...Appropriate Behavior Expectations Case Study Alice (Rene’e) Hughes ECE 201: Introduction to Early Childhood Education Behavioral Management Instructor: Jen Alexander 12/13/2013 Some teachers have different expectations for their students. The expectation that is more familiar than others is to follow directions at all times, if a child is seven, or eight years old you cannot expect them to follow all the rules all the time, because they are maturing and have to be taught this skill, but when dealing with problem behavior in the classroom this is a serious matter, when it come to the teacher and principals, not only does misbehavior affects the teacher’s ability to teach, it also affects the student’s ability to learn, because that child is posing a disturbance. Classroom management is very important and if it is disturb by occasional talking when it is inappropriate, or not following a simple task assigned by the teacher, because these are less serious discipline problems they should be handled by the teacher, immediately, but the more serious disciplinary problems need to be handled by the teacher, principal, guidance counsel and social worker, because that type of inappropriate behavior cannot be tolerated, especially if the children are witnessing it and they may feel as if they can behave the same way. I think expectations should be clear, straight forward, and precise. The three expectations for appropriate classroom behavior for young children are: Walk in the hallways;...
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...EDA 505 Syllabus The College of Saint Rose EDA 505- Introduction to Educational Leadership & Administration Instructor: Dr. Rich Hawkins Home Address: P.O. Box 707, Moriches, NY 11955 Phone & fax: 631 909 1388 ; 631 909 1452 Email: drrjh@optonline.net Course Description: The purpose of this course will be to explore the organizational setting in which schools function. Students will acquire an overview of organizational theory, culture, leadership, change, conflicts, and decision-making. Through involvement in self-study, class participation activities and discussions, individual projects, research and writing, students will gain insight regarding their own potential as school leaders. Students will be expected to begin developing their individual Professional Development Portfolios(PDP). Thisenables you to focus on your future developmental needs as an education leaders. The PDP will be a useful guide in your professional development throughout future EDA courses in general, and in particular will be used in conjunction with anNational Council for the Accreditation of Teacher Education (NCATE) rated Reflective Essay that will be completed at the end of your internship. Your portfolio will in part focus on the National Policy Board for Educational Administration’s “Standards for Advanced Programs in Educational Leadership”and the New York State Standards.These standards called the ELCC (Educational Leadership Constituents Council) Standards...
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...Challenging Behaviors in the Preschool Classroom Challenging behaviors come in many shapes and sizes. Some children have tantrums, others may go hide in a corner and some may even get extremely aggressive. The underdeveloped or emerging language and social/emotional skills of preschool children can lead to challenging behaviors in the classroom when they cannot communicate their needs. Finding strategies that will enhance the development of their language and social/emotional skills will help to deter the challenging behaviors. Smith and Fox (2003) (qtd. In Powell, Dunlap, and Fox 26) define challenging behavior in young children as “any repeated pattern of behavior, or perception of behavior, that interferes with or is at risk of interfering with optimal learning or engagement in prosocial interactions with peers and adults.” Challenging behaviors can be a behavior that encumbers the child’s development of their social, cognitive and emotional skills (Kaiser and Rasminsky 7). Some of these behaviors can be harmful to the child themselves or to other children or adults. Many adults tend to put labels on those children with challenging behaviors. Kaiser and Rasminsky stated “A Rose by Any Other Name” (9), here are some of the labels many of us have heard or even used ourselves, ”High maintenance, noncompliant, disruptive, and out of control” just to name a few (Kaiser and Rasminsky 9). When labels are used to identify a child with those challenging behaviors, the child basically...
