IDP( Managing Financial Resources and Decisions) Essay

IDP( Managing Financial Resources and Decisions) - Essay Example The perfect location and size of the business will be paramount to ensuring that we satisfy our customers, both in London and its surroundings. The flower delivery is done by Fragrant Scent who will make sure that the flowers get to the customers while still fresh and in great quality. The business is also targeting to engage in flower delivery nationwide. The company focuses on creating flower variety of special flower arrangements by investing in broad assortment of gift backset and plants for all occasions. It is our commitment to offer professionally arranged fresh flowers packed in a reusable vase. For effective customer care services, the flowers are hand delivered to ensure utmost care. Our floral shop plans to sell the flowers as a retailer to individuals and corporate clients. The vases and the flowers are sourced on wholesale from a huge online wholesale company. The flower arrangements and the vases preferences are customized according to the requests of the customers. The company focuses on selling most of our flowers online in our website where customers can place their order requests for enhanced convenience. While making the online order requests, customers have an option of specifying if they want their flowers delivered so that they do no need to step out of the house. The flower arrangements will be uniquely done to suit events such as ceremonies, school dances, funerals, holiday parties or weddings. The reason for setting up this business has been driven by the desire to bridge the gap in the flower business as most of the flowers shops do not offer customized flower arrangements and vase designs since traditionally, vases have been standardized. With the advancement in technology where business can be conducted online, we are able to offer the floral services according to the wishes of the customers. Furthermore, London is a huge economy where

COM101 Essay Example | Topics and Well Written Essays - 250 words - 1

COM101 - Essay Example A factor in considering how to grab their attention relates to their personal and demographic information. An audience of older age cannot be targeted effectively using materials and ways of presentation suitable for youth and same is the case for professionals versus students as audience. Hence, there indeed is a need to understand the audience and target them effectively to remain centre of attention during the venture. I personally believe that a public speaker needs to be able to cope up with any possible reaction by the public and must be ready to face any kind of response or no response at all. The need is to remain calm and adapt to the situation immediately without getting confused or exhibiting the anxiety that the speaker might face. Conclusively, the responses one gets are unpredictable yet a good public speaker foresees the needs and plans accordingly with a backup plan to change as per the situation at

Employee Turnover: Issues In Human Resources

Employee Turnover: Issues In Human Resources INTRODUCTION There has been a clear shift from the manufacturing to knowledge based industries in the last few decades across the world. Employee turnover has been one of the most broadly studied areas of interest due to its significance to labour in the knowledge based industries. Employee turnover is being treated as a critical issue in Human Resource perspective, as it can hurt the overall productivity and subsequently organisational success. A key problem for service based organisations has been attracting and retaining the high quality employees (Heskett at al, 2008). According to Hokey Min, (2007) employee turnover can generally be analyzed in the terms of demographic variables (for eg. gender, age, educational level), occupational variables (for eg. Skill level, experience, tenure, status), organisational variables (for eg. Firm size, industry, job contents, working environments) and individual variables (for eg. Pay scale, reward, advancement opportunity, job security, job involvement). D ifferent employees will have different variables affecting their jobs and these variable factors change overtime. And in some organisations employee turnover depends on persons suitability, like Autry and Daugherty (2003) as cited by Hokey Min (2007) suggested that person-organisation fit could significantly affect employee turnover, because employees whose expectations about their company and supervisor characteristics are unmet are more likely to live their companies. The recruitment of the talented and trained staff is the outmost importance today. However an important aspect is even more critical needed to be looked is the retention strategy for the current employees. If the organisation is not able to retain the trained staffs then there no means of recruiting the new staffs and training them. In this literature the researcher elaborates different theories and journals on voluntary employee turnover. According to CIPD (2000) as cited by Michael Armstrong (2003) Turnover may be a function of negative, low job satisfaction, combined with an ability to secure employment elsewhere, i.e. the state of the labour market. In other way, turnover is a normal part of organisational functioning, and while exceeding high turnover may be dysfunctional a certain level of turnover is to be expected and can be beneficial to an organization. A report from the Human Resource Benchmark Group cited in IRS, (2002a) as cited by Ian et al, (2004:167) has listed the top five factors affecting an employees decision to stay or leave an organisation as: The quality of the relationship with their supervisor or manager; An ability to balance work and home life; The amount of meaningful work they do-giving a feeling of making a difference; The level of co-operation with co-employee; The level of trust in the workplace. The existing literature review explores the employee turnover with a discussion of relevant theories, empirical study factors and the variable in this study, including intent of employees leaving, job satisfaction, organisational commitment and different reasons or factors effecting employees in turnover. The above literature was studied to know or understand the overall factors affecting employee turnover. In some cases it is reported that as much as 60 percent of all Call centres employees leave their jobs within one year of employment, costing thousands of dollars for replacing those departed employees Gooley (2001); Autry and Daugherty (2003) as cited by Hokey Min (2007). In contrast to the rich literature about employee turnover issues, research dealing with Dell employee turnover. The researcher is trying to obtain what key variable factors could affect in Dell employee turnover. TURNOVER AND ITS AFFECTS Turnover is defined by Price (1997.P15) as cited by Catherine(2002), the ratio of the number of organizational member who have left during the period being considered divided by the average number of people in that organization during the period. High turnover can be seen as synonymous with the employees of the specific company or occupational sector having a short organizational tenure when comparing to the other companies. If the organization cannot retain the employees then it will be more expensive for any organization, hence in understanding the causes behind the turnover has a significant importance in the saving and in the organizational success (Buck and Watson 2002).in a competitive business world the different wing of the organization adds competitive advantage hence the retention strategy for the companys human resource is of extreme important in gaining competitive advantage over the rivals (Pfeffer 2005). The resignation of the highly trained knowledge workers poses addi tional threat to the employees due to the fact that they often substantial knowledge in their fields creating a risk for loss of intellectual property (Lee and Maurer 1997). Shaw and Gupta(1998) has discussed the importance of differentiating the voluntary turnover and the non-voluntary turnover, in the later one the employee has no choice. Buck and Watson (2002) concluded that the main researches were done on the basis of finding the causes of employee decisions on turnover. The voluntary turnover is avoidable and controllable through