...Classroom and Behavior Management Plan Dr. Renee Murley Learning in the Urban Environment ICL 7709 July 31, 2009 Rules and Procedures On the first day of class, the students and I will have a conversation about my expectations and the students’ expectations for the classroom. From these expectations, together, we will create a set of guidelines for conduct in the classroom. We will also discuss common occurrences in the classroom such as late arrival, preparation for class, etc., and how they should be handled. From this class forum, we will derive the rules and procedures that will govern our classroom. Whereas, not all rules and procedures will be negotiable, we will discuss the meaning, rationality, and fairness of each rule, and also how these rules fit into the framework of the school’s guidelines. This is done with the idea in mind that if students have a part in creating the classroom rules and procedures that they will be more apt to follow them. These rules will be posted permanently in the classroom, on the teacher’s website, and also printed in written form so that the information may be given to the students, parents, and administrators. General guidelines for behaviors will be as follows: 1) Be respectful of the thoughts, feelings, personal space, and property of others and self. 2) Be on time and prepared for class. 3) Be in your desk and prepared to work when the bell rings. 4) Do ask permission before speaking or getting out of your...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strategy Strengths Weaknesses Collaborating By working together can lead to creative solutions. Time and energy Compromising Serving the common good of the team If others cannot compromise Accommodating Serving others needs to come to a conclusion Other team member’s ideas are lost. Competing Generating lots of ideas Can cause conflict Avoiding If an underling issue exists the team can focus at the task at hand. Team member do not submit ideas 2. Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words. A good manager will know how to resolve conflict in the work place by reducing hostility and aggressiveness which must address the needs and concerns of everyone involved including the manager. By addressing all the teams needs would give greater satisfaction to everyone involved and a feeling of resolution. Compromising – This strategy may serve all the team’s needs, the manager can explain to all parties involved that some compromise needs to exist to serve everyone needs and to show them the way they will all benefit. 3. If the selected strategy is not successful, what is your alternate strategy...
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...Conflict Management Plan MGT/311 Version 1 1 University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strengths Strategy Weaknesses Could potentially cause poor relationship between competing parties. Reach solution at the expense of others. Time consuming to gain agreement on solution. Mandates effort for all parties involved. Competition Provides a quick resolution. Confront unpopular actions. Collaboration Avoidance The ability to solve initial issue. Builds relationship for future projects. Shared responsibility of resolution. Less stressful because of win-win outcome. Avoids disruption. Buys time to gather thoughts. Failure to reconcile differences of original conflict. Negligence of having a resolution. Temporary solution. Management puts his or her goals on hold so others can achieve their goals. Requires extensive cooperation. Temporary solution. A potential lose-lose situation because parties might not be satisfied. Need for monitoring to ensure that each party lives up to their end of the bargain. Can not be used for complex issues. Accommodation Compromise Allows the ability access the situation from every angle. Preserves future relationships. Ability to prioritize issues that are more important. Efficient resolution. Effective for non complex issues. 2. Which of the available conflict...
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...M2: Disaster Management Plan Karen V. Jenkins ATSU-SHM In creating a disaster management plan there are many factors that need to be incorporated in the plan. The plan should consist of a series of documents, tasks, teams, training, exercises, and drills according to the mission statement. With all these things in mind as a health care planner I would prepare a set of plans for different potential disasters. I would group disasters into bioterrorism, infectious disease, food and drug contamination, and financial disaster to name a few categories. From these categories I would start to make plans. In getting started to begin the planning process it is important to establish a policy and understand the organization structure. In doing this an emergency preparedness policy statement must be written as well as a defined organizational structure with a clearly defined chain of command established. These steps will make it easier in keeping track of what needs to be achieved and in assessing who has what responsibilities. Some of these documents will overlap in the collaboration of different organizations. Yet, I feel that the difference will be in who will have the controlling factor depending upon the disaster response in the chain of command. This assessment will take place in the planning process by identifying hazards, risks, and assets of the plan. This allows for the most competent health professionals to take control if a set of disasters occur. Competency...
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...Employee Portfolio: Management Plan Charles Allen MGT 311 November 19, 2012 Michael Ventrone Employee Portfolio: Management Plan Riordan Manufacturing has put into action a management proposal to build up their ability of supervising employees. They have asked a small number of workers to complete self-assessments in relation to their job satisfaction. These self-assessments will permit management to find out the personalities of the employees and find out how these characteristics have an effect on Riordan Manufacturing. Self-assessments evaluated job satisfaction, passion, how their feelings influence them, and how they make choices. After a careful examination of the self-assessments, further suggestions will be on hand to support Riordan Manufacturing expand with a better viewpoint on the organization and enthusiasm of their staff. The participants in the Riordan manufacturing self-assessments are Bessie Boyd, Brenda Mitchell, and Juan Hernandez. The following self-assessments were administered to the employees: How Satisfied Am I with My Job?, Am I engaged?, How are you feeling right now?, What’s my affect intensity?, What’s my emotional intelligence score?, Am I a deliberate decision maker? Administration may perhaps classify their strengths and weaknesses and how to manage them centered on the self-assessments of each employee and build a plan on how to rank employees in a locale where each member of staff will feel more connected in their occupation...
