Statement of Educational Goals and Philosophy :: My Philosophy of Education

Articulation of Educational Goals and Philosophy At the point when I was in High school I concluded that I needed to be an optional instructor. From the outset I didn’t need to be an educator, however a couple of my instructors altered my perspective. In auxiliary school, I was thought of as an outsider by both my companions and my instructors. I had moved from Washington D.C. to the little nation town of Galax, in Virginia, and the manner in which I talked and dressed picked up designate of negative consideration. Individuals felt that I was not equipped for anything besides rather beginning difficulty, when in certainty I was very and bashful. This negative generalization made school an excruciating encounter and I didn't appreciate going to class. It wasn’t until my lesser year that I had educators who saw that I was in certainty a keen individual, equipped for anything. They were the ones that gave me that, provided the correct guidance, any understudy can achieve anything. They likewise gave me that learning coul d be made fun. These instructors are what made me need to educate. They made me need to be the instructor that is there to enable each understudy to arrive at their maximum capacity. In the accompanying passages I will express my way of thinking on instruction and a few objectives that I will meet. It wasn’t until an undertaking that my Education 210 educator, Miss Smith, appointed my gathering a task on essentialism that I understood I was an essentialist, this way to deal with instruction was made well known by William Bagley. This methodology was initially thought of as being to condemning of understudies, however the starting of Sputnik in nineteen fifty seven and â€Å"A Nation at Risk† in nineteen eighty three brought essentialism back. In everything that are done in the study hall, for example, homeroom the executives, the educational program, showing strategies, and the methods of assessing my understudies, I intend to follow the essentialist approach. I wish to do this since it is my conviction that schools ought to ingrain conventional virtues and the scholarly information that understudies need so as to become model residents. All things considered, I accept that the motivation behind instruction is to shape understudies into model residents since they are future pioneers.

Systems Development: Concepts, Issues and Approaches

Frameworks Development: Concepts, Issues and Approaches Frameworks advancement ideas, issues and approaches and the connection among innovations and their social setting Question 1: For what reason are traditional ways to deal with frameworks configuration viewed as techno-driven? Presentation This paper presents an exhaustive clarification of the different procedures identified with frameworks plan and to the issues that face the ordinary, or customary, strategies as per which PC frameworks, of various types, are planned. The paper will at that point clarify why the customary methodologies of framework configuration are viewed as techno-driven. Before having the option to respond to the principle question of this paper, we ought to characterize certain terms so as to explain all the components that will be talked about later on. Stews (2004, p.542-543), states that â€Å"a PC framework is an electronic gadget that can be thought of as a total data preparing focus. It can ascertain, store, sort, update, control, grouping, arrange, and process information. It additionally controls rationale tasks and can quickly impart in designs, numbers, words, and sounds.† Another definition is introduced by Avgerou and Cornford (1998, p.1), as they express that data frameworks â€Å"refer to data and information dealing with exercises in human associations. Data taking care of in this sense is a deliberate action continued after some time, and incorporates the exercises of gathering data, putting away it, guiding it to fitting spots and individuals, and using it in different assignments inside the organization.† The planner of the framework endeavors to recognize a particular issue inside a given situation of work, for instance, and makes a lot of procedures that ought to have the option to determine that issue as per pre-decided guidelines and prerequisites (Kelkar, 2004). Framework DESIGN A framework should deal with an assortment of issues identified with an association and to empower the individuals whom are viewed as the people that manage those issues to work appropriately, quickly, more proficiently, and all the more precisely. This generally additionally includes the communication (between availability) between each one of those working in a particular segment. The individual (or gathering of individuals) that should plan the ideal framework should contemplate and break down altogether the difficult circle, distinguishing the different components and elements engaged with it, proposing distinctive framework alternatives, put them into test (ideally in genuine workplaces), lastly choosing, with the assistance of the administration of the association being referred to, the best arrangement. PC frameworks planners, nearly from the earliest starting point of this field, would in general work only inside their specialized domain; implying that they were distinguishing the issue and