Challenges of Hr

Challenges of HR The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to capitalize on this melting pot of diverse talents.With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, an organization can respond to business opportunities more rapidly and creatively, especially in the global arena, which must be one of the important organizational goals to be attained. More importantly, if the organizational environment does not support diversity broadly, one risks losing talent to competitors. The role of HR has changed from a primarily administrative position to one that is more strategic.Times certainly have change from those days when the HR department was called the â€Å"smile and file† department since in that era the primary qualifications for HR were simply a friendly disposition and an ability to file. The emerging trends in HR call for HR Professionals to take the lead in planning for the future and becoming strategic business partners in their organizations. The key to HR planning for the future begins with one simple question that HR Professionals have to ask themselves: If we are successful in the years to come, what will our customers and competitors are saying about us?With the answers to this question, HR Professionals can formulate a clear, shared vision and a sense of direction for the organization. The role of the HR Professional is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outpla ying them in the strategic employment of their human resources.With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR Professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization's big picture and be able to influence key decisions and policies.In general, the focus of today's HR Professional is on strategic personnel retention and talents development. HR Professionals will be coaches, counselors, mentors, and succession planners to help motivate organization's members and their loyalty. The HR Professional will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity. The ro le of the HR Professional must parallel the needs of the changing organization.Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centered. Within this environment, the HR Professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. The Twenty-first century recognizes the importance of HR Professionals in their contribution to supplying the best manpower supply in a thriving industry.Organizations in the business world rely on Human Resources management teams in overseeing business functions such as hiring, training, conducting interviews, relaying of company-related business trends and issues and employees' benefits and the like. Individuals who work inside this type of industry are tasked to making sure that the provided workforce are adept in their respective business roles and are able t o function optimally under any condition.Companies are increasingly seeking technological solutions to streamline the basics of HR administration, manage competencies, deal with performance and boost learning. Making them work in concert remains a huge challenge. The HR function has an opportunity to deliver on the promise of becoming a strategic department within your organization. Lately, technology has been enabling HR departments to reinvent themselves as a strategic business partner, providing opportunities for HR to play a greater role in aligning the workforce with business objectives.The end result can be improved organizational performance. HR Professionals keep the company they are working with able to stay on top despite of existing competition against companies who compete with the same product or services a certain company caters to. The most successful HR Professionals add value and make a difference with their organizations. They do this by treating their departments as business partners, anticipating their needs and providing HR solutions just-in-time. About the Author Syed Imtiaz Hussain is Head of HR & Administration in one of the leading multinational Company.As a member of top management team; he develops a highly professional A-Class HR environment in the organization by utilizing his vast practical and visionary experience of HRM and HRD. He believes organizations that invest in people can face the global economic and technological challenges in better way. His numerous of articles were Published in leading Newspapers and practitioner journals. He is also the author of â€Å"HR Global Challenges†. If you have questions or comments about this article, you can contact Imtiaz at (www. whrppk. com) [email  protected] com

Not Satisfied with School Canteen Food Essay

On the 20th March 2013, there had been an incident at Papakura High School. A school fight between two junior girls, at lunch time on the school field, me and a friend were sitting on the field at the time, we then had seen one of the girls come up on the field with a lot of people, and she had asked us if we had seen anonymous, but we told her no. Rumours had been told to these girls and this is why they had a fight. Everyone crowded around the two girls and was telling them to fight and pushing them into each other. So the girl who had walked on to the field had taken the first hit, which was a closed fist. The girls had begun to fight and punch each other; the fight had eventually stopped because a senior student had pulled the girls away from each other. The student had also got the teachers involved in this situation. After this incident the two girls had been taken to the Deputies office, to write a statement about, what caused them to fight, why they had a fight, which had started it, how can they resolve this etc. The girls had done writing there statements. Me and a friend also had to write statements because we were witnesses and had seen what happened, me and my friend were separated into two different rooms, and had to each talk to the dean about what we had seen and heard. The girls ended up talking about what happened and talked everything out, me and my friend also had to sit in the same room. When we all had a chance to talk about this incident we were all told about what would happen if this happened again, also me and a friend had got given a five dollar lunch time voucher. Then the girls had become friends and made a mends, although the girls had sorted it out they still had to pay the consequences and they both had a three day suspension. The girls had returned back to school after their suspension. My friend and I also those two girls had to have another talk to our dean. We had to talk about the incident again. He had thanked us for our time and our help with this incident. Our dean had given the two girls task to help them out throughout the year, and to keep them on track. Me and my friend were offered to help look out for these girls out of class time, to make sure they are doing the right thing, and hanging out with the right people.

