Values Education Essay -- Education

Australia as a nation is underpinned by the belief of a democratic society that requires the acquisition of essential knowledge, skills and values in order to enable all citizens to proactively play a part in the shaping their preferred future of a more equitable and socially just world (Bliss, 2005). To that end, Values and Values-based Education are considered to be an integral aspect of the Educational landscape as there is a recognition that values are not only a crucial part of a critical understanding of society, but also the key to successful participation in our democracy (Allison & Von Wald, 2010). For this reason the incorporation of values in schools is becoming increasingly important, as the active construction and clarification of values associated with contemporary legal issues in schools provides for the inclusion of the Australian Government’s key policy document, National Framework for Values Education in Australian Schools (Australian Government Department of Education, Science and Training, 2005). Today’s students are fast becoming members of an increasingly independent pluralistic community that supports a strong commitment to Values education, incorporating values exploration and clarification into student’s learning experiences in the classroom (Lovat, Dally, Clement & Toomey, 2011). Moreover, values are not only considered to be the key to modern education policy but the current Queensland Senior Legal Studies Syllabus 2007, which is aimed at assisting individual students to develop the knowledge, attitudes, values and beliefs that will enhance their ability to participate actively as critical members of society; a key aim of Values Education in schools (Australian Government Department of Education, Sc... ... Early Childhood Development and Youth Affairs (MCEECDYA). (2008). Melbourne Declaration on Educational Goals for Young Australians. Retrieved from Ministerial Council for Education, Early Childhood Development and Youth Affairs website http://www.mceecdya.edu.au/verve/_resources/National_Declaration_on_the_Educational_Goals_for_Young_Australians.pdf Queensland Studies Authority. (2007). Legal Studies Senior Syllabus 2007. Retrieved from Queensland Government: Queensland Studies Authority website http://www.qsa.qld.edu.au/downloads/senior/snr_legal_studies_07_syll.pdf United Nations Educational, Scientific and Cultural Organisation (1998). Learning To Live Together In Peace and Harmony: Values Education for Peace, Human Rights, Democracy and Sustainable Development for the Asia-Pacific Region. Bangkok, TH: UNESCO Principal Regional Office for Asia and the Pacific. Values Education Essay -- Education Australia as a nation is underpinned by the belief of a democratic society that requires the acquisition of essential knowledge, skills and values in order to enable all citizens to proactively play a part in the shaping their preferred future of a more equitable and socially just world (Bliss, 2005). To that end, Values and Values-based Education are considered to be an integral aspect of the Educational landscape as there is a recognition that values are not only a crucial part of a critical understanding of society, but also the key to successful participation in our democracy (Allison & Von Wald, 2010). For this reason the incorporation of values in schools is becoming increasingly important, as the active construction and clarification of values associated with contemporary legal issues in schools provides for the inclusion of the Australian Government’s key policy document, National Framework for Values Education in Australian Schools (Australian Government Department of Education, Science and Training, 2005). Today’s students are fast becoming members of an increasingly independent pluralistic community that supports a strong commitment to Values education, incorporating values exploration and clarification into student’s learning experiences in the classroom (Lovat, Dally, Clement & Toomey, 2011). Moreover, values are not only considered to be the key to modern education policy but the current Queensland Senior Legal Studies Syllabus 2007, which is aimed at assisting individual students to develop the knowledge, attitudes, values and beliefs that will enhance their ability to participate actively as critical members of society; a key aim of Values Education in schools (Australian Government Department of Education, Sc... ... Early Childhood Development and Youth Affairs (MCEECDYA). (2008). Melbourne Declaration on Educational Goals for Young Australians. Retrieved from Ministerial Council for Education, Early Childhood Development and Youth Affairs website http://www.mceecdya.edu.au/verve/_resources/National_Declaration_on_the_Educational_Goals_for_Young_Australians.pdf Queensland Studies Authority. (2007). Legal Studies Senior Syllabus 2007. Retrieved from Queensland Government: Queensland Studies Authority website http://www.qsa.qld.edu.au/downloads/senior/snr_legal_studies_07_syll.pdf United Nations Educational, Scientific and Cultural Organisation (1998). Learning To Live Together In Peace and Harmony: Values Education for Peace, Human Rights, Democracy and Sustainable Development for the Asia-Pacific Region. Bangkok, TH: UNESCO Principal Regional Office for Asia and the Pacific.