making the arrangement that, clearly, was effective, yet that was just operable and encouraged to themselves and to individuals of a similar specialized foundation. This made a reality which made it, fairly, hard for normal clients, who are additionally expected to be the end clients of today’s PC frameworks, to bargain, cooperate, not to mention produce proficiently utilizing those frameworks. The principle issue in this unique situation, as clarified by Doherty King (2005, p.2), is that the fashioners don't, by and large, follow most required strides in what concerns the examination of the effect of using the PC arrangement on the association and in what concerns the communication between the made framework and the human factor of that association. As per Poulymenakou Holmes, 1996 (in Doherty and King, 2005, p.2), â€Å"the reception of techno-driven advancement approaches can be a hazardous technique, as it urges engineers to convey and actualize the data framework, and at exactly that point, if by any stretch of the imagination, stress over adjusting it to its authoritative context.† The traditional procedure, which relies entirely upon making a PC framework that is effective in settling a given issue and that works from a specialized (or PC programmable and configurable) perspective, is viewed as techno-driven in light of the fact that the most significant factor in planning the framework, which is the human factor, has not be thought about completely by the originator (or the architects) during the execution of their underlying arrangement of work. Numerous experts and scientists continue requiring a procedure of framework plan that centers more around the social part of the made apparatus: â€Å"little progress has been made in the advancement of down to earth socio-specialized strategies and approaches that have prevailing with regards to making the change from look into research facility to broad business usage† (Doherty King, 2005, p.2). Davidson and Chiasson (2004, p.6) express that the three primary phases of data innovation are the turn of events, the usage, and the osmosis. They weight on the way that all the subtleties that are identified with the day by day utilization of the innovation may not be seen at the hour of arranging on the grounds that the â€Å"attention is centered around by and large business objectives and usage strategy.† This makes the period following the establishment and the underlying execution exceptionally significant as all the social and human related variables must be balanced and changed to suit the clients and the association in general. There are different instances of frameworks that were made by the customary, techno-driven, approach and that have fizzled at the hour of usage in light of the fact that the planners came up short on the social-situated component in their structure Doherty and King (2005, p.2) referenced a few bombed encounters of this sort; cases, for example, the London Ambulance System, the Taurus System, and the Benefits Payment Card System. Different models were introduced by Davidson and Chiasson (2005, p.6-12) who detailed that the electronic clinical record frameworks (EMRS) that were utilized in two human services associations were likewise a reason for worry, to a limited degree. The creators affirm that the first frameworks made for the wellbeing associations should have been socially changed through the usage of TUM (Technology Use Mediation) during framework improvement stages and all through the period in which the frameworks were being used. â€Å"System setup expected changes to programming foundation and code. Authoritative size affected the accessibility and the viability of intercession resources.† Another factor that is associated with the traditional methodology is the complete underestimation of beforehand existing frameworks which is additionally another quality of techno-driven techniques for plan and framework advancement. Disregarding the ‘old’ frameworks drives the originator to make something that is absolutely new to the association, and this additionally rejects the impacts, the points of interest, and the convenience of the past framework. The ease of use of the framework and the capacity of individuals inside the association to work with it came because of an extensive stretch of framework alterations (regardless of whether equipment or programming) and of individual preparing and various procedures of blunders and revisions; which is the thing that can be considered as the social-related side of framework improvement. Every one of those components will be completely disposed of by the originator during his/her advancement of the new framework, which w ill bring about the new framework experiencing similar stages that the old framework went through, and this is another type of time-related and monetarily related misfortunes to the association. Chae and Poole (2005, p.19) offer a significant conversation starter: â€Å"Is it workable for a huge scope data framework to be created ‘from scratch’?