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...Management Plan Deanne Holland May 30, 2015 MGT/311 Carla Kuhlman There are very many different levels of managing a team of people. When managing these people it is very important to remember that everyone has different personalities and very different ways of viewing ideas. With this being said, as a part of the management team, it is very important to learn the very complex differences in the team that someone has chosen. In this summary there are three very different people that were surveyed and each one of them has something different that they have to offer to a team. One of the individuals in this survey has a very high motivation to learn and give direction, while the other two are very caring to the needs to the others in their group and the customers that they serve. In any case each offers a different style and a very unique perspective to the team. Motivation is the key to this team and allowing them to serve the needs of the team and to themselves. If for any reasons that one part of the team feels like they are not doing their part of given the credit that may be so deserved then the team may not deliver to their full potential. So as the manager of this team it very important to try to figure out who fits where and where their greatest strengths are. Once this task has been achieved then your team can feel secure in knowing that they are going to fulfill the needs of the company and their own personal needs for growth as an individual. Managers not...
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...There are five major types of strategies that management could use to resolve conflicts in the work area. The five strategies are accommodating, compromising, collaborative, avoiding, and competing. Depending on the urgency and the type of conflict in the workplace, will decide what conflict strategy would be used to resolve the conflict at hand. Recognizing the conflict and the conflict management strategies strengths and weaknesses will assist management in developing a conflict management plan to solve the conflict between David and James. Each of the five management strategies has its own strengths and weaknesses that management needs to be aware of in order to settle a conflict. The accommodating strategy is low in assertiveness and high in cooperation. This strategy puts the others needs or interest before his or her own just to maintain a harmonious relationship. In certain conflicts this could be fine because it allows the other party to feel like they have won the conflict, which could lead to a faster resolution. The problem with the accommodating strategy is the outcome is of low importance. The compromising strategy is moderate assertiveness and moderate cooperation. Using the compromising strategy there is no clear winner or loser. The compromising strategy is defined as “giving up more than you want”. This strategy is used as a temporary solution to the conflict not a permanent one, which could create a bigger problem later. The compromising strategy...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Personal Interview and review |Lets the employees say what they want |Might cause them to lie to make the other | | |behind close doors, so they can speak |employee look bad | | |freely | | | |Lets management get an outside look of the |Some employeed may be biased already towards| |Ask other coworkers their knowledge of the|problem and talk to other employees |the situation | |incident | | | | | | | | |Will allow a definitive look into what is |Could cause HR problems and worker strike | |Place cameras and supervisors to watch |happening on the line and let other |because they are being filmed while...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strategy | Strengths | Weaknesses | Conflict Avoidance | Walking away from conflicts allow time for each parties involved to calm down, take a breather and think about what to say before re approaching the situation. | Avoiding conflicts means there was no solution to the problem or situation. Unresolved problems or situations can intensify overtime. | Conflict Intervention | A mediator can sit down with the parties involved in the conflict to help them come to a mutual agreement. | The mediator showing favoritism by choosing one party over the next which will escalate the situation instead of coming to a resolution. | Compromise | A deliberation with the parties involved which may or may not include a mediator to come to a mutual understanding that is beneficial to both parties | People who compromise sometimes feel as if they gave up too much or receive too little and are sometimes looked at as being weak. | Effective Communication | Expressing ones feelings assertively and not aggressively can lead to a happy medium with both parties involved. | Playing the blame game will heighten the situation instead of solving it. | Competition | Work to develop a common understanding and agreement, not trying to determine who is going to win or lose. | Viewing the situation as a competition where as one has to lose will not only...
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...Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strategy | Strengths | Weaknesses | Accommodating Strategy | High on cooperation. Entails giving the opposing side what it wants. Appeases others by downplaying conflict and protecting relationships within the team. | Low on assertiveness. May develop resentment. Credibility and influence can be lost. | Avoiding Strategy | Reserved for trivial issues. Allows for parties involved to cool down. | No assertiveness and no cooperation. Those who avoid conflict have low esteem or hold a position of low power. Postponing an issue may make matters worse. | Collaborating Strategy | High cooperation and high assertiveness. Mutually beneficial outcome for all. Teamwork and cooperation help everyone achieve their goals while also maintaining relationships. | The process takes lots of time and energy. Some may take advantage of other people’s trust and openness. | Compromising Strategy | Both sides of a conflict to give up elements of their position in order to establish an acceptable solution. Team members hold equivalent power. | Each team member has to give up something, and intentions are not always fixed. Important values and long-term objectives can be derailed in the process. | Competing Strategy | High on assertiveness. Short-term outcome. | Low on cooperation. Fails or does not work in the long run. Can escalate conflict, and losers...
