65b1d373e5387ea92ffaf22667c25582 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; fringe span: 3px; box-shadow: none; text dimension: 14px; text style weight: striking; line-stature: 26px; moz-outskirt range: 3px; content adjust: focus; content improvement: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u65b1d373e5387ea92ffaf22667c25582:hover .ctaButton { foundation shading: #34495E!important; } .u65b1d373e5387ea 92ffaf22667c25582 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u65b1d373e5387ea92ffaf22667c25582-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u65b1d373e5387ea92ffaf22667c25582:after { content: ; show: square; clear: both; } READ: Kant: The Universal Law Formation Of The Categorical Imperative Essay I don't have thefaintest thought how a few people can see school garbs as being less expensive. It isnot like the children are going to wear those terrible things all over the place. What kind ofsocial outsider is going to wear blue pants and penny loafers to make a move onthe end of the week? Guardians are as yet must fork out cash for regularclothes. Additionally, what happens when an article of the uniform gets tore, torn, orstained? There goes a bundle more cash for substitutions. In an ongoing shaft takenin New York of 1,000 guardians who needed to wear school outfits before and arenow confronted with problem of sending their kids to class that has uniforms,78% said that they would not be supportive of placing their children in regalia. Thebiggest reason was seen as due to cash issues. I can perceive how somepeople would decide in favor of school regalia, yet I despite everything don't figure it would be anintelligent decision. The negatives welcomed on by having school garbs outweighpositives by a long shot. For what reason do we want to make everyone appear to be identical, weare not, and from various perspectives. Leave the uniform to the military, not the homeroom.

How Not to Fail College Test

How Not to Fail College Test 5 Ways Not to Fail College Test Home›Education Posts›5 Ways Not to Fail College Test Education PostsCollege test is one of the most difficult tasks during the whole year. It is highly important not to fail college test as this may lead to bad consequences. A lot of students are nervous before exams as they are not prepared to it. They are afraid of tests since during the year they laze around. But students should work hard and find time for studying since exams are around the corner.For this very reason, qualitycustomessays.com offers 5 useful ways not to fail college test:• Make notes. Students should always make notes during class. Professors give useful information during lectures which will then be in exams. That is why, don’t be lazy to take some notes.• Be attentive during class. Questions and tasks which will be in the test are always explained during classes. Pay attention to the professor’s words as this will help you to be more prepared and know more informatio n during your exams. This will reduce time for preparing for the test.• Do all assignments. If you write all papers and do all needed assignments during the year, this will help you during test. Doing all tasks greatly increases your chances to receive a good grade during exam.• Review information a day before the test. A day before the test, read all your notes again, this will help you to remember all essential points. It is very important to review the information as you will easily remember those points which you read yesterday.• Relax during test. Don’t be nervous during exam. When people are nervous, they forget important things. Take your time, pull yourself together, and everything will be alright.Consider these recommendations and don’t forget that college is a place where you should study. If you study during the year, you won’t have to worry about the tests.

The Slavery Of The North And South - 949 Words

No one issue can be claimed as the dominate issue that produced The Civil War. The war was caused by many disputes such as sectionalism, expansion of slavery, and abolitionist. Although there were many issues some were consider to be much more influential than the others. These include sectionalism and the expansion of slavery. The North and South could not seem to stop arguing over the expansion of slavery to the west as well as their many differences in other areas. The southern economy being primarily agricultural did not allow for much social mobility. The southerners also lacked in areas such as industrialization. Northerners were sickened by the lack of industrial expansion and believed the lack of social mobility in the south was caused by slavery. These economic differences helped the beginning of the split that would lead to the Civil War. After the Louisiana Purchase in 1803 growth in the America’s heightened and it was clear that the issue of slavery would come up once again. Congress needed to form a practical guide to the expansion of slaver into the newly gained western territory. National Debate was sparked once Missouri applied for statehood as a slave state, but luckily congress agreed upon a series of arrangements called the Missouri Compromise. In 1820 congress agreed that Missouri could join the states as a slave state as long as another state, Maine, was admitted as a free state. This agreement allowed for the balance between slave and free states toShow MoreRelatedNorth and South on Slavery1040 Words   |  4 PagesThe North and South have very different views on slavery. This has lead to lots of tension and fighting. When people were first settling here they had slaves. It has been going on for almost 100 years. Starting around the Revolutionary war the North became opposed to slavery. They had le ss use for them as time went on. The South, on the other hand, felt they needed slavery. They had to harvest tobacco and cotton as fast as possible. They knew they couldn’t