...National Assessment or Educational Progress (NAEP, 2010), “Achievement gaps occur when one group of students outperforms another group and the difference in average scores for the two groups is statistically significant.” The problem with achievement gaps is that they are subject to “The Matthew Effect.” The "Matthew Effect" is an expression made popular by Keith Stanovich. According to Stanovich (1999, p.247), a psychologist whose claim to fame is reading research, The "Matthew Effect" refers to the idea that in reading (as in other areas of life), the rich get richer and the poor get poorer. This is also true in other areas of academic achievement. If intense intervention strategies are not implemented early and consistently, those students who arrive to school in kindergarten already at a deficit will only fall further behind, thus “The Matthew Effect” meaning that the achievement gap becomes wider over time. What can leaders in education do to close the achievement gap between Black students and White students? The key is to “catch them before they fall”. Research has shown that the earlier the age of intervention, the more likely academic achievement is obtained. "Early educational interventions on a large scale started in the United States more than 30 years ago." (Eldering & Leseman, 1999, p. 4) It makes sense that early childhood...
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...Homepage > Resources > Factsheets > Coaching and mentoring Coaching and mentoring Revised September 2014 Related resources Factsheets Learning methods Induction In this factsheet What are coaching and mentoring? Developing a coaching culture Who delivers coaching in UK organisations? When is coaching the best development intervention? The role of HR and L&D in managing coaching activities CIPD viewpoint Useful contacts Further reading Guides Coaching and buying coaching services Developing resilience: an evidence-based guide for practitioners Survey reports The coaching climate Resourcing and talent planning 2013 Books Everyone Needs a Mentor Designing, Delivering and Evaluating L&D: Essentials for Practice What are coaching and mentoring? Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. It is possible to draw distinctions between coaching and mentoring (as discussed below) although in practice the two terms are often used interchangeably. While the focus of this factsheet is on coaching, much of the analysis presented here is also applicable to mentoring. Training courses Value-added Learning and Development - Short courses - Training - CIPD Using Neuroscience to Develop Your Coaching Practice - Short Courses - Training - CIPD Conference details Social Media in HR Conference Social Media in HR Conference 2013 What is coaching? ...
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...Boeing Company Prepared by Ivo Ivanov, group 1323 Fac. number: 12114158 I. Introduction In March 1910, William E. Boeing bought Heath's shipyard in Seattle on the Duwamish River, which later became his first airplane factory. Nowadays Boeing is the world's largest aerospace company and the leading manufacturer of commercial jetliners and military aircraft combined. Additionally, Boeing designs and manufactures rotorcraft, electronic and defense systems, missiles, satellites, launch vehicles and advanced information and communication systems. As a major service provider to NASA, Boeing is the prime contractor for the International Space Station. The company also provides numerous military and commercial airline support services. Boeing provides products and support services to customers I 150 countries and is one of the largest U.S. exporters in terms of sales. II . Company overview 1. Vision People working together as one global company for aerospace leadership Boeing- The future of flight. . 2. Mission To be the number one aerospace company in the world and among the premier industrial concerns in terms of quality, profitability and growth 3. Objectives * Continuous improvements in quality of products and processes: Boeing commitment to steady, long-term improvement in their products and processes is the cornerstone of their business strategy. * A highly skilled and motivated workforce – The most important resource is human resource:...
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...The Importance of Communication in Resolving Team Conflict John Cathey 50023176 Manuscript Assignment MGT 567.01W: Managing Groups & Teams Abstract Organizations have been creating teams in an effort to improve communications, processes, respond to customers, or develop new processes or services. Conflict within teams is not new nor is it unexpected or always destructive. Organizations are looking at new ways to form teams and technology has increased the ability to form teams from diverse locations. Teams no longer must be formed from a single location, there are now virtual teams. These teams may be made up of members from different time zones or countries. There is also a new form of team to explore, communities of practice, a group of people that share information, insight, tools, and experience about a subject or area of interest (Kerno & Mace, 2010). What types of conflict arise in these types of teams, do managers need to manage the conflict differently, or does conflict affect these teams differently? This paper looks at the types of conflict found in each of these teams as well as the impact conflict can have on team productivity. It is important for those managers responsible for teams understand the impact of conflict and how to successfully manage it to ensure the team meets or exceeds the goals set by the organization. This paper will provide some insight to assist managers with that task. The Importance of Communication in Resolving Team...
