Monday, December 23, 2019

Is Scholarships Not Necessary Of A Positive Motivator

Part 3. Links to class readings/discussions in the written component From the class reading and discussions, I found that the ministry of education does not always respect the rights of educators, teachers and schools. For example, there are some high schools in Toronto do not offer full courses and therefore, the students in that schools are not qualified to go to universities. Some schools are regulated, but as soon as schools are regulated, they complicating the society. There was a discussion that scholarships are not necessary a good idea because it can not make a student do more than he/she is capable of to reach the expectations. I agree scholarships is not necessary of a positive motivator. We have to be careful that if the criteria considered for the scholarship are only based on achievements and grades, then the scholarship could become no less than abuse of power to allude wrong motivations and non-authentic beings. Furthermore, we discussed whether award or punishment necessary to motivate students learning? There was also the discussion about congregated schools vs. segregated schools and college vs. universities. According to the lecture, there was a research on how the school programs will influence students option to go to Universities. The reach shows that from segregated schools, students had low opportunities to go to university compared to integrated schools, e.g. with LD congregated school there was 59 % graduate from high school and 5% going toShow MoreRelatedStrategic Decision Making For Nigerian Companies763 Words   |  4 Pagesbig decisions will be around innovating new products or services. The need to survive will be key motivators when it comes to strategic decision making for Nigerian companies over the next five years. (PwC Nigeria – 2016 Report) I wish to use this medium to concentrate mostly on the incentives that stimulates me to pursue further studying and reflect the motives for my choice of an institute, scholarship as well as state my future career objectives. I have chosen to work in the area of QuantitativeRead MoreChoose Your Own Adventure (Authentically) Essay940 Words   |  4 Pagesmotivation† can cause worry and stress, while being autonomous--motivated by your inner self--â€Å"is associated with positive aspects of personality† (183). When autonomous, you choose your own adventures authentically, and, as a result, experience more positive consequences. Yet, being autonomous and authentic isn’t an easy task. Like many students at Calvin, you likely hold an academic scholarship that requires a high grade to keep. Does this external motivation make you want to work hard because you enjoyRead MoreNo Pass No Play Rule1643 Words   |  7 Pagescompete during their freshman college year. Students that did not meet the minimum requirements were required to demonstrate that they could meet those requirements before being allowed to participate in any activities or face losing their college scholarship (Putnam, 1999). In 1995, Proposition 16 was made more restrictive than Proposition 48. The minimum GPA, SAT and/or SAT requirements were increased under Proposition 16 and thus drastically affected the number students eligible to play in the NCAARead MoreBenefits Of A Healthcare Professional1100 Words   |  5 Pagescategorized interventions for remote and rural nurse retention based on the model proposed by the World Health Organ ization (WHO). They used four types of interventions from the WHO model: financial incentives included (i.e. service requiring scholarships, educational loans with service requirement and direct payments); education and continuous professional development interventions involve career choices such as, nursing, medical, and allied health; regulatory interventions recognizes foreign qualificationsRead MoreMotivation : Motivation For College Students1688 Words   |  7 Pagesthe action that is being done. By studying motivation, we learn what gives our behavior its purpose, direction and sustainability. (Bond McConkey, 2001, p. 6.3). School and motivation go hand and hand with each other. For students school is not necessary to attend during a certain age and students are not forced to attend during that certain age point. When it comes to college students motivation is a must when attending school. A college student goes by choice and attends for certain reasons, butRead MoreThe Change Of The Team Of Directors And The Hr Director ( The Hrd )2412 Words   |  10 Pagesthe company to retain and attract good people. Besides, I felt that they did not trust me and it sounded like overriding my authority as a director. †¢ The third point was to requesting me to reimburse the Company MBA scholarship. His argument was that since a condition for the scholarship was for me to engage to stay in the Luxembourg office for 3 years, the fact that I asked for a mobility to the Amsterdam office trigger the obligation to reimburse... He demonstrated once again a lack of strategicRead MoreThe Knowledge Sharing ( Ks ) Patterns Among Students Of Arts Faculty Essay1999 Words   |  8 Pagesfrequency, preferred channels, benefits and motivators for Knowledge Sharing. The data were collected from total number of 372 students and later analyzed using SPSS and Microsoft Excel. The study revealed that, majority of the students of Arts faculty shares their knowledge for self-satisfaction. Although, largest numbers of the students also believe knowledge Sharing help them to create new knowledge and ideas, while, learning from each other is their prime motivator for KS. Keywords: Knowledge SharingRead MoreMotivation Rent-a-Car Case Study3200 Words   |  13 Pagesattain organizational objectives. Motivations affecting the performance of employee are two types’ intrinsic and extrinsic motivations. Extrinsic motivations arise from environmental conditions, such as, food, praise, money, food, attention, token, scholarship, trophies, stickers, certificates, parking pass, lunch or dinner gift cards, smiles etc. and various other incentives program. Extrinsic factors drive individual or motivate him to do better performance by dealing in proper and behaved manner withRead MoreTheories Regarding Behaviors And Cognitive Biases And The Task Of Improving College2449 Words   |  10 Pagesit) more salient (Read et al. 1999). Even small incentives can be powerful motivators when the action steps are narrowed and individually rewarded. For example, Just and Price (2013) found that paying elementary school children a mere 5 cents was enough to incentivize them to eat their vegetables at lunch. As any parent has experienced, telling a child that his spinach will make him strong is rarely the effective motivator we hope for, even if the child has a Superman fetish. The way a student’s tasksRead MoreThe Future of Education in America3160 Words   |  13 PagesGovernor Christie has proposed the Opportunity Scholarship Act, which would stimulate competition between schools and in turn boost the quality of education. The act would create this competitive open market by providing scholarship funds to eligible low-income children who attend a chronically failing school district in order for them to choose to attend an alternative public or non-public school. Before thoroughly examining Christie’s OSA, it is necessary to zoom out and discuss the importance and

