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A great start line for this may be your faculty’s library, and official government websites. Also, you should use tutorial journals like Google Scholar to your benefit. Just like a library, tutorial journals will also help you to seek out reliable major sources. Before you possibly can shape your individual opinion on a selected topic, you have to research it completely. Choose a topic that is fascinating to you.It may seem obvious, however this can make the research process extra fun and fascinating for you. Truly, I was reluctant to ship my paper to you, nonetheless, you demonstrated you are a reliable administration. My article was edit and altered in beneath multi-day, and I received a splendid piece. We perceive the monetary stress that a student has to undergo throughout his years at college and due to this fact we have made certain to maintain our costs as low-cost and cheap as potential. A analysis paper, quite the opposite, is a detailed paper that describes your analysis. 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Guidelines To Write Your Research Paper Within The Deadline

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Conventions Of Writing Humanities Papers

Conventions Of Writing Humanities Papers You might ask experienced colleagues, supervisors or even skilled enhancing providers to evaluate your article. Ensure that your manuscript is structured correctly, clearly written, contains the proper technical language, and helps your claims with correct evidence. Certainly you wish to summarize briefly key articles, though, and point out variations in methods or findings of relevant research when needed. It ought to be obvious to the reader why you’re including a reference with out your explicitly saying so. DO NOT quote from the articles, instead paraphrase by putting the data in your personal phrases. Provide overview of technique, results, and dialogue. The complete paper should be written up to now tense, in a 12-level font, double-spaced, and with one-inch margins throughout. Unless you're writing a technical report, keep away from technical language. Always avoid jargon, unless you are assured your audience might be familiar with it. Your thesis assertion should be as clear and particular as possible. Remember that your viewers is the broader scientific group, not the opposite students in your class or your professor. When incorporating references into your intro, you don't necessarily want to describe every single research in full detail, significantly if different research use similar methodologies. Second, readers will be capable of supply the literature you cited easily. The concluding paragraph should discuss concerning the major outcomes of the research. Merely highlight the main themes emerging out of your knowledge. This part introduces your researchin the context of the data within the field. To make sure the construction is right, it's essential to edit your paper. Those who do not qualify as authors however have contributed to the analysis ought to be given credit score in the acknowledgements section. These embrace funders, supervisors, administrative supporters, writing, modifying, and proofreading help. You need to acknowledge the unique workthat you talk about in your write-up. Plagiarism is when you use words or ideas of others without acknowledging them and this can be a critical offence. Save your recordsdata.Remember to avoid wasting your work as you might be writing so that you don’t lose your work. Use your define.Follow the trail set by your outline, and remember the aim of your paperâ€" to persuade. Avoid, keep away from, keep away from generic arguments and formulation statements. They work properly to get a tough draft began, but will easily bore a reader. Keep revising until the thesis displays your actual ideas. You could both write the instructions to the individuals verbatim or paraphrase, whichever you deem extra acceptable. Don’t forget to incorporate temporary statements about knowledgeable consent and debriefing. Carefully describe any stimuli, questionnaires, and so forth. First introduce the topic including the problem you might be addressing, the significance of solving this drawback, and identified analysis and gaps within the information. Then narrow it all the way down to your analysis questions and speculation. The unstructured abstractis a story paragraph of your research. It is just like the structured summary but doesn't contain headings. It provides the context, findings, conclusion, and implications of your paper. Your procedure ought to be as transient and concise as attainable. If so, how can you rearrange issues to keep away from redundancy? The revision course of allows you to fantastic-tune your essay to just remember to are expressing your ideas clearly. If you're having difficulty with grammar, vocabulary or other features of writings, these assets might help.

How To Write A Great College Paper

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How To Write A Great College Paper

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How To Write A Great College Paper

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How To Write A Great College Paper

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Female Genital Mutilation in Africa Essay - 1650 Words

