Recruitment in the workplace Essay

In this report, I am going to describe and explain the recruitment and selection process and the different stages that the business has to go through when filling a vacantly Recruitment is when an organisation identifies a vacancy and from the range of applicants that require a job, the organisation employ the best candidate from the application forms received to fill the vacancy in order for the business to run efficiently. Selection is when all the applicants are shortlisted and from them, the employer chosen the best candidate for the job role. The human resources (HR) department are required to work for the organisation by recruiting, training staff also motivating them to work hard in the business. If the employees are trained and recruited correctly, it would show that the business is successfully operating. There are also many other tasks the HR department do such as giving employees promotions and a wage/salary boost, annual appraisals and other employee benefits. Recruitment can be internal or external depending on the job role and the vacancy being filled. Internal recruitment is when an employee already within the business fills a vacancy rather than employing someone outside the business. The vacancy for internal recruitment can be advertised by putting up notice boards, on the intranet and it can also be discussed during staff meetings on who would be the best person to fill the vacancy. The advantages of recruiting internally in the business are that when performing an induction for them, it will not be as difficult because the employee would be familiar with the business workplace and surroundings also it is quicker and less expensive than recruiting someone externally because the amount of candidates is already been narrowed down to certain employees inside the business. The disadvantages if recruiting internally is that the person filling the vacancy from inside the business may not have all the required skills and qualifications to perform the job effectively and by recruiting someone externally offers a versatile range of skills, qualities, experience and qualifications. External recruitment is when someone from outside the business is employed to fill a vacancy. This is a more common approach when recruiting as there is a larger range of candidates that have different skills and abilities. There are many ways to recruit externally. Most businesses will advertise using media such as the internet, newspapers, company newsletters and magazines. Another way to recruit is to go to the job centre and tell them that the company has a vacancy and eventually there will be a range of different candidates with different levels of experience, qualifications and skills. The advantages of using external recruitment are that a wider audience can be reached which increases the chance that the business will be able to recruit the skills it needs also the disadvantages mentioned for internal recruitment are advantages of external recruitment. The disadvantages of external recruitment are firstly even if the new employee has all the experience and skills required for the job, he may not be able to adapt to the businesses system and therefore will take longer to familiarize with the workplace and the employees however with internal recruitment, you would not have this problem. During the recruitment process, candidates must go through seven different stages before a suitable candidate can be chosen and made an employee in the business. This applies to both internal and external recruitment. The seven stages are: 1) Identify a vacancy – This is when the business makes it known that a job is available and currently vacant so this could be because an employee has either left the business and this could be for a number of different reasons for example One reason could be that they have had a disagreement and there has been conflict between them and the owner or manager or another reason could be because they have had a better offer from a different business and they are receiving a better wage or salary. Recruitment does not have to be permanent as female employees could be on a maternity leave or an employee could be sick for a long time so they will need someone to cover for them while they return to their job and in these cases, most businesses would internally recruit someone and the advantages of this are it’s quicker and causes less hassle. Human resources will need to formally agree with the department that is requiring an employee to fill the vacancy so a replacement can be searched for immediately. Since recruiting employees cost a large amount of money, the business will only hire employees if it is absolutely vital for their business to run efficiently as the money could be spent on other parts of the business such as paying off any bills or ordering stock. 2) Draw up a job description – This is when the job is described in detail so firstly, the name of the job or job title. This is important because it gives a brief ideas of what the job involves e. g.if the job that is a marketing director, the candidates applying for the job will know what they are applying for just from the name. Marketing means to advertise the products and make sure the customers are aware of what products the business offers and persuade them to buy it. Some job titles may change over time such as in schools, the head teacher may chance to principal or head master to give a different feel to the job and possibly increase the prestige and responsibility of the job. Job description also includes employment conditions such as how much the employee will get paid and how many hours a work so for example a cashier could get i 5. 