Sunday, December 15, 2019

Hair Dresser Free Essays

Yesterday,the woman got a $50 coupon from one of her friend,and she use this coupon to a fancy Manhattan salon,with her coupon in hand,and the sun was shone happily,she sat in a purple chair,surrounded by glistening mirrors . As stylists fussed and buzzed around their well-heeled clients,and she saw the stylist walking toward her with a greeted smile. After the woman had settle down and he asked her what it was the hair that she wanted,she showed him coupled passages of hair styles she had ripped from magzines,and he seedmed to appreciate her pendant for trying new things. We will write a custom essay sample on Hair Dresser or any similar topic only for you Order Now he was warren beatty in shampoo,holding his hair dryer with that certain movie-star swagger. And because of stylist appearance so the woman put her trust on the stylist hand,and fallin sleep. About thirty minutes passed,by the end of the qpointment,then the woman opened her eyes and looked into the mirro,she was astonished that the stylist had ruined her hair,and it looked totally bad,the woman then screamed†My hair! You ruined my hair! †The stylist looked scared and the stylist said†I’m so sorry,I apologize for all my mistakes,I accidently took a wrong bottle of dye and ruined your hair,and I could help you to dye your hair again if you want. †Ã¢â‚¬ yes! yes! The woman yelled out. Everyone was laugh at her,and the sun ouside the hair salon shone more happily. How to cite Hair Dresser, Papers

