The Roles of School Counselor Free Essays

The Roles of School Counselor Based on the counselor’s log book listed 26 roles or responsibilities that must be done by a counselor. However, counselors are not necessarily bound by duties recorded because the scope of duties of a counselor is actually more than that. According to Mr. We will write a custom essay sample on The Roles of School Counselor or any similar topic only for you Order Now Zaifulnizam, role that can be played as a counselor must be based on knowledge of appropriate guidance and counseling so that they can deal with problems at school and managed to turn the actual functions of guidance and counseling. The main role of the counselor is responsible in order to expand the potential of each student, this is because guidance and counseling services are structured activities will help students to examine, evaluate and choose a realistic personal goal and to ensure that they are desire to achieve their goals. Counselor’s role is not only to help students identify and achieve their goals but encourage and guide students to identify the right direction of life. That’s mean counselor’s role is not only to students’ academic performance only but a student’s life as a whole in line with the philosophy of education. Mr. Zaifulnizam also stated, counselor also serves as a mediator between the outsider and the school. Outsiders can be parents, society and the authorities such as police. Therefore, the counselor is also responsible for preserve the reputation and good name of the school. Even, counselors also need to act as a mediator between teachers and students. In the some condition the teacher need assistance counselors to understand the students’. Mr. Zaifulnizam also said counselors must be well-informed as they also act as an informer to all school community because, the counselor will be referred if something important happen in the school. Counselor’s role is not only limited towards the counseling process alone but also serves to plan and implement school activities throughout the year, especially involving student affairs. In other words the counselors also serve as planners, implementers, motivator, and advisor for the school community. Types of Services Provided The guidance and counseling unit (UBK) are responsible for providing and coordinating all activities and services supported by the curriculum and co-curriculum activities. According to the Ministry of Education (KPM) in the books of Implementation Guidelines, Guidance and Counseling Services in Schools have outlined several principles. Among other things, guidance and counseling is an educational process, a process that is planned and ongoing. In SMKPM, apart from the annual program of activities the UBK also provide some guidance and counseling program that is planned as follows: a) Counseling Services Counselors provide the guidance and counseling services for individuals or groups. Individual counseling is the process of counseling to students who have problems whether they come alone or who are referred by other teachers. students usually come in person to get the consultation is that students who excel in academics, while the case was referred by the other teachers involving stu dents who have problems in school such as not completing their homework and have no interest in learning. But there are also cases where the counselors themselves will review student files such as academic file or discipline file and, where there are problems such as deterioration of academic achievement and student discipline misconduct, UBK themselves will call the student is to be consulted. Usually the individual counseling program is ongoing throughout the year. While Group Counseling is a process of group counseling in which all students usually have the same problem or issue for discussion. This is to enable students to understand the situation and acquire the ability to act and to overcome the discomfort experienced. In addition to counseling services also provide consultancy services to teachers who are always facing issues related to student behavior, student relations and matters of personality development of the students at the school. b) Personality development * The counselor will be requested to solve disciplinary problems. The school discipline will refer students who commit disciplinary offenses repeatedly to a counselor to resolve. Through individual counseling or group of students will be advised to change their attitudes according to the school rules. For example when there is a student who likes to bully their peers, the UBK will call for a consultation session, they will be given proper advice to the formation of their personal development towards a better and consequently remove the bad behavior. c) Motivation and learning skills * Students are given the guidance to keep their academic achievement. Counselor role to motivate students less confident of their abilities and given up with their academic performance. Counselors also play a role in guiding the students to acquire the skills to learn, how to control stress, time management skills and effective learning techniques and answering exam questions. Therefore the Guidance and Counseling Unit has planned special programs such as ‘Program Maju Diri’, ‘Program Teknik Menjawab Soalan’, and ‘Program Motivasi / Bijak Belajar PMR dan SPM’. d) Career Development Guidance * The Guidance and Counseling Unit provide a variety of programs for students to expose them to the working world. The main purpose of the program is to enable students to learn the things themselves so that the appropriate choice of careers can be made. Programs implemented are the ‘Program Hari Kerjaya’ and the ‘Pameran Kerjaya’. Such programs usually emphasized on form five students. e) Orientation program to the new teachers * The Guidance and Counseling Unit also responsible in managing the orientation program for the new teachers. These programs are specific to the new teachers to familiarize themselves with the school. f) Career development for teachers Responsible for handling the