Gender Identity Essay Example for Free

Gender Identity Essay There are a couple factors that determine gender identity; like genetic factors, environmental situations, psychosocial factors, and even sexual hormones. â€Å"Gender identity is almost always consistent with chromosomal sex. † (Rathus, S. A. , Nevid, J. S. , and Fichner-Rathus, L. 2005). From the moment sperm fertilized an ovum, our destiny to be a girl or a boy is chosen. Usually at this point; 23 chromosomes from the male donor and 23 from the female come together and combine to make a â€Å"zygote†. Starting about six weeks into the pregnancy, our bodies began to form and create into what they are meant to be, and after the seventh week, our genetic code (XY or XX) begins to really assert itself. Gender identity is not always a term referring to a person’s anatomic sex, â€Å"sex assignment† is now the correct term to ask a person their anatomic sex that occurred at birth. It is said that by 36 months old, most children are said to have a firm sense of their gender identity. Our genes play an important role in determining our gender identity. The SRY gene (which is the gene that determines the Y male gene) will bind to DNA and distort, and alter it, creating the testes. The gene called Sox 9 is the gene that regulates the expression of SRY. If Sox 9 did not get to regulate the SRY gene; it would turn into a male fetus. We without help from the SRY gene, female reproductive organs would form instead of male organs. Recent research suggests that as many as one in every hundred individuals may have some intersex characteristics. † (Domurat, 1998). Some people do not believe that their gender identity corresponds with their biological sex (mainly transgender people, but also including; transsexuals and inter-sexed individuals as well. ) Difficulties can begin because society maintains that a person must accept a manner of social gender roles, which is based on their sex, and the person may feel that it is not consistent with their gender identity. This is known as â€Å"gender identity disorder†, and by definition means that the individual is uncomfortable with their anatomic gender, and presents themselves or act like a member of the opposite sex. Masculinity and femininity are terms that we hear every day in our lives. For example, we hear that Shawn is so secure in his masculinity that he is comfortable being a house-husband or that Wendy’s mastectomy is threatening her sense of femininity. Even though most people think of masculinity and femininity on opposite ends of one continuum, it does not make it true. Just because an individual may possess some traits of both categories does not make them too masculine or feminine. Where a person should be placed on the masculinity and femininity continuum, all depends on the degree to which the show or report specific gender-linked qualities, and behaviors. The midpoint on this hypothetical continuum is known as the zero point, and if a person has failed to develop gender-role identification, or they have transcended it, then they would be placed at this point of the line. Those who show strong sex-role identifications would go at either one end or the other of the hypothetical continuum. One of the factors in my life that have helped determine my gender identity is; by nature I am a female because I have the sexual reproduction system of a female. That is not what makes me a female though. What makes me a female is how I carry myself in everyday life. I am secure in my womanhood, and have never felt like I should have been a male instead. I like to dress like a woman, talk like a woman, and even use manners that are considered â€Å"womanly†. I chose to keep long, pretty, unpolished fingernails, and I wear make-up on special occasions, but since I do not wear it all the time that does not make me masculine. I was raised in an environment that my parents, teachers, and any other important figures in my life treated me like a female; therefore, I act like a typical societal female. I even grew up with toys that were specifically designed for female use like; dolls and make-up, and cooking toys. The masculine and feminine traits that I attribute to myself using the hypothetical continuum are kind of split in some ways. I can identify with both points of view regarding females and males. My mother thought it best to teach me things that most of the time need a man. She taught me these â€Å"manly† activities because she believes that women should be independent and never need a man for anything. Women are just as good as men (she used to tell me), and women should never be made to feel differently on the subject. I whole-heartedly agree. In conclusion, gender identity and gender roles can cause some conflicts in some people within their daily lives. These disputes can be lessened when the individual is able to develop a secure masculine or feminine gender identity about how they perceive themselves. There are rites of passages that help young female into womanhood, or a young male into manhood, depending on the culture around you as to what the rite of passage may include. Once an individual has figured out what identifies them as either masculine or feminine, they will be able to progress their own positive feelings about masculinity and femininity.

