How technology enhances the physical education curriculum...

How technology enhances the physical education curriculum In order to improve the physical education curriculum educators must incorporate technology to enhance computer literacy, develop software that complements physical education and integrate technology to enhance performance. The world we live in today is filled with technological advancements and we are only going to become more and more technologically oriented as a society in the future. These new advancements in technology are improving our lives and making things possible we had never thought possible before now. As well as these changes in our daily lives, technology has also changed the face of education, specifically physical education. As educators searching for the best†¦show more content†¦A great deal of video games and television shows require little or no physical activity. This causes children to sit around continuously and get fatter and fatter. Because of these poor health conditions of these children â€Å"Researchers in the United Kingdom state that this ge neration of children will be the first generation to die before their parents because of health issues stemming from obesity.† (Walking Towards Health and Fitness, 2004). It is imperative that as physical educators we must do all that we can do to help stop childhood obesity. Technology and the use of the Internet are now helping in many ways to try and get children more active and decrease inactivity. Many people blame technology as the cause of this inactivity. However, we live in a technological society so we much use it to help us correct this problem. In today’s world computers and the Internet as well as many other aspects of technology will most likely play an integral role in the careers of our pupils. As teachers we must try to integrate technology into as many aspects of the educational system as possible in order to allow children to become computer savvy and give them the edge in their field. In order to accomplish this we can incorporate technologyShow MoreRelatedIpads Vs. Pe Curriculum1406 Words   |  6 Pages Due to the education apps available for the iPads, they are currently seen as a means to view content, however, within Science, teachers have reported utilising the iPad to alter and create new content to support the curriculum (Stoll Beattey, 2011). The literature supports the usage of iPads to support the PE curriculum, in particular dealing with science and movement (Lee S. M., Burgeson, Fulton, Spain, 2007).It can be concluded that iPads are a more beneficial and effective material whenRead MoreThe Impact of Technology on Student Learning in Physical Education 1085 Words   |  4 Pagescompiled from my literature review on the impact of technology on student learning in Physical Education. Thesis statement: Technology impacts student learning by motivating students to remain focused and physically engaged for longer durations in Physical Education. I will discuss factors influencing the topic, shifts in perspectives, basic assumptions that have guided this work, how the trend is being studied, and existing gaps in research and how filling those gaps would improve my profession. WhatRead MoreTechnology s Impact On Young Children1465 Words   |  6 Pagesstructure. It is believed that the use of technology can alter the wiring of the brain (Taylor 2012). When children are exposed to technology, it may condition the brain to pay attention to multiple stimuli; as a result become more distracted and cause decreased memory. Technology also hinders a child’s ability to empathise. They are less likely to pick up on non verbal cues, emotions, and awareness of expressions. Therefore, children with less physical contact tend to have trouble developing socialRead MoreThe Creative Curriculum Program Is An Effective Learning Style981 Words   |  4 PagesThe Creative Curriculum program is an effective learning style that assists preschool children ranging from ages 3 to 5 years old. Founded by a former preschool teacher, Diane Trister Dodge, this early childhood education program with a comprehensive curriculum is structured to be directed by the teacher, but in itiated by the children. The philosophy of the Creative Curriculum is to allow the children to learn at their best efforts in an environment that is safe and open for exploration. Child centersRead MoreThe Academy Of Business And Entrepreneurship Charter School1408 Words   |  6 PagesI. SCHOOL DESIGN The Academy of Business and Entrepreneurship Charter School is a K-12 model school utilizing a unique combination of PA Common Core Standards aligned curriculum and specialized programming with a focus on developing 21st Century skills to prepare students for their post- secondary goals. It will open its doors in 2014, starting with 240 students in grades K-5 and add a grade a year to reach K-9 during the course of the initial charter. However, as the model is envisioned as a fullRead MoreHow Technology Has Revolutionized Education1076 Words   |  5 PagesTechnology and education can be a powerful combination/Technology has revolutionized education for the better. However, rather than completely embracing the modern trend of learning, many institutions have instigated limitations on the use of technology in an academic setting. It can potentially do students a disservice if used inappropriately. Conversely, class-oriented electronic devices including overhead projectors, computers, laptops, and assistive equipment for special education can be veryRead MoreAn Age Of Multimedia Authoring1461 Words   |  6 Pagesage of advancing technology it is widely researched and recognised that children from a very young age are exposed to and competently engage in a range of digital technologies and communications while at home. Over the past two decades, conventional literacy of reading and writing has shifted to multiple forms of multimodal texts, which are changing conventional classrooms into a ‘digital education revolution’. With the research from two national initiatives, the Digital Education Revolution (AustralianRead MoreUsing Tablets in Teaching English as a Second Language1191 Words   |  5 PagesT oday’s education faces a lot of challenges. The swirling changes and developments in teaching and learning all seem promising and yet are still at their infant stages. The Philippines is one of many developing nations that have turned to information