† Their clarification affirms that: Records of framework advancement and the frameworks improvement writing frequently center essentially around the new framework and tend to underemphasize the job of previous frameworks Few give a lot of consideration to the job of prior data frameworks in IS [Information Systems] improvement. To the degree the new framework must coordinate with previous frameworks or utilize existing equipment and programming Existing frameworks have additionally been viewed as issues or boundaries to the advancement of new IS and as disablers of Seems to be based hierarchical development and change†¦ This methodology, as well, will in general treat prior frameworks as articles, secret elements (for example Markus, 1983). Those referenced above are the most prominent focuses when considering PC plan in its ordinary strategy, which is, as can be seen, techno-driven. End Despite the fact that ordinary methodologies of framework configuration have been applied from the earliest starting point of the time of Information Technology, they are still techno-driven. What fashioners should concentrate on are those framework qualities that are progressively operable by the people of an association; this incorporates the interface structure, the language utilized inside the different pieces of the framework (those identified with both the product and the equipment) Another significant point is the flexibility to the association that mentioned the framework; the originators ought to see completely that different variables that can lead the recently made framework to be increasingly social-arranged and to be what the association needs. Techno-driven structures can work, yet just in specialized related fields and segments. Past frameworks ought to be concentrated cautiously before starting the plan for new ones; this will empower the planner to comprehend what qualities worked already, what structure are the representatives and the administrators used to work with, and which devices can be re-utilized inside the new framework. Anderson and Vendelo (2004, p.27) clarify the issue of techno-driven structure by expressing that â€Å"when brought into a field, the specialized framework frequently should be changed to consider the more all encompassing prerequisites that are available in the field, as clients need to oblige the innovation in their every day routines.† Reference L

Your Boss Put You on a Performance Improvement Plan, Now What

Your Boss Put You on a Performance Improvement Plan, Now What At around this time about two years ago, I got a call from my friend Elsie asking me to help her find a new job.This caught me by surprise, since she had been working with the firm for a while, and it seemed to me that she was happy at her job.So, what had made her decide to look for a new job all of a sudden?Turns out, she had just been put on a performance improvement plan and felt that she was about to lose her job.Despite being put on a performance improvement plan, she didn’t end up losing her job.Actually, what reminded me of the incident is the fact that she called me with the news that she had just received a promotion (at the same company where she was put on a performance improvement plan), and I felt that it would be a good time to talk about performance improvement plans.When I ask people what they fear most about performance reviews, a high number of them mention that they are very much afraid of being put on a performance improvement plan.Most people assume that being put on a performance improvement plan automatically means that they are on their way out the door.However, this is not always true.The fact that you haven’t met some performance expectations does not necessarily mean that you suck at your job.It just means that there are areas that you need to improve to enhance your performance.Of course, there are some people have lost their jobs over the years after being put on a performance improvement plan.However, these typically happens when an employee is unable to meet the conditions set out in the performance improvement plan.Actually, being put on a performance improvement plan should be taken as a positive sign, because it shows that the organization views you as a valuable employee and believes that the performance issue you are going through is fixable.If they didn’t think you were valuable, or if they didn’t believe that your issue is fixable, you’d be shown the door without any chance to get your act together.In this articl e, we are going to look at what you need to do in case your boss puts you on a performance improvement plan.But before we get there, let’s first understand what a performance improvement plan is.WHAT IS A PERFORMANCE IMPROVEMENT PLAN A performance improvement plan is a document that highlights any recurring performance issues together with areas of improvement suggested for the employee, and a specific timeline for making the improvements.The areas of improvement are normally suggested to give you the chance to maintain goodwill with the organization.In simple terms, it’s like when a student makes a mistake in class, and the teacher gives them probation time in which they are supposed to think about what they have done and promise to improve on their behavior.Therefore, unlike the punitive measure that most employees assume it to be, it can be regarded as a corrective measure aimed at doing away with certain behavior and improving others in order to ensure organizational goals a re met.If you have been put on a performance improvement plan, the HR manager will most likely call you to talk about it to ensure that you understand what the expected outcomes of the