Effective Communication Within The Context Of Elementary...

As discussed in my first written statement, there are many levels of complexity that can be identified at the personal, professional, and systemic levels of elementary education. The definition of perception is described in the text, Child Development: A Thematic Approach, â€Å"Perception, interpretation of sensory information from visual, auditory, and other receptors, is the vehicle by which we glean information about the world† (Bukatko, 2004)(pg.190). If you also recall from my first written statement, Grellier Goerke (2010) describes effective communication as consisting of speaking clear and concise with the correct use of tone, the ability to give and receive feedback productively, active listening, non-verbal communication such as†¦show more content†¦However, there is so much more to communication than just speaking and writing. Clear and effective communication tactics also involve being able to adapt information to fit the needs of the audience, simplifyi ng complex information, otherwise there may be a great deal of confusion. Communication is both receptive and expressive (Silver, 2014.) Body language perception is an imperative part of communication; a strong communicator must be able to read their audience. Active listening is also greatly involved when communicating. Actively listening shows that the communicator cares, which, in turn may help to develop trust with one another. Due to the individual differences of each person, there are countless obstacles when communicating in the classroom. Addressing Professional Complexities of Effective Communication A successful educator must master the skill of effective communication, even when obstacles are present. Effective communication is more than speaking and writing, but also active listening. As a result of every person being different, there are various obstacles when interacting with children, particularly when communicating with those of special needs. Individuals with special needs may have other methods of communicating, such as an assistive device called a communication

Comparing the Philosophy and Presidency of Jackson and...

Jackson and Jefferson: Philosophy and Presidency The presidencies of Andrew Jackson and Thomas Jefferson were based on similar political philosophies. Both men believed in the common man having a voice in government, and opposed too much power being given to the federal government. Both were educated men, with an extensive knowledge of the law, who believed that an agricultural based economy was the key to AmericaÂ’s economical growth. However, since they were both planters who owned slaves, and Jackson signed the Indian Removal Act, it was obvious that their philosophy of defending the common man did not pertain to minorities. Jefferson was raised on a wealthy tobacco plantation, and Jackson, although born poor, was raised by a†¦show more content†¦Jefferson conceded that foreign affairs and national defense were best controlled by the power of a large central government, but stood by his convictions that domestic affairs should be handled at a state level, common people should have power over their state governmental policies. (Boyer, et., al., 2008) The controversy of how he can side with the common manÂ’s rights, and yet be a slave-owner is justified by his belief that African people did not know how to survive without the white man, their differences of culture and lack of independence would make living in AmericaÂ’s white society difficult, and because he treated his slaves in a humane manner, he felt he was giving them an acceptable existence in our country. (planetpapers.com) Jefferson felt that education was an important factor in attaining freedom. An educated man was less likely to be susceptible to being corrupted due to ignorance of what justice consists of. In his later years, one of his many accomplishments was the founding of the University of Virginia, which compounded his belief that education was a vital path on the road to freedom. (planetpapers.com) Jackson also rallied for the common man, but his ambitions stemmedShow Mor eRelatedAndrew Jackson Vs. Jacksonian Democracy1142 Words   |  5 PagesUsing the third chapter of The American Political Tradition analyzes the career of Andrew Jackson and the concept of â€Å"Jacksonian Democracy.† and other source materials. I will compare and contract Thomas Jefferson and Andrew Jackson. They both being influential political figures in two very different eras. Each formed their own democracy that helped shape the way we think about American government. Consequently, they had their differences, yet they also had their similarities. 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The Wretched of the Earth Free Essays

The Wretched of the Earth Colonialism is an integral part of the history of the planet. It is the reason why so many nations have stark cultural similarities with others. Colonialism is responsible for many people being able to understand each other through speaking the same language. We will write a custom essay sample on The Wretched of the Earth or any similar topic only for you Order Now Colonialism was the start of the recent phenomenon called globalization. This earth has seen colonialism for many centuries as far back as ancient Greek and Egyptian civilization. Colonialism, as we know it today however is the domination, acquisition, exploitation, or expansion, of one territory by another territory. This usually means the colonist and the colony are in two separate regions or even two separate continents. It typically includes the subjugation of the people of the land being colonized. This colonizing behavior dates back to the early 1400’s with its roots in Europe which began with the Portuguese and the Spanish. Although colonization was the early globalization, it did