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...Behaviors That Challenge Children and Adults The Teaching Pyramid A Model for Supporting Social Competence and Preventing Challenging Behavior in Young Children Lise Fox, Glen Dunlap, Mary Louise Hemmeter, Gail E. Joseph, and Phillip S. Strain Lise Fox, Ph.D., is a research professor with Louis de la Parte Florida Mental Health Institute at the University of South Florida in Tampa. She conducts research and training and develops support programs focused on young children with challenging behavior. Glen Dunlap, Ph.D., is a professor of child and family studies and director of the Division of Applied Research and Educational Support at the Florida Mental Health Institute. Mary Louise Hemmeter, Ph.D., is an associate professor in the Department of Special Education at the University of Illinois in UrbanaChampaign and the principal investigator of a five-year project to enhance the capacity of Head Start and child care providers to address the social and emotional needs of young children. Gail E. Joseph, Ph.D., assistant research professor at the University of Colorado at Denver, has been engaged in several national projects focused on professionals working with children with challenging behaviors. Phillip S. Strain, Ph.D., professor in educational psychology at the University of Colorado at Denver, has designed comprehensive early intervention programs for children with autism or severe problem behaviors. Development of this article was supported...
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... c. team d. community e. organization (e; Easy; Organization; p. 6) 49. In order to predict human behavior with any degree of accuracy, what sort of variables must be taken into account? a. global b. general c. dependent d. non-reactive e. contingency (e; Moderate; Contingency Variables; p. 16) 30. Operant conditioning argues that _____. a. behavior is reflexive b. behavior is unlearned c. behavior is a function of its consequences d. the tendency to repeat a behavior is very strong e. the tendency to repeat a behavior is instinctual (c; Moderate; Operant Conditioning; p. 56) 38. Social learning theory would best describe the learning in what situation? a. An employee works through lunch several days in a row after being told by her boss that she will receive extra pay. b. A man learns how to perform yoga by watching a videotape of a yoga teacher. c. A child always addresses his grandmother politely after he is given candy as a reward for his good manners. d. A man stops wearing brightly colored shirts to work after being teased for doing so by his co-workers. e. A postal worker’s pulse rate rises whenever she approaches a house where she has been bitten by a dog before. (b; Challenging; Social Learning; p. 57) {AACSB: Analytic Skills} 54. The application of reinforcement concepts to individuals in the work setting is...
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...Model |Description |Limitations |Notes | | |Biological Model |Examine the presence of atypical development and |Cannot provide all the information|Looks at behavior from an organic standpoint. | | |sequential behavioral differences. Neurological and |needed by educational personnel in| | | |Neurochemical factors, chromosomal abnormalities, |the delivery of educational and | | | |prenatal difficulties, gene defect, postnatal brain |behavior support. | | | |damage. | | | |Developmental Model |As children age, they proceed through several stages |Model fails to inform us |Piaget: Assimilation- fit new stimuli into | | |of development, own unique set of characteristics. |completely in how to adapt to |their comfort zone. | | | |children with atypical |Accommodation- children modify their cognitive | | | ...
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...is face with the conflict which he or she can adapt to, rebel against, move beyond, or conform to. People are usually labelled as a, conformist or a rebel. A conformist usually develop the tendency to conform within small groups or/and society, from subtle unconscious influences, or direct and overt social pressure. People often confine to conform from a desire for a sense of security without the risk of social rejection from peers. Whereas a rebel, refuse to obey rules or accept ‘normal’ standards of certain behavior or looks, usually motivated by a sense of freedom by self – determination aimed to revolutionize. Nonetheless the act of conformity and being rebellious can have its bad and good effects depending on the situation. A simple example of ‘good’ in conformity like driving on the correct side of the road to prevent confusion and accidents can be seen as a beneficial conformity. Positive conforming like this, allows one to learn and adopt appropriate behaviors required to relate and develop correctly within a society without being perceive as seclusion. There’s also ‘good’ in the act of rebellion as it can be seen in history during the Third Servile War (1098-71 BC), when Spartacus along with the slaves rebelled against the cruel Roman republic. With careful plotting and only using kitchen tools as weapons, a great battle took place leading victory for the slaves but sadly Spartacus perished among the battle. People are motivated to rebel in order to escape suppression...