different strategies putting together thus the organization can pay more attention in their regular operations thus gaining the competitive advantage. According to Griffeth (2000) one of the method of measuring the turnover risk to the organization is to measure the employees turnover intentions because it is most frequently recognized predictors of employee turnover. While many model on the turnover research predicts the intention as the direct antecedent of the turnover but there may still reason to find on the construct. Campbell and Allen (2007) said it is absurd to focus entirely on the predictors of turnover as it is not comparable to focusing on the actual turnover behavior, a casual relationships may exist directly between the other antecedents and turnover. It is found in their research is that the turnover behavior is directly related to the several aspects, Supporting their argument that it may be important to include not only the measure of turnover intention but also the actual turnover behaviors. Steers and Mowday(1981) suggested a model of the processes leading to the voluntary turnover that although somewhat dated make an excellent conceptualization. This model pertains the turnover is a sequential process consisting of three steps. This model suggests that employees follow a method for the turnover. According to this model the initial expectation of the job creates a employee attitude regarding their job. These job attitude influences many dimensions of employee perception and behaviors, including job performance and views of the company. The poor performance attitude of the employees can also trigger the intention to leave, which in turn influences the turnover at least two ways. It may lead to actual turnover decision without any looking after any job alternatives, or it may lead to employees searching for the alternative employment. It is found that if the employees are considering few alternative then the employee is less likely to quit the organization. Conversely if the employees are able to quit the job through finding alternative ways then the probability of turnover is remarkably increased.(Steers and ,Mowday 1981). Age and Turnover As this research is pertaining to the turnover in among this BPO industry, the demographic factors such as age and sex have extreme importance. In the field of the turnover research the age and the organizational tenure are widely used as predictors of the turnover (Van Breuklen, et al 2004). A number of research shows that these demographic variables are negatively correlated with the voluntary turnover. This shows older employees are less tempted to voluntary turnover than the young employees and employees with long employment history is less likely to turnover than the employees with relatively short period of employment service(Sturges and Guest 2001). They have also mentioned that the first year of the employment is crucial than the other and if the employer is able to retain their recruits for any substantial length of time. This shows the importance of the satisfaction of the employees in the first year in the work related aspects. When discussing the behavior and turnover intentions of the young employees, It must be also consider that the young professional may be subjected to a rather atypical occupational status and they might be in a unique situation as they do not want to follow the same path of the other employee groups (Rouse 2001).According to Niederman (2007) the information technology related professional often use internet as a tool for seeking opportunities with a minimum effort and the employees try to keep in touch with the potential employers resulting an efficient way of job search with minimal effort and time. Niederman also mentioned that if the response rate from the employers is high then the turnover rate will also be high. Niederman concludes that Theoretically, this implies that a significant number of these [turnover] decisions are likely to involve some consideration of alternatives even without dissatisfaction. Thus, we propose that satisfied IT related professionalsà ¢Ã¢â€š ¬Ã‚ ¦ regularly scan the labor market for even better jobs in terms of career opportunities, compensation, and other attributes. Then, when such jobs are found or otherwise present themselves, many professionals will often compare and accept the new job if it is judged better. (p. 336). Author Coff.( 1997) as cited by David A Foote (2004) examines employees job perceptions with regard to capacity of changing or leaving jobs and focuses on the assimilation and management of human assets. Suppose in order to reduce turnover firms must either increase employees positive perceptions of their current jobs or decrease their positive perceptions of alternative jobs.Steer Modway (1981) as cited by Robert et al, (2005) suggest that lower performing employees have an increased interest in voluntarily leaving an organisation, since they gain little job satisfaction from operating within their work environment. According to Sager et al, (1998),Fox Fallon,(2003) as cited by Everd et al,( 2007) turnover is seen as a mental division intervening between an individuals attitude regarding a job and the stay or leave division and that can be regarded as an immediate antecedent to stay, or leave INFLUENTIAL FACTORS It is to be noted that what can be done on retaining the employees in the long run of the organization. To answer this question it should be taken in to consideration those different domains of the influential factors in their choice between staying with the organization and leaving the organization. High turnover rate can be seen as the employees been dissatisfied or job related issues mainly due to the problems in the organizational side or employer side. Many research have been done to identify the factors influencing these perceptions and within these researches it has been found that the reasons are multidimensional, and it is difficult to explain the turnover with one factor. The following section presents the different factors of the employee turnover. Job satisfaction: There are many factors of that come out of the employee turnover research, and the most important one standing in top of the priority is the employee satisfaction. However this accounting for the factors creating this satisfaction is not entirely unproblematic. Job satisfaction is account to be one of the most important variable to be looked when measuring the employee turnover. Nonetheless, it is important to explicitly define the term. Oshagbemi(1999) defined the term job satisfaction as follows In generalà ¢Ã¢â€š ¬Ã‚ ¦, job satisfaction refers to an individuals positive emotional reactions to a particular job. It is an affective reaction to a job that results from the persons comparison of actual outcomes with those that are desired, anticipated or deserved. (p. 388) The job satisfaction has been analyzed in many perspectives in this literature. Job satisfaction is the often regarded as the attitudinal outcome of the numerous antecedents. To reflect the term several constructs have been analyzed. It is found that the group culture of the organization is largely depend on the job satisfaction (Moynihan and Pandey, 2007). According to Ting (1997) the relationship between the group members and supervisors are positively correlated with the job satisfaction. Kim (2002) showed that a positive relationship between the participatory management style and job satisfaction exists among the employees. According to Ellickson (2002), the evidence for the notion that departmental pride significantly and positively predicts job satisfaction, while Steijn (2004) in turn found that the organizational climate was important for predicting job satisfaction. Whether or not employees perceive that what they are doing is worthwhile, sometimes dubbed as their sense of o rganizational purpose, was recognized by Moynihan and Pandey (2007) as important for job satisfaction. On a closely related note, employee feelings of role or task clarity, generated by their organization making it clear to them what they are expected to do, is suggested to be linked to both employee job satisfactions. Whether or not the employees feel what they are doing is worthwhile is recognized by Pandey and Moynihan as important for creating the job satisfaction. On a close analysis of the employees