Pros Of Rural, Suburban, And Urban Public Schools

Pros and Cons of Pros of Rural, Suburban, and Urban Public Schools. I. Introduction. A. As one looks at different locations of public schools, whether it be rural, suburban, or urban, one can find many pros and cons of each. This research will focus on one specific pro and con of each school. B. Rural schools while receive less funding than other schools are able to give their students more one on one attention. C. Suburban schools experience more educational gaps among racial groups, but make up for it by D. Urban schools face more structural difficulties than other schools, but are able to offer a more diverse environment to help their students be better prepared for their transition into college. E. Every school has their pro†¦show more content†¦III. Pros of Rural public schools A. Rural public schools are able to implement individualized instruction programs to their schools, which allow students to have more one on one attention from their teacher. B. Steiner (1971) discovered that individualized instruction will help the students because, Students will have a new relationship with teachers. The teacher will become a helper, friend and counselor rather than a threat (p. 372). C. Individualized instruction will not only benefit the student that it will also benefit the teacher because, Teachers will acquire new skills; they will learn to diagnose, to help students learn how to learn, to take the student where he is and to teach him (Steiner, F., 1971, p. 372). D. Rural public schools has a lot to offer with it s technique of teaching despite their lack of funding. Suburban public schools, like rural, have their own set of unique pros and cons. IV. Cons of suburban A. Students in suburban public schools see racial educational problems compared to other schools. B. A study was conducted at Lakeside High and discovered racial break in their school system. Diamond (2006) found that at Lakeside High African American students received, lower GPAs, do not perform as well on standardized tests, and are less likely to be found in honors and advanced placement (AP) classes (p. 498). C. Diamond s (2006) study also discovered that African Americans at Lakeside did not score as high on the ACTShow MoreRelatedDifference Between Gsas And School Level Characteristics1866 Words   |  8 Pagesnull hypotheses. A basic research question is: There is a relationship between GSAs and school-level characteristics. The null hypothesis is: There is no relationship between GSAs and school level characteristics. Another basic research question is: There is a relationship between schools in each state with GSAs and state level characteristics. The null hypothesis is: There is no relationship between schools in each state with GSAs and state level characteristics. 2. Identify all of the majorRead MoreRelationship Between Gsas And School Level Characteristics1894 Words   |  8 Pagesnull hypotheses. A basic research question is: There is a relationship between GSAs and school-level characteristics. The null hypothesis is: There is no relationship between GSAs and school level characteristics. Another basic research question is: There is a relationship between schools in each state with GSAs and state level characteristics. The null hypothesis is: There is no relationship between schools in each state with GSAs and state level characteristics. 2. Identify all of the majorRead MoreEssay on Domestic Violence in Rural Areas2224 Words   |  9 Pagesrelationship. Multitudes of reasons exist that are extremely complex. The book Rural Women Battering and the Justice System (Websdale, 1998) offers several reasons why women stay in an abusive relationship including but not limited to isolation, fear, economics, and negligent criminal justice systems. 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Define Sexual Harassment As The Term Is Used Legally.