do it themselves so they bought lots ofRead MoreSlavery Issues Of Slavery Between North And South848 Words   |  4 PagesSlavery Issues The issues of slavery between North and South was indirectly the cause of the beginning of civil war. Since the North changed their minds about the black population, they had a difficult time with the South, with they believe that Africans had to serve white people. So the problem between the North and South wasn’t something new, it was happening since the government was trying to prevent spread out of the slavery across America, as a result, South started to create, manipulate, andRead MoreSlavery in the North and South of the US Essay588 Words   |  3 PagesSo many people wanted slaves, especially in the South. They had more farms than they could handle on their own. Northern owners wanted them because they would have to do less work. Very few owners treated their slaves nicely and paid them to do work around the house. They would not be treated like family but would get treated a whole lot better than your â€Å"typical slave.† Those kinds of circumstances occur red more in the Northern states than the Southern states. Most slaves lost contact withRead More Antebellum Slavery: The Great North-South Divide781 Words   |  4 Pagesperiod began, the American Nation was divided into the North and South by many issues but most economic issues arising from western expansion and slavery. While the North had abolished slavery, the South insisted on slavery for the cultivation of their cash crops especially cotton. The south had religious and racial justifications for the institution of slavery and even went so far as to proclaim slavery was for the slave’s own benefit. The North, motivated by the second Great Awakening however, hadRead MoreThe Slavery Of The North And South Between 1700 And 17991072 Words   |  5 Pagescountries including America, most of the nations incorporated provisions for slavery within their structure of governance. As slavery took roots in the North and South between 1700 and 1799, it influenced political, social and economic structures of the two regions throughout the 18th century. Towards the end of 17th century, European masters embarked on granting independence to their colonies. As the European colonies in the North gained independence, residents of the independent states acquired cheapRead MoreEssay about Why Slavery Prospered in the South but not in the North1162 Words   |  5 PagesSlavery prospered more in the South than in the North. Many have wondered why this occurred. This happened for several reasons. To begin with, the South needed additional workers to operate their farms and plantations. Another reason they had slaves was to increase the size of their military force. Last but not least, they didn’t feel that African Americans were entitled to human rights. Based on these items, the Northerners did not share the same view on slavery as the Southerners did. Most of theRead MoreSlavery Was An Institution That Caused By The North And South Of The United States1531 Words   |  7 Pages Slavery was an institution that caused much division between the north and south of the United States back in the 1800’s that instigated many political, economic and moral fights between northern abolitionists and southern slaveholders. The system was established on the basis of economic profits, cheap labor, and morality of â€Å"saving† Africans from their previous lifestyle. The Southern states were notorious slave-holding states, while the North contained few, but far, slave-holders. Despite theRead MoreThe Election Of 1848 And Emerging Sectional Divide Between The North And The South Over The Issue Of Slavery1708 Words   |  7 PagesSemester Long Research Paper The election of 1848 revealed and emerging sectional divide between the north and the south over the issue of slavery. The was the 16th presidential election held on November 7, 1848. Zachary Taylor, who was a member of the Whig party won over Martin Van Buren of the free soil party. Slavery was defined as a legal or economic system in which principles of property law were applied to humans allowing them to be classified as property, to be owned, bought and sold accordinglyRead MoreSectional issues leading up to the Civil War, how the North South and West felt about states rights, tariffs, western land policy, mexican war, secession and how all these linked back to slavery.1364 Words   |  6 PagesAmerica. Not only did this war bring an end to slavery but also paved way for numerous social and political changes. The country had already been torn by the negative trend in race relations and the numerous cases of slave uprisings were taking their toll on the country s political and so cial structure. The country was predominately divided up into 3 sections, the North, the South, and the West. Each of these groups had different fundamental interests. The North wanted economies depending on farming, factoriesRead MoreEssay on Emancipation1140 Words   |  5 Pagessociety between the North and the South. The war divided the country between the North (Union) and South (Confederate). There were many factors that led to the war and the chief ones were political, social, and economic differences between the North and the South. Slavery was a major issue that triggered the American Civil War. Basically the South wanted and needed it and the North did not want it at all. The South was going to do anything they could to keep it. Slavery and slave trades had

The Great Leader Was Martin Luther - 1251 Words

