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Title: I hope enjoyed time holidays Now back work In team task week a topic weekly focus debate paper labor unions change process There sufficient information argue sides Let See The labor union change process Change process difficult employees management I labor union make process a bit easier parties

  • Total Pages: 5
  • Words: 1391
  • Works Cited:3
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: I hope everyone enjoyed the time off for the holidays. Now it is back to work for us. In regards to the team task this week, a possible topic from our weekly focus we can debate on in our paper is the use of labor unions in the change process. There is most likely sufficient information to argue for both sides. Let me know what you all think. See below:

The use of labor union in change process

Change process is difficult both on the employees and management; I believe that labor union can make the process a little bit easier for both parties. Change will bring some changes that the labor union can negotiate on behalf of the employers and no one will be afraid of being singled out by the management. The fact is that, when an organization have a labor union to work with, they can partner together to facilitate change easier. When the organization knows that change is required, it can disseminate this information to the leadership of the union and the union can then pass the information along to the employees. When everyone is on the same page, it improves the chances of the organization getting through the change. It will be a win-win situation.


Simpler Negotiations
As an employer, one of the advantages of dealing with a labor union is that it simplifies the negotiations process. When you deal with a labor union, you do not have to negotiate with multiple employees. You simply talk to the head of the labor union and the head of the union speaks for all of the workforce. By doing this, you can negotiate faster and more efficiently without having to worry about meeting with many different employees.
Employee Satisfaction
Another advantage of dealing with labor unions is that it can improve employee satisfaction. When employees deal with unions, they may be more satisfied because they have a voice to speak to the employer. They get higher wages on average and better benefits packages. When you meet the needs of the employees better, they will be more satisfied in their jobs and will be willing to work harder for you. This could lead to higher productivity and better quality production.
Less Turnover
Another advantage of labor unions for organizations is that they lead to less turnover. When you have a workforce that is comprised of labor union members, they will not leave their jobs as frequently. They have to pay dues to be a part of the union, and they typically do not want to lose their position in the organization. When you have lower levels of turnover, it saves your business money in the long run by not having to train as many new employees.
Easier to Make Changes
Businesses regularly have to undergo change if they want to stay at the forefront of their industry. When a business has a labor union to work with, they can partner together to facilitate change easier. When the employer knows that change is required, it can disseminate this information to the leadership of the union and the union can then pass the information along to the employees. When everyone is on the same page, it improves the chances of the company getting through the change.

Reference:
U.S. Bureau of Labor Statistics; The Effect of Unions on Employee Benefits -- Recent Results From the Employer Costs for Employee Compensation Data; John W. Budd; June 2005

Economic Policy Institute; How Unions Help All Workers; Lawrence Mishel, et al.; August 2003



Points well taken. Thanks for sharing. You have added to our discussion and learning. Are there some potential data analysis problems when using compound or complex questions? Are such questions harder to answer in a meaningful way? Would you want the consultant to be certified by a respected professional organization?

Complex questions are subjected to ambiguity and different interpretations by different people. Different employees can read different meanings to a single complex question. There are a number of ways that complex questions can be misinterpreted in the real world. A major error can be performing multiple comparisons. It may be helpful to consider some aspects of statistical thought which might lead many people to be distrustful of it. Complex questions live room for probabilistic perspective. This is in contrast to the way non-mathematicians often cast problems: logical, concrete, often dichotomous conceptualizations are the norm: right or wrong, large or small, this or that and this is a big problem when analyzing the data.
There are a lot of reasons I would want to engage a certified consultant in my organization project. First, these people will have the evidence of successful track records which will be found in client testimonials, references, and repeat business associations. They will adhere to the highest ethical standards, they have more experience in their field of expertise, they have life-long professional education and they also have a reference network for challenging client problems, so my organization can worry less about failure. USED