Sexual Harassment 1. Define sexual harassment as the term is used legally. Sexual harassment is coercion, harassment or compulsion of a sexual nature, or the uninvited or appropriate pledge of remunerations in exchange for sexual favors (Palaudi et al 1991). 2. Explain how sexual harassment differs from gender discrimination. Sex discrimination means when an individual or people are handled unduly exclusively on the basis of their biological sex (Divido et al 2001). Examples of bigoted remarks and behaviors comprise employers: Inquiring if the candidate is married or plans on having children; Making a remark to an employee PMSing; Saying that a woman should be more feminine and wear makeup; Calling an effeminate male to act more manly Refusing to hire a male in a females job and vice versa; 3. Provide the legal definition of quid pro quo (also known as vicarious liability) sexual harassment. Provide one example of a behavior which could be found to be quid pro quo sexual harassment. 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Introduction To the Organization Psychology - MyAssignmenthelp.com

Question: Discuss about the Introduction To the Organization Psychology. Answer: The assignment, being a reflection of understanding of the concept of Industrial/Organizational Psychology, emphasizes specifically on the role and need for the same in the contemporary business scenario, keeping into consideration the fact that the global organizational framework is becoming increasingly complex, cognitive and integrating with time. The assignment, for the purpose of studying the same, takes into account the recent news article by Jill Bowers, published in Business News Daily, on August, 21, 2017, which discussed extensively about the description of the I/O Psychology and its roles in the contemporary business scenario. An extensive review of the relevant literatures is also conducted in the later sections, to understand the dimensions and parameters of difference of this genre of cognitive psychology from that of the conventional notion, the positive implications of the same and also the loopholes which are currently present in this aspect and the scopes of explora tion and expansion of domain of operations of this genre of psychology. I/O in the News Over the years the overall industrial, business and social environment in the global scenario have become more integrated, inclusive and cognitive, with each of these domains experiencing considerable dynamics and modifications. Global phenomena like Globalization, industrial and technological revolutions and others have contributed significantly in changing the overall lifestyle of people, both personal as well as professional, thereby affecting considerably the business environment in the overall basis (Dries, 2013, pp. 272-285). Keeping this into consideration, in the span of my academic coursework, I came to understand that like any other genre, psychology as a subject has also expanded its domain of operations significantly with time and has become more integrated and liberated. The genre of study being already cognitive in nature, has infiltrated in many arena of real world scenario, including that of the industrial domain. Industrial/Organizational Psychology has been into spe culation and is a much talked about topic in the contemporary period, with the global business and industrial environment becoming more complex and multi-dimensional (Koppes, 2014). In this context, I recently came across several news articles in some eminent dailies which talked about the concept of Industrial/Organizational Psychology and their significance in the contemporary business environment. Among these articles, I found the one by Jill Bowers, named What is Industrial-Organizational Psychology, published in Business News Daily, on August 21, 2017, to be detailed and intriguing as well as impartial (Bowers, 2018). The news article extensively discusses the concept of Industrial/Organizational Psychology, which in the recent periods, due to the presence of different point of views and perspectives have created different definitions and confusions among those who want to know about this genre. The article, clearly defines the term Industrial/Organizational Psychology, by splitting it into two parts- organizational and industrial. According to the author of the article, this genre of psychologists, in general emphasizes on studying the behavioral patterns of the workers in their professional domains and on improving the overall efficiency, productivity and welfare of the workers in their workplaces, which may have long term positive implications on the business organizations as well. Among the two parts of this comparative new genre of psychology, the industrial psychology aspect deals with the different problems and issues which the contemporary commercial institutions deal with owing to their expanding domain of operations and increasingly complex activity framework (Ployhart, 2012, pp. 62-81). This includes contribution in deciding the process of hiring relevant employees for the organization after a detailed analysis of the work culture and methods in which the concerne d company operate. Under this domain, the I/O Psychologists also work on finding the missing skills of the employees and on creating the scopes of trainings for the fulfillment of the existing gaps. As per the article, the role of increasing the efficiency of the employees, by studying the behavioral aspects, also falls under the job role of I/O Psychologists. On the other hand, the other domain of