American Schools Should Be More Equitable for Students of...

American schools are in crises. There are a variety of problems that exist in American schools right now, which associate with economic and social classes, race and ethnicity, and gender issues. Although the gender differences in classrooms do have some affects on the quality of American education, they are not the main reasons why American schools are in danger. The most serious problems in American educational system are the barriers that students from both lower classes and minority races are facing. In K-12 schools, standardized testing seems to be the one issue that creates problems. In terms of enrolling into college, the financing is the most common reason that blocks lower classes and minority race students from colleges. In†¦show more content†¦Because of the pressure on the teachers, they would focus more on teaching students how to take the tests rather than what they are supposed to teach in terms of academic achievements (Sacks 44). Standardized testing seems to turn these schools into the ones only for testing. Another issue with standardized testing is that it does not fit every race of students equally well. In Michele Phillips’s article, â€Å"Standardized Tests Aren’t Like T-Shirts: One Size Doesn’t Fit All,† Phillips claims that standardized tests are unfair to the students who don’t have English as their primary language. Moreover, standardized tests seem biased because they’re under the standard of the norms of White middle-class America (Phillips). Due to these linguistic and cultural differences, standardized testing is merely a challenge rather than an encouragement to students who are not in the White upper and middle- class groups. Both Sacks and Phillips claim that in order to help these students to succeed academically, reducing standardized testing is needed. Decreasing standardized testing will reduce the negative effects that it brings which will then improve the equality of the A merican schools and help the students from lower classes and minority races to be more comfortable with studying. For students who are in poverty, mostly from lower classes and minority races,Show MoreRelatedEducation As A Social Institution Essay1965 Words   |  8 Pagesand language. In addition to this, we examined the cultural and social structures of the education system. My further understanding of the factors that affect the outcomes of U.S. public schools and academic achievement has expanded immensely. After gathering research from the authors throughout the quarter, students were able to assess their knowledge through the video assignment. 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Case Study and Lecture Notes for Management of Coffee Ville

Question: Scenario CoffeeVille is a small cafe in Melbourne, Victoria, run by siblings Rufus and Emma Belcastran. The business was opened in 2009 with a focus on providing high quality, socially responsible products based on fair trade and locally sourced ingredients. Thanks to their strong ethics, delicious menu and friendly atmosphere, Rufus and Emma have experienced such success that they are now opening a second cafe, with plans to expand even further in the future. As the business grows, they want to ensure that they remain true to their staff and are hoping to achieve Employer of Choice (EOC) status. With a strong focus on their staff during this expansion phase, you have been hired to help Rufus and Emma by developing a new recruitment, selection and induction program. The aim of this program is to attract and select highly qualified and enthusiastic staff, induct them into this family business in a way that helps them to settle in and feel included while also keeping in mind the goal of becoming an EOC. This needs to be done in a way that supports current and future expansion and takes full advantage of the technology options available. Your brief is to develop an appropriate recruitment, selection and induction program, including policies and procedures, forms and associated documents, and write a comprehensive business report that could be submitted to Rufus and Emma for their approval. Note: CoffeeVille currently has policy and procedures that relate to human resource management and an employee handbook; however, they have not developed specific policies and procedures for induction processes. An analysis of the current strategic and operational plans that identifies where they dont adequately support the new strategic direction of CoffeeVille? Answer: Executive Summary Coffee Ville is a small cafe the owners of which are planning to open a new branch of the cafe. For new branch they require do new recruitments and selections, induction training. The guidance for the whole process can be gathered from this document regarding policies and procedures. The recruitment and selection process is the time and money consuming process which consist of several steps, rules and regulations which has to be followed for the best candidate selection for the job. Analysis of current and new strategies