Female Genital Mutilation in Africa (Essay Sample) Content: Female genital mutilation in AfricaIntroductionCulture, which has both its material and non-material aspects, is an important topic to sociologists. Physical possessions that societies attach meaning to, like artifacts, food clothing, and architectures, are known as material culture. On the other hand, a creation or an abstract idea that is not in the form of a physical thing constitutes non-material cultures. Female genital mutilation is a non-material culture practiced by some communities in Africa as a rite of passage to womanhood or marriage (Althaus 1997). According to Althaus (1997: 30), this primitive practice is "the partial or total cutting away of the external female genitalia. The dialogue surrounding female genital mutilation (FGM) is relatively young since no much was talked about it some decades ago. In fact, the West got into the debate in between the 1950s and 1960s (Althaus 1997). Nonetheless, African activists and health practitioners have brought it s negative consequences to the attention of the world. Althaus (1997) confirmed that the UN issued its first formal statement regarding the elimination of FGM in a seminar in Khartoum in 1979. Almost forty years down the line, the practice is still prevalent in some countries worldwide, with Africa having the highest prevalence. Hence, insights into the current state of FGM in Africa and the sociological perspectives of the procedure are important to sociologists and other stakeholders.Literature Review on FGMBeing a broad subject, there are colossal amounts of literature on FGM. Most literature is on its prevalence, cultural aspects, health complications and the anti-FGM campaign. "FGM is practiced in households at all educational levels and all social classes and occurs among many religious groups (Muslims, Christians, and Animists), although no religion mandates it" (United States Agency for International Development (USAID) 2014: 2).This primitive culture is prevalent in central Africa, North of the Equator. As such, ità ¢Ã¢â€š ¬s not practiced in Southern and Northern parts of Africa, except Egypt (Althaus 1997). Research shows that FGM is carried out in twenty-eight countries in Africa and a few nations in Asia (Kaplan et al. 2011; USAID 2014; Althaus 1997). This problem has been associated with poverty, but the truth is that there are traces of this practice in the advanced world. Kaplan et al. (2011) reported that migrants in the United States and Australia carry their culture along. Globally, a hundred to a hundred and forty females have gone through the cut, and more than three million are at the risk of FGM (Kaplan et al. 2011; USAID, 2014).The social context of FGM is as complicated as the process. Several authors seem to indicate that FGM is deeply embedded in the culture of those who practice it (Althaus1997; Kaplan et al. 2011). Althaus (1997:1) reiterated "despite these grave risks, its practitioners look on it as an integral part of their cu ltural and ethnic identity, and some perceive it as a religious obligation." Althaus (1997) added that that, in some societies where the position of a person is traced through paternal ancestry, FGM reduces instances of doubt in paternity by preventing or discouraging promiscuous activities by women. Although countries and communities conducting the procedure have different cultural settings, most of them donà ¢Ã¢â€š ¬t educate girls and regard them as a commodity for sale. A girlà ¢Ã¢â€š ¬s virginity is considered as an excellent bargain for a lucrative bride price and honor to her family (Althaus (1997). In some instances, a bridegroomà ¢Ã¢â€š ¬s family is given the chance to inspect a groomà ¢Ã¢â€š ¬s body.The anti-FGM campaign is one of the most notable fights in our society. National and global efforts to end FGM have culminated in education, information sharing, and legislations. In 1995, during the Fourth World Conference on Women, FGM was termed as a violation of human rights and a danger to women reproductive health (USAID 2014). Consequently, there was a call to all governments to draft and enforce legislations that would make the act illegal. Hence, "FGM has gained recognition as a health and human rights issue among African governments, the international community, womenà ¢Ã¢â€š ¬s organizations, and professional associations (USAID 2014:2). Out of the 28 countries that USAID collected data from, 25 have some laws or decrees dealing with FGM. As a result, this procedure is losing its earlier prominence in Africa. Recent data indicates low levels of cutting among girls aged between 15 and 19 (USAID 2014). Kenya, Egypt, and Sierra Leone are some of the countries with dwindling cases of FGM. Data from Nigeria and Ethiopia show a significance difference between teenage girls and older women. This information is a clear indication that young girls are being spared by the perpetrators. All in all, the dwindling, and the changing trends are pointers towards the success of the anti-FGM advocacy.Often undertaken without anesthetic and in unhealthy conditions by people with little or no knowledge of medicine, FGM puts women and young girls at the risk of severe mental and physical illnesses (Althaus 1997). These complications are worse in cultures that go through extreme forms of the practice. Citing a 2006 study done by the World Health Organization (WHO), USAID (2014) stated that FGM is associated with augmented complications during childbirth and maternal deaths. Other side effects cited by the study include rigorous pain, hemorrhage, infertility, tetanus, infection, cysts, psychological and sexual problems, among other problems. An even bizarre form of FGM is infibulation (Kaplan et al. 2011). In this case, the clitoris and labia are excised, and the edges of the vulva are stitched together to thwart sexual intercourse. Deinfibulation is dangerous and painful, and its aftermath leads to complication in childbirth and sexual intercourse. An earlier study conducted in Northern Sudan estimated that infibulation caused 20-25% of the infertility cases (Althaus 1997).Discussion: Main SectionThe appalling nature of FGM and the thought of it being performed on girls as young as four years elicits national and international outcry. As a result, there are widespread programs aimed at bringing it to an end. Weà ¢Ã¢â€š ¬ve made great strides in the fight against FGM, but we could have done better. A few things are pulling us behind. For instance, the west deals with the issues in a colonial manner. Insinuating that only western leadership and feminists can eradicate this barbaric tradition is offending to communities where FGM is practiced. You canà ¢Ã¢â€š ¬t just bump into people and impose your traditions on them before understanding why they do things in a certain way. The West must find answers to a culture where women hurt their daughters, young girls and other women.A good way to address FGM is through p roper application of cognitive social science. Cognitive social science addresses the mental condition and its connection to the physical. "Unlike classical theorists who hold that concepts must "fit the world," cognitive scientists have revealed that concepts are defined relative to simplified mental models of the world" (Schwartz, 1992:8). Therefore, there must be reasons as to why some communities practice FGM and not others. Kaplan et al. (2011: 1) claimed:"In many societies FGM it is a rite of passage to womanhood with strong, ancestral sociocultural roots. Rationalizations for the perpetuation of FGM/C include: preservation of ethnic and gender identity, femininity, female purity/virginity and "family honour"; maintenance of cleanliness and health; and assurance of womenà ¢Ã¢â€š ¬s marriageability.For that reason, a balance must be found between respecting other peopleà ¢Ã¢â€š ¬s culture and activism. In this regard, the inherent contradictions of a given culture are subject ed to a debate involving different age groups, gender, and social classes. A middle ground should, then, be found before a community is slowly dragged out of a barbaric procedure.Theoretical PerspectiveThe sociological perspectives of Charles Wright Mills would be interesting in the FGM debate. Mills is among the rare sociologists who try to have an interpretive analysis of the various sociocultural systems. In other words, he attempts to tailor his analysis on a worldwide view and empirical evidence (Scott and Nilsen 2013). Besides, his works entail issues and matters that are dear to people, and he articulates them in a manner that expands our understanding. Most importantly, Mills uses theory to clarify processes and social structures. His views, which are a holistic scrutiny of the sociocultural system, are useful in our understanding of social reality. If he were alive, Mill would probably help us understand what goes on with cultures that practice FGM. In line with functiona lists, such as Emile Durkheim, he would probably advise us that social institutions are imperative to social stability (Isajiw 2013). I guess, he would also argue that slow social change is critical and hasty social change is an enemy of social order (Isajiw 2013). In this respect, anti-FGM crusaders should slow down on their campaigns and stop the wholesale condemnation of those undertaking the procedure. The fight should be long term; socials reforms are conducted gradually. These reforms stem from education, coming up alternative...