Selecting Teaching As A Career Education Essay

This paper tries to bring out the long and short term determiners of choosing learning as a calling As an single thought of prosecuting instruction as a new calling pick, it ‘s of import for me to understand why so many have chosen this profession when the entreaty for learning seems to be worsening. To assist me looked at taking learning as a calling I interviewed 30 current instructors and 4 current pupils to acquire their positions of learning as a calling pick. A sum of 34 persons were asked Why did they pick learning as their pick of calling. The survey concludes that the cardinal determiners of an person ‘s likeliness to learn are their household background, the factors they valued in a occupation and their perceptual experiences of instruction. This paper presents the study findings on pupil instructors ‘ scope of grounds for taking instruction as a calling and discusses those differences between cohorts of different programmes.The overall intent of this survey is to bring out the long and short term factors that motivate people to travel into learning and more specifically simple school instruction as a calling. As we all know instruction as a womb-to-tomb procedure that must hold a nisus force behind it. Teaching is a manner of determining the immature heads of today for tomorrow. It ‘s a ambitious undertaking but there are some who chose to do that challenge a calling. Obvious grounds why many make this calling chose includes: summers off, national vacations off, and 2 hebdomads off during Christmas and New Year season. Those inducements of holding yearss away seems honoring but could you be happy as instructor – because you would carry through nil. Some consequences of surveies agree that the motives for prosecuting a calling in learning scope from selfless to extrinsic ( Kreci & A ; Grmek, 2005 ; Stuart, 2000 ; Yong, 1995 ) . Furthermore, those who are committed to learning are more likely to be motivated by intrinsic wagess. On the contrary, those who have ne'er earnestly considered instruction are more likely to be motivated by extrinsic wagess. The overall intent of the survey is to bring out the long and short term determiners or factors that motivate people to travel into learning and more specifically simple school instruction as a calling. Negative perceptual experiences of material benefits such as instructors ‘ wage and professional position are non likely to set off those who are committed to learning, but they are possible hindrances to those who have no disposition to learn ( See, 2004 ) . What motivates single to travel into instruction is really important. Motivation is a critical force that drives one ‘s behavior toward originating and transporting out the undertakings ( Recto, 2005 ) that go with the teacher instruction plan. Thus, understanding the grounds why people enter the instruction profession and what makes them remain or go forth is indispensable, peculiarly, if success in keeping a stable instruction force ( Soh, 1998 ) that contributes to teacher instruction quality and excellence is most coveted. Such understanding can expectedly bring forth valuable penetrations into contextual, behavioural, and structural dimensions of learning. The contextual dimension refers to the instructor instru ction environment and surroundings. The behavioural dimension consists of the motives and attitudinal temperaments of pupils and other stakeholders in respects to teacher instruction. The structural dimension refers to policy mechanism and options, both at the macro and micro degrees, which govern the overall operation of instructor instruction establishments in the state. A questionnaire based upon grounds collected via preliminary focal point group and e-mail interviews from tonss of co-workers in Sigma Gamma Rho Sorority, Inc. Founded by seven school instructors in 1922 and today with over 80,000 members worldwide approximently 78 % of the rank are in learning. My paper will besides place the cardinal societal and economic determiners of whether to be a instructor or non. So I poised the inquiry am in instruction because, ‘ I know merely what i want to state ‘ , Is have n't considered learning like this before. where do i get down? most of all the hereafter ( intending the kid of today because I was one in that clip ) motivates me to learn and the chances and restraints under which I learn or learned and other learn. there is more but because Is have to lesson program for tomorrow categories. thanks i will acquire to you for moreDo the childs and yourself a favour and acquire a different jobWhen I was immature, I ever knew that I wanted to go a teacher someday. When I played, I would frequently garner my dolls together and feign to learn them how to make math jobs or how to read a book. As I grew older, my desire to go an ESL instructor became clearer as I did some voluntary learning abroad and in the United States. As I look back on my grounds for going a instructor, there are three grounds that stand out. They are: my love for the English linguistic communication, my unconditioned involvement in how people learn, and my desire to assist other people. Burnout is experienced by 1000s of instructors across America each twelvemonth. It is characterized by a loss of energy, enthusiasm for the occupation and a feeling of weakness to alter the state of affairs. It causes high turnover rates and may present a menace to the educational system. Estimates indicate that up to 50 per centum of all new instructors leave the instruction profession within 5 old ages. For some this is simply a personal penchant, but for many it is straight related to teacher burnout. Young instructors enter the educational field with a desire to do a difference in the lives of kids, but shortly discover the tremendous load of run intoing province and federal authorizations is about impossible to accomplish with the limited resources available to the instructor and pupils. Effectss American schools are expected to see a terrible instructor deficit by the twelvemonth 2010, when the bulk of today ‘s veteran instructors will make retirement age. These instructors have stuck to the their committedness to learning despite the of all time increasing demands and outlooks of instructors. Without younger instructors who are willing and able to battle instructor burnout the state will confront a disruptive period of instructor turnover and kids will endure from the combination of inexperient instructors and instructors who are actively seeking a alteration in calling as a consequence of the rapid burnout rate. Types Teacher burnout consequences from a broad assortment of grounds. The work of a instructor seldom stops at the terminal of the twenty-four hours. The outlook to take place work and to pass eventides and weekends rectifying and measuring pupil work, fixing lessons, and gathering resources for the schoolroom takes its toll. The deficiency of resources and fiscal support provided to schools frequently consequences in a deficiency of schoolroom stuff, unequal text editions and by and large inferior working conditions. State and federal authorizations for pupil accomplishment and strict province proving require an progressively broad comprehensiveness and deepness of cognition across capable countries. Administrators, frequently sing burnout themselves, struggle to run into the altering demands of instructors and are limited by resources and fundss. Misconceptions The general public frequently is non cognizant of the tremendous force per unit area a instructor experiences and is speedy to knock occupation public presentation based of a impression of what it thinks instructors should make. There is a perceptual experience that instructors enjoy an easy life with multiple holidaies and a short work twenty-four hours. In many countries, instructors are perceived as over paid. A deficiency of regard permeates the community as it fails to react to the demand of instructors. Many mistakenly assume that instructor burnout is caused by a deficiency of subject in the schoolroom and fail to acknowledge that the bulk of instructors who suffer from burnout would name pupils as the last point on a list of lending factors. Prevention/Solution Attempts towards bar of instructor burnout need to concentrate on supplying the fiscal resources to schools and supply equal support for new instructors. Supplying aid in big schoolrooms and entree to a broad scope of intercession techniques, and the resources to implement them, will make shared duty for pupil accomplishment and relieve the force per unit area and isolation instructors experience. Increased public consciousness of the troubles instructors face, solid parental engagement plans, and a lessening in immaterial responsibilities like coach and recess responsibilities will liberate instructors to concentrate their clip and energy on their primary end: instruction. Supplying clip for teacher coaction and planning within the construction of the school twenty-four hours will let instructors to work together to be after and implement the best possible plan for kids.Determinants of learning as a callingBeng Huat See1University of York, electronic mail: Sg25 @ york.ac.ukPaper pre sented at the British Educational Research Association Annual Conference, University of Manchester, 16-18 September 2004AbstractionThis paper tries to bring out the long and short term determiners of choosing learning as a calling. A questionnaire based upon grounds collected via preliminary focal point group and e-mail interviews was employed to place the cardinal societal and economic determiners of the person ‘s pick whether to be a instructor or non. A sum of 1,845 pupils and trainees from four third establishments in South-west England and Wales were involved. The survey differs from much research in this country by including an expressed comparing between pupils meaning to be instructors and those meaning to prosecute other callings. Logistic arrested development analysis was used to analyze the information collected. The survey concludes that the cardinal determiners of an person ‘s likeliness to learn are their household background, the factors they valued in a o ccupation and their perceptual experiences of learning. Financial inducements, although effectual in acquiring those already interested in learning to take up preparation, are limited in their impact. Those who are committed to learning are more likely to be motivated by intrinsic wagess. Those who have ne'er earnestly considered instruction, on the other manus, are more likely to be motivated by extrinsic wagess, and to describe a negative experience of school. Negative perceptual experience of instructors ‘ wage and their occupation position are non likely to set off those who are committed to learning but is a possible hindrance to those who have no disposition to learn. Fiscal inducements to develop hold small influence on those already committed to other callings. In the long tally policies could see the personal features of persons. For illustration, promotion runs to enroll new instructors could foreground the extrinsic values of learning. Presently they constantly highlight merely the intrinsic entreaty of the occupation. To be maximally effectual such runs should besides foreground those factors which people really consider of import in their calling pick. This survey reminds us that simply presenting fiscal inducements to enroll instructors is non plenty. Individual determinations to learn depend, to a big extent, on the values attached to a occupation and perceptual experiences of instruction.IntroductionThe purpose of this paper is to place of import determiners of going a instructor. It examines the influence of demographic background, the values people attached to a occupation and their perceptual experiences of learning on their calling p ick. Of involvement is the impact of fiscal inducements for initial instructor preparation enlisting on people ‘s pick of learning as a calling. The survey involved undergraduates, both teacher trainees and others, and graduate students, both teacher trainees and those on other professional preparation paths, in South-west England and Wales. Many current policies to increase teacher supply have assumed that teacher Numberss can be increased by pecuniary inducements, such as better wage and other fiscal inducements to recruitment. While these may be effectual in the short term, there is grounds that every bit many as 40 % who enter developing do non go on to learning anyhow ( STRB, 1999 ) . Furthermore, these steps are mostly based on a ‘universal ‘ human capital theory of motive, which does non adequately explicate the under-representation of work forces and people from certain societal category and cultural groups in learning. Evidence from old surveies suggests that peoples ‘ pick of calling is, to a big extent, influenced by their socio-economic and cultural background and by a comparatively lasting position of what is ‘appropriate ‘ for them ( Gorard and Rees, 2002 ) . These societal determiners differ from economic and practical factors in being longer term and, hence, less conformable to a short-run proficient hole. They have so far non been explored in old surveies on instructor deficits. For these grounds, this survey examines the influence of social-economic background, as determined by parents ‘ businesss and educational makings, sex, ethnicity and type of school attended, each of which might be regarded as formative of their values and norms. Geographical mobility and whether persons had close household members and friends who are/were instructors were besides considered, as was the extent to which current fiscal incentives in instructor preparation had an impact on instructor trainees ‘ determination to travel into instruction. Besides these societal determiners, an person ‘s determination to travel into learning or non is besides believed to be influenced by what they value in a occupation and their perceptual experiences of instruction ( Kyriacou et al. , 2002 ) . If we are able to place those factors which persons consider of import in their pick of calling, and highlight the factors in learning which lucifer these, so we might trust to carry better qualified pupils to see learning. As Johnson and Birkeland ( 2003 ) noted, it is indispensable to understand people ‘s concerns and responses, otherwise policymakers and practicians will go on to present what they believe to be promising enlisting and keeping schemes with no existent consequence. To pull and retain new instructors, a comprehensive scheme that addresses the full scope of new instructors ‘ concerns is required. In this manner, under-represented groups such as work forces, cultural minority groups and those in shortage topics can be efficaciously targeted. This involves a consideration of the calling picks made by prospective and possible instructors, every bit good as by those who have rejected the possibility of learning. The positions of the latter are cardinal in moving as a restorative to the bulk of relevant research in this country based merely on consideration of instructors and possible instructors – for illustration, Reid and Caudwell ( 1997 ) , Bloomfield and Selinger ( 1994 ) , Fraser et Al. ( 1998 ) , Smithers ( 1990 ) , Lock ( 1993 ) , Newson ( 1993 ) and Heafford and Jennison ( 1998 ) . More recent surveies on instructor supply by Robinson and Smithers ( 1998 ) and Howson ( 1999 ) were concerned with pupil instructors ‘ grounds for non taking up learning stations. These surveies focused on the motives of those who had antecedently made the determination to go school instructors. Few surveies have investigated persons ‘ grounds for non taking learning as a calling in the first topographic point. Even fewer surveies looked into barriers to come ining instruction ( e.g. Wellington, 1982 ; Smithers and Hill, 1989 ; Finch, 1986 ) . The positions of undergraduates who have yet to take up teacher preparation and who might be attracted by the inducements are normally non sought in UK educational research. This could easy give a really deceptive feeling about why persons do non go instructors. In general, the bulk of the educational engagement literature is based, for really matter-of-fact grounds, on surveies of bing participants, frequently in the same establishment as the research worker. This can give deceptive consequences about the causes of non-participation ( Gorard and Rees 2002 ) . Non-participants in any educational enterprise are, ironically, besides routinely excluded from research about their non-participation.MethodThe survey involved 1,845 undergraduate and graduate student pupils in four establishments in South Wales and South West England. Four chief topic groups ( humanistic disciplines and humanistic disciplines, societal scientific disciplines, maths and scientific discipline and vocational ) were identified to stand for the wide scope of undergraduates. Vocational classs included jurisprudence, accounting, concern surveies and athleticss and leisure direction. The overall response rate is 82 % 2. The sample was selected after a re-analysis of all available and historical statistics associating to teacher supply and keeping in England and Wales, and of the one-year UCAS nose count informations ( farther inside informations in See et al. 2004 ) . A self-administered questionnaire study was used to place the of import factors act uponing people ‘s determinations to travel into learning. The instrument was designed and piloted following a series of preliminary interviews ( e-mail and concentrate group ) with possible and trainee instructors. It gathered pupils ‘ retrospective life histories, and their reported calling determinations, programs and motives, puting the latter within the context of their longer-term educational and career flight. Logistic arrested development analysis with forward stepwise entry of forecaster variables was used to predict/explain the person ‘s purpose to be a instructor or non ( dichotomous ) utilizing all background variables, factors act uponing their calling pick and their perceptual experiences to learning as likely forecasters. The theoretical account is ‘hierarchical ‘ , come ining explanatory variables into the theoretical account in life order from birth ( e.g. household background ) through initial instruction ( e.g. where lived at age 16 ) to the present ( e.g. capable studied at university ) . In this manner, each measure can merely work with the discrepancy left unexplained from old stairss. The concluding measure adds variables for consciousness of fiscal inducements and other recent policies to promote teacher enlisting. Cross-tabulation processs were besides used to show the relationship between these forecaster variables and persons ‘ calling determination. Because of the big sample size ( Pallant, 2001 ) and because the population was non a random sample, a trial of significance would non be relevant here ( Gorard, 2003 ) . Therefore, the ‘effect ‘ size was used to standardize differences between groups ( Coe, 2002 ) .FindingssThis subdivision is divided into three parts. The first portion examines the influence of demographic features on an person ‘s determination to learn. The 2nd portion looks at the influence of calling pick factors, such as the values people attached to a occupation and their perceptual experiences of learning. The 3rd portion analyses the influence of ITT ( initial teacher developing ) enlisting fiscal inducements on calling pick. The respondents were classified into three groups based on their responses to the inquiry on their calling determination: Those who have considered instruction and wanted to be instructors besides known as confirmed instructors ( 30 % , N= 550 ) Those who have earnestly considered but decided non to learn, or fringy instructors ( 34 % , N= 621 ) Those who have ne'er realistically considered instruction and would non