and communication technology (ICT) as a tool to improve teaching and learning. Integrating technology in Philippine education has taken a lot of turns. The unprecedented advances in interactivity and multimedia capabilities together with a myriad ofRead MoreTeaching and Learning Rate of Change (Slope) in Senior Secondary Schools in Australia1524 Words   |  7 Pagesstudents at level where they utilise the skills of enquiry, collaboration, hypothesis, deductive reasoning, and experimentation in real-world examples so that misconceptions are be identified for remedial purposes. The use of Information Communication Technologies (ICT) can greatly assist teachers in providing differentiated learning environments to provide maximum lea rning outcomes for the diverse student population. Skemp (1976/2006) defines relational understanding and instrumental understanding andRead MoreIntroduction . Curriculum And Philosophy Have A Profound1102 Words   |  5 PagesIntroduction Curriculum and Philosophy have a profound effect on the students learning and school environment. It is important that teachers are aware of their philosophy and how their understanding of the curriculum impacts their pedagogy and student – teacher relationship (Ornstein Hunkins, 2017). This essay will explore my pedagogy and philosophy by analysing the curriculum and philosophy of Parkdale Secondary College. For the purpose of this assignment I will be focusing on the year 9 and

Guiding Childrens Behavior Why I Chose This Field Essay

Philosophy Paper 1.) Why have you chosen to be in this field? The first 5 years are pivotal in a child’s life. What a child learns during this fundamental period will forever mold and shape them. It is a tremendous benefit that they have exposure to an excellent teaching staff. It would be desirable that all children could avail this resource. However, though that is idealistic, I hope my entry into the field improves the lives of the children I serve. It is my aim to meet this standard of excellence in guiding children to learn developmentally appropriate skills which will help them achieve a successful academic future. I am aware that I will be setting the tone for their future as a student. This is their first exposure to school.†¦show more content†¦A teacher plays a significant role in the lives of children. Aside from the attributes listed above, a good teacher nurtures/cares for each student, observes each child’s strength and weaknesses, takes note of them, and facilitates opportunities for the child to develop in each of the domains (cognitive, physical, social/emotional, language, creative). A teacher also needs to be aware of when to get involved in a child’s play. For example, if the children have exhausted their storyline, the teacher needs to facilitate the plot by adding a character and/or asking the child open ended questions, which will encourage the child to think. Teachers also have a responsibility to the parents of the children in their care. Most parents are going to be very interested in how the child is doing in class and the teacher needs to be prepared to relay explicit feedback on student progress. The teacher may also need to propose ways the family can guide the student in personal growth, including ways they can support and reinforce classroom goals. 3.) Guiding Children’s Behavior: The early childhood educator plays a vital role in guiding a child’s behavior. For example, the teacher supports self-regulation skills inShow MoreRelated Youth Sports are Beneficial Essay3780 Words   |  16 Pagesmajor league uniforms, sports play an intricate part of the development and maturation of a youngster. Beneath it’s presumed purity, however, lies an occasionally seedy underbelly. Win-at-all cost coaches and tyrannical, overbearing parents have turned this innocent recreational activity into a nightmarish hell for some juvenile participants, and have left many wondering if sports is a helpful or a harmful stage in a child’s life. Conventional wisdom tells us that the greatest rewards obtained byRead MoreProfessional School Counseling3972 Words   |  16 PagesAbstract Over the years experts have studied the history and developmental aspects of the professional school counseling field. This paper will give an introduction to professional school counseling and the importance of the field as it relate to counseling. Major themes that are attached to the field of professional school counseling are relevant in their duties and a few are listed with their meaning, important identified clients, what counselors do to help in the situation, and the outcome forRead MoreImplications Of Kohlberg s Theory Of Moral Development7968 Words   |  32 PagesImplications of Kohlberg on Learning Abstract The purpose of this study is to examine a teaching strategy based upon Lawrence Kohlberg’s social cognitive theory of moral development. Kohlberg’s theory is examined in articles written by Reimer, Turiel, Walsh, Baek, Grover, Kirman, Ellenwood, Sholl, and Hayes to gain varying perspectives and a comprehensive summary of Kohlberg’s theory. Overarching methods of the theory to implement in the classroom are considered including assessment of moral stagesRead MorePsy 270 Week 5 Discussion Questions Answers and Research5721 Words   |  23 Pagesstrengths or weaknesses of your viewpoint? Psychodynamic theorists explain the causes or substance abuse as related to dependency issues dating back to early childhood. This view claims that a when parents fail to satisfy a young child’s need for nurturance the child will grow to be highly dependent on others for help and comfort. This dependence and need for nurturance can easily be translated into a dependence on drugs or alcohol if the child is introduced to these substances in their search for nurturingRead MoreEffect of Broken Home19368 Words   |  78 PagesAcademic Perfomance of Students Coming from Broken Homes CHAPTER I INTRODUCTION Background of the Study: Broken homes are experience by some of the students not only with those in poverty line families but same goes to middle and higher class families. Parents chose to live separately regardless how their children feel and its impact to their lives, however, there are still parents in spite of the situation still supports and care of their children in their studies, and others. It is worthy toRead MoreMoral Development During Adolescence Essay8689 Words   |  35 Pagestrafficking, and robbery. Illicit sex and unwanted pregnancies were also an indication of the decline of moral standards. Abuse of alcohol among adolescents was at its highest level. Finally, 3 the lack of respect of authority was prevalent. As a result of this situation numerous adolescents dropped out from school and some were arrested. Research Problem The decline of moral standards during adolescence was a matter of concern that had to be addressed. Therefore, the researcher worked on the determinantsRead MoreMarketing Plan for Entrepreneur10970 Words   |  44 Pages6 1.2 Components of marketing research. 