Learning And Leading With Habits Of Mind - 1002 Words

In a state of dilemma, individuals find it interesting when people confronted with life’s problems. The way people behave when the answers to which are not immediately known. Different situation, people have to think of different technique to solve the problems. Analyzing a poem is different from analyzing statistical data. Both are related to analyzing but the mind has to be aware of each situation to apply in any cases. Learning and Leading with Habits of Mind talks about sixteen ways people use when it comes to describing the Habits of Mind. Curiosity is what motivates deep thinking when questioning and posing problems habit. The bravery to take responsible risks habit and listening with understand and empathy habit when hearing stories from others. For me, one of the most important habit that I have learned the most is responsible risks. Being greedy and wanted to be success in two categories is not going to work, I have to decide on letting go of one and remain focus on t he one that I am planning to take the risk on. I have lived with my mom since I was born and until I grow up. A period of time that mom has given me the love and I have always promised that I will never leave the warmth of this love. I still remember the day I was twelve, my Dad has come back from the United States and offered me a cruel but also full of opportunities question. The question has been in my head and I was debating with myself for the longest time. Go to the United States with him andShow MoreRelatedEducation Is Important For School Improvement1518 Words   |  7 Pageshave their best interests in mind. Unfortunately, many children do not have that in their home lives. They are isolated and do not have people in their life that can provide the level of emotional support they need to develop into well-rounded individuals. 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The Employment Restrictions On International Students...

