...Topical Reference List: Inclusion of Autism Spectrum Disorder Students Lindsey Liermann Liberty University Abstract This paper includes a reference list of literature relating to components of successful inclusion for students with Autism Spectrum Disorder. In general, the literature seems to indicate what practices are effective for successfully including ASD students with typical peers, as well as, if inclusion is right for all ASD students. The literature includes evidence that the different components support students’ progress in general education settings. More empirical data needs to be collected to see if different components work for all students with Autism Spectrum Disorder while with typical peers. Keywords: students with ASD, inclusion, typical peers, successful strategies, perceptions of inclusion, support, and modification for students. Topical Reference List: Inclusion of Autism Spectrum Disorder Students Until recently, the common practice was to pull children with Autism or other disabilities out of regular education classrooms for majority of the day or even have them completely segregated. It seemed more efficient to provide specialized instruction in separate classrooms where children with Autism could received individualized attention without having to alter the mainstream curriculum that typical peers received. But, different practices were proposed in the 1980’s for greater efforts to “include”...
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...Inclusion is a widely discussed topic in all educational systems nowadays. It refers to placing students with disabilities in age-appropriate general education classes in their home schools, and ensuring that they receive the specialized instruction described by their individualized education programs (IEP's). According to PD Dr. Friedhelm Pfeifer a senior researcher at ZEW and a lecturer at the University of Mannheim School, inclusion is intended to give all children and adolescents, including those with disabilities, the opportunity of participation in the highest possible quality educational services in the community. Nobody should be left out. In fact, this is a worthy societal objective. It essentially seeks to take these two worlds, regular...
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...with regrets. I don’t want to live my life saying, “what if”. At this juncture I have the mental fortitude to keep going. One of my strengths is the ability to manage the time that it will take to do the leg work to attain this degree. I understand that the road will not be a crystal staircase, but one with bumps, potholes, dark places and unknown territory. Another strength is the ability to prioritize my workload. At this point, I understand what needs to be done; and I understand that it has to be planned in a timely fashion or things will not get done. I also bring the strength of being motivated. Motivation has brought me to this point. I realize that I have be motivated in order to get things done to complete a degree that I’m investing my time and spending my hard earned money. Those factors alone keep me motivated to move ahead. On the other hand, I need stamina and staying power in order to stay focused on the prize and seeing the light at the end of the tunnel. I need the support of God, family, friends and faculty to help and assist with this unknown territory. Failure is not in my repertoire. My vision is to keep my eyes on the prize and not be sidetracked because life happens to all of us and there will be blows and punches. One’s...
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...Providing for inclusion Introduction This report will aim to discuss the inclusion for special educational needs (SEN) students as well as those students with autistic spectrum condition (ASC). This report will discuss inclusive education and its history, as well as the social, political and philosophical arguments that impact upon it. The report will look at how educational practice is shaped by legislative and regulatory frameworks; it will also show how our own practice provides support for all children to achieve within mainstream education. Autism Spectrum Condition Autism is associated with a range of differences and difficulties typically related to core skills in reciprocal social interaction, communication and imagination (Wing, L.1996). ASC is ‘a lifelong developmental disability that affects the way in which a person communicates and relates to people around them’ (Wall, 2010. p. 7). Inclusive education Internationally, educational authorities are beginning to embrace a philosophy of inclusion in order to address their moral and social obligations to educate all children (Hodkinson, Vickerman, 2009). Inclusive education is concerned with the education and accommodation of all children within the classroom, regardless of their physical, intellectual, social or linguistic developments. A primary document which identified the way forward in reaching education for all through ‘inclusive education’ was the Salamanca Statement in 1944. The philosophy of the Salamanca...
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...1.0 Diversity Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). 2.0 Cultural diversity in workplace As the world becomes more global, it is more likely that the next person sitting close to you “belongs not to just to a different faith, but to the other part of the world as well”( Loveleena Rajeev, 2011 Buzzle.com). In our world today, where businesses or markets transcend all boundaries, cultural diversity in workplace needs to be properly understood to ensure a successful organization. In order to understand cultural diversity in workplace, it’s important to know that diversity refers to people who are culturally, racially and ethnically different from other. In this sense, people that belong to different demographic make ups and the life associated with that difference. It is also a term that not limited to physical appearances, but the ways we communicate, manage and think. There are some challenges in cultural diversity in workplace, like the rightness in conflict, judging others based of their upbringing, circumstances and religious beliefs. And also their varying ways of interpreting key words and valuing things in different ways. But there are many solutions to those problems, such as creating a common understanding among...