desire to learn, or non-teachers ( 37 % , N= 674 )Background features and determination to travel into learningThe three groups mean that the arrested development analysis is polynomial. For simpleness of presentation, I consider here merely some of the possible comparings, concentrating on the differences between confirmed instructors and others. The analysis was robust in uncovering that the background features that explain most of the differences between groups were an person ‘s sex, ethnicity, academic accomplishments and parental background ( Table 1 ) . The coefficients in the tabular array give an indicant of how likely person is to be a instructor or non-teacher. For illustration, a male is, ceteris paribus, merely 10 % every bit likely as a female to be a confirmed instructor instead than a non-teacher, and those who described themselves as White are about twice ( 1.8 times ) every bit likely as co lored to be instructors than non-teachers.Table 1 – Background features differences between instructors and othersBackground features Coefficients Sexual activity i‚ · Male i‚ · FemaleA0.1–Ethnicity i‚ · White i‚ · ColoredA1.8–Mothers ‘ makings i‚ · No making i‚ · O-level i‚ · A-level i‚ · Degree and higher, i‚ · Do n't cognize & amp ; no responseA1.4 1.2 0.8 0.8–Entry making i‚ · A-level i‚ · A-level and vocational i‚ · Access i‚ · UnclassifiableA1.6 0.8 0.9–Degree consequence i‚ · 2:1 and above i‚ · 2:2 and below i‚ · Do n't cognize and no responseA2.0 3.9–Those whose female parents have an A-level and tantamount or higher making are less likely ( 0.8 ) to go instructors than those whose female parent ‘s makings are unknown. In general, those with less educated parents are more likely to take learning as a calling. Those with or anticipating a grade graded at 2:2 or below are more likely to go instructors than those with a 2:1 or above, and those for whom no grade consequence is known. While a grade is now about a demand for instructor position, it is by and large the least qualified of those eligible who are most likely to be instructors. Analysis by demographic features shows that pupils ‘ determination to learn or non was besides found to be related to their topic of survey at university. For illustration, societal scientific discipline pupils were two and a half times more likely than those making scientific discipline and maths to take learning as a calling. Vocational pupils in classs other than instruction were, unsurprisingly, the least likely to hold considered instruction. This determination is consistent with that of the Institute for Employment Studies, which found that those in fiscal topics, economic sciences, scientific discipline or jurisprudence had a lower leaning to come in learning ( House of Commons, 1997, Appendix 5 ) .Career pick factors and the determination to travel into learningCareers pick factors refer to those features people look for in a occupation, and their perceptual experiences of learning as a calling. These are withheld from the theoretical account above because they are a cu rrent snapshot instead than a dependable retrospective history, and because the causal theoretical account associating pick factors and revealed pick is ill-defined. The logistic arrested development analysis shows that we can predict/explain with 90 % truth who are likely to be instructors instead than non-teachers than a non-teacher once these factors are included in the theoretical account. Table 2 shows the calling pick factors that explained differences between groups. The factors are listed in falling order get downing from the one which explains the most difference between confirmed instructors and non-teachers. These factors are the opportunity to portion cognition, occupation satisfaction, length of vacations and the opportunity to go on in the topic of involvement. The coefficient for ‘chance to portion cognition ‘ agencies that those who indicate that the opportunity to portion cognition as rather of import are 3.4 times more likely to be instructors than those who did non believe it is of import. Similarly those who indicate opportunity of portion cognition as really of import are 3.42 ( 11.6 times ) more likely to be instructors than those who think it is non.Table 2 – Choice factor differences between instructors and othersFactors act uponing calling pick coefficients Opportunity to portion cognition 3.4 Job satisfaction 3.1 Length of vacations 2.3 Opportunity to go on involvement in ain topic 2.3 Job security 1.8 Salary 0.6 Working conditions 0.5 Status of occupation 0.5 Promotion chances 0.5 Intellectual stimulation. 0.4 Note: these pick factors were rated in importance on graduated table from 1 to 3 ( most of import ) Table 2 shows that confirmed instructors differed from non-teachers in the values they attached to a occupation. While confirmed instructors were more likely to describe being motivated by intrinsic factors, such as occupation satisfaction, the desire to portion cognition and to go on involvement in their capable, non-teachers were more likely to value extrinsic factors like salary, publicity chances, occupation position, good working conditions and rational stimulation. Other factors actuating confirmed instructors included occupation security and the length of vacations. These differences suggest that fiscal inducements, if decently applied, might hold persuaded non-teachers to see learning as a calling. Of class, there is besides a danger for those already on vocational classs of rationalizing their pick station hoc. Analysis by capable groups indicates that societal scientific discipline pupils and instructor trainees were more likely to see intrinsic factors as really of import compared to maths and scientific discipline and ‘other ‘ vocational pupils. Females were besides more likely than males to see these factors as really of import. There was no difference between white and colored. Mathematicss and scientific discipline and vocational pupils, on the other manus, were more likely than teacher trainees and societal scientific discipline pupils to see extrinsic motives, such as occupation position and public perceptual experience of occupation and salary as really of import. This, possibly, explains why pupils from some topic groups were less likely to desire to learn. This is consistent with Smithers and Hill ‘s ( 1989 ) survey which found that mathematics and scientific discipline pupils were less likely to see such intrinsic motive as of import in their calling determinat ion. They were besides more likely to comprehend instruction as offering intrinsic wagess and person-oriented satisfaction than extrinsic wages. Assorted scientific discipline and humanistic disciplines pupils, on the other manus, were more likely to be people-oriented, and therefore more likely to be attracted to learning. The three of import perceptual experiences of learning that explained most of the differences between instructors and non-teachers were occupation satisfaction, instructors ‘ work load and calling chances ( Table 3 ) . Those who perceived learning as honoring were 4.5 times every bit likely as those who did non cognize or did non reply, and 4.52 ( 20 times ) every bit likely as those who disagree to be confirmed instructors. Therefore, we might reason that learning appealed to corroborate instructors because they believed that learning could offer them the values they looked for in a occupation. For illustration, confirmed instructors were more likely to comprehend instruction as a honoring calling than their non-teacher opposite numbers. They tended to hold a more positive perceptual experience of learning. They were more likely to comprehend instruction as offering occupation security, good calling chances and publicity chances. They were besides more likely to hold that lear ning offers the rational stimulation they looked for in a occupation. There is a danger of an component of tautology crawling into the theoretical account here. However, the same form besides appears when the theoretical account is run with merely that sub-sample who have yet to do a pick.Table 3 – Percepts of learning which explain differences in calling pickFactors act uponing calling pick Coefficients Teaching is honoring 4.5 Teachers ‘ work load is heavy 3.5 Teaching has good calling chances 2.4 Teaching offers greater occupation security 1.6 Teaching allows usage of academic cognition 1.5 Teachers are underpaid 1.5 Better chances for publicity in learning today 1.5 Teaching is lifestyle pick 1.4 Teaching is no longer a 9-5 occupation 1.3 Teachers ‘ wages are comparable 0.8 Teaching is high position profession 0.6 Teaching does non offer adequate rational stimulation 0.6 Own experience in school gives negative perceptual experience 0.4 Note: these pick factors were rated in degree of understanding on a graduated table from 1 to 3 ( agree ) Teacher trainees and societal scientific discipline pupils were the most likely to hold a positive perceptual experience of instruction, while maths and scientific discipline and ‘other ‘ vocational pupils were the least likely. For illustration, maths and scientific discipline and vocational pupils were more likely than teacher trainees to comprehend instruction as lacking in calling chances and publicity chances, and a dead-end occupation. Mathematicss and scientific discipline pupils were besides more likely than teacher trainees to describe that learning did non offer adequate rational stimulation and stimulation to aspiration. In general, confirmed instructors tended to hold a positive experience of school. Those who had a negative perceptual experience of school as a consequence of their ain experience were less likely to be instructors. Teaching did non appeal to non-teachers because they were less likely to comprehend it as offering them the things they looked for in a occupation. Negative perceptual experiences, nevertheless, did non set off those who were interested in learning. Confirmed instructors were, in fact, more likely than others to hold that instructors ‘ work load was heavy and that instructors were underpaid. However, if negative perceptual experiences of learning involved affairs that were of import to persons ‘ calling determinations, these could be a barrier. For illustration, non-teachers were more likely to rate calling chances and publicity chances as really of import in their calling pick, but were less likely to believe that learning can offer these. A bulk of pupils agreed that instructors ‘ were underpaid and merely 35 % saw instruction as a high position occupation, but non-teachers were more likely to rate these factors as really of import in the calling pick. This suggests that negative perceptual experience of instructors ‘ wage and their occupation position might non set off those who were committed to learn ing but might be a hindrance to those who did non wish to learn.Fiscal inducements and the determination to learnStudents were asked about their consciousness of, and the importance of, fiscal inducements for learning when make up one's minding upon a calling. When their responses were entered into the logistic theoretical account, the truth of foretelling who were likely to be instructors and non-teachers increased from 90 % to 94 % , while that for confirmed and fringy instructors increased from 80 % to 81 % . This shows that fiscal inducements did non dramatically change single calling programs, although they did do it easier for those who wanted to learn to travel into learning. As determiners of calling pick fiscal inducements were non every bit of import as the values people attached to a occupation and their perceptual experiences of learning. They did non look to hold much influence in carrying non-teachers into learning. These are people who have already made up their heads about their calling waies and would non be likely to be persuaded otherwise. Those who reported that they were most likely to be persuaded by these inducements were fringy instructors ( Table 4 ) .Table 4 – Reported influence of fiscal inducementsACareer determinationsAConfirmed instructor ( n= 550 ) %Marginal instructor ( n=621 ) %Non-teacher ( n=674 ) %Offer of preparation wages 78 78 36 Promise of deficit capable bursaries 40 54 24 Exemption of fees 75 76 36 ‘Golden handlock ‘ trade 32 60 33 The two inducements that were probably to act upon people ‘s calling pick were the offer of preparation wages and the freedom from fees ( Table 4 ) . Deficit capable bursaries appeared to be the least effectual ( because they apply merely to a subset of instances ) . Deficit capable bursaries and freedom of fees besides did non look to be effectual in carrying maths and scientific discipline pupils. Mathematicss and scientific discipline pupils were the most likely to be influenced by the ‘golden handlock ‘ trade compared to pupils in other capable groups, and least likely to be influenced by the offer of preparation grants. Male and female pupils did non look to demo any difference in their responses to these fiscal inducements. Exemption of fees appeared to be the most effectual in act uponing the calling determinations of colored pupils. These findings have ( sometimes negative ) deductions for policies to increase ITT enlisting of cultural minorities and those in shortage topics. Training grants and deficit capable bursaries were the two inducements most widely known among pupils and proved to be most influential in acquiring those who were interested in learning take up teacher preparation. It was effectual in pulling those who were already interested in learning, but non those analyzing shortage topics at university. Training wages made it easier for some to give up their occupation, but surely did non move as a ‘carrot ‘ to those who had non considered learning. Many had applied for class entry before the strategies were announced, while others would hold gone into developing anyhow, though much later, after they have saved up plenty. This point was clearly illustrated by PGCE pupils in the focal point group interviews. English PGCE pupils: Anna: A I umm.. I mean the thing is because I applied truly early on the class truly truly truly on and I knew that I wanted to make it, and I ‘d already taken a twelvemonth to work to seek to salvage some money up and so really it ‘s a surprise when the preparation wages were announced. Michelle: A Like me I applied before the wage was introduced. I am like Anna, I applied to make the class and, and was accepted on the class before the preparation wage was announced so it was a nice surprise – and precisely the same I did n't wholly expect how much it likely would be to make it, and I ‘m populating at place. I mean I ‘m really non even paying rent but I ‘m driving a auto everyday and you know, so the small disbursal I did n't even expect before. Nina: A I think because I sort of applied late on and I had n't truly thought about developing wage did n't truly you know have n't been maintaining up with that so I was n't certain, but I guess I merely knew that because it ‘s what I truly wanted to make that I would hold the support of my parents I guess so I knew that I ‘d be able to fight through this with my parents. Just being in that lucky state of affairs and you knowaˆÂ ¦ Hannah: I had the promise of that support from my Dendranthema grandifloruom and pa every bit good which, which because I did n't cognize when I was traveling to acquire this preparation wage because I live in the Isle of Man and they have different regulations and everything, but I was merely so alleviated when I didaˆÂ ¦ Jemma: A I would hold merely done it a batch subsequently. I would hold done it like 10 old ages down the line if they have n't offered the wage. Nicola: A I would hold done it subsequently every bit good ( Jemma, and Edward would hold done it subsequently every bit good )APGCE history pupilsAADent: I suppose the inquiry to inquire about our motive is which of us was motivated by the 6,000 grant. I personally was n't. Antony: I was n't because I applied before. Dent: In retrospect, the same I did n't gain when I applied because I want to learn, but now cognizing how much it costaˆÂ ¦ . Tom: Lapp here Andy: I applied before. It did n't pull me, I merely come in beforeaˆÂ ¦ Queen city: I likely would possibly hold waited for two or three old ages until my kids are older and I would n't necessitate to pay child care.APGCE maths pupils besides applied before the policy came into topographic point and for some it did do it easier for them take up preparation.AMarnie: I applied before. Toby: So do I. ( There was general understanding – pupils nodding their caputs ) Fran: I was traveling to use about 3 or 4 old ages ago. I really got the application signifier, decided where I was traveling to use to and I was gaining about 14,000 lbs at that clip, non a immense sum of money but so the grant that I would hold got for making the PGCE was 1,000 lbs and I thought that was stupid I ‘m traveling to run into so much debt, what ‘s the point, you know, I ‘ll set it off and I ‘ll seek something else, so I tried another twosome of occupations umm, and so when I decided that I was traveling to reapply decidedly at the clip they said you ‘d acquire two and a half thousand lbs and so when they say you ‘ll acquire 6 thousand lbs it all coincided with me using, I said great truly good, truly good. Interviewer: So you ‘ve already made the determination even before these policies came into being, but that policy did assist you. Fran and Catherine: Oh yeah. Lack of promotion sing these inducements seemed to be an issue. Some remarks made by pupils in their questionnaire returns with respects to these inducements included: Throughout my degree class, no one really came to carry us to travel into instruction. 3rd twelvemonth Law pupil I am interested in learning but non certain how to acquire into it, whether my jurisprudence grade is adequate, and what sort of makings I would necessitate. ‘ 3rd twelvemonth Law pupil There should be more promotion if the inducements were to be effectual. Many of us have non heard of these inducements at all. We are non cognizant of their being. 2nd twelvemonth Language & A ; Communication pupil I have considered instruction in the secondary sector but still undecided whether to travel into learning or non. The ground for my indecisiveness is the deficiency of information available. I do n't hold any hint of what to make. 2nd twelvemonth Accountancy pupil Had no information about instruction, instead acquire a occupation. Have non been given any information sing being instructor.DecisionThis survey reminds us that simply presenting fiscal inducements to enroll instructors is non plenty. Individual determinations to learn depend, to a big extent, on the values attached to a occupation and perceptual experiences of learning. My findings reveal that there are cardinal differences between non-teachers and confirmed instructors as to what they look for in a occupation and in their perceptual experiences of learning. This survey and that of Smithers and Hill ( 1989 ) revealed that those who had non considered learning were more likely to comprehend it as offering intrinsic wagess and person-oriented satisfaction but were more likely to be motivated by extrinsic wagess. On the other manus, those who go into learning were non likely to remain on unless their experiences with pupils and the school, in general, are honoring. Clear lessons emerge, non merely for policymakers, but besides principals and school de cision makers. Teaching must be seen as an attractive and financially rewarding calling. At present, policy is excessively much focused on instructor preparation and the inducements and barriers to that, and the move from developing to post. If these consequences are to be believed, so work to heighten the position and professional prestigiousness of instructors in ulterior calling will be merely as of import, long-run, in pulling high-quality pupils to the profession.