The Reality of Affirmative Action Essay -- affirmative action argument

In the United States justice is defined as equal treatment of all citizens under the law. When one citizen is treated unfairly, an injustice has been committed against all people. It is the duty of Americans to make sure such injustices are eliminated. Affirmative Action is one such program whose purpose is to make sure that equal citizens are treated equally under the law. In today’s society it is imperative that all people regardless of race or gender are given equal opportunity in the admissions and job applications processes. Affirmative Action was designed to create this equality. The history of Affirmative Action ultimately began two hundred years ago with the founding of our nation. The Constitution, which is the basis of all laws in society, was drawn up and signed by many men who themselves owned slaves. As time progressed, it became necessary to create a â€Å"Great Compromise,† which stated that blacks were now allowed to be counted as three-fifths of a person for voting purposes. Nearly, one hundred years later, slaves were freed. However, these newly freed slaves were now placed in a more perplexing situation than they were initially. They were now a large group of people who knew little of their newly founded rights, and for the most part uneducated. Sadly, the leaders of this country failed to realize that freeing this group of people was not enough. The result was a new class of people who were uneducated, by no fault of their own, and then were told that they were now on their own. These people navigated through a stranger’s culture a nd society. A similar effect occurred after World War II when the men who had been away at war returned to find their wives wearing their pants and doing their work in the yards an... .../~affirm.>. Bureau of the Census, Current Population Survey. Income, Poverty, and Valuation of Non-cash Benefits. 1993. 10 October 1998 . Bureau of Labor Statistics. Fact Sheet. 1994. 10 October 1998 . Federal Glass Ceiling Commission. Making Full Use of the nation’s Human Capital. March 1995. 10 October 1998 . Gergen, D. â€Å"Why Race-Sensitive College Admissions Policies Work.† U.S. News & World Report Vol. 125 (October 1998): 84-85. Lewis, M. Rethinking Affirmative Action. 1996. 5 October 1998 . Pasour, E. â€Å"Affirmative Action: A Counter-Productive Policy.† The Freeman (January 1989): 24-25.

Contemporary Australian Cultural Issues in the works of Harper Lee Essa

Harper lee examines key cultural issues in her novel to kill a mockingbird, such as racism, socio-economic status and prejudice. These issues are still relevant to contemporary Australian society. She examines these issues throughout her book in many different ways, from many different points of view and from many different opinions from the characters in the book. The book is set in a small town called Maycomb in America and takes place during the depression years. The town of Maycomb is a town which is old and is not well looked after and is described as dirty in the book. The people who live in and around Maycomb on farms are poor people, as a result of the depression. The main characters of the book are the finches. The Finch family comprises of Atticus the father and his two kids Jem and scout who narrates the story. The story is about life in maycomb seen through the eyes of children. Life in Maycomb is full of issues such as racism, socio-economic status and prejudice. Racism and socio-econic status are easily the two most noticeable issues that the book revolves around. These issues are relevant to contempory Australian society in many different ways. Socio-economic status is the main theme at the start of the book. A good example of this issue is when Jem invites Walter Cunningham to have lunch with himself, Scout and Atticus, because he does not have any lunch money as his family is too poor to afford it. They sit down for lunch and Walter drenches his food with syrup and scout thinks this is ungrateful and rude so she remarks by asking him what the Sam hill he is doing. Walter was embarrassed and Atticus shakes his head at her and she protests â€Å"but he has gone and drowned his dinner with syrup,† â€Å"he’s poured it al... ...ou only have to look at the wars going on over in the Middle East. They are all fighting over different religion which is racism. Terrorist attacks are also based on racism because a group of fanatics from all over the world do not like westerners this is racism. On a more local level you see it even at school where racism is big because Griffith High School is such a Multicultural community, all the different groups of people are grouped together for example the Afghans and the Islanders, this starts fights and arguments between different races. Socio-economic status and racism are only two issues that Harper Lee examines, as there many more which include prejudice, maturity and growing up. Harper Lee’s issues that are discussed in her book to kill a mockingbird are still contemporary issues in Australia, because they affect us and have a significant impact on us.