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...the composition of the new EC? What should they say? To whom? When? How? It would be wise for Voser to get in front of the negativity voiced by some members of the organization before it festers into discontent and organizational tension. “Voser did not think it appropriate to measure his commitment to diversity and inclusion by looking only at the group of eight people at the very top of Shell” (Sucher 2020, p.1). It is important that Voser points out that the creation of the new Executive Committee (EC) does not represent the efforts of the organization to be both diverse and inclusive. He should reaffirm throughout the ranks that the mission will continue to be diversity and an atmosphere that encourages inclusion. It is pretty obvious from reading the case that the committee does not adequately reflect the culture that has been devised within the Royal Dutch Shell Company. I feel that it is important that this issue of negativity be dealt with and not overlooked. If left unattended it could lead to distrust, skepticism, and low morale amongst the employees. It should be handled properly and promptly before the situation becomes critical. As a new CEO, Voser needs to quickly clarify his position of diversity to gain trust and begin to build a good relationship with him employees. These efforts might start by having a session with the top levels of management to clarify his intent concerning the formulation of the committee. It is particularly important that he does not lose...
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...In the video Christopher’s Story inclusion seemed to be the best situation for Christopher. The reason that I state this is because being included and accepted by his classmates. This has helped particularly with his physical therapy. When his therapist would come to do therapy with him, he did want to do it, but later he would enjoy doing with his classmates. It has helped him feel more comfortable with things around him. This can be beneficial for everyone for the reason that children learn more when they are comfortable. This is particularly true for kids with exceptional needs. Christopher has a great support system. He was provided with a physical therapist that would make sure that he was not only taken care off at school, but she...
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...increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. About DTTL’s commitment to diversity and inclusion DTTL was a founding signatory to UN Women's Empowerment Principles (WEP), launched by the United Nations Women and the United Nations Global Compact. DTTL is also a member of the IM WEP Leadership Group, which was created to help further promote the principles. DTTL and its member firms also contribute to the ongoing diversity and inclusion dialogue via thought leadership. This year, the DTTL Center for Corporate Governance issued its annual report, Women in the Boardroom: A global perspective. Additionally, the DTTL Global Diversity team collaborated with Forbes Insights on its report Diversity & Inclusion: Unlocking Global Potential, which features a Deloitte member firm case study. How does diversity effect workplace before and after globalization? Globalization as a process leading to greater...
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...The inclusion of individuals with ASD into mainstream classroom settings first began with the introduction of the Education of All Handicapped Children Act of 1975 and later reauthorized as the Individuals with Disabilities Education Act (IDEA) in 1990. These laws ensured that all children no matter their disability were included into classroom settings, even though they may not have been given the proper learning environment needed to succeed. Inclusion in the education system has created a lot of controversy among teachers, parents, and other individuals that may be affected by this topic. This controversy represents the decision to incorporate students with Autism Spectrum Disorder (ASD) into mainstream classrooms rather than special learning...
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...Unit 054 Principles for implementing Duty of Care in setting outcome 1 1. Explain what it means to have a duty of care? Duty of care in childcare settings means to keep children and young people safe, protecting them not only from physical harm but also from neglect, emotional and sexual harm and abuse. It is guarding the rights of the child in your care, as they have the right to be independent and to be treated with respect and dignity. This also includes respecting their rights, cultural beliefs and values of their parents and families. 2. How duty of care contributes to the safequarding or protection of individuals? In my role I have a duty of care to raise any concerns I may have about any aspect of my work. These can range from inadequate working conditions, poor equipment, and poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If I do not work in this way, I could be considered negligent or incompetent. If I am in any doubt at any time, I must discuss any issues I have with my supervisor / manager. Outcome 3 1. Describe how to respond to complaints Within my setting any complaint is handled seriously. All complaints...