Synopsis of Don Giavonni Essay Example | Topics and Well Written Essays - 500 words

Synopsis of Don Giavonni - Essay Example Because she is terrified, Anna screams to alert his father who immediately responds, but is unfortunately killed by the masked Giovanni. The murder of her lovely father compels Anna to entice his fiancà © Ottavio to look for the murderer and avenge on him. Anna, alongside her fiancà © launches a revenge mission on the unknown killer (Ponte 62). While looking for the killer outside Giovanni’s palace, Anna disguises herself and sings a love song as she pretends to be lamenting over her fiancà © who has abandoned her. Unknown to him that he is been looked for, Giovanni ignorantly starts seducing Anna. On seeing this, Leporello cautions Anna that Giovanni should not flirt with him because he is a very promiscuous man who has conquered 1,003 women in Spain, 640 ladies in Italy, 91 women in Turkey and 100 women in France. So, he is not worth her time. As the story unfolds, Giovanni continues with his seduction activities when he decides to flirt and snatches Masetto’s newly wed wife Zerlina and threaten to kill him should he attempt to take her back. This was a very unfair activity that not only inflicted pain on the poor Masetto, but enabled Anna to realize that it was actually Giovanni who had killed her father. In Act Two, the audience is introduced to Giovanni who continues with his seduction and attempts to cajole Elvira’s maid. When attacked by Maseto and his friends, he manages to out do them, takes away their weapons and beats them up. However, as fate would have it, his victory would not last forever. While disguising himself as Leporello, at the graveyard, so as to seduce one of his girlfriends, a statue appears and threatens him (Rushton 27). Although he is quite sure that he would not see the next day, Giovanni defies the order of repenting his sins when attacked by the supernatural statue that eventually manages to kill him in the company of a chorus of

HR & Communication in Projects - Communication Plan Coursework

HR & Communication in Projects - Communication Plan - Coursework Example The aim of this plan is to define and identify the roles to be played by the people taking part in this project. The Denver International Airport project entails the design and construction of a new airport that is founded on a â€Å"Home-on-the-Range† design since Denver City needs a broadly open entry point for people visiting it (Kerzner, 2012). The airport is supposed to maintain a distinctive appearance that will make it easily identifiable by the travellers and this design should meet the specifications of Denver City (Henkin, 2012). The new airport is supposed to allow more traffic in and out, and at the same time decrease congestion through improving the runways to create a more efficient operation of the regional airspace. This will considerable decrease delays as well as the costs associated with operating airlines. The new airport is also supposed to result in considerable reduction in noise impact as its construction is taking place on a comparatively site which is not populated (Dempsey, Goetz & Szyliowicz, 1997). The walking distances for the passengers will be greatly red uced by the overall layout, which also boasts of a greater interior design and curb appeal. Further, the operations of the airlines will be expected to run more smoothly as a result of the new baggage system along with various other specialty systems. Construction is supposed to start in 1989 and the project team has started collecting various requirements to make sure if a successful achievement of the project objectives. In the process of the implementation of the project plan for the Denver International Airport, it is important that timely and effective communication be in place for the various parties who will be affected by its results. The project manager will be required to take a practical role in making sure the communication associated with the project is effective. A

Micro Economics in the Real World Term Paper Example | Topics and Well Written Essays - 1000 words

Micro Economics in the Real World - Term Paper Example The unrestricted mobility of resources and factors of production has made the unbalanced economic performance worse as the developed countries control and regulate economic activities of the lower tier economies at their benefits (Kunz, 56). As reported by the World Bank, the economic performance of India and Germany significantly vary. This can be measured by focusing on GDP, inflation, rate of employment and poverty index. HOW THE GPD OF INDIA COMPARE TO THAT OF GERMANY Being the largest economy in Europe, Germany benefits from a pool of technically gifted labour force, hence her dominance in chemical and machinery industry. GDP which is the key determinant of growth and development is defined as the â€Å"the total market value of all goods and services produced in a country during a given year† The GDP of Germany has been positive over a couple of decades. However, following the 2008-2010 global financial contagion, the steady gross domestic production of Germany significa ntly declined. In the first quarter of 2012, the GDP of Germany increased by 0.5%, while in the second quarter, it increased by 0.3%. Over the same period, government and household expenditure and exports increased. On the contrary, fixed investments reported a decline in real value. Private investment and consumption fell following the Euro financial crisis. Amid the global financial and economic crisis, in 2009 Germany posted purchasing power parity (PPP) of $2.182 trillion (Oecd Economic Surveys: Germany, 23). Even during the recession, Germany’s economy recorded positive returns with its GDP ranking sixth globally. 2009 reported the worst economic performance for Germany after posting a GDP of -5%. The economic growth rate and development (2007-2009) are as graphically represented above. Over the same period (2007-2011), India’s economy posted a positive return with a 5.5% GDP in 2011 and 4.1% in 2007. A report by the KPMG’s executive in India stated,  "Whether it (GDP growth) is 5-5.5 per cent or 7-8 per cent, the most important part is that the country is still growing. If you look at the rest of the world...India is still growing at 5-5.5 per cent, it’s a slower growth but it’s a growth† (Kajal, and Moore, 67) In the first quarter of 2012, the performance of the Indian economy slipped because of decline in mining, quarrying, and manufacturing sectors. This performance was much better than that of the world’s largest economy, United States which posted an economic growth of approximately 1.5% in the gross domestic production (Oecd Economic Surveys: Germany, 87). Measured in purchasing power parity (PPP), the GDP of India was US $2.996 trillion during the 2008 financial period. In official exchange rates, this represented $1.099 trillion. The real economic growth rate for 2008-2009 was approximated to be 9%. INFLATION RATE IN GERMANY AND INDIA Inflation is the persistent rise in the general price level of goods and services in economy measured as a proportion of the base period records. Inflation is measured using the consumer price index (CPI), which is the critical indicator of inflation. It therefore represents the changes in retail prices of commodities for a specific consumer basket. It is the measure of the purchasing power of the local

Finance Project Essay Example | Topics and Well Written Essays - 1250 words

Finance Project - Essay Example As the project considers a period of ten years critical evaluation is required to decide the outcome of the project. Analysis: 1. The expected cost for the project: Year Expected cost(in million dollars) 1 25 2 28 Opportunity cost of the project= 8% Present value of the cost of the project: Cost (i) Discounting factor at 8 % (ii) Present value (i*ii) 25 0.926 23.15 28 0.857 23.996 2. Present value of the after tax cash profit: Year( i) Cash flow(after tax) (in million $) (ii) Discounting factor at 8% (iii) Present value(ii*iii) 3 6 0.794 4.764 4 7 0.735 5.145 5 8 .681 5.448 6 9 0.63 5.67 7 9 0.583 5.247 8 9 0.541 4.869 9 9 0.5 4.5 10 9 0.463 4.167 11 9 0.429 3.861 12 9 0.397 3.573 Total present value of cash flows=$47.244. Discounting Factor values (Present Value of an Ordinary Annuity Table, n. d) 3. Expected Net present value= Present value of the total cash inflow-the present value of the total cash outflow= 47.244-(23.15+23.996) (Kapil, n. d, p.399) = $ 0.098(in millions) As the figure here reflects a positive NPV so the project will be beneficial to the organization and should be accepted. The calculation of the Net Present Value is a method of Capital Budgeting which is done to critically evaluate the profitability behind the implementation of a new project. The positive value in the result favors the acceptability of the project. 4. Risk inherent to the project: The common risks which are associated with any business are business risk, financial risk and market risk. Business risk involves the risk under which the firm is unable to cover the operating cost associated. In the case of power Co, it is planning to install new generator thinking about the increase in demand. A study assumes that the building process will take 2 years and in the two years’ time, there will not be much inflow from the new generator involved. If the risk arises in the business that the involvement of the new project will pose a difficulty in raising the operating cost of the project, then the business runs the probability of becoming insolvent. The next type of risk which the business is likely to face is the financial risk. Financial risk involves the mode of financing for the project. The firm may be unable to meet its financial obligation for the project. In such case the debt of the firm will increase and the firm will not be able to realize the expected profit. In dealing with such kind of risk Power Co should be careful in choosing its mode of finance. It should chose an option which appears flexible for the business, it will be better if the firm chooses optimum financial mix for the purpose which should have a considerable amount of the portion of the equity. (Gitman, 2007, p.427) A portion of the equity in the financing raises confidence among the investors and also does benefit the organization in the long run. The organization is relieved of the burden of repaying the debt to some extent in case of mixed financing. The final type of risk inherent in the business is the market risk. It is to be remembered that the main reason of Power Co in opting for the installation of the new generator is the prediction of the rise in demand. Power Co forecasted that within the next ten years their rate of production will be insufficient as they are the major suppliers of electricity in the region. However the

Description essay Example | Topics and Well Written Essays - 1000 words

Description - Essay Example Sean Penn, Ali MacGraw, Zsa Zsa Gabor, Dick Van Dyke and Tony Hopkins have all had homes here. The reason for this is the area’s incredible views of both the mountains and the ocean. As we drove along, it was awe-inspiring and a little dizzying to look up at the multi-colored mountains on one side of the road and then deep down the jagged cliffs to the white sand and ultramarine blue of the ocean down below. The difference between the two sides of the road made us feel as if we were traveling in alternate worlds, which, in a way, we were. The solid mountains look very dry, full of scrub brush and rocks and small, stunted trees that are bent and shaped by the wind. Although the ends of the grasses sway in the breeze and the trees bend slightly, this side of the road looks unchangeable. Nothing moves without good cause. It is very obvious looking at this side of the road why fires are such a danger here. In contrast, the ocean breakers send up white spray into the blue sky, emph asizing the constant motion and change occurring along the coastline. People are everywhere enjoying the beach, some tanning, some surfing, some just playing at the water’s edge. In contrast with the mountains, it seems as if nothing down there could ever remain the same. The houses along this drive are incredible, too. They don’t seem to belong to the real world of real people living real lives. Instead, they are mansions and palaces belonging to characters out of a fairy tale. The gigantic structures seem less like a place someone would live than like monuments to an idea. Each one has its own unique architectural style and lies in various degrees of hidden behind the heavily landscaped areas of their yards and gates. It is difficult to impossible to stop long enough to get a really good glimpse of how each house has been modeled. Another thing people don’t

Motivating High School Student Essay Example | Topics and Well Written Essays - 1000 words