and operational plans of Coffee Ville There are various strategic plans followed by CoffeVilla like the targeted marketing campaigns. It focuses on increment of the revenue and controlling the direct and indirect operational costs of the company. Now a days company is also working on building its image in relation to the ethical and environmental responsibilities of it.Companies new strategic plan is developed to work in building a vibrant business and service sector in growing and prosperous Australian market. There are five focus point of the strategic plan as New business idea development Community and people New and improved infrastructure and required investment Marketing of the product Communication with customers, stake holders and etc. The objective of the new strategic plan is to build the strengthen of the company in relation to social entrepreneurship. The current strategy of the company do not support the process of recruitment and selection of the best candidate using the tools like psychometric testing, profiling, assessment centre but the new strategic plan supports it . Assessment centre- In this centre there are multiple assessment made which increases the percentage of fair selection as the candidates get more chances of proving their strengths. In this centre multiple rater and methods are available. Psychometric testing- The test includes pre-screening test in which the candidate report is developed according to their personality and the ability test conducted in in-house interviews. The report contains the level of competencies, strength of the candidate, for the specific job and etc. Policies and Procedure of recruitment and selection To assist the companies managers that they recruit and select the right person for the right job various open and effective methods are required which are included in this portion. The initial step for the recruitment process is advertising in several recruitment sites, companies website and print media like employment related newspapers and etc. This will help in gathering the applicant who qualifies the criterion for the job. The recruitment and selection team of the company have to make sure that the people involved in the whole process are treated equally and the candidates who get appointed are chosen on merit and talent bases. The main focus should be on equal opportunity and anti-discrimination policy of the company. The whole process of recruitment and selection should be transparent, consistent, and professional and should be on time process. The employer responsible for recruitment should sure that confidentiality and integrity of the candidate should be maintained. Last decision should be made by the owner or the executive of the company. Policies and Procedure of Staff Induction Induction is the initial process after the recruitment and selection process completes. In the induction process the new employees are made aware of the company job, rules and regulations, there specific task and etc. For the completion of the induction process the HR manager of the company has to coordinates. The process follows the following steps as:- From the first day of the employment new employees orientation should be started. Make sure that all the new employees know about the rules and regulations, terms and conditions, working environment of the company, policies. From first day of the new employees the company old employees should make sure that the new ones are comfortable in the work environment it is most important and critical part for the company. To properly manage the induction process the company has to maintain some steps like- Making sure that the induction procedure is according to the policies and legal requirement of the company. Relevant document and induction kit should be properly organized. Staff induction can be provided by the training and ongoing supports. The staff under the probation period performance records should be maintained and monitored with a proper feedback till they are confirmed or terminated from work. For maintaining the effective recruitment process the company should analyze and identify the future needs of human resource for the new shop .The best option should be chosen for companies benefit and whole process of recruitment and selection should be under by considering the legal requirement of the company. References Cannon, J, The entrepreneur's strategy guide. in , Westport, Conn., Praeger, 2006. Davis, P, Staff induction. in , London, Industrial Society, 1994. Edenborough, R, Assessment methods in recruitment, selection, and performance. in , London, Kogan Page, 2005. McConnell, J, How to develop essential HR policies and procedures. in , New York, Amacom, 2005. Musso, P, Recruitment. in . Pollitt, D, Recruitment. in , Bradford, Emerald Group Press, 2007. Rostker, B, W Hix, J Wilson, Recruitment and retention. in , Santa Monica, CA, Rand Gulf States Policy Institute, 2007. Sahu, R, Psychometric testing. in , New Delhi, Excel Books, 2010. Tolley, H, R Wood, How to succeed at an assessment centre. in , London, Kogan Page, 2011.

