Classroom Observation and Reflection Paper Essay Example for Free

Classroom Observation and Reflection Paper Essay Curriculum Constr. and Assessment: Reading and Language Arts, I had the opportunity to not only observe but teach a lesson that I created for Mrs. Watsons Class at Little Rascals Daycare and Afterschool Program. Throughout this paper I will reflect on my lesson plan experience. First, I introduced the concept of letter blends to the students. I explained to the students that letter blends can be at the beginning, middle, or end of a word to make specific sounds. I then explained to the students that I was going to be teaching them beginning letter blends. I went n to explain to the students that since there were several beginning letter blends that I chose five to teach about In the lesson. The blends that I chose were dr, n, bl, gl, and Ch. I went over each beginning letter blend, demonstrated the sound each make and provided several examples for each letter blend for the students. Next, I gave the students an opportunity to participate In the lesson. I held up picture flashcards that had different objects on them. The students had to raise their hands and tell me what the object was and the letter blend for that object. I repeated this process until ach student in the class had a chance to participate. Once we finished, I answered any questions or concerns the student had. I noticed that the students were actively engaged in the lesson and seemed to have really enjoyed. Most of all they seemed to have understood the lesson with ease. Lastly, the students were given a cut and paste blending worksheet to complete. The worksheet had 1 5 different picture objects and letter blends on it. The students had to color (if they wanted to), cut, and paste the correct picture to its letter blend. Once the students finished the worksheet we went over it as a class. Again, I answered any last questions or concerns and wrapped up the lesson. In conclusion, this was my very first time teaching a lesson. I have done several lesson plans before but never had to actually teach them. I believe the lesson went pretty good. The teacher and the students were both very welcoming and provided positive feedback. Although the lesson went well, the one thing I would change if I had to do it all over again would be to pick two or three blends at a time to teach instead of all five. Sometimes when a lot of information is thrown at the students it makes it harder to understand.

The Theme of Change in Madame Bovary Essay -- Madame Bovary Essays

The Theme of Change in Madame Bovary      Ã‚  Ã‚   Change is a central theme in the novel Madame Bovary, by Gustave Flaubert, and is key to understanding the character of Emma Bovary. Through parallel events the reader comes to realize that Emma's need for change is the result of the influence her early life had upon her. At the convent Emma is left to develop into an extreme romantic with high hopes for excitement and dreams of sensuous pleasures that will never be fulfilled. Thus, when life refuses to conform to her romantic notions Emma alternates between various activities in her constant search for a way to consummate her romantic longings.       As a young girl from the country Emma is placed into a convent in the city. Here Emma develops and receives nourishment for her already sentimental soul. She looks upon "copper crosses," the "sick lamb" and the "mystic ...altar" with the vigor of a scholar on a quest for knowledge. She listens intently "to the sonorous lamentation of romantic melancholy" which "awakened unexpected joys within her." Emma, being isolated from the outside world, is left alone to develop her capricious dreams that she reads about in novels, gaining the hope of someday fulfilling these romantic and passionate desires. Emma devours books that involve "romantic woes, oaths, sobs, tears and kisses...gentlemen brave as lions, gentle as lambs" and always "impossibly virtuous."       Due to Emma's isolation from everyday living she develops the need for excitement and as a result cannot endure her own married life. Life with Charles simply does not fit the fictionalized accounts she reads of. Thus Emma turns to the comforts of adultery and when passion is not readily available she will resor... ...t look on Leon realistically without seeing all his human imperfections. In which case she soon tires of him, as he does her. As her relationship with Leon progresses she also comes to understand that the lover she dreams of is a "man whose worldly existence [is] impossible."    As the result of her childhood Emma Bovary spends her entire life in an attempt to escape her middle-class existence by dreams, love affairs and false pretensions. Emma constantly changes her activities, her surroundings and her love situations in a desperate attempt to grasp the fairy tales she entombed in her soul as a child. Although she longed for the superficial and materialistic Emma Bovary was one who ended her life without ever compromising her vision of something greater than she.    Flaubert, Gustav. Madame Bovary (Lowell Bair, trans.). New York: Bantam Books 1996   

