Friday, December 27, 2019

Training Methods (Management) - Free Essay Example

Sample details Pages: 4 Words: 1332 Downloads: 9 Date added: 2018/12/19 Category Management Essay Type Research paper Level High school Tags: Customer Satisfaction Essay Organization Essay Did you like this example? Purpose of the company Today, due to the increased number of educated people who do not have a job, the employees have to show their worth in the company to remain relevant. The allowances that are offered in the workplace depend on the ability of the employees to attract more customers or make more sales. Some companies give the workers commission for every good or service offered to the customer. Don’t waste time! Our writers will create an original "Training Methods (Management)" essay for you Create order Just like any other person, the employees have been taking advantage of the situation and if they have a way of showing the made a sale of good or service to the customer even if they did not (Valentine et al. 2015). This shows how business culture can affect the company to a point for employees can be deceptive just to have an additional income. In this case, we will look at the Sunshine Bank and how training can help to grow and achieve the goals and objective of the company without being deceptive. The bank mission is To develop a good culture which will ensure trust and satisfaction to the customers. Size of the company Sunshine company is made up of 200 employees who need to be trained to prevent unethical behavior which can affect or taint the reputation of the company. Training the entire staff member can be expensive but can help to ensure efficiency in the workplace to satisfy the needs of the customers. Training 200 employees cannot be difficult because the number is still small compared to that other company that has more than 2000 employees. Sunshine is just a small bank located in Florida in the United States whose vision states To offer the same quality services to our customer using ethical employees. The needs of the customer should always be met to make the bank reliable and trustable. Handling the finance of people and keeping it safe in a manner that they can retrieve it as they like is not easy. It would be a shame for a customer to go to the bank to withdraw some cash only to find that the bank does not have the money. The reason why banks can lack finances is mismanagement and em ployee mistakes or fraud. When the customer learns about such problem from a bank, they withdraw their finances which can result in bankruptcy. The trigger event that started the training session Every time a company gets the need to train the employees is to prevent unwanted circumstance in future. The triggering event for the training session for sunshine banks was the case of Wells Fargo where employees were opening fake accounts for the company to get the allowances. Sunshine bank is a business which can face the same problem, and the employees need to understand the effect of such behavior as well as the consequences if a staff member is caught in such activities. For instance, in September 2016, Wells Fargo was charged $185 million for the illegal practices which saw the employees create an account for people without their consent. The mission of sunshine bank seeks to protect the integrity of the bank as well as ensure the customers are satisfied. Although the employees did that to protect their jobs by achieving quotas, the bank had to pay the consequences of their action. Such unethical behaviors do not only happen in Wells Fargo, and other companies in the same industry need to train the employees to prevent such behavior. The manager of the sunshine bank wants to examine the training behavior of all the employees in the company and ensure they follow the ethical standards. The target population of the company Sunshine seeks to train all the employees irrespective of their hierarchy in the company. Most of the time, training session leads to changes in the company and therefore, it is important to conduct a change management. According to Kotters eight principles of change management, it is important for the manager to create a powerful coalition in the business which will convince the rest of the staff members the importance of the training session. The coalition can only be made through depth training to the employees who are high in the hierarchy and work with them to implement and lead change (Mayet al. 2014). Training the entire staff is important and helps to create a culture in a company that employees can follow. If need be, the manager of the sunshine bank can decide to shuffle the employees according to the findings of the training session. The ethicalcode in the workplace can be developed in the company to help guide the employees of the ethical behavior. The manager can discu ss with the employees on the importance of having a written code of conduct in the company (Mayet al. 2014). The written code of conduct can be placed in an area in the company where employees can see what they should or should not do in the workplace. The assessment method The best method to use for a company that has approximately 200 employees is instruction design. The design must consider the characteristics and behavior of the leaner and implement a strategy which helps them to have enough courage to handle difficult issues in the company. The company can also contribute to the problem of unethical behavior in the workplace (Itani et al. 2017). For instance, in the case of Wells Fargo, the employees might have feared to lose their jobs for not delivering in the jobs as required. Today, banks have been affected greatly by the advanced technology which people use to keep their money. For example, the network service provider companies have been providing people with an account where they can keep, transfer, save and even get short-term loans. Therefore, people do not need to open banks accounts and keep their money, which exerts pressure on the sales personnel in the banking institution to lie on the system. However, with a good communication s trategy in the company, people can gain the courage to address their problems as well as report unethicalbehavior in the workplace. The manager should also understand that it is important to retain employees. Although in the management career one has to replace employees, the cost of training a new employee is higher than a worker who already understands the culture of the company. The cost of training new employeesincludes recruitment and administrative cost, cost of teaching variable skills among others (Itani et al. 2017). However, the training cost depends on the position of the employees in the company. For instance, for an employee earning $8 per hour, the cost would increase to $9 per hour. Therefore, for the sunshine company, the cost of training all the employees can be estimated at $ 200 per hour. The company can prevent such cases by teaching the people in the organization the importance of ethics and teamwork. The company is not mainly made up of the premises and c apital but the human resource which workstogether to reach the companys goals and objectives (Mayet al. 2014). Unethical behavior in the workplace such as ignorance of professional ethics can affect the image and reputation of the company which resultsin loss of customers and reduced profits which affect the company leading retrenchment of employees. Cases like that of Wells Fargo shows that the reason for unethical behavior in an organization can lead to penalties and loss of employment if the behavioris known.. The employees are very important part of the organization, and it is their responsibility to uphold and build ethical selling skills. References Valentine, S., Fleischman, G., Godkin, L. (2015). Rogues in the ranks of selling organizations: Using corporate ethics to manage workplace bullying and job satisfaction. Journal of Personal Selling Sales Management, 35(2), 143-163. Itani, O. S., Jaramillo, F., Chonko, L. (2017). Achieving Top Performance While Building Collegiality in Sales: It All Starts with Ethics. Journal of Business Ethics, 1-22. May, D. R., Luth, M. T., Schwoerer, C. E. (2014). The influence of business ethics education on moral efficacy, moral meaningfulness, and moral courage: A quasi-experimental study. Journal of Business Ethics, 124(1), 67-80.

