The teacher decides to go home and test his theories about making the nutcracker come to life. After multiple tests the nutcracker began to flash, it was like he was looking directly into the sun. “I can finally show these students that I can make things come to life!” exclaimed the teacher. The nutcracker gave him a look as if he was lost. “Hello” said the teacher.
Canvas Reflection I loved all the videos from the May 28th class. I found a bunch of strategies that would be great in my classroom! As funny as the “clap clap teach” and its response “clap clap okay” was, I loved it for the kinesthetic students in my classroom. Did you notice how no one talked after they did their little routine? I’m always on the lookout for classroom management strategies and I think this would be a great attention getter.
"Research an investigation involving the process of enquiry and discovery used to generate new ideas" (Hall, Jones, Raffo, 1993, Business Studies, P. 204) Research is vital in all business environments, and put into practice far more than most people presume. Every modern day manager uses research with almost any decision he makes within the company (not just when planning to advertise, as many seem to believe). Even when a manager believes that they are acting out of some kind of instinct, or hunch, it will nearly always be based on some kind of prior experience. So all these decision are tracing back to some form of past research. Although this does not mean that the term research is not over used and/or used in the wrong context.
Debates on this subject are happening everyday in a large percentage of companies throughout the United States. Supporters mainly consist of standard employees in a company; they want the laws that apply to privacy outside of the workplace to work inside as well. The critics are mainly upper management in companies, they believe “It is absolutely essential for employers to monitor their workers closely in order to encourage productivity and suppress potential problems” (Workplace Privacy). This usually happens through monitoring emails, phone calls, and even Internet use. Some employers have taken it as far as punishing workers for their activities taken place off the clock.
I believe that there is a difference between a boss and a leader. A boss is a person that sits idle and tells his/her employees to do the tasks that are needed to be done while a leader shares the workload. In my past experience, I’ve noticed that I’ve had a lot more respect for my superiors when they assisted us, rather than just scream at us behind a desk. I think the best approach to fixing my weaknesses is utilizing more proven ideologies in my daily managerial work. The ones we learned in this class have been used for years and they seem to have the most effect on employees.
The inclusion efforts placed into the class I observed way that they were all magnet students, so it allowed the teacher to perform critical thinking tasks and projects that were advanced. An example of this would be the dissection the students do yearly when they are a magnet student. In the environment collaboration, there was an instance between the teacher inside the department and with the students. The departmental teachers helped the teacher I observed perform the dissection because he couldn’t handle the chemicals being used. They helped solved the problem by switching the classes so my teacher could teach the other departmental teachers students while she was with his students to do the dissection.
Whether it is a question about a project, a concern with one of our procedures, or to have a discussion about a new idea to help a process more efficient, we are more than welcome to come talk with them. I remember my first day on the job when I was being introduced to everyone in the office, they all wanted to make sure that I knew I was able to come talk to them whenever I needed them, even the CFO and CEO. This stood out to me because of hearing about some other recent graduates new jobs, they only see their managers when either a meeting has been scheduled or they rarely see them, if at all. In chapter one of Organizational Behavior written by Stephen P. Robbins and Timothy A. Judge, there is a section that talks about the difference between an effective and a successful manager.
Many people will approach change in a business environment with pre-conceived anxiety and worries. However, this does not always need to be the case – many employers are using new strategies and tactics to promote business change in a positive light – methods such as empowerment, Kaizen production, and bottom-up change are becoming evermore popular with large companies. First though, I want to examine why workplace change is such a worry for so many staff. The underlying reason for worries about change is the reluctance to give-up the established organisational culture of a particular department or business – in a sense “the way we do things around here”. This organisation culture may have been established for years, and developed as time, processes and resources have moved it along – although it may sound silly, an organisation culture can be very personal for some members of staff who may have helped develop it, or had to work with-it for a number of years.
I will explain the behavior of leadership for this company, explain how it became negative and give some recommendations on how the company’s leadership could have handled things differently. Communication within an organization is very important. The company had many problems with communication and it started with the leader of the organization. The company utilized top down communication, wherein the owner of the company disseminated information to his management staff, and the management staff, in turn, disseminated the information to the employees. I can recall that having meetings on a weekly basis in order to provide the employees with information regarding changes to tasks and procedures.
As new technology emerge, corporations will constantly review their business practices and processes to enhance their operations as well as cut costs. I agree with Mr. Drucker that positions most affected are, and will be, several layers of management and clerical positions. The function of a Supervisor, Assistant Manager and Manager is to merely coordinate, review and oversee an area or department of employees. Most levels of management do not have the knowledge of completing day to day operations and tasks, but more of an ideal of the process. In my eleven years of employment with Fortis Health, formerly John Alden Life Insurance Company, several positions were eliminated, replaced by some form of Information Technology.