Egt Task

Although the current Managers are fluent in Korean, it will be important to hire local dialect persons to add to our staff. This will ensure acceptance, communications, and also preventing miss spoken words that me be taken as offensive If not done with the proper tone. Curriculum Instructor certification. Since South Korea converted the KIT- Korea Teakwood Escalation In 1954 Into the World Teakwood Federation, the feeling In Korea Is all Black Belts must hold certificates from the WTFO.This may be Just a financial ploy to collect money room those outside Korea, but the perception exists that if you hold a certificate (called a Okinawa Certificate) you are then legitimate regardless of what country you received the certificate, since all Okinawa certificates originate in Seoul, South Korea. All staff who do not currently hold their given Black Belt rank must be certified by the WTFO prior to submitting an application to be an instructor in our Korea Dugong expansion plans. Since no O kinawa officers exist in the united States, all certifications will be done by Head Master Ken Adulated, 6th Degree Black Belt Okinawa holder.Country of Origin of retail goods. Three primary countries manufacture martial arts apparel (uniforms) and sparring gear. These are Japan, China, and South Korea. While Americans are primarily obsessed by price, and seem to disregard country of orally pride, Korea Is the opposite. It will be critical that all uniforms, belts, and sparring gear ONLY come from South Korea manufacturing companies. To offer anything else is potentially offensive, but should these goods come from China or Japan, it would also be a disgrace since both countries attacked Korea in the last century. B. ProductThe product of Americas Best Teakwood is martial arts lessons. In America, most adults will not allow themselves to stick with a program, and many areas of the program we currently offer need to accommodate the lack of focus for Adult students, and their ability t o Justify quitting. Only 1 of 10 Americans (compared to 1 out of 4 Europeans) has attempted to learn martial arts. Of those 33 million, only 10% stay with It beyond 30 days, leaving 3. 3 million. Of those 3. 3 million only 10% will stay with It another 3-6 months quitting Jest as they prepare to test out of novice level.Of the enameling 330,000 who achieve Green belt/beginner Intermediate, only 10% of those will reach beginner advanced, or Brown Belt. We are left with just 33,000 Brown belts, In the USA, all but 10% quit after Just 30 days at Black belt, higher than any other country in the world. About 330 people are left who continue actual Black belt training, only 10% of those achieve Master level in the USA, Just 33 out of 330 million. Moving into Korea, we must modify our program for the long term goals of students.Parents will require their children attend, and they will attend with them, it will be a Emily event, training multiple days per week for 6-10 years or more. It wil l be important to modify our tuition timeline to not appear to be short sighted Americas with no ling term vision, or they may feel we are looking for short term profit, or will not stay through difficult times. The good news is that Korea has been losing the Gold Medals at the Olympics to other countries and is accepting of Americas teaching teakwood and they have fond respect for the Lopez family of Houston Texas, multiple Gold Medal winners.We will leverage our affiliation with the Amateur Athletic Union with Coach Lopez. We will use this for credibility but not for promoting an American Agency. 82. Price: Tuition pricing in America is structured around making it easy to quit, monthly pricing is not as important as not needing to make any commitment. In Korea it will be the opposite. Students will not mind signing non cancel agreements paid in full for 6 years as long as the rates are fair. For Korea the pricing will be a base of $900. 00 per year, for 4 classes per week, 2 hours per class, we expect class sizes to be 50-150 per class.In America our current pricing is $200. 0 per month, month to month, 2 classes per week, 50 minutes per class. Koreans will look at price per hour over the long term, wanting the most hours per week at the lowest rate with a long term commitment; Americas want to know how cheaply they can Join, and how easily they can quit, more like leasing a car. 83 Promotion: In America martial arts lessons are promoted in a disposable product manner, viewed like a 6 pack of Coke. Coupon driven society demands a call to action for a discount.Teachers are held in higher regards in Korea and it would be a disgrace to offer discounts, promotions, or marketing fluff. The Koreans will want endorsements from martial arts organizations and to see community service done by the staff. When they see us in public, they will approach us, but the Koreans will be completely turned off if the go to corner market and see â€Å"one month of lessons and a f ree uniform for 19. 99†³Ã¢â‚¬ ¦.. Word of mouth and grassroots promotion only in Korea. BE Place: 52 million people actively practice Tea Swoon Do globally; it is the most popular martial art.Korea in the past has not been accepting of foreign companies opening Dugongs in Korea, but the loss of first place in the last 3 Olympics has changed this. The OIC, International Olympic Committee has removed Baseball, Hockey, and Wrestling as of late. Talk is they will remove Karate, Judo, or Tea Swoon DO. Koreans national sport is Tea Swoon Do, and they are promising more support and resources. They will do whatever it takes to keep this Olympic Sport status. Allowing Americas Best, a proven Junior Olympic Gold Medal winning organization into Korea and supporting its grassroots movement is a given.C Ethical Issues: to us from Korea. The Koreans have warned us that Americans are viewed as fat, lazy, and abrasive. The example proven to us is Korean infant adoption, only for America do the y have a height and weight scale/range for adopting parents from America. 2) Where the money goes†¦Ã¢â‚¬ ¦.. Alt has also been brought to our attention from the WTFO that Koreans will need to see a direct line for their tuition to returning to the community. Unlike Americans who will buy a Toyota or Honda and not inquire where the money goes, the Koreans will need to see proof that some of it stays in the community. Sources: None.