â€Å"There is strength in numbers† (Mark Shields). This well-known quote emphasizes the importance of working together. However, â€Å"strength in numbers† would never be achieved without a great leader. Great leaders are the basis for success in all aspects of society because without someone to lead, plans cannot be executed and ideas remain mere thoughts in people’s minds. One such great leader was Martin Luther, a German theologian, who is credited with beginning the Protestant reformation. Part of the reason why his name is so readily associated with the reformation is because he had the courage to create change. Luther was not the first to have radical ideas about reforming the Roman Catholic Church: there must have been others who loathed indulgences or were cognizant that the papacy often corrupted its power. However, Luther was the one to gather his ideas and stand up against the Church, for the sake of Christianity and its followers. Even though he ofte n faced the threat of harsh consequences, he never recanted his teachings or gave up hope. Despite encouraging mass violence, Martin Luther should be known as a great leader since he reformed the Roman Catholic Church and helped make Christianity more accessible to the common people. The greatest aspect of Martin Luther’s legacy was his reformation of the Roman Catholic Church. At the time, the Church played an essential part in society and had more power than the state, unlike today. Reforming the Church would have been aShow MoreRelatedMartin Luther King Qualities1327 Words   |  6 Pagesmade Martin Luther King to become a great leader in civil rights movement. Martin Luther King was a social activist and Baptist minister who led the civil rights movement from the mid-1950s to 1960s. According to the website called Martin Luther King Jr.-Biography, Martin Luther king was graduated from high school when he was fifteen. After getting his B. A. Degree from Morehouse, the B. D. from Crozer and then he got his doctor’s degree from Boston University. This shows that Martin Luther KingRead MoreDr. Martin Luther King Jr., A Political Icon Essay1441 Words   |  6 Pagescome variously to be called great or brilliant because they and their accomplishment s have forever changed society and the world. Dr. Martin Luther King Jr. was one of those individuals. Martin Luther Kings contributions to history place him in this inimitable position. One of the great figures in the march of human history, Martin Luther King Jr., like Gandhi before him, lived by a heroic credo of non-violence. More than two decades since his death, Martin Luther King ideas; his call for racialRead MoreTransactional Leaders : Transformational Leaders1140 Words   |  5 PagesA Prominent Leader Throughout history, there have been many great leaders. Each of them had/has their own leadership style, which made them a prominent leader. According to Smith (2008), â€Å"not all good leaders are the same because they each possess a different characteristic, which makes them the great leader that they are/were. We might say that each is an excellent leader with certain characteristics that make them so, however, when we compare those characteristics with the characteristics ofRead MoreTaking a Look at Lutheranism1032 Words   |  5 Pagesexplain the Lutheran Church and how it came to be. Martin Luther, a German monk, known to many as the â€Å"Father of Reformation† did not initially or intentionally, start the Lutheran religion. However, his teachings became the cornerstone of what is known today as the Lutheran Religion. Marting Luther was born in Germany in 1483, became a monk, got ordained in 1507 then began to teach at the University of Wittenberg. Even though Martin Luther was ordained in the Catholic Church he became torn as someRead MoreTransformational Leadership : The Most Important Aspect Of Management1088 Words   |  5 PagesTraditional vs. Transformational Leadership Many leaders from history have the label of charismatic, intellectual and inspirational. Leadership is labeled as the most important aspect of management because leadership what defines a well-balanced and managed organization. Leaders influence groups to reach and achieve goals that the organization has set into action. Transformational and transactional leadership are the two most prominent leadership theories. This objective of this paper is to defineRead MoreDr. Martin Luther King Jr. Essay871 Words   |  4 Pages Dr. Martin Luther King Jr was born in Atlanta Georgia on January 15, 1929. His parents were Reverend Martin Luther King Sr. and Alberta Williams King. Dr. Martin Luther King Jr. and his siblings were guided by the spiritual teachings from their father and attended public schools in Atlanta during their childhood. King and his nine siblings grew up in a financially secure middle class family. They received a better education than the average child of their race, King noticed this and it influencedRead MoreEssay on Leadership Skills of Dr. Martin Luther King, Jr.823 Words   |  4 PagesDr. Martin Luther King, Jr. Abstract This paper will analyze and study the legacy of Dr. Martin Luther King and how leadership skills helped him in accomplishing his goals. The characteristics that made Dr. King a great leader will also be addressed. By studying great leaders, insight can be gained into what qualities they possess. Dr. Martin Luther King, Jr. Dr. Martin Luther King, Jr. was a vital figure of the modern era. His lectures and dialogues stirred the concern and sparked theRead More America Needs Moral Leadership to Bring Justice to an Unjust World1061 Words   |  5 PagesBirmingham Jail,† Martin Luther King says that â€Å"Injustice anywhere is a threat to justice everywhere . . . Whatever affects one directly, affects all indirectly† (143). Everyone wants to be treated fairly but there are places in the world where atrocities take place which impact the entire world, such as the persecution of Tibetans in China, the threat of terrorism to Western countries and racism in America. However, often from turmoil rise great leaders, such as the Dalai Lama and Martin Luther King, whoRead MoreEssay on Martin Luther King: A True Leader944 Words   |  4 PagesMartin Luther Kind: A True Leader Do you think Martin Luther King deserves his reputation for being a great leader of the Civil Rights movement? What were his strengths and weakness? Overall, what is your verdict? Dr. Martin Luther King’s actions during the Civil Rights movement of Read MoreWhy Black Activists Rejected Martin Luther King and Follwed Malcolm X730 Words   |  3 Pages Two main black activist leaders of the early 1950s were Martin Luther King and Malcolm X. Today, both of these men would be remembered as great leaders.However, these two men had totally different approaches towards meeting the same main goal. Both Martin Luther King and Malcolm X fought for civil rights; however Malcolm X also wanted to have a separate black society whereas Martin Luther wanted the integration of white people with black people. Malcolm X