Thursday, December 19, 2019

The Perceptions Of Professionals The Traumatic Event...

The study was conducted to determine from the perceptions of professionals whether life experiences or becoming homeless was the traumatic event that triggered (PTSD) posttraumatic stress disorder amid the homeless adolescent population of Raleigh, Durham, and Chapel Hill North Carolina. Participants included 12 professionals with experience of working with homeless adolescents ages 13-18, in regards, to posttraumatic stress disorder development. A questionnaire was utilized for 14 participants to gather the information for the study, in which, had an 85.7% response rate. The results did not determine whether it was life experiences or becoming homeless that was the traumatic event that triggered the development amid the homeless adolescent population in Raleigh, Durham, and Chapel Hill. However, the study did yield a PTSD issue within the population and a lack of service providers to help address the issue. The study also revealed a need to further research the issue to identify the true scope of the problem and to implement services to help address the issue of PTSD amidst the population. An Examination of the Perceptions of Professionals Regarding Homeless Adolescents and Posttraumatic Stress Disorder Chapter One: Introduction This study examined the perceptions of professionals working with homeless adolescents 13-18, in regards, to PTSD. The professionals taking part in the study will have experience of working with homeless adolescents in theShow MoreRelatedThe Perceptions Of Professionals On The Traumatic Event That Triggered ( Ptsd )998 Words   |  4 PagesThe study was conducted to determine from the perceptions of professionals on whether life experiences or becoming homeless was the traumatic event that triggered (PTSD) posttraumatic stress disorder amid the homeless adolescent population of Raleigh, Durham, and Chapel Hill, North Carolina. 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But, people with PTSD continue to feel stressed and frightened after the experienceRead MoreThe Silver Linings Playbook, Pat Peoples2442 Words   |  10 PagesEncountering stressful or traumatic situations is inevitable in a human lifetime. Human beings are faced with a gruesome situation, have a period of grief, and finally overcome the emotions that came along with the event as a wiser and more mature individual. But what about the small portion of human beings that are not able to survive the trauma? What is stopping them from their own recovery? A member of this small portion of human beings is the main character of Matthew Quick’s novel The Silver

Wednesday, December 11, 2019

Culture and Organisation for Innovative Leadership

Question: Discuss about the Culture and Organisation for Innovative Leadership. Answer: Introduction Organisational culture is a process of shared assumptions, values and beliefs, which are followed by the staffs of an organisation. Each of the organisations develops and maintains a specific culture, which provides advices for the performance of the employees of the company. Organisational culture can be differentiated into three different ways such as traditionalism, interpretivism and critical-interpretivism.As per the statement of Sanders (2015), it can be mentioned that organisations, which follows strong business cultures, have a clear value. A strong business culture is benefitted to the organisation to operate in the service sector efficiently. Organisations will get benefits from the development of productive cultures. The employees will be able to identify the mission, vision and business objectives, which are required to achieve the business goals. On the other hand, Kamaluddin Rahman (2016) cited that some of the organisations aim to the concept of high employee motivati on and also on the consumer loyalty approach. Therefore, it can be stated that organisational culture differs from organisation to organisation. Likewise, Zara aims to the consumer satisfaction concept in their business. Their major focus is to provide priority to the consumers. On the other hand, Zara also focuses to the product innovation in order to increase their sales (Perrott, 2014). This study will highlight the major issue faced by Zara in their business.The use of Hofstede model will be discussed in this context. With the help of six dimensions of Hofstede model, an organisation can measure the organisational culture. According to Cadden, Marshall Cao (2013), values of the workers of an organisation are influenced by the business culture can also be understood. This study will also demonstrate the practices, issues or events, which are faced by the mentioned retail organisation. This study mainly focuses to identify the major cultural issue faced by Zara and also evaluate the organisational culture of Zara with the help of Hofstedes cross cultural model. Major cultural issue It can be observed that the black consumers in the Spanish fashion retailer Zaras New York outlets could be disproportionately recognised as the potential thieves. The organisation has conducted a survey on 251 employees and from the survey; it can be observed that Zara gives major focus on the white employees compared to the black employees. This proves that Zara is seeking the problem of racism. The black employees are considered as the least preferred for the promotion and also received harsher behaviour from the managers. On the other hand, it can be mentioned that this organisational behaviour also made a negative impact on the wage rate of the employees. Black coloured employees received less wage rate compared to the white skinned employees. This discrimination also made a bad impact on the consumers. In this context, it can be mentioned that black consumes are not allowed to purchase