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...Muda Mura and Muri | Lean Manufacturing Wastes Lean Manufacturing Wastes When people think of waste in manufacturing they usually only think about all of the scrap material that gets thrown away or if your lucky recycled, they often forget about all of the other actions that waste our time, our resources and our MONEY.. When someone who has had some contact with Lean Manufacturing talks about waste they are often talking about Muda, or the seven wastes (or 8+ wastes depending on your definitions), but they often forget the other wastes defined within the Toyota Production System; Mura and Muri. Muda, The Seven Wastes Muda is any activity or process that does not add value, a physical waste of your time, resources and ultimately your money. These wastes were categorized by Taiichi Ohno within the Toyota production system, they are; * Transport; the movement of product between operations, and locations. * Inventory; the work in progress (WIP) and stocks of finished goods and raw materials that a company holds. * Motion; the physical movement of a person or machine whilst conducting an operation. * Waiting; the act of waiting for a machine to finish, for product to arrive, or any other cause. * Overproduction; Over producing product beyond what the customer has ordered. * Over-processing; conducting operations beyond those that customer requires. * Defects; product rejects and rework within your processes. To this list of the original seven...
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...Station, Texas, USA Abstract Purpose – The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high-income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”. Design/methodology/approach – A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams. Findings – It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories, research and practices that underlie the development of efficient and effective teams. It demonstrates that recognizing the underlying individual differences, mental models, and assumptions that team members bring to the organization can help build teams that...
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...Counseling and Personnel Services University of Maryland, College Park The present study serves as an examination and documentation of referral and placement outcomes of English Language Learner (ELL) cases in Instructional Consultation (IC) Teams schools. Archival data from 838 cases (12% of which were ELL cases) within five mid-Atlantic public school districts implementing IC Teams were analyzed for outcomes using logistic regression. Results included statistically significant differences in ELL versus non-ELL student initial team referral (IC or other prereferral intervention team) and ultimate IEP Team referrals. Initial referral concerns also differed significantly between ELL and non-ELL students. IC Teams were found to be more effective than existing prereferral intervention teams in decreasing the special education referrals of ELL and non-ELL students. The results of the present study serve as a foundation for future research in the areas of at-risk ELL students and their referrals to prereferral intervention teams and special education. ENGLISH LANGUAGE LEARNER SPECIAL EDUCATION REFERRAL AND PLACEMENT OUTCOMES IN INSTRUCTIONAL CONSULTATION TEAMS SCHOOLS by Arlene E. Silva Thesis submitted to the Faculty of the Graduate School of the University of Maryland, College Park in partial fulfillment of the requirements for the degree of Master of Arts 2005 Advisory Committee: Professor Sylvia Rosenfield, Chair Assistant Professor Millicent I. Kushner Associate Professor William...
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...Grading 'Waiting for Superman' Dana Goldstein | September 23, 2010 Here's what you see in Waiting for Superman, the new documentary that celebrates the charter school movement while blaming teachers unions for much of what ails American education: working- and middle-class parents desperate to get their charming, healthy, well-behaved children into successful public charter schools. Here's what you don't see: the four out of five charters that are no better, on average, than traditional neighborhood public schools (and are sometimes much worse); charter school teachers, like those at the Green Dot schools in Los Angeles, who are unionized and like it that way; and noncharter neighborhood public schools, like PS 83 in East Harlem and the George Hall Elementary School in Mobile, Alabama, that are nationally recognized for successfully educating poor children. You don't see teen moms, households without an adult English speaker or headed by a drug addict, or any of the millions of children who never have a chance to enter a charter school lottery (or get help with their homework or a nice breakfast) because adults simply aren't engaged in their education. These children, of course, are often the ones who are most difficult to educate, and the ones neighborhood public schools can't turn away. You also don't learn that in the Finnish education system, much cited in the film as the best in the world, teachers are—gasp!—unionized and granted tenure, and families benefit from a...