perception of the organizational clarity of the message to be done by them is more closely related to the employee turnover and satisfaction (Allen 2006;Kowtha 2008). Hedlund (2004) mentioned that employees find the other job attractive if they able to distinguish their performance and the results out of it. According to Mynard (2006), the employees view of underutilization of their skills are negatively correlated with job satisfaction and positively correlate to the turnover intentions. Heduland (2004) found relation between the possibility of the mentally stimulating jobs appear to be important for the employee perception of their jobs. According to March Simon (1958) the exposure of employees to alternative employers affects the ease of movement. Employees present in different networking acti vities have an increased visibility and evidence have been found that these employees with larger external connections had a shorter duration of group membership. When involved in networking activities, one becomes more aware of work alternatives and working conditions in other organizations. Employees with wider contact networks are then more likely to evaluate external alternatives, and potentially leave the company. (Allen Griffeth, 1999). As said before the demographic variable such as age and the employment period have been the subject of the many researches and Ting (1997) found a positive relationship between the age and the job satisfaction. A research conducted by Ting(1997) suggests that there is a generation gap between the old employees and the young ones. The old employees seem to be more committed towards their jobs and they seem likely to be satisfied with their work (Moynihan and Pandey 2007). Hence the length of the employment is similar to the age in finding the job can correlate with job satisfaction (Kim 2002). A large number of researches on the occupational and organizational research has shown that the relationship between the job satisfaction and the employee turnover and intentions. Hom and Kinicki(2001) has investigated the field of employee job dissatisfaction, they come across a casual sequence in which the dissatisfaction start to cause turnover through a set of mediating factors such as turnover cognitions. A notable relationship has been found between the job satisfaction in mediating the relationship between perceived organizational support and turnover (Allen 2007). Organizational commitment: Organisational commitment plays an important role in the mindset of the employees when it comes to turnover decision. Committed employees usually have good attendance history and stay with the company in the long run as compared with the non-committed employees (Kline Peters 1991; Mowday et al. 1982; Somers 1995). There are lot more construct to the organizational commitment, the construction of the organizational commitment is evolved from the job related behavior like absenteeism, voluntary employee turnover, job satisfaction, job involvement, performance and supervisor behavior (Finegan 2000). One of the important way to build the organizational commitment is to implement a suitable organizational culture giving values and everybody in the organization is informed with organizational mission. According to Arthur (1994) there should be a strong human resource policies to build the organizational commitment instead of controlling the voluntary turnover and high productivity. These high HR management practices are distributed among the employees and portrayed by the use of information distribution. Problem solving , reduces status difference, training and development of the employees as valuable resource rather than treating them like a disposable factor of production(Wood and de Menezes 1998). The Human resource and management of the organization must try to recruit the employees with more commitment, for this the recruitment officer should concentrate in identifying the commitment factors. It is not possible to measure commitment in each of the employees but it is possible to measure and analyze the organizational commitment of the employees as a whole. The expected outcome of the employee training is the low voluntary turnover and high productivity. Greenhalgh and Mavrots mentioned that it is difficult to measure the return on investment on the human capital as the retention and period of retention but there is evidence of an inverse relationship between la bour turnover and extent of Human resource department. There are three factors of organizational commitment such as 1) Affective, 2) Continuance, 3) Normative. Meyer and Allen (1991) Affective: Affective commitment explains employee emotional attachment and identification with and involvement in the organization. In this type of commitment employees really want to stay with existing employer. Continuance: Continuance commitment refers to employee awareness regarding cost attached with leaving the organization. People dont willing to resignation because they need to stay due to certain reasons. Normative: This commitment shows a feeling of obligation to continue working in the same organization. People stay in this case because they feel that they have to stay. Above all affective commitment has mostly studied and thorough researched topic due to consistent relationship with organizational outcomes like performance, attendance and employee retention (Meyer and Allen 1997). Few studies on turnover have advocated the need to consider both individual and organisational factors in making predictions about employee attitudes and related behaviour, Porter, L.W.Steeds (1973) as cited by Rachid (1994) from the above statement it can be assumed that most of the employee turnover decisions are made basing on the individual factors and further more research by Barbara et al.,(2005) states that factors influence employee turnover by numerous internal factors and also by external factors. Overall if you see both organisations and the labour market change continue at an alarming pace. As far as the external factors are concerned, most people will leave their present work if they perceive that there are ample opportunities for acceptable alternative employers. And if we take internal factors it could be job security, independence: to do things in employees own way, unpleasant working conditions etc. Some past studies have postulated and identified different variables as being associated with turnover, satisfaction, commitment and intention to quit, have generally been accepted as important antecedents to turnover. Actual turnover is expected to increase as the intention increases and career factors are not related to turnover when turnover intention is held constant Mobley et al, (1978) as cited by Barbara et al. (2005). Turnover Birgit et al. (2007) intention can also be seen as a positive phenomenon from the employee point of view. In addition to reasons such as having received a better job offer with respect to material (for eg. benefits). Turnover intension can be a response to the need to adopt to the changing labour market, which requires more and more flexibility on the employers part Hall (1996); Van Dam (2003). As cited by Birgit et al (2007). In some cases turnover is caused basing on works repeatedness like Guests, R.H.(1955) as cited by Rachid (1994) early comparative study of assembly and non-assembly workers to reaction to the jobs suggests that the greater job-repetitiveness led to increased turnover. And for instance Guests study appears that potential moderating have been ignored which affects that personality variables may have no such impact. Work Environment / Supervisor Behavior Working condition has an important role in the job satisfaction and organizational commitment among the employees. The work environment includes the all the facilities and features for employees (Dawson 1986). Supervisor behavior and related views of the employees have a direct impact on the employee turnover regardless of the views on the management and attitude itself, emphasizing the importance of relationship with their supervisors or leaders.(Maertz at al 2007). However the influence of the of the supervisors communication are not limited to a specific supervisor. But it can be taken in other way as well, since supervisors are often seen by the employees as representatives of the organization and their behaviors can influence the employees perception of the organization as a whole.