The employment restrictions on international students should be lessened because the need for self-support is rising even before the crisis happen with increasing college costs. Under crisis, F1 students get the permission to work off campus to help self-support. It is questionable that the freedom to work off-campus is only given under the crisis. These processes require more time and sometimes students’ appeals don’t get approved. The true side of this is, students and their families are at the edge at these points, and they have no enough strength to roar or ask for new alternatives. They are usually the result of a chain of happenings. Self-support, usually rises even before the sudden- crisis happen due to increasing college costs.†¦show more content†¦Therefore, government should lesson the current employment restriction policies, and establish new policies which are effective and student-friendly. The government should increase minimum work hours, shoul d allow students to work off-campus, and should give post- OPT extension without cutting the period concerning CPT or pre-OPT. Student work hours are insufficient; the government should increase the minimum working hours. The current part time hours are 20 hours/week. They need to increase the hours at least up to 25-30 hours/week. The summer and winter break hours should increase from 40 hours/week to 50-60 hours/week. These numbers are possible for students because local students usually engage in more than 30 hours/week, during the semesters, and around 60 hours/week during summer and winter breaks. Off campus employment is essential, the government should allow students to work off campus. They should be able to find employment with the limited time frame they have inside the country. They need to launch this opportunity because it is the best way to increase the living condition of international academic students. 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Alexander31987 Words   |  128 PagesAn Integrated Course for Beginners PRACTICE AND PROGRESS: An Integrated Course for Pre-Intermediate Students DEVELOPING SKILLS: An Integrated Course for Intermediate Students FLUENCY IN ENGLISH: An Integrated Course for Advance Students New Concept English in two Volume edition FIRST THINGS FIRST PART 1 ·2 PRACTICE AND PROGRESS PART }-2 For and Against AN ORAL PRACTICE BOOK FOR ADVANCED STUDENTS OF ENGLISH L.G.ALEXANDER .... †¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢ †¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢ ~ LONGMAN WNGMANGROUP UK UMITED Longman HouseRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 PagesCONSIDERATIONS ...6 INVESTMENTS IN TRAINING AND DEVELOPMENT ..... 14 INVESTMENT PRACTICES FOR IMPROVED RETENTION ............................................................ 32 INVESTMENTS IN JOB-SECURE WORKFORCES .......... 42 ETHICAL IMPLICATIONS OF EMPLOYMENT PRACTICES ............................................................. 56 NONTRADITIONAL INVESTMENT APPROACHES ......... 58 SUMMARY............................................................... 67 NOTES........................................