A Framework for Pursuing Diversity in the Work Place Free Essays

Case Analysis A Framework for Pursuing Diversity in the Work Place By Dr. Thomas Delong and Mr. Michael Brookshire Group Dynamics for Teams (HRDV 5560) Instructor: Dr. We will write a custom essay sample on A Framework for Pursuing Diversity in the Work Place or any similar topic only for you Order Now Innocent Nkwocha April 23, 2007 Team One Members: Alisha Carlton, Saundra Carr, Jeanna Dixon, Shereka Rhett, Sara Young Case Analysis A Framework for Pursuing Diversity in the Work Place Comprehend the Case Situation Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization.The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents.It is important to note that discrimination in hiring generally precludes diversity, however, lack of diversity does not necessarily indicate discrimination. Identify the Problem/Formally State the Problem The federal law on discrimination has had legislative amendments since 1870 to the U. S. Constitution. Race was eliminated as a voting barrier (by the Fifteenth Amendment), gender in 1920 (Nineteenth Amendment), and class in 1964 with the prohibition of poll taxes (Twenty-Fourth Amendment). However the United States government did not officially outlaw discrimination in the workplace until the Civil Rights Act was passed in 1964.Since 1964, other laws were passed prohibiting overt discrimination. In 1965, President Lyndon B. Johnson signed an executive order requiring federal contractors to use affirmative action for minority employees. Affirmative Action is defined as an active effort to improve the employment or educational opportunities of members of minority groups and women. Later moves extended affirmative action to federal and state agencies. The federal affirmative action law has had several battles in the legal arena since 1978 (Regents of the University of California v. Bakke).The most recent being the Supreme Court interpretation of the constitutionality of affirmative action in 2003 in cases on the University of Michigan undergraduate and law programs. With this ruling, the court interpreted affirmative action as a means to a positive end not only for minorities but also for the organization in question. The Supreme Court also asserts that a diverse population benefits all members of an organization in a way that a non-diverse population would not. This far reaching standard has significant implications for business leaders and for their organizations.The team agrees that conceptualizing the effects of diversity will involve a change process. With the organization realizing change as ongoing and change in any part of a system eventually will affect all of its parts. There is a need for new approaches to influence policy toward diversity with organizational structure and communication. Policy will need to be reviewed for diversity in training programs, hiring and promotion patterns, and identifying and removing obstacles which may impede the attainment of diversity goals and objectives of the organization.The three main business rationales for having a diversity program will be reviewed and presented in this case study as first steps in pursuing diversity in the workplace: a. attraction and retention of employees, b. customer and supplier relationships, and c. workgroup performance. The most prevalent issue identified and should be addressed first is attraction and retention of employees. One must keep in mind that for any diversity effort to succeed, a substantial diversity effort requires senior management support, a vested champion, and a long payback period. Generate AlternativesThe scope of this case study will be comprised of overriding themes that emerged from discussion with team members after reviewing Dr. Delong and Mr. Brookshire’s paper. The overriding themes that emerged from these discussions are attraction and retention of employees, customer and supplier relationships, and workgroup performance. Some obstacles that are associated with these overriding themes when pursuing diversity in companies’ efforts are gender, race/ethnicity, sexual orientation, age, and ability, and an accumulation of disadvantages. These obstacles have led to failure for some diversity programs.Their failures are attributed to explicit and implicit biases and barriers to change. Also, pursuing diversity can entail significant up-front implementation costs in time and effort. Commitment of senior management is needed to have a viable diversity program. Processes that produce outcomes for women and minorities are similar in some ways – and in other ways they are different. There are non-conscious hypotheses that entail expectations or stereotypes associated with members of a group that guide perceptions and behaviors that influence the judgments of group members as well as non-group members.Gender and race influences group members’ expectations about how they will be judged. There are stereotypes about different social groups that vary along two dimensions: ocompetence (e. g. , skillful, competent, confident, capable, efficient, and intelligent) owarmth (e. g. , friendly, well-intentioned, trustworthy, ware, goddgood-natured, and sincere) Research has shown that these stereotypes in social groups are widely culturally shared. Both men and women hold stereotypes about gender, both whites and people of color hold them about race, and people are often not aware of them.These stereotypes are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, time pressure, and lack of critical mass. Hidden bias can cause hidden barriers. The hidden barriers are the subtle, day-to-day, small, trivial, and/or isolated behaviors that have a cumulative effect which distorts the playing field, conferring advantage on some while disadvantaging others. These barriers can be erected by individuals, either intentionally or unintentionally.They can also result from skewed/unfair organizational practices and will undermine a system in which the talented are chosen and moved ahead on the basis of their achievement. Examples of hidden barriers: †¢Using assumptions or stereotypes to guide an organizationsorganization’s decisions and interactions. –We can’t put Cynthia on that project – what would happen if the client were to find out she’s a lesbian? †¢Hiring and firing based on comfort and familiarity rather than credentials and experience. –We’ve got to hire John; he’s perfect for the job. He went to school with my sister; she said he’s great. Evaluate Alternatives and Select One By any reasonable definition of diversity, there are twotoo few women and minorities at major organizations to achieve and maintain diversity in their workforce. The situation differs across fields and departments and the impact of diversity obstacles is greater for race and gender. Overt gender and race discrimination is now very rare, but it is still an issue. There has been considerable progress within the last 20-30 years, but it has been painfully slow, especially for women and African Americans.The playing field is still not level. Therefore, It is important to consider carefully differences between gender and race/ethnicity, and their combined effects (e. g. , for women of color). After extensive research for strategies to address pursuing diversity in the workplace several alternatives were discussed by the team. After a lengthy discussion, three alternatives were identified as critical for a successful diversity program: employee attraction and retention, ? , and ?. The first alternative formulated is employee attraction and retention.The team recommendations are to conduct a study of the experiences of individual people of color, and women within the workplace culture. There are growing numbers of women who have earned undergraduate, graduate, and professional degrees. More and more of these well-qualified women have sought to pursue their calling in corporations and academic settings. It has been documented that gender and race biases influence group members’ expectations about how they are judged. These stereotypes are often widely culturally shared by both men and women, both.Both whites and people of color hold them about race, and. Most people are often not aware of them. They are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, and time pressure. These stereotypes can affect evaluations (evaluation of resumes, evaluation of job credentials, evaluation of minimum standards vs. ability, and letters of recommendation) concerning race and gender. It is important to note that gender and race problems result in biased evaluations for members of both groups.These biased evaluations have important consequences that accumulate over time. The National Academies (2006), Beyond Bias and Barriers, reported that, â€Å"Although scientists like to believe that they â€Å"choose the best† based on objective criteria, decisions are influenced by factors – including biases about race, sex, geographic location, and age – that have nothing to do with the quality of the person or work being evaluated. † In essence, these problems affect the careers of women and under-represented minorities.Companies seek excellence and diversity by retaining over 60% of the population, gain valuable contribution of the whole population, support diverse teams that produce better solutions, provide diverse experiences, and to be fair and equitable. The companies rea lize that by excluding women and male minorities, they are excluding the majority of people from their pool of applicants and employees. Diversity matters to companies because it opens up the environment for a wider range of people, skills, talents, and perspectives.More perspectives are taken into account in devising solutions to problems. When diversity is incorporated into the policies and procedures of an organization fewer things are taken for granted and more things are questioned. This strategy will address the under-representation of women and minorities with recruitment and retention. The company should begin this process with recruiting and retention strategies such as: †¢Recruit for diversity and excellence †¢Review search committee composition (Include people who are committed to diversity and excellence. †¢Job definition (Work with a single search committee for all positions, to allow opportunities for people with unusual backgrounds to emerge. ) †¢Advertisement (Consider advertising in venues that reach women and minorities (special subgroups of professional organizations, focused co nferences and workshops, etc. ) †¢Active recruiting (Ask employees who nominate candidates to identify other very strong candidates in the field, including women and minorities.Consider women and minorities who may currently be under-placed: those thriving at less well-ranked institutions. ) †¢Interviewing tips (Bring in more than one female and/or minority candidate: this disproportionately increases the likelihood that a woman and/or minority will be hired. Provide information about family-leave policies to all candidates. ) †¢Promote awareness of the issues (Encourage inclusion of women and minorities in the companies social life (lunches, conferences, etc. ) and decision-making of the departments) How to cite A Framework for Pursuing Diversity in the Work Place, Papers

