...Peter”, I was able to further form opinions on the matter of inclusion and educating the disabled as well as the effects inclusion has on the rest of the classroom population. In “Including Samuel”, we meet a boy that has cerebral palsy. The documentary made by Samuel’s father is more current than the two in which Peter was introduced. Both stories focus on people living with disabilities and the amount of work that goes into decisions surrounding their daily lives and well being. Getting a glimpse into lives that operate...
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...Is there a link between Inclusion and Pupil Achievement During the course of this assignment I would like to investigate attitudes and beliefs with regard to the links between inclusion and pupil achievement. I will demonstrate how my role within the workplace incorporates certain responsibilities towards this. I will discuss inclusion procedures used within the workplace and express where my research indicates it could be improved. An overview of my current role I am currently acting as a volunteer at a local secondary school, working in a specialist centre where children attend since for varying reasons, they are unable to study in mainstream school. The centre is very small so the staff take on many changing roles and I find that so do I. The centre aims to achieve understanding of the child’s needs, dealing with any issues influencing the child’s behaviour and ultimately giving the child the security he or she needs to learn in the centre, of if possible eventually retuning to mainstream school. Above all we set out to achieve the five outcomes set out in Every Child Matters: Change for Children in Schools (DfES 2004e) by ensuring the children are: • Healthy • Stay Safe • Enjoy and achieve • Make a positive contribution • Achieve economic and social well-being Reasons for undertaking this research There appears to be three levels of inclusion used for special needs pupils these are: • Inclusion in the classroom within the mainstream school...
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...This practice based learning is a case study that involves discrimination towards a patient who is part of the traveling community. This practice based learning is a case study that involves discrimination towards a patient who is part of the traveling population within our society. My group colleagues and I decided to use the same methods of collecting information as in the previous case studies. I feel very frustrated because there is a lot of ignorance within our society, lack of information and understanding of people who disregard others because of were they come from. Firstly I make reference to the NMC’s guidance on anti-discrimination practice; As a qualified nurse I am personally accountable for my practice, and when caring for my patients I must; 1.1 Respect the patient as an individual 1.2 Protect and support the health needs of individuals 1.4 I have a duty of care to patients, who are entitled to receive safe and competent care. 2.3 As a registered nurse I am personally accountable for ensuring that I promote and protect the interests and dignity of patients and clients, irrespective of gender, age, race, ability, sexuality, economic status, lifestyle, culture and religious or political beliefs. 2.4 I must promote the interest of patients. This includes helping individuals and groups gain access to health and social care, information and support relevant to their needs. The NHS is accountable for all acts and omissions that relate to equality and human...
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...Computer Understand Me?, that believes Artificial Intelligence is a waste of time, Document 1, by Dr. Alex Rogers from Artificial Intelligence (AI) Means More Than Just Neat Gadgets, believes that Artificial Intelligence is important to the future as it can help make the Earth greener by allowing humans to discover energy waste in their homes and prevent it. Overall, Document 1 is slightly stronger with its argument because of the author’s credibility and overall reasoning, even though Document 2 does slightly better with its use of relatable examples and inclusion of sources. In terms of their credibility, while Gary Marcus from Document 2 is a Professor of Psychology and specialist...
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...Thinking About Diversity and Inclusion Wesley J Ackerman Soc 315-Cultural Diversity September 14, 2011 Ernest Hernandez Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. The dimensions of cultural diversity are measured through similarities and differences between items in a group. A broad or macro look into a group helps to discover similarities between items while a detailed or micro look is helpful when looking for differences. According to the reading, the primary dimensions that are looked at when dealing with diversity are age, gender, race, mental and physical ability, sexual orientation and ethnicity (Pg. 47 “Understanding and Managing Diversity”). With age comes certain connotation. Native American and Asian cultures hold their elders in revere for their years of wisdom, youth is often more appreciated in the global workforce for their energetic drive. While the number of women in the workplace continues to grow and they prove capable of holding positions of responsibility, when dealing with gender it is still often thought that men make decisions based on business while women tend to bring emotion into their decision making. Ethnicity and Race usually go hand in hand unless working within a very particular group. Amongst a workplace with a broad business, a person may be acknowledged only by their race, such as Hispanic or Latino. Now if the business...