the special order. Therefore, it can be inferred that this diversification reduced the core v aluation and the equal opportunity to make satisfy to their employees (Naidoo, 2015). On the contrary, Manning Coad (2015) argued that the management of the organisation provides equivalent opportunity to the employees. Moreover, if the individuals are not satisfied with the organisational service, then the authorities aim to follow several avenues to increase the issues, which are immediately investigated and addressed. The management of Zara also added that they tried to provide best service to their consumers and would not discriminate their consumers based on their skin tonnes. Therefore, the business has successfully expanded across 88 countries and would not tolerate disparity. Greater organisational culture and business strategy is able to increase the revenue earning of an organisation. On the contrary, Wong, Tseng Tan (2014) argued that wrong business approach could reduce the overall profitability of an organisation. Zara has adopted a wrong marketing strategic approach, which is not to advertise through the traditional media (Agrawal, 2015). Therefore, the consumers are not able to know about the product specification or the price of the products. On the other hand, if the organisation has launched new products in the market, consumers are not capable to know about the products. This has reduced the sale of the products. Therefore, it can be mentioned that this has a negative impact on the revenue earning. Therefore, Manning Coad (2015) opined that marketing campaign can increase the market share of a company. On the other hand, target segment is not ideally customer loyal in this company. As per the concept of customer loyalty, the consumers are willing to purchase the products from one organisation. This proves that if the consumers are satisfied with the products of the company, then they show their interest towards the products of Zara (Naidoo, 2015). However, it can be stated that absence of marketing is the major issue faced by Zara, because customer satisfaction comes after using and purchasing the products. Without appropriate marketing segmentation, a product cannot be marketed properly and the consumers feel reluctant to purchase the products. In this point, Barber et al., (2015) opined that advertisement can expand the market of an organisation. Explanation of chosen theoretical framework Hofstedes cultural dimension theory is a framework, which can measure the cross cultural communication of an organisation. As opined by Magada Govender (2016), Hofstedes cultural dimension can explain the effect of an organisational culture on the values of the stakeholders such as consumers and the employees. This theory is also helpful to discuss the factor analysis. The efficiency of organisational culture can be measured by six dimensions. These six dimensions are such as power distance index, individualism versus collectivism, uncertainty avoidance index, masculinity versus femininity, long term orientation versus short term orientation and lastly indulgence versus restraint (Sheard, 2014). Power distance index: According to Allen Dovey (2016), this dimension describes the level and the degree in which business strategies are playing a major role within the organisation culture. In this context, the power distance index mainly aims to identify how an organisation can differentiate inequalities among the employees. Therefore, income inequalities between the employees make a negative impact on the performance of them. This will in turn reduce the overall productivity of the organisation. Therefore, it can be recommended that all employees of Zara are required to get equal remuneration. As a result, the employees will be satisfied. Individualism versus collectivism: In this index, Hofstede shows the degree, in which employees of an organisation are divided into groups. Herbert (2016) opined that this index shows the concept of I versus We. Individualism only focuses on a specific group of employees and their immediate group members. On the other hand, collectivism aims to a specific culture, which possesses and also considers the socio-economic wellbeing of a group. Hence, thiswill create a debate regarding the adaptation of individualism and collectivism in an organisation (Chumg, Cooke Seaton, 2015). If Zara follows individualism in their business, then the employees will concern only about their well-being, whereas collectivism will be beneficial to improve the well-being of all of the staffs. This will in turn improve the entire organisational culture. Masculinity versus femininity: Masculinity represents a preference in organisation for their achievement or assertiveness, and receivesawards for success in their business. It is known that retailing industry is large and it is highly competitive. On the other hand, femininity deals with the cooperation, modesty, caring for the quality of life. Gupta Kumar (2013) pointed that organisational culture around femininity encourages the performance of them. As a result, it can be stated that the women will get priority and there will not any gender discrimination in an organisation. Therefore, the women employees will not be discouraged. Uncertainty avoidance index: This index is used for avoiding the organisational uncertainty within the business. According to Bukhari Sharma (2014), with the help of this index, the employees of an organisation will embrace or avert the unexpected things and organisational risks. Uncertainty avoidance index aims to the less tolerant of organisational behaviour, which are assumed to be rigid. However, cultures with lower rating tend to be open as well as comfortable with unknowns. In this essence, it can be mentioned that Zara will like to impose fewer rules and