50 per hour so if they work 8 hours a week for 6 days then they will receive ai 264 a week. The employee will also need to know how much pay they will receive and that depends on whether the business pays an annual salary or wages every week. If the employee is temporarily working then they may receive the same pay as the employee they are covering for e. g. john is a cashier who earns i 7 an hour and he is off sick long term so an internal employee is recruited and will receive the same pay until john is healthy and fit enough to work again. The business will be looking to recruit someone that not only matches the job description but also has additional qualities which will make them be more conspicuous. Finally, the job description will include duties and responsibilities that are involved in the job and have to be performed on a daily basis so the applicants will understand how important the job is and how hard they will have to work. Job security is another element in the job description which will tell the employee how long they are being employed for because not all jobs are permanent as mentioned before, employers can just temporarily fill a vacancy and once that person returns to their job, the temporary employee will have to leave the job. The job description will also have a large variety of candidates all after the same job with different skills and traits. This is an example of a job description. It shows what the job is (which is a technical support engineer), the required skills but also useful and desirable extra skills which could be the difference to whether they are recruited or not and the qualifications and experience are required also. The desired skills mention what experience they have so has the candidate worked before and if so how long for, education is their school, college and university placements and what they have achieved in the time they have spent there also the work status is what type of job they like as there is part- time which is only a couple of hours so no more than 30 hours in a week. full-time work is over 30 hours a week and this shows that they may in the job for a long time and the befits of working full time are that the organization will provide you with annual leave, sick leave and health insurance also the hours they work are more flexible however, the most popular and more rewarding benefit is the fact that full time workers will get paid more money that part time workers because they are dedicating more time to the business. 3) Draw up a person specification – This is when the employer entails the physical, mental and any other requirement requirements that a candidate needs in order to perform the tasks effectively and successfully such as training and experience e. g. if the business was to be a chauffeur, the person applying for the job would probably need a long driving career which would show that they have a lot of experience and also be able to drive under pressure and quickly. P000rofessional qualifications such as GCSE’s and A-level qualifications such as GCE’s will also be required to show they have a thorough understanding of the job and may make it easier for them to perform the job e. g. an accountant will need a range of different qualifications so the requirements may be that they will need a Degree, preferably in maths, accountancy, business studies, economics or finance. However, it is possible to become an accountant with lower school qualifications. Without A Levels it is possible to acquire the Chartered Institute of Management Accountants (CIMA) qualification, which is fully recognised in the trade. Office juniors can work up to accountant level, but you have to have GCSEs and preferably A Level to begin with. Qualifications show that the candidate has been studying in recent years and are prepared for them job they are going to apply for. Experience is also required in the person specification as it could be the different to whether a candidate is employed or not. Having a high level of experience in a certain field of work will show that the candidate is well trained and has the acquired skills for the job and also shows that they will require less training e. g. if the job being applied for was a cashier, someone who has already worked in other businesses undertaking the same job role will know what they are doing so they don’t need a very detailed induction and require less training also they may be able to generate a higher income perform their tasks more efficiently. A candidate new to the field of work may find it more difficult to get the job will sufficient experience as they may have never done this job before however they me able to bring new ideas or if they have performed similar jobs then they can use that knowledge to perform the job as a cashier. Candidates must also have competence which is the ability of a person to perform tasks and take on certain responsible. The more competent a person is, the better they can perform their duties e. g.a business would rather have a more competent employee that can do their job to a high standard by producing quality output results such as high sales or revenue because it would prove more successful in the long run also having a incompetent employee would require the business to waste their time and money training them especially if they are young candidates who have possibly just finished their education or have finished a degree. The advantages of having a competent employee are that they are reliable for getting their task done efficiently and are resilient to their job. The disadvantage could be that since they may be extremely good at one job but if told to perform a different task they may struggle as it may not play to their strengths e. g. if the job was a reporter, and the employee was very competent in their job but then their manager asks them to illustrate their findings in a more abstract such as creating a presentation, this does not work well for them as they may be so accustomed to writing reports that they don’t have a clue how to create a presentation and this is a disadvantage for competent employees as they don’t offer that versatility. Essential skills will have to be met in order to get the job such as in a call centre, the person will definitely need fluent communication and also be responsive to customer calls. Essential skills are what an employee should have in order to complete the job and if they don’t have the essential criteria then they may be rejected. They can also have personal or desirable skills such as being able to work a computer effectively so they can type up emails quickly rather than constantly calling or being able to co-operate in a team and possibly even lead a team to