career enhancement programs for teachers. An example of career enhancement programs for teachers is LADAP (Latihan Dalam Perkhidmatan). Problem handled Problems handled by the guidance and counseling unit (UBK) in the scope of duties and responsibilities that must performed by a counselor. It involves any student in need of guidance and advice and has been classified these cases into ei ght categories such as Academic, personal, career, discipline, psychosocial, drug or cigarettes, family and HIV or Aids. The highest cases handled by UBK is discipline cases, most common discipline offense committed by the student is skipping school and modes of dress that does not comply with the school rules. These kinds of cases are usually referred by the school discipline unit. Discipline is the highest cases because it involves a lot repetitive cases such as truancy and absenteeism. The second highest cases involves academic and career. Usually these cases are referred by teachers or students themselves voluntarily come to seek for advice, they usually have a good level of academic achievement. Family problem and students personal matter among the popular cases handled by the UBK. Most of the students in SMKPM are from middle-income families. This caused many of neglected children less attention from their parents because they are busy to earn for living. Some even came from a broken family and parents with problems that affect their children indirectly. This causes the children do not interested in studies and always skipping school. They are usually referred by the class teacher for advice and counseling. Sometimes there are also students themselves who come to seek for advice on personal problems. There are also the cases handled by UBK involving students who have problems in psychosocial. The psychosocial problems related with mental wellness of students such as spiritual and self-esteem. Such cases are usually referred by teachers or by parents themselves. Students who are involved in drugs and cigarettes were also handled by the UBK. Although drugs and cigarettes is not popular cases, the school authorities through UBK still take necessary precautions by conducting lot of programs that expose disadvantages of drugs and cigarettes to students. So far there has been no case of HIV and Aids. STATISTICS ON CASE (January – September 2012) Type of Cases| Num. of Cases| Academic| 56| Personal| 20| Career| 47| Discipline| 113| Psychosocial| 13| Drug/Cigarettes| 6| Family| 23| HIV/Aids| 0| Total| 278| The pie chart above shows the percentage of cases handled by UBK. Discipline cases showed the highest record. Apart from discipline, other popular cases handled by UBK are academic and career of the students. While there were no cases of HIV and Aids. All the cases are for the whole month of January to September of 2012. Statistics for the cases above refers to the morning school session only. How to cite The Roles of School Counselor, Essay examples

Building an Ethical Organization free essay sample

The name of my organization is Focus Mental Health and Developmental Agency Focus is an agency that provides help and compassion to people that are going through a mental health issue whether it is needing counseling, support, or medication treatment Focus is your path to peace of mind.  Substance abuse is another issue that we address from helping to get assistance to go into inpatient treatment facility, or outpatient treatment, as well as Aftercare which is a support program for clients being fresh out of drug or alcohol treatment or stopping using on their own. Recovery program that can be provided through Focus for continued success at a productive life for clients. Recovery is a life altering event because the client will be drug or alcohol free for a certain amount of time but will constantly be on a mission to stay free from these addictions. We have case managers who do home visits as well as office visits to stay on top of our clients’ needs before they become a crisis. Assignment: Building an Ethical Organization Part 2 Resources: Appendix A Write a 2,100 to 2,800 word paper in APA format containing the following: †¢Introduction Description of the organization: Expand and incorporate feedback from Building an Ethical Organization Part 1 †¢Mission statement: Expand and incorporate feedback fro Building an Ethical Organization Part 1 †¢Values statement: Expand and incorporate feedback from Building an Ethical Organization Part 1 †¢Code of Ethics: List your organization’s code of ethics, with a minimum of 10 items. How does the code inspire a tangible outcome from employee’s? How is it related to the mission and values of the organization? †¢Organizational culture: What type of culture do you plan to foster and how?Who will the culture institutionalize the organization’s values? †¢Leadership: What approach to leadership will you take? How will you develop and maintain organizational culture a s a leader? What is you moral responsibility as a leader? †¢Oversight: How will you measure your organization’s performance in maintaining an ethical standard? What structures or systems will you put in place oversight? †¢Conclusion †¢Use a minimum of three peer-reviewed sources †¢Post your completed project an attachment Mission Statement We at New Visions are a non-profit corporation serving adults and children with developmental disabilities.New Visions offer a Supported Living program which assists individuals with developmental disabilities live in the community as independently as possible. New Visions offer an array of service choices including supervised apartment living, foster care, companion living, shared care and in-home support. Our highest priority is to provide service to meet the needs of our clientele. Hopefully the mission statement would provide the type of organization we would become. The mission statement provides a basis to how our company would conduct business.Within New Visions one of the services provided are supervised apartment living, which means that our employees will come to the clienteles’ home and assist them anyway