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. I believe schools have a responsibility to create an environment where students can feel safe, take risks, and grow to be successful adults. The right combination of culture, collaboration and s hared vision of learning is vital in creating an environmentRead MoreHabits of the Mind653 Words   |  3 PagesHabits of Mind The habits of mind might better be termed the habits of a perfected mind since most have not acquired all of these habits. The two selected for this paper are persistence and precision. Both are difficult to embed because they require disciple and mental toughness. This paper discusses the connection between the two and how they can be defeated if a student is distracted from them. Persistence and precision are habits of mind that require many of the same skills to acquire. PersistenceRead MoreBecoming The Leader Of Me Essay1411 Words   |  6 PagesBecoming the Leader in Me John Dryden once said â€Å"We first make our habits, then our habits make us.† Habits are very powerful factors which affect every part of our lives, shape our character, and determine our behavior. Many schools have adopted a â€Å"Leader in Me† mindset in which schools use ideas mentioned in Stephen Covey’s book â€Å"The Seven Habits of Highly Effective People† to develop good, effective character in their students. Leader in Me is a program created from a rendition of Covey’s bookRead MoreA Summary Of John Locke And Jean-Jacques Rousseau1651 Words   |  7 PagesThe Enlightenment period questioned traditional methods of educating children and introduced revolutionary new ways of thinking to bring about improvements in education and to actual allow students to enjoy learning. Before the Enlightenment, children were treated like small adults with no thought given to the development of very young children and once they were old enough to receiv e education it consisted of forced memory work along with harsh discipline (Platz Arellano, 2011). The EnlightenmentRead MoreThe New Style Of Lecturing Now1243 Words   |  5 Pageslecturing now leaves the vigorous work for home which can drastically increases ones work load. This constant habit now influences a consistent rise in someone’s workload, which leads to a high temptation of cheating. With work, school, relationships and adversities in the picture, an overflowing workload is one subject easily able to eliminate by the habit of plagiarizing. Although this habit is dishonest and ‘illegal’ towards the policies and expectations of many schools, it is seen to students asRead MoreSchool Creates Bad Social And Psychological Habits1320 Words   |  6 Pagesthat must be completed to move on in life. The problems can be summed up into three ideas. First, School takes up the majority of day-time that students in this age need for jobs to pay for college. Secon d, school creates bad social and psychological habits which can affect the development of young adults. Third, current standards and curriculums are too varied and rigid around the country to be able to create a national standard that can encompass all students. However, we are on the edge of a revolutionRead More The Pros and Cons of Technology in the Classroom Essay examples833 Words   |  4 Pagesmost everything via memorization or lecture and notes, they now have the opportunity for more â€Å"hands-on† learning. I believe that this type of learning helps the education process because I feel people, not just children, learn more when they attempt a task and succeed, or fail, at it on their own. Computers also help students learn cooperative learning habits, or learning with one another. This, in turn, helps the teacher be more of a guide than a lecturer. The classroom becomesRead MoreResearch Study On Study Habits1643 Words   |  7 PagesTopic: Study Habits General Purpose: To motivate Specific Purpose: To motivate students to change their study habits. Thesis: INTRODUCTION I. Attention Step A. Attention Material: According to the National Center for Education Statistics 1.2 million students drop out of school every year. The cornerstone of our society, education, is crumbling before our eyes, and the leading cause I believe is the lack of proper study habits. B. Credibility Material: In my academic career, I can say without anyRead MoreThe Study of Human Behavior in Given Situations1613 Words   |  7 PagesPsychology is a social science study that covers diverse subject topics and carries out different forms of research in order to understand the development and function of human beings. It is a scientific study that focuses on peoples mind and its functions especially those affecting behavior in a particular context. Psychology is divided into different branches, and each branch addresses its own form of content in relation to mental processes and behavior. Social psychology is one of the psychologyRead MoreA Research Study Of Goals944 Words   |  4 Pagesthe tasks efficiently. Additionally, another significant area of value and previously studied is for some goals can structure as elements of status, exemplary grades might reflect a filling of self-worth or some important reassurance in abilities leading to a boost in confidence in all things related. Goals can be created out of the necessary ability to perform or for the additive benefit in assimilating a growing mindset. The review of the body of knowledge on the topic on the study of goals in psychology