Presenter Notes

Slide#1Good morning! My name is and I’m happy to be here today for this presentation. We will be discussing ways to maximize the use of our Human Resources department and I will concentrate on the ways our Human Resources department can be used for individual performance appraisals, ways of assessing our teams and succession planning.Slide#2What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.Why are performance appraisals needed? A performance appraisal can be used to provide documentation for any needed disciplinary or termination issues. It can also be utilized to identify the best employees. This will help management identify employee’s individual strengths and weaknesses. This will help employees reach their highest potential. Management is then able to take the information to identify proper training and feedback for every employee. We would cease to exist without our patients. Patient satisfaction is a major factor within the organization. Thus, patient satisfaction comments provide an important source of documentation when using performance appraisal.The performance appraisal can provide an objective evaluation. The goals should be consistent among all employees within each job description. Evaluation then would be conducted using the equal benchmarking. Utilization of the same goals and expectation within the job description helps management avoid discrimination complaints.The management team must take ownership of the performance appraisal system and emphasize its importance and usefulness to our employees. Our employees must realize the value of our appraisal system and be actively involved with  his or her own appraisal to take ownership of his or her own successes.A performance appraisal can provide clarification of expectations, management communication, increased consistency, and expand accountability. Our company will benefit through boosted productivity, retaining experienced employees, and the fostering of culture that allows employees and management to communicate and share ownership in the evaluation process.Slide#3Plan—A date and time should be decided upon in advance to minimize potential conflicts and allow for proper preparation. The appraisal should take place in a location that will provide privacy and limit interruptions.Document—Positive and negative documentation should be collected from the employee hire date. This allows for an accurate, solid performance appraisal to be delivered. Collection of this documentation can happen in many ways, but most often occurs through e-mails, feedback from team members, disciplinary paperwork, current job description and scope of practice, attendance, patient satisfaction surveys and management’s own notes. This information will allow the necessary information that will be needed to deliver an accurate and well-founded performance appraisal.Review Past Appraisals—Has the employee reached his/her goals from the last performance appraisal? Determine what actions need to take place for this employee to improve current performance, what management can do to help the employee reach these goals and provide praise for actions the employee has done well.There are potential drawbacks when using performance appraisals. It is often a hard task to differentiate between organizational performance and individual performance (Towney & Harris, 2000). A performance appraisal may be ineffective if it does not correspond with the culture within the organization (Schraeder, Becton, & Portis, 2007). Also, if not used correctly, a performance appraisal can be detrimental to a company. Complications arising:impede improvement: Soltani (2005) believes that performance appraisals will  adversely affect quality improvement within an organization due to negative perceptions. Negative perceptions: Performance appraisals can be stressful and uncomfortable for both the employee and management. This often is true if the employee being appraised does not trust management or they believe the appraisal is an exercise to be endured and executed. Erroneous information: Accurate information should be provided within the performance appraisal. It should be used to compare current performance to pre-established criteria and the employee should be rated honestly.Often, this is not the case and the employee will receive inflated ratings to please the employee to avoid conflict. Legal issues: When not conducted appropriately, performance appraisals can cause legal issues for the organization. Thus, the performance appraisal must be free from bias and discrimination. Professional goals: Performance appraisals are used to outline an employee’s performance goals. An overly challenging goal may affect the employeeâ€⠄¢s quality of work, knowledge and skills. This would not be beneficial for the organization or employee. New employees should focus on outcome goals rather than performance goals initially. Affect pay: A deficit in performance-based pay may be linked to the performance appraisal. This leads to tension among employees and management.Slide#4The employee should be informed of any performance pay increases after the appraisal. The rationale for not giving any increase in performance pay should be discussed with the employee and allow the employee any rebuttal if not in agreement with the appraisal.Goals must be communicated with the employee and must be in alignment with organizational culture. They must be specific, measurable, supported, and achievable. These goals will be motivators for the immediate time to come. Unobtainable goals are discouraging and provide no real way to achieve company goals. Documentation of the plan of action for the employee should be completed. This docume ntation will provide a record of what has been tried, lessons