Team to Achieve Milennium

CASE STUDY ANALYSIS OF: USING TEAMS to ACHIEVE MILLENNIUM DEVELOPMENT GOALS CASE STUDY FOR HCA 6225-01 California State University East Bay – Hayward 02/21/13 1. One feature of the team in this case is frequent turnover among team members. How might turnover among team members affect team performance? What approaches can team leaders to take to minimize potential negative impacts of turnover and gain advantages, if any? Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately.Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and effectiveness. Also, turnover is a natural outcome of an organization which is why it has to be kept to a minimum. In order to minimize the impact of turnover is to first address and understand the issue and cause of the turnover. The purpose of knowing is to raise alertness as to investigate for the â€Å"why†.Once the organization finds out the reasons and cause of turnover, there are variety of actions that the organizations and leadership can execute in order to prevent the effects and impacts of turnover. By ensuring that management learns the cause of turnover and act accordingly, turnover may be reduces or controlled. Lyman Coleman (1989) offers ideas on how to correct and prevent turnovers. His recommendation includes institution of exit interviews and other methods of finding reasons for people turnover. Also the following: * Get involved in finding our the cause of turnover Bring attention to bottom line figures and how turnover affects everyone * Have an open door policy style of managing to allow members to comment on what might be bothering them about their job and roles. * Realize there is more that one problem and pay attention to all. Stay alert * Execute periodic audits of job satisfaction * Have str ict hiring standards * Develop and constant training strategies * Conduct member meetings One of the best recommendation is to have open door policy that will allows the team leaders/organization to hear of issues prior to escalating.Finding and learning about the member job satisfaction and exhaustion early can eliminate turnover. But on the other hand, turnover can be beneficial to the organization by learning which team member to elimination/terminating poor performances that affect the organizations performance, this allowing for internal promotion and hiring new team members with innovative ideas. New team members can often bring positive input into the organization that can help handle turnover (Cintron, p4) In class lectures, team characteristics are discuss which are the following: * Team size, composition, and diversity: Too few or too many members may reduce performance * Diversity affects way individuals perceive each other and how well they work together * Status differe nces: * May motivate others or act as source of conflict and tension * Psychological safety * Perceptions about consequences of interpersonal risks in work environment * Team norms * Standard shared by team members regulating member behavior * Team cohesiveness * Extent members are committed to group task As a result it will follow into the model of team effectiveness. (HCA 6225, CH5) 2.Consumers or patients are sometimes involved in quality improvement teams, but in this role, they may feel that their voices are unimportant or that participation is symbolic rather than substantive. Do you think that consumers should be involved in the improvement teams in this case? Why or why not? If consumer involved, how can team leaders and members most effectively utilize their knowledge and insights? Consumers or patients can play an important role in shaping managed care by expressing their voice on issues; by participating in governance, management or otherwise; through representatives; or by some combination of these.So I suggest yes that they should be involve on the team improvement teams. Their Participation refers to active involvement on implementation. They can participate in oversight, governance, operations, opinion surveys, and complaints. Also according to Rodwin, the aims of early Health Maintenance Organizations (HMOs) parallel those of consumer/ patient movements. Managed care offers many benefits. It can increase access to primary and preventive care (with minimal or no out of pocket costs). It can also monitor and improve the practices of physicians and other health care providers and coordinate and rationalize the services of specialists.It can also control spending. Consumer involvement can put managers in touch with the experience and desires of customers. It can provide balance and perspective. Although they are being part of the team performance, their voice should be limited and watch over. Consumer voice, participation and representation program s, however, need to be viewed critically because they might demand too many services and can become divided and polarize issues, leading to increased conflict. So therefore, future challenge is to foster balanced, appropriate and effective use of consumer voice. 3.Even when team improvement efforts achieve change, the sustainability of change remains a pervasive challenge. In fact, sustainability of the teams may be problematic. What are the particular obstacles to sustaining the improvements achieved by teams in this case? Similarly, what factors might lead to the dissolution of the improvement teams over time? As a team leader, what strategic might be used to sustain change and to uphold the vitality of the team over time? Although teams have the capability to boost productivity and improve quality, they can also have the potential to increase costs and stress.As a result it can lead to lack of communication and motivation that can lead to the dissolution of the improvement of the teams over time. Team leadership should have skills pertaining to conflict resolution, overcoming communication obstacles, and effective structure techniques. Understanding the five stages of team development, which are the following: Stage 1: Forming In the Forming stage, personal relations are characterized by dependence. Group members rely on safe, patterned behavior and look to the group leader for guidance and direction.Group members have a desire