Motivating High School Student - Essay Example The report further showed that over his/her lifetime, the cost to the economy for an average high school dropout is roughly $240,000 due to lower taxes, higher government aid program receipts, and higher crime rates. One important factor in high school students dropping out or completing their classes late is the lack of motivation in studying. A study conducted in 2006 showed that 7 out of 10 high school dropouts quit school because of lack of motivation (Bridgeland, Dijulio, & Morison, 2006). Therefore, it is important to keep the high school students motivated so that they complete their classes successfully and in time. This paper discusses about some of the best ways to motivate high schools students to complete their classes, with a sense of accomplishment and pride, and graduate with their peers. Before discussing on how to motivate high school students, it is important to understand the underlying reasons that make students unmotivated to complete their classes. A study (2006 ) conducted by questioning 467 dropouts from different ethnic backgrounds shows several factors that contribute to the lack of motivation of high school students eventually leading to their dropping out. ... 2) 43% said that they had missed too many classes and were not able to catch up. 38% said that they had too much freedom and not enough rules. It was too easy for them to skip classes. 3) 42% of the respondents said that spending time with other people not interested in school was the reason they dropped out of high school. 4) Pace of instructions at high school was also identified as another reason. When students needing extra attention do not receive it, they are likely to drop out. Poor pre-high school education was also identified as a major stumbling block as 45% said that their earlier schooling had poorly prepared them for high school and 35% said that failing in school was their reason for dropping out of high school. 5) 80% of dropouts said that they did one hour or less of homework each day in high school. Also, two-thirds of them claimed that had they been demanded to study harder, they would probably have completed high school. 6) Another important reason for dropping out was poor involvement of their parents. They said that their parents got involved in their schooling only for discipline reasons or only after they learnt that their child was on the verge of dropping out. Most parents were not aware of their child’s grades. Several of respondents also said that they had to leave school for personal reasons like having to get a job and making money (32%), becoming a parent (26%), and having a family to care for (22%). Having understood the reasons why high school students choose to dropout, we now focus on the best ways to motivate the high school students so that they can overcome these problems and complete their classes. Sass (1989) asked his students to give feedback on two recent classes, one where they felt they were highly motivated and

Improving absenteeism and exceeding break time limits at Walmart Research Paper

Improving absenteeism and exceeding break time limits at Walmart - Research Paper Example em and area for improvement (b) impact of the organization’s culture, (c) client and practitioner’s considerations, (d) diagnostic process and data collection, (e) overcoming resistance to change, (f) action plans, strategies, and techniques, and (g) OD intervention analysis. Ultimately, absenteeism leads to labor turnover. Every year, Wal-Mart needs to recruit, hire, train and retain more than 790,000 employees to refill a gap created by the left employees; it is estimated, in 2005, Wal-Mart employed 1.8 million employees globally and the turnover rate was 44 percent (Boudreau, 2010, p.125). Some conservatives estimates highlight that the turnover rate has reached to the level of 50 percent in the recent years clearly indicating that the Wal-Mart employees have developed sense that they are under-paid, offered inadequate health benefits and insecure career growth and so on (Jackson et al., 2012, p.15).This state of affair indicates that the existing causes and trends in absenteeism need to be revisited and overhauled. Before going to revisit the existing human resource policy of Wal-Mart, it is reasonable to further understand the impacts of the existing policy. In 2004, Costco hired and employed 68,000 workers and 25% of them were unionized, while Wal-Mart’s Sam’s Club employed a total of 102,000 in the same year (Holmes and Zellner, 2004). In the same article, the authors mentioned that in terms of wages alone, a Costco employee generated and earned, on average, $33,218 ($ 15.97 hourly). On the other hand, the average Sam’s Club employee earned $23, 962 ($11.52 per hour). Hypothetically speaking, if a Costco employee voluntarily quits, the turnover cost would be around $ 49,827 (1.5 times annual salary); and Sam’s Club employee would cost $ 35, 943. At the face of it, it may appear as if the low-wage strategy at Sam’s Club generates higher savings in terms of turnover but actually it is not the case (Cascio, 2006, p.42). Cascio (2006) further

Report writing Research Paper Example | Topics and Well Written Essays - 250 words

Report writing - Research Paper Example As such, carrying out a research on the same allows an individual to make better use of this knowledge to improve on the growth of a business as well as predict what the future holds in that line of business. i. Problem Statement: the dilemma in which sellers get into whenever they introduce new products into the market has been a question that has challenged many business entrepreneurs over time. Most of these challenges are brought about by lack of a deep understanding of consumer behavior pattern. Many attempts have been made by various researchers to investigate and gain insight into this topical issue but not much have been done due to the myriad factors that interplay to bring out the varied consumer responses and behavior patterns. The need to understand influence of consumer behavior pattern more deeply in business therefore rises. d. Proper utility of these statistics will see companies generate clients that are more loyal, get more people happy with their shopping experiences and create a new ability to capitalize on the decision-making process used by entrepreneurs to gain more clients (Hirsh, Kang, & Bodenhausen