performance improvement plan are.But as many HR managers will tell you, it does not mean you are about to be fired.If the company had wanted to fire you, they would have just done it without the need to first put you on a performance improvement plan.The performance improvement plan is therefore a chance for a comeback, an opportunity for you to learn about your weaknesses, a time for you to re-think your strategies and tactics and most importantly, a chance for you to be better.A performance improvement plan will constitute the following:A written document of the performance issueA detailed description of the expected outcomes of the employee’s behaviorA resources allocation section to support the employee in enhancing performanceA follow-up plan that includes timeframes, meeting schedules, and the milestones that have been established between the manager and the employee.The consequences of failure to meet outcomesPURPOSE OF A PERFORMANCE IMPROVEMENT PLANSome of the reasons why you might be put on a performance improvement plan include:To Identify Substandard PerformanceThe first reason your employer would put you on a performance improvement plan is to identify substandard performance and make you realize that your performance is not meeting expectations.Therefore, the performance improvement plan will detail specific areas that you are deficient in and that are affecting your work performance.The second thing it will detail is an improvement plan which could be on-the-job training or actual coaching.When you are not performing, the organization is also not performing, and a performance improvement plan is usually viewed as a chance to identify the substandard performance with an aim to rectify.To Document Substandard PerformancePerhaps this is the greatest reason why most employees fear being put on a performance improvement plan, because the plan can serve as evidence of your underperformance if the organization decides to fire you.In case you get fired and decide to file a complaint for wrongful dismissal, the performance improvement plan serves as evidence that you were indeed not meeting your performance expectations.To Identify Behaviors Contributing To Substandard PerformanceA performance improvement plan identifies recurring behavior that contributes to the substandard performance.You may not be aware of any such behavior, but perhaps your manager has been noticing it.Maybe you have been arriving later than usual, maybe you spend too much time on the internet, or it probably lies in the way you have been treating fellow employees or customers.To Deter Reoccurrence of Improper BehaviorEmployers have specific work guidelines, and rules stipulated for employees.Those regulations are established to ensure organizational goals are met.When the mana ger puts you on a performance improvement plan, there is a chance that there is something you are doing which is against company policy and they want to put a stop to that behavior.Putting you on a performance improvement plan serves as a deterrence to the behavior both for you and other employees.To Enable Employees to Develop Certain SkillsContrary to popular opinion, performance improvement plans are not meant to punish you.They are meant to help you correct some behavior that might be contributing to your non-performance.In the process of working towards achieving the improvement milestones set out in the performance improvement plan, you might also end up developing some key skills.For instance, when on a performance improvement plan, you have to meet the conditions set out in the plan, in addition to working on your regular assignments.This might force you to develop time management skills in order to ensure you meet both objectives.All you need is to have a positive attitude and to open up yourself to learn and experience new things which will improve your performance.To Improve PerformanceThe ultimate goal of a performance improvement plan is to help you improve your performance on the job.The performance improvement plan makes an employee aware of substandard performance, identifies the behavior that contributes to it, enables the development of skills and abilities, deters maladaptive behavior and provides you a course of action to correct whatever issue it causing the non-performance.It is thus a chance for you to improve yourself and your performance so that you improve your job security and contribute to the organizational goals.While I have said that the performance improvement plan shows that the organization values you and is giving you a chance to fix whatever issue is causing your non-performance, it also shows that you are fast approaching the end of your leash.Your job is riding on the outcome of the performance improvement plan.If you are unable to meet the conditions set out in the plan, there is a very high chance that you will lose your job.Therefore, you should not take the performance improvement plan lightly.Remember that the performance improvement plan is a legal document, one that gives the organization a valid reason for letting you go.WHAT TO DO AFTER BEING PUT ON A PERFORMANCE IMPROVEMENT PLANYour performance at work has been slacking, and your boss has put you on a performance improvement plan.Now what?If you have been put on a performance improvement plan, below are some tips on how to handle the situation.Calm