not have such a positive impact on everyone as globalization has today. Colonization only benefitted the colonists which are the nations seeking and dominating other lands. Successful colonization meant colonist control of the government, the economy, the labor force, and essentially the lives of the colonized. Unfortunately, not everyone benefitted from this colonization. Those colonized were forced often enslaved and exploited for their nation’s resources. If their military forces were not as powerful as the colonists, they had no chance of keeping their rights as free people. Frantz fanon was born in 1925 in French- ruled Martinique, a small Caribbean island. He was raised in a family that was the equivalence of the bourgeoisie social class. The people in this social class were advocates for White- French assimilation. After being taught the philosophy of negritude, he did not wish to remain a part of this social class. He left Martinique in 1943 to help the Free French fight World War III. After this war, Fanon studied Psychiatry at Lyons University in France where he experienced extreme volumes of racism. Fanon accepted a position as ‘Chief of Staff’ in a psychiatric ward of a French hospital. He was responsible for treating distressed officers and soldiers who had been affected psychologically by the Algerian conflict. By 1956, Frantz discontinued his work for the French government in Algeria because of the negative effects their colonization had on the people. He could no longer treat the French in the hospital he worked when they knowingly inflicted torture on the people of Algeria. Once he officially stopped working for the French government, Fanon joined the fight for Algerian independence. During this time, he traveled different nations in Africa to help build their resources. It during this time he published a series of works that were in favor of national rights and anti-colonialism. He wrote the Wretched of the Earth within the last year of his life. The purpose of this piece was to expose the savagery and the atrocity of colonialism. It explored the psychological effect of colonization and racism as well as a movement to decolonization. In this book, he argues that violence is necessary for independence. The very first chapter of the book, ‘Concerning Violence’, explores several topics. In the first sentence Fanon states, â€Å"National liberation, national renaissance, the restoration of nationhood to the people, commonwealth: whatever may be the headings used or the new formulas introduced, decolonization is always a violent phenomenon. † He is not endorsing violence; he is just letting us know that it is inevitable with liberation as the cause. Fanon teaches us that decolonization sets out to change the order of the world. It is the substitution of one species for another and brings new men, new language and a new humanity. Fanon identifies the different parties of the natives who are involved in decolonization. These parties are the politicians, the bourgeoisie, and the peasant. The politicians only want to reform colonization not remove it while peasant are the most revolutionary being that they have nothing to lose and the most to gain. According to Fanon, decolonization is the physically removing the control of territory from the colonist back to the people. When Frantz Fanon discusses violence, he means force or aggression. By violence he means something that causes injury whether it is physical or psychological. In all of his descriptions of decolonization, he maintains that violence is a component in achieving them. In our society violence is something that should be avoided by all means necessary. We believe today that violence terminates basic human rights. Fanon openly accepted violence as an ingredient in successful decolonization while others tries to reach that conclusion peacefully. For his open and honest opinion on his take on violence, Fanon is viewed as controversial. There are many that strongly disagree with his opinion and there are some that believe that his thesis is true but for extreme cases only. The final chapter of the book, ‘Colonial War and Mental Disorders’, Fanon describes his studies in the psychiatric ward of the Algerian hospital. In this chapter he notes how the nature of colonialism affects mental health by describing some of the patients he came in contact with. He used the cases to show the scope of disorders between the colonists and the colonized. He provides multiple series of cases, series A through D. Series A has five cases that all display Algerian or European people who had clear symptoms of the reactionary type of mental disorder. Series B displayed cases that rose while Algeria was in total war. The first case in series B is particularly interesting. It deals with 2 Algerians boys that murdered their European friend. Their reasoning for this was simply because Europeans killed arabs. It is clear from these cases why Fanon believes that violence is necessary to overthrow foreign government and for a nation to be independent. The revolutionaries will always meet opposition by the perpetrators of colonialism when fighting for freedom. It is very rare that colonist will give up their colony without a fight. Due to their military strength and technology, colonist can easily stop the freedom fighters but they will not give up without a fight. Without returning the violence, the revolutionaries would not be able to gain and maintain power of their land. When violence occurs in the struggle for freedom, revolutionaries become united. With the continuous build up of tension and advantaged treatment, I believe that violence is inevitable as well. Though this book was a little difficult to get through, the benefit of taking the time to understand is large. I enjoyed learning about world history especially colonialism from a psychological point of view. I would recommend this book to anyone that is completing studies in anything from psychology, politics, sociology, rhetoric and certainly history. How to cite The Wretched of the Earth, Papers