learned, and the direction in which the employee should take to meet goals.This will help the employee gain knowledge and experience prior to taking on additional responsibilities. Thus, providing the  employee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the upcoming future should take place. New goals should be addressed. The employee should be willing to correct any performance issues.The performance appraisal process should include this step for an overall effective process. This allows management and the employee to be involved with the process.Slide#5The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The em ployee should leave the appraisal with knowledge of what he/she specifically needs to improve on and the actions needed to improve. However, management may unknowingly make mistakes when delivering feedback. This may impede the employee’s performance. Some instances that may be counter-productive to providing feedback is not honestly providing accurate feedback because of a negative connotation, focusing on the individual rather than actions, generalizing the feedback given, and offering solutions with negative feedback only.Personality Appraisal: The employee’s personality may be appraised instead of his/her performance. This may leave the employee feeling attacked. Demoralizing: The appraisal may only provide feedback on what you are not doing well, instead of what you have done correctly. â€Å"I Talk, You Listen† Approach: The appraisal should allow for conversation to take place. The employee should be allowed to ask questions and not to have to sit quietly and listen to only what management wants to say. Surprises: The employer should not surprise the employee. The employer should provide feedback at times other than the performance appraisal, especially if the actions of the employee are negative.Performance appraisals are not often looked fondly upon. Management delivering the appraisals needs to use the appraisal as a way to provide  both positive and negative feedback. This will make the process more effective and beneficial to both the organization and employee.Slide#6The performance appraisal should be completed using simple language. Do not use jargon when speaking with the employee. The employee expects honesty, so don’t gloss over the appraisal if it is not as positive as the employee hoped. This isn’t the time to renegotiate the goals set at the beginning of the year, but to deliver the information on any deficits the employee had. The manager delivering the appraisal should not be afraid to praise the emplo yee for doing a good job. On the other hand, if the employee has not performed as expected, the manager should not feel the need to hide the bad news.The employee’s performance is not a reflection on that manager, but the employee. It is not ethical to inflate an employee’s performance detail to spare feelings. Doing so, actually will expose the organization to liability. Feedback should be given throughout the year so there is no surprise or likelihood for any confrontations during the appraisal review. The employee will respect the manager more when this takes place then waiting until the performance appraisal for all the information to be divulged.Slide#7Is the company concerned with employee successes? Yes! When the employee is able to succeed in attaining his/her goals, the organization succeeds as well. Increased efficiency and production are achieved when management and employees work together with a common goal. The organization will exist only when our company invests in our employees.Professional investing begins upon the employment of the new employee. The employee was hired for his/her individual set of skills and knowledge. The roles and responsibilities of the employee evolve and grow as the organization evolves. Thus, the organization continues to invest in the employee for both the organization and employee’s benefit.There is a benefit to helping an employee expand in professional development.  The organization invests in that employee and hopes to promote the culture of the company. This allows the employee to adapt to changing demands in the work environment. When the employee is successful, then the organization appears more successful.A successful performance appraisal will benefit the organization by providing professional development of the employee. This will help the organization create a employee that follows the culture of the organization. This leads to increased employee satisfaction and results in decreased e mployee turnover.Slide#8Teams of individuals compose an organization. There are organizational expectations for a team’s performance. Four areas need to be considered when assessing a team’s performance. These areas are financial health, market wins, service quality and personal development (Smith, 2004). Financial viability—Financial viability is important in measuring team performance. This tells management how well the team utilizes employees and keeping the overall costs reduced.Market wins—The assessment of the team in marketing gives the organization a picture of how well the team is doing in comparison to company goals. Service Quality—The team is assessed on how important they make the consumer feel and attention paid to needs of the consumer. Was the care appropriate and did the team provide the consumer an opportunity for communication of his/her needs? Personal Development—The team is assessed on the investment of each team member ’s personal development. Did the team members achieve his/her goals and how does this compare to the overall team efforts? Specific evaluations can be good indicators in overall team satisfaction.Slide#9A multi-source feedback model is one that gathers information on an employee from members