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...ever-changing business environment. However, the human capital behavior is extremely complex to understand and manage. Hence, it is important for the management to value Organization Behavior (OB) highly and continue to practice scientifically established methods. Organization behavior principles help the management to effectively manage the human behavior to be successful in the paradigm-shifting business environment of 21st century. There is growing research evidence that employees’ psychological capital is positively related to their performance and desired attitudes. Investing in this human capital results in desired performance outcomes such as increased productivity and customer satisfaction (Luthans, pp. 6). The current work-force is increasingly mobile, spread over globally, culturally diverse and a heterogenous mix of computer literacy. It is evident that such a work-force has created great challenges to the management in performance management, sustaining the intellectual capital and minimizing associated expenses. Monetary incentives alone are not effective in the current environment. Businesses can no longer offer or sustain job security to employees. Hence, in order to keep the employee morale high, it order to sustain reasonably good performance from its human social capital, the management needs to invest in organization behavior and its principles. Understanding, predicting, and management of human behavior helps...
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...Importance of Understanding How People Form Perceptions In the case of Joe Salatino, he is the new president of Great Northern American and he bases the success of his company by the amount of money he pays the employees. The firm’s salespeople sell millions of products each year. The lead person of this telemarketing company believes that spending money on commissions and bonuses is necessary to keep his salespeople motivated. The company uses all kinds of motivational tactics in the salesroom to keep the employees engaged at work. Many of Joe’s top workers earn thousands of dollars a year plus commission, but usually it takes about a year for an employee to build up their clientele. With in the article it goes to discuss how the salespeople go above and beyond to build a strong relationship with the customers. Joe believes it increases sales when the employees for a memorable relationship with the customers. As a result, when Joe is looking to hire new people; he looks for them to have great communication skills, be highly motivated and considerate. Finally, Joe looks for workers that know their strengths and weakness and thrive to take the initiative without having to be direct all the time. In the workplace, perceptions quickly become formed whether accurate or artificial. Perceptions and inaccurate assumptions of work habits, personal relationships are mostly form over company gossip. Joe Salatino needs to explain to his employees that perceptions in the workplace can...
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...Organizational behavior process in the workplace includes knowledge of the understanding of perception and its link to learning, emotions and attitude, and organizational culture. With perception and learning these two primary activities in human behavior are important aspects in the workplace. These elements are always around us; how one is perceived is a major factor in the workplace. In society there is a process on how we break ourselves and others down by belonging to different societal groups like culture, gender, or profession. Human being inherently want to feel good about themselves even in the workplace and associate with the groups that tend to make them feel that way. Through the use of interactive learning tools such as training, meaningful interaction, and accountability employers are minimizing the biasing effects of stereotyping and making to wrong judgments based on perception. “Organizing people and objects into preconceived categories that are stored in our long term memory” (McShane & Von Glinow, 2010, p.70). A final perceptual activity about a person can influences their behavior to act in a consistent manner with those beliefs. There are perceptual errors found in the workplace which managers must strive to minimize perceptual biases by improving perceptions through empathy and self-awareness. There are three fundamental ways in which we learn: behavior modification which is learning through reinforcement, social learning theory which is learning...
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...Organizational behavior is an academic discipline concerned with describing, understanding, predicting, and controlling human behavior in an organizational environment. Organizational behavior has evolved from early classical management theories into a complex school of thought—and it continues to change in response to the dynamic environment andproliferating corporate cultures in which today's businesses operate. "The task of getting organizations to function effectively is a difficult one," wrote David A. Nadler and Michael L. Tushman in Hackman, Lawler, and Porter's Perspectives on Behaviors in Organizations. "Understanding one individual's behavior is a challenging problem in and of itself. A group, made up of different individuals and multiple relationships among those individuals, is even more complex…. In the fact of this overwhelming complexity, organizational behavior must be managed. Ultimately the work of organizations gets done through the behavior of people, individually or collectively, on their own or in collaboration with technology. Thus, central to the management task is the management of organizational behavior. To do this, there must be the capacity to understand the patterns of behavior at individual, group, and organization levels, to predict what behavior responses will be elicited by different managerial actions, and finally to use understanding and prediction to achieve control." The Behavioral Sciences Organizational behavior scientists study four primary...