Special Delivery Essay Research Paper BOOK NAME free essay sample

Particular Delivery Essay, Research Paper BOOK Name: Particular Delivery This book is a love affair novel about two people who at foremost hated each other and because of 1s kindness became lovers. Jack Watson was 59 old ages old an old histrion who bought a adult female # 8217 ; s vesture shop with money his uncle left him. He named the shop after his nine-year-old girl Julie. Jack besides had a boy named Paul. Paul is on his manner to being a manufacturer, much better at moving so his pa. Jack was married to a adult female named Dori who died when the kids were still immature. Jack grieved for along clip about a twelvemonth so tried to acquire over his heartache by kiping with many different adult female much younger so him. Paul Jacks boy was married to Jan Robbins and Julie was besides married and had two childs. Jan Robbins is the girl of Amanda Robbins who was a really good actress but quit when she married her hubby Matthew Kingston. We will write a custom essay sample on Special Delivery Essay Research Paper BOOK NAME or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He was a really controlling adult male and did non like her to work. Amanda had two childs Jan and Louise. The lone thing Jack was to her was her girl # 8217 ; s father-in-law and besides that she hated him and so did Louise the both thought he was a man-about-town. After Matthew Kingston died Amanda thought she could neer travel on once more. Finally Jan got her to go to Jacks Christmas party and that is where Jack and Amanda foremost truly met. That dark Jack took Amanda place and they continued to travel out to eat a little small eating houses where no 1 would be to acknowledge them because Jack had a wont for being on the front page of the intelligence paper with his new miss friend. After a piece they were remaining the dark at each other # 8217 ; s houses and traveling topographic points together and they both new Thursday ey would hold to state the childs. One dark they invited all the childs over to Amanda # 8217 ; s house and sat them down to eat and after they were done eating the told them the intelligence. Louise was the most disquieted and walked out of the house. Paul and Jan were huffy but more aghast, and Julie was really happy for the both of them. Amanda was 51 and Jack was 59. After a piece Amanda started make fulling sick and Jack made here travel to the physicians she truly did non desire to because she merely thought she was traveling through metaphase he eventually made her spell. When she got at that place the physician sent her to the infirmary to make some cheques and that is where they got the bad intelligence. The physicians came in with the echogram machine and that is when Amanda was worried she had an ulcer, they started demoing her the tummy country and so person said the worst intelligence Amanda could of herd at that minute the words were # 8220 ; there is the head. # 8221 ; Amanda thought she could decease. Amanda was set on holding the babe and Jack thought she was brainsick they got into a large battle and stopped seeing each other for a hebdomad or two and Jack could non take it and he went to see her. By that clip Amanda thought a good program since Paul and Jan were seeking to hold a child they would give it to them. They once more called all the childs and asked them to come over for drinks to state them the intelligence about being pregnant. Louise was once more really huffy, and Paul, Jan, and Julie were really surprised. Then after that hebdomad Amanda and Jack called Paul and Jan to state them what they decided to make but before they could Jan told Amanda she eventually got pregnant. Amanda eventually had the babe and at the terminal Louise told Jack Congratulations and she truly meant it.

Effects of Political Parties essays

Effects of Political Parties essays Effects of Political Parties Introduction Since the last of the Whig party left office in 1852, the American political system has been primarily a two party system. The Democrats and the Republicans have been the two parties fighting for the Presidency since that time. There have been many other parties since that time, but mainly, these two have gone unopposed against each other. However, how much good do these parties actually do? Would our country be run as effectively if the presence of political parties was no longer a factor? It is the opinion of the authors that the U.S. Government would exist without political parties and may, in fact be stronger. The concept of political parties seems to go against what it means to be a politician: to represent his or her constituents. More time, money and effort, it seems is put into getting elected to an office than actually doing work for the people in that office. One fairly recent example is seen in the case of the proposed federal Bala nced Budget Amendment. Mark Hatfield, Republican Oregon Senator, went against his parties wishes and voted against the amendment. His party nearly abandoned him for choosing the people over his party. Many senators are faced with the same decision every day, but instead stick with party beliefs and not what they feel would be the best for the people. In order for true democracy to be achieved in our government, we feel drastic changes need to occur. Review Of The Literature Since the mid 1850's, the Democrats and Republicans have had control of the nation government. The only place where opposition was felt was at the state and local levels. However, in the early days of our country, third and fourth party candidates played important roles in politics. A few of these parties from our history are the: Democrat-Republicans, Jefferson Republicans, Whigs and Federalists. Many other lesser known or hardly known at all parties were the: Socialists, Unionists, Far...