Leadership vs. Management Essay Example for Free

Leadership vs. Management Essay Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. The manager’s job is to plan, organise and coordinate. The leader’s job is to inspire and motivate. In his 1989 book â€Å"On Becoming a Leader,† Warren Bennis composed a list of the differences: the manager administers the leader innovates the manager is a copy the leader is an original the manager maintains the leader develops the manager focuses on systems and structures the leader focuses on people the manager relies on control the leader inspires trust the manager has a short-range view the leader has a long-range perspective the manager asks how and when the leader asks what and why the manager has his/her eye always on the bottom line the leader’s eye is on the horizon the manager imitates the leader originates the manager accepts the status quo the leader challenges it the manager is the classic good soldier the leader is his/her own person the manager does things right the leader does the right thing Leadership Attributes of a leader: Studies, and develops ideas and principles Innovates Resourceful and looks for solutions to problems Empathetic with a focus on people Inspires trust among stakeholders Understands the big picture Superior listening skills Courageously challenges the state of affairs, and asks why and what can be improved Looks for opportunities to develop strengths Develops a following A leader’s specific roles are determined through the four basic leadership responsibilities of directing, coaching, supporting and delegating. Specific responsibilities will fall into one of these four categories. In leadership practice, one must master skills in all areas in order to effectively lead others under their direction. Developing strengths in each of the four leadership roles allows a leader to read specific situations accurately and know what communication style is best applied. Directing Directing refers to how to keep work tasks and activities on the right track. A leader’s direction is what makes or breaks problem solving as well as determines the effectiveness of an approach to an assignment or task, the maintaining of momentum until its completion, and whether it is done by deadline. There are several ways to generate good direction techniques. These include: Explain things completely and include the ‘why’s’ Leaders learn early on that the best way to gain support and trust from their employees is to explain all things in their entirety. Once people understand why something is important or necessary, they generally rally to the call of that which needs to be done or addressed. Remain visible Leaders understand the power of their presence at all times. Nothing deflates the workforce’s motivation and desire to achieve more than to be left on their own with no visible means of support or direction. Objectively consider opposing points of view Leaders consider situations, problems and solutions from various viewpoints, as the input from as many individuals as possible expands their capabilities to effectively frame their direction. Coaching Coaching refers to when a leader knows where he or she wants to go and remains in control of the task but needs to lead others in developing a mutual support network. Coaching instils the desire to achieve and builds a dialogue bridge between the leader and those under his or her charge. This  motivates employees and positively changes attitudes toward the work assignment. To do this effectively a leader must make an effort to: Incorporate the word ‘we’ into all conversations Effective leaders eliminate the word â€Å"I† because it denotes a singular rather than cooperative effort. The very meaning of the term â€Å"coaching† implies a team effort. Listen for objections and areas of misunderstanding Effective leaders who coach well develop the skill of eliminating objections by developing an effective dialogue and creating clear and concise responses. Offer explanations addressing the ‘why’s, what’s and how’s’ of the problem or task at hand Good coaching depends upon complete understanding. Motivation and confidence comes from understanding the expectations a leader has of those involved in a given task, assignment or problem solving situation. Supporting Managers cannot be effective leaders unless they actively hone their supporting skills. People look warmly on leaders who actively work to support them emotionally as well as physically. When leaders actively work to support the people under their charge they: Acknowledge individual efforts with comments of praise and positive support Leaders are not afraid to say â€Å"thank you,† or â€Å"you’re doing a great job,† or whatever it takes to instil confidence in an individual. Disclose their own feelings openly and honestly Leaders are not afraid to reveal their â€Å"inner self.† Trust and loyalty are built on disclosing inward feelings, concerns and desires. Readily and honestly opening up builds encouragement and perseverance on both sides. Never hesitate to ask, ‘What’s wrong?’ Leaders allow themselves to get into the thick of a situation or task, and are quick to share the decision making responsibility, but know when to relinquish control in order to gain extra participation and involvement. Delegating Leaders know and understand their people. They know their strengths and weaknesses as well as what motivates and frustrates them. Effective delegating relies on the ability to select the proper person for the specific task or role. Leaders develop good delegation skills by: Briefing the delegate Leaders leave nothing to chance when they delegate. When delegating, it is vital to explain exactly what expectations the leader has of the delegated individual. Having confidence in the person they select Leaders do not select individuals for an assignment according to their job descriptions or the salaries they command, they look for people with the skills, abilities, perseverance and motivation to get the job done and done well. Not abdicating responsibility, but allowing individuals to decide a best course of action for themselves Leaders monitor and weigh these individual decisions, but never advance their own leadership position for a particular course of action unless they assess  it to be the best one. Understanding Theories of Leadership Trait Theory of Leadership Trait Theory of Leadership is based on the assumption that people are born with inherited traits and some traits are particularly suited to leadership. People who make effective leaders have the right (or sufficient) combination of traits and great leaders has some common personality characteristics. Traits/skills generally believed to be possessed by leaders can be classified into categories such as: Physical characteristics (e.g. age; height; weight; alertness; energetic); Background characteristics (e.g. education; social status; mobility; experience); Intelligence characteristics (e.g. ability; judgement; knowledge; clever {intelligent}; conceptually skilled; creative; knowledgeable about group task; intellectual breadth); Personality characteristics (e.g. aggressiveness; alertness; dominance; decisiveness; enthusiasm; extroversion; independence; self-confidence; authoritarianism; assertive; tolerant of stress); Task-Oriented characteristics (e.g. achievement needs; responsibility; initiative; persistence; ambitiousness; achievement-orientated; decisive; persistent; willingness to assume responsibility; organised {administrative ability}; Social characteristics (e.g. supervisory ability; cooperativeness; popularity; prestige; tact; diplomacy; adaptability; cooperative; dependable; tactful; persuasive; socially skilled; emotional stability and composure; good interpersonal skills). Look at the Social Characteristics above. Be honest with yourself and write down those characteristics you feel you have and those that you feel you still need to work on. Behavioural theories Behavioural psychology, also known as behaviourism, is a theory of learning based upon the idea that all behaviours are acquired through conditioning. Behavioural theories focus on how leaders behave and assume that leaders can be â€Å"made†, rather than born, and successful leadership is based on definable, learnable behaviour. Theory X and Theory Y Theory X and Theory Y framework proposed by McGregor in his classic book â€Å"The Human Side of Enterprise† (1960) consists of two alternative set of assumptions. Theory X perceives employees to be lazy, irresponsible and untrustworthy, while according to theory Y employees are approached as one of the most valuable assets of the company. Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team. If you believe that team members dislike work, you will tend towards an authoritarian style of management; on the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style. Theory X Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management. According to this view, management must actively intervene to get things  done. This style of management assumes that workers: Dislike working. Avoid responsibility and need to be directed. Have to be controlled, forced, and threatened to deliver whats needed. Need to be supervised at every step, with controls put in place. Need to be enticed to produce results; otherwise they have no ambition or incentive to work. X-Type organisations tend to be top heavy, with managers and supervisors required at every step to control workers. There is little delegation of authority and control remains firmly centralised. McGregor recognised that X-Type workers are in fact usually the minority, and yet in mass organisations, such as large scale production environment, X Theory management may be required and can be unavoidable. Theory Y Theory Y explains a participative style of management that is de-centralised. It assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. It assumes that workers: Take responsibility and are motivated to fulfil the goals they are given. Seek and accept responsibility and do not need much direction. Consider work as a natural part of life and solve work problems imaginatively. This more participative management style tends to be more widely applicable. In Y-Type organisations, people at lower levels of the organisation are involved in decision making and have more responsibility. Contingency theories Fiedler’s contingency model The Fiedler Contingency Model asks you to think about your natural leadership style, and the situations in which it will be most effective. The model says that leaders are either task-focused, or relationship-focused. Once you understand your style, it says that you can match it to situations in which that style is most effective. Fiedler’s model consists of 3 primary elements: Leader-Member Relations – This is the level of trust and confidence that your team has in you. A leader who is more trusted and has more influence with the group is in a more favourable situation than a leader who is not trusted. Task Structure – This refers to the type of task youre doing: clear and structured, or vague and unstructured. Unstructured tasks, or tasks where the team and leader have little knowledge of how to achieve them, are viewed unfavourably. Leaders Position Power – This is the amount of power you have to direct the group, and provide reward or punishment. The more power you have, the more favourable your situation. Fiedler identifies power as being either strong or weak. There are some criticisms of the Fiedler Contingency Model. One of the biggest is lack of flexibility. Fiedler believed that because our natural leadership style is fixed, the most effective way to handle situations is to change the leader. He didnt allow for flexibility in leaders. Hersey-Blanchard Situational Leadership The Hersey-Blanchard situational leadership theory states that instead of using just one style, successful leaders should change their leadership styles based on the maturity of the people theyre leading and the details of the task. Using this theory, leaders should be able to place more or less emphasis on the task, and more or less emphasis on the relationships  with the people theyre leading, depending on whats needed to get the job done successfully. We will look at situational leadership more close later on. Transformational Leadership The leadership style called transformational leadership is often the most effective approach to use. Transformational leaders have integrity, they inspire people with a shared vision of the future, they set clear goals, they motivate people towards these goals, they manage delivery, and they communicate well with their teams. Transformational leaders are inspiring because they expect the best from everyone on their team as well as themselves. This leads to high productivity and engagement from everyone in their team. In many organisations, both transactional and transformational leadership styles are useful. Transactional leaders (or managers) ensure that routine work is done reliably, while transformational leaders look after initiatives that add new value. Its also important to use other leadership styles when necessary – this will depend on the people youre leading and the situation that youre in. Tannenbaum and Schmidt’s continuum The Tannenbaum and Schmidt Continuum is a simple model of leadership theory which shows the relationship between the level of freedom that a manager chooses to give to a team, and the level of authority used by the manager. As the teams freedom is increased, so the managers authority decreases. This is a positive way for both teams and managers to develop. Over time, a manager should aim to take the team from one end to the other, up the scale, at which point you should also aim to have developed one or a  number of potential successors from within your team to take over from you. When examining and applying the Tannenbaum and Schmidt principles, its extremely important to remember: irrespective of the amount of responsibility and freedom delegated by a manager to a team, the manager retains accountability for any catastrophic problems that result. Delegating freedom and decision-making responsibility to a team absolutely does not absolve the manager of accountability. Thats why delegating, whether to teams or individuals, requires a very grown-up manager. If everything goes well, the team must get the credit; if it all goes horribly wrong, the manager must take the blame. This is entirely fair, because the manager is ultimately responsible for judging the seriousness of any given situation including the risks entailed and the level of freedom that can safely be granted to the team to deal with it. This is not actually part of the Tannebaum and Schmidt Continuum, but its vital to apply this philosophy or the model will definitely be weakened, or at worse completely back-fire. Here are the Tannenbaum and Schmidt Continuum levels of delegated freedom, with some added explanation that should make it easier to understand and apply. 1.The Manager decides and announces the decision The manager reviews options in light of aims, issues, priorities, timescale, etc., then decides the action and informs the team of the decision. The manager will probably have considered how the team will react, but the team plays no active part in making the decision. The team may well perceive that the manager has not considered the teams welfare at all. This is seen by the team as a purely task-based decision, which is generally a characteristic of X-Theory management style. 2.The manager decides and then sells the decision to the group The manager makes the decision as in 1 above, and then explains reasons for the decision to the team, particularly the positive benefits that the team will enjoy from the decision. In so doing the manager is seen by the team to recognise the teams importance, and to have some concern for the team. 3.The manager presents the decision with background ideas and invites questions The manager presents the decision along with some of the background which led to the decision. The team is invited to ask questions and discuss with the manager the rationale behind the decision, which enables the team to understand and accept or agree with the decision more easily than in 1 and 2 above. This more participative and involving approach enables the team to appreciate the issues and reasons for the decision, and the implications of all the options. This will have a more motivational approach than 1 or 2 because of the higher level of team involvement and discussion. 4.The manager suggests a provisional decision and invites discussion about it The manager discusses and reviews the provisional decision with the team on the basis that the manager will take on board the views and then finally decide. This enables the team to have some real influence over the shape of the managers final decision. This also acknowledges that the team has something to contribute to the decision-making process, which is more involving and therefore motivating than the previous level. 5.The manager presents the situation or problem, gets suggestions, then decides The manager presents the situation, and maybe some options, to the team. The team is encouraged and expected to offer ideas and additional options, and discuss implications of each possible course of action. The manager then decides which option to take. This level is one of high and specific involvement for the team, and is appropriate particularly when the team has more detailed knowledge or experience of the issues than the manager. Being  high-involvement and high-influence for the team this level provides more motivation and freedom than any previous level. 6.The manager explains the situation, defines the parameters and asks the team to decide At this level the manager has effectively delegated responsibility for the decision to the team, albeit within the managers stated limits. The manager may or may not choose to be a part of the team which decides. While this level appears to gives a huge responsibility to the team, the manager can control the risk and outcomes to an extent, according to the constraints that he stipulates. This level is more motivational than any previous, and requires a mature team for any serious situation or problem. (Remember that the team must get the credit for all the positive outcomes from the decision, while the manager remains accountable for any resulting problems or disasters. This isnt strictly included in the original Tannenbaum and Schmidt definitions, so it needs pointing out because its such an important aspect of delegating and motivating, and leadership.) 7.The manager allows the team to identify the problem, develop the options, and decide on the action, within the managers received limits This is obviously an extreme level of freedom, whereby the team is effectively doing what the manager did in level 1. The team is given responsibility for identifying and analysing the situation or problem; the process for resolving it; developing and assessing options; evaluating implications, and then deciding on and implementing a course of action. The manager also states in advance that he/she will support the decision and help the team implement it. The manager may or may not be part of the team, and if so then he/she has no more authority than anyone else in the team. The only constraints and parameters for the team are the ones that the manager had imposed on him from above. (Again, the manager retains accountability for any resulting disasters, while the team must get the credit for all successes.) This level is potentially the most motivational of all, but also potentially the most disastrous. Not surprisingly the team  must be mature and competent, and capable of acting a t what is a genuinely strategic decision-making level. Leadership Styles Some basic leadership styles: Directive Frequently described as autocratic. Tells people what to do and expects them to jump to it. Participative Seeks input from others and participates in the decision-making process. Laissez-Faire A hands-off approach allowing for both initiative and the latitude to determine process to effect an outcome Adaptive A fluid style that takes into consideration the context of the environment and the individual being led. Using the techniques of Leadership Situational leadership ® Situational Leadership ® is a concept developed by Paul Hersey, an internationally recognised leading authority on training and development in leadership and management and Kenneth Blanchard, an American author and management expert. Generally when referring to the concept it is safer and correct to show the name as a registered protected trademark as it relates  to business and products by Hersey and Blanchard. Looking at ‘Directive Behaviour’ whereby the leader gives clear defined and detailed instructions, and ‘Supportive Behaviour’ where the leader gives people the freedom to make decisions and support them in their efforts, Hersey and Blanchard moved away from the idea of shifting on a line between the two and consider good leadership as a combination of both. The idea is that the way of combination will vary according to the person being dealt with by the leader, and the situation on which that person operates, hence the term – Situational Leadership ®. The notable features of this model are briefly that the model: focuses on followers (individual team members), rather than wider workplace circumstances; emphasise that leaders should change their behaviour according to the type of followers; proposes a progression of leadership adaptation in response to the development of followers. By combining high and low levels of each type of behaviour we progress towards four distinct styles of leadership. Level Group type Developing D1 Low competence / High commitment D2 Some competence / Low commitment D3 High competence / Variable commitment Developed D4 High competence / High commitment Appropriate leadership styles for each development level: Development Level Appropriate Leadership Style D1 Low competence / High commitment S1 Directing (Structure, control and supervise) D2 Some competence / Low commitment S2 Coaching (Direct and support) D3 High competence / Variable commitment S3 Supporting (Praise, listen and facilitate) D4 High competence / High commitment S4 Delegating (turn over responsibility for day-to-day decision making) Directing:The leader provides specific instructions and closely supervises the task. This style is appropriate for people who lack skill but are committed and eager to learn or those who do not want responsibility and want clear, specific instructions. Coaching:The leader gives some direction and supervision because team members, although they have some competence and commitment, are still relatively inexperienced, therefore require further development. They need support and praise to boost their self-esteem. Their involvement in decision making assists with the development process. Supporting:Even though team members do not need much direction, good support by the leader is still necessary to motivate and boost confidence. Delegating:Team members are both competent and committed therefore leader can give them responsibility for decision making and problem solving with little supervision or support. Power in Organisation Leadership Leadership and power are closely linked. Powerful people are normally those that others follow, so they become the leaders. The five bases of power were identified by John French and Bertram Raven in the early 1960’s through a study they had conducted on power in leadership roles. The study showed how different types of power affected one’s leadership ability and success in a leadership role. They identified five bases of power: 1.Legitimate:This comes from the belief that a person has the formal right to make demands, and to expect compliance and obedience from others. 2.Reward:This results from one persons ability to compensate another for compliance. 3.Expert:This is based on a persons superior skill and knowledge. 4.Referent:This is the result of a persons perceived attractiveness, worthiness, and right to respect from others. 5.CoerciveThis comes from the belief that a person can punish others for noncompliance. If youre aware of these sources of power, you can†¦ Better understand why youre influenced by someone, and decide whether you want to accept the base of power being used. Recognise your own sources of power. Build your leadership skills by using and developing your own sources of power, appropriately, and for best effect. Trust The first task of any leader is to inspire trust. Trust is confidence born of two dimensions: character and competence. Character includes your integrity, motive, and intent with people. Competence includes your capabilities, skills, results, and track record. Both dimensions are vital. The foundation of trust is your own credibility, and it can be a real differentiator for any leader. A persons reputation is a direct reflection of their credibility, and it precedes them in any interactions or negotiations they might have. Behaviours you can adopt to build trust in yourself: Talk Straight Demonstrate Respect Create Transparency Right Wrongs Show Loyalty Deliver Results Get Better Confront Reality Clarify Expectation Practice Accountability Listen First Keep Commitments Extend Trust Bibliography The Wall Street Journal Article: What is the difference between Management and Leadership (last accessed 4 August 2013) (http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/) The Biz Coach Article: 10 Key Differences between Leaders and Managers (last accessed 4 August 2013) (http://www.bizcoachinfo.com/archives/8426) Techno Funcâ„ ¢ Article: Trait Theory of Leadership (last accessed 4 August 2013) (http://www.technofunc.com/index.php/leadership-skills/leadership-theories/item/trait-theory-of-leadership-2) Article: Behavioural Theories of Leadership (last accessed 7 August 2013) (http://www.technofunc.com/index.php/leadership-skills/leadership-theories/item/behavioral-theories-of-leadership) About.com – Psychology Article: Psychology Theories (last accessed 7 August 2013) (http://psychology.about.com/od/psychology101/u/psychology-theories.htm) Research Methodology Article: Theory X and Theory Y (last accessed 7 August 2013) (http://research-methodology.net/theory-x-and-theory-y/) Mind Tools Article: Theory X and Theory Y (last accessed 7 August 2013) (http://www.mindtools.com/pages/article/newLDR_74.htm) Article: Fiedler’s Contingency Model (last accessed 11 August 2013) (http://www.mindtools.com/pages/article/fiedler.htm) Article: The Hersey-Blanchard Situational Leadership ® Theory (last accessed 11 August 2013) (http://www.mindtools.com/pages/article/newLDR_44.htm) Article: French and Raven’s Five Forms of Power (last accessed 11 August 2013 (http://www.mindtools.com/pages/article/newLDR_56.htm) Slideshare Article: Fiedler’s contingency model to leadership (by Bhobotosh Debnath) (last accessed 11 August 2013) (http://www.slideshare.net/bhobotoshdebnath/assignment-on-2) Businessballs.com Article: Tannenbaum and Schmidt Continuum (last accessed 11 August 2013) (http://www.businessballs.com/tannenbaum.htm) The Build Network Article: Leadership styles to master (last accessed 11 August 2013) (http://thebuildnetwork.com/leadership/4-leadership-styles/) The Fast Track Article: The 5 Types of Power in Leadership (last accessed 11 August 2013) (http://quickbase.intuit.com/blog/2011/08/26/the-5-types-of-power-in-leadership/) Leadership Now Article: How the best leaders build trust (last accessed 11 August 2013) (http://www.leadershipnow.com/CoveyOnTrust.html)