regulations, which are highly accustomed with the organisational environment. This would increase the performance of the organisation and the productivity would be increased. Therefore, Kamaluddin Rahman (2016) argued that it is better to be risk averse compared to be risk lover during the business operation. Long term orientation versus short term orientation: This dimension is associated with the past, current and predicted future organisational challenges. In the words of Cadden,Marshall Cao (2013), each of the organisation requires to make a connection with the past in case of dealing with the organisational challenges along with the present and future. The organisation, whose performance is comparatively higher, will follow more pragmatic strategy. Nonetheless, Wong, Tseng Tan (2014) criticised that lower performing organisation has adopted the short term orientation and they do not have the economic development whereas long term orientation will maintain a higher and strong development in their business. Therefore, Zara would aim to adapt long term orientation in their organisational culture. Stronger organisational culture would reflect the employees willingness and they would like to work with the organisation. Indulgence versus restraint: As per the concept of this dimension, Hofstede showed that organisational culture can be characterised by how the employees enjoy their life, which are related with the basic and natural human drives. However, Manning Coad (2015) questioned that the poor performing organisations are associated with some strict social norms and regulations. Therefore, the above analysis shows that Hofstedes model is helpful to identify how the employees will be affected by the differentiated organisational behaviour. In addition, Hofstedes model is essential to quantify different dimensions of a culture to improve the understanding between the management and the employees of an organisation (Bukhari Sharma, 2014). An analysis of the practice, issue, event of chosen theoretical framework Spanish clothing shop Zara has store chain in nine locations, Singapore. This also proves that the people of Singapore are showing their interest to purchase the products from Zara. As opined by Chumg,Cooke Seaton (2015), Zara is the best known fashion destination to the consumers. It is the quick design procedure, which adapts rapidly the changing fashion trend and demand of the customers. In order to evaluate Singaporean organisational culture with the help of Hofstedes 6 dimension model, it can be observed that there are some good and deep driving factors of Singaporean culture compared to the other world cultures. From the figure 2, it can be noticed that the score of power distance in Singapore is 74 (Gupta Kumar, 2013). This refers that the magnitude to which comparatively lower powerfulmembers of Zara within a nation expect as well as accept the power, is distributed unequally. Power is centralised, therefore, the managers of Zara has relied on their upper management and on their rules. Subordinates expect that they would be told what they had to do. Naidoo (2015) mentioned that attitude, behaviour of the employees towards the management is formal, and communication is indirect. On the other hand, the score of individualism in Singapore is 20, which implies that the organisation in this country is belonging to a collective society. Therefore, they focus to the development of collectivism business culture rather than individualism. Zara also aimed to maintain employee loyalty within the organisation (Agrawal, 2015). Therefore, it can be inferred that the relationship between the employees and the managers is developed based on the moral basis. A high score of masculinity refers that organisational culture will be driven by competition, achievement and also by success. On the other hand, lower score of femininity indicates that the dominating value in an organisation is very high. Singapore scores 48, therefore, this implies that Zara in Singapore is at middle scale but more on the court of feminism. On the contrary, Sheard (2014) argued that the score of uncertainty avoidance in Singapore is very lower and the value is 8 in Singapore. This refers that the organisation has identified their organisational practice is fine and the organisational risk is comparatively lower in this country than the others. Therefore, they will like to accept new business challenges in future due to the presence of lower risks. Singaporean abides many regulations as they require for restructuring due to the higher Power development index. (Herbert, 2016). Moreover, the score of long term orientation in Singapore is 72. This higher score refers that cultural qualities support the long term investment in the business. They believe that long term investment can make a business successful. Lastly, the score of indulgence is 46. In this essence, Naidoo (2015) cited that comparatively weak controlled is known as indulgence whereas relatively strong control is referred as restraint. However, it is noted that it is not possible to regulate a preference on this dimension, as the intermediate score in Singapore is 46. There are three levels under the Schein model. These three levels are such as Artifacts, Espoused values and basic underlying assumptions. As per the level of Artifacts, Schein highlights that Artifacts are assumed as the surface. These aspects are easily discerned and also hard to understand. This level of Schein culture mainly aims to the dress code of the organisation. Beneath artifacts are assumed as espoused values and these are concerned about the organisational strategies, business goals and philosophies. The basic underlying level highlights that the core valuation of the business culture. This approach is completely missing in the Hofstede model. Hofstede