Strategic Human Resource Management Operations

Question: Discuss about the Strategic Human Resource Managementfor Operations. Answer: Introduction Accenture is a global management consulting and professional services company that provides consultancy services to its clients in the field of technology, strategy, operations, etc. The company is a part of the Fortune Global 500 company and has an approximate workforce of 394,000 employees as of 2016. In a recent tide of events, the company decided to put an end to its performance reviews and bring a massive change in its internal operations. The reason for dropping the performance reviews is that the system of reviews failed to fulfil its objective of promoting better staff performance. The firm plans to switch to a system in which all the employees will receive regular feedback from their superiors. Is Dropping the Performance Reviews a Good Idea for Accenture? As discussed above, Accenture is one of the worlds top companies with a lot of capabilities in the consultancy sector. The company has been developing technological solutions for its clients that have helped its clients in increasing their performance levels and becoming more competitive. The company is so efficient in its field that 82% of the employees at Accenture say that their workplace is great. Further, 89% of the employees working at Accenture feel that the management is competent at running the business while 88% of the employees feel that the management is honest and ethical in its business practice (Accenture, n.d.). Therefore, the decision taken by the management to switch to a new performance management system is definitely a calculated move and must have a reason behind it. The decision to drop the performance reviews at Accenture is a great idea for the company because: First of all, the company came to realize that the system, which the company was using to measure the performance of its employees, was not successful as it failed to fulfil its sole objective of promoting better staff performance. It has been found that sometimes, the system of measuring performance can be dysfunctional and can cause greater harm to the performance levels of a company than the benefits of an efficient performance management system (Spekla Verbeeten, 2014). Secondly, the firm itself had doubts related with the efficiency of the system and wanted to switch to a more fluid system of measuring performance that would include receiving regular feedback from the superiors. Thirdly, the company also discovered that the performance review system that it had been using in the past was resulting in a wastage of a lot of important resources. Conducting annual appraisals required a lot of time, money and the entire workforce had to put in a lot of efforts to make it happen. Thu s, this system of performance reviews was getting far beyond the reach of the management and it was becoming difficult for the management to manage such a complex system. Fourthly, the company realised itself the the system of performance reviews was dysfunctional in itself. A system that comprises of forcing rankings along some distribution curve could not be efficient because it might foster a negative feeling amongst those employees who had contributed a lot of their efforts towards the achievement of the organisational goals and objectives throughout the year (Klikauer, 2016). The company also believes that it should place its trust in the employees that it had recruited in the first place and should not undertake strategies where their efforts are reviewed again and again. Rather, the management at Accenture wants to provide freedom, authority and delegation to innovate to all the employees because the company itself has recruited the best possible fits for filling up its workp lace. On the overall, the decision of the company to drop its ongoing system of performance management is a good yet strong decision even though it might involve bringing about a major change in the entire organisation. It is very important for a global company like Accenture to discover redundancies in its operations and human resource management and remove them so that it can minimise its operational costs and can avoid wastage of important resources, which will ultimately help the company in becoming more competitive and efficient. Future Impacts of the Change on the Company Accenture has planned to take a very bold move that will make the entire organisation go through a major makeover that will definitely have some impacts on the company in the future. The company has valid reasons that are forcing it to undertake such a major step and undertaking such a step might also allow the company to bring down its operational costs and save a lot of resources that were earlier being directed towards the performance management system. Although, the results might be in favour of the company to a certain extent, the company might face a number of problems in the longer run that can cost the company more than it is intended to save through its bold move. The issues that might end up increasing the cost of the company because of the change being introduced are discussed below: First of all, a lack of performance ratings can result into decreased job engagement amongst the employees. For an organisation to perform better, it is a must that the employees of the company are engaged in their work and measuring their performance along with an appraisal system is one of the best ways to keep them engaged. The move of Accenture to drop its system of performance rating might reduce the level of employee engagement in the company and bring down the overall productivity and efficiency of the company in the longer run (Adler, et al., 2016). Secondly, another major benefit of having performance ratings and performance appraisals is that it provides an exceptional framework for the company that helps it in analysing the lacking skills in the employees. Using performance measurement systems, companies are able to diagnose the areas where its employees lack competencies and are required to be trained or developed in those areas in order to improve their efficiency. If th e company drops its performance measurement system altogether, it might not be able to assess the training and development needs of its employees in the near future and will lose the ability to continuously increase the competencies of its workforce. Thirdly, many employees are themselves in favour of performance management systems as performance ratings by the management allows them to assess their competencies and compare their performances with benchmarks fixed by themselves. In absence of a performance measurement system, the employees might not be able to identify the areas where