Education Patient with Written Information to Reduce Anxiety and Dissertation

Education Patient with Written Information to Reduce Anxiety and Better Compliance in Undergoing Cadiac Catheterization - Dissertation Example __________________ for their unwavering guidance and direction throughout the course of this dissertation planning, preparing and drafting. The points needed to mention in the acknowledgements as below. I would also like to thank and acknowledge the support of the staff of ____________ Education (U.K.) administrative office. A special thanks and appreciation goes out to my family members, classmates and colleagues for their sincere support and encouragement without which I could not have completed this dissertation. I also want to thank everyone who helped me in anyway whatsoever. Abstract Aims This research study is a critical appraisal of the effectiveness of educational information intervention on patient anxiety in preparing for cardiac catheterization. Methods This is a critical literature review. The critical literature review is conducted using a framework for conducting a critical appraisal of quantitative research as recommended by Coughlan, et. al.,(2007). The critical appr aisal is also conducted using a framework for conducting a critical appraisal of qualitative research as recommended by Ryan, et. al.,(2007). Six journal articles were selected based on the study’s inclusion and exclusion criteria. ... Specifically, this study finds that patient education prior to undergoing cardiac catheterization significantly decreases fear, uncertainty and distress among patients anticipating the experience of undergoing cardiac catheterization. In turn, patients are more willing to comply with pre-cardiac catheterization and post-catheterization instructions. The combined effect of compliance and reduced anxiety helps patients make a more fruitful and time efficient recovery. Discussion Implications for future research and clinical practice are discussed. The weaknesses and strengths of the research and the underlying research studies critically appraised are revealed. The study makes recommendations informed by the results and the analysis of the results. This study is important because it can contribute to existing knowledge by identifying the current status of the knowledge relative to the reduction of patient anxiety over undergoing cardiac catheterization via education and what areas may require further research for improving on the current knowledge base. Moreover, by identifying the current status of knowledge relative to reducing patient anxiety via education for improving the effectiveness of cardiac catheterization, nursing practices can be informed by the benefits of using education as a method of managing patient anxiety. Conclusion Essentially, this research report identifies and explains how this research can inform research and practice relative to the reduction of patient anxiety in anticipation of cardiac catheterization. This study concludes that the reduction of anxiety and psychological distress prior to undergoing cardiac

Major Corporation Essay Example | Topics and Well Written Essays - 500 words

Major Corporation - Essay Example Building the brand to such a high level took Coca Cola many years. It has launched several campaigns aimed at meeting its philanthropic objectives and to uphold its brand name in the business sector. This therefore means that its philanthropic efforts are aimed at achieving its core competencies. Coca cola has several slogans that are aimed at increasing its potency as well as inventiveness in the commerce industry. The Cola Life project that was launched in the year 2000 was primarily aimed at dealing with the problem of aid supplies. This was of course to the beneficiary countries of the company. The countries that were targeted by this inventiveness were those that had circulation points of the corporation but had financial tribulations hence they could not meet the demand for provision of aid to citizens (Publications, 2003, p. 153). The corporation has also launched a program in which it intends to fit aid packages into its containers in order to reach out to the poor people in the planet. The operation is being termed as AidPod. This inventiveness is benevolent and Coca Cola is using the aptitude that it has in its core competencies as a driving feature. The company is also collaborating with a non-governmental organization called Automated External Defibrillator in yet an additional movement that is aimed at enlightening individuals on the HIV pandemic. The two organizations are also collaborating in other initiatives to deal with AIDS and drugs across deprived countries (Publications, 2003, p. 152). Coca Cola is also involved in initiatives in South America to support young boys and girls who want to join sports. The organization has launched numerous sporting arenas that are mainly targeting youthful people who are below ten years to embrace sports. The company is also involved in campaigns that involve availing water to people. The corporation understands the need of hygienic water because it

The HR Manager Essay Example for Free

The HR Manager Essay Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this country, and even in the rest of the world, the practice of Human Resources Management is rapidly evolving to assume a more pervasive role in the society.   We are in the era of organizational revolution. Out time is marked with rapid shifts in the demography of our workforce, changing corporate culture, and changing organizations. Organizational forms have become more complex and new forms have been developed (Block, 1981). The management of people has never been as important and crucial than ever before. Today, it is considered a central figure and the key to productivity and quality especially in a very competitive society. The Need   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the light of the rapid shift in today’s organization, the skills required of human resource managers, beginners in the profession and even aspiring students in the discipline, rest on the foundation of knowledge on the whole gamut of human resources management, specifically management theories applied in our setting (Kline Saunders, 1993).