model mainly highlight whether an organise have faith on the teamwork or on the individualism. This model also highlights the power of feminity within an organisation. However, these cultures are cannot be determined by the Schein model. With the help of basic underlying valuation, one can identify the human relationship, r eality, truth of the organisation. Therefore, in a synopsis, it can be mentioned that the basic assumption of Schein model is to highlight the organisational behaviour and the leadership style. Hofstede model in Spain: The score this culture power distance in Spain is at 57, which refers that the hierarchical distance can be accepted. In addition, it can be mentioned that employees expect that their senior would control them. Adverse feedback of the employees do not considered as lightly, therefore, it can be hard for the workers to challenge their senior with the difficulties they have faced. Therefore, the score of power distance is comparatively much lower than Singapore. In this point, it can be inferred that the seniors of the organisations in Singapore would be able to control their subordinates efficiently than Spain. The score of individualism in Spain is at 51, which proves that the organisational culture of the country is collectivist. Nonetheless, a lot of employees of Spain are considered as individualist. As the score of individualism in Singapore is 20, therefore, the organisational culture of Singapore is not like Spain and they mainly aims to the teamwork. The score of masculinity of Spain is 42; this implies that the organisational culture of Spain is of feminist type. According to Gupta Kumar (2013), it can be mentioned that dominant values within the organisational culture are caring for the others as well as the quality of life. The score of masculinity in Singapore is 48, which proves that the organisational behaviour is equal in Singapore as Spain from this point. Spain scores very high in uncertainty avoidance and the score is 86. Therefore, this implies that Spaniards would like to have rules for everything; however, they dont make their life and organisational behaviour highly complex. Therefore, Spaniards do not consider the ambiguity in case of having an organisational plan. Nevertheless, the score in Singapore is 8; this implies that Singapore is comparatively risk averse country compared to Spain. The score of long-term orientation in Spain is very lower and it is 19. Quick outcomes are highly preferable regarding the long-term critical thinking. Therefore, the Spaniards are not the future oriented when it comes to daily life style. The score of long-term orientation in Singapore is very high and the score is 72. As they are assumed to be risk averse, therefore, they are highly conscious regarding the future uncertainty. Conclusion The main concern of this study is to find out the major issue faced by Zara in their business. The employees of Zara have been facing the problem of racism within the organisational culture. In this context, it can be observed that without proper advertisement, Zara is not able to market their products in the market. Market segmentation and advertisement is essential to occupy the larger market share over the competitors. In addition, the consumers can identify the comparative advantage of Zara in their business. On the other hand, with the help of Hofstedes six dimension model, the organisation culture of Zara in the country like Singapore has described in this study. Therefore, in order to improve the organisational culture, it can be recommended that Zara does not require to make any employee discrimination, otherwise this will make an adverse impact on the subordinates. They will not willing to work with the organisation and this will reduce the performance of the organisation. References Abubakar, S. G. (2016). Examining The Culture Of An Organisation, Its Leadership Styles, Structure, Diversity Issues And Conflicts: A Case Study Of Virgin Atlantic, United Kingdom. Development, 4(2). Agrawal, A. N. (2015).Examining impact of strategic leadership on effectiveness of business organisation. Nhrd Network Journal, 16. Allen, G., Dovey, K. (2016). Action Research as a leadership strategy for innovation: The case of a global high-technology organisation. International Journal of Action Research, 12(1). Barber, J., Pallister, C., Avery, A., Lavin, J. (2015). Investigating motivations for weight loss and benefits of attending a commercial weight management organisation post-natally. Appetite, 87, 384. Biggs, S. E., Banks, T. D., Davey, J. D., Freeman, J. E. (2013). Safety leaders perceptions of safety culture in a large Australasian construction organisation. Safety science, 52, 3-12. Bukhari, S. S., Sharma, B. C. (2014). Organisation Climate, Inclusive Organisation Culture and its Influence on Organisation Effectiveness-A Study of Organisations in Jammu Region. Training Development Journal, 5(1), 40-45. Cadden, T., Marshall, D., Cao, G. (2013). Opposites attract: organisational culture and supply chain performance. Supply Chain Management: an international journal, 18(1), 86-103. Chumg, H. F., Cooke, L., Seaton, J. (2015, September). Factors Affecting Employees' Knowledge-Sharing Behaviour in the Virtual Organisation (ECKM 2015). In European Conference on Knowledge Management (p. 913). Academic Conferences International Limited. Douglas, E., Cromie, S., Leva, M. C., Balfe, N. (2014). Modelling the reporting culture within a modern organisation. CHEMICAL ENGINEERING, 36, 589-594. Gupta, S., Kumar, V. (2013). Sustainability as corporate culture of a brand for superior performance. Journal of World Business, 48(3), 311-320. Herbert, I. (2016). The transformation of the finance function through new organisation models. Hough, G. (2016). 