for acceptance by the group and a need to know that the group is safe. They set about gathering impressions and data about the similarities and differences among them and forming preferences for future subgrouping. Rules of behavior seem to be to keep things simple and to avoid controversy. Serious topics and feelings are avoided. The major task functions also concern orientation. Members attempt to become oriented to the tasks as well as to one another. Discussion centers around defining the scope of the task, how to approach it, an d similar concerns.To grow from this stage to the next, each member must relinquish the comfort of non-threatening topics and risk the possibility of conflict. Stage 2: Storming The next stage, called Storming, is characterized by competition and conflict in the personal- relations dimension an organization in the task-functions dimension. As the group members attempt to organize for the task, conflict inevitably results in their personal relations. Individuals have to bend and mold their feelings, ideas, attitudes, and beliefs to suit the group organization.Because of â€Å"fear of exposure† or â€Å"fear of failure,† there will be an increased desire for structural clarification and commitment. Although conflicts may or may not surface as group issues, they do exist. Questions will arise about who is going to be responsible for what, what the rules are, what the reward system is, and what criteria for evaluation are. These reflect conflicts over leadership, structure , power, and authority. There may be wide swings in members’ behavior based on emerging issues of competition and hostilities.Because of the discomfort generated during this stage, some members may remain completely silent while others attempt to dominate. In order to progress to the next stage, group members must move from a â€Å"testing and proving† mentality to a problem-solving mentality. The most important trait in helping groups to move on to the next stage seems to be the ability to listen. Stage 3: Norming In the Norming stage, interpersonal relations are characterized by cohesion. Group members are engaged in active acknowledgment of all members’ contributions, community building and maintenance, and solving of group issues.Members are willing to change their preconceived ideas or opinions on the basis of facts presented by other members, and they actively ask questions of one another. Leadership is shared, and cliques dissolve. When members begin to k now-and identify with-one another, the level of trust in their personal relations contributes to the development of group cohesion. It is during this stage of development (assuming the group gets this far) that people begin to experience a sense of group belonging and a feeling of relief as a result of resolving interpersonal conflicts.The major task function of stage three is the data flow between group members: They share feelings and ideas, solicit and give feedback to one another, and explore actions related to the task. Creativity is high. If this stage of data flow and cohesion is attained by the group members, their interactions are characterized by openness and sharing of information on both a personal and task level. They feel good about being part of an effective group. The major drawback of the norming stage is that members may begin to fear the inevitable future breakup of the group; they may resist change of any sort.Stage 4: Performing The Performing stage is not reach ed by all groups. If group members are able to evolve to stage four, their capacity, range, and depth of personal relations expand to true interdependence. In this stage, people can work independently, in subgroups, or as a total unit with equal facility. Their roles and authorities dynamically adjust to the changing needs of the group and individuals. Stage four is marked by interdependence in personal relations and problem solving in the realm of task functions. By now, the group should be most productive.Individual members have become self-assuring, and the need for group approval is past. Members are both highly task oriented and highly people oriented. There is unity: group identity is complete, group morale is high, and group loyalty is intense. The task function becomes genuine problem solving, leading toward optimal solutions and optimum group development. There is support for experimentation in solving problems and an emphasis on achievement. The overall goal is productivit y through problem solving and work. Stage 5: AdjourningThe final stage, Adjourning, involves the termination of task behaviors and disengagement from relationships. A planned conclusion usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes. Concluding a group can create some apprehension – in effect, a minor crisis. The termination of the group is a regressive movement from giving up control to giving up inclusion in the group. The most effective interventions in this stage are those that facilitate task termination and the disengagement process. Reference: Burns, L. Bradley, E. , and Weiner, B. (2012). Shortell & Kaluzny's Health Care Management: Organization Design ; Behavior, (6th Edition), Clifton Park, New York: Delmar Cengage Learning. Cintron, Rene. Employee Turnover: Causes, Effects, and Prevention. Retrieved on February 09, 2013 from www. renecintron. com/files/Employee_Turnover. doc Coleman, L. G (1989 , December 4) Human Resources Management: An Experimental Approach )2nd custom edition) Upper Saddle River, NJ Prentice Hall. HCA 6225-01. Chapter 05 powerpoint. Retrieved on February 08,2013 from https://bb. csueastbay. du/webapps/portal/frameset. jsp? tab_tab_group_id=_30_1;url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ftype%3DCourse%26id%3D%20_396854_1%26url%3D Marc A. Rodwin, May 1998. Address comments to Marc A. Rodwin, Associate Professor, School of Public and Environmental Affairs, Indiana University, Bloomington, IN. 47405 Tuckman, B. (1965) Developmental Sequence in Small Groups. Psychological Bulletin, 63, 384-399.? Tuckman, B. ; Jensen, M. (1977) Stages of Small Group Development. Group and Organizational Studies, 2, 419- 427. http://www. drexel. edu/oca/l/tipsheets/Group_Development. pdf