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The need for a more efficient, economical and equitable management of the human resources in business industry has never been as pronounced as it is today. This need has never been brought about by factors which inevitably affect not only the established structures and ways of doing things within the personnel area but also by the more meaningful and substantial task of managing the organization’s most important asset – the human resource. Among these factors are: stiffer competition in business; rapid changes in technological, competitive and economic environments; the explosion of technical and managerial knowledge; spiraling wage and benefits cost and so many others. These factors have no doubt been responsible for the emergence of the personnel function as a vital area in the implementation of corporate strategy (Bruffee, 1993).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The influence of behavioral science has resulted in a humanistic orientation for personnel management that is geared toward attainment of organizational objectives. Traditional functions in personnel such as hiring, wage and benefits administration and record keeping are still being performed. However, the scope of personnel management has been expanded to include strategic concerns such as, among others, career planning, organizational development and community relations. This linking of personnel management with the process of achieving the organization’s strategic goal defines the qualitative leap into human resource management (Demick, 1993). III. Defining our terminology   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What are learning theories and what are the implications of these to the matter at hand? How do we know that these are in operation? What activities should be secured in an organization that will encourage the knowledge of these theories? As we were just pondering on the grave need for the upliftment and maximum utilization of our workforce by addressing several factors inherent in the profession, we want to first look into these learning theories and analyze about their contribution to a difficult year.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Atkinson (1993) best summarizes what learning theories assume:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Learning pervades our lives. It is involved not only in mastering a new skill   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   or academic subject but also in emotional development, social interaction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   and even personality development. We learn what we fear, what to love,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   how to be polite and so on. Given the pervasiveness of learning in our lives,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   it is not surprising that we have already discussed many instances of it – how   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   for example, children love to perceive the world around them, to identify with   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   their own sex, and to control their behavior according to adult standards.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Learning as proponents claim them to be, maybe defined as a relatively permanent change in behavior that results from practice: behavior changes that are due to maturation (rather than practice), or temporary conditions of the organism (e.g. fatigue, or drug-induced) are not included. All cases of learning are not the same, though. Learning is defined by Craig et al as a process through which one’s capacity or disposition is changed as a result of experience. Apparently, while learning can be defined as a process and a product, most definitions stress learning more as a process. Changes resulting from development and experience are emphasized. III. The Concepts of Learning   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are three kinds of learning. These three different kinds may be distinguished as classical conditioning, operant conditioning, and cognitive learning. In the study of behavior, concepts in learning are differentiated and defined.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In classical conditioning, the conditioned response often resembles the normal response to the unconditioned stimulus. Concepts such as, acquisition, extinction, discrimination, extinction, generalization, spontaneous recovery, and higher order of learning are all associated with classical conditioning. is portrayed by our independent yet harmful.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Much of real-life behavior is like this though: response is learned because individuals operate on, or effect the environment. Concepts like instrumental conditioning, reinforcement, shaping, extinction, punishment, biofeedback, token economies, and programmed learning are essential notions in the theory (Atkinson et al, 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   While classical and operant conditioning are both relatively simple forms of learning, Cognitive learning, on the other hand, involves mental processes, such as attention and memory, that may be learned through observation or imitation; it may not involve any external rewards or require the person to perform any observable behaviors. Concepts in cognitive learning include Insight learning and observation learning. Insight learning is a mental process marked by the sudden occurrence of a solution whereas observational learning, say theorists, may account for most human learning. It occurs, when we observe people around us, as early as a year old and even below, doing things and we learn those tasks they do (Atkinson et al, 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Modern management theories employ these concepts in specific and specialized forms. It’s psychology applied in the industry and organization. They call these self-learning and continuous learning. Self-directed training includes the learner initiating the learning, making the decisions about what training and development experiences will occur, and how. The learner selects and carries out their own learning goals, objectives, methods and means to verify that the goals were met.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Probably the most important skill for todays rapidly changing workforce is skills in self-reflection. The highly motivated, self-directed learner with skills in self-reflection can approach the workplace as a continual classroom from which to learn.