DownWhen placed on a performance improvement plan, the first thought that comes to mind is that you are about to lose your job.This can lead to anxiety and emotional overwhelm, which can easily cause you to do or say something you might regret later.Therefore, after being notified that you have been put on a performance improvement plan, the first thing you need to do is to try to calm down.As we have already seen, a performance improvement plan does not necessarily mean that you are about to get fired, so there is no need to panic.Do something to help you remain calm as you process the news. If necessary, you can even take a walk and get some fresh air as you process the news.Assess the SituationOnce you have taken a breather, it is time to evaluate the situation you are in.The first thing to ask yourself is why you are on a performance improvement plan in the first place.Is it something you have been put on before, or is it the first time?If you have been put on a performance improvement plan before, you need to remember the reasons why you placed on the improvement plan.Was it poor customer feedback, failure to meet deadlines?Whatever reason, you need to jot it down and reflect on it for a while.If it’s something for which you have been put under a performance improvement plan before, maybe you need to think about further and come up with interventions that will work t his time.If it’s the first time that you have been put on performance improvement plan, then you need to consult your manager for further clarification especially if it’s a behavior that you hadn’t noticed yourself.Once you have identified the reason why you have been put on a performance improvement plan, you need to reflect whether the role in which you failed at matches your personal and career goals.You also need to evaluate similar situations where employees have been put on a performance improvement plan and determine what the company culture is in such instances.You also need to analyze the relationship between your manager and yourself and determine if she or he is willing to help you throughout the course of your performance improvement plan.If you find out that you have actually been slacking in fulfilling your duties, that the company culture is oriented towards employee improvement, and that you have a trustworthy relationship with your manager, then, by all means, the best thing to do in this case is to start working on improving your performance.If, on the other hand, your company is more oriented towards letting employees go rather than helping them improve, and if you have doubts that your boss will be willing to help you improve your performance, it might be time to start hunting for a new job.Decide If It Is Worth ItYou might do this in the previous step since this step is more of a continuation of the previous one, but I would advise you look at it as a separate step.In the previous step, you wanted to assess the situation that led to you being put on a performance improvement plan.In this step, you want to review if it’s actually worth it going through with the performance improvement plan, or if it is much better to start looking for greener pastures.I would advise you to put your emotions aside when reviewing the performance improvement plan.While it is true that most companies use the performance improvement plan as a way to impr ove your performance, the reality is that some employers will use it to fire you.Therefore, you need to decide if it is worth it going through with the plan. If your manager is not willing to schedule a meeting with you to talk about the performance improvement plan, then this could be a sign that you should be looking for a new job.You also want to review the plan to evaluate whether it is humanly possible to meet the conditions set out in the plan.If your performance improvement plan requires you to bring in twenty new clients by the end of the week, then you might just hand in your resignation letter.Make sure you have read all the sections of the performance improvement plan to ensure that you understand what is required of you.The document requires your signature, and you do not want to sign anything that might get you fired.Once you have read through and decided that it is worth it, then sign the document, keep a copy for yourself and begin working on your performance improvem ent plan.Take It Seriously And Commit Your SelfWhile we have discussed that a performance improvement plan is more or less like probation, the risks involved and the consequences are entirely different.We have also seen that the performance improvement plan might be used to terminate your employment if you are unable to meet the conditions set out in the plan.You therefore need to take it seriously and commit yourself to the goals of the plan.While it does not mean that you will get fired, some companies take it as a warning to their employees.They have realized a certain gap in the accomplishment of your tasks which relates to the performance of the organization, and that’s why they have given you a chance for redemption.Therefore, meeting the goals of the performance improvement plan is critical to the organization and the only guarantee that you will still retain your job.The good thing about a performance improvement plan is that it is usually specific and detailed and will ad vise on what