successfully complete a task or assignment. They are not absolutely necessary but will help them and make them look like a stronger candidate so they may be a possibility that they are shortlisted and interviewed. The criteria from the person specification are important when shortlisting the candidates as only the best will be put through to the interview stage and then finally accepted. This is an example of a person specification for film co-ordination and development. It shows what skills are compulsory or essential and what skills are optional or desirable and can help candidates when it comes to shortlisting as they are more likely to be chosen than a different person who has fewer additional skills. Candidates must be versatile and not just resilient for the job. The job shows that in the qualifications category they need a couple of A-level or equivalent qualifications but there are also desirable skills they could have such as GCSE’s in the field of work possibly drama. It shows that the candidate must have a minimum of 2 years’ experience and be able to manage finances and use ICT well however they can also have desirable skills such as being able to manage and supervise staff. Personal aptitude and skills are general skills that a candidate should have or either picked up from past jobs and experience such as communication and teamwork skills. Disposition is something that would be useful to have and would possibly make their job more enjoyable. Any other requirements can be helpful as it would also make them a stronger candidate. 4) Advertise the Vacancy – This is when the vacancy is publicised and the business try to get unemployed people to apply for the job. One way to advertise the job is to put it on a local newspaper as they are read by many business men and women so the business can receive a few applicants that are in need of a job and have scanned through a newspaper and found one. The advantages of this are that it will be read by a variety of people and hopefully attract more candidates. The job advertisement is written by the personnel department similarly when marketing a product. The presentation of the advertisement is important as the candidates will receive their first impressions from it and will judge whether it is good or not and also whether they would like to work for the business. On the advertisement it should include the description of the job and mention the main requirements, where the job is going to be located so the candidates know where they will work, how much salary they are expected to receive however it may not be the exact amount on the advertisement as it may vary, address and contact numbers if necessary and the company logo. The more detail that is put into the advertisement the better and more informative it will be however making the advertisement too long can make it look unprofessional. This is an example of a job advert for royal mail and as a job advert should, it includes all the important details such as the job title, company name, contact details and their salary. However it may not look very appealing. This advert is just to make sure that the general public is aware of the job and if anyone is interested and they meet the requirements then they may apply and possibly get shortlisted for an interview. 5) Shortlist the applicants – when short listing, the applications that were most appealing and may be considered for the job are listed by the human resources department. It is drawn up by using criteria from the person specification such as qualifications and experience that the candidate has to see if it is enough for them to be able to handle the new job they are applying for also any other skills and attributes they have acquired through other job would be helpful for the candidates. The selection process will begin and the employer will be looking to fill the vacancy with the best candidate amongst the applications. They will then all be individually contacted so an interview can be arranged. The candidates can be informed in many different ways such as ‘letters of initiation’ in which a brief document is sent to notify the candidates about whether they will be called up for an interview. The suitable candidates will be those who meet the exact criteria of the job description so for example if the job was to be a IT technician and the job description required them to have 5 years experience working in a ICT related firm and also the business may ask for certain qualifications such as a degree in computing and A-Level’s in Maths and IT to a grade B standard. Those who meet these requirements will be shortlisted as suitable candidates because they meet the exact requirements or are slightly above these requirements however they are not guaranteed to get the job but have a good chance. There is then possible candidates which may meet some of the requirements such as they may have the qualifications but not enough experience which could then mean if they are employed, they will have to go thorough a comprehensive induction programme and be well trained by a more experienced technician and this could cost the business a lot of money but on the other hand they may have some characteristics that other candidates don’t have such as they may be more able to speak multiple languages which could be helpful because the business may communicate with other countries on a regular basis with suppliers an customers. Finally those candidates who do not meet the requirements will be rejected and can no longer continue in the recruitment process. This can be down to a number of reasons with the most obvious being that they do not meet the requirements or they have provided false details. The job description and person specification must be used as the basis for short-listing. 