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Supervisors and employees who work together to accomplish formal, self-directed learning in the workplace also accomplishes continuous learning for continued productivity and learning. The Nature of the Work.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Attracting the most qualified employees and matching them to the jobs for which they are best suited is significant for the success of any organization. However, many enterprises are too large to permit close contact between top management and employees. Human resources, training, and labor relations managers and specialists provide this connection. In the past, these workers have been associated with performing the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies and requirements that have been established in conjunction with top management. Today’s human resources workers manage these tasks and, increasingly, consult top executives regarding strategic planning. They have moved from behind-the-scenes staff work to leading the company in suggesting and changing policies. Senior management is recognizing the significance of the human resources department to their financial success.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In an effort to enhance morale and productivity, limit job turnover, and help organizations increase performance and improve business results, they also help their firms effectively use employee skills, provide training and development opportunities to improve those skills, and increase employees’ satisfaction with their jobs and working conditions. Although some jobs in the human resources field require only limited contact with people outside the office, dealing with people is an important part of the job.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The educational backgrounds of human resources, training, and labor relations managers and specialists vary considerably because of the diversity of duties and levels of responsibility. In filling entry-level jobs, many employers seek college graduates who have majored in human resources, human resources administration, or industrial and labor relations. Other employers look for college graduates with a technical or business background or a well-rounded liberal arts education (Maccoby, 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Many colleges and universities have programs leading to a degree in personnel, human resources, or labor relations. Some offer degree programs in human resources administration or human resources management, training and development, or compensation and benefits. Depending on the school, courses leading to a career in human resources management may be found in departments of business administration, education, instructional technology, organizational development, human services, communication, or public administration, or within a separate human resources institution or department.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Because an interdisciplinary background is appropriate in this field, a combination of courses in the social sciences, business, and behavioral sciences is useful. Some jobs may require a more technical or specialized background in engineering, science, finance, or law, for example. Most prospective human resources specialists should take courses in compensation, recruitment, training and development, and performance appraisal, as well as courses in principles of management, organizational structure, and industrial psychology. Other relevant courses include business administration, public administration, psychology, sociology, political science, economics, and statistics. Courses in labor law, collective bargaining, labor economics, labor history, and industrial psychology also provide a valuable background for the prospective labor relations specialist. As in many other fields, knowledge of computers and information systems also is useful.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The management of human resources or to put it simply means the management of people who come from different backgrounds, differing worldviews, age and cultural distinctiveness. Any person who will be handling such diversity is in for trouble. Hence, a solid knowledge of human behavior is prerequisite (Bohm, 1998). Why the need for learning theories? And how to promote it in the context of HR management?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Understandably, the HR manager’s role is one of leadership not just of management. When he/she leads people he/she takes into account the individuality and the complexity, the seemingly unpredictability of behavior. Why seemingly, because at one end we think of the difficulty in truly expecting people to follow the way we want them to follow. However, we also see the other end, that for reasons that we too are human, we know to a certain extent what makes people tick, or what makes people squirm and so on. If we have sufficient background on the learning theories (i.e. insight learning or observational learning), we bring with us an arsenal to help us create change, and move people within our leadership (or influence) to create the change we believe (or our employers believe) should happen in the workplace (Morecroft Sterman , 1994).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When we are equipped with the knowledge of learning theories we come with a knowledge of people. For example, we can employ the information by crafting our goals and mission statements by involving our people in the process. Learning theories teach us that by involving people in goal-setting gives them ownership; by itself (the involvement) is a form of reward (intrinsic).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In general, the spirit of learning is the spirit of desiring knowledge above and beyond the current abilities a particular individual possesses. It means creating the appetite for change, positive and better change for the person and for the organization where he/she belongs.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Promoting learning in the workplace is both easy and difficult. Easy because if we are experts on human behavior we use influence to help us towards that direction and difficult, usually when we don’t take time to study the kind of people our organization has. What are our strategies?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the workplace, we can employ several strategies. An HR manager may choose from a variety of methods or line of attack so to speak.