Fahrenheit 451 by Ray Bradbury :: Ray Bradburys Fahrenheit 451

Fahrenheit 451 Imagine a society where books are prohibited, where the basic rights made clear in the First Amendment hold no weight and society is merely a brainwashed, mechanical population. According to Ray Bradbury, the author of Fahrenheit 451, this depiction is actually an exaggerated forecast for the American future, and in effect is happening around us every day. Simply reading his words can incite arguments pertaining not only to the banning of books but to our government structure itself. Age-old debates about Communism are stirred by the trials of characters in Bradbury’s unique world. By studying the protagonist and main character, Guy Montag, and his personal challenges we can, in a sense, evaluate our own lives to insure that we don’t make similar mistakes. Fahrenheit 451 was written during the fifties, a period of mass paranoia, war, and technological advancement. The paranoia in the fifties was due the fear of Communism at home. People were afraid that their best friends might be Communists. This is also portrayed in the book; you are not sure until the very end if some of the characters are friend or foe. Many inventions of the fifties have advanced mirrors in the book. One might think that the author was trying to express how those inventions would ultimately resulting in the dumbing down of society. The television was coming about in the fifties and the four screen TV's in the book hampered the thought process so people would not think. While the book is definitely critiquing society and the government, readers are given many dominant themes to follow, and to find all of them requires several readings. The main plot, following Montag, illustrates the importance of making mistakes in order to grow. For example, at the very end of the book Granger (an outspoken rebel to the book-banning laws) compares mankind to a phoenix that burns itself up and then rises out of its ashes over and over again. Man's advantage is his ability to recognize when he has made an error, so that eventually he will learn not to make that mistake anymore. Remembering the faults of the past is the task Granger and his group have set for themselves. They believe that individuals are not as important as the collective mass. The symbol of the phoenix's rebirth refers not only to the cyclical nature of history and the collective rebirth of society but also to Montag's own resurrection as a new person.