Additionally, many non-mathematicians hold quantitative data in a sort of awe. They have been lead to believe that numbers are, or at least should be, unquestionably correct. Consider the sort of math problems people are exposed to in secondary school, and even in introductory college math courses: there is a clearly defined method for finding the answer, and that answer is the only acceptable one. It comes, then, as a shock that different research studies can produce very different, often contradictory results. If the statistical methods used are really supposed to represent reality, how can it be that different studies produce different results? In order to resolve this paradox, many naive observers conclude that statistics must not really provide reliable (in the nontechnical sense) indicators of reality after all. And, the logic goes, if statistics aren't "right", they must be "wrong". It is easy to see how even intelligent, well-educated people can become cynical if they don't understand the subtleties of statistical reasoning and analysis.
? A history of results and excellent performance. Evidence of a successful track record is found in client testimonials, references, and repeat business, all of which are required to maintain their CMC? certification.
? Adherence to the highest ethical standards of the profession. Your CMC? has successfully completing both written and oral ethics examinations covering commitments to the client, to fiscal responsibility, to the public, and to the profession.
? Experience in the field. A minimum of three years of continuous consulting and successful results are required for certification.
? Life-long professional education. Your CMC? takes advantage of IMC USA's national conferences, local workshops, topical research, the Academy for Professional Development, newsletters, and other chapter-level offerings.
? A reference network for challenging client problems. They can utilize IMC USA's national database, local chapter reference sources, and the combined wisdom of the knowledge management created and maintained within IMC USA membership. USED




Thanks for sharing your response. I think that you made some valid points. Might employees be afraid of managers because of management's behavior? Might employees move into being silent because they have been punished for speaking up? Might employees be silent because it is not safe to speak-up? What do these dynamic have to do with organizational structure?


There is every probability that employees that had been intimidated by the management will be afraid to speak up and may imbibe the culture of silence. Line and staff organizational structure may the perfect structure where this can happen. This is because managers of line and staff have authority over their subordinates and can punish them as they so wish if they determine so. Besides, the decision-making process is slower in this type of organizational structure because of the layers and guidelines that are typical to it, so upper management hardly learn of lower level employees complaints.




I want to thank you for reading and responding to my post. As a potential change manager, what would you do if the allocation of resources were too few to make the plan successful? Might the rationale for the allocation be a starting point? Can management sometime plan a change hat it wants to fail?

Define goals and criterias: I will look at the profitability, risks and value to customers.
I will compare the criterias and choose the most important ones.
I will take a second look at the alternatives.
I will priortize projects against the organization objectives.
I will calculate priorities.
I will order projects by benefits and cost ratio.
I will cut project from the bottom until I meet the budget.
There is always a second best decision in any situation, instead of failing, I will switch to the second best project to save allocations and resources.





Develop Part I of a comprehensive plan to implement an organization change.
Choose an issue from your workplace and create a plan for a proposed change to resolve the issue. (I work in home health care setting).
Your change proposal must be something you might actually implement in your workplace. Iwant issue related to Long-term care.
Part I of your plan focuses on assessment of the change issue and planning for the proposed change.
Prepare a 1,050- to 1,400-word plan with the following:
? Examine the need in the organization for your proposed change.
? Examine organizational and individual barriers to your proposed change.
? Identify factors that might influence your proposed change.
? Summarize factors influencing organizational readiness for your proposed change.
? Identify the theoretical model that relates to your proposed change.
? Identify internal and external resources available to support your change initiative.
Use the University Library to conduct a search for current peer-reviewed literature that provides data to support your change application.
Format your plan consistent with APA guidelines.

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Bridges, W. (2003). Managing Transitions: Making the Most of Change. 2nd ed. Cambridge: Perseus Publishing.

Cohen D. (2005). The Heart of Change Field Guide: Tools and Tactics for Leading Change in Your Organization. Boston: Harvard Business School Press.

Kotter, J.C.D. (2002). The Heart of Change: Real Life Stories of How People Change Their Organization. Boston: Harvard Business School Press.

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Title: GE's Two decade transformation Jack welch's leadershiip

  • Total Pages: 1
  • Words: 401
  • Bibliography:0
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: I hope the writer has the case material for this analysis. It's from Havard Business School 9-399-150, Rev. Nov. 2000, GE's Two-decade transformation: Jack Welch's Leadership.
I just need key points from this case by answering "does the technic Jack Welch use is powerful or not?" To support the key points, the writer can use proper strategy theories, like porter's 5 forces, generic strategies(low cost and diff.), Competitive Advantage, synergies, value chain, ect.