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One is self-learning, which is a combination of insight, observational and classical /operant learning. Self-learning occurs when the individual reflects on his/her encounter or experience on a particular day and learns something from it. It is informal and most often the typical kind of learning that occurs. Self-directed learning programs possess abundant advantages over traditional variety of classroom instruction for employees in the workplace, whether they are leaders, managers, or individual contributors. Bouchard (Self-directed Learning in Organizational Settings (a working paper), Concordia University, Montreal, Canada) clarifies, â€Å"Over the years, it has become increasingly clear that traditional approaches to program design and delivery in the workplace and in associative organizations present some important weaknesses. Problem areas include: coping with the short life span of useful knowledge; passing down acquired competencies to succeeding cohorts; accommodating the demands of productivity while providing for a continuity of learning; [and] enabling learners to pursue activities that correspond to their learning styles and needs† (p. 1). Carl Rogers, pioneer of self-directed therapy, claimed that â€Å"anything that can be taught to another is relatively inconsequential, and has little or no significant influence on behavior† (1961, p. 276). He contends, â€Å"The only learning which significantly influences behavior is self-discovered, self-appropriated learning† (p. 276).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuous Learning is the ability to learn to learn. It goes beyond linear learning. Learning need not be a linear event where a learner goes to a formal learning program, acquires areas of knowledge and skills about a system or process, and then the learning terminates. If the learner can view life (including work) as a learning program, then the learner can continue to learn from almost everything in life. As a result, the learner continues to expand his or her capacity for living, including working (Bridges, 1991).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Peter Senge, well-known systems theorist, elucidates that continual learning and individual mastery are very alike. In continuous learning, the learner carries on to: 1. Distinguish priorities or overall values about themselves and how they want to live and work   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   they have a personal vision. Undergo a dynamic function in the world and work. Keep on reflecting on their encounters in the world and work. Inquire about current feedback about the world (including work) and their activities in it Continue to be as receptive as possible to the feedback (which entails a considerable level of personal maturity). Create continuing regulations and modifications, based on constant feedback, to the manner they live their lives and perform their work in order to meet their goals and priorities. Consequently, the primary features of continuous learning include:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Having some basic values in a person’ life or priorities in his/her work.; owning responsibility in the world; relating with the new information and skills; pausing to make inquiries and contemplate about one’s life and experiences; expecting and receiving continuing feedback;   eliminating personal impediments on receiving feedbacks and possessing the audacity and humility to adjust. Conclusions   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Much of the learning in the workplace has been adaptive (i.e. individuals are trained to adapt to the needs of the organization in a manner that ensures consistency and compliance with norms). In contrast, the new paradigm focuses on liberating individuals and bringing forth their ability to create. This develops within the person, a work ethic that he/she is expected to adhere to, considering that it reflects his/her personhood, his wants and wishes, as well as his future plans. This has generated a much greater contribution from the workforce than expected and continues to develop a learning community where the exchange of ideas is encouraged and work output increased. Enthusiasm towards work in general will be maximized and relationship within the workplace improved. Reference: Atkinson, RL, RC Atkinson, EE Smith, DJ Bem, and S. Nolen-Hoeksema, Hilgard’s   Ã‚  Ã‚  Ã‚   Introduction to psychology. 13th ed., New York: Harcourt brace and Company,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2000. Block, Peter, Flawless Consulting: A Guide to Getting Your Expertise Used, University   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Associates, San Diego, CA 1981. Bohm, David. (1985) Unfolding Meaning. Loveland, CO: Foundation House. Bridges, William, Managing Transitions, Making the Most of Change, Addison-Wesley,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Menlo Park, CA 1991. Bruffee, Kenneth A. Collaborative Learning: Higher Education, Interdependence, and the Authority of Knowledge. Baltimore: Johns Hopkins Univ. Press, 1993. Demick, J. and Miller, P., Development in the Workplace, Lawrence Erlbaum Associates,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Publishers, New Jersey, 1993. Gozdz, Kazimierz, ed., Community Building: Renewing Spirit and Learning in Business,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Sterling Stone (NewLeadersPress), San Francisco, 1995. Kline, Peter and Bernard Saunders. Ten Steps to a Learning Organization. Great Ocean Publishers, Inc. Arlington, VA. 1993. Maccoby, Michael, Why Work: Motivating and Leading the New Generation, Simon   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Schuster, New York, 1988. Morecroft, John D.W. and John Sterman eds.(1994) Modeling for Learning   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Organizations. Productivity Press.  McNamara, Carter., http//:www.authenticity   Ã‚   consulting.com. Copyright 1999 Rogers, C., On Becoming a Person: A Therapist’s View of Psychotherapy, Houghton   Ã‚  Ã‚   Mifflin, 1961, p. 276.   Senge, Peter, 1990. The Fifth Discipline: The Art and Practice of the Learning    Organization 1st edition, 1994 paperback edition, xxiii, 413 p., ISBN 0-385-  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   26095-4. West, G. W. Group Learning in the Workplace. In S. Imel (Ed.), Learning in groups: exploring fundamental principles, new uses, and emerging opportunities. San Francisco: Jossey-Bass. (1996).