necessary to improve their living skills. Another service offered at New Visions’ would be shared care and in-home support. We provide a team of paraprofessionals who assist the clientele and their family members in dealing with issues such as navigating through the medical maze of doctors, hospitals, treatments, medications and much, much more (Share the Care, 2011). Our caregivers are professional, enthusiastic, and compassionate persons.Our in-home program of support offers many benefits such as: †¢Dependability of Service †¢Continuity of Caregivers †¢Peace of Mind for the Family †¢Quality of Life for our Clients †¢Independent Living at Home (Senior Helpers Caring In-Home Companions, 2011) At New Visions we value and respect each person in the organizations: †¢Opinions †¢Feelings †¢Personal space †¢Country of origin †¢Culture †¢Religion †¢Language/accent (Answers. com, 2011) We also value the honesty and open progression of discussions with each other, the need to be willing to contribute to the group discussions and the ability to accept positive and negative feedback.These values inspire our employees to be professional, and compassionate in their care of others. Our organization shares a diverse and enlightened view of caring for those with developmental disabilities. We value the input of information our employees bring to the table. New Visions identity is a symbol of meaning to the purpose and mission of this company. Our values express a renewed commitment to our mission. At New Visions we follow a value-based workplace culture. When integrating values into the workplace culture, we are defining what matters to us as leaders.Participative or democratic – this is when the leader and one or more employees participate in deciding what to do and how to do it. The leader however gets the final say on what is done and how it is done. Delagative or free reign – in this style the leader lets the employees make the decisions but the leader is still ultimately responsible for the final decisions. I think that in order to be a good leader it would take a combination of all three styles. Depending on what forces are involved influences the type of style to be used.Some of the forces that influence the type of style are: †¢How much time is available. †¢Are relationships based on respect and trust or on disrespect? †¢Who has the information — you, your employees, or both? †¢How well your employees are trained and how well you know the task. †¢Internal conflicts. †¢Stress levels. †¢Type of task. Is it structured, unstructured, complicated, or simple? †¢Laws or established procedures such as OSHA or training plans (Clark, 2011) As a leader identifying what your moral responsibility is, is one of importance. Words like integrity, dignity, or compassion all relate to values, but moral responsibility would be to have the ability to fulfill and perform the values stated. As a leader I would be accountable for all actions I take,and be truthful and honest in all actions. I would try to instill these morals within employees and also I would look to hire only those that have these morals. In order to maintain the ethical standard and evaluate the performance of the employees, I will conduct a periodical performance evaluation program. This would include weakly evaluation, monthly evaluation and yearly evaluation.On the basis of this evaluation, the employees would also get the appraisal and other compensation and benefits in the organization. I will conduct one on one interview with my staff in which I will discuss about the performance, strength, weaknesses and opportunity areas of the staff member and also provide suggestion, ideas and opinions to improve their performance. I will also give the grades or marks to the employees according to their performance and maintain a chart, which would help me to analyze the performance and improvement area of the employee.In place of oversight, I will put the system of ethical counseling board. They will give an opinion to me and my staff member in the circumstance when the ethics would not be followed. In order to handle the other business issues like fund raising increases and decreases in the resources, there will a committee of board of directors in my organization. New Visions will cultivate and nurture embedded values. One way to cultivate these values is through a learning activity embedded reflection which is part of the ethical climate. The systems and structures that upport and reinforce New Visions commitments are the values of opinions and feelings for those we care for on a daily basis. New Vision encourages its employees to strive for ethical achievement rather than avoidance. Our employees are acknowledged for thinking about ethics, initiating ethical practices, commenting on moral issues to be considered and so forth (Manning, 2003). Our goal is to maintain a culture that has integrity and be aware of pitfalls that may happen, for example, being aware of the warning signs which could put the organization at ethical risks.Some of the warning signs could be but not limited to, short term revenues, arbitrary performance-appraisal standards, and an internal environment that discourages ethical behavior and ethical problems being brought forward to experts and leaders. The tone for the organization is set by the leaders. Promoting a culture of feedback assists with the continual evaluation between mission, policy, structure, values, behaviors and decision making to create a recipe for success. From the study, it can be concluded that the mission, vision and code of e thics form the core for New Visions. These serve as the guiding tool for the employees and help them in providing direction in order to satisfy their clients in best possible manner. For better conduction and coordination among the employees, organizational culture plays a vital role. Apart from this, in order to make the organization successful, effective leadership is required. And in order to evaluate the performance of the employees and maintaining the ethical standard, periodical performance evaluation plays a vital role.