How to Become an Effective Manger and a Good Communicator Essay

In order to stay on top, companies need to do more than just stay the same and keep them alive, they need to grow. And that means that their employees need to develop and improve their skills at the same pace. More than ever, managers are being encouraged to improve employee performance through effective coaching, but so few of them have the time or the knowledge. It takes to do it successfully. Based on my case study, and presentation from the other classmate, I am getting to know how they develop their most promising employees. Now in this article, I will talk about how to be an effective manager based on the staff that I have learned from BUAD 309 class. I will also talk about from problem solving to developing accountability as an effective manager. I am a table tennis coach myself, I needs to coach other players has total different back ground and age. When I am coaching people, my students are either improving fast or still remain the same, these are all good to me, because in my perspective, when people are not improving fast, means that they are absorb the knowledge I thought them. But In the business world, if you’re not growing, you’re dying. It’s a basic rule of life here on earth and in the business world today. It’s what drives most of us to be better at what we do and who we are. It’s the desire to â€Å"be more. † Because of this desire, the term â€Å"coaching† has caught the attention of both the personal growth and business worlds, creating a multibillion dollar business and a situation in which everyone wants a coach. More than ever before, employees are asking for developmental opportunities and managers are being told they need to â€Å"coach† their employees on a regular basis. We’ve even worked with managers who say they’ve been told to â€Å"stop managing and start coaching. This all sounds great in theory: managers coaching employees to grow and be more effective, but there’s one problem. Although many people agree that having a coach is a great way to move toward success, very few people know what a coach actually is or what a coach actually does. This leaves many managers scratching their heads as they try to fit one more ambiguous task into their already over-busy schedules. So what is a coach, and what is coaching? This is our definition: A coach is someone who helps another person reaches higher effectiveness by creating a dialogue that leads to awareness and action. Lorber, L 2008)By creating the space to step back, look in the mirror, and grapple with the tough questions, a coach helps a person examine and deal with their reactions to obstacles and, in a sense, â€Å"get out of their own way† as they achieve better results, in a more efficient manner. When we are faced with a task, there are three things that managers should help employees to get better and be as successful as possible: First, make sure you find and dig out the aptitude of your employees: make them understand their potential and capacity to complete the task at hand. Second, make sure your employee’s attitude right toward their jobs: make sure your employees are confidence, focus, and determination to complete the task at hand. Third, make sure you make your employees use all the available resources: make them use all the tools, equipment, and time that available that needed to complete the task at hand. Without these three components, we cannot be at the top of our game. The degrees to which each of them does or does not exist directly contribute or detract from our ultimate level of success. It can be thought of as an equation with variable components. Start with Aptitude, the most obvious component of the equation. Without the proper skills and know how to complete a task, we are left scratching our head and frustrated. Think of a kid on her birthday receiving her first shiny, new bike. She has the determination and excitement to ride her new wheels, but she lacks the skill and ability to go whizzing down the street as she envisions. (Greg P, 1993) After two or three wipeouts, you end up with a frustrated little birthday girl. Just as crucial to the equation is having the Available Resources to complete the task. Think of the last time your team at work had a great idea or new approaches to accomplishing success, but you lacked the budget, time, or people power to deal with it. You had the capacity to figure out a new solution, the drive and confidence to make it a reality, but lacked the money or people to pull it off. Not a fun place to be in, by any stretch of the imagination. As managers, and people, we are comfortable and see the need to focus on Aptitude and Available Resources. When things aren’t working in the office, managers are often very willing to train people in new skills or throw more money at the problem. However, it’s the middle part of the Success Equation. The keystone if you will that most people tend to overlook, forget about, or outright ignore. Attitude refers to things like the drive, confidence, focus, enthusiasm, determination, need, desire, fortitude, and inspiration to accomplish the task at hand. Although difficult to measure and manage, without the right Attitude, having only the Aptitude and Available Resources will get you nowhere. Unfortunately, managers often say things like, â€Å"why can’t people just do their jobs and leave all that other stuff at home. † Well, people don’t â€Å"leave all that other stuff at home† because as humans, we can’t. (Greg P, 1993) Understandably, many managers wish that this was not the case, because managing would be immensely easier if people could really â€Å"check their emotions at the door. † We got it, and, unfortunately, it’s not possible. Think of the time your work day has been affected because you were ill, or you had a fight with a family member. This doesn’t even include the events that happen at work. When rumors of a downsizing start in an organization, how many people are able to completely check their emotional reaction to the news and focus a hundred percent on their work? Not many. So, for better or worse, managers have to accept that our Attitude affects our Level of Success, and focusing on it is more than â€Å"a nice thing to do. † Like it or not, Attitude is hardwired into the Success Equation of humans, and not just as a variable on the periphery. Attitude is perhaps the most vital component in the entire equation, and focusing on it is a manager’s business imperative. Hardline business people are often most comfortable thinking of this in terms of sports. Anyone who has played sports has probably been told at one time or another to â€Å"get your head in the game,† â€Å"focus,† â€Å"get psyched up,† or â€Å"don’t think that you can’t beat these guys! † (Greg P, 1993) Sports coaches know that the confidence, drive, and determination of their athletes can make all the difference between playing and winning. I think this is the biggest connection between my sport and management. Other than the three things, I would like to talk about good communication skills as a good manager. Good communication skill means the ability to be understood, but it also means more than that. Have you ever noticed how good conversationalists have the ability to light up a conversation and inspire others to join in? You can learn to be like that too. Remember any good conversation is a two-way process. It’s only as good as the responses you get but you can really improve the number and types of responses you get by honing your communication skill. Here are a few aspects of what it means to have this skill to initiate and sustain an interesting, enjoyable conversation that everyone feels better for having participated in.