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...guidance programme in schools if the current national policy on education is to have the desired impact. Perhaps, Durojaiye's (1972), Stand on the issue of guidance and counseling in our schools was one of the factors that influenced the formulation of the aspect of the new national policy on education that deals with guidance programme in schools today. Taking into consideration, our rapid educational and economic growth, he emphasized on the need for guidance and counseling in our educational policy. In his words; "We can see that the need for guidance and counseling in Nigeria becomes increasingly pressing as economic and educational strides are being made in the country. Each student needs to be helped to strengthen his abilities to make nice choices and to face problems encountered in society. Those who fall by the way side because of physical, intellectual or emotional inadequacy particularly need guidance"(p.72). In the above statement, Durojaiye points out clearly the fact that guidance and counseling is very important in our schools as it helps students to face the challenges of life and be useful to themselves and the society in which they live. However, granted we should emphasize the idea of guidance and counseling in schools, we must not lose sight of the fact that guidance and counseling practices...
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...HP- CISCO Alliance • • Executive Summary • • Despite HP- CISCO top management intentions and senior and middle management commitment to renewed alliance stalemate has reached, due to lack of clearly defined ground rules, absence of detailed plan of action, cultural disconnect in decision making and non availability explicit financial integration plan. • • Hurdles for the formal agreement between the two organizations • Change of management team • Both teams assuming that they are middleware spanning horizontally across Bus and vertically between top management and sales forces • Alliance team asking BUS to do activities , which might be beneficial to the organization’s whole but a loss proportion to the unit • Multiple interdependencies and potential for conflicts • Incentives stopped for HP sales staff for selling Cisco products • Training needs of managers to understand both technologies • Organizational changes for persona reason of employees • Absence of dedicated sales teams • Product overlap beyond limits • Non availability of performance metrics for individual business unit initiatives • Absence of clearly defined metrics for customer requirements • Alliance team members not meting regularly for lack of interactions • Demand for high level of management skills in the absence of formal authority • • Positive points ...
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...The Optimal Reference Book: Project Management Success Factors Extraordinary insight™ into today’s education information topics Table of Contents Why 70% of Government IT Projects Fail, Quality Project Management for Education Agencies .............................................................................................. 5 About the Author.................................................................................................... 8 Foreword................................................................................................................. 9 Selecting the Right Vendor to Manage Your Project .............................................. 11 Project Governance........................................................................................... 13 Project Risk ....................................................................................................... 14 Issue Management............................................................................................ 14 Education Agency Uniqueness .......................................................................... 14 Unfunded Mandates and Local Control............................................................. 15 ESP’s Quality Project Management (QPM) for Education Agencies ......................... 16 QPM Overview.................................................................................................. 16 QPM Principles...............................................
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...Anheuser-Busch Companies, Inc. Executive Summary Overview Sector: Consumer Staples Industry: Brewers Ownership: Public Parent: Anheuser Busch-Inbev Company A wholly-owned subsidiary of Belgium-based Anheuser–Busch InBev, is the largest brewing company in the United States. The company operates 12 breweries in the United States and nearly 20 in other countries. It was, until December 2009, also one of America's largest theme park operators; operating ten theme parks across the United States through the company's family entertainment division, Busch Entertainment Corporation. It is headquartered in St. Louis, Missouri. AB’s objectives as a corporation are: * To increase domestic beer segment volume and per barrel profitability which, when combined with market share growth will provide the source for earnings per share growth and improvement in return on capital employed. * To provide a great tasting fresh beer to our consumers by limiting self life to 110 days, and providing a “born on date” on all our products. * To build a high-performing, diverse workforce, while providing a safe, productive and rewarding work environment, in which all our employees can benefit. * To be a good corporate citizen and good neighbor in every community where we do business and promote the responsible consumption of our products. * To preserve and protect the environment and support communities where we do business, by complying with all applicable environmental...