within the employee’s immediate peer group. This type of feedback model will include direct feedback from peers, supervisors, and  subordinates. This model also gives the employee a chance to evaluate his/her own performance. Feedback may also come from external sources, such as patients. Multisource feedback may be contrasted by upward feedback, where feedback is given from direct reports and traditional performance appraisals, where his/her direct supervisor only evaluates the employee.This combination of appraisals ensures accurate assessments of employees and teams. Supervisors would be able to utilize feedback from the employee’s peers, patients, and his/her own indiv idual performance review. The employees must separate individual assessments from team assessments to ensure accuracy. This type of evaluation also allows for praise to be given when it is due.The multi-source feedback model can also be utilized for team performance evaluations. The multi-source feedback model allows supervisors see the performance of a team from all points of view. This model would be able to identify if the team is meeting organizational goals.Slide#10 Managers must be consistent when evaluating team performance and employees. The manager must understand the importance of the assessment strategy. For example, the employee evaluation focuses upon the individual employee while the team evaluation focuses upon the team as a whole. Thus, it is important to have a system in place for evaluations. The nature of the team type of evaluation needs to be focused on discussions rather than endless form filing. This makes sense because the manager will need to gain an underst anding of the whole team and the successes attained in meeting designated objectives.The discussions need to focus on what can strengthen the team and what individual opportunities exist for individual team members. The team members must feel comfortable and be encouraged to be candid during the discussions. Employee evaluations focus on the individual employee and conducted with that employee only. There are many types of evaluations available to assess an individual employee in an ongoing performance assessment. Individual assessments are aimed at providing feedback to the employee and management for administrative decision-making and employee development. The primary purpose of an employee performance  appraisal is to improve the employee to achieve goals.Slide#11Individuals are not happy doing the same job over and over again without the prospect of something more interesting or challenging being offered to them. Employees who anticipate a long-term career path will look at op tions available to them. They will likely be more motivated and productive. They will want to understand what is expected from them and think about what they need to do to remain with the company.Succession planning helps the organization plan what it must do to provide professional development for our employees. A successful strategy provides cross-training and mentoring to employees and prepares them to be ready to step into other jobs and responsibilities should the opportunity present itself. This allows the organization to function effectively. To ensure growth and sustainability, an organization should implement a succession planning strategy. This will guarantee the organization continued successes and allows the organization to develop more leaders within (Beck, 2013).Slide#12The organization can use succession planning through the development of more leaders within the actual organization. This allows the organization to invest in employees, which provides positive reinforc ement and satisfaction. This also allows to place employees in different positions should the necessity arise to fill positions due to unforeseen circumstances. The actual candidates selected must be chosen carefully, since the candidates will be expanding their competencies and skills to ensure they will be able to lead others. The candidates must be familiar with as many departments as possible so they are able to foster a greater understanding of the organization and culture.Successional planning should be a benefit within the organization. This can be used to help recruit valuable employees. This will help aid the  organization attain the mission and goals set forth.Slide#13 Identification of key positions should be completed. Next, key employees should be identified for these positions. The employees should have adequate development and training to attain the organizational mission and goals. This would ensure the employees identified for these positions would be prepared to step-in to these key positions. This assures the organization has created a group of highly competent employees to advance within the organizational framework.The employees selected must be willing to participate in succession training for the program to work. The organization must ensure the employees selected have the desired abilities and talents to follow the career paths set forth by the company. This is where professional development is key. The organization has created the opportunity for the employees and the organization must motivate the employee to grow. This will help the organization develop employee loyalty and reduce turnover.Senior leadership must be involved for succession planning to be effective and successful. This leadership must become integral in the training and development of the selected employees. The senior leaders must buy-in to the concept of succession planning and provide a positive attitude to the development and training.Slide#14The performance appr aisal system provides opportunities for professional development and training, encourages positive company attitudes, and provides the opportunity