Diagnostic Indicator Diversity Management-Myassignmenthelp.Com

Question: Discuss About The Diagnostic Indicator Diversity Management? Answer: Introduction Diversity in a workplace or organization refers to the difference in mindsets and work culture of the people in the organisation based on the differences in their age, personality, education, gender, race, religion, tenure, cultural beliefs, and more. In the global business age transcending borders and developing a diverse workforce is imperative for organisations to succeed and gain a competitive edge in the business world. Managing the demographically diverse workforce in the best interests of the organisation is one of the key challenges confronting the managers today (Boehm, and Dwertmann, 2015). This essay will discuss the studies carried out in the three research articles to measure the effects of variables that help in marketing the effects of workplace diversity among the people on the well-being, social-integration, and the other performance related-variables and how the managers in an organisation can lead and manage a diverse workforce effectively. This essay will also dis cuss the diversity mindsets as the moderators of the relationship between performance and diversity. Articles Overview The authors of the three articles mention the benefits of having a diverse workforce and the key issues and challenges that the organisations are facing in managing and leading the demographically diverse workforce effectively for better organisational performance. However, while diverse workforce is definitely a big asset to the organisations today with new ideas, creativity and innovation lending the company a competitive edge, the same diversity in teams can lead to dysfunction in organisations because of the communication barriers due to the diverse demographic backgrounds of the team members (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). Therefore, the management in modern day organisations have a challenging task to lead a diverse workforce in a manner that solicits the positive aspects of diversity and eliminate or mitigate the negative impacts of the diverse workforce. The managers are also faced with the task of identifying the attitudes, beliefs, climate, and the other factors which can help in enhancing the positive effects of diversity and eliminating the harmful effects of diversity like intergroup bias and interpersonal tension at the same time (Shaban, 2016). The diversity mindset theory proposed by the authors tries to understand and moderate the relationship that exists between effective performance and diversity of workgroups (Knippenberg, Ginkel, and Homan, 2013). Method of Analysis The authors Guillaume, et.al, use the CEM or Categorisation-Elaboration Model to explain the elements that work to moderate the impact of workplace diversity on the facets of performance, social integration, and the outcomes related to well-being (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). In the second study the author Shaban discusses how two specific leadership theories can help in enhancing the positive performance of the diverse teams and help the managers in leading the diverse teams effectively within their organisations (Shaban, 2016). In the third article the authors Knippenberg et. al., propose the use of three mindsets of accuracy, sharedness, and the awareness of the sharedness, as moderators in the relationship between performance and diversity (Knippenberg, Ginkel, and Homan, 2013). The three papers have used qualitative and secondary research to support their arguments and findings. Research Findings The authors Guillaume et.al. surmised in their study that social integration and performance of the individuals could be enhanced with the help of positive intergroup interactions and contacts. They also surmised that individual differences play the role of key moderators in demographically diverse group members (Brunow, and Blien, 2014). In the second article, the author Shaban proposes that using theories like the LMX theory and the Hills leadership model can help the managers in an organisation understand the diversity challenges and the differences in the culture and ethics of the different members of the teams (Lunenburg, 2010). The leaders can use this understanding of the individual differences to discern the means that can capitalise the diverse viewpoints, skills, and backgrounds to maximise the productivity of the team (Northouse, 2015). In the third study the authors Knippenberg et. al. have put forward propositions based on the diversity mindsets that can help in providing a better understanding of the perplexing questions related to workforce diversity and performance benefits. While developing diversity mindsets the organisations should look at diversity as a source of information which can help in providing elaborated team information that result in performance benefits (van Ginkel, and van Knippenberg, 2012). Another key feature is that leadership in an organisation today has a crucial role to play in understanding and developing the right diversity mindsets, therefore, organisations need to develop their HR practices to develop an understanding of the diversity mindsets (Hajro, Gibson, and Pudelko, 2017). Critical Analysis The CEM Model describes the diversity as the differences between the people on any attribute or feature that can lead to the perception that one person is different from the other individual. According to the CEM model diversity works in two ways, the processes of information-elaboration and the processes of social categorisation that may