7 1.3 Stages of marketing research process 8 1.4 Marketing plan and its essence. 9 1.5 Marketing techniques. 10 1.5.1 Marketing techniques in general. 10 1.5.2 Business behavior: marketing 11 1.5.3 Advertising, promotion, packaging and branding 12 1.5.4 Sponsorship 13 1.6 Types of marketing strategies 14 1.7 The system of marketing control. 16 Chapter 2. DESCRIPTION OF THE LIBRARY OF ZHAMBILRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 Pages Lauren. II. Harbus. III. Title: Sixty...five successful Harvard Business School application essays. HF1131.A1352009 808.06665-dc22 2009012531 First Edition: August 2009 10 9 8 7 6 5 4 3 2 1 CONTENTS Acknowledgments Introduction ix xi I. Defining Moment Stacie Hogya Anonymous Anonymous David La Fiura Anonymous Avin Bansal Anonymous Brad Finkbeiner Anonymous 4 7 10 13 17 20 23 26 29 ii. UndergradUate experience John Coleman Maxwell Anderson Lavanya Anantharman Rosita Najmi FayeRead MoreBecoming a Teacher10868 Words   |  44 PagesWhy I Would Not Like to Become a Teacher Teaching is hell. The reasons I would not like to become a teacher are simply just obvious. More work than pay i.e. low net salary, stress, strict rules, you got to have a lot of patience with students especially noisy ones, and spend a lot of time preparing topics for the next day’s work. Teaching may look easy at first but once you learn more about it, it can be like hell-fire. First of all, and the most important is your monthly salary. I don’t likeRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:

Human Resource Management and Employees free essay sample

After an organizations structural design is in place, it needs people with the right skills, knowledge, and abilities to fill in that structure. People are an organizations most important resource, because people either create or undermine an organizations reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right staff can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent staff, effective human resource management is crucial to the success of all organizations. Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mold a companys workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles: All managers are human resource managers. Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge. Human resource management is a matching process; it must match the needs of the organization with the needs of the employee. HR Management: Laws and Regulations Laws and regulations at the federal, state, and local levels regulate how companies conduct staffing. Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. These areas, as well as other laws, impact all human resource practices. Equal Employment Opportunity Individuals covered under Equal Employment Opportunity (EEO) laws are protected from illegal discrimination, which occurs when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of that characteristic. People who have the designated characteristics are called the protected class. Federal laws have identified the following characteristics for protection: Race, ethnic origin, color (for example, African American, Hispanic, Native American, Asian) Gender (women, including those who are pregnant) Age (individuals over 40) Individuals with disabilities (physical and mental) Military experience (Vietnam-era veterans) Religion (special beliefs and practices) The main purpose of the EEO laws is to ensure that everyone has an equal opportunity of getting a job or being promoted at work. Affirmative action While EEO laws aim to ensure equal treatment at work, affirmative action requires the employer to make an extra effort to hire and promote people who belong to a protected group. Affirmative action includes taking specific actions designed to eliminate the present effects of past discriminations. Employees are also protected by the Equal Employment Opportunity Commission (EEOC), which was established through the 1964 Civil Rights Act, Title VII. The scope of authority of the EEOC has been expanded so that today it carries the major enforcement authority for the following laws: Civil Rights Act of 1964. Prohibits discrimination on the basis of race, color, religion, national origin, or sex. Civil Rights Act of 1991. Reaffirms and tightens prohibition of discrimination. Permits individuals to sue for punitive damages in cases of intentional discrimination and shifts the burden of proof to the employer. Equal Pay Act of 1963. Prohibits pay differences based on sex for equal work. Pregnancy Discrimination Act of 1978. Prohibits discrimination or dismissal of women because of pregnancy alone, and protects job security during maternity leaves. American with Disabilities Act. Prohibits discrimination against individuals with physical or mental disabilities or the chronically ill, and requires that â€Å"reasonable accommodations† be provided for the disabled. Vocational Rehabilitation Act. Prohibits discrimination on the basis of physical or mental disabilities and requires that employees be informed about affirmative action plans. Most employers in the United States must comply with the provisions of Title VII. Compliance is required from all private employers of 15 or more persons, all educational institutions, state and local governments, public and private employment agencies, labor unions with 15 or more members, and joint (labor-management) committees for apprenticeship and training. Sexual harassment Few workplace topics have received more attention in recent years than that of sexual harassment. Since professor Anita Hill confronted Supreme Court nominee Clarence Thomas on national television over a decade ago, the number of sexual harassment claims filed annually in the United States has more than doubled. Since 1980, U. S. courts generally have used guidelines from the Equal Employment Opportunity Commission to define sexual