they need to improve and might lose interest in their jobs (Chatterji, Durand, Levine, Touboul, 2016). Fourthly, another major benefit of analysing the performance of the employees is that it helps the management in succession planning. It becomes easier for the management to identify employees that have the potential to take up higher positions in the organisation in the future using a system that me asures their performances. In absence of a performance rating system, it might become difficult for the management to identify the employees having the right potential to move up in the organisational hierarchy and the company might also face difficulties in fulfilling its human resource demands internally. Lastly, a major issue that the management might face is related to the motivation level amongst the employees. One of the reasons why organisations use performance management systems is to keep the employees motivated by associating the system with some kind of rewards, such as increase in pay, promotion, etc. but in absence of a performance management system, the employees might feel demotivated and show a decline in the performance level (Gomes Romo, 2014). The above mentioned issues can definitely result in a decline in the overall productivity and efficiency of the company and the organisation might end up paying more than the costs that it intended to save by dropping its performance measurement system. Recommendations for Future Performance measurement Performance management system is a necessary evil that every company has to execute to manage its human resources appropriately. Though performance management systems are time consuming and require a lot of resources but they are also very important from the perspective of human resource management. Therefore, the company should not give up on performance ratings or management altogether as it might cause some serious issues in the near future. some recommendations that the company can use to monitor, assess and improve the performance of its employees effectively is discussed below: 360-Degree Performance Review: As evident from the case itself, the company wants to drop its performance management system and switch to a system where it can evaluate the performance of its employees on the basis of their individual role and performance. Thus, a 360-degree performance review will be one of the best options for the company. In a 360-degree performance feedback system is a process in which employees receive anonymous and confidential feedback about their performance from people who are around them. In such a system, all people i.e. managers, peers, juniors, etc. provide a performance feedback (Karkouliana, Assakera, Hallakb, 2016). In a system where an employees superiors, colleagues, subordinates and even customers provide feedback about the performance of an employee, the results obtained are better and have a higher accuracy. Some advantages of a 360-degree feedback system are discussed below: It will allow the company to have a performance feedback of an employee that is more accurate and reliable (Aggarwal, Sundar, Thakur, 2013) It provides an excellent framework for the employees that can help them in increasing self-awareness as it provides a detailed account of their strengths and weaknesses (Buckingham Goodall, 2015) Using a 360 degree feedback system will also allow the company to continue to assess the training and development needs of the employees even if it drops its system of performance ratings A 360 degree feedback system will provide multiply rated feedback about the employees that would allow the employees to uncover blind spots in their behaviour. A 360 degree feedback system is a relatively new concept that a lot of business organisations have started to implement in their workplace because of its potential to improve their system of performance measurement. This system has a greater efficiency than the traditional performance management systems and also require less resources for executing it. Thus, Accenture can also assess the potential of this system in accordance with its workplace conditions and replace its previous performance management system with a 360 degree feedback system in order to achieve better end results. Conclusion Accenture is one of the top global companies in the world and has been able to achieve this success because of its efficient management techniques and a high performing workforce. The decision of the company to put an end to its time and resource consuming performance management system that was not helping the company in achieving its primary objective of boosting employee performance is definitely a calculated move but the lack of a performance management system might have some serious implications for the company in the longer run. Therefore, the management of the company should definitely come up with a simpler and a more effective performance management system, such as 360 degree feedback, so that it can increase its overall efficiency and can become more competent. Bibliography Accenture. (n.d.). Retrieved April 17, 2017, from reviews.greatplacetowork.com: https://reviews.greatplacetowork.com/accenture Spekla, R. F., Verbeeten, F. H. (2014, June 02). The use of performance measurement systems in the public sector: Effects on performance. Management Accounting Research, 25(2), 131-146. Klikauer, T. (2016, October 19). Eight fatal flaws of performance management. Chatterji, A. K., Durand, R., Levine, D. I., Touboul, S. (2016, August). Do ratings of firms converge? Implications for managers, investors and strategy researchers. Strategic Management Journal, 37(8), 1597-1614. Adler, S., Campion, M., Colquitt, A., Grubb, A., Kevin Murphy, R. O.-K., Pulakos, E. D. (2016, June). Getting Rid of Performance Ratings: Genius or Folly? A Debate. Industrial and Organizational Psychology, 9(2), 219-252. Gomes, J., Romo, M. (2014). Advantages And Limitations Of Performance Measurement Tools: The Balanced Scorecard. Smith, M., Bititci, U. S. (2016). Interplay between performance measurement and management, employee engagement and performance . International Journal of Operations and Production Management. Karkouliana, S., Assakera, G., Hallakb, R. (2016, May 5). An empirical study of 360-degree feedback, organizational justice, and firm sustainability. Journal of Business Research, 69(5). Aggarwal, A., Sundar, G., Thakur, M. (2013, February 2013). Techniques of Performance Appraisal-A Review. International Journal of Engineering and Advanced Technology, 2(3). Buckingham, M., Goodall, A. (2015, April). Reinventing Performance Management. Harvard Business Review. Mone, E. M., London, M. (2014). Employee Engagement Through Effective Performance Management: A Practical Guide For Managers.