Professional Racism and Discrimination - 1117 Words

The Los Angeles Police Department has a reputation for using race as a basis to catch criminals. Racial profiling is the use of race or ethnicity as grounds for believing an individual is suspicious of committing a crime. Discriminatory or abusive behavior towards people of color affects the justice system and violates people’s human rights. The LAPD continues to use racial profiling against mostly African-Americans and Latinos. The use of racial profiling by the LAPD prevents the police from serving the whole community. Because of the LAPD’s neglect towards certain neighborhoods, the neglect causes those communities to not trust or want to work with the police. Racial profiling should not be used by the LAPD because it is immoral,†¦show more content†¦The results were 38% of Whites and 89%of Blacks thought the justice system was prejudiced towards Blacks† (Chaney 483). The survey also showed that â€Å"8% of Blacks and 56% of Whites thought the criminal justice system treated Blacks equally† (Chaney 483). The survey shows that Blacks are less trusting of the justice system than Whites because of stereotypes and racial profiling. Because the LAPD uses racial profiling, racial profiling causes Blacks to not want to work with police because the LAPD is telling the African-American community that the LAPD does not trust the African-Americans. When the LAPD uses racial profiling, it sends a message that Whites are already assumed to be law-abiding citizens, whereas Blacks and Hispanics are assumed to be associated with criminal activities. Although people may say that racial profiling is justified if it is an effective way of catching criminals if race or ethnic characteristics help the police (Ryberg 79). In other words, police will arrest more possible criminals. However, this causes police to search for individuals who fit the profile and over look people who don’t fit the profile. Because of police targeting certain ra cial communities for certain crimes, the police-community relationship becomes disrupted (Dunn 561-4). The disruption causes people to not want to cooperate with police if the police are searching for suspects and the police need information. Racial Profiling is ineffective because it only targets aShow MoreRelatedRacsim in Sports Essays1020 Words   |  5 PagesRacism if traced back to the 19th century has been predominant; we may refer to the apartheid era in South African where many of blacks were maltreated by the whites because the whites seem to view them as inferior. Does racial discrimination also exists in sports? Yes. Racial discrimination has also impacted negatively on the ethics of sports and the code of conduct of athlete. 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