Saturday, December 7, 2019

Evolution and Future of Diversity Work

Question: Discuss about the Evolution and Future of Diversity Work. Answer: Introduction Culture describes the shared beliefs, traditions, history, customs, folklore as well as institutions of a cohort of individuals. Culture is thus shared by individuals of similar language, ethnicity, religion, or language. It describes a system of rules that remain the foundation upon which people are and influence how people express themselves as a component of a cohort and as individuals. People develop in certain kind of culture (Gelfand et al. 2017). Peoples environment dictates what they learn, how they learn it, along the particular rules they adopt to live with others. Such rules are transmitted from a generation to the next and often embraced to the locale and times (Dalglish and Miller 2016). The organizations have a culture of procedures, policies, process and programs, and integrate particular beliefs, values, customs and assumptions. Organizational cultures principally echo mainstream culture in organizations sense of time orientations, perceptions as well as time usage. An organizational culture might never lend itself to cultural competence, and hence this is where building of skills emerges (Dalglish and Miller 2016). A culturally competent organization combines knowledge relating to diverse cohorts of persons-and transforms such knowledge into policies, practices and standards that ensure everything works. Nature of Cultural Diversity Culture diversity revolves around differences in the members of an organizations composition based on nationality, colour, race, creed, age, religion and gender. Simply put, it is a range of culture found among the individuals from diverse backgrounds. The organizational behaviour describes the nature of interactions among the individuals and cohorts within the organization (Dalglish and Miller 2016). The positive impact of cultural diversity enhances organizational members to build relationships and acknowledge one another irrespective of their diversities of background and origin. An organization has a widespread array of individuals with differences culturally and personally (Hajro, Gibson and Pudelko 2017). Organizations that endeavour to establish cultural diversity among its staff must establish mutual respect for the diverse culture, besides enabling personnel to hit their overflowing potential (Dalglish and Miller 2016). Recognizing diverse cultures allow the organization to positively impact the organizational behaviour that subsequently facilitate the organizational performance alongside image. Business must show organizational cultural diversity aspect in mission statement. The trend of organizational behaviour are influenced by the nature of interaction alongside the extent of diversity within the organization (Parke and Seo 2017). The business endeavour to establish organizational culture that not only facilitate diversity of its staff composition but further enhances individual performance. The positive influence of cultural diversity not only allow the organization to boost scope but the business further receives desirable exposure from each sector of the population because if organizational multicultural approach (Dalglish and Miller 2016). The cultural diversity is thus geared towards having an in-depth respect alongside comprehending the diverse individuals in the organization. Having feedback, team-building activities, teamwork alongside interpersonal communication strengthens cultural diversity. Individuals can interact and appreciate one anothers culture in the course of these engagements thereby within the organization, both accommodating and organizational behaviour is created. Organization always adjust programs for positive influence to suit the dynamic nature of interactions among individuals. Organizations create regular fora alongside educational programs whereby participants get trainings to be sensitive as well as appreciate cultural diversity alongside in maintaining favourable organizational behaviour. Organizational also post on regular basis motivational quotes alongside messages of cultural diversity on the boards of public bulletins (Stahl, G.K., Miska, Lee and De Luque 2017). Organizations also create programs which internalize cultural diversity into the behaviour of the organization. An organization, therefore, has various types of diversity. All types of diversity can be observed in an organization. Nevertheless, certain diversity a huge impact on the organization than others due to their historical importance. Such types of diversity remain closely linked with inequality and injustice whereby not each individual or cohort has been equality treated due to the diversities (Dalglish and Miller 2016). The diversities in organization include marginalized or socially excluded cohorts, nationality, ethnicity, native language, race, gender, social class, sexual orientation, spiritual practice and beliefs, physical and mental ability. Additionally, diversities that need consideration but appear less salient entail age, educational status, family status, health status, style, skills and talents customs, ideas, military experiences, ownership of property, occupational status, socioeconomic status, and national, regional and other geographical areas (Dalglish and Miller 2016). Developing a Multicultural Organisation The multicultural organization is created by having a culturally competent organizations. Some of the indicators of cultural competences can be highlighted. The recognition of power and influence of culture and actively removing prejudice in practices and policies are strong indicators. Also, understanding how individuals background influence people responses to others and failure to assume that each member of cultural cohort share the similar beliefs and practise are essential indicators (Dalglish and Miller 2016). Further, acknowledging how previous experiences influence current interactions and evaluating cultural competence of organization on regular basis are further key indicators. Willing to share power among the organizational leaders of diverse cultural backgrounds and allocation of resources for leadership as well as workforce development in cultural awareness programs are also central indicators. Further, building on strengths as well as resources of every culture in the organization is a manifestation of cultural competence in organization (Kundu and Mor 2017). Diversities in culture can either hurt or assist the manner in which organization functions. Establishing multicultural organization makes people deal with diversities as well as utilize them in strengthening their efforts (Khlmann and Heinz 2017). A plan for action is required to reach such goals. The cultural competence must be a top-down mandate of the organization with effective support from the top. Everyone must buy in aided by a committee that represents every level in the organization (Dalglish and Miller 2016). This committee has to create and facilitate particular actions. People at each level of organization must be engaged to allow more people to be influenced thereby becoming culturally competent. Steps: The organization has to develop support for change in the entire organization for those who want or those who do not want change The organization must recognize the cultural cohorts to be engaged including those who needs to be engaged in planning, implementation, alongside change reinforcement The organization must the acknowledge barriers to working with the organization including what is presently not working, what shall cease organization and those that will slow down the organization The organization must undertake the assessment of its present level of cultural competence including what skills, knowledge, alongside resources the organization can build on and where the disparities are Acknowledge the resources required including how much funding is needed to bring about the desired change and where the organization can find the resources The organization has to commit develop goals as well as implementation steps alongside deadlines for accomplishing them including what each one can do, when it can done and how it will be done The organization should as well commit to the ongoing progress evaluations including measuring the results as well as be willing to respond to the desired change including what the progress along with success look like, and signs that shall showcase right track (Cunningham 2017). Recommendation The following steps will ensure that organization build effective multicultural organization: Form committee (Cultural Competence Committee) Writing a mission statement Finding out what have been done by similar organization and partnership developments Using free resources Undertaking a detailed cultural competence organizational assessment Finding out the particular cultural cohorts existing in the community served and whether they have accessibility to community services Having a brown bag lunch to have staff engaged in deliberations alongside activities regarding cultural competence Asking the organizational personnel relating to their staff development requirements Assigning portion of the budget to workforce development programming in cultural competence Include cultural competence needs in description of job Being sure that location of organizational facility is accessible alongside respectful difference Collecting resource material on the cultural diverse cohorts for the workforce to use Building a network of natural community informants, helpers as well as experts References Cunningham, G., 2017. Diversity and inclusion in sport organizations. Routledge. Dalglish, C. and Miller, P. 2016. Leadership: Modernising our perspective, 2nd ed., Tilde Publishing, Prahran, Vic., Chapter 7. Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), p.514. Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness. Academy of Management Journal, 60(1), pp.345-372. Khlmann, T.M. and Heinz, R., 2017. Managing Cultural Diversity in Small and Medium-Sized Organizations: A Guideline for Practitioners. Springer. Kundu, S.C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of IT industry in India. Employee Relations: The International Journal, 39(2). Parke, M.R. and Seo, M.G., 2017. The role of affect climate in organizational effectiveness. Academy of Management Review, 42(2), pp.334-360. Roberson, Q., Ryan, A.M. and Ragins, B.R., 2017. The evolution and future of diversity at work. Stahl, G.K., Miska, C., Lee, H.J. and De Luque, M.S., 2017. The upside of cultural differences: Towards a more balanced treatment of culture in cross-cultural management research. Cross Cultural Strategic Management, 24(1).