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...History of Leadership Research Researchers have examined leadership skills from a variety of perspectives. Early analyses of leadership, from the 1900s to the 1950s, differentiated between leader and follower characteristics. Finding that no single trait or combination of traits fully explained leaders' abilities, researchers then began to examine the influence of the situation on leaders' skills and behaviors. Subsequent leadership studies attempted to distinguish effective from non-effective leaders. These studies attempted to determine which leadership behaviors were exemplified by effective leaders. To understand what contributed to making leaders effective, researchers used the contingency model in examining the connection between personal traits, situational variables, and leader effectiveness. Leadership studies of the 1970s and 1980s once again focused on the individual characteristics of leaders which influence their effectiveness and the success of their organizations. The investigations led to the conclusion that leaders and leadership are crucial but complex components of organizations. Traits Model of Leadership: Leaders versus Followers Initial investigations of leadership considered leaders as individuals endowed with certain personality traits which constituted their abilities to lead. The studies investigated individual traits such as intelligence, birth order, socioeconomic status, and child-rearing practices (Bass, 1960; Bird, 1940; Stogdill, 1948, 1974)...
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...LIST OF CONTRIBUTORS Solomon Appel Robert H. Ashton Reza Barkhi Metropolitan College of New York, New York, NY, USA Fuqua School of Business, Duke University, Durham, NC, USA Pamplin College of Business, Virginia Polytechnic Institute and State University, Blacksburg, VA, USA School of Management, University of Michigan-Dearborn, MI, USA College of Business Administration, San Diego State University, San Diego, CA, USA Department of Accounting, University of Arkansas at Little Rock, AR, USA Zicklin School of Business, CUNY – Baruch College, New York, NY, USA Belk College of Business, University of North Carolina at Charlotte, NC, USA College of Business and Economics, West Virginia University, Morgantown, WV, USA RSM Erasmus University, Department of Financial Management, Rotterdam, The Netherlands Mohamed E. Bayou Chee W. Chow Cynthia M. Daily Harry Z. Davis Nabil Elias Arron Scott Fleming Frank G. H. Hartmann vii viii LIST OF CONTRIBUTORS Fred A. Jacobs Frances Kennedy James M. Kohlmeyer, III Leslie Kren John Y. Lee Michael S. Luehlfing Adam S. Maiga School of Accountancy, Georgia State University, Atlanta, GA, USA Department of Accountancy and Legal Studies, Clemson University, SC, USA College of Business, East Carolina University, Greenville, NC, USA School of Business, University of Wisconsin, Milwaukee, WI, USA Lubin School of Business, Pace University, Pleasantville, NY, USA School of Professional Accountancy, Louisiana Tech University, LA...
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... The Forces for Change is a framework to help you understand today’s radically changing world and synthesize the breadth of complex, fast changing, interdependent factors Are all changes bad? Change can be uncomfortable and awkward but it can also be positive. FORCES OF CHANGE AND THEIR ACCOMPANYING VALUES FORCES OF CHANGE & ACCOMPANYING VALUES Turbulence Intellectual capital, Intellectual propert, ,information sharing Networking, innovation, R&D INFORMATION AGE K-Economy GLOBALIZATION DEVELOPMENT Autonomy, Pride, Dignity Independence, Indigenization “CultureBound” Customer Focus; Speed, Responsiveness; Continuous Learning; Accurate & Up-To-Date Information Quality; Value Added; Cost Effectiveness; Humanization; Ecological Specialisation; Objectivity; Materialism; SystemsOrientation MODERNIZATION WESTERNIZATION Individualism; Secularism; Freedom Of Expression; Consumerism INDUSTRIALIZATION Mechanization; Rational Thinking; Bureaucracy; Efficiency; Productivity; Mobility; Discipline; Mechanical Time Orientation; Reliability Stable 1800 AGRICULTURAL Revolution Time line Simple division of labor, labor intensive, Collectivism, sharing 2000 FORCES OF CHANGE & ACCOMPANYING VALUES Turbulence Intellectual capital, Intellectual propert, ,information sharing Networking, innovation, R&D INFORMATION AGE K-Economy GLOBALIZATION DEVELOPMENT Autonomy, Pride, Dignity Independence, Indigenization “CultureBound” Customer Focus; Speed...
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