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...orientation. Patrick & Kumar (2012) states that in promoting diversity in the workplace there should be understanding, acceptance, appreciation and respect of each individual’s differences and uniqueness. The effective management of diversity allows all employees no matter their difference to reach their true potential and to maximize their contributions to the goals of the company. Greenberg (2004) stresses that the level of success an organisation achieves will depend on its ability to effectively embrace diversity. The effective management of workplace diversity carries with it benefits to both the organisation and the employee. A benefit to the organisation includes increasing the company’s flexibility and its ability to meet customer needs. According to Nataatmadia & Dyson (2005) research has shown that diverse groups tend to be more creative and flexible than homogeneous groups. Creative employees are encouraged to explore, and are known for their open-mindedness. Employees from diverse backgrounds and with a diverse set of experiences and talents can provide a greater variety of ideas which can be the birth of new innovations for the company (Greenberg 2004). Companies that foster workplace diversity can positively influence employees to perform at their highest ability and increase company productivity resulting in higher profits for the organisation (Greenbertg...
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...employees, while remarkably diverse in background, training and life experiences, are all motivated by innovation and their mission of providing products that save and improves lives around the world. Under the leadership of Kenneth C. Frazier, who serves a threefold role: Chairman of the Board, President and Chief Executive Officer, Merck and Company reflects its corporate values and guides in day-to-day decision making. Merck recognizes that the world is changing and they have to keep up with the changing demands. The company’s vision is “a commercially sustainable business that both increase the accessibility of products globally and helps build local capacity for quality, healthcare services for those who need them most. Background Merck and Company is an innovative, global healthcare leader that is committed to improving health and well-being around the world. Merck and Company is a very unique leader in its diversity outlook. The company, sort of like IBM, encourages diversity through their employees by: Diversity Acknowledges contributions of their employees around the world and are committed to creating a workplace that is open, welcome and respectful to all employees Ethics They work hard to make sure that the company lives up to their own high standards each and every day Openness and Transparency The company strives to operate openly and transparently in...
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...The Microsoft mission regarding global diversity and inclusion is to create an environment that helps Microsoft capitalize on the diversity of its people and the inclusion of ideas and solutions to meet the needs of its increasingly global and diverse customer base. Product Lines Microsoft software products are divided into eight main families. These include Windows, Servers, Business Solutions, MSN, Office, Developer Tools, Games and Xbox, Windows mobile. The other software products and services are divided into four main categories. These include Home and Entertainment, Hardware, Finance, Books and Training. Distinctive Competencies These competencies are known as Microsoft Competencies According to Microsoft, the objectives of the Microsoft competencies are to help business partners differentiate their skills and expertise to customers, extend their market reach, align their business with relevant Microsoft marketing initiatives and form closer relationships with other partners. This is inline with the concept of core competency. Our History From a renovated gas station in Burlington, Vermont, to far-off places with names we sometimes mispronounce, the journey that began in 1978 with 2 guys and the ice cream business they built is as legendary as the ice cream is euphoric. Their mission: Preserving and expanding Ben & Jerry's social mission, brand integrity and product quality, by providing social mission-mindful insight and guidance to ensure we're making the...
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...global economy and the demographics within our own country continue to change at a record pace, the ways in which we conduct business must change as well. We must embrace difference as a competitive advantage to our own success. From different cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs, wants, and expectations of their customers. Diversification of thought is the driver of innovation. Leveraging our differences for a competitive advantage does not necessarily come easy. It is not simply “common sense” and it is not achieved by just “getting along.” Successful diversity and inclusion (D&I) initiatives require a strategy that is inextricably connected to the organization’s overall business goals. There must be a strong connection to the business and senior leadership support in order for any initiative to be successful. Many organizations wrestle with myriad questions when putting together and executing a D&I strategy. The success of a D & I initiative is dependent upon employees clearly understanding the business case and their individual role in creating an inclusive workplace. Success requires the message and the approach to be compelling, consistent...
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...' Organisations can't thrive and grow if everyone in them thinks and behaves the same way. Having a diverse workforce with people from different racial, educational and social backgrounds and a diverse age range opens up a wealth of possibilities and helps to encourage creativity and foster innovation. There's also a clear competitive advantage to be gained from employing a diverse workforce. An organisation with a diverse range of employees is well placed to understand the needs of a wide range of customers, and can interact with a broad client base. Not only that, but it is also in a good position to recruit and retain staff in an increasingly diverse and competitive labour market. Embedding diversity of thought throughout an organisation also means that talent can be properly recognised and nurtured - wherever it may be. The best starting point for any organisation is to develop a good equality and diversity policy, backed up by a concrete plan of action. Acas experts can visit your organisation to help you understand what needs to be done to address a range of issues related toequality and diversity and then work with you to develop practical In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which...
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