result in intergroup bias (Joshi, Liao, and Roh, 2011). To moderate the impact of the workforce diversity on the overall organisational performance, diversity-management and growth-oriented strategies may help in promoting the concept of a greater value-in-diversity. This would help in facilitating the relevant information flow and which would, in turn, result in informed decision-making and promoting innovation (Podsiadlowski, Grschke, Kogler, Springer, and Van Der Zee, 2013). However, the innovation and creativity of the groups involved in complex task performance are dependent on the task-specific knowledge associated with demographic diversity. Therefore, principles of CEM can be used to augment the performance on innovative tasks to provide the right training for team building and leadership practices. Another crucial element that can help in positively augmenting the workforce diversity is the reduction of uncertainty between the demographically dissimilar groups in their interactions with one another (Patrick, Kumar, 2012). The individual perceptions of the people on their attitude towards diversity, learning goal inclinations, and other personality oriented variables like openness have a positive impact on the workforce diversity (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The research also highlights that in managing the workforce diversity leadership has a very crucial role to play. The leaders are the key players in creating the work environment where the benefits of a diverse workforce may multiply to benefit the organisation. The leaders need to be more inclusive and participative in their approach towards the demographically different workgroups, display individual consideration when required, offer inspiring suggestions, and motivate the employees to complete their tasks in an efficient manner. On the other hand, leaders who display outward biases in their interpersonal relations with the team members they lead, undermine the positive workplace conditions for accruing the diversity benefits (Ali, Kulik, and Metz, 2011). The LMX theory of leadership promotes distributive and equal justice, therefore, this theory will help the leaders in focusing on adopting a fair and equal approach while dealing with all their followers and team members. The theory works on a simple principle that employees and workers who work more efficiently and productively will be rewarded more than the others who do not. Therefore, leaders while selecting the in-group members should avoid all the biases related to age, religion, gender, race, ethnicity and other such factors in their decision-making. The LXM theory would provide the outline to the leaders to evaluate the members of their team in a fair and just manner and the guidelines mentioned in the theory will help the leaders in eliminating the biases while taking their decisions which will help them in managing the diverse teams in a more efficient and effective manner (Lunenburg, 2010.). On the other hand, the Hill Model approach for team leadership would help the leaders in identifying and assessing the problems of the team and taking timely and suitable action to mitigate those problems. Due to the differences in cultures, values, and traditions the diverse members of a workforce may face multiple numbers of problems while working with dissimilar people and the Hill Model provides an insight into the functional leadership role (Northouse, 2015). The leaders play a decisive role in monitoring the workgroups and teams to ensure effective productivity and this involves taking a decision whether the leaders should involve themselves by intervening in solving any kind of relational or task-oriented issues. While task oriented issues are related to planning and application, the relational issues are related to problems arising due to lack of cohesion, interpersonal conflicts, communication barriers among team members. The leaders also have to decide whether the problem c an be solved by internal intervention or an external intervention from outside the teams scope (Patrick, and Kumar, 2012). However, there is a lack of clarity on the diversity-mindset concept as there is very little research done to shed light on what actually must be done by the diversified workgroups to reap the benefits of this diversity (Guillaume, Dawson, Woods, Sacramento, and West, 2013). One of the principal aspects of the diversity mindsets is that every team has a specific nature and there cannot be a universal or one-size-fit-all approach that can be applied to all diversified work groups (Tisserant, Lorraine Wagner, and Barth, 2012). However, there are core characteristics which are common to mindset accuracy like promotion-focused goals, exploration focused goals, and procedural knowledge of the team related diversity which can serve as a useful source of information (Guillaume, Dawson, Woods, Sacramento, and West, 2013). To prevent miscommunication and coordinate the efforts of the team in the same direction, it is very important that there should be a similarity in the mental representations of the members of a diversified workgroup or team. Therefore, in the presence of accuracy of mindset, a sharedness or similarity of the mental representation works to enhance the team task performance. Diversity mindsets can have a more emphatic impact as a moderating influence on the work teams if they are shared by a larger number of the team members, as this will facilitate coordinated actions and prevent miscommunication. However, one of the big drawbacks in the propositions suggested by the authors is that many of the conceptual frameworks proposed her have yet to be tested in an empirical analysis (van Ginkel, and van Knippenberg, 2012). Similarities and Dissimilarities in the Authors approach The three articles emphasise the importance of leadership in developing the positive environments to manage the