Analysis of the Case Oticon Using the Brain Metaphor Essay Sample free essay sample

1. IntroductionThe inexplicit images or metaphors of organisations and direction have been discussed by Gareth Morgan in his book â€Å"Images of Organizations† ( Morgan. 1997 ) . Morgan exposed eight metaphorical images of organisations including machine. being. encephalon. civilization. political system. psychic prison. flux and transmutation. and instrument of domination. Each one of these metaphors creates insight. but besides obscures some corners. They have both pros and cons. They enable seeing. but besides non seeing. No 1 of them is said to be right and right. 2. BackgroundOticon is a Danish company. located in Copenhagen. They used to be one of the best in market for planetary hearing assistance industry. The development and promotion of the other rivals. such as Siemens Audiologische Technik and Starkey. set Oticon in a critical slippery place in the market. particularly the planetary 1. where Oticon export the bulk of its merchandises to. To rectify the state of affairs. the board brought in Lars Kolind. who had great history of science-oriented solutions despite his youngness ( 30 old ages old ) . Kolind analyzed the strengths and failings of Oticon and compared it with the rivals. He found out that no strengths Oticon had to vie with. On the other manus. Kolind found out that the rigidness. inflexibleness and low reactivity the rivals had could be a killing drawback in comparing with Oticon. Therefore. he decided to put a new program to turn the organisation into larning antiphonal organisation. He sought bettering this advantage to capture larger market portion. particularly globally. and derive higher net income borders. In this study. the instance is analyzed utilizing the encephalon metaphor. In other words. it discusses what we could see and reflect when projecting the plane Kolind set and applied on the other rules and attacks of the encephalon metaphor. 3. TheoryBrain metaphor organisation works with the same logic as the encephalon of human being. The top direction in organisations plays the function of encephalon for doing determinations. There are three theories of the encephalon metaphor including information processing systems. cybernetics. and manuscript. The first theory describes organisations as information systems. communicating systems. and determinations doing systems. This this theory is known as â€Å"decision doing approach† ( March A ; Simon. 1958 ) . Cybernetics is relevant to analyze of systems. Cybernetics stresses four key rules. Systems must hold the capacity to sense. proctor and scan important facets of their environment. They must be able to associate this information to the operating norms that guide system behaviour. They must be able to observe important divergences from these norms. Finally. they must be able to originate disciplinary actions when disagreements ( Wiener. 1967 ) . Another theory co nsidered in this study is remembering the image of organisations as holographic encephalons. The metaphor of a hologram invokes systems where qualities of the whole are built into all the parts so that the system has an ability to self-organize and renew itself on uninterrupted footing ( Bentov. 1977 ) . This theory compasses five major rules. ( Morgan A ; Ramirez. 1984 ) . The first rule represents the indispensable 1. which constructing the whole in all the parts is its chief concern. Harmonizing to the rule. concentrating on four key patterns. including corporate civilization. information system. construction and functions. facilitates integrating it. The 2nd rule remainders in the importance of redundancy. particularly in information system and maps ( Emery. 1969. 1976 ) . The 3rd rule could be seen as auxiliary to redundancy. It compasses needed assortment. since the world of environmental challenges imposes puting complexnesss someplace within the organisation to last ( Ashby. 1952. 1960 ) . Minimizing eyeglasses is the 4th rule. where squads are encouraged to acquire free of designs and managerial manuals and bring forth their ain signifiers ( Herbst. 1974 ) . The last considered rule remainders in larning to larn. which involves doubleloop larning manner and scan of environmental alteration ( Argyris A ; Schon. 1978 ) . The five rules could pull concrete guidelines of how to turn into holographic organisation. 4. Analysis4. 1. Oticon as Information Processing Brains ( Decision Making Theory ) As Oticon experienced serious fiscal state of affairs. Kolind reaction was speedy. First. after carry oning a thorough survey of Oticon. Kolind found out many concerns in the organisation construction. There was besides a high degree of non-value adding activities. where R A ; D applied scientists used merely one one-fourth of their clip making existent work. while blowing the other 75 % in something else. Theoretically. the company has integrated merchandise development section. while Kolind realized that they are non integrated at all. To work out this job. based on â€Å"decision doing approach† . Kolind introduced a new manner of believing about the map of organisations. This theory is built on the thought that organisations can neer be absolutely rational. because its members have limited information processing abilities. That was represented by the frequent holds of merchandise development. Undertaking E36 is relevant illustration since it took a decennary without accomplishing promising consequences. The chief ground is that each member from different section. involved in such undertakings. relied on other members for determination devising. To work out this job. Kolind thought that nil could decide this but blowing the company’s construction up and reconstruct it once more with new rules. It rests in acquiring all employees involved in more than one map at the clip. For illustration. beside applied scientists responsibilities in the research filed. they should make selling every bit good. It is clear that. for Kolind. sections would be an obstruction in the development procedure. Therefore. he turned the construction of the company into undertakings alternatively. 4. 