The Benefits Of Using Grades On Student Learning And...

Quinn Casey Giese 4th hour November 19. 2014 Grades â€Å"If I can’t give a child a better reason for studying than a grade on a report card, I ought to lock my desk and go home and stay there.† -Dorothy De Zouche, Missouri teacher, 1945. The practice of using grades to measure academic achievement has been used by educators for years, but there is still no consensus about the effectiveness or benefits of using grades on student learning and achievement. Do grades help students to learn or hinder them? Even though grades have been accepted a standard practice in most schools, there is little research to support their continued use. Grades can cause students to lose interest in learning, preference for challenge, and quality thinking.†¦show more content†¦In American schools place a high value on students GPA. This creates increased competition among students to graduate at the top of their class, get accepted to prestigious colleges, and set the standard for how they will live the rest of their lives. That’s an unbelievable amount of pressure. GPA is determined by taking the average of the grades that students receive in each of their classes, some occasionally having more â€Å"weight† tha n others (such as AP or accelerated courses). For now the system works fine, but it could be improved. In 2012 the PISA, Program for International Student Assessment, test was administered to students between the ages of 15 years and 2 months to 16 years and 2 months. 65 countries participated in the test, representing over 80% of the total world’s economy (â€Å"PISA 2012 Results†). America’s results were much worse than expected, showing that the U.S. scored below average in mathematics, and almost average in reading and science. America’s final rank was 27th overall (â€Å"PISA 2012 Results†). American schools are still doing better than half of the world, but barely. Only 3 countries stand between the United States and the middle, and we aren’t even close to the top ten. One of the highest scoring countries on the PISA test was Finland, which ranked 12th overall and performed nearly perfect in all 3 subjects

Effective Leadership Management Values Essay - 783 Words

Effective Leadership: Management Values in the Latin American Cluster â€Å"A strategy is something like, an innovative new product; globalization, taking your products around the world; be the low-cost producer. A strategy is something you can touch; you can motivate people with; be number one and number two in every business. You can energize people around the message .† Jack Welch In order for a multinational enterprise (MNE) to be successful in infiltrating Brazil’s market, it’s important for leaders to become familiar with the cultural norms before conducting business. There are leadership and cultural information available to assist American leaders in their globalization strategies. The GLOBE leadership study and Greet Hofstede, have researched the cultural dimensions that are relative to the unique management style and/or techniques of leaders within Brazil’s business culture. Although, there are several dimensions this paper will concentrate on the basics of doing business in Brazil. GLOBE Leadership Framework: The GLOBE leadership study has identified Brazil as part of the Latin American culture (Hoppe, 2016). According to the GLOBE leadership study, Brazil is within a cultural cluster that values the following categories: team oriented, performance oriented and group protective. These leadership scales identify a specific managerial style that are preferred in the Latin American cluster. Leaders within this culture are expected to inspire and promoteShow MoreRelatedIlm M3.18943 Words   |  4 PagesILM LEVEL 3 DIPLOMA IN LEADERSHIP AND MANAGEMENT ILM/L3DipLM/0308 Introducing the qualification The ILM Level 3 Diploma in Leadership and Management has been specially designed for first line managers looking to develop a wide range of management and leadership skills suitable for their role. 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Oopp Lab Work Free Essays