Job analysis of an elementary teacher Essay Example

Job analysis of an elementary teacher Essay In this paper we will examine how a Job analysis which helps describe Jobs and/or human attributes necessary to perform the tasks and Job Component Inventory OIC) method are used for an elementary teacher; by shows what tools, responsibilities, communication and demands are required for this position(Specter, 2014). This will allow an Individual to see how the reliability and validity of ICC works and how It describes the use of objects that will relate to the workers in this setting. Next, we ill see how a performance appraisal in this Job is based on professional learning and growth (Teacher Performance Appraisal System, 2014). Finally, we will look at the benefits and vulnerabilities that are associated with ICC and how it may affect this work setting. The hope is that in the end we can see how ICC can be used as a guide line for teachers. Job Summary With direction from the school principal the teacher is responsible for the education of selected students and will generate a flexible curriculum and classroom environment encouraging for learning and personal growth. The teacher needs to create a strong relationship with the student to help motivate students to develop skills, attitudes, and the know how to provide a strong foundation for future education, while taking the students valuables Into account. There will also be professional relationships developed and maintained between parents and other teachers. The physical demands for this field is considered a LIGHT physical demand characteristic of work position in accordance with the Dictionary of Occupational Title (DOT). Educating the Students Vital Functions The teacher must teach subject matter such as reading, language arts, mathematics, social studies, art science, physical education, and music while utilizing the curriculum proposed by the Board of Education. Then there must be a course plan developed that assists each students needs, and utilize the different teaching techniques to express the lesson In a way that Is productive to student learning and utilizes the allotted time available for the Instruction. We will write a custom essay sample on Job analysis of an elementary teacher specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The use of computers, chalk boards, overhead projectors and other visual aids will be used for student instruction. Physical demands for this position require the teacher to be able to stand and walk around the classroom the majority of the time. While also being able to bend, kneel, lean at the waist to communicate with a student at their desk. The ability to hold light weight objects for demonstrations at waist level and slightly above the head may be frequently required. The use of the black board is frequently required while also grasping chalk and an eraser while reaching below, at waist, and above the head occasionally with the frequent need to twist at the waist and neck to observe the class. On a rotating basis there Is a need for assistance with physical education which Involves lifting, using the upper body to assist students with their pull-ups and other actively. While on playground duty It Is required to be able to walk on even and uneven surfaces such as grass, gravel and maneuvering around curbs. The ability to lift up to 25 pounds around the room and halls maybe required The need for communication with parents is necessary through conferences over the phone or in person to discuss academic and personal progress and talk about there school programs. As a teacher the communications with other academic advisors will be needed for professional and personal growth. The participation in faculty meetings and committee sponsorship student activities is required on occasions. The need to address a stressful situation created by an upset or hostile student may arise but the ability to remain calm and listen non-critically but must also remain consistent with Judgments. Remain sensitive to a student who is non- compliant by try to meet the students needs by showing increased personal interest and involvement. Upholding Professional Standards Demonstrate professional ethics while conforming to district policies including attendance, evaluations and absences. The attendance must be sufficient to successfully perform the listed Job functions. Also the need to maintain professional proficiency is done through in-service activities offered by the district and self- selected growth activities. The times that are required for attendance are as followed teachers arrive at AAA. M. And may leave between 4:30-5:00 p. M. And there is also a 30 min lunch offered as long as weather permits. Working in the classroom 84-90% of the day but when needed outside activities such as recess, fire drills and any other special activity may occur. Reliability and Validity of ICC In this type of setting ICC can prove to be validated and reliable because it has helped to evaluate if a person meets requirements or needs more training in certain areas. Even though situations may vary the overall assessment is positive. This method shows what tools and physical demands will be placed on a teacher and how certain requirements can affect performance appraisals. As for the benefits and limitlessness for ICC it has its share of both due to personal interpretation and exaggerations people use to get Jobs. In closing this paper has shown what a Job analysis may look like using Job Components Inventory as a method and what some of the requirements are of an elementary teacher are. There are not only physical but mental demands required to hold this position. Planning and meeting ones own professional goals as well as those of the students helps to make for a proper teacher and good performance appraisals. The validity and reliability for ICC has been shown to be high in regards to eloping professionals pick Jobs that meet their abilities and skill set. The benefits and vulnerability aspect has not been conclusive due to human nature to exaggerate ones own abilities in a Job interview. However, it has sill shown beneficial with regards to pointing out key functions required for the position as a teacher.