2. Oticon as a Learning Organization ( Cybernetics )Projecting cybernetics rules on the instance. Kolind employed the first rule to detect the surrounding environment. by analysing competitors’ potencies. and seeking to happen their strengths and failings. He found out that no strengths Oticon had to vie with. On the other manus. Kolind found out that the rigidness. inflexibleness and low reactivity the rivals had could be a killing drawback in comparing with Oticon. Therefore. he decided to work this advantage by increasing the ability of Oticon to self-organize. develop itself. and adapt outer alterations. Kolind obliged the direction squad to accept the world of the new leading manner bit by bit. When the company lost money in the first three one-fourth due the transmutation. board members brought in Neils Jacobsen. who had a strong fiscal background. to work side-by-side with Kolind for fiscal affairs. That reflects the ability to originate disciplinary actions when dis agreements show up. 4. 3. Oticon as a Holographic OrganizationThe instance reflects some basic facets of holographic organisation that comprises five chief rules. These rules represent besides matching encephalon mechanisms and techniques. The first rule of holographic organisation is constructing the whole in all parts. It is the kernel of holographic organisations. Constructing the whole into all parts could be realized by concentrating on corporate civilization. information system. construction. and functions. The four patterns are projectable on the instance. The corporate civilization harmonizing to the encephalon metaphor should be unfastened and in line with its rules and patterns. That could be opposite to the blue corporate civilization Oticon characterized by before come ining Kolind. The shareholders’ chief concern was recovering Oticon’s place in the marker. but along with continuing its corporate values and civilization. A piece after measuring the existent state of affairs of the company. Kolind found no manner to continue without extremist alterations. The board showed him powerful support for his new proposal. which reflects a gradual alteration in corporate civilization. Kolind would hold neer stepped frontward without such support that kept even the direction off from kicking him. despite their steady reluctance for the new proposal. Furthermore. what could be seen as a important alteration in corporate civilization is the manner Kolind resorted to for financing the new program. He asked the bank to get 17 % of the company. and some of his co-workers to get 3-4 % . He besides offered the employees portions at a good monetary value under standard that they had worked to the company at least one twelvemonth. 20 hours hebdomadally. That reflects a important alteration in corporate civilization from blue manner to public manner. The 2nd pattern is networked intelligence. Kolind conducted computing machine preparations for the employees. He sought minimising usage of paper communicating. and increasing dependence on e-mail and unwritten communicating alternatively. He enhanced employee engagement by offering them their ain computing machines at really lo w monetary values before Christmas. The holographic construction is another relevant concern. It rests in specifying optimal sizes of units or squads in which they afterwards spawn bunchs horizontally alternatively of spread outing vertically. For Oticon. Kolind blew up the departmental construction and reconstruct a new construction. There were 100 undertakings. every undertaking was owned by person on the direction squad. But ownership at that place was like being president of the board. The occupation of undertaking proprietor was to back up and unfastened doors. while the undertaking director ran the show. That reflects the alteration Oticon undertook from compartmentalisation toward a new construction of undertakings. The diverseness of functions assigned to employees is besides a pattern. Kolind gave us a great illustration in how to bring forth such diverseness so that to add advantages without side effects. He suggested spaghetti organisation. where employees are multi-skilled and involved in many different undertakings. executing different functions. That contributed strongly in acquiring free from departmentalization. and improved the flexibleness and learnability of the organisation. Kolind conducted diverse preparations. and reformed the governments of squad direction so that all employees are more free and unfastened to larn and introduce. The 2nd rule of holographic organisation is the redundancy of both information processing and accomplishments. This could be found in the instance implicitly when Kolind asked everybody to happen their tickets on their new desks and computing machines. He asked them to alter their topographic points in instance they do non like them. as there were many extra empty topographic points. Another illustration is when Kolind specified suites with simple equipment for those who need to hold impermanent privateness betweenwhiles. The redundancy of map doctrine was besides built on single profiles. since every employee had been trained to hold a clump of accomplishments that would hold been to the full utilised afterwards. The demand for assortment needed rule is indirect with redundancy. This is really clear in the instance if undert aking E36 is to be focused on. The undertaking had been launched before 1979. It was a BTE. Behind the Ear. expensive to bring forth. but with really powerful advantage. It had been ever looked at as a load. But Kolind found out that this merchandise could be a market victor because of its automatic accommodation characteristic. He gave it much more attending than other undertakings to win the challenge. Furthermore. the board brought in Jacobson to work side-by-side with Kolind when the profitableness endured problems at the beginning. The assortment necessity is hence built on the company every bit needed to react environmental challenges. Minimizing eyeglasses is another holographic rule. Oticon’s new manner of leading reflects a important alteration in the direction function. They monitored the public presentation. but were non straight responsible for it. Therefore. the answerability was horizontally distributed. and project members became much freer for finding their work frames. Generally. the narrative of Oticon reflects the inclination of the company toward larning organisations. The adoptive double-loop acquisition manner allowed the company to accept extremist alteratio ns. such as going a public corporation. Such alterations indicate the sense of doubleloop larning philosophy the company turned to follow. That entire alteration could be presented as patterns. tactics and rules required to turn Oticon into a holographic organisation. 