Create a class account that maintains AC_no, name, and balance. Perform deposit, withdrawal and statement print operations. (statement print must print all the transactions that has taken place so for – use structures inside the class to maintain the details about Create a class that holds the details of the mobile phone like brand, mime, no of Simi cards, hone numbers etc. We will write a custom essay sample on Oopp Lab Work or any similar topic only for you Order Now . Allow user to login with their mobile no. Use a function that sends a message from that mobile. Maintain the details of the message as a static member inside the send message function and display each time all the messages sent from that mobile, (b) 4. Create a class ID_card that maintains the details In an ID card. Perform insert, update, delete and display operation through functions that takes input through reference parameter. (c) Create a C++ program that takes employee details like ID, first name, last name, age and address. Create a class for student {name, course, regular/part-time, address}. Use friend function to check that a student with same name and address can’t be a regular student as well as an employee. (c) 6. Synthesize a C++ program that has two classes (one for employee and one for student), have a separate class for address (with door no. Street name, city, state) and reuse address both for employee and student. Perform insert, delete and display operations by taking choice of person (employee or student) from the user. Allow user to have more than one address also. Create an class that stores details about the computer (Assembled/branded, RAM, HAD, processor speed, price etc. ,). Use constructors to initialize the object and a destructor that deducts the count of object each time the object is passed to destroy function. Also use copy constructor to create a system with the configuration same as that’s of an existing system. (b) 8. Create a savings_account class that maintains the details of customers like name, phone number. Cancan. Balance. Ensure that the variables are protected with proper specifies such that only the user’s personal details can be modified directly. Perform deposit, withdrawal, statement print, and pin change operations by checking for minimum balance and other conditions. Create a new account for the same user by copying the basic details of the user using a copy constructor. (c) † 9. Create a class which maintains information like surname, password, age, mailed, phone number, accepted friends list, etc†¦ Declare a friend function Inside the class. Create 3 users such that the first user is friend with 2 and 3 (update friend list of user 1 with user names of 2 and 3). If the users logs in, he should see the personal Information How to cite Oopp Lab Work, Papers