harassment. Sexual harassment is defined as â€Å"unwelcome sexual advances for sexual favors, and other verbal or physical conduct of a sexual nature. † Sexual harassment may include sexually suggestive remarks, unwanted touching, sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature In a 1993 ruling, the Supreme Court widened the test for sexual harassment under the civil rights law to whether comments or behavior in a work environment â€Å"would reasonably be perceived, and is perceived as hostile or abusive. † As a result, employees dont need to demonstrate that they have been psychologically damaged to prove sexual harassment in the workplace; they simply must prove that they are working in a hostile or abusive environment. Sexual harassment is not just a womans problem. Recently, a decision handed down by the U. S. Supreme Court broadened the definition of sexual harassment to include same-sex harassment as well as harassment of males by female coworkers. In the suit that prompted the Courts decision, a male oil-rig worker claimed he was singled out by other members of the all-male crew for crude sex play, unwanted touching, and threats. From managements standpoint, sexual harassment is a growing concern because it intimidates employees, interferes with job performance, and exposes the organization to liability. Organizations must respond to sexual harassment complaints very quickly because employers are held responsible for sexual harassment if appropriate action is not taken. The cost of inaction can be high. The Civil Rights Act of 1991 permits victims of sexual harassment to have jury trials and to collect compensatory damages in cases where the employer acted with â€Å"malice or reckless indifference† to the individuals rights. Employers can take the following steps to help minimize liability for sexual harassment suits: 1. Offer a sexual harassment policy statement. This statement should address where employees can report complaints, assure confidentiality, and promise that disciplinary action will be taken against sexual harassers. 2. Provide communication and training programs for supervisors and managers. These programs should emphasize that sexual harassment will not be tolerated. 3. Conduct fair, impartial investigations and base actions on objectively gathered facts. The complainant must be insulated from the kinds of behavior that prompted the complaint. Other employment laws Several other laws impact staffing practices as well. The Fair Labor Standards Act specifies the minimum wage, overtime pay rules, and child labor regulations. The Employee Polygraph Protection Act outlaws almost all uses of the polygraph machine for employment purposes. Privacy laws provide legal rights regarding who has access to information about work history and job performance for employees in certain jurisdictions. Under the Whistleblower Protection Act, some employees who publicize dangerous employer practices are entitled to legal protection. Table 1 lists additional federal laws that shape HRM practices. TABLE 1 Some Federal Laws Shaping HRM Practices Law Date Description National Labor Relations Act 1935 Requires employers to recognize a union chosen by the majority of the employees and to establish procedures governing collective bargaining. Age Discrimination in Employment Act 1967, amended in 1978 and 1986 Prohibits age discrimination against employees between 40 and 65 years of age and restricts mandatory retirement. Occupational Safety and Health Act 1970 Establishes mandatory safety and health standards in organizations. Vietnam-Era Veterans Readjustment Assistance Act 1974 Prohibits discrimination against disabled veterans and Vietnam-era veterans. Mandatory Retirement Act 1978 Prohibits the forced retirement of most employees before the age of 70. Immigration Reform and Control Act 1986 Prohibits employers from knowingly hiring illegal aliens and prohibits employment on the basis of national origin of citizenship. Worker Adjustment and Retraining Notification Act 1988 Requires employees to provide 60 days notice before a facility closing or mass layoff. Employee Polygraph Protection Act 1988 Limits an employers ability to use lie detector tests. Family and Medical Leave Act 1993 Permits employees in organizations with 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons for each year. Determining Human Resource Needs Staffing is an ongoing process that begins with finding the right people through proper planning, recruiting, and selecting. But staffing doesnt end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs. Human resource planning The first step in the staffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. A job description is a written statement of what a jobholder does, how its done, and why its done. It typically portrays job content, environment, and conditions of employment. The job specification states the minimum acceptable qualifications an incumbent must possess to perform a given job successfully. It identifies the knowledge, skills, and abilities needed to do the job effectively. Job analysis is then followed by a human resource inventory, which catalogs qualifications and interests. Next, a human resource forecast is developed to predict the organizations future needs for jobs and people based on its strategic plans and normal attrition. The forecast is then compared to the inventory to determine whether the organizations staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones. Recruiting strategies Recruitment includes all the activities an organization may use to attract a pool of viable candidates. Effective recruiting is increasingly important today for several reasons: The U. S. employment rate has generally declined each year through the 1990s. Experts refer to the current recruiting situation as one of â€Å"evaporated employee resources. † Many experts believe that todays Generation X employees (those born between 1963 and 1981) are less inclined to build long-term employment relationships than were their predecessors. Therefore, finding the right inducements for attracting, hiring, and retaining qualified personnel may be more complicated than in previous years. Keep in mind that recruiting strategies differ among organizations. Although one may instantly think of campus recruiting as a typical recruiting activity, many organizations use internal recruiting, or promote-from-within policies, to fill their high-level positions. Open positions are posted, and current employees are given preferences when these positions become available. Internal recruitment is less costly than an external search. It also generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. If internal sources do not produce an acceptable candidate, many external recruiting strategies are available, including the following: Newspaper advertising Employment agencies (private, public, or temporary agencies) Executive recruiters (sometimes called headhunters) Unions Employee referrals Internship programs Internet employment sites But theres more to recruiting than just attracting employees; managers need to be able to weed out the top candidates. Once a manger has a pool of applicants, the selection process can begin. Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or these questions may create an adverse impact on protected groups. For example, employers should not ask whether an applicant rents or owns his or her own home, because an applicants response may adversely affect his or her chances at the job. Minorities and women may be less likely to own a home, and home ownership is probably unrelated to job performance. On the other hand, asking about the CPA exam for an accounting position is appropriate, even if only one-half of all female or minority applicants have taken the exam versus nine-tenths of male applicants. A quick test for disparate impact suggested by the Uniform Selection Guidelines is the four-fifths rules. Generally, a disparate impact is assumed when the proportions of protected class applicants who are actually hired is less that 80 percent (four-fifths) of the proportion of the majority group applicants selected. For example, assume that an employer has 100 white male applicants for an entry-level job and hires one-half of them, for a selection ratio of 1:2, or 50 percent (50/100). The four-fifths rule does not mean that the employers must hire four-fifths, or 40 protected class members. Instead, the rule means that the employers selection ratio of protected class-applicants should be at least four-fifths of that of the majority groups. Testing Testing is another method of selecting competent future employees. Although testing use has ebbed and flowed during the past two decades, recent studies reveal that more than 80 percent of employers use testing as part of their selection process. Again, these tests must be valid and reliable, or serious EEO questions may be raised about the use of them. As a result, a manager needs to make sure that the test measures only job-relevant dimensions of applicants. Most tests focus on specific job-related aptitudes and skills, such as math or motor skills. Typical types of exams include the following: Integrity tests measure factors such as dependability, carefulness, responsibility, and honesty. These tests are used to learn about the attitudes of applicants toward a variety of job-related subjects. Since the passage of the Employee Polygraph Protection Act in 1988, polygraph (lie detector) tests have been effectively banned in employment situations. In their place, attitude tests are being used to assess attitudes about honesty and, presumably, on-the-job behaviors. Personality tests measure personality or temperament. These tests are among the least reliable. Personality tests are problematic and not very valid, because little or no relationship exists between personality and performance. Knowledge tests are more reliable than personality tests because they measure an applicants comprehension or knowledge of a subject. A math test for an accountant and a weather test for a pilot are examples. Human relations specialists must be able to demonstrate that the test reflects the knowledge needed to perform the job. For example, a teacher hired to teach math should not be given a keyboarding test. Performance simulation tests are increasing in popularity. Based on job analysis data, they more easily meet the requirement of job relatedness than written tests. Performance simulation tests are made up of actual job behaviors. The best-known performance simulation test is known as work sampling, and other credible simulation processes are performed at assessment centers. An assessment is a selection technique that examines candidates handling of simulated job situations and evaluates a candidates potential by observing his or her performance in experiential activities designed to simulate daily work. Assessment centers, where work sampling is often completed, utilize line executives, supervisors, or trained psychologists to evaluate candidates as they go through exercises that simulate real problems that these candidates would confront on their jobs. Activities may include interviews, problem-solving exercises, group discussions, and business-decision games. Assessment centers have consistently demonstrated results that accurately predict later job performance in managerial positions. Work sampling is an effort to create a miniature replica of a job, giving applicants the chance to demonstrate that they possess the necessary talents by actually doing the tasks. Interviews Another widely used selection technique is the interview, a formal, in-depth conversation conducted to evaluate an applicants acceptability. In general, the interviewer seeks to answer three broad questions: 1. Can the applicant do the job? 2. Will the applicant do the job? 3. How does the applicant compare with others who are being considered for the job? Interviews are popular because of their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information where interviewers can learn about the applicant and the applicant can learn about the employer. Interviews do have some shortcomings, however. The most noticeable flaws are in the areas of reliability and validity. Good reliability means that the interpretation of the interview results does not vary from interviewer to interviewer. Reliability is improved when identical questions are asked. The validity of interviews is often questionable because few departments use standardized questions. Managers can boost the reliability and validity of selection interviews by planning the interviews, establishing rapport, closing the interview with time for questions, and reviewing the interview as soon as possible after its conclusion. Other selection techniques Reference checking and health exams are two other important selection techniques that