3 The organisation of social work in the customer culture. Transforming Social Work Practice: Postmodern Critical Perspectives. Kamaluddin, A., Rahman, R. A. (2016). Enhancing organisation effectiveness through human, relational and structural capital: an empirical analysis. Malaysian Accounting Review, 8(1). Magada, T., Govender, K. (2016, April). The Relationship among Leadership, Organisation Culture, and Performance: A South African Public Service Organization Perspective. In ICMLG2016-4th International Conference on Management, Leadership and Governance: ICMLG2016 (p. 210). Academic Conferences and publishing limited. Manning, J. C., Coad, J. (2015). G217 Transforming childrens nursing within a healthcare organisation through an innovative leadership approach. Archives of Disease in Childhood, 100(Suppl 3), A92-A92. Meena, S. (2014). A study on impact of organisational culture on organisation development on emphasis on work culture in bpo industry. Naidoo, G. S. (2015). An evaluation of the risk culture at management level in a South African government organisation (Doctoral dissertation, North-West University (South Africa), Vaal Triangle Campus). Perrott, B. (2014). The sustainable organisation: Blueprint for an integrated model. Journal of Business Strategy, 35(3), 26-37 Sanders, K. (2015). Radical librarianship: the politics and mechanics of DIY culture, and how librarianship might be able learn from grassroots organisation. Senarathna, I., Warren, M., Yeoh, W., Salzman, S. (2014). The influence of organisation culture on E-commerce adoption. Industrial Management Data Systems, 114(7), 1007-1021. Sheard, D. (2014). Achieving culture change: a whole organisation approach. Nursing And Residential Care, 16(6), 329-332. Wong, W. P., Tseng, M. L., Tan, K. H. (2014). A business process management capabilities perspective on organisation performance. Total Quality Management Business Excellence, 25(5-6), 602-617.

Tuesday, December 3, 2019

The Rose Review of the Teaching of Early Reading Findings and Recommendations Essay Example For Students

The Rose Review of the Teaching of Early Reading: Findings and Recommendations Essay The Rose Review of the Teaching of Early Reading: Findings and Recommendations BY KateP92 The Rose Review of the teaching of early reading (2006) identified that developing childrens positive attitudes to literacy, from the earliest stage is very important. Write a summary of the report which will inform practitioners of the main findings and recommendations regarding the teaching of reading. Discuss how the findings link to current curricular policy and practice in the teaching of reading. A debate has been rife in the UK over the past few years as to how best teach hildren to read, which culminated in an Independent Review of the Teaching of Early Reading. The Rose Review was published in March 2006, in light of Jim Roses findings it has become a legal obligation for schools to change the way they teach reading. Schools will be legally obliged to teach phonics and it will be formally built into the national curriculum. The report has recommended that there should be extra help for children who fall behind (Aldred, 2006). We will write a custom essay on The Rose Review of the Teaching of Early Reading: Findings and Recommendations specifically for you for only $16.38 $13.9/page Order now Rose focused a lot on phonics and also referred to children who had difficulties learning to read. These findings will e discussed further throughout, also building upon the opinions of critics. It has been found that some are in favour of these findings where as some have been critical of the review who find certain faults with it. In this extensive review by Jim Rose there were many factors discussed in terms of the early reading process, one of the main points Rose focused on was the use of phonics in the process of early reading development. Rose (2006, p. ) states the systematic approach, which is generally understood as synthetic phonics, offers the vast majority of young children the most direct route to becoming skilled readers and riters. This implies phonics is a successful way of teaching reading, however Rose states that it will help the vast majority, noting that some children will need more help than others. By definition, phonics emphasises how spellings are related t o speech sounds in systematic ways; simply put,phonics refers to letter-sound relationships (Crane and Law, 2009, p. ). This consequently makes it easier for children to learn new words. The process is backed by significant research. Countless research-studies have been conducted on phonics instruction. Much of his research has focused on the usefulness of phonics instruction and the best ways to teach children about sound-spelling relationships (Blevins,1998, p. 9). It is suggested in the report that phonics would boost the literacy skills of pupils, because they are learning to assemble words and their meanings at a younger age. Usually by the age of five according to the report the majority of children should have developed their reading skills through the teaching of phonics. There is much evidence that this approach can be effective. Such as the Clackmannanshire, Scotland study, which Rose based some of his report on. We report here a study of the effectiveness of a synthetic phonics programme in teaching reading and spelling. by the synthetic phonics method, one by the standard analytic phonics method, and one by an analytic phonics programme that included systematic phonemic awareness teaching without reference to print. At the end of the programme, the synthetic phonics taught group were reading and spelling 7 months ahead of chronological age. They read words around 7 months ahead of the other two groups, and were 8 to 9 months ahead in spelling. The other two groups then carried out the synthetic phonics