Organizational Change for Case Study of Motors-myassignmenthelp

Question: Discuss about theOrganizational Change for Case Study of General Motors. Answer: Introduction: This report deals with organizational change in terms of a real life case study along with analyzing the various aspects of organizational behavior in the given journal article. The main objective of the article was to highlight the impact of organizational change on the organizational behavior of an organization. These changes involve changes in the attitudes of the organizational employees in terms of resistance to changes and change management approaches. The article explains how changes took place in General Motors and the strategies involved to keep the organizational employees motivated. Organizational behavior and change: According to Khan Hashim (2014), the rapid changes in the business environment have made it mandatory for the organizations to keep themselves updated and bring the necessary changes within the organization in order to remain ahead of the competitors. The changes in the technologies especially in the automobile industry have compelled the automobile companies to bring necessary changes within the organizations. Change management is necessary for attaining sustainability in the long- run. Organizational change might include changes in the organizational culture, employees, technology, rules and regulations, human resource management, etc. It is necessary to manage these changes in an effective manner such that the changes turn out to be beneficial for the organization. On the contrary, Cameron (2015) stated that organizational changes are very difficult to implement as they face several types of resistances. It is necessary to study the organizational behavior before initiating any change. Organizational behavior is the study of the interaction between the human behavior and the organization. The major type of resistance is in the form of employee resistance. The employees of an organization are usually never in favor of changes. The changes brought within an organization directly affect the employees of an organization. For instance, change in the form of a new technology might make the employees fear that the technology might replace them and the organization might no longer want them. Therefore, implementing change within an organization might create disturbances within an organization. On the other hand, according to Anderson (2016), the management of an organization must motivate the employees to favor the changes in order to implement the changes within the organization without creating any disturbances. It is necessary to change the attitudes of the employees and make them understand the benefits they would derive from the implementation of the changes. Resistance to changes and overcoming them: According to Pinder (2014), employees resist changes as a result of several factors such as habit, security, fear and economical factors. Resistance is the reaction obtained from the organizational members when a change is proposed. Therefore, he suggested that an organization must implement a change fairly. It is necessary to choose the organizational employees, who would welcome the change and those who would resist the change. It is the responsibility of the management of an organization to properly communicate with the employees and explain them the benefits of the change. It is necessary to ensure participation of all the organizational members in order to implement a change within an organization. It is also necessary to involve the organizational members in the decision-making process in order to keep them motivated. On the contrary, Miner (2015) mentioned that following the Lewins three step change model is necessary to ensure the success of a change implementation. It is necessary to prepare the employees before the implementation of a change in order to ensure that they feel comfortable both before and after the implementation of the change. This process involves unfreezing, implementing the change and refreezing. On the other hand, Greenberg (2013) stated that it is necessary to study the perceptions and attitudes of the organizational members to know their attitude towards the change. There are always possibilities that individuals might have perception errors. Perception is a series of psychological steps that enable a person to interpret a information or situation. Change management at General Motors: General Motors is an American automobile manufacturing company which was found in the year 1908. The company runs its business in six continents covering more than 396 locations. The company was once the largest automobile manufacturing company in the world but after the emergence of Toyota, the company fell into back foot. According to DuBrin (2013), there were several internal factors that required a drastic change in order to remain ahead of the competitors. On such issue was the high wages paid to the employees at General Motors as compared to Toyota, which ultimately increased the expenses of the organization. The company was compelled to carry out its activities with more than 80% capacity even when it was not required. All these internal factors led to the downfall of the organization. On the contrary, Wagner III Hollenbeck (2014) mentioned that the major change required within the organization was cost- cutting. However, this change is never accepted by the employees of an organization as it would involve lowering their wages or salaries. Despite the resistances, the organization cut the pay of the organizational employees, which led to dissatisfaction and demotivation among the employees. Another massive change required was the cultural change. The organization brought several changes in the structure of the organization and in the management team. This change was initiated to improve the speed of decision- making process. On the other hand, according to Luthans, Luthans Luthans (2015), several issues aroused due to the changes in the wages and the organizational culture. The top- down approach followed by the organization did not consider the involvement of the employees in the decision- making processes. This made the employees feel dissatisfaction and ultimately led to job dissatisfaction. The cost- cutting strategy and the top- down view approach of the management had several negative impacts on the organization. The lowered wages and the cut in the number of employees created dissatisfaction among the employees. The employees became conscious of their job security and lower wages. The emergence of other automobile companies such as Toyota became a huge threat for the organization as Toyota had maintained a strong organizational culture and had been successful in keeping the employees satisfied. This became a tough challenge for General Motors and the company started suffering huge losses. Maslow needs hierarchy theory: This theory of motivation states that there are five basic needs of a man. The first need is the physiological needs. This involves necessities such as food, water and shelter. The next level comprises of safety need, which involves financial security and health security. The next level involves feeling of belongingness, wherein a person develops a feeling of being loved. After the satisfaction of all the lower needs, arises the need of esteem. In this stage, a person develops needs of being respected by others. The last stage comprises of self- actualization needs wherein the need of achieving everything a person can possibly achieve rises (Benn, Dunphy Griffiths, 2014). Conclusion: General Motors faced severe competition from Toyota and suffered huge losses in the past. However, the company was able to improve its position by studying and implementing organizational behavior theories. The company has been able to improve its working conditions and has also been able to keep its employees satisfied. Change management is necessary for attaining sustainability in the long- run. It is necessary to manage these changes in an effective manner such that the changes turn out to be beneficial for the organization. However, the company is required to study the perceptions and attitudes of the organizational members while initiating any change within the organization. Motivated employees are an asset to an organization and help in enhancing the productivity of an organization. Therefore, it is necessary to keep the organizational members well- informed about the organizational changes and keep them motivated so that the changes are implemented successfully. References: Anderson, D. L. (2016).Organization development: The process of leading organizational change. Sage Publications. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Cameron, E., Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. DuBrin, A. J. (2013).Fundamentals of organizational behavior: An applied perspective. Elsevier. Greenberg, J. (Ed.). (2013).Organizational behavior: The state of the science. Routledge. Khan, M. A., Hashim, M. (2014). Organizational Change: Case Study of General Motors. Luthans, F., Luthans, B. C., Luthans, K. W. (2015).Organizational behavior: An evidence-based approach. IAP. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Wagner III, J. A., Hollenbeck, J. R. (2014).Organizational behavior: Securing competitive advantage. Routledge.