6) Interview the applicants – The interviewer must also be prepared when interviewing the candidates that have been shortlisted. They will need to come up with a set of questions to ask the candidates and this can either be done themselves or they can get a panel of from the human resources department to do interview. The questions that are set must be asked to all candidates in the same manner as it states in the equal opportunities requirements policy. Since this will be the first time that the employer and candidate meet face-to-face, they will need to make a good impression by greeting them with a warm welcome and shaking hands is a good way to start a mutual relationship with the employer since the interview may be appointed the vacancy. The interviewer or panel will have a list of criteria to see how the candidate compares to the requirements for the job. It is essential that the interviewers carry copies of the candidate’s application forms, curriculum vitae and to support this, a covering letter will be required. To get the best out the candidates being interviewed, they must be relaxed and be able to answer questions calmly and correctly so the interview knows everything they need to know about the candidate and their personality. Questions in the interview should be have a mixture of open and closed questions and will be predetermined and should be all-round such as asking about previous jobs or company such as: 1) What do you think of the last company you worked for? 2) Why did you join your previous company? 3) Did they live up to your expectations? 4) Why are you leaving now? 5) What did you earn in your last job? Also asking questions relating to the new job / company such as: 1) Why do you want this job? 2) What qualities do you think will be required for this job? 3) What can you contribute? 4) What interests you about our product (or service)? 5) What can we (the new company) A list of questions could be asked relating to the candidate such as: 1) How do you handle criticism? 2) How would you describe yourself? 3) How would others describe you? 4) Do you consider yourself successful? 5) What was your greatest success? Body language and posture is also important during an interview as candidates are not just judged on their communication skills. The interviewer and the candidate want it run as smoothly as possible and both should sit in the correct way such as having their feet firmly on the floor and using gestures with hands if necessary For it portrays that you’ve difficulties controlling your anxiety about the interview process if the candidate is not seated comfortably. Making good eye contact with the candidate being interviewed is very crucial. The feeling of not getting the interviewee’s attention can be frustrating and will give the wrong impression to the interviewer. When asked a question that the candidate finds difficult and requires time to think, it is not good to frown. Facing the question with a smile proves that you’re composed at stressful situations. When closing the interview, the candidate should possibly raise any questions they have for the job role or about the business they will be working for however, there shouldn’t be a long time spent asking questions as can get tedious. The interviewer should then politely thank the candidate for appearing and answering the questions they have been asked and hope they have a safe journey home. 7) Select and Appoint the Best Candidate – this is the final stage of the recruitment process were candidates have been interviewed everything is taken into account and the interview is then evaluated. The employer will select the candidate that has been exceptional throughout the process and has been rated highly in all areas. The candidate will be contacted via a telephone call to notify them that they have got the job and then it is up to the candidate on whether they would like to fill the vacancy and if they accept, they will have to make a formal offer and if it goes according to plan, the candidate and the employer will meet formally to finalise the process of recruitment and formally agree on the job however, the employer will want references before the candidate takes on the job. This is known as the appointment stage. Once they have been contacted and recruited into the business, They are expected to start their new job however, if the chosen candidate should refuse the job then the business will require the second best candidate to step forward and they will be contacted immediately to inform them of what has happened and why the decision has changed. For the unfortunate candidates that have not got the job and have been rejected, the will be provided with feedback on why they have not been employed and how well their interview went.

State Bank of India vs Icici

? STATE BANK OF INDIA. SBI Debt-Equity ratio : 12. 43 (march'12) A high debt/equity ratio generally means that a company has been aggressive in financing its growth with debt. This can result in volatile earnings as a result of the additional interest expense. If a lot of  debt is  used to finance increased  operations (high debt to equity), the company could potentially generate more earnings  than it would have without this  outside financing. If this were to increase earnings by a greater amount than the debt cost (interest), then the shareholders benefit as  more  earnings are being spread among the same amount of shareholders.However, the cost of this debt financing may  outweigh the return that  the company  generates on the debt through investment and business activities and become too much for the company to handle. This can lead to bankruptcy, which would leave shareholders with nothing. The debt/equity ratio also depends on the industry  in which the c ompany operates. For example, capital-intensive industries such as auto  manufacturing tend to have a debt/equity ratio above 2, while personal computer companies have a debt/equity of under 0. 5. ICICI BANK LTD. ?ICICI Debt Equity ratio: 4. 