(Van Vuuren et al 2007). Employees normally keeps a common beliefs about to what extent the organization values their contributions and cares about their well being. These believes of the employees are commonly referred as the employees perceived organizational support (Hutchison and Sowa 1986). The organizational support theory states that the relationship between the employees and the organization can be made firm through exchange of some positive outcomes. This means if an employee is receiving favorable treatment from the organization then the individual is committed to return this by avoiding behaviors that would harm the organization. This can be viewed as an employee with high level of perceived organizational support will view the things that are harmful to the organization as a violation to the relationship with the organization. Such employees will try to remain in their work and perform their responsibilities as an obligatory way (Eisenberger at al 1986). Eisenberger (1986) found an inverse correlation between perceived organizational support and voluntary withdrawal signs such as absenteeism and tardiness. A recent study conducted by him concluded that When individuals feels that their organization cares about their well-being and values their contributions, they are less likely to remain from their usual work obligations, even when such behaviors are encouraged through the high levels of withdrawal displayed by coworkers (Eder Eisenberger). Employees perceptions of support from the organization are vital not only for inducing or reducing general withdrawal behavior, but also with regards to turnover. Lots of recent studies have found significant relationships between perception of the organizational support and turnover intentions (Allen et al., 2003) or actual turnover ( Eisenberger, et al., 2007). These findings reveal that Perceived organizational support may have a more broad effect on turnover than historically in the past tho ught, as highlighted by Maertz Jr. et al. (2007) who pointed out that perceived organizational support can influence turnover cognitions and behavior through other mechanisms besides improving global affect-loaded work attitudes. Specifically, perceived organizational support can generate obligations in the worker to reciprocate through remaining with the organization. These obligations to stay may cause a worker to have fewer turnover cognitions and dismiss them more quickly. Employees perceptions of organizational and supervisory support and communication influence numerous other attitudes and outcomes apart from withdrawal behaviors and turnover. One of these other outcomes is organizational dedication. This term is lacking a uniform definition, but usually organizational dedication can be defined usually as a psychological link between the worker and his or her organization that makes it less likely that the worker will voluntarily leave the organization (Allen Meyer, 1996). In the earlier literatures (Reichers, 1985) the organization recognizes two dimensions of commitment, one is called attitudinal commitment and the other is called behavioral commitment. The attitudinal commitment focuses on the acceptance of the organization goals and attitudes on the employees and a strong desire to be a part of the team or organization. Thus this employee will be more attached to the organization. the behavioral commitment focuses on the continuing membership and compliance to the company rules. The behavior commitment keeps the employ to be committed to certain course of action rather than the organization itself (Reichers 1985). According to brown(1996) the two concepts of commitment can be merged in to a single one. according to him, Commitment to a particular entity is a distinct phenomenon, albeit a complex one, that may differ depending upon how certain factors, pertinent to all commitments, are perceived and evaluated by an individual (Brown 1996, p.232). It is to be noted that the concept of commitment is the multidimensional construct and the antecedents, correlates and the correlates, and consequences of commitment may vary across these interrelated dimensions. Because of this there are a number of models on this subject. Allan and Mayer (1990) provided a much more familiar construct on the organizational commitment, he mentioned three attitude related topics related to the concept of organizational commitment. These are desire, perceived costs and obligation. Each of these topics corresponds to a component in a three-dimensional model of commitment. The model contains the following components Affective commitment refers to an employees positive emotional attachment to, identification with, and involvement in the organization. The affectively committed individual identifies with the goals of the organization, and desires to remain a part of the organization. Employees with strong affective commitment remain with an organization because they want to, and because they like the organization. Continuance commitment is based on the costs that the employee associates with leaving the organization. An individual thus have strong continuance commitment if they perceive that high economic or social costs would result from losing organizational membership. These employees remain with an organization because they feel that they would not be able to get a better job elsewhere. Normative commitment refers to the employees feelings of obligation to remain with the organization. The normatively committed individual remains with an organization because of feelings of debt, and stay out of a sense of loyalty. (Allen Meyer, 1990). Apart from looking what organizational commitment means as a construct, it is important to discuss what the causes are leading in to it. Eisenberg et al (1986) mentioned that if the company want their employees to be committed then they must give supportive work environment as a means of mutual commitment. This is similar to the Rousseaus statement. He mentioned that in order to strengthen the bond between the employees and employers the employers must reinforce the perception of the employees and the employers should demonstrate the care, support and concern over the employee well being (Rousseau 1998). It is observed in many researches that the existence of a well supported supervision and communication can assist increase the organizational commitment among employees (Gaertner et al 1999). Also it has been found in one of the research is that employee perception of the organizational support have a similar effect; showing a strong positive relationship between the perceived organi zational satisfaction and organizational commitment.(Mayer and Stanley 2002). Rhoades and Eisenberger (2002) noted in a large review of perceived organizational support research that employees with high levels of perceived organizational support were not only reported as being more invested in their organization and demonstrating increased affective organizational commitment; they were also reported to view their jobs more optimistically and to demonstrate increased levels of job satisfaction The field of organizational commitment has been the study subject for many in the last few years. It is analyzed not only as the predictor of outcomes such as turnover, intention to leave, job satisfaction, job involvement, work motivation, absenteeism, and performance (Labatmediene et al., 2007). Earlier research consistently show that individuals highly committed to their organization are less likely to leave it, implying that it is possible for employers to retain employees by increasing levels of organizational commitment. (Tremblay, 2000; Buck Watson, 2002; Vandenberghe Tremblay, 2008). The impact of organizational commitment on turnover intentions is suggested to be stronger among employees in the early years of their careers, while their commitment is still being developed (Sturges Guest, 2001). Regardless of how the employees perceive the organization there are additional aspects about the supervisors and general working situations. Maertz and Griffeth (2004) mentioned different motivational aspects involved in the turnover decisions, including calculative forces which are described below. Rational calculation of the probability of attaining important values and goals in the future