Parental Awareness of Educational Play

Parental Awareness of Educational Play Introduction This study will be looking at how parents of children in a foundation stage setting understand and value play based activities to aid their childs learning and to consider their views on play as an integral part of the Early Years Foundation Stage (EYFS). Many policies have been introduced in the last few years concerning the education of young children. Through the implementation of policies which concentrate on supporting families, alongside initiatives like Surestart; childrens welfare and education have been united as well as support being offered for parents, families and the community. The idea of the family is now seen as an important part of early years education and parents should be encouraged and valued as they are important to the well being of their children and their educational benefits. Aubrey (2000) suggests that early education does not happen in a void and notably, we must remember that development begins with the family and reminds us that parents are a childs first educator. The EYFS tries to include all that is needed to ensure a child thrives in a EYFS setting, including children learn through play and parents work in partnership with settings. Although the EYFS is not without its critics. This study will seek to establish the extent of parental awareness of the educational value of play in the EYFS classroom. I have been employed in the early years sector for over fourteen years and have helped with the transition from nursery to primary school for many children, including three children of my own. During this time, I have experienced many parents whom are very happy for their child to be involved in a play based curriculum whilst in nursery education, but become concerned and surprised that children when entering school do not participate in a more structured and traditional curriculum and that the EYFS is continued into school. The next chapter will review the literature in the area of early years education, and will begin by considering some of the many definitions of play. Literature review This literature review, will discuss the many definitions of play. Major learning theories with reference to play, will be considered and how they have influenced education of today. It will also look at how policy has changed and developed, what has defined the Early Years Foundation Stage (EYFS) and discuss whether parents are aware of the benefits of a play based curriculum or not. What is play? An early definition of play comes from Isaacs (1999) who viewed play as the work of children. Montessori (2005) believed that children preferred to work whilst playing. Her teaching focused on children developing basic skills, skills could include button and fastening equipment to promote independence in dressing. Though Montessori did not promote learning through play, she did value individual effort as well as working as part of a group. (Lindon, 2001). Lindon (2001) believes play is a range of activities which are undertaken for their own enjoyment, satisfaction and interest. Play is not essential for survival although these activities support psychological wellbeing, learning physical skills and intellectual stimulation. Whereas Moyles (1989) comments on how play is valuable as an excellent learning tool, he also notes the difficulties in finding a definite, precise and conclusive definition of play. He continues by saying there is a need for a different terminology to be used, as the idea of play can be interpreted as something trivial, instead of being seen as play being serious and important to learning. Wood and Attfield (2005) agree by suggesting play cannot easily be defined or grouped as it is always dependant on circumstance and context, which can vary greatly. It has become apparent that although there is no clear definition of play, play is considered to be important by researchers in the field, although Peacocke (1987) argues that the lack of definition causes parents to be suspicious of play as a true learning activity. Child development and play Roussou as far back as 1700 challenged the idea that children were naturally sinful with the opposing idea that children were naturally innocent (Oates et al, date) Roussou as cited in Wood and Attfield (2005) used his knowledge to think practically on how children should be raised and determined that children from birth to twelve, should have their natural innocence appreciated and should be free, to run, jump and play all day. Ideas through the years have often challenged the current thinking of the time and childhood and play has developed and changed because of differing new ideas, to how we define it today. Child development ideas continue to be discussed and challenged with innovative and profound ideas having a large impact on how childhood has been conceptualized and children treated in society. Whilst others asked what do children know Piaget as cited in Garhart Mooney, (2000) suggests that Piagets work was about how children arrived on what they know? Piaget claimed that children construct their own comprehension by giving meaning to their surroundings and the people they meet. Piaget (1967) noted how all children of the same age appeared to think in similar ways, and how they would also make similar mistakes. From the observations Piaget noted the changes in the childrens thinking; this led him to believe that the child was an isolated individual, who adapts to the environment they are in (Smith et el, 1998). Gerhard Mooney, (2000) suggests Piagets theory has created the most comprehensive over view of young children and how they think, although practitioners of today can see some of Piagets theories are not as purposeful as once thought, the basic ideas of his theory still helps practitioners to plan a focused and challenging curriculum for young children. Lindon (2001) continues by suggesting that it is through Piagets beliefs that children create their own understanding of the world, which led him to highlight that adults should create environments which children can discover and learn by themselves. Cadwell (2003) suggests an example of this is the preschools of northern Italy, Reggio Emilia which are strongly influenced by the theories of Piaget. Vygotsky as cited in Garhart Mooney (2000) agreed with Piaget that childrens knowledge was created from personal experiences; although Vygotsky suggests that personal and social experiences can not be separated and that children learn from each other every day, their language develops and they grasp new ideas as they speak to each other, listen to each other and play together. Daniels (1996) proposes that Vygotsky saw play as an important activity to aid learning and development. Vygotsky as cited in Garhart Mooney (2000) suggests play combines time and opportunity for activities in social interaction, language and the use of symbols. He believed that this would empower the childs own interests and operate problem creating and problem solving. As cited in Brock et el (2008) Vygotsky believed these were the tools needed to work within the childs zone of proximal development and that when children are learning, they learn best when what they are learning is just outside their grasp. Th is means that practitioners should know what the child is capable of and what they are capable of understanding. The childs development should then be aided by adult guidance and teamwork with peers. Bruner (1977) continued to develop the ideas and theories of Vygotsky. He believed that children had an in built desire to learn. Bruner, like Vygotsky suggested that it is the work of the practitioner to know where the childs development is at and how they can carry forward the childs development to the next stage, he called this scaffolding. Broadhead (2006) suggests that Vygotsky and Bruners view is that the child and adult will work together, and through this they will develop new schemas. This idea has become increasingly popular, and its relevance to todays education. Development and play Froebel as cited in Macvanel (2009) believed that childhood was a stage in its own right and children were not mini adults. He felt children should learn through play, experience life first hand, self choose activities and use natural motivation. Froebel felt that play was a spiritual activity which reflected deep inner processes and change (Wood and Attfield, 2005). Montessori (2005) believed in an environment which is planned and learning activities supported training. She disregarded fantasy play stating it as insignificant and demeaning to the child, although she provided a child sized setting in which children could learn and rehearse life skills without the adult intervening. Montessori placed less emphasis on free play and fantasy play than Froebel (Montessori and Gutek, 2004). Where Montessori disregarded fantasy play, Isaacs (1995) saw the value of play especially spontaneous, imaginative and manipulative play. She saw that play could be used as a way to gratify frustrated n eeds, work through inner discord and gather understanding of the world in which children live and the relationships they have with people. Play was central to Isaacs curriculum and invited the children to adapt problem solving techniques and develop number, mark making and reading skills (Palmer, Cooper and Bresler, 2001). Current research carried out by Play England entitled Play for a change, revealed that playing had effects on areas of the brain controlling emotion, motivation and reward. The researchers continued by suggesting that play helps children to develop a range of responses to differing situations, experiences and relationships. To conclude it states playing aids children in developing flexibility and the ability to adapt to changing situations (Quarell et el, 2008). Leong (2009) agrees by saying the research into the links between play and cognitive and social skills is apparent and that play is the first stepping stone to children learning more complex ideas as they get older. This research raises new questions for those who view play as a trivial, simple, frivolous, unimportant, and purposeless behaviour and challenges them to recognize play for the important factor it is and the effect it has on childrens learning (Christie, 2001). Smith (2000) categorised play into five areas. He believed that children were active players, learners, social and emotional beings and autonomous players, and their play fitted into each of these areas. Lindon (2001) disagrees saying that researchers must be aware that although they desire areas of play to be clearly defined into categories, that these clear categories can restrict the view of play and when children play normally, they move between areas of play and adult defined areas of development with ease. A child, who is active in play, should not always be seen as just the child engrossed in physically active play (Lindon, 2001). Fisher (1996) agrees and points out that a child engaged in an intellectual activity is just as active as the child pedalling a bicycle. Eden (2008) says that children engrossed in play with others, learn how to work together and live together, that play is a valuable resource to promote equality and cultural awareness in young children. Smith (2000) agrees by saying that children establish healthy relationships with their peers and through play children have to learn to accept others. Bruce (2001) acknowledges that it is this enjoyment of all types of play that aids the children in play. Children reflect on what they have learnt, reproduce their experiences and through this cycle of everyday learning the children consolidate their experiences. Curriculum and play Since the 1944 Education Act, primary teachers and staff were given considerable freedom to teach what they believed to be educationally relevant to the children within their care (Cox and Sanders, 1994). Change was bought about after the Education Reform Act (1988), namely with the introduction of the National Curriculum (Cox, 1996). The national curriculum was introduced in September 1989 and is a framework used by all maintained schools to ensure that teaching and learning is well structured, balanced and sound (directgov, 2010). After the implementation of the national curriculum, it was soon thought that the children under five would also benefit from a curriculum. The Rumbold report (1990) was influential in developing recommendations for provision for these young children. Play and talk were recommended as key approaches. The first attempt to define a curriculum was called desirable outcomes for childrens learning (1996) and included six areas of learning. (Wood and Attfield, 2005). Play in the Early Years Foundation Stage (EYFS) The EYFS was implemented in 2007 and brings together the Curriculum Guidance for the Foundation Stage and Birth to Three Matters. The Effective provision of pre school education (EPPE) project, informed part of the EYFS and among other things showed that the experiences provided for young children in the Foundation Stage and early years settings have a strong impact on childrens learning and social development (DCFS, 2008). All schools and early years settings caring for children under five years have to implement the EYFS programme and the programme ends at the end of the academic year the child turns five (Pugh and Duffy, 2010). The EYFS sets out legal requirements and direction to help practitioners in settings meet the varied developmental and learning needs of all children under five years (Bruce, 2008). The EYFS proposes that flexible plans are used by practitioners to adapt ideas and that carers use observations to link play situations to learning outcomes. The main premise of the EYFS is that play is the central aspect and can support each of the six areas of learning (Canning and Read, 2010). For example, Pimentel (2007) suggests that to develop problem solving reasoning and numeracy in young children, practitioners should be providing mathematical opportunities through play based, open ended and challenging activities like imaginative play, songs and stories. Current research from Bergen (2002) agrees concluding there is a relationship between problem solving and pretend play and that social play has a great influence on problem solving of all kinds. Worthington and Caruthers (2010) continue by suggesting that parents should been shown how children explore mathematical meaning through play, to fully understand the concept. Riley (2003) suggests that play opportunities offer chil dren the chance to acquire knowledge and understanding of the world in which they live and that play has the potential to be the major approach to childrens learning. The EYFS, promotes parents as partners as it recognises that young children whose parents are involved in their early learning make notably better progress (Evangelou, 2004). The child and the family is now recognised as a whole, each able to benefit the other. Initiatives such as Sure Start believe in educating parents in order to educate the child. (Kurtz, 2003). Although Wiltshire (2002) argues that the whole idea of the foundation stage is confusing to parents as they do not know anything about its aims and outcomes. Petrie and Hollaway, (2006) suggest some parents may not be aware of the opportunities for learning that are embedded in a play-oriented curriculum, whilst Brotherson (2009) reminds us that at times, parents have concerns that their child is just playing and not learning what they need to learn and parents must be made aware that play is learning for children. Elkind (2007) continues by saying that parents are concerned their child is at a disadvantage if they are no t constantly engaged in high level learning and educational games, and is of the opinion that parents need to be alerted and reassured of the