Promoting Creativity and Innovation in the Organisation

Question: Describe about the Report for Promoting Creativity and Innovation in the Organisation. Answer: Introduction: In an organizational setup, the importance of creative thinking is beyond any doubt. As mentioned by Bill Bernbach, the eminent co-founder of Doyle Dane Bernbach, An idea can turn to dust or magic, depending on the talent that rubs against it (Ikeda et al. 2016). Individual creativity can be identified as talent or hunger of improvisation and innovation. My organization is Authority For Radio AND Television. We work in the media sector. It is typically important to be innovative in this sector. In the matter of new event or broadcasting a new programs or solving any managerial issues, creative thinking is crucial in this sector. As discussed by Rigolizzo and Amabile (2015), creativity is the ability to produce new and unique ideas. Individual creativity of the employees and executives are important for an organization. As discussed by Traut-Mattausch et al. (2015), encouraging the employees to be creative helps an organization in increasing its productivity and motivational level of the employees. In My organization Authority For Radio AND Television, we need to have creative ideas as the organization is paying in the same old manner. Creative thinking helps the management in various problems solving methods and thus attaining a competitive edge. In the media sector, completion is very high. Hence, to obtain competitive advantage we need to have creative ideas. When an organization starts to believe in the importance of individual creativity it simply makes itself valid for the future market operation. Be it Apple inc. or Google, scope of individual creativity has provided them a huge performance growth. Application and Analysis: However, it becomes difficult to be creative in sometimes. There are several individual blocks those create a barrier in the individual creative thinking process. In the organizational setup, I have experienced a number of such blocks. These are: The mindset: I have experienced a lack of interest in the sector creative thinking in most of my co-workers in Authority For Radio AND Television. The organizations often ignore the importance of encouraging creative thinking and try not to take a risk and experience something new. Their negative mindset and the possibility of discouragement debar the employees to be creative in their job role (Gilhooly et al. 2015). As my organization, Authority For Radio AND Television deals in the media sector, a positive mindset for innovation is typically needed to solve the market issues. Patterning: I have experienced it even with myself. When in the context of improvisation, most of us unknowingly try to follow some previously experienced circumstance. It often leads us to misinterpret the current situation and find the right solution. Depending of the first idea: In most of the cases, people or the organizations avoid to judge various possible ideas. The initial creative idea may not be as effective as the individual is hoping it to be. Hence, it is needed that the organizations like us (Authority For Radio AND Television) should try to chart out various possible ways to solve a certain solution in a creative manner (West and Sacramento 2012). Judgment and support: In my workplace i.e. Authority For Radio AND Television, I have faced severe oppositions against creative thinking. Sometimes it becomes difficult to earn support and thus the idea fails to work out. As it comes under the auspices of the council of ministers, collecting support from the members is important regarding any decision. On the other hand, we often fail to identify the challenges in implementing the creative ideas into the operation of our organizational setup. Now, it is important to incorporate structured techniques to overcome these blocks and be successful in creative decision-making process. In this context, we may use Osborn Parnes CPS Process. As discussed by Sousa et al. (2013), this particular theory explains how to develop a structured thing process and be creative in decision-making. As discussed in this framework the stages are as followed: Mess/Objective Finding: In this stage, we need to identify the challenges and opportunities for Authority For Radio AND Television, in the context of the current circumstance. Data finding: Here one needs to collect information regarding the problem that Authority For Radio AND Television is facing in the current scenario. Problem Finding: With extensive evaluation, Authority For Radio AND Television needs to find the true nature of the problem. Idea Finding: Here we need to generate as many ideas as possible. For this, we can use the techniques like Brainstorming, Brain writing, Greetings Cards, Lotus Blossom any many more on the employees or members of Authority For Radio AND Television. As discussed by Sousa et al. (2013), by following the principle of deferred judgement, and quality breeds quantity the Brainstorming for creative idea should be done. The participants should be provided 30-45 minutes for idea generation and the problem statement should clearly stated to them. The four rules of No criticism, Freewheeling is welcomed, Quantity is wanted and Combination and improvement are sought must be followed during the session of brainstorming (Miller et al. 2013). On the other hand, the Brain writing tool should be done within 30n minutes. The leader must describe the problem to the participants and each parson needs to write down few ideas (Fink et al. 2012). In the next step, they need to pass those to others and get their idea reviewed and amended. Lastly, the