through continued membership. Favorable calculation of future value/goal attainment at the current organization motivates staying. Unfavorable calculation of future value/goal attainment motivates quitting. (Maertz Jr. Griffeth, 2004, p. 669) The calculative forces are based on rational self interest. And can be the outcome of the many different types of goals. An individual would like to spend more time with his family or residence (Maertz Jr. Griffeth, 2004). An employees long term and short term goals can lead to the employee turnover. Because of the possibility of such goals, an employees reluctance to stay with his or her employer does not depend only upon the qualities of the employing organization: Situations may exist in which an employee would not wish to remain with his or her employer regardless of any actions taken by said employer. According to Aronsson et al. (2000) locked-in employees remain in an unwanted employment because of situations are outside their control, and emphasize the impact of a weak labor market. This is in accordance with Maertz Jr. and Griffeth (2004) who used the term alternative forces to describe the turnover motivating mechanism that concerns an employees self-efficacy beliefs about alternative jobs or roles. Berntson (2008) found several aspects to be positively conne

Essay --

Throughout To Kill A Mockingbird by Harper Lee, the novel is based on stories and events of Harper Lee growing up as a young girl. Based on her own adventurous days of childhood, Harper Lee fictionalizes similar sequences in her novel through a character named Scout, who plays an important role in the book. The novel is based on Harper Lee’s early life as she is growing up, displaying the message of injustice that constantly occurs throughout the book. During Harper Lee’s life as she was maturing she observed The Great Depression, Scottsboro case, and the Civil Rights movement that were occuring during her time. Her books were published after all these events which shaped the theme of her novel. (Chronology) The themes of innocence and injustice are explored through the experiences of Boo Radley and Tom Robinson who are protected by Atticus. Throughout the book innocent victims are wrongly accused and targeted. Starting out in the novel Harper Lee writes about the children who play around each summer with the Boo Radley game.It is a game the kids play each summer, and thier mission is to make Boo Radley come out of his house. Boo Radley is isolated from society because the people of Maycomb believe he is a maniac. Harper Lee writes,† Boo Radley was inside that house, but I couldn’t prove it, and felt it best to keep my mouth shut or I would be accused of believing in Hot Steams,phenomena I was immune to in the daytime.† (39) Jem, Scout and Dill do not know what to expect from Boo Radley, they are not very aware of their surroundings because they are naive and try to please the curiosity of their young minds.They make up absurd accusations about him and do not acknowledge the fact that he is just a human being. In reality, he is ... ...f Tom. But, at the end Tom dies while trying to escape prison. Injustice and innocence are two major themes that define the novel and the importance of it. Both, Tom Robinson and Boo Radley are men who did not receive any fairness by the people of Maycomb, despite the fact that they were righteous men. Harper Lee is an intelligent woman who constructed her novel in a way that broke things up and explained the ideas on injustice and innocence. Harper Lee does not reveal much about her book because she keeps to herself and does not often grant interviews. The novel is parallel to her life which is explored through the characters with their experiences that were similar to the ones of Harper Lee and her friends. (Harper Lee: A Brief Biography) This heart touching story is a great story that displays morality, and shows unjustness full by the corrupted people of Maycomb.

Hawthorne’s Display of Evil Essay

Nathaniel Hawthorne’s works â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† are literature classics. Hawthorne thoroughly portrays his main themes and ideas in these works. Both of these works illustrate the effects of evil on the human soul. Through Hawthorne’s â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† we can clearly see that evil causes people to judge other people, evil corrupts one’s faith, and that evil has the power to transform the human soul. In â€Å"The Scarlet Letter† we see just how much evil causes people to judge others. Hawthorne effectively shows this through his character of Hester Prynne. Since Prynne committed the sin of adultery, she is forced to stand upon a scaffold in front of the whole city of Boston to be questioned and scolded. One of the townsmen said to Chillingworth, â€Å"The penalty thereof is death. But in their great mercy and tenderness of heart they have doomed Mistress Prynne to stand only a space of three hours on the platform of the pillory and†¦ wear a mark of shame upon her bosom. † (Hawthorne p. 4) This quote shows us that the public’s opinion on Hester Prynne has now forever changed. She is forced to wear a scarlet â€Å"A† upon her bosom to let everybody know exactly what she has done. The evil she has committed has greatly affected everyone’s point of view on Hester Prynne. Evil can harm a person in multiple ways. Another way it can harm you is by causing you to lose your faith. In Hawthorne’s â€Å"Young Goodman Brown,† we see Goodman lose his faith in multiple things. He loses faith in God, in his family, and in all of the people who he associates with. While the Devil leads him into the forest, Goodman sees many familiar faces. He recognizes the faces of his wife, Faith, and he also recognizes the faces of the priests in his town. Though Goodman Brown is not sure whether it was a dream or not, he is convinced that evil is all around him. While in the forest, the Devil says, â€Å"By the sympathy of your human hearts for sin, ye shall scent out all the places – whether in church, bedchamber, street, field or forest –â€Å"(Hawthorne p. 613. ) Since he has heard the Devil’s word and witnessed these familiar faces, Goodman Brown has forever been changed. Evil has taken a toll on Goodman Brown, and it has caused his faith in his wife, family, and associates to be corrupt. One of the worst things evil can do to a human is transforming their soul. Hawthorne’s story of â€Å"Young Goodman Brown† illustrates this concept thoroughly. Goodman was transformed by evil in many negative ways. Before his meeting with the Devil in the forest, Goodman believed his whole family and his whole town to be very godly and he felt that he was living a great prosperous life. After his meeting with the Devil, Goodman had a negative outlook on everything in his life, he trusted no one but himself, and he lost hope in everything that he had going for him in his life. Hawthorne displays ways that evil can transform the human soul in â€Å"The Scarlet Letter† through his character of Chillingworth. Throughout the story, Hawthorne displays Chillingworth as â€Å"the man in black† also known as the Devil. Chillingworth, Prynne’s actual husband, goes through many changes in the story. His figure begins to change dramatically, making him look more evil. Chillingworth also desires to seek out the man who is the father of Pearl. He wants to find him because; he wants to make sure that the man does not repent of this sin. They people of this story believed that if one did not repent for a sin, then he or she would go to Hell. Chillingworth was not an evil man before he knew about the child. However, after the evil was committed against him, he began to turn evil, and wished the worst for the minister, the father of Pearl. It is apparent that the evil in both of these stories took a toll on both of these men’s souls. Hawthorne’s â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† both effectively display how evil can cause people to judge other people, how evil corrupts one’s faith, and how evil has the power to transform the human soul. Though evil has always been apparent in every day society, Hawthorne is attempting to influence us to always stick to your faith. No matter how bad the sin you commit is, God allows repentance for all sins. Hawthorne’s works are persuading us to never lose hope or give up on our faith.