help in the staffing decision. Reference checking allows employers to verify information supplied by the candidate. However, obtaining information about potential candidates is often difficult because of privacy laws and employer concerns about defamation lawsuits. Health exams identify health problems that increase absenteeism and accidents, as well as detecting diseases that may be unknown to the applicant. Orientation and Training Programs Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily. Orientation and training programs are important components in the processes of developing a committed and flexible high-potential workforce and socializing new employees. In addition, these programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividends. Unfortunately, orientation and training programs are often overlooked. A recent U. S. study, for example, found that 57 percent of employers reported that although employees skill requirements had increased over a three-year period, only 20 percent of employees were fully proficient in their jobs. Orientation Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organizations social fabric. The HR department generally orients newcomers to broad organizational issues and fringe benefits. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process. Training needs Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. Here are some changes that may signal that current employees need training: Introduction of new equipment or processes A change in the employees job responsibilities A drop in an employees productivity or in the quality of output An increase in safety violations or accidents An increased number of questions Complaints by customers or coworkers Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. If the problem is lack of motivation, a poorly designed job, or an external condition (such as a family problem), training is not likely to offer much help. Types of training After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals. The following are typical training programs provided by employers: Basic literacy training. Ninety million American adults have limited literacy skills, and about 40 million can read little or not at all. Because most workplace demands require a tenth- or eleventh-grade reading level (and about 20 percent of Americans between the ages of 21 and 25 cant read at even an eighth-grade level), organizations increasingly need to provide basic literacy training in the areas of reading and math skills to their employees. Technical training. New technology and structural designs have increased the need to upgrade and improve employees technical skills in both white-collar and blue-collar jobs. Interpersonal skills training. Most employees belong to a work team, and their work performance depends on their abilities to effectively interact with their coworkers. Interpersonal skills training helps employees build communication skills. Problem-solving training. Todays employees often work as members of self-managed teams who are responsible for solving their own problems. Problem-solving training has become a basic part of almost every organizational effort to introduce self-managed teams or implement Total Quality Management (TQM). Diversity training. As one of the fastest growing areas of training, diversity training increases awareness and builds cultural sensitivity skills. Awareness training tries to create an understanding of the need for, and meaning of, managing and valuing diversity. Skill-building training educates employees about specific cultural differences in the workplace. Training methods Most training takes place on the job due to the simplicity and lower cost of on-the-job training methods. Two popular types of on-the-job training include the following: Job rotation. By assigning people to different jobs or tasks to different people on a temporary basis, employers can add variety and expose people to the dependence that one job has on others. Job rotation can help stimulate people to higher levels of contributions, renew peoples interest and enthusiasm, and encourage them to work more as a team. Mentoring programs. A new employee frequently learns his or her job under the guidance of a seasoned veteran. In the trades, this type of training is usually called an apprenticeship. In white-collar jobs, it is called a coaching or mentoring relationship. In each, the new employee works under the observation of an experienced worker. Sometimes, training goals cannot be met through on-the-job training; the employer needs to look to other resources. Off-the-job training can rely on outside consultants, local college faculty, or in-house personnel. The more popular off-the-job training methods are classroom lectures, videos, and simulation exercises. Thanks to new technologies, employers can now facilitate some training, such as tutorials, on the employees own computers, reducing the overall costs. Regardless of the method selected, effective training should be individualized. Some people absorb information better when they read about it, others learn best by observation, and still others learn better when they hear the information. These different learning styles are not mutually exclusive. When training is designed around the preferred learning style of an employee, the benefits of training are maximized because employees are able to retain more of what they learn. In addition to training, employers should offer development plans, which include a series of steps that can help employees acquire skills to reach long-term goals, such as a job promotion. Training, on the other hand, is immediate and specific to a current job. Evaluating Employee Performance Employee performance should be evaluated regularly. Employees want feedback—they want to know what their supervisors think about their work. Regular performance evaluations not only provide feedback to employees, but also provide employees with an opportunity to correct deficiencies. Evaluations or reviews also help in making key personnel decisions, such as the following: Justifying promotions, transfers, and terminations Identifying training needs Providing feedback to employees on their performance Determining necessary pay adjustments Most organizations utilize employee evaluation systems; one such system is known as a performance appraisal. A performance appraisal is a formal, structured system designed to measure the actual job performance