for a clear understanding of expectations to be seen. The actual appraisal provides the opportunity to reward, encourage, and clarify expectations for employees. Appraisals are meant to be as accurate as possible and be fairly administered.The appraisal system can be utilized in both individual and team evaluation  approaches. The appraisal system should always be given in a non-threatening manner and be a positive experience even when the appraised employee doesn’t meet expectations. The appraisal should provide a platform to help motivate and develop employees.The goals of employees and the organization should be aligned so both entities reap the rewards. Evaluation of both individual and team performance is beneficial in increasing productivity individually and organizationally. This leads to a more accurate evaluation.The mul ti-source feedback model can be utilized to evaluate team and individual performance. Peers, supervisors and the individual teal member is able to evaluate performance. This model can be used to identify strengths and weaknesses that can then be discussed and a plan of action be implemented to promote professional growth.Succession planning is the strategy utilized to fill vacant positions with qualified employees. The key positions are initially identified and then the employees are identified for these positions. Significant training and professional development will then take place for succession within the organization.The goal of this presentation is to foster the understanding of a successful performance appraisal process. Our organizational goal is to provide support to our employees by promoting professional development to attain our organization’s mission and goals.Slide#15 The Human Resources department is ready to help prepare performance appraisal forms, establish protocols, provide managerial training to improve communication skills to help deliver performance appraisals, and ensure the performance appraisal process complies with all laws.The attitude conveyed by the CEO and Board is a positive one that shows a commitment to our employees and has our employee’s best interests in mind.  They want employees to be vested in our organization and provide professional development to all involved.Our organization is taking a positive attitude to performance appraisals and is promoting them as a positive opportunity for constructive change. Performance appraisals are not to be used as a disciplinary measure.Our organization supports all employees and will continue to help our employees become engaged in a process that will retain them. Interventions will be implemented for those who need improvement. Positive reinforcement will be used at all times.

Educational Implications Essay

The educational implications of Erikson, Piaget, and Vygotsky are very precise and distinctive. These three articles focus on the application of cognitive, social and psychosocial theories and their implications within an effective classroom. Each individual psychologist puts into practice learning practices that can be executed within a classroom to increase student’s success and achievement. Piaget’s article stresses the educational practices of peer learning, and depicts possible outcomes from this strategy. Vygotskys article highlights the importance of developing an efficient social climate within the classroom, whereas Erikson draws our attention to teaching children of diverse cultures. Piaget: Implications of Piaget’s Ideas about Peer Learning Peer-learning has great significance in the classroom settings and can be considered imperative in its usage in the classroom. The essential function of peer learning is to sharpen academic skills and manage interactions with classmates (De Lisi, 2002). DeVries stated that student learning is extended when teacher generate an environment of mutual respect in their classrooms. When mutual respect is established in the classroom peers demonstrate a higher probability to freely exchange ideas that later lead to deeper understandings and positive reception of individual personalities. The article also suggested that peer learning occur in the classroom rather than being extended outside of the classroom. This suggestion is made because of differences in social-moral contexts outside of the classroom; however teacher can require particular individual parts. Piaget suggested that developing knowledge as a relationship between a child’s current cognitive system and the object, task, or problem at hand. When this relationship is balanced the cognitive system is engaged in its entirety and essential components of the problems are addressed. Balanced problem elements and cognitive system foster deeper levels of understanding and comprehension of problems. When the components in the task and problem is outweighed by the child’s cognitive system the child will most likely become imbalanced in their thinking by develop various individualistic interpretations. In these instances details are often ignored and overlooked, resulting in no change of understanding. When problem elements dominate the cognitive systems minimal engagement is acquired (De Lisi 2002). An example of an unbalanced developing knowledge is in the instance of two students working on a reading assignment. If the assignment is above one of the student’s ability level there is high likely chance the student will copy off of the student and never comprehend author’s purpose. The article also addresses preconceptions about peer-learning among students personally. Students possess feeling and consciousness about these particular experiences. Feelings provide motivation for actions, while thoughts draw up the margins of their potential on an assignment. Intentional teachers must fashion