this cognitive form of psychology, that is the organizational psychology, according to the concerned article, emphasizes on the broader picture present in the global business environment. This includes studying the behaviors and attitudes of the employees in an organization, to suggest modifications in order to increase their satisfaction, thereby contributing positively to their productivity and the benefits of the organizations for which they work (Imran et al., 2012, pp. 1455-1462). This also gives the I/O psychologists to analyze and suggest methods of operations, on part of the organizations, which may contribute in reducing stresses and anxieties among the employees and improve their work-life balance. In an overall perspective the organizational perspective of the I/O Psychology, as per the assertions of the news article, deals with the creation of a healthy and efficient work environment in the commercial institutions, in the contemporar y periods. The article not only emphasizes on the aspects which fall under the domain of I/O Psychology but also suggests how the business organizations can take help of these psychologists in improving the overall efficiency and productivity of their workers. According to the article, large, multinational companies and those organizations which target extensive changes in their organizational structure and modus operandi, can hire in-house I/O Psychologist whereas those commercial institutions which are comparatively smaller or just need to study or modify only a small sector of their operations can go for I/O consultant. In the final section of the concerned news article, the author also gives a vital suggestion of introducing I/O in the organizations in the form of conduction of personality assessments of the employees, which can help the managers and the entrepreneurs to get a view of the team and individual dynamics of the workers, thereby creating scopes of improvements in their work styles, overall efficiency, productivity and welfare (which includes increase in the happiness quotient and decrease in the level of work related stress among the workers). For the purpose of doing the same the article suggest several personality tests like DiSC Assessment, Predictive Index, Myer-Briggs and Five-Factor Model of Personality, each of which, with its unique way of assessing the behaviors of the employees, can be used by the organizations to improve the overall work environment and productivity and welfare of their workers (Devonish, 2013, pp. 630-647). I found the article and the points emphasized upon by the author of the article regarding the nature and domain of operations of the Industrial/Organizational Psychologists and the need for the implementation of the same in the contemporary global business framework, highly relevant to my coursework and what we have been taught about the same in our classes. Taking into account the above discussion the following section of the assignment reviews the extensive literary and scholarly works which are present in this aspect and which discusses about the different aspects of Industrial/Organizational Psychology and the roles played by the psychologists in this domain. I also tried to review those literatures regarding this aspect, which takes into account the loopholes and scopes of exploration which are still present in the domain of Industrial/Organizational Psychology. There have been many speculations regarding the genre of Industrial/Organizational Psychology, as has been defined by many scholars over the years. However, one of the most convenient descriptions of the specialty has been put forward by the abridged version of the approved Commit Proficiencies in Professional Psychology Petition, as can be found from the Society for Industrial and Organizational Psychology. The same describes this genre of psychology as the study which takes into account the organizational and work environment and analyzes the same with the help of the different principles, methodologies and tools of psychology. According to the document, this genre of psychologists are versatile and specifically specializes in studying the behavior of the people specifically in their workplaces and the interdependence of the workers and workplace on one another in developing an efficient and productive work environment (Sackett Walmsley, 2014, 538-551). The above description of I/O psychology has been strongly supported by many other eminent literary evidences which include the works of Landy Conte (2016). According to the authors there exist significant differences between the psychologists in general and Industrial/Organizational Psychologists. The authors divide the two genres according to different parameters, as per the conventional guidelines, which are as follows: Population- According to the authors, while the domain of focus of psychologists in general can be any section of the population in the global scenario, the I/O Psychologists specifically targets the dynamics present in the behavior of human beings in their respective professional settings. Therefore, the targeted population in this domain includes those operating in the business environment, including that of the workers, the applicants to businesses, industries as a whole and also communities. Problems- The domain of operations of the I/O Psychologists also differ considerably from that of psychologists in general. While psychologists in general deal with the behavioral aspects of people in general and the problems which people face in this aspect, the I/O Psychologists focus on