Professional practice

Further Professional Practice and CreativityPart 1Teaching Fileo Session 1* PDP 6 Teaching Logo Session 2* PDP 10 The Work Based Experience Report Formo Session 3* 10 Lessons taught ( lesson programs, resources, written contemplations included ) – 1. 01/02/2010 – 2. 04/02/2010 – 3. 09/02/2010 – 4. 11/02/2010 ( PDP 8 / 9 ) – 5. 11/02/2010 – 6. 22/02/2010 – 7. 25/02/2010 ( PDP 7 / 9 ) – 8. 01/03/2010 ( PDP 7 / 9 ) – 9. 16/03/2010 ( PDP 7 / 9 ) – 10. 25/03/2010 ( PDP 7 / 9 )Part 2Advancing your professional pattern( 1 ) Advancing your professional pattern ( detecting other instructors )I observed one of the beauty lessons, City & A ; Guild Beauty Therapy Level 3, on 01/02/2010. This was a medium group with 15 scholars and the schoolroom layout was a normal U-shape puting where was displayed a scope of silent persons about Anatomy & A ; Physiotherapy and besides plentifulness of postings on the wall about Health & A ; Safety and its statute laws. This room normally is arranged for theory lesson and tutorial so that the four closets were full of workbooks related. There is a set of computing machine and projector which are largely used for power point presentation. The coach used power point presentation during the whole lesson, utilizing the flipchart and white board on occasion if she asked the scholars for pulling the images or adding the excess information. The coach did the enrollment on clip but there was 2 late scholars came after enrollment. The coach did non take any farther action on the late scholars as I thought they might non truly be excessively late at all. She was directly frontward to recap the subject of the last lesson within the first 10 proceedingss after presenting purposes and aims with power point. I found she explained the purposes and aims were rather clear. Everyone knew what would go on during the 3 hours lesson. I besides found the coach was good prepared some ready to hand notes for recapping. This was a good thought to click the key points out. She moved each activity swimmingly and asked the scholars inquiries before traveling on. When she gave the undertakings for each scholar, some of them showed deficiency of assurance. She encouraged them and explained how to make in add-on to utilizing the Q & A ; A skills to actuate the scholars to try. Reece, I and Walker, S ( 2007 ) explained that communicating was th e most of import factor of instruction and acquisition. Developing effectual communicating accomplishment was to see how instructors select the instruction and larning schemes to the scholars. Before stoping the lesson, she recapped the cardinal countries and put some inquiries with the power point presentation. Then she asked the scholars one by one by utilizing the elephantine mike. She explained to me the elephantine mike was a signal to reply and besides gave everyone had a opportunity to show their thought, particular for introvert scholars. It was because some of extravert scholars would reply the inquiries often. I thought the ‘giant mike ‘ was another good tool for Q & A ; A which supplying an equal chance to everyone reply the inquiries as Hillier ( 2002 p.216 ) mentioned that we are non seeking to handle people otherwise, or measure them otherwise ; we are doing certain that the conditions under which we set an appraisal do non except person. This was a lesson of Lymphatic System ; the scholars were given a individual inquiry and fix the reply within few proceedingss. Another two of them asked for pulling the images on the whiteboard. As Wilson ( 2009 ) described runing lessons in relation to supplying larning inclusive, instructors will attest in a assortment of ways in general. But one scholar resisted making because she was absence in the last lesson. She did non cognize how to pull. Then the coach showed her some images related and encouraged her to seek. The inquiries were designed as a flow of lymphatic system taken topographic point, from one topographic point to another, so that the scholars answered every bit like as the system works. On the other manus, the coach would compose down their reply on the flipchart as good. I found some of the scholars truly concentrated at undertaking, merely one or two were non, and so the coach would come near to them and assist separately. Most of them showed positive attitude, t hey used the text edition to happen out the replies or discussed the inquiries with the equals next to them. I found some of them felt nerve-racking when they answered the inquiries prepared because they passed the elephantine mike to the following really fast, two or three scholars passed it straight off because they could non happen the replies by themselves or non certain the replies. I besides spotted they loved to hear when would be the break clip or wait farther notice about what they would make in the last hr of the lesson. I thought they wished to be off the lesson earlier. Harmonizing to the first 2 hours lesson, I found they were the same degree scholars because some of them might non reply the simple inquiries, even the inquiries might be ‘single word ‘ replies. I besides found the coach gave different undertakings to the scholars which were good thoughts ; even two scholars were absence in the last session who could reexamine what went on as good. The coach considered inclusive acquisition and made them occupied all the manner. I could non happen any peculiar resource which the coach used in the procedure of distinction. However she used a batch of Q & A ; A session to incorporate the professional cognition. I could non happen any obstruction for the scholars ‘ engagement and apprehension. There were non a batch of scholars to originate inquiries during the lesson because of different undertakings occupied. I merely noticed one scholar asked the specific term of lymphatic system, and so the coach asked her to seek online. That was another good thought during the lesson to heighten the ICT accomplishment or seeking accomplishment. In decision, I found the coach was good prepared, organized the lesson and really knowing. She did non utilize large words, in contrast, utilizing simple stages and accounts so that the scholars would be easy to acquire the point. Wilson ( 2009 ) Practical Teaching stated that instructors need to sort the 3 basic types of inquiries: closed ; unfastened and linked, at different ability degrees. Effective oppugning requires instructors to see the degree of oppugning in relation to the scholars ‘ abilities and anterior acquisition, degree of acquisition and the lesson aims. I found she good used the inquiring accomplishment and besides provided an appropriate illustration to explicate what lymphatic fluid is, therefore the scholars would calculate out what it is. Alternatively, I thought if the coach might utilize some images to demo the system or more lively examples how and what the system works in our day-to-day life or explained some illustrations in relevant to the work in beauty therapy. That might be more utile and adaptable to the scholars.