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Bartlett, Christopher A. And Wozny, Meg. 2002. GE's Two-Decade Transformation: Jack Welch's Leadership. Harvard Business Case No. 9-399-150. Boston: Harvard Business School, 2002.

Porter, Michael E. 1998. Competitive Advantage: Creating and Sustaining Superior Performance. Free Press.

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Title: Personnel Reference of intergity

  • Total Pages: 3
  • Words: 888
  • Sources:0
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: i hope you can help me. I need a character reference letter from me to a judge. I need a strong convincing letter that states the very high interegity and moral character of Mr. Parker, who I have know for 4 years, and who works for me. Parker is honest, hard worker, dedicated, has turned people in for stealing against the government, he is highly like and respected. Mr parker is need of this character reference letter to include in a pkg that is going to a higher authority. Basically his career is on the line because he has been accussed falsifying an official document and this is reason for dismisal. However, there is no concrete evidence just "ponderous of the evidence" I know he is innocent and he need this strong reference letter.

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Title: Professional Development Plan

  • Total Pages: 8
  • Words: 2634
  • References:7
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: Complete the following: Many programs that teachers and paraprofessional for their new career require students to create a professional portfolio as a record of their professional development. Use Appendix A to help you create a Professional Development Plan-a component that can be added to your professional portfolio. In your word paper comprised in Microsoft Word, include answers to the following questions:


1.What are goals in the next five years? In the next 10 or more years?
2.What steps are necessary to get you to your goals? What obstacles can you foresee and how will you overcome them?
3.What is one principle from the INTASC principles web site that you feel you need to imporove the most in order to be effective in the education profession? What existing professional development programs could you pursue to address the need to improve in this area?http://cte.jhu.edu/pds/resources/intasc_principles.htm4.What professional development programs can you enroll in to help you prepare to meet the diverse needs of today’s learners?
5.How will you evaluate your progress? What will help keep you motivated toward achieving those goals?
6.What professional organizations will you join? Why? What do you expect to gain from membership in these organizations?
7.What techniques will you use to help you develop leadership skills?

Format your paper according to APA guidelines.

I have answer the above questions to help out.
I hope this helps! Please read my notes at the end.