Larsen and Toubro Case Study Essay

Organizational Development (OD) is a planned long term effort led and supported through the top management to improve an organization’s ability and to solve its own problems by continuously working together and on managing the culture using behavioural skills. Thus, there are some certain aspects worth discussing about which are- OD is a planned effort. It requires a lot of effort, patience, and faith and is time consuming. Secondly, OD usually uses outsiders. These ‘facilitators’ as they are called are process specialists and are involved in depth in this process. The pioneers of OD in India were Larsen and Toubro India (L&T). OD at L&T started by calling in 2 eminent professors- Dr Udai Pareek and Dr TV Rao to study the appraisal process at the company. The existing appraisal system had many faults and needed to be corrected. The difficult task started by the professors interviewing some bosses and subordinates from different departments (using Diagnosis or Action Research) and they got a very interesting feedback. Some of the aspects of the feedback were – juniors wanted to know how well they were doing on the job, but weren’t told; people wanted to know what the growth opportunities in the company were; the appraisal form was too lengthy; some bosses had too many subordinates to appraise, etc. After getting the feedback from the employees the professors gave a report to the top management about the actual problem. The appraisal system had to serve not just one but many purposes namely it should help people understand their strengths and weaknesses, their own progress on the job, how they can perform better, and how they could grow in the company. So the appraisal process had to address the issues of appraisal, potential, counselling, career development and training all in one! The top management after reviewing the report gave the go ahead and they did two main things which were the most important which were bifurcating the Personnel department into personnel department and HRD department. This bifurcation was the first sign of ‘structural’ change. Secondly, a team of 6 senior managers was formed which would be responsible for implementing the changes required. The story continues when the 6 task force and the professors decided that the appraisal process had to involve the line managers personally, the performance goals must be set jointly by boss and junior and the appraisals must also involve feedback and counselling to people. Thus, they prepared a Performance Appraisal Manual by involving the departmental heads and other senior managers to analyze what kind of objectives could be set and then added such guidelines in the manual. To address the issue of feedback and counselling, the team identified around 29 senior line managers and some senior staff with a flair for public speaking. These selected people were put through a workshop on how to be good ‘Givers’ and ‘Receivers’ of feedback and then later conducted the same workshop for other employees at HQ and regional offices. Thus, the first workshop was a ‘Train the trainer’ workshop which was cascaded to the other employees. After putting in so much of effort now the management at L&T wanted to know whether the process was working for them or not. So again the professors interviewed some seniors and juniors about how the appraisals were going on. This time different views came into the picture – the goal setting was seen as time consuming, appraisal was becoming a numbers game, and was tending to become ritualistic. The HRD department was asked to conduct a survey (Participant Action Research). The survey also threw new light about the new appraisal process. The bosses now did involve their juniors in the goal setting and there was ‘healthy resolution’ of difficulties and there was a ‘high degree of trust’ between the seniors and juniors which led to ‘increased joint understanding about the job’. After receiving such a feedback, they again tried to simplify the appraisal form by adding the definitions of the attributes listed in the appraisal form. In addition, they held refresher courses in feedback skills for both ‘givers’ and ‘receivers’ of feedback. The facilitators felt that the appraisal system has stabilised when 80 to 85% of the appraisal forms were returned within six weeks of the target date. Also the HRD department started analyzing all the appraisal forms. The data from the analysis was used for listing high and low performers for a certain period; for finalising departmental developmental plans and for preparing the list of department wise employees and the training courses they needed. The above mentioned process took L&T 8 years to complete and stabilise themselves. Thus, I can conclude that OD is a long term process which requires a lot of patience, support from the top management and a vision to a bright future.

Fire Safety Managment and Legislation Essay Example | Topics and Well Written Essays - 2750 words

Fire Safety Managment and Legislation - Essay Example This essay describes different services offered by the centre, and states that an expansion and enlargement of the centre are needed. The researcher discusses that the centre’s management decided to have a new building with a common hall, a room with a stage, a chapel, several offices, a room for the youth, a pantry or a kitchen, a storage or utility room, and rest rooms and other facilities needed for the clients. With all these factors being considered, the building code requirements for fire safety are included. A fire safety strategy is needed to give satisfaction to the functional requirement of the building. With the plan provided, the fire safety measures must have the adequacy of means to prevent fire. There is also the provision for smoke control and control of rate of fire growth. The adequacy of the structure to resist the effect of the fire, the degree of fire compartment, the fire separation between buildings or part of buildings. The standard of active measures f or fire extinguishment and control, the facilities to assist the fire service, training of staff in fire safety and fire routines, the continued control under other legislation to maintain and test fires safety measures and management of fire safety. Internal fire spread as well as external fire spread control limitation is into a great consideration. In understanding the nature of service installations from the builder’s perspective, the importance of building services must be identified together with the methods used for fire protection. Building Regulations and Legislation The building regulations 2000, Approved Document B is the guidance on how to meet the building regulation on fire safety. This means that the building must allow adequate means of escape in the event of a fire. The ultimate concern of the Document B is the protection of the building occupants and not the building itself. Generally, fire safety requirements includes the following which are to be implemented in the construction of the new building. Means of Detection and Warning in case of Fire The means of detection and warning in case of fire includes the installation for fire appliances and assistance to the fire service such as fire extinguishers which are to be installed at places of relevance. Sprinklers must be set in strategic places. Hose reels are also needed, and must be placed in a location that is reachable to everybody. A fire alarm is a must to give early warning to the occupants in case of fire in the building. A design for compartmentation of the building is necessary to avoid the fast spread of fire. In section B1 of the approved Document B, smoke alarms should be positioned in places where fire is most likely to start. The most probable locations for the smoke alarms would be the kitchen and the oil

Amazon-Pestel -swot -porter 5 Essay Example | Topics and Well Written Essays - 1000 words