to do so as to achieve the goals set out in the plan.You should really take some time going through the plan to ensure that you fully understand what is needed of you.Come up with a to-do list and other tools to help you accomplish whatever is set out in the plan.Commitment is also a necessary element for the success of a performance improvement plan. You want to show your employers that you are committed to the task at hand and the surest way of doing this is committing your time.You might want to call your friends and cancel any other plans you might have had and commit that time to your performance improvement plan. Tell the manager that you are going all in and actualize that.You might even decide to put in extra hours to ensure that your time on the performance improvement plan is superseding expectations.Do the extra work with pride and make sure that your performance exceeds that of others.When your manager sees how willing you are to ensure you accomplish the go als set out in the performance improvement plan, they will see that you are committed to the goals of the company.Ask for HelpAsking for help is not a sign of weakness, but an acknowledgment that we are aware of our limitations and are not afraid of enlisting others to help us get better.Therefore, do not be afraid to ask for help just because you are on a performance improvement plan.For instance, you might come across a task that you need to accomplish but don’t know how to, but then get tempted to not ask for help because it might show that you are not really good at your job.Resist the temptation not to ask for help, because only by asking for help will you learn how to accomplish that task.Asking for help is a strength, and your manager will be willing to help you if they are certain you are committed to improving your performance.When you are on a performance improvement plan, it shows there is something that you haven’t been able to do on your own, and therefore there is nothing wrong with asking others to help you if this is what will help you improve.Be Open to Learning And Have a Positive AttitudeBeing put on a performance improvement plan is an opportunity for learning and unlearning behavior so be open to it. It gives you a chance to redefine yourself, to test your limits, to change and to grow.The only way you improve your performance and learn something from it is to have a positive attitude. Attitude has been the make-or-break central factor since time immemorial.Only a positive attitude can get you through a performance improvement plan.When we began discussing what you should do when put on a performance improvement plan, we said you should control your emotions.Employees with high emotional stability are able to get through an emotionally challenging situation because they face it with a positive attitude.Therefore, have a positive attitude and open up yourself to learning and accomplishing the tasks detailed in your performance improveme nt plan and grow.You Have Learned, Now Move OnCongratulations now that you have come this far! If you successfully complete the objectives set out in your performance improvement plan, you have reason to celebrate, because it is not always that employees are able to achieve the conditions set out in their performance improvement plans.Getting through the performance improvement plan serves as evidence of your attitude, commitment to learning, motivation, and organizational commitment.When you complete a performance improvement plan, it is a sign of success.While many would have panicked and quit their job, you took it bravely, acknowledged that you haven’t been performing your job effectively and worked with the organization to ensure that your performance improved.You took the time to reflect, contacted your mentors and associates and truly committed yourself to ensure positive outcomes. What is more, you maintained a positive attitude through it all.You learnt, you grew and made improvements, and now it’s time to move on.Remember you will still go through a performance review so make sure your energy lasts through this period. In the performance review, show your manager and the team that the performance improvement plan was a learning process and that your performance has improved.Give specific details about what you learnt and your vision for the future and make sure it is in line with organizational goals.WRAPPING UPAs an employee, you should always give your best at work to avoid being put on a performance improvement plan.If you happen to be put on one, however, there is no need to panic. It doesn’t necessarily mean that you are about to be fired.Instead, you are being given a chance to fix your mistakes.Simply acknowledge that your performance has been under par, and then commit yourself to correcting the issue and improving your performance.If you happen to get fired after being placed on a performance improvement plan, and this does happen in s ome cases, take it gracefully and move on.Furthermore, it might be for the best.You could have been holding on to a job that was not the best for you, and this is your chance to go after the job you have always dreamt about.Give yourself a chance, carry all your life skills, failures and accomplishments â€" they are part of who you are â€" and move on.Just make sure you do not get on another performance improvement plan.