23 (march'12) Which is the better bank? As we said earlier, SBI's government backing makes it the more ‘safer' entity. ICICI by itself does not have the reputation of good quality assets. But it is certainly striving to achieve the same. Both in terms of margins and returns, SBI has had an edge and will continue to have it in the medium term. Having said that investors must carefully weigh the future prospects of both the entities vis-a-vis their respective valuations before taking their pick. DEBT INSTRUMENTS IN INDIA.Debt Instruments are obligations of issuer of such instrument as regards certain future cash flow representing Interest & Principal, which the issuer would pay to the legal owner of the Instrument. They can also be said to be tradable form of loans. Debt Instruments are of various types like Bonds, Debentures, Commercial Papers, Certificates of Deposit, Government Securities (G secs) etc. The Government Securities (G-Secs) market is the oldest and the largest component of the Indian debt market in terms of market capitalization, trading volumes and outstanding securities.The G-Secs market plays a vital role in the Indian economy as it provides the benchmark for determining the level of interest rates in the country through the yields on the government securities which are treated as the risk-free rate of return in any economy. The reserve Bank of India has permitted Primary Dealers, Banks and Financial Institutions in India to do transactions in debt instruments among themselves or with non-bank clients. Debt instruments provide fixed return declared as coupon rate.Retail investors would have a natural preference for fixed income returns and especially so in the current situation of increasing volati lity in the financial markets. Now, retail investors are also showing keen interest in Debt Instruments particularly in the Central Government Securities (G-secs). For an individual investor G-secs are one of the best investment options as there is zero default risk and lower volatility in case of G-secs. SBI DFHI is a major player in G-Secs market and widely deals in other debt instruments also. STATE BANK OF INDIA: ) GOVERNMENT SECURITIES: (dates government securities-long term, treasury bills are short term) SBI DFHI Ltd. is a leading Primary Dealer in Government Securities. SBI DFHI Ltd gives investors an opportunity to buy G-Sec / SDLs / T-Bills at primary market auctions of RBI through its SBI DFHI Invest scheme (details available on website ). Investors may also invest in high yielding Government Securities through â€Å"SBI DFHI Trade† where â€Å"buy and sell price† and a buy and sell facility for select liquid scrips in the secondary markets is offered. ) TRE ASURY BILLS: SBI DFHI Ltd, is an active player in the both the primary and the secondary market for Treasury Bills with an impressive total outr. ight turnover of Rs. 7,892 crores. 3) Money market instruments : Commercial paper, Certificate of Deposit: 4) non-slr bonds like public sector undertaking (PSU bonds) or corporate bonds 5) Debentures ICICI: 1) Bonds (regular income, tax saving, deep discount bonds etc. ) 2) Unsecured Debentures 3) Commerical Papers 4) certificate of deposit LISTINGS: STATE BANK OF INDIA: NSE . CODE: SBIN BSE CODE : 500112 LSE CODE: SBID ICICI: NSE:  ICICIBANK,BSE:  532174, NYSE:  IBN STATE BANK OF INDIA: The declaration and payment of dividends is recommended by the Bank’s Central Board of Directors and approved by its shareholders. The Bank’s decision to declare a dividend depends on a number of factors including but not limited to its profits, capital requirements and overall financial condition. The Central Board may also pay interim dividends from time to time. All dividend payments are made in cash to the shareholders of the Bank. The Bank’s dividend policy is to declare dividends only at the conclusion of the fiscal year. ? ICICI ?

The Vygotskian Socio Cultural Theory Education Essay

Lev Vygotsky was a psychologist that revolutionised the universe with his theory on socio-cultural development. His theory of socio-cultural development centred on the impression that a kid learns through grownups or equals. In other words a kid ‘s cognitive development is engaged through the kid ‘s environment, this means that a kid develops through interaction with other persons. Vygotsky ‘s theory differed from other theoreticians theories ; one of them was Piaget, a Swiss psychologist. His theory was that kids learn from the interior out, this means that a kid takes their ain cognition to the universe ( as discussed in category ) . Piaget ‘s theory focused on two constructs, one was the construct of assimilation, which is a cognitive procedure whereby new experiences and information are placed in the cognitive construction of the kid. The other construct is adjustment ; this is a cognitive procedure which refers to the ensuing Reconstruction that takes top ographic point when new information is taken in. Vygotsky on the other manus believe that a kid ‘s acquisition takes topographic point from the exterior in, which merely means that a kid ‘s environment determines what s/he learns. In Vygotsky ‘s socio-cultural acquisition theory one must familiarize oneself with the constructs before we can get down to hold on the thought of theory and utilize it right. The most of import characteristic to hold on is the zone of proximal development. The zone of proximal development is defined as the difference between what a scholar can make without aid and what he or she can make with aid ( Wikipedia ; the zone of proximal development ) . In footings of one ‘s apprehension, the ZPD is the distance between the existent development degree of a kid as determined by independent job resolution and the degree of possible development of a kid as determined through job work outing through equal or grownup interaction. The existent development of a kid is the maps that have already matured and the scholar understands. The possible degree of development is the maps still in ripening, the apprehension has non developed. The ZPD allows scholars to intercede through societal interaction. ( Maths method: 1 ; Goba, B ) Vygotsky believed in three of import facets that form his theory, this is the societal context, linguistic communication and mediation. These three facets are of import in the sense that ; the societal context is the context in which scholars are coming signifier. So they may come into the universe with some sort of cognition already instilled in them, this cognition may non needfully be right. Some scholar ‘s societal context may implement some sort of racism this may do the kid racialist. In other words kids gain their cognition through societal contexts, from birth the kid ‘s societal interaction depicts the sort of cognition s/he will convey to society. Because the environment is of all