the behavioral issues of the workers in their professional domains. This includes extensive research on the motivation, communication, leadership and social interaction in the organizations (Riggio, 2015). The objectives of these psychologists are to suggest scientific solutions regarding the problems which the workers face in their professional domain. The domain includes recruitment, selection of workers, training of the relevant employees, measurement of their performance, motivation, work life quality and happiness quotient. There are significant literary works regarding the scientific framework in which the I/O Psychologists usually operate. Jex Britt (2014), in their working paper puts forward these scientific approaches from the practitioners point of view. According to the authors there already exists a variety of tools, procedures and techniques in this aspect. This includes the presence of both standardized as well as situation specific methods for assessing the three primary elements of I/O Psychology, the workers, the context of the work and the work they do. The author indicates towards the need of tests to assess the differences in cognitive and physical abilities, inherent personality traits and work behaviors of different workers. Due to the presence of extensive data and empirical works, the I/O Psychologists have also developed procedures to analyze the statistical issues like that of the validity of the tests, the level of generalization and integration of individual as well as group leve l data. However, I also came across several bottlenecks present regarding this aspect and the literary evidences supporting the presence of the same. Among several crucial loopholes, Ruggs et al. (2013), points out the opportunities of addressing the problems faced by the marginalized workers in the enterprises and their grievances which are often not taken into account. Thus often this branch of psychology deviates from their main goal of creating a fair workplace for all, which they often miss out, which leaves scope of improvement and expansion of this domain of psychology in the coming future. Thus, from the above discussion and the literatures which I reviewed, it is clearly evident that the comparatively newer branch of I/O Psychology is steadily gaining immense significance in the complex and multi-dimensional work place dynamics as the same is directly related to the welfare and efficiency of the workers as well as the organizations they work for. However, there still remain several gaps in this aspect and scopes of further and more scientific development of this genre in the coming years, thereby giving the people venturing in this domain considerable scope of explorations and innovations. References Bowers, J. (2018).What Is Industrial-Organizational Psychology?.Business News Daily. Retrieved 6 January 2018, from https://www.businessnewsdaily.com/10162-industrial-organizational-psychology.html Devonish, D. (2013). Workplace bullying, employee performance and behaviors: The mediating role of psychological well-being.Employee Relations,35(6), 630-647. Dries, N. (2013). The psychology of talent management: A review and research agenda.Human Resource Management Review,23(4), 272-285. Imran, R., Fatima, A., Zaheer, A., Yousaf, I., Batool, I. (2012). How to boost employee performance: investigating the influence of transformational leadership and work environment in a Pakistani perspective.Middle-East Journal of Scientific Research,11(10), 1455-1462. Jex, S. M., Britt, T. W. (2014).Organizational psychology: A scientist-practitioner approach. John Wiley Sons. Koppes, L. L. (2014).Historical perspectives in industrial and organizational psychology. Psychology Press. Landy, F. J., Conte, J. M. (2016).Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley Sons. Ployhart, R. E. (2012). The psychology of competitive advantage: An adjacent possibility.Industrial and Organizational Psychology,5(1), 62-81. Riggio, R. (2015).Introduction to industrial and organizational psychology. Routledge. Ruggs, E. N., Law, C., Cox, C. B., Roehling, M. V., Wiener, R. L., Hebl, M. R., Barron, L. (2013). Gone fishing: IO psychologists' missed opportunities to understand marginalized employees' experiences with discrimination.Industrial and Organizational Psychology,6(1), 39-60. Sackett, P. R., Walmsley, P. T. (2014). Which personality attributes are most important in the workplace?.Perspectives on Psychological Science,9(5), 538-551. Siop.org. (2018).Industrial and Organizational Psychology.Siop.org. Retrieved 6 January 2018, from https://www.siop.org/history/crsppp.aspx

Process of Leading Organizational Change †MyAssignmenthelp.com

Question: Discuss about the Process of Leading Organizational Change. Answer: Introduction: The purpose of this task is to enlighten the readers about the ethical dilemma situations occurring with people in their professional environment and how they deal with it. The below mentioned task, talks about the ethical dilemma faced by the project manager as well as the program director while working on a project. More details about the task are discussed below: The video talks about a situation where the project manager is pressurized by the program director, who is further pressurized by the CIO and the CIO is pressurized by the CEO of the company to perform certain actions on behalf of the company. In this case, the client is not genuinely satisfied with the work which the company is doing which gives a hint to the CEO that the client might not give further orders to the company. This