( 2 ) Advancing your professional pattern ( detecting other instructors )The lesson observed on 15/03 is Diploma degree 1 Brick Build with 6 scholars, the schoolroom is good organized and orderly, practical and good allocated on the land floor due to the hard-wearing resources such as bricks and metallic instruments. The schoolroom sets up with projector, whiteboard and some usual equipment related, and besides the coach desk put behind the schoolroom which is a good thought to avoid the barrier in between scholars and coach. On the other manus, the schoolroom is set following to another practical room so that there was a spot distractive and noisy during the lesson in advancement. The enrollment was done before the first half practical session ; therefore the coach started recapping the old lesson with a batch of inquiries to reenforce their cognition. He named the scholars if they were inactive or introvert. However, I could non happen the clear account of purposes and aims before get downing the theory session. When the coach finished recapping, he moved on 20 to 25 proceedingss theory session. Following the presentation how to utilize the measurement instrument, they split into two groups because two different types of mensurating instrument were used. Tutor asked them to group in 3 and tried to rehearse on each instrument. During the pattern, coach asked them to put up the equipments measure by measure and commented which instrument was practical and accurate by comparing the reading, and so inquiring them to show how to set the grade on the wall, etc. I found one of the scholars resisted to rehearse, the coach checked his physical position foremost and le t him to acquire some fresh air for a short piece. He besides encouraged him to utilize the nearest instrument and place the benefit of the instrument used below ruddy. Harmonizing Motivation Theory, described by Abraham Maslow ( 1970 ) , focuses on demands, reasoning that basic demands must be met before a scholar can come in a province of head in which to larn. I found the coach was good used his organic structure linguistic communication and patient to actuate this scholar every bit good as demoing his empathy. At the terminal of the lesson, he used some cardinal words to heighten their memories. But I could non happen the coach said anything about following lesson. It might non be really clear. The scholars learnt from the presentation of picture cartridge holder, rehearsing utilizing the measurement instrument and making the workbook. The coach moved on the following session by utilizing different cartridge holder shown on the screen, so some scholars followed the same process, but some of them sat still and waited until the coach asked them to work with each other. I realized that the scholars were most active in practical session instead than theory session ; I besides spotted one of them demoing his tired face all the manner during the theory session. Wilson ( 2009 ) explained that appropriate instruction and larning methods depend on what instructors want to acquire out of the Sessionss ; what stuffs and resources are available to the instructors. I found the coach made usage of video cartridge holders and asked the appropriate inquiries in this session, so that they would concentrate the treatment by utilizing different cartridge holders whether they felt tired or los s of focal point. Meanwhile, I recognized that 6 scholars learnt in different manner, two of them were most active in both theory and practical session and besides they normally asked the inquiries most of the clip ; the others two were rather inactive and needed to be motivated, therefore the coach would give them more support and single presentation ; another two were introvert, that was why the coach named them straight to reply the inquiries. As Reece, I and Walker, S ( 2007 ) explained that communicating was the most of import factor of instruction and acquisition. Developing effectual communicating accomplishment was to see how instructors select the instruction and larning schemes to the scholars. Due to the different acquisition manner, the coach accessed the lesson by utilizing Q & A ; A, presentation, rehearsing on the existent objects or single support to incorporate the active acquisition and learning distinction. By the manner I could non happen there was any obstruction to engagement and apprehension. Fisher and Webb ( 2006 ) described the capable specializer as a combination of deep topic cognition and a scope of appropriate instruction and acquisition techniques which make for the most powerful interactions between instructors and scholars. Thus the coach used a batch of Q & A ; A session to advance the acquisition environment every bit good as explicating the different status with his ain experiences and utilizing unfastened treatment with video cartridge holder.( 3 ) Advancing your professional pattern ( detecting other instructors )This was a particular lesson observed by Ofsted every bit good as the instruction section of College on 22/03/2010. It is little group of 9, C & A ; G Level 2 Beauty Therapy scholars. They sat in a theory room where posed with batch of postings of Health and Safety statute laws and Anatomy and Physiotherapy silent persons in both corners of the room, four general resources were found in the room which are a set of computing machine, projector, whiteboard and flipchart. There are besides a few closets full of different topics ‘ press releases and workbooks. On top of the closets are some mention books displayed. I found it a good prepared theory lesson because the room was already set up in 3 little group. Nice, bright and airy do non do the scholars experiencing sleepy ; fundamentally, theory lesson is taking topographic point every Monday forenoon for 3? hours long. The coach has set up the room before get downing the lesson. Following the enrollment, she explained clearly the purposes and aims straight forwards and besides emphasised this lesson would concentrate on reexamining the BT4, Facial and BT6, Waxing unit towards the scrutiny in May. She besides outlined the lesson was planned to utilize different undertakings, games or activities to incorporate and heighten their cognition. I thought that was an first-class pattern because the scholars might non acquire bored nor would wait for