programme, completing it by the end of Primary 1 Oohnston and Watson, 2005, p. 8). This provides validity to the Rose Review as there have been significant longitudinal studies on phonics, that have proved to be successful. Hence the change and enthusiasm of the teaching of early reading by phonics in the report. However not everyone agrees with the findings drawn from the Rose Review. Some believe the teaching of reading through the use of phonics, could be too much of a simple approach, and that they shouldnt Just rely on this one example. As it was required to use phonics in the teaching of reading and not optional teachers may have felt a lot of pressure regarding this new approach. The teaching unions have questioned the governments reliance on a one size fits all approach, which may not necessarily suit all children. They say it should be left to teachers to Judge how best teach their pupils (Aldred, 2006). Although this evidence suggests some are against the report Rose reiterates why this teaching method needs to be re-introduced. Nearly half the schools visited did not give enough time to teaching children the rucial skill of blending (synthesising) sounds together. .u608e3cf8ac4a46f6a9bf005dcc9ee17f , .u608e3cf8ac4a46f6a9bf005dcc9ee17f .postImageUrl , .u608e3cf8ac4a46f6a9bf005dcc9ee17f .centered-text-area { min-height: 80px; position: relative; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f , .u608e3cf8ac4a46f6a9bf005dcc9ee17f:hover , .u608e3cf8ac4a46f6a9bf005dcc9ee17f:visited , .u608e3cf8ac4a46f6a9bf005dcc9ee17f:active { border:0!important; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .clearfix:after { content: ""; display: table; clear: both; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f:active , .u608e3cf8ac4a46f6a9bf005dcc9ee17f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .centered-text-area { width: 100%; position: relative ; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f:hover .ctaButton { background-color: #34495E!important; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f .u608e3cf8ac4a46f6a9bf005dcc9ee17f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u608e3cf8ac4a46f6a9bf005dcc9ee17f:after { content: ""; display: block; clear: both; } READ: Robin Hood, by Paul Creswick, is a story of great EssayInstead, teachers emphasised hearing and identifying the initial, final and the middle sounds in words. So even when children know sufficient letter-sound correspondences their lack of skill in blending sounds meant that they could not apply their knowledge to read words they had not seen before (Rose, 2006, p. 68). This goes to prove that steps had to be taken to improve the teaching of reading in schools, stating that phonics will also help them progress in other elements of reading, such as; speaking, listening and writing. The Rose Review also takes into consideration, the factors that can impact on reading development. Obviously, provision for teaching reading must fall within a well established, broader range of support for pupils learning English as an additional language, taking into account not only advanced bilingual learners but also those who are not so advanced, such as newly arrived learners of EAL, those with learning difficulties and those who may have special educational needs (Rose, 2006, p. 25). However there will surely always be significant problems with this such as; time and esources, the school could be in a deprived area, or overcrowding could be the case. Ellis says most current research shows that children need literacy teaching that is tailored to the individual. l dont think the English (phonics) systems works particularly well, she says. Those from socio-economically disadvantaged backgrounds need good, sharp, upfront teacher-driven interactive phonics right from the minute they start school (Ellis, cited in, Scott, 2010). This suggests it could take teachers a lot of time to find the correct way of introducing the teaching of phonics ecause every pupil has different needs. They may not be reaching their full progress. Therefore these considerations need to be taken into account and individual plans should be produced for children who have specific needs. It was suggested that phonics should be taught discreetly within the curriculum and also be made fun, this is where the role of the adult is important. It is clear that teachers and parents are role models, therefore the adult needs to support the child whilst they are learning to read. An early start on systematic phonic work is especially important for those children who do not have the dvantages of strong support for literacy at home (Rose, 2006, p. 32). It is evident that the support of an adult such as a teacher is crucial to helping a child through education, and equally as important as helping them read this will give them a stepping stone for later life experiences, if they have a positive role model within the school setting. Important, too, is the boost to childrens confidence, self-belief and attitudes to reading that is apparent when early phonic work is taught successfully within a language-rich curriculum (Rose, 2006, p. 33). By praising the child it is elping them gain confidence which will inevitably help their progress, therefore positive attitudes from adults will help support early reading development, whether it is in the home or an education based setting. As well as the adult building the childs confidence, there are also ways according to the Rose Report that phonics can be successful in the current curriculum. Obviously, the value of all six areas of learning must be acknowledged. However, the area of communication, language and literacy calls for carefully structured training that makes crystal clear, for example: how young children develop language; how their cquisition of language can be