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...Organizational Restructuring | Organizations are human systems and their system structure includes the worldview, beliefs, and mental models of their leaders and members. Changing organizational behavior requires changing the belief system of its personnel. This process of changing beliefs is called learning. Effective learning requires clear, open communications throughout the organization. Organizational performance ultimately rests on human behavior and improving performance requires changing behavior. Therefore organizational restructuring should have as a fundamental goal the facilitation of clear, open communication that can enable organizational learning and clarify accountability for results. Since the world is continually changing, continuous organizational learning is necessary to stay up to date. Organizations that cannot or will not learn will become obsolete. Leaders should periodically examine the organizational structure of their enterprise to assure that it continues to provide an environment for organizational learning. A non threatening, development focused performance appraisal process can be an effective organizational learning tool. The points of leverage in organizations are the beliefs and worldview of their leaders and decision makers. The sense of purpose, vision and commitment of an organization's leadership play a critical role in the results it can accomplish. | Symptoms indicating the need for organizational restructuring....
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...Challenges of Teaching Students with EBD Toni Parkes GCU: SPE 513 July 22, 2015 Challenges of Teaching Students with EBD Education is one of the most significant factors of life for everyone. It lays the foundation for intellectual development and plays an important role in shaping students’ futures. Many students would rate their school experience as positive. Others would disagree. There is a small percentage of students struggle daily, exhibiting severe behaviors which impede their ability to function in a school setting. They display delays in their learning and often require a different approach to their learning. These students have been identified as having emotional and behavioral disorders. They require intensive interventions to help manage and remediate their behavior. These students have the most challenging behaviors, they are often emotionally unstable, and oppositional in most situations where change is involved. Students with EBD are served in a variety of settings including the regular classroom. They encounter academic challenges and can pose as a potential threat to the teachers and their peers. It is important for educators to know and understand the rights of the students with EBD in their classrooms. They also need to research and implement effective strategies to use with the students. To best meet all the needs of the student, schools should create a special education team consisting of a special education teacher, regular education teacher...
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...are, offer rewards for results, If you aren’t doing the most you can to ensure that your team members are happy, motivated, and truly involved in the business, then you are doing a disservice to yourself, your team. What is Personal Accountability? being willing to answer for the outcomes resulting from your choices, behaviors, and action “When you’re personally accountable, you take ownership of situations that you’re involved in. You see them through, and you take responsibility for what happens good or bad. You don’t blame others if things go wrong. Instead, you do your best to make things right. In the workplace, accountability can go beyond your own tasks. For example, you may be held accountable for the actions of your team. forming stage, personal relations are characterized by dependence. Group members rely on safe, patterned behavior and look to the group leader for guidance and direction. Group members have a desire for acceptance by the group and a need to be known that the group is safe. They set about gathering impressions and data about the similarities and differences among them and forming preferences for future sub-grouping. Rules of behavior seem to be to keep things simple and to avoid controversy. Serious topics and feelings are avoided. The major task functions also concern orientation. storming, is characterized by competition and conflict in the personal-relations dimension an organization in the task-functions dimension.As the group members attempt...
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...Benjamin Genous DeVry University Week 6 Assignments –Case Study Management 303 1. Brief describe the five kinds of power available to leaders and/or managers. I. Reward power, means an employee believes they are going to get some type of reward for doing their job. The reward could be pay, days off, etc. The employee believes the reward will be coming from the supervisor. II. Coercive power is a supervisor intimidating an employee to do the work or they can be fired or demoted. This can be compared to someone having a power trip complex. III. Legitimate Power, does an officer believe that the orders being given are true even if they may be coming from a higher power that does not normally give out orders to the police. An example used is an officer receiving powers from the Chief of Police and the commanding officer follows through to make sure their officers are conducting the instructions. The officer believes in his commander as he works with them all of the time and although the Chief is the highest manager, the officer knows that the commander is the one who will be making sure follow through takes place. IV. Referent power is when one person has an attraction somehow to the person giving the power. The individual will basically do anything the person with power says because the attraction is so strong. An example could be a group of teens with one teen just trying to become one of the members and they tell him to jump off a bridge. The outsider...
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