Amazon-Pestel -swot -porter 5 - Essay Example An analysis of the macro-environment using PESTEL indicates that there are major threats and opportunities in the environment. However, it is the company’s ability to utilise these opportunities and by using its strengths to minimise the effects of these threats that will be of importance. In the political environment the company’s sales are subject to both economic and political considerations (AnnualReport.com 2011). There may be restrictions and foreign ownership. In order to meet local ownership and regulatory licensing requirements the company’s Joyo Amazon business is operated by Chinese companies. The economic environment in which the company operates is affected by fluctuations in exchange rates and changes in interest rates. Approximately 45% of the company’s revenues are associated with its international business (AnnualReport.com 2011). If there is a major interruption in telecommunications the company could losing a significant amount of business. The company faces inventory risk if it over stocks as it may be left with goods that are not returnable. On the other hand if it runs out of stock it will lose business. The company only deals with a few shippers any unforeseen circumstances which affect the shipment of Amazon’s products and will have negative implications for the company’s business. The company’s business is seasonal with between 35% and 39% of its annual sales taking place in the last quarter in 2008, 2009 and 2010 (AnnualReport.com 2011). The company faces competition for qualified employees including computer scientist and softwa re engineers. This means that it has to compete on price with companies like Apple in the digital media device arena. In terms of the company’s social environment the employees are motivated by being compensated with shares. This means that they are not just employees but also owners of the company (AnnualReport.com 2011). It is therefore likely that they

Business law Case Study Example | Topics and Well Written Essays - 3500 words

Business law - Case Study Example 6 (d)Was the appeal decision ‘fair and equitable’ to the chicken growers in light of the dynamic commercial relations existing between the parties? 7 Question2 8 Overview of the Case 8 Common Law 9 Equitable Remedies 10 Specific performance in Equity 11 Common Law ‘Exceptions’ to the ‘Privity of Contract’ 11 Question 3 14 Overview of the Case 14 Civil Liability Act 2003 (Qld) and Its Common Features 15 Professional Liability associated with Dr Zola towards Rubicon Holding Ltd 16 References 18 Question 1 (a) Provide a short account of the commercial background of the case, and key aspects/clauses of the standardized contract in dispute between the parties. The Federal Court of Australia issued its judgement in the case of Steggles Limited v Yarrabee Chicken Company Pty Ltd [2012] FCAFC 91 under the Federal Court of Australia Act 1976 (Cth) of contractual dispute. The joint judgement made by Jacobson, Lander and Foster JJ,  agreed that appeal sh ould be duly allowed to Yarrabee (applicant) as against Steggles (plaintiff). In 2004, Yarrabee Chicken Company Pty Ltd was reputed as one of the chicken growers in the Hunter Valley, which had arrived into a contract with Steggles Limited. The contract was in the same form to all other growers including Yarrabee Chicken Company which included Growers to grow chickens with the application of tunnel growing methods. On the grounds of breach of contract, Yarrabee filed proceedings against Steggles under Part IVA of the Federal Court of Australia Act 1976 (Cth) suing Steggles with respect to the confusion raised from a particular contractual term of â€Å"extra Shed capacity† which could have implied the assistance to be rendered by Steggles in terms of increased physical capacity to grow more birds or through the facility of growing extra number of birds in the given capacity. The major issues of the case dealt with the specification of clause7.4 articulated in the contract bet ween Yarrabee and Steggles. It was under this particular clause of the contract that Steggles was considered to be liable to offer ‘any extra shed capacity’ to the Growers in preference to any other third party which apparently depicts the occurrence of a contractual dispute. (b) Regarding the pivotal clause 7.4, what case law principles governed its ‘proper construction’, in the view of the judges (Jacobson, Lander & Foster JJ) on appeal? The primary judge affirmed that the phrase ‘extra shed capacity’, as articulated in the clause 7.4 of the contract bound Steggles â€Å"to offer to the growers, first and in preference to any third party, the capacity to grow any bird to be processed at the Beresfield processing plant in one of the Growers’ sheds on their farms†. The second judgement with respect to the case affirmed that Steggles had resulted in the breach of contract against the terms articulated in cl 7.4(a) of the contract e ntered between the Growers and Steggles. In this particular context, Steggles was found to breach the contract against the terms illustrated under cl 7.4 (a) of the contract as the judges concluded that â€Å"the evidence makes plain that Steggles distributed chickens to other growers for processing at the Beresfield plant when the Growers had capacity to grow those chickens†. However, Steggles was not satisfied with the above stated findings made by the primary judges and appealed against those findings. Contextually,