leader needs to collect the papers and select the idea. Solution finding: In the next stage, we need to evaluate, combine, and develop the collected ideas in the idea finding stage. Then we need to choose the best possible solution for the problem that Authority For Radio AND Television is facing (Deuja et al. 2014). Acceptance finding: Lastly, the organization needs to implement the selected strategy. However, it is important to collect required support from the stakeholders, as a social acceptance is also needed to implement the selected strategy. As Authority For Radio AND Television comes under the regulation of the council of ministers this stage is crucial for implementing the collected and chosen solutions. As opined by Mumford et al. (2012), by following such a structured procedure, the individuals and the companies will be able to develop creative thinking skills. However, there are a number of procedures are available to encourage and promote the creative thinking process and those are simply helpful in eliminating the blocks of individual creative thinking. As a member of Authority For Radio AND Television I can use these techniques to eliminates the issues regarding creative thinking in my workplace. Conclusion: Thus, it can be stated that by utilizing these structured techniques, creative thinking skill can be developed among the individuals of Authority For Radio AND Television. These controlled techniques can be helpful in finding a pragmatic but innovative solution to a certain problem. These above discussed structured techniques can eliminate the issues I have experienced in Authority For Radio AND Television. As opined by Gilhooly et al. (2015), by following the tools like brain storming and brain writing, the employees or members can be made participate in the decision making process of the organization and their interest and skill in the field of creative thinking can be developed. Recommendation: As opined by Sousa et al. (2013), for encouraging the motivational level of the employees, the organizations like Authority For Radio AND Television, need to promote the creative thinking process among the executives. In this context, the followings can be recommended: While following the structured processes for creative thinking, Authority For Radio AND Television needs to focus on the principles of brain storming process, like, no criticism. As the employees are taking parts in a major decision making process, it is important to eliminate the negative mindset. Hence, as a leader I must ensure better participation and follow the strategy of no criticism in Authority For Radio AND Television. Authority For Radio AND Television needs to follow a routine of creative brainstorming process. It will help the organization to get a quick creative solution to the faced issues, as the employees would be acclimatized to the process. Part 2: Executive summary: This report is dedicated the case study of Infinitif Innovation. In the introduction, the author has discussed the background and context of the organization. In the Next part, he has analyzed how the company has supported and inhibited creativity and innovation within its organizational setup and how the leaders and the organizational climate can improve the creative thinking process of the employees. Next, the author has drawn a conclusion regarding his own understanding of the situation. Lastly, the author has recommended that the companies need to provide incentives for encouraging creative thinking and the leaders need to share their experiences to the employees to be encourage them. Introduction: Infinitif Innovation is company with revenue of more than 10bn. The company is operating in a diversified field of banking, insurance, construction, mutual funds, and leisure resorts. However, being a successful market performer the company understands the importance of creative thinking and innovation within the business setup. It made the organization to set a vision of long term and sustainable innovation. The company implemented a structured model for developing creative thinking among the employees and it that created a culture and an attitude of innovation across the companys sub-businesses and 14,000 employees. Application and Analysis: The company followed the strategy of implementing creative thinking and innovation in three different levels: individual, team and organization. In the individual level, the company followed the strategy of identifying the innovative champions and trained them. Lately, the company made them responsible for group facilitation for new idea generation. In the team level, the company followed the strategy of providing training to the innovative managers and made them responsible for helping the teams in implementing the innovative ideas, and achieving the goals. Moreover, in the organizational level, the company followed the strategy of establishing and promoting san innovation encouraging culture. It established related positions, new work procedures, and achievement metrics. Alterations had been done in the organizational structure to easily implement the creative solutions. Furthermore, the company made directors and managers responsible to oversee the innovation implementation and achievement. A deliberate buzz had been crated regarding democratic inclusion to the board and managements support to this. The company had also followed the strategy of publishing and providing booklets, DVDs regarding the companys achievement by following creative thinking and innovative processes. It is for encouraging the employees for taking heartfelt initiative to the creative thinking skill development process of the company. Thus, changing the organizational climate Infinitif Innovation ensured a significant ROI in the following three years. These structured processes have provided the company more creative and