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...Surname: Presented to Institution Name, Location Date Management plan Introduction The management of wetlands such as that of Milperra Bushland involves all the activities that can be conducted within and without the wetland regions. These activities can either be natural or manmade depending on the constrains and limitations that the management team is facing. The main aim of all these activities is to protect, manipulate, restore and provide for the functions and values the wetland areas. Management of wetland areas can be done through making sure that all the constrains and limitations hindering the achievement of the management team are technically dealt with. A range of constrains and limitations of managing Milperra Bushland as one of the sensitive wetlands within Australia include: Financial limitation This is experienced not only by the managing team of Milperra Bushland but almost all wetland in Australia have this problem. Financial limitation can be shown by the median funding level that has been reported by about thirty three rehabilitation projects in Australia. This amounted to about $ 30, 000 every year. This is technically this cannot support a full time employed skilled personnel (Helmsman, 1991). Time limitations Time limitations have been depicted by an assessment of about thirty rehabilitations projects. It is expected that to completely rehabilitate a wetland over a decade is technically required. There is a dire need to make...
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...Employee Portfolio: Management Plan Barbara Mozley February 17, 2014 MGT/311 Organizational Development Steve Broe Employee Portfolio: Management Plan In this summary I will discuss how the series of self-assessments results employees had taken to aid myself in how to manage the employee’s better. With the assessments I have received back from the employee’s, I need to create an Employee Portfolio for each of the employees to help guide in developing ways to best manage them. How might these three employees characteristics affect the performance of the organization and are there any recommendations for additional assessments[?] All in all I believe these three employees’ characteristics have a positive effect on the performance of the organization and are self-motivated, self-actualized employee, and the employee who needs close supervision is when management can provide an environment in which the employee’s enjoy what they do and feel like they have a purpose and have pride in their work. One thing I did notice though is that management does need to help the workers to develop skills for better work performance as well as to be able to advance in the company. Also management needs to give employee's a clear sense of direction of what their job scope is and have a clear picture of what work needs to been done. Management needs to take...
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...Property name: ________________ Address: ________________ Owner: ________________ MANAGEMENT PLAN TEMPLATE (This template is intended to serve as a helpful tool. HTF Contractors may elect to use it or not.) TABLE OF CONTENTS (List topics & page numbers.) I. MANAGEMENT (ON-SITE & OFF-SITE) • What management functions are performed on-site and by whom? (Property management company or sponsor organization?) • What management functions are performed off-site and by whom? • List property management staffing positions, and describe the roles and responsibilities of each position. • When and how is the property management company evaluated? • When and how is the management plan updated? • How are staff informed of contractual and management plan requirements? • Describe the property performance standards, including vacancy rates, rent collection ratio, turnover timeframes, etc. II. ACCOUNTING & RECORDKEEPING PROCEDURES • What records are kept on-site? • What records are maintained off-site? • Describe the checks and balances in your accounting system and the fiscal oversight. III. MARKETING • Describe procedures to ensure compliance with all applicable fair housing laws. • What strategies are used to reach eligible households? • If special needs households are served, what is the marketing strategy to reach that population? IV. LEASING PROCEDURES • How is household income...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Cross train all staff |Once all staff is cross trained, separate |Everyone is not able to remember everything | | |Dan and Clyde |when being cross trained | |Conduct a meeting with Dan and Clyde |Dan and Clyde can talk about their problems|It could make things worse | | |with each other and gives me a better | | | |clarification of what’s going on | | |Team building project |It could build them closer together and |Everything can just fall apart and they can | | |they can put their differences aside to get|get absolutely nothing done | | |the work done | | |Threaten Dan and Clyde that they will lose|They will still be able to work together |Dan or Clyde might quit ...
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...Introduction In this paper Team A is responsible for developing teams for Riordan Manufacturing’s newly designed CardiCare Valve heart valves. The location of these teams is in Pontiac, Michigan, which produces plastic parts for the organization. Team A will develop a Team Strategy Plan of which we will identify several strategies in building viable teams, identify challenges or barriers that may occur, determine the best approach, and measure the teams efficiency. While developing these teams, Team A will create a Conflict Management Plan of which we will analyze the teams strengths and weaknesses, implementation of different conflict management strategies, select the best approach, identify potential challenges, and consider alternate strategies that will foster an efficient team. The Various Strategies Available to Build Teams Riordan Manufacturing is striving to create the perfect teams of employees to generate the best possible production of the newly designed CardiCare Valve heart valves. Creating those perfect teams requires much planning and organization. An important thing that Riordan needs to think about when trying to construct their teams is the number of members of each of the team. Generally speaking, the most effective teams have five to nine members (Robbins & Judge, 2011). When teams are larger, coordination and communication amongst its members may be an issue making it harder to get work done. Another thing for Riordan to consider when building...
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