5. CONCLUSIONSOticon had been working as a programmed machine. It has experienced extremist alterations after conveying in Lars Kolind as a CEO. Kolind invoked the theories of the encephalon metaphor to turn Oticon into larning organisation. There are set of rules and attacks associated with the encephalon metaphor. and have been adopted by Oticon to successfully continue toward larning organisation manner. They brought strengths and few restrictions. The strengths remainder in using everybody’s encephalon to face the challenges. The company could place its demands to germinate and larn in comprehensive manner. Kolind identified the demands and pathologies of Oticon. and set the needed schemes and rules to carry through each demand and decide relevant quandary. He has utilized the advantage of new information engineering in behalf of internal communicating. which facilitated smooth flow and accelerated the development and learning procedure. Kolind showed how diffused leading could be more efficient than centralised 1. He undermined the departmental mentality and blueprint-thinking that Oticon used to follow in order that assorted persons and units are able to reflect their work signifiers within unfastened civilizations. On the other manus. the chief concern Kolind experienced is managers’ uninterrupted reluctance to the alteration along the undertaking period. since they would lose much of their control spheres and privileges they enjoyed when the classical ( mechanical ) manner was on. 6. Reference Argyris. C. and Schon. D. A. ( 1996 ) . Organizational Learning II: Theory. Method and Practice. Reading. MA: Addison Wesley. Ashby. W. R. ( 1952 ) . Design for a Brain. New York: John Wiley. Ashby. W. R. ( 1960 ) . An Introduction to Cybernetics. London: Chapman A ; Hall. Bentov. I. ( 1977 ) . Stalking the Wild Pendulum. New York: Dutton. Emery. F. E. ( 1969 ) Systems Thinking. Harmondsworth: Penguin. Emery. F. E. ( 1976 ) . Future We Are In. Leiden: Martinus Nijhoff. Herbst. P. G. ( 1974 ) . Socio-technical Design. London: Tavistock. March. J. G. and H. A. Simon. ( 1958 ) . Organizations. New York: John Wiley. Morgan. G. ( 2006 ) . Image of organisation. Schulich School of concern. Toronto. Morgan. G. and Ramirez. R. ( 1984 ) . Action Learning: A Holographic Metaphor for Guiding Social Change. Human Relations. ( 37 ) . p1-28. Wiener. N. ( 1967 ) The human usage of human existences. Boston: Houghton Mifflin.

Aids Essays (2963 words) - HIVAIDS, Health, Medicine,

Aids Matchmaker.com: Sign up now for a free trial. Date Smarter! AIDS "Somewhere among the million children who go to New York's publicly financed schools is a seven-year-old child suffering from AIDS. A special health and education panel had decided, on the strength of the guidelines issued by the federal Centers for Disease Control, that the child would be no danger to his classmates. Yet, when the school year started on September 9th, several thousand parents in two school districts in the borough of Queens kept their children at home. Fear of plague can be as pernicious, and contagious, as the plague itself(Fear of dying 1)." This article was written in 1985. Since then much has been found out about AIDS. Not enough for a cure though. There probably will be no cure found in the near future because the technology needed is not available. AIDS cases were first identified in 1981,in the United States. Researchers have traced cases back to 1959. There are millions of diagnosed cases worldwide, but there is no cure(Drotman 163). There are about a million people in the United States who are currently infected with HIV(HIV/AIDS 1). It infects the population heavily in some areas of the country and very lightly in other areas. No race, sex, social class, or age is immune(AIDS Understanding 10). AIDS has killed more americans than the Vietnam War, which killed 58,000(AIDS Understanding 10). AIDS stands for Acquired Immune Deficiency Syndrome. Acquired means that it is not hereditary or introduced by medication. Immune indicates that it is related to the body's system that fights off disease. Deficiency represents the lack of certain kinds of cells that are normally found in the body. Syndrome is a group of symptoms and signs of disordered function that signal the diagnoses(Hyde 1). You don't catch AIDS, you catch HIV. HIV is the virus that leads to AIDS. HIV stands for Human Immunodeficiency virus. HIV severely damages a person's disease fighting immune system. There are two viruses that cause AIDS. They belong to a group called retroviruses. The first virus is HIV-1. It was isolated by researchers in France in 1983, and in the U.S. in 1984. In 1985, the second one was identified by scientists in France. It is closely related to HIV-1. It is called HIV-2. HIV-2 mainly occurs in Africa but HIV-1 occurs throughout the world(Drotman 163). There are three stages of the infection. The first stage is acute retroviral syndrome and asymptomatic period. This is the flulike or mononucleosislike illness that most people get within 6-12 weeks after becoming infected. It usually goes away without treatment. From this point on the person's blood tests positively for HIV. The second stage is symptomatic HIV infection. This is when the infected person's symptoms show up. It can last anywhere from a few months to many years. The third and final stage is AIDS. This is when the immune system is severally damaged and the opportunistic diseases set in. The progressive breakdown of the immune system leads to death, usually within a few years. HIV causes a severe "wasting syndrome." A general decline in the health and in some cases, death. The virus infects the brain and the nervous system. It may cause dementia, a condition of sensory, thinking, or memory disorder. Infection of the brain may cause movement or coordination problems(Drotman 164). HIV can be present in the body for two to twelve years without any outward sign of illness. It can be transmitted to another person even if no symptoms are present(Drotman 164). When HIV picks up speed, a variety of symptoms are