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...UNIT 306 PROMOTE EQUALITY DIVERSITY AND INCLUSION IN WORK WITH YOUNG CHILDEN AND YOUNG PEOPLE OUTCOME 1 PROMOTE EQUALITY AND DIVERSITY IN WORK WITH CHILDREN AND YOUNG PEOPLE 1.1 Working in a school environment introduces us to a wide variety of different culture, religions, views, beliefs, characteristics and backgrounds. To make sure that we are meeting all the requirements needed that allow us to involve everyone equally in the school, we have to understand the importance of diversity, equality and inclusion. DIVERSITY Respecting and understanding the differences between individuals and groups in our society. In regards to their religion, gender, family structure, disabilities appearance and sexuality. Having the ability to explore the diversity in our society and schools helps us to understand and value individuals and make every child feel special. “EVERY CHILD IN UNIQUE” Diversity highlights the chances that are available, giving equality of opportunities in order to achieve and experience the same opportunities as well as anyone else. EQUALITY Making every child, regardless of background or social appearance, feel accepted and to be treated equally, being fair and consistent in our actions. Many schools, including mine, have an equality policy that relates into classroom behavior. All the children are asked to be respectful take turns and share. We regularly have parent visits to the school talking about religious festivals and years 3 and...
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...How would you define diversity? Open-ended responses from student-conducted survey, 28 April 2010 A wide range of interests, backgrounds, experiences. Differences among groups of people and individuals based on ethnicity, race, socioeconomic status, gender, exceptionalities, language, religion, sexual orientation, and geographical area. Diversity of experiences, viewpoints, backgrounds, and life experiences. Tolerance of thought, ideas, people with differing viewpoints, backgrounds, and life experiences. Diversity can be measured across many variables -- age, race, sex, economics, geography, religion, philosophy, etc. variation in race, gender, sexual orientation, religion, political leanings, professional and personal background Diversity in graduate school includes a group of people from different backgrounds (this can be many things not just racial). People with different skills and career interests and hobbies. People with different political points of view. Anything that sets one individual apart from another. However, often it is used to specifically reference gender, race, ethnicity, and more recently sexual orientation differences. Diversity is differences in racial and ethnic, socioeconomic, geographic, and academic/professional backgrounds. People with different opinions, backgrounds (degrees and social experience), religious beliefs, political beliefs, sexual orientations, heritage, and life experience. dissimilar My definition of diversity would include openness...
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...At Pearl River Central Upper Elementary School there are two fifth grade buildings. The fifth grade building where I student teach has all of the inclusion classrooms. Mrs. Lenoir has four fifth grade science/social studies classes with a total of ninety-eight students. Because all of the classes are inclusion there are different academic expectations to accommodate students with special needs and behavior problems. There are sixteen students in Mrs. Lenoir’s homeroom that have IEPs. Most of the students have been diagnosed with ADD or ADHD and are taking medication. One of the boys, Ty has such serve ADHD that he must wear a Ritalin patch to help him with his symptoms. Therefore, Mrs. Lenoir has instructed me that the lessons must be very...
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...The Benefits and Challenges of full Inclusion for Youth on the ASD Spectrum: Which Environments are Least Restrictive? With Autism on the uprising in society we have to become more inclusive in our academic environments in order to allow these individuals with Autism to have the opportunity to grow and develop in their social, emotional, physical, intellectual and behavioural aspects of their lives. Although it would be beneficial to become more inclusive in all-academic environments there may be many challenges that inclusion can create in these individuals lives. The benefits and challenges of full inclusion for youth on the ASD spectrum is the main topic of this paper and which environments are the least restrictive to the inclusion of...
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...Thinking About Diversity and Inclusion SOC/315 Cultural Diversity May 6, 2013 Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Cultural diversity refers to the idea that any cultural identity should not be ignored or discarded, but instead they should be valued and maintained. It includes the different varieties of human cultures or societies in the entire world as a whole, or in a particular region. Dimensions of cultural diversity can include religious beliefs, gender, marital status, race, age, parental status, income, physical abilities and attributes, sexual orientation, geographic location, language, and other components. Today, the management of cultural diversity is much more complicated than single dimension like age, gender, race, etc. (Harvey & Allard, 2009). Ethnic, religious, racial and gender dimensions are considered as being the most important (Schaefer, 2011). Cultural diversity dimensions are actually divided into two sections: primary and secondary. The primary dimensions includes an individual’s race, age, physical attributes, gender, etc, and the secondary dimensions include factors like language, marital status, income, occupation, parental status, religious beliefs, etc. With what ethnic, cultural, or other groups do you identify? I honestly believe that I identify with a lot of ethnic or cultural groups, but the groups that I identify with the most are Native American, Caucasian, and African-American...