time altering, cognition is of all time altering. So cognition is ne'er inactive. The following facet is linguistic communication being the frontal line for the footing of this theory. If a scholar can non understand linguistic communication be it mathematical, mark or the linguistic communication medium, the scholars knowledge can non turn and spread out because of a barrier with does non allow the development of the scholars cognitive construction. Language is a manner to pass on, and if linguistic communication is non understood than the communicating nexus is broken. And the last facet is the function of mediation. In order for effectual communicating to take topographic point at that place must be some signifier of mediation to help the communicating. This is where the ZPD comes into drama. The scholar may non understand a peculiar construct by manner of mediation, something or person that aids the apprehension so the kid goes from what they do n't understand to what they can hold on. Harmonizing to Vygotsky, â€Å" Every map in the kid ‘s cultural development appears twice: first, on the societal degree, and subsequently, on the single degree ; foremost, between people ( interpsychological ) and so inside the kid ( intrapsychological ) . This applies every bit to voluntary attending, to logical memory, and to the formation of constructs. All the higher maps originate as existent relationships between persons. â€Å" The socio cultural theory is so defined as a theory of larning that looks at the part society as made in an person ‘s development ( psycology.about.com ) . It does non merely concentrate on the scholar as an person but as the scholar and cultural context on a whole. Vygotsky explained this theory in footings of linguistic communication. He argued that societal interaction signifiers this new larning through the ZPD where scholars gain new linguistic communication through societal interaction. It outlines of a linguistic communication as uniting both the traditional behavioral and lingual place of linguistic communication. This theory of linguistic communication can propose that the function of the environment can bring forth differences in understanding. The socio-cultural theory was adopted by Jerome Bruner and made westernized, now it ‘s used all over the universe.Case survey:My name is Triona Pillay and I ‘m 19 old ages old. I live in an Indian township. This twelvemonth I did my instruction pattern 220 at an Indian school which many non American indians besides attend. After learning pattern 120 and all the different fac ets we covered with the fluctuations of school types we could travel to, I thought I ‘d be good equipped to manage any schoolroom state of affairs with the manner in which learning pattern 120 had instructed us to. However the schoolroom situations we encountered was different to the 1s we were told to conceive of. Traveling into Teach at a school where the medium of linguistic communication is English was what I perceive to be easy because that my place linguistic communication and that ‘s the linguistic communication that scholars should be familiar with. But that was merely the beginning of my job during my instruction pattern. Bing a mathematics pedagogue was more hard as scholars could n't hold on specific constructs. My first error was that scholars had prior knowledge to the subjects being taught, in the instance of my class: 10 category, the subject was analytical geometry. They did n't understand that when a negative is squared the figure because positive. The scholars taught prep was a gag and category clip was for socializing. And so I had the instructor ‘s position who said that the scholars know the work and they complain for nil that they do n't understand. Society has deemed that it ‘s by and large that black scholars that do n't understand English and wo n't be able to understand what is being asked, but in this school the Indian scholars got confused with the English. Simple operations like 3x=9, hence ten =3 the scholars did n't understand how the reply 3 is obtained. Another thing that I found dismaying was that the schoolrooms were obviously n simple with no existent postings to do the schoolroom a topographic point where scholars want to come. All in all my instruction pattern was a existent experience on how scholars and grownups and their environment act upon their behavior and public presentation. Something that I found rather absorbing was during a staff meeting and they were discoursing why a peculiar scholar behaves so horrid at school and one of the suggestions was because of the manner his male parent treats him. Apparently the male parent really hit the kid in forepart of the instructor and walked off and a twosome of other times the male parent sent the kid with burst lips. This is non the lone ground I believed for the jobs I ‘ve encountered. I believed at that school it ‘s a popularity competition were everyone wants to suit in so the brilliant people stick to the smart people and the blue 1s maintain to their kin. And one time you come to rate: 8 u get initiated into one of those tonss. This is my personal positions on the state of affairss that occurred during my instruction pattern and some of the grounds why I believe the state of affairss occurred.Problem work outing utilizing Vygotskian socio-cultural theory:The major job I identified during learning pattern was the deficiency of both mathematical linguistic communication and cognition and the ability of the scholar to show their thoughts or sentiments in category due to the linguistic communication barrier of practical English words. First I ‘d wish to indicate out that job can non be solved over dark. It requires gradual input from both the instructors and the scholars. My first program of action in my category is to promote reading in my category. Possibly I can propose that the school put in topographic point 30 proceedingss of rea dings in the forenoon. The section of instruction does direct schools educational newspapers that they can give to scholars to read. The more the scholars read the more the scholars build up their vocabulary. My co-workers and I can present 10 new, interesting and exciting words that