growing diversified workforce in the organisations effectively. The cultural differences represent one of the basic attributes to study and analyse the workforce diversity and the ways to shape it positively (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The three articles also emphasise that task-oriented knowledge, leadership strategy, and HR practices all have to work together to create an atmosphere where diverse workgroups can thrive and contribute positively to the organisation (Patrick, and Kumar, 2012). The authors Guillaume et.al., stress on the elements of uncertainty reduction in workplaces among members of diverse workgroups, information-elaboration, and self-enhancement as the tools to improve the social integration, work performance, and the well-being of the people. On the other hand, the author Shaban emphasises on the leadership and training aspects to deal with the issues and challenges facing the organisations in growing diversified workplace environment (Brunow, and Blien, 2014). While the authors, Knippenberg et al., stress on the fact that a better understanding of the concepts of diversity and a favourable perspective in the mindset of the people about working in culturally diverse teams can result in the people associating and embracing the concept of diversity in a more positive manner (Boehm, and Dwertmann, 2015). Conclusion The organisations in the global business scenario need to devise approaches and strategies to harness the power and influence of diversity in giving the business a distinctive competitive edge in the market and to prevent organisational dysfunction from arising due to lack of cohesion between inter cultural workgroups. While research till now has been focused on the concept of preventing the negative outcome of cultural diversity in workplace, the future research should aim to develop concepts and approaches that can steer the influence of diverse cultural mindset towards innovation and ingenuity, that is beneficial to the individuals, team, and the organisation as a whole (Guillaume, Dawson, Woods, Sacramento, and West, 2013). References: Ali, M., Kulik, C.T. and Metz, I., 2011. The gender diversityperformance relationship in services and manufacturing organizations.The International Journal of Human Resource Management [Online],Volume 22, (Issue 07), pp.1464-1485. Available from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2011.561961 Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices.Work, Aging and Retirement [online],Volume 1, (Issue 1), pp.41-63. Available from: https://academic.oup.com/workar/article/1/1/41/1664799/Forging-a-Single-Edged-Sword-Facilitating-Positive Brunow, S. and Blien, U., 2014. Effects of cultural diversity on individual establishments.International Journal of Manpower [Online],Volume 35, (Issue 1/2), pp.166-186. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/IJM-08-2013-0199 Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior [Online],Volume 38, (Issue 2), pp.276-303. Available from: file:///C:/Users/sony/Downloads/Article1bylecturer.pdf Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology [Online],Volume86, (Issue 2), pp.123-141. Available from: https://onlinelibrary.wiley.com/doi/10.1111/joop.12009/full Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness.Academy of Management Journal [Online],Volume 60, (Issue 1), pp.345-372. Available from: https://amj.aom.org/content/60/1/345.short Joshi, A., Liao, H. and Roh, H., 2011. Bridging domains in workplace demography research: A review and reconceptualization.Journal of Management [Online],Volume 37, (Issue 2), pp.521-552. Available from: https://journals.sagepub.com/doi/abs/10.1177/0149206310372969 Knippenberg, D., Ginkel, W.P. and Homan, A.C., 2013. Diversity mindsets and the performance of diverse teams.Organizational Behavior and Human Decision Processes [Online],Volume 121, (Issue 2), pp.183-193. Available from: https://www.sciencedirect.com/science/article/pii/S074959781300037X Lunenburg, F.C., 2010. Leader-member exchange theory: Another perspective on the leadership process.International journal of management, business, and administration [Online],Volume 13, (Issue 1), pp.1-5. Available from: https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Leader-Member%20Exchange%20Theory%20IJMBA%20V13%202010.pdf Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Available from: https://books.google.co.in/books?hl=enlr=id=TuyeBgAAQBAJoi=fndpg=PT18dq=P.+Northouseots=myRHsG4MXlsig=uwEOXIcC23snp7Dgah_7FToZbtA#v=onepageq=P.%20Northousef=false Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open [Online],Volume 2, (Issue 2), pp. 346-351. Available from: https://journals.sagepub.com/doi/abs/10.1177/2158244012444615 Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal [Online],Volume 56, (Issue 3), pp.782-804. Available from: https://amj.aom.org/content/56/3/782.short Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations [Online],Volume 37, (Issue 2), pp.159-175. Available from: https://www.sciencedirect.com/science/article/pii/S0147176712001162 Shaban, A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in Management.Procedia-Social and Behavioral Sciences [Online],Volume 230, pp.76-84. Available from: https://www.sciencedirect.com/science/article/pii/S1877042816311119 Tisserant, P., Lorraine Wagner, A. and Barth, I., 2012. The propensity to discriminate: a diagnostic indicator for diversity management.Equality, Diversity and Inclusion: An International Journal [Online],Volume 32, (Issue 1), pp.36-48. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/02610151311305605?journalCode=edi Van Ginkel, W.P. and Van Knippenberg, D., 2012. Group leadership and shared task representations in decision making groups.The Leadership Quarterly [Online],Volume 23, (Issue 1), pp.94-106. Available from: https://www.sciencedirect.com/science/article/pii/S104898431100171