learning benefits of unscheduled imaginative play situations which will help develop their academic and social abilities. Since the EYFS has been implemented, there has been some who have criticised the initiative. There are fears that a single framework will result in a checklist style curriculum, with practitioners being overwhelmed with the framework (Thompson, 2006). Whitebread and Whitebread (2008) agree by continuing that although concerns over the expanse of the curriculum are minimal, there are serious concerns that in some areas the capabilities of the children are under estimated. Brock et el suggests that practitioners must be fully aware of the breadth and depth of play and a play based curriculum to be able to implement the EYFS effectively and with worthwhile outcomes. Key points As far back as 1929 Isaac defined play as childrens work, now over eighty years later the EYFS is based upon children learning through play. The EYFS principles are based on research and theory of the early years pioneers of education, although it is argued that parents are critical and confused by it. Policy and early years initiatives are encouraging parents to become involved in their childs care, but it is unlikely they will become involved and embrace the EYFS if they do not understand the ideas and concepts which it is built around. I am interested to see if parents understand the benefits of play, or like Peacocke (1978) suggests parents do not see the benefits of play and like Whitebread (2002) states they are confused by the foundation stage. Research Aims To find out what knowledge parents have of the Early Years Foundation stage. To gather information on what parents understand are the benefits of play as a learning tool in the foundation stage classroom. To gain insight into what parents views are of a play based curriculum compared with a more traditional curriculum. Methodology This chapter will look at how the research for this study has been approached, how I have designed the research and how it will help to answer the question Do parents of school age children value play as a learning tool to support the Early Years Foundation Stage? I will look at which methods of research have been chosen and why, highlighting the benefits and problems surrounding the chosen methods. Validity and reliability of the research will be discussed as well as discussing ethical issues which may arise whilst carrying out the study. Method and Approach This piece of research is focused upon parental views and awareness of the educational value of play, it will use qualitative methods during which personal opinions will be sought. As the parents views are paramount within the research the methodology used will be an interpretive approach. Robert Holmes (2005) suggests that qualitative researchers believe that the social world is created by the shared understanding of situations. Cresswell (2003) continues by saying that qualitative methods bring peoples personal views into the study. Peat (2002) suggests that the strengths of qualitative research include being able to gather information on the views of the participant and this in turn can help us gain insight and ideas. However, Silverman (2005) suggests that there can be limitations to qualitative research such as a hypothesis cannot be tested and that more ethical issues relating to qualitative studies can be noted as participants are giving personal viewpoints and opinions. Validity Hughes (2001) suggests that interpretive research is valid as long as it is true and notes the genuine voice of the participant. This is demonstrated through the research as the parents are active people whose understandings and actions are paramount and the intricacy and diversity of these opinions are respected. Robert- Holmes (2005) suggests that multiple understanding of the research is all equally important and the range of interpretations gives the research validity. Although Robson (2002) suggests validy is rarely recognised within a single study, but is built up over time during various research. Silverman (2005) suggests that validity can be affected in qualitative research, if the researcher uses second hand knowledge rather than first hand research. I feel that I must make note of this and be assure that I remain aware of as I feel it would be easy to allow my own thoughts, views and opinions affect the research. Robson (2002) continues by suggesting further concerns with validity can arise with concern to whether the sample of people within the study is representative of the population and this must be questioned. To acknowledge this I am aware that the sample of people I am using for my research are not representative of the population as a whole but is rather focused on a small group of parents within a small community, although these parents come from differing social backgrounds. As Bell (1999) points out researchers are dependent on the amity and availability of subjects, and it can be difficult to achieve a true random sample. Focus group My research will be focusing on the parents of a class of thirty children who have all started at primary school in September 2009. The primary school is set on the edge of the Cotswolds and is the only school in a small town. The children are from mainly white British heritage and the school admits pupils from a wide variety of social backgrounds (Ofsted, 2007). Prior knowledge of the class suggests that majority of the children have attended at least one of three pre school settings in the town including two private day nurseries and a charitable preschool. I decided to research this subject after a discussion with a small group of parents who were concerned that there children were still just playing now they were at school rather than participating in the more traditional curriculum, that they were expecting. This made me realise that some parents still did not view play as a significant learning tool to support the EYFS. I also began to question what parents really felt about pl ay as a learning tool, their views of the benefits or criticisms of a play based curriculum and if they even realised that there children would be taught within the EYFS when they began at primary school. Method To find out the views and knowledge that the parents have of both the EYFS and how they view play, I will be using questionnaires and interviews. I have decided to use questionnaires as they are ideal if you are trying to gather a large amount of primary information from a group of people, as suggested by Green (2000). A pilot questionnaire has been designed and given out to a selection of people who are similar to the people I will be giving my final questionnaire to. Once I have collected the draft questionnaires from my pilot group, I will be able to draw up my final questionnaire using any criticisms and suggestions that my pilot group give me. Green (2000) suggests that piloting your research questionnaire allows for the researcher to get rid of any uncertainty or vagueness that your questionnaire raises. The questions I am asking within my questionnaire are a mixture of differing sorts including open ended and closed questions. Green (2000) suggests that a combination of question types should be used when designing questionnaires, whilst Hucker (2001) reminds us that we should ensure that questions are relevant, using straight forward language avoiding assumptions and using a mixture of question types and avoiding leading questions. I feel that since I will have sent a first draft questionnaire to a pilot group of people, that the finished questionnaire I am sending to the parents will have hopefully been changed and rethought if needed, with questions altered or added and that they will meet all the suggestions of Hucker (2001) and Green (2000). Permission will be gained from the head teacher of the school. If the head teacher is happy with the questionnaire content and the proposed methodology for the research, the questionnaire will be issued to all thirty families within the EYFS classroom. Ethical considerations and confidentiality Aubrey (2000) reminds us that researchers have a duty to ensure that their research will do no harm to their participants and that participants will be treated with respect and their answers treated with anonymity and confidentially. The ethics of this research include ensuring the anonymity of all the participants and to present the information they share with me in a true light and to ensure the information remains confidential. Hucker (2001) reminds us that people who are involved in research have a fundamental right to know how the information collected about them will be used. To ensure that all parents know what my research is about I will enclosed a covering letter with my questionnaire outlining my intentions and the aims of the research, my details in case they wish to contact me to discuss anything regarding the research, alongside a brief paragraph outlining who I am and why I am carrying out this research. I will state within this letter that all questionnaires will be ke pt confidential and at no point will anyone be able to identify parents answers. Arrangements will be made to return all questionnaires in a sealed envelope to the class teacher and then passed onto myself. At no point will I know who has returned their questionnaire and who has not. I will suggest to the parents that the questionnaires are returned to the teacher in a sealed envelope, so that they will also not be able to view the answers given by the parents. Hucker (2001) suggests that it is an important idea to ensure triangulation in the research to show similarities across the range of methods used and to support validity and reliability in the research. Questionnaires are my first research tool and as another method to ensure triangulation, I will ask on my questionnaires if any parent would like to meet with me and participate in an interview. By using more than one method of research, I can hopefully show a fully rounded view of the research topic and as suggested by Robert-Holmes (2005) the different evidence produced can be combined and compared to provide a triangulated analysis. To prepare for the interview with any parent who would like to take part, I have decided to do an unstructured interview rather a structured interview and have decided on a list of questions to prompt me to ensure the interview flows and to aid me in doing this. I have chosen to complete unstructured interviews as Robert-Holmes (2005) suggests that structured interviews are very similar to questionnaires where as unstructured interviews shifts the focus away from the researcher and towards the issues and the true feelings of the participant. Bell (1999) suggests that during questionnaire the responses given by participants have to be taken at face value, where as during an interview rich material can be gathered, he likens this to putting flesh on the bones of any possible questionnaire responses. Robert-Holmes (2005) suggests it is an interviewers job to courteously listen to the responses made and to remain non judgemental at all times, this will be easier to do in a relaxed atmosp here. The prompts I will use will be open ended questions, similar to some of the questions asked within my questionnaire but in a much loser context with the aim to allow me more in-depth information on my research topic and parents views on play as a learning tool and gain an insight into their knowledge of the EYFS. An open ended question is a question in which the respondent is requested to provide their own opinion or ideas (Babbie, 2009). The responses my participant gives will be recorded by me in note form, but if I feel that I am missing out on significant information or not giving the participant my full attention, I may use a Dictaphone. This will be discussed with the participant and if they are not comfortable with this I will remain with note taking only. I will need to address the fact that the participants anonymity will have been compromised when doing the interview as I will obviously know whom they are, but I am aware I must ensure that they realise I will remain a confidant at all times and when quoting them or discussing there interview within this study, I will use a codename for each participant. Participants will also be made aware that they are free to withdraw from the study at any time. Hucker (2001) reminds us that there are many advantages of interviews including that they allow researchers to gain more in-depth information from the participants, but that disadvantages of interviews can be that the researcher can affect the research and that the interviewer can often influence the participants answers. Green (2000) agrees suggesting that interviewers should be aware that asking leading questions can be problematic and personal bias can make the research one sided rather than purposeful. Conclusion To summarise this piece of research seeks personal opinions, therefore will be a qualitative study. Aspects of validity, reliability and ethical issues have been discussed and will be maintained throughout. Questionnaires and Semi-structured interviews will be used to collect data from a sample population of parents with children in a EYFS classroom. Though this is a small study, responses will be interesting with regard to parental views towards views on play as a learning tool and the EYFS. Now that the method of data collection has been established, it is now possible to commence with the data collection. N.B After discussions with the Head teacher of the primary school regarding the content of the questionnaires, she has asked that I include two further questions in my questionnaire, the first being Where parents received their information of the EYFS and If parents would like further information on the EYFS and how they would like to receive this information The head teacher felt on a personal level for the school, that she would be able to use all the research to show how effectively the school is working in partnership with parents and where if at all they need to extend the parents knowledge of the EYFS. If the research shows that the school needed to support the parents further how they needed to improve and how parents would like to receive information was also important to her. I have agreed to this as I feel it could benefit all the parents, the children and the school. Hucker (2001) reminds us that carrying out research helps us analyse how we might do something better or mo re effectively, and the head teacher of the school wanted to be able to do this from my research. Data Collection and Analysis This chapter will discuss the data, how it was collected, analysed and interpreted. It will initially discuss the data collection process, any problems which I experienced and the successes I had. Specific themes will be identified and acknowledged alongside a brief description on the analysis of the data and how this data links to current literature. Once the main themes have been acknowledged, they will be examined and discussed in greater detail, which will lead towards the conclusion of the data and the summarisation of the main themes. Data collection Permission was granted by the head teacher of a primary school for me to carry out this research within the school, she agreed as the results would be beneficial to parents, children and staff. A letter of introduction was then distributed to the foundation stage class parents alongside a questionnaire. The letter outlined the research, and the parents were asked if they would complete the questionnaire and additionally participate in an interview. In total, thirty parents were invited to participate in the study. Problems with data collection On sending out the questionnaires, the initial response was low and after the first week only five parents had returned their questionnaire