the scholars can utilize during the hebdomad, at school to replace the mundane words that they use all the clip. Using Vygotsky ‘s rules will take some patients from both the scholars and the instructors particularly for instructors who have been learning for 20 plus old ages, many people are non subjected to alter. The following measure as a maths instructor is to construct on anterior mathematical cognition and actuate the scholars, so that if they understand the rudimentss the remainder will follow. I could besides promote the scholars with higher Markss to assist those who are missing behind. We can besides hold excess categories during the interruption to heighten their mathematics accomplishments. This is a great thought as scholars can remain out of problem and acquire work done. The scholars need proper staging and we as instructors need to supply the necessary counsel. Vygotsky introduced that a kid learns through his or her environment so if the kid is taught in an environment conducive to larning the kid may bask coming to that schoolroom and larn something. I could propose to scholars that they join equals who traveling to better their instead than act upon them negatively. The following thought is a slippery one because from the clip I was in school I noticed instructors who tried to make out to scholars whose environment at place is unstable, changeable down by parents who think they know it all and believe that the instructor is interfering and should mind their ain concern. To hold a parent meeting is sometimes ineffectual because the good scholars parents merely end up coming and the parents you need to see do n't. Harmonizing to Vygotsky in a schoolroom state of affairs we the instructors are the go-between, we should hence be care how we give off information because scholars are immature and can sometimes misinterpret what we say. So when instruction, as a hereafter instructor I need to do certain I ‘m clear and precise. Concepts need to be to the point and one should non crush around the shrub. I could besides present the construct of motive in my category. If I aid the scholars in their acquisition and even in their efforts in larning I will be able to take them from the known to the unknown. Using motive scholars will desire to â€Å" seek † and work harder and by this get a better usage of both the medium of linguistic communication and the mathematical linguistic communication as a whole. The schoolroom environment is another are that I can promote scholars development. If I make the schoolroom environment a merriment manner to larn and scholars wo n't acquire laughed at and hit down for seeking. Children learn from their errors so if I encourage them and they give the incorrect reply and we correct it, they wo n't bury. In decision my belief is that Lev Vygotsky was a psychologist whose theory greatly influenced the universe. His socio-cultural theory if understood decently can help both instructors and scholars efficaciously to accomplish top consequences. I besides believe that parents should seek their best to give their kids the best societal contexts and maintain them off from negative influences. As a hereafter instructor I ‘ve learnt a batch from Vygotsky ‘s theory and will utilize this theory productively when I start learning.

Organizational Analysis Essay Example | Topics and Well Written Essays - 2000 words

Organizational Analysis - Essay Example Being aware of the major differences in a group and maintaining patience can help minimize such problems. Having worked in a team during this season, I experienced some challenges, problems, and conflicts that required sound decision making and problem solving skills as per the context in which the occurred. Our research team was given the task to deliver case studies and exhibitions of the module in an excellent way. The challenge was realized in building a good relation and communication network between my team members. This was due the differences in our cultural backgrounds. I am from Qatar, yet all my group members are of Chinese origin. Many people assume that challenges in cross-cultural teams arise from dissimilar styles of communication, yet this is just one of the many challenges that can create obstacles to the ultimate success of a team. These categories of challenges include direct versus indirect communication, differing attitudes towards authority and leadership, trouble with fluency and accents, and conflicting norms in making decisions (Minssen, 2006: 14). In the context of my group, I realized that the challenge in communication was mainly based on the principle of direct versus in direct communication (Trenholm & Jensen, 2008: 13). Qatar being an Arabian country, I always thought that communication in Arabian culture is typically explicit and direct. The meaning of words is on the surface and the receiver of the message does not have to have much about the context of communication or the speaker to make an interpretation. This is not true in the Chinese culture, where I found that the meaning of words is embedded in the manner in which the message is presented. The challenge was mostly due to the indirect communication that I noticed among them. For instance, my Chinese team members would often take a break and have some conversations in the middle of discussions. Little did I know that their main aim was to maintain harmony in

Assessment Essay Example | Topics and Well Written Essays - 250 words

Assessment - Essay Example As a result, assessment reports on applied standards, describing the standards as applied in the learning process. It therefore forms a basis for determining existence and the level of accountability in the learning process (Popham, 2011). It is however not always fair to use assessment to determine accountability because the approach largely relies on two factors, the teacher’s responsibility and the learner’s responsibility and it is however difficult to identify and quantify each party’s responsibility in a learning process. Assessment may therefore not determine each party’s exact level of accountability (Popham, 2011). The relationship between assessment and evaluation is their common scope of obtaining information about a subject. The two processes are however different with respect to the extent of their scopes. While assessment aims at obtaining information about a subject, evaluation extends beyond acquisition of information and aims at making a decision on the subject’s value. An assessment can for example be used to observe a subject while an evaluation can be used in conducting a test for qualifying a subject (Popham,