strengthened and enriched; how their language development is observed to make sure that any obstacles to progress are tackled early; how the precursors to reading and writing can help children make a good start on phonic work by the age of five (Rose, 2006, p. 0). As seen in the current curriculum teachers have different strategies in teaching phonics, as Rose suggested the teaching of phonics should be discreet, this can be seen in the classroom environment as teachers make the teaching of phonics fun, through varied activities and multi-sensory aids, such as; books, reading cards and aried activities to engage the child. There is also a guide to the teaching of phonics. Which according to the Rose Review needs to be followed as it is obligatory. The approved list of products and training will be in a catalogue to make it easier for schools to select products and training that best meet their requirements and the learning needs of their pupils. It will provide schools with a range of products and training that they can choose with the confidence that they all meet the criteria considered essential for good phonics teaching (Department for Education, 2012). This suggests these methods can be successful because there are clear guidelines to follow. .u5bc39fc6c2f6675cf3a1b11eb44fa89c , .u5bc39fc6c2f6675cf3a1b11eb44fa89c .postImageUrl , .u5bc39fc6c2f6675cf3a1b11eb44fa89c .centered-text-area { min-height: 80px; position: relative; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c , .u5bc39fc6c2f6675cf3a1b11eb44fa89c:hover , .u5bc39fc6c2f6675cf3a1b11eb44fa89c:visited , .u5bc39fc6c2f6675cf3a1b11eb44fa89c:active { border:0!important; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .clearfix:after { content: ""; display: table; clear: both; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c:active , .u5bc39fc6c2f6675cf3a1b11eb44fa89c:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .centered-text-area { width: 100%; position: relative ; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c:hover .ctaButton { background-color: #34495E!important; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c .u5bc39fc6c2f6675cf3a1b11eb44fa89c-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5bc39fc6c2f6675cf3a1b11eb44fa89c:after { content: ""; display: block; clear: both; } READ: Mystery Cults EssayIt will also be easier for teachers to recognise what children need extra help, if they are finding it difficult to learn as they have certain guidelines to follow. However some may disagree, such as practitioners because they may not find this method introduced, they may not feel comfortable as it hasnt been used before. Previously the searchlight model was used. The searchlight model has now been eradicated from the current curriculum, following the findings of the Rose Report. The NLS advocated using the Searchlight odel for reading which included a mixed approach of whole words, phonics, contextual cues and memorisation of the high-frequency word lis ts (Ott, 2007, p. 41-42). Rose (2006, p. 74) stated when it was introduced in 1998, the searchlights model also encapsulated what was currently accepted as best practice in the teaching of reading. This had the advantage of making it easier to bring teachers on board to accept the NLS framework for teaching. The reason why Rose may have chosen to change the current curriculum is because the searchlights model was described as very ambitious. There is clear evidence as to why there may be some criticisms to the new proposed teaching of reading through phonics as it is a new method of teaching, and may find it is a significant change that they are not used to. That said Rose stresses the importance of the adult in the teaching of reading, and to see positive results must boost motivation to use this method. In conclusion, the introduction of phonics to teach reading has been controversial. It is clear that the government have backed the Rose Review in light of the findings. However the actual practitioners who have to teach through the use of phonics have ad reservations. All that said from evidence gathered it is clear that, if taught properly and the guidelines followed it can be successful, as there have been positive results from studies. Such as the Clackmannanshire, Scotland study. It needs to take into account individual needs for children in the classroom as they will all be at different stages with their reading when starting school. This furthermore stresses the importance of the adult, whether it be in the home or a school setting. They need to have positive attitudes and continue to praise and help children towards their oals to see significant results. AldredJ. (2006) Synthetic Phonics. Available at: http://www. guardian. co. uk/education/ 2006/mar/20/schools. uk. Last accessed 29th November 2012 Blevins,W. (1998) Phonics from A to Z. Scholastic Inc. Crane, D, K. Law, K. (2009) Book 1, Phonics. Teacher Created Resources, Inc. Department for Education. (2012) Funding for Phonics Teaching to Improve Childrens Teaching. Available at: http://www. ed. gov. uk/inthenews/inthenews/a0076456/ December 2012 Ellis, S. cited in Scott, K. (2010) Phonics: Lost in Translation. Available at: http:// www. guardian. co. k/education/2010/Jan/1 Wphonics-child-literacy. Last accessed 4th December 2012. Johsnton, R, S. Watson, J. (2005) The Effects of Synthetic Phonics Teaching on Reading and Spelling Attainment A Seven Year Longitudinal Study. Available at: http://www. scotland. gov. uk/resource/doc/36496/0023582. pdf. Last accessed 29th November 2012. Ott, P. (2007) How to Manage Spelling Successfully. Routledge. Rose, J. (2006) Independent Review of the Teaching of Early Reading. Available at: https://www. education. gov. uk/publications/standard/publicationDetail/Page1/ DFES-0201-2006. Last accessed: 4th December 2012.