better individual performance, better team bonding and group work, a supportive culture within the organization, which will be helpful in implementing any important managerial and strategic changes. According to the organizational climate model, suggested by Fernndez-Abascal et al. (2013), creating innovative leadership skills among the employees is a basic need for the companies to create a creative climate. Here, in the given case, the company has provided structured trainings to the managers and coaches. As discussed by Ikeda et al. (2016), for encouraging creativity within the organizational setup the leaders has to recast the roles of the employees and put the right people for the right task. It is the task of the leader to increase the team bonding or teamwork. As opined by West and Sacramento (2012), for creating a better creative climate teamwork is a prerequisite. The leaders must enable and encourage collaboration among the team members. Here, in the given case, the company made the trained innovation managers responsible for actively inject an innovative culture among the team members. As mentioned by Fagerberg et al. (2013), to promote a creative climate within the organization, providing a learning and development climate is necessary. The shared perception model of organizational climate suggests that the leaders should focus on de-stressing the employees by identifying the managers and supervisors behaviour (Randhawa and Kaur 2014). They also need to mobilize the workforce. In the given case, the company is promoting a culture that is being encouraging to the employees. The creative leaders have been made accountable for regular cluster facilitation of innovation with their teams. In the case of Google, it has been noted that innovative thinking coming from the employees are better to implement (Schneider et al. 2013). In that given case, the company has also focused on creating a democratic management. Thus, the leaders of the company have created a creative climate within the organization. Conclusion: Hence, in the conclusion, it can be said that the case of Infinitif Innovation is a certain success story of creating innovative culture within the organization. Leadership and organizational culture is the prerequisites for creating creative thinking among the employees of an organization. The company has brought changes in its multiple levels of management and operation. The training of the individual employee, encouraging the leadership qualities, and altering the culture of the company by de-stressing the employees and valuing them has helped the company to ensure a better success in the market. Recommendation: As discussed by Yu et al. (2013) according to the climate survey model of organizational climate, for enabling a creative thinking process among the employees the HRM strategies can be utilized. For improving creative thinking procedure, the followings can be recommended: The companies can opt for providing incentive for creative ideas coming from the employees. It will give the employees a message that the company is craving for innovative thinking from them. In addition, the creative leaders of the companies may share their way of thinking or decision making to the employees. It will encourage them to be creative and give them a sense of confidence. References: Deuja, A., Kohn, N.W., Paulus, P.B. and Korde, R.M., 2014. Taking a broad perspective before brainstorming.Group Dynamics: Theory, Research, and Practice,18(3), p.222. Fagerberg, J., Martin, B.R. and Andersen, E.S. eds., 2013.Innovation studies: evolution and future challenges. OUP Oxford. Fernndez-Abascal, E.G. and Daz, M.D.M., 2013. Affective induction and creative thinking.Creativity Research Journal,25(2), pp.213-221. Fink, A., Koschutnig, K., Benedek, M., Reishofer, G., Ischebeck, A., Weiss, E.M. and Ebner, F., 2012. Stimulating creativity via the exposure to other people's ideas.Human brain mapping,33(11), pp.2603-2610. Gilhooly, K.J., Ball, L.J. and Macchi, L., 2015. Insight and creative thinking processes: Routine and special.Thinking Reasoning,21(1), pp.1-4. Gilhooly, K.J., Ball, L.J. and Macchi, L., 2015. Insight and creative thinking processes: Routine and special.Thinking Reasoning,21(1), pp.1-4. Ikeda, K., Ikeda, K., Marshall, A. and Marshall, A., 2016. How successful organizations drive innovation.Strategy Leadership,44(3), pp.9-19. Miller, B., Vehar, J., Firestien, R. and Eckert, R.P., 2013. Creative Thinking Training. InEncyclopedia of Creativity, Invention, Innovation and Entrepreneurship(pp. 354-360). Springer New York. Mumford, M.D., Medeiros, K.E. and Partlow, P.J., 2012. Creative thinking: Processes, strategies, and knowledge.The Journal of Creative Behavior,46(1), pp.30-47. Randhawa, G. and Kaur, K., 2014. Organizational climate and its correlates: Review of literature and A proposed model.Journal of Management Research,14(1), p.25. Rigolizzo, M. and Amabile, T., 2015. Entrepreneurial Creativity: The Role of Learning Processes and Work Environment Supports.The Oxford Handbook of Creativity, Innovation, and Entrepreneurship, p.61. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture.Annual review of psychology,64, pp.361-388. Sousa, F., Castelo, P., Monteiro, I.P. and Pellissier, R., 2013. Using creative problem solving (CPS) to improve leadership in a non-profit organization.Administrative Sciences,3(3), pp.i-x. Traut-Mattausch, E., Kerschreiter, R. and Burkhardt, C., 2015. Creative Thinking. InApplied Psychology for Project Managers(pp. 249-266). Springer Berlin Heidelberg. West, M. and Sacramento, C., 2012. Creativity and innovation: The role of team and organizational climate. Yu, C., Yu-Fang, T. and Yu-Cheh, C., 2013. Knowledge sharing, organizational climate, and innovative behavior: A cross-level analysis of effects.Social Behavior and Personality: an international journal,41(1), pp.143-156.