What are the main differences between Monopolistic Competition and Essay

What are the main differences between Monopolistic Competition and Oligopoly market structuresWhich of these market structures best serves the interests of the consumer and why - Essay Example In this type of market structure the firm takes the price charged by the competitors as given and does not take into consideration the impact of its price on that of competitors. In the short run the firms operating in monopolistic market can act as monopolies but in the long run the other firms enter into the market and the gains of differentiation takes the downward sloping curve with competition. Oligopoly is regarded as the market structure where there are large firms operating in the market with significant barriers to entry. The oligopolists are aware of the conditions prevailing in the market as the market is dominated by only few sellers. The decision undertaken by one firm will influence the other firms operating in the market as well as the market as a whole. The decision or the responses of the market participants should be taken into account in the planning process. The prevailing competition in the market structure can give rise different outcomes. An operating firm in the oligopolistic firm can maximise the profit by operating at the level where marginal revenue is same as marginal costs. Differences The primary differences between the two types of market structures are in terms of relative size and control of the market of each firm on the basis of the number of competitors in the existing market structure. It is difficult to find clear cut evidences that cite the differences between the two market structures. Some industries can posses the characteristics of both oligopoly and monopolistic firm. With decrease in the level of competition the firms tend to behave more likely to that of oligopoly and less likely to that of monopolistic competition. The monopolistic market structure offers differentiated products. The suppliers are aware of the price system existing in the market i.e. they are the price makers. The barriers to entry are not stringent in the short run but in the long run the firms can enter or leave the industry. The sellers can act in independent fashion within the market. The demand curve slopes downward and is more elastic than that of monopolists (Economics, 2012). The firms operating in the oligopolistic market structure are interdependent. The products offered can be homogeneous as well as can be differentiated across producers. The interdependence among the firms is correlated with the homogeneity of the products. A huge amount of investment is usually associated with entry in the oligopolistic market. In this market structure the firms can collude and impose some restricted trade practices with the aim to raise prices. The profit of the industry is maximized with the collusion of firms. If one firm believes that the other firm will keep the output level constant it can raise the productivity so as to gain maximum revenue. In a situation characterised by cartel the firms can recognize the significance of joint profits from producing each unit of output. However if one firm believes that the other firm will increase the level of productivity, then the other firm will try to increase the productivity faster to gain the first mover advantage (Central Washington University, 2003, p. 3). In this situation the cartel will broke. The significance of market structures on interests of consumers As long as the consumers are happy in demanding one product regardless of the prices of other products the seller o f the product will be acting as a

Why have the 1980s been described as a lost decade in terms of Essay

Why have the 1980s been described as a lost decade in terms of development - Essay Example In light of the halt in third world economic growth immediately after the beginning of the debt crisis, especially in Latin America, almost everyone agreed that the tag â€Å"lost decade of development† describing the 1980s was accurate (Santiso 2003, p. 297). The end of the 2nd World War can be regarded as having a hand in starting of a distinct form of world conflict-the cold war. The two superpowers (the U.S. and USSR) became hyper-suspicious of each other’s motives, creating a hostility that lasted till late 1980s. Truman’s Point Four Program addressed the foreign policy of the country and established a modern era for engagement in international politics. One of the outstanding themes in the four point plan was to help more nations in post World War II and assist the countries restore their economies, besides protecting them from communist control (Santiso 2003, p. 297). The Keynesian approach details economic growth, requiring government guidance and activist policies that circumvent the cyclical instabilities, which plagued the pre-war economies. The present international institutions (the UN, IMF, and World Bank) remain strongly rooted in a definite historic era shaped by emerging Keynesian consensus and embody an attempt to institutionalize this policy framework at an international platform. Development schools of thought incorporated during the post-war era include modernization theories (1950s, early 1960s); dependency theories (late 1960s, early 1970s); world economy view (late 1970s, early 1980s) and basic needs approaches (late 1970s). Other schools include alternative modes of production perspective (1980s) and sustainable livelihood approach. Modernization theory was a strong element in the increasing Third World critique of western ideas and practices on development and reinforced the notion that underdevelopment could be created (throug h colonialism and/or exploitation) instead of being an outright natural state (Katie 2005, p. 32). From