something different happen. Get downing with three little undertakings of reexamining the codifications of moralss, skin constructions and hair constructions, which were precise and prosecuting as we supposed the scholars knew the three countries really good. Cotton ( 1995 p.18 ) , assessment can garner the information offering initial counsel and advice, so diagnostic appraisal can take topographic point at different phases of the acquisition procedure. Therefore I found the undertakings could measure their old cognition every bit good as actuating their assurance. The 4th undertaking was a facial matching game, it is one of the merchandises of my creativeness and invention undertaking. Werthiemer ( 1922 ) , the Gestalt theory was the thought of â€Å"grouping† , the primary factors that determine grouping were – propinquity ; similarity ; closing and simpleness. It helped to increase the interaction in between coach and scholars, I found they used the cards discoursing with each other every bit good as happening the right description to each facial musculus. There was no mark of opposition even promoting them to inquire inquiries. Before the terminal of the lesson was a large Domino game, coach tried to utilize half of the room to play the game which was a merriment and piquant game because it made the scholars traveling about. I highly liked this game. Learners non simply recapped all the cognition towards the scrutiny, but besides their job resolution and communicating accomplishment in footings of other cardinal accomplishments. Tutor spoke on the gait, really confident and good voice controlled. If she spoke loud, I recognised she was in whole group discoursing ; in contrast, she scaled down her voice that I recognized every bit 1 to 1 back uping or little group treatment. I found most of the scholars were prosecuting and proactive, they did non demo the amusing face or refusal. Furthermore, they were high participated and showed positive attitude. I found the undertakings were considered the larning distinction, one of them was fall ining line ; one was circling the image ; one was fiting ; one was happening the missing words ; one was ladder game and the other was â€Å"big domino† , whether the scholars were behind or would be challenged more, all the activity were considered the larning distinction. They could besides back up to each other in the little group. Petty ( 2009 ) stated pupils want blessing from their equals, or at least enjoy being successful in mensurating themselves against their equals. I found to boot the ladder game had the same consequence and helped heightening the common and professional cognition really efficient. I observed the game merely ran a half hr, they could about retrieve 80 % of the inquiries and replies. I could non happen any obstruction to engagement and apprehension. However, the coach gave the victor a small surprise if person finished the game foremost. As Petty ( 2009 ) stated that motive is important for larning ; it provided in portion by perennial success and by prompt support for this success. The overall lesson was an piquant lesson, I found the consistence of the coach is really of import to keep a originative and quality instruction and acquisition environment. I thought I could truly larn from this lesson what are interaction, inclusion and distinction every bit good as acquisition manners. As Wilson ( 2009 ) outlined the facilitative instructors will pass much clip for fixing, be aftering and planing the lessons. Operating lessons in relation to supplying larning inclusive, instructors will attest in a assortment of ways in general, such as, * Organizing the procedure in progress with planning * Connecting with their bing cognition and apprehension * Using stuffs and resources that relate to scholars to enable them to utilize bing cognition to construct on * Supplying diverse instruction schemes for assorted acquisition mannersPart 3Creativity and Innovation ProjectCreativity and Innovation ProjectIntroductionAs a beauty therapy coach, there is a batch of countries considered. Developing work within our work topographic point is one of the of import countries we should be cognizant of incorporating the professional cognition ; encouraging and actuating scholars ; presenting appropriate instruction and acquisition ; turn toing resources or stuffs creatively and innovatively etc. As Craft et Al ( 2001 p.23 ) stated ‘creative activity is possible in all topic at school and in all countries of life. ‘ Therefore the creativeness are the intimate coherence of the above countries mentioned. The Creativity and Innovation Project brings up a proposal and a rationale how the originative resources help learning and larning in the facial unit, every bit good as demoing how I discussed my thoughts and the finished resources with my wise man in the arrangement. This critically study on my undertaking besides finds the action program to explicate how the resources are able to implement in my arrangement. When I shadowed my wise man ‘s lesson in the terminal of December, I spotted one of the facial massage modus operandi press release. I was shocked by its presentation which was non to the full presented and non professional every bit good as non demoing the motion way clearly. Following the few more lessons of ‘client session ‘ , I discovered the scholars could non truly incorporate the professional cognition into patterns such as placing the tegument features ; advancing the extra services and merchandises and saying the benefits of different facial techniques, etc. Ogunleye ( 2002 ) stated the ground of grownup scholars ‘ underachievement rates in their acquisition were lacks in learning manners ( Longhurst 1999 ) ; and instructional schemes ( Druckenfield 1999 ) because of less encouraging, inaugural and active acquisition. It is decidedly true why my initial vision came up to modify their press release. Craft et Al ( 2001 p.18 ) mentioned the definition of Creativity, ‘imaginative activity fashioned so as to bring forth results that are both original and of value ( NACCCE, 1999 p.29 ) . ‘ NACCCE embedded 5 cardinal constructs of creativeness ( Craft et al 2001 ) * Using imaginativeness, it is a thought procedure that will set up a new thought or conceive of something which is non bing before. * A devising procedure, it is a active procedure and assist developing one ‘s creativeness or edifice up one ‘s accomplishment of job resolution. * Being original, there are 3 countries mentioned the originality: historic, comparative and single. ‘NACCCE ( p.30 ) suggests that exceeding historic endowment will boom when single and comparative originality is nurtured ( Craft et al 2001