of an employee against designated performance standards. Although performance appraisals systems vary by organizations, all employee evaluations should have the following three components: Specific, job-related criteria against which performance can be compared A rating scale that lets employees know how well theyre meeting the criteria Objective methods, forms, and procedures to determine the rating Traditionally, an employees immediate boss conducts his or her performance appraisal. However, some organizations use other devices, such as peer evaluations, self-appraisals, and even customer evaluations, for conducting this important task. The latest approach to performance evaluation is the use of 360-degree feedback. The 360-degree feedback appraisal provides performance feedback from the full circle of daily contacts that an employee may have. This method of performance appraisal fits well into organizations that have introduced teams, employee involvement, and TQM programs. Making Employment Decisions Employment decisions go beyond determining which employees are due for raises. Through regular, objective performance appraisals, managers acquire information to make and implement decisions about promotions, transfers, demotions, separations, and compensation. In most organizations, outstanding employees are recognized for their hard work and outstanding performances, and offered promotions. A promotion generally means rewarding an employees efforts by moving that person to a job with increased authority and responsibility. Downsizing has led many firms to rely on lateral moves or transfers instead of promoting employees. A lateral move can act as an opportunity for future vertical advancement because it can broaden an employees experiences and add skills. On the other hand, sometimes employees performances signal that they arent adapting well to their jobs and may need fewer responsibilities. One option is a demotion, or reassignment to a lower rank or less prestigious position. Demotions are not a popular technique because of the stigma attached to this move. A misconception is that demotions should be used as punishment for ineffective performance. The departure of an employee from an organization is referred to as separation. Separation may be voluntary or involuntary. Resignations and retirements are voluntary separations. Involuntary separations are layoffs and/or firings. Lately, the rash of downsizing throughout the United States has resulted in many layoffs. Sometimes, however, an employee must be terminated because of poor performance. Dismissal or firing of employees should occur only on the basis of just cause and only after all reasonable steps to rehabilitate the employee have failed. In some cases, such as gross insubordination or theft, immediate dismissal is required. Compensating Employees Employee compensation refers to all work-related payments, including wages, commissions, insurance, and time off. Wages and salaries are the most obvious forms of compensation and are based on job evaluations that determine the relative values of jobs to the organization. Under the hourly wage system, employees are paid a fixed amount for each hour they work. The system is generally used for lower skilled occupations. Salaried employees receive a fixed sum per week or month, no matter how many hours they work. Most professional positions are salaried; the reality is that these jobholders typically work in excess of a â€Å"minimum† 40-hour workweek. Some occupations are compensated through incentive pay programs. Salespeople typically receive commissions based upon the quantities of goods they sell. Some sales compensation plans contain elements of both a salary and commission. A production workers pay may be based upon some combination of an hourly wage and an incentive for each â€Å"piece† he or she makes. Some employees are offered merit awards as a reward for sustained superior performance. Employee benefits are supplements to wages or pay. Some benefits, such as unemployment and workers compensation, are legally mandated. Other benefits are optional and help build employee loyalty to an organization, including the following: Health insurance Pension plans E

The Human Cloning Debates

Introduction Human Cloning is a universal phrase, giving a description of any procedure that creates or manufactures a precise genetic imitation of a biological object, together with a DNA sequence, a cell, or an organism.Advertising We will write a custom annotated bibliography sample on The Human Cloning Debates specifically for you for only $16.05 $11/page Learn More However, elementary consistencies like genes and cells have been cloned by Scientists for years. Currently, great quantities of regular biological research and many great significances or value of pharmaceutical submissions rely on this sort of cloning, which engage as a participant a few of the principled quandaries demonstrated by the cloning of human beings and higher animals (Wilson Kass, 1998). Consequently, when discussing the debate on human cloning, there are several issues that should be discussed. The maxims and logical consequence of human life should be given priority in disc ussion as well as questioning. One major thing is to establish whether the product of human cloning will be a person or a just piece of property. Nevertheless, a CNN poll carried out in America shows that 90% of Americans are opposed to human cloning. This practicable application of science would make it potential to create humans by cloning as well as gradually converting the biological human reproduction into a manufacturing prolongation or projection where genetically designed babies are made in laboratories. As we discuss human cloning, ethics should also be included. Hansen, B. (2006, 23 Feb). â€Å"Cloning Debate.† CQ Press 14.37 22 Oct. 2004. CQ Researcher. Paul A. Elsner Library, Mesa, AZ. The overall picture of human cloning is vastly presented by this Author. His opinions are gathered from various scientists and researchers. The absolute majority of them back up with evidence or authority therapeutic cloning and stem cell research, asserting diseases would be cured by using stem cells obtained from cloned embryos. Nonetheless, the scientists opposed reproductive cloning claiming that the practice undermines the uniqueness of humankind and that it is unethical to put the lives of clones in a condition of being susceptible to harm or injury due to the high failure rate of cloning.Advertising Looking for annotated bibliography on biology? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, advocates of reproductive cloning perceive or think about it as a remedial way of helping infertile couples to have their own children. Hansen also gives an account of the views of some critics, on the other hand who are, denying or questioning the tenets of the viability of stem cell psychoanalysis, as shown by evidence that an immunological response that refuses to accept substances or organisms that are recognized as foreign would still occur even if using genetically identical stem cells for transplantation. Mor eover, it is morally wrong to bring into existence and then destroy human embryos just for scientific experiments. Other critics also argue that therapeutic cloning would inevitably lead to reproductive cloning; therefore, it is crucial that both types of cloning should be banned. Hayes, R. (2002, June 10) â€Å"Break the cloning Deadlock.† Retrieved from Christian Science Monitor. Hayes stated categorically that â€Å"people in an intuitive manner appreciates that bringing into existence a child by cloning would be a deliberately offensive act to human dignity and individuality, would dole out no good principle, and should be banned.† On the other hand, therapeutic cloning enables biomedical scientists to do research on using embryonic stem cells for treatments; he is confident that it would be a better idea to put into consideration tough rules and regulations to scrutinize the practice as an alternative to a ban on such potentially beneficial research. He also sugge sts that in case of legalization of therapeutic cloning, some requirements should be included in the rules. Though, Hayes did not in an explicit manner express his personal belief or judgment, but he converged on a point of the importance of striking regulations to control and monitor the practice of therapeutic cloning. In his final paper, this is the main point he enclosed Scott, T. R., and Ron S. (2006, 23 Feb). â€Å"Human Cloning.† Truthtree.com.Advertising We will write a custom annotated bibliography sample on The Human Cloning Debates specifically for you for only $16.05 $11/page Learn More The authors of this article advocated for both reproductive and therapeutic cloning, as opposed to the other sources. Scott and Savori took to be true that there should be no laws to ban any kind of human cloning or related research, as human cloning does added well than harm. They argue that it is flawlessly fine to clone reproductively basically beca use bringing into existence a human clone is just like bearing an identical twin on purpose. Scott and Savori further asserted that it is not easy to anticipate the gains of new scientific advances unless efforts are made to research into them. The idea that getting despite difficulties or obstacles stem cells from embryos equals killing a becoming human being is deemed wrong or inappropriate by them, since they contend that embryo are not conscious. The authors of this article are two engineers who lack special knowledge or ability to perform skilfully in the science field. These claims are declared without scientific proof but just based on their own justification. After examining and contrasting ways of regarding situations or topics from different sources, I have an accurately stated or described picture of the issue, which has made it possible for me to draw a conclusion. Obviously, the vast majority is in agreement that reproductive cloning, which can only help a small group, is immoral and causes danger or risks and should be outlawed. Therapeutic cloning, however, is more worthy of acceptance or satisfactory as it is a medical breakthrough that can potentially treat a wide range of illnesses that are incapable of being cured currently suffered by millions of people. In talking about ethics, the essential constituent dignity of the individual should be made of great significance or value since part of human dignity is the distinctiveness of that human. Human dignity involves also the special treatment to human beings as human beings and humans should not be treated in any other way except to be treated as humans. Cloning live humans have a requirement for the artificial assembly of cloned human embryos that would be investigated on and having succeeded or being marked by a favourable outcome would become the adult human clone.Advertising Looking for annotated bibliography on biology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Consequently, If cloned human embryos will be judged, regarded or looked on as humans then it will be a deep expression of lack of respect for human life to carry on with the human cloning practice has given that this act of conducting a controlled test or investigation of human cloning would engage as a participant the formation and destruction of human embryos on a substantial degree. However, this manner of dealing with of human embryos as being formed, manufactured and destroyed to progress the human cloning research is an utter refusal to acknowledge human dignity as humans are regarded or considered in a specific way as test subjects and as something that is subject to variation for experiments. Cloning, for whatever reasons that there may be should not be practised for human purposes. Arguments that are opposed to the human cloning development would connect closely the ethical effects with detail or point to its hazardous practice and of its contravention of human dignity, an d the harm that it would encompass on the live clones. The fact or assertion offered as evidence will be restricted to the principled consequences and would not think moodily or anxiously into the spiritual entailment of the situation or event that is thought about. Reference List Hansen, B. (2006). â€Å"Cloning Debate.† CQ Press 14.37 22 Oct. 2004. CQ Researcher. Paul A. Elsner Library, Mesa, AZ. Retrieved from http://library.cqpress.com. Hayes, R. (2002). â€Å"Break the cloning Deadlock.† Retrieved from Christian Science Monitor. Scott, T. R., and Ron S. (2006). â€Å"Human Cloning.† Truthtree.com. Web. Wilson, J. Q. and Kass, L. (1998). The ethics of human cloning. Washington, D.C: American Enterprise Institute. This annotated bibliography on The Human Cloning Debates was written and submitted by user Heidi Spence to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.