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...and yet the program does move us in the direction of appreciating ambiguity. The significance of ambiguity is perhaps easier to acknowledge in working with diversity than with ethics, but it belongs to both. At one of the early training workshops, we were asked to partner with someone we would not usually select. An African American woman came immediately to me and asked to be my partner. When we were asked to share with each other the reason for our choice, she said that she selected me because I looked like the white males in her office whom she considered racist. Her remark flustered me, because I felt that she had seen me as just another white male. I think I saw her as another African American woman. We were both relying on our assumptions, although she was probably clearer about hers than I was about mine. After this beginning, we shared our own particular experiences of living in the United States. Soon we were able to see each other as particular individuals. Our dialogue not only allowed us to move beyond our initial perceptions, it also allowed us to live with our “multiple” identities. As a white male, I need to be aware of white privilege and power and of the systemic dynamics of inclusion and exclusion that tend to work in my favor and against many others in my country. I also need to be aware of myself as a particular person. To be present at these workshops, I have found that I cannot slip into one or the other identity, but need to live...
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...clusters (as identified in International business: theory and practice) identify which cluster(s) your two countries fit. Identify the socio-cultural parts of each country as related to business for your company. You will need to examine these with the aid of Geert Hofstede (see resources). Identify and discuss the various sociocultural aspects of each country. Do they differ? How? What are the similarities? How would these factors affect your company’s business in your Domestic and Global Environments (countries)? Background The Timken Company (Timken) is an industrial technology company. The company carries out development, production and sales of mechanical components and high-performance steel. They offer engineered high-friction bearings, alloy steels and lubricants. Identify Domestic and Global Environments (countries) that are in opposing cultural clusters (as identified in International business: theory and practice) identify which cluster(s) your two countries fit. Domestically, Timken (United States) is in North American culture cluster - by this I mean that Canada, the United States and Mexico have the North American Free Trade Agreement (NAFTA) which would combine the three countries. Though culturally different, via a paradigm of existence, geographically and under different governments and different languages, for clustering they will be grouped together. Globally, the opposing culture cluster is Europe, in essence the European Economic...
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...year 2020 “Leaders who lead by knowing and doing what is right” The above statement encompasses and summarizes my vision for professional ethics and human relations in school administration and supervision for year 2020. Let me elaborate on my definition of the words/ statements which I have included on my vision. KNOWING WHAT IS RIGHT This means that administration and supervision in the future is about understanding the conventions, context, traditions and beliefs but is not bound by them. He influences process by inducing best practices gained through benchmarking, studies and observations. He stimulates change in subordinates’ attitudes and values and also tries to augment followers’ self-efficacy. He fulfills his duties and responsibilities stated by the organization at the same time compromising it with what is dictated by the situation. DOING WHAT IS RIGHT The ethical leader does what is right. He leads the way and inculcates fairness, pluralism and inclusion in the organization. No one is left behind. He articulates a vision that connects to the shared experiences of the members of the organization. He live with integrity and fosters the values it espouses. The leader also invests wisely. He trains future leaders and help those who have the potentials. He is not confined with the norms of nepotism and favoritism. Everyone is treated equally. The ethical leader also guards his heart. He does not allow his emotions to cloud his judgment and thinking...
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...about myself, so I hope that this paper will only be the start of my impression to this program about who I am, what I stand for, and what I have come here to accomplish. Thinking about the strengths I embody that would make myself a respectable social worker and looking inwardly at the qualities I hold, I am able to speak about a few that I believe would help me achieve...
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...customers have sharply reduced the efficacy of a purely directive, top-down model of leadership. What will take the place of that model? Part of the answer lies in how leaders manage communication within their organizations—that is, how they handle the flow of information to, from, and among their employees. Traditional corporate communication must give way to a process that is more dynamic and more sophisticated. Most important, that process must be conversational. We arrived at that conclusion while conducting a recent research project that focused on the state of organizational communication in the 21st century. Over more than two years we interviewed professional communicators as well as top leaders at a variety of organizations—large and small, blue chip and start-up, for-profit and nonprofit, U.S. and international. To date we have spoken with nearly 150 people at more than 100 companies. Both implicitly and explicitly, participants in our research mentioned their efforts to “have a conversation” with their people or their ambition to “advance the conversation” within their companies. Building upon the insights and examples gleaned from this research, we have developed a model of leadership that we call “organizational conversation.” Smart leaders today, we have found, engage with employees in a way that resembles an ordinary person-to-person conversation more than it does a series of commands from on high. Furthermore, they initiate practices and foster cultural norms...
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