can be a great loss for the organization due to which the CEO identified a way to satisfy the client by providing them software before the prescribed time. This will increase their satisfaction level but for the project manager needs to ignore certain activities which are important to perform for the successful implementation of the software. Resulting to which the CEO pressurized the CIO to present the software one month earlier for which the CIO asked the program director to talk to the project manager regarding the matter because he is the person who is h ead of the whole plan (Al-Saggaf, 2016). Here comes a situation of ethical dilemma which was faced by the project manager Greg. The top management of the company wanted to launch the software early so that the clients get satisfied with them and sign upcoming contracts with them only. The team was asked to launch the Willis project early without encryption, so that they can easily provide it a month early. Encryption is an important part of developing software as it refers to process of converting the information in code language so as to restrict the outsiders from accessing the confidential information (Coghlan, Brannick, 2014). Encryption is an important part of the job of a software developer and if this step is excluded by the management team then it might affect the reputation of the company in future the application get hacked. But the top level management asked the Greg to provide the software without encrypting. The situation is that either Greg can agree to the opinion of program director and provide the software without encrypting the data or he can deny to perform such actions without can affect the image of the company in coming years as hacking of the software will direly affect to the work done of the company only (Al-Saggaf, 2016). So, the ethical dilemma is that either Greg can forget the ethical code of conduct of his job and become greedy to attain the bonus and promotions and provide software one month earlier; or he can convince the program director to not to perform such actions as they can negative impact to the image of the company in long run (Wachs, 2017). The consequence of hacked software can lead the company to pay penalties. As the upcoming project of Willis is worth 3 million so if the company is able to get that project with them, then it can become very profitable for them and the employees as well. But the condition to attain this project is that they need to forget the ethics behind the Willis project and provide them early (Lawrence, Weber, 2014). Also, the senior developer of the project also said that encryption for the project is vital but they cannot launch the software (with encryption) one month before actual launch. So, either ways the project manager need to lose one thing while att aining the other. As on one side there are profits and growth opportunity for the company and on the other side there is the ethics which the project manager needs to overlook while completing the project (McLeod, Payne, Evert, 2016). Under such circumstances, it is the duty of the manager to always opt for the decisions that are right irrespective of the loss or profit which the company or they might face. According to the doing ethics technique, it is important for the management to find out the non-ethical and ethical activities related to the scenario. Further, as the doing ethics approach gives suggestions to do what is right for the organization, so with that respect it is suggested to Greg (project manager) that he should try to convince the program director to tell the CIO and CEO about the cons of the early submissions of the project (Crane, Matten, 2016). Lack of encryption can lead to company and its reputation into major trouble. Apart from that, the management should not look at the profits which they will receive after non-complying the ethics, instead they should think of long run. In this way they can make the right decision which is good for the image of the company in future as well. Wrong decis ion will give them temporary profits but it can make them suffer in future but right decision in this case can help the company achieve greater level of satisfaction of the customer through their services and loyalty (Anderson, 2016). Thus, in the limelight of above mentioned events, it should be noted that it is the responsibility of the management to follow up the ethics and code of conduct in order to initiate the project successfully. The project manager should not forget the ethical activities for the 3 million profits earned by the company. References Al-Saggaf, Y. (2016). Scenario 3: Early Launch. Retrieved on March 18, 2018 from https://www.youtube.com/watch?v=v5M7ohdZ6qA Al-Saggaf, Y. (2016). Scenario III 3 Program Director Listens to team. Retrieved on 18 March 2018 from https://www.youtube.com/watch?annotation_id=annotation_1909438763feature=ivsrc_vid=v5M7ohdZ6qAv=JjLK_JjAu48 Anderson, D. L. (2016).Organization development: The process of leading organizational change. Sage Publications. Coghlan, D., Brannick, T. (2014).Doing action research in your own organization. Sage. Crane, A., Matten, D. (2016).Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Lawrence, A. T., Weber, J. (2014).Business and society: Stakeholders, ethics, public policy. Tata McGraw-Hill Education. McLeod, M. S., Payne, G. T., Evert, R. E. (2016). Organizational ethics research: A systematic review of methods and analytical techniques.Journal of Business Ethics,134(3), 429-443. Wachs, M. (Ed.). (2017).Ethics in planning. Routledge.