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. Australia, New Zealand and Canada are some of the countries that show the possibility of this action. The government should allow extension periods for all students without cutting any CPT or OPT periods. According to current policy STEM fields get theShow MoreRelatedQuota Based Immigration Essay4339 Words   |  18 Pagesï » ¿Patricia Tanona International Economics Final Term Paper The United States’ quota based immigration system weakens the country’s ability to sustain its position in the increasingly competitive global economy. Although the United States has a substantial flexible labor market, huge international corporations and some of the best universities in the world, it faces great competition in the global labor market. With the increasing economic opportunities available in industrialized countriesRead MoreA Report Of Post Wwii Development Of Kenya2483 Words   |  10 Pages1. Linear Stages of Growth 3 Stage 1: The traditional society: 3 †¢ Stage 2. The pre-take-off society 5 †¢ Stage 3. Take-off 5 †¢ Stage 4. The road to maturity 7 †¢ Stage 5. The mass consumption society 7 2. Structural Patterns of Development 9 3. International Dependence Revolution 10 4. Neoclassical Counterrevolution 12 5. Conclusion 14 Bibliography 15 Executive Summary Classified as a frontier market, Kenya is the largest and the most advanced economic entity in central and east Africa. HoweverRead MoreFundamentals of Hrm263904 Words   |  1056 PagesThis online teaching and learning environment integrates the entire digital textbook with the most effective instructor and student resources With WileyPLUS: Students achieve concept mastery in a rich, structured environment that’s available 24/7 Instructors personalize and manage their course more effectively with assessment, assignments, grade tracking, and more manage time better study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visualRead MoreGlobalization Is The Process Of International Integration6873 Words   |  28 Pages Globalization is the process of international integration arising from the interchange of world views, products, ideas and other aspects of culture. Advances in transportation and telecommunications infrastructure, including the rise of the telegraph and its development the Internet, are major factors in globalization, generating further interdependence of economic and cultural activities. Though scholars place the origins of globalization in modern times, others trace its history long before theRead MoreTrends in Hotel Industry13993 Words   |  56 Pagesguests will pay anywhere from nine to ten percent premium on the already advertised prices. What can be stated as a welcome relief for the educated traveler might pose real challenges for the hotel business. To better understand the scenario, it should be noted that hotels are presently facing severe shortages in occupancy rates which are at their lowest since 1971. Such a crisis and lack of funds can definitely hamper any efforts to install appliances that comply with the LEEDS standards (LeadershipRead MoreCollective Behavior11901 Words   |  48 Pages regardless of whether the behavior present is dynamic or predefined by cultural standards. Still others argue that the focus should not be on the highly diverse and seemingly unrelated forms of behavior traditionally included, but on the distinctive social and psychological processes thought to be present. An even more extreme view argues that the field as a whole should be abolished because all complex social behavior is collective and to a degree dynamic. Hence the field has no unique subjectRead MoreCollective Behavior11916 Words   |  48 Pagesregardless of whether the behavior present is dynamic or predefined by cultural standards. Still others argue that the focus should not be on the highly diverse and seemingly unrelated forms of behavior traditionally included, but on the distinctive social and psychological processes thought to be present. An even more extreme view argues that the field as a whole should be abolished because all complex social behavior is collective and to a degree dynamic. Hence the field has no unique subjectRead MoreEmilio Jacintos Trading Cooperative19425 Words   |  78 Pagesthe Department of Agricultural Economics, University of Wisconsin—Madison. Since its first publication, the Schaars book has served as a basic reference for cooperative members and leaders, cooperative instructors and development specialists, and students of cooperatives throughout the United States and world. It has been translated into several languages. Although the Schaars book has been out of print for some time, the University of Wisconsin Center for Cooperatives (UWCC) continues to receiveRead MoreFor Against by L.G. 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.