clearly designed socially interactive components in peer learning activities to ensure positive experiences. Teachers can amplify the growth of innovative and critical thinkers through calculated peer learning activities. Weather peer-learning occurs in or outside that classroom it can produce many beneficial outcomes. Erikson: Teaching the Immigrant Child Immigrant children are immensely populating our classrooms requiring a change in earlier used strategies. These strategies are now proven to be obsolete and no longer effective. English languages Learners (ELL) are students who are learning English while speaking other languages including their native tongue (Onchwari, etl 2008). A great amount of this population of students derives from poor families and homes where there is limited education which produces greater obstacles for teachers and students. In the scenarios educators must be sensitive to the students needs and look for ways to foster high self esteem and incorporate their personal cultural beliefs. According to Erickson’s theory, children progress through eight universal psychosocial stages. Immigrant children battle through the first three stages of Erikson’s theory; trust vs. mistrust, autonomy vs. shame, and initiative vs. guilt. As educators create an atmosphere of cultural respect, children develop acceptance which leads to additional confidence in their abilities (Onchwari, etl 2008). Teachers can learn about a child’s culture and teach acceptance, in result immigrant and non immigrant students ill learn cultural differences. Vygotsky: Developing Tools for an effective classroom. This article focuses on cognitive and social constructivism to produce an effective classroom. Cognitive constructivism is constructed through a personal process, while social constructivism is where ideas are constructed through interaction with teachers and peers. After Piaget describe his theories on cognitive constructivism Lev Vygotstky later followed these theories with his belief in social interactions and its fundamental role in learning. Vygotsky’s main theory is the zone of proximal development or ZPD. This is the part that controls how a child learns. ZPD is the area where learning occurs when a child is assisted in a concept that is being expressed in the classroom. Research proves consistently that learning is smooth when it occurs within this zone and others are involved (Vygostky, 1962) ZPD focuses on the different psychological functions that emerge as a child grows and occurs when a child is helped in learning a concept in the classroom (Vygotsky, 1962). Once the skill has been mastered, the child’s ZPD increases. As a result of this, the child is able to do more activities independently and with less teacher guidance. Vygotsky’s theory also includes the concept of scaffolding. Scaffolding takes place during the ZPD stage to help the child understand skills taught by the teacher. The teacher works closely with the student to solve problems and complete tasks After reading these articles I was able to grasp a better understanding of the positive impacts these theories have on student learning and achievement. Each theorist are diverse in their approach but their research merits great positive outcomes. All three theories incorporate diversity, communication, engagement, language, and inquiry base learning. Jesus in the New Testament established a new command that stated we are to love our neighbors as ourselves. Teachers must keep in the forefront of their minds that located inside of each student is a heart; a heart that has different motivations, beliefs, values, goals and feelings. That same heart is to be love and cultivated because each one is an individual.

Kant theory Assignment Example | Topics and Well Written Essays - 500 words

Kant theory - Assignment Example Kant belonged to a family background that was following the movement of pietism and he was even subjected to attend pietist school (Rohlf 1). During his school life he was educated to believe in the external forces that control human behavior or future. These schools were trying to make people believe that they should rely on the help of divine and should seek help from them. But Kant was not ready to accept these teachings and he believed the human beings and their behaviors are a result of the independence they have in decision making and their ability to think in a rational manner. Kant’s ethical theory of categorical imperative states that ethical decisions are those which have been made on the basis of the maxim (reason) that the individual taking that particular action or decision for another individual is even ready to accept the same decision or action being carried out against themselves when they are facing a similar situation or any other situation. Kant’s theory of categorical imperative is highly applicable in real world situations because human beings are rational decision makers and they may use the categorical imperative theory to decide what is wrong and what is right (Fieser 1). One of the criticisms of Kant’s theory has been provided by Hegel who believes that Kant’s theory is simply not applicable in the real world. He states that the problem with Kant’s theory is that it does not provides a clear guideline for identifying whether and individual had actually indulged in moral decision making (Schopenhauer X). Another problem with Kant’s theory is that the theory does not even help in clearly identifying behaviors and decisions that are moral or immoral. Furthermore Schopenhauer believes that Kant’s theory is incorrect because following his theory people will be involved in making decisions based on ego and not on the basis of sympathy. He states that thinking in a sympathetic manner is the main force that