possible. The symptoms include unexplained fever, fatigue, diarrhea, weight loss, enlarged lymph glands, loss of appetite, yeast infections of the mouth and vagina, night sweats lasting longer than several weeks, breathing difficulties, a dry cough, sore throat caused by swollen glands, chills, and shaking(Quackenbush 23). Pink or purple, flat or raised blotches or bumps occurring under the skin, inside the mouth, nose, eyelids or rectum are also symptoms. They resemble bruises, but don't disappear. They are usually harder than the skin around them. White spots or unusual blemishes in the mouth is another symptom(Quackenbush 24). There are two illnesses that commonly affect AIDS patients. One is a type of pneumonia called pneumocystis carinii. The other one is a type of cancer called kaposi's sarcoma, which attacks the skin(What are HIV/AIDS 1). Pneumocystis carinii is a yeast infection in the esophagus. It causes severe pain when swallowing which results in weight loss and dehydration. It is the leading cause of death among AIDS patients. Kaposi's sarcoma are tumors that look like

10 Facts That Private Schools Want Parents to Know

10 Facts That Private Schools Want Parents to Know If you are considering sending your child to private school, here are 10 facts about private schools which all prospective parents should know. The data and information provided here should answer most if not all of your biggest questions. 1. Private Schools Educate About 5.5 Million Students According to the National Center for Education Statistics, there were approximately 33,600  private schools in the U.S. in 2013-2014. Together, they served approximately 5.5 million students in grades pre-kindergarten through 12 and the postgraduate year. Thats about 10% of students in the country.  Private schools cover just about every need and requirement you can imagine. In addition to college prep schools, there are special needs schools, sports-focused schools, art schools,  military schools, religious schools, Montessori schools, and Waldorf schools. Thousands of schools focus on high school and offer college preparatory courses. About 350 schools are residential or boarding schools. 2. Private Schools Offer Great Learning Environments Its cool to be smart in a private school. The focus in most college preparatory schools is on getting ready for college studies. Advanced Placement courses are offered in most schools. You will also find IB programs in about 40 schools. AP and IB courses require well-qualified, experienced teachers. These curricula are demanding college-level studies which allow students with high scores in the final exams to skip freshman courses in many subjects. 3. Private Schools Feature Extracurricular Activities and Sports as an Integral Part of Their Programs Most private schools offer dozens of extracurricular activities. The visual and performing arts, clubs of all kinds, interest groups and community service are just some of the extracurricular activities you will find in private schools. Extracurricular activities complement the academic teaching which is why schools emphasize them - they are not something extra. Sports programs combine with academic work and extracurricular activities to develop the whole child. Most private schools require their students to participate in some sport. Teachers are also required to be involved in coaching a sport. Because sports and extracurricular activities are such an integral part of a private school program, you rarely see cuts in these areas as we have seen in public schools when budgets get tight. 4. Private Schools Provide Constant Supervision and Have Zero-Tolerance Policies One of the appealing aspects of sending your child to private school is that she cannot fall through the cracks. She will never be a number at a private school. She wont be able to hide in the back of the class. In fact, many schools use the Harkness style discussion format for classroom teaching. 15 students sitting around a table have to be involved in the discussions. Dormitories in boarding schools typically are operated family-style with a faculty member being the surrogate parent. Somebody is always around keeping a watchful eye on things. Another feature of private schools is that most have a zero-tolerance policy when it comes to serious infractions of their rules and codes of conduct. Substance abuse, hazing, cheating, and bullying are examples of activities which are unacceptable. The result of zero tolerance is that you can be assured that you are placing your children in a safe environment. Yes, she will still experiment but she will understand that there are serious consequences for unacceptable behavior. 5. Private Schools Offer Generous Financial Aid Financial aid is a major expense for most schools. Even in tough economic times, schools have made assisting families who want to send their children to private school a top priority in their budgets. Several schools offer a free education if you meet certain income guidelines. Always ask the school about financial aid. 6. Private Schools Are Diverse Private schools got a bad rap in the early part of the 20th century as being bastions of privilege and elitism. Diversity initiatives began to take hold in the 1980s and 1990s. Schools now proactively search for qualified candidates regardless of socioeconomic circumstances. Diversity rules in private schools. 7. Private School Life Mirrors Family Life Most schools organize their students into groupings or houses. These houses compete with each other for all kinds of things besides the usual sports activities. Communal meals are a feature of many schools. Teachers sit with students developing close bonds which are such a valuable feature of private school education. 8. Private School Teachers Are Well-Qualified Private schools value teachers who have degrees in their chosen subject. Typically 60 to 80% of private school teachers will have an advanced degree as well. Most schools require their teachers to be licensed to teach. Most private schools have 2 semesters or terms in their academic year. Many prep schools also offer a PG or post-graduate year. Some schools also offer study programs in foreign countries like France, Italy, and Spain. 