1. What are your goals in the next 5 years? In the next 10 or more years? In the next five years I would like to have graduated with my bachelor’s degree and take the necessary steps in becoming an elementary teacher (K-2). In the next ten years I would like to have been teaching for a few years before starting to work on my for my master‘s degree, also in elementary education and specifically in grades (K-2). Before ten years, I would like to have started working on my National Board Certification.
2. What steps are necessary to get you to your goals? What obstacles might you foresee and how will you overcome them? First of all, I know that becoming a teacher does more than just entail a piece of paper. Once I have completed my bachelor’s degree and, hopefully, have obtained a job, I pray that there will be a good mentor (or several of them) available to help me to become the best. I know that I will always need to keep learning and taking every professional development opportunity seriously.
I know that there will be many obstacles, primarily making sure that I write lesson plans that cater to all of the students I teach. I also know that it will be difficult at times trying to break down the material or come up with creative lesson plans that keep my students’ interest. Of course, the way for me to overcome these obstacles is to always reflect on what worked and what didn’t, and again, it will be crucial that I get help from other teachers who know what they are doing and do it well.
3. What is one principle from the INTASC Principles Web site (http://cte.jhu.edu/pds/resources/intasc_principles.htm ) that you feel you must improve the most to be effective in the education profession? I know that I really need to work at developing lessons for different learning styles and diversities. What existing professional development programs might you pursue to address the need to improve in this area? From what I have researched on the internet, I need to find programs that will show me how to differentiate instruction and plan lessons for different learning styles. While I wasn’t able to find any specific professional development opportunities, I believe that I will be able to recommend what I need, not only for me but for other teachers, to my principal and school district in hopes that they will be able to help me find the guidance that I need.
4. What professional development programs might you enroll in to help you prepare to meet the diverse needs of today's learners? I have learned that the Ruby Payne program will help me to understand and reach children living in poverty and those who come from diverse and rather unstable environments. I also discovered that the ASCD web site has a lot of books and professional resources, like vocabulary development and assessment. Also, I know that if I join different professional organizations, they will also have a variety of opportunities for me as well.
5. How will you evaluate your progress? I want to keep a teaching journal of my first few years just so I can reflect on what I have done and what progress I have made as a teacher. I want to be sure to identify where I am making the same mistakes and what I am doing well. I also want to be part of a teaching community that is open enough to tell me where I can improve and what steps I can take toward improving. What will help keep you motivated toward achieving those goals? I know that if I surround myself with teachers who are as enthusiastic as I am about being in the profession, then I believe without a doubt that I will be able to achieve my goals. The key is to stay positive, even when things are difficult.
6. What professional organizations will you join? I want to join the National Council of Teachers of English because language is the foundation of any subject. I would also like to join my state’s teacher’s association because of the benefits and support that they offer teachers. What do you expect to gain from membership in these organizations? I expect to gain access to different resources, teaching ideas, and sound advice from teachers who know what they are doing.
7. What techniques will you use to help you develop leadership skills? I think the first thing I need to understand is when I should be a leader and when I should be a follower. If I want to lead, then I know that I need to observe a lot of teachers, both effective and ineffective, do my research and make sound decisions based on my observations and research. From there, I should still work with a team, but always try to contribute something to the team.
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I really want to become a teacher and so far from want I am learning, it is some big challenges ahead for me to take on and also the expectations of the teaching profession are very high. I am very passionate for this profession!
You do have some big challenges up ahead of you. That is for certain. One thing you should always remember is that faith in yourself and your students will go a long, long way. Hopefully, I will be fortunate enough to work with really good principals and teachers. I wanted everything I do to be better--not just to show off--but because it is the right thing to do for my students. And back to the students--even when you don’t think they are the best, tell them that they are the best and that you think that they are the most wonderful students in the world. In reality, if you do that, they will be the best students in the world. We always live up to others’ expectations, so if others have negative ones of us, we’ll live up to that.
I will like to thank you Gwyn for your support through my journey of college to become a teacher. You have been very supportive.
Whatever you do, don’t be afraid to mess up. Teaching is like a computer. You can always reboot. If you do mess up, then don’t be afraid to admit it. Everyone is human.

If you need anything else please feel free to contact me via email.

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References

Bureau of Education and Research. (n.d.) Retrieved from http://www.ber.org / about/index.cfm

Gehrke, N. (1991). Developing teachers' leadership skills. ERIC digest. Retrieved from http://www.ericdigests.org/pre-9219/skills.htm

L'Allier, S., Elish-Piper, L., & Bean, R.M. (2010). What matters for elementary literacy ndent forcoaching? Guilding principles for instructional improvement and student achievement. The Reading Teacher, 63(7), 544-554. doi: 10.1598/RT.63.7.2

Mahaffey, D., Lind, K., & Derse, L. (2005) Professional development plan: Educator toolkit. Retrieved from the State of Wisconsin Department of Public Instruction website: http://dpi.state.wi.us/tepdl/pdf/pdpeducatortoolkit.pdf

Moir, E. (2009). Accelerating teacher effectiveness: Lessons learned from two decades of new teacher induction. Phi Delta Kappan, 91(2), issue 2, 14-21.

National Board for Professional Teaching Standards. (n.d.) Retrieved from http://www.nbpts.org/

National Council of Teachers of English. (n.d.) Retrieved from http://www.ncte.org/

National Education Association. (n.d.) Retrieved from http://www.nea.org/

Shalaway, L. (2005). Keeping a teaching journal. Adapted from Learning to teach...not just for beginners: The essential guide for all teachers. Retrieved from http://www2.scholastic.com/browse/article.jsp?id=3749717

Staff Development for Educators. (n.d.) Retrieved from http://differentiatedinstruction .com/

Wasik, B.A. (2010). What teachers can do to promote preschoolers' vocabulary development: Strategies from an effective language and literacy professional development coaching model. Reading Teacher, 63(8), 621-633.

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