9. The Small Size of Most Private Schools Allows Plenty of Personal Attention Most college prep schools have about 300 to 400 students. This relatively small size allows students plenty of individual attention. Class and school size matters in education, as it is important that your child not fall through the cracks and just be a number. Small class sizes with student-to-teacher ratios of 12:1 are fairly common. The larger schools usually include prekindergarten through 12th grade. You will find that they actually consist of 3 smaller schools. For example, they will have a lower school, a middle school, and an upper school. Each of these divisions will often have 300 to 400 students across four or five grades. Personal attention is an important part of what you are paying for. 10. Private Schools Are Sustainable More and more private schools are making their campuses and programs sustainable. It has not been easy for some schools because they had older buildings which were not energy efficient. Students in some private schools even compost waste food and grow some of their own vegetables. Carbon offsets are part of sustainability efforts too. Sustainability teaches responsibility within the larger global community.   Edited by  Stacy Jagodowski

Research Paper on Apple Inc Example | Topics and Well Written Essays - 1000 words

On Apple Inc - Research Paper Example The same year saw the death of its CEO and founder Steve Jobs who had sat at the helm since 1999 to oversee the growth of the company into a leading technology company globally. Manufacturing Aspect of Apple Apple Company has kept its designing process a top secret for many years but this changed with the publishing of Adam Lashinsky?s book. This book brought to light Apple’s designing process from the first through to the last stages. At Apple, every individual responsible for designing its products is treated like royalty. The product conforms to the designer’s idea, whereby no department in Apple, be it finance or manufacturing claims responsibility for the existence of a product (Roberts 238). Jony Ive heads the department of design and all designers work with flexibility and independence rarely seen in most companies. Designers are given unrestricted financial budget in as far as their work is concerned. They also have unlimited supply of materials at their disposa l. The location of the design studio is only accessible to countable individuals, one of them being Jonathan Ive. The whole process begins with the formulation of an idea for a new product. Once this is achieved and approved, a group of experts is organized and isolated from other workers (Jason 126). Agreements like secrecy are put in motion and even isolation by physical obstacles is used. A potion of the building could also be kept inaccessible to other workers to allow the team enough time and privacy to work on the product. After all this has been done, a document stipulating the design process and stages and also individuals responsible for given tasks and duties is prepared. It also stipulates the time duration required for the product’s completion. This document is known as the Apple New Product Process. The executive team holds meetings every beginning of the week to check and discuss every invention that the company has on course. Immediately after the production pr ocess begins, two individuals are appointed to oversee its completion and success. This is the engineering program manager and the global supply manager. The two work together though with a lot of friction and are based in China. Though it happens that a worker in the factory could be paid to release information pertaining to the unfinished product, Apple Inc. has strategies to prevent such events from happening. This is done by redesigning the finished product and sending it through the manufacturing process again (Robert, 184). All this takes 4-6 weeks. Afterwards the engineering program manager takes the finished device to Cupertino for assessment and commentaries. Then, he goes back to China to supervise the subsequent iteration of the invention. Completion of the device production is followed by packaging. A section of the marketing department is dedicated to packaging. A well defined plan for the launch of the product is created. This is a highly guided document that puts in o rder the relevant landmarks of the progress of an invention until its launch. Each landmark is marked with the individual responsible and the misplacement or revealing of this document leads to instant redundancy. Apple takes on a costly and less resourceful process so as to come up with a serious good. It avoids the more traditional way of production undertaken by other companies. Corporate Responsibility of Apple Inc. The death of one of the founders of Apple Inc,

The Six Principles of Painting as Applied to Works of Art Research Paper

The Six Principles of Painting as Applied to Works of Art - Research Paper Example The paper "The Six Principles of Painting as Applied to Works of Art" will discuss the six principles and highlight artworks that use each of the principles. The first principle of art that Xie described was that of spirit resonance rhythm and breath. Xie highlighted that artists who qualified gave life to their art pieces. According to Xie, a painting needed to have life so that it could have an impact on the viewer. In his view, work that did not have any spirit resonance or rhythm was useless and dead. Symbolically, Xie described a viewer seeing the art of an artist as practically taking in the artist’s breath. One of the Chinese paintings that reflect this principle is Emperor Huizong’s artwork titled Auspicious Cranes. The work was 112.5 Ãâ€" 138.2 cm in size. It belonged to the Liaoning Provincial Museum in Shenyang. Emperor Huizong was a leader of his dynasty, but who exhibited an artistic talent. Despite the need to focus on leadership issues, he found time to practice the art. In this painting, he was striving to depict a poetic idea. An inscription on the painting depicted the idea he sought to communicate. The poem described how immortal birds appeared next to clouds in an effort to announce good tidings. In the poem, he highlighted that the birds arranged themselves in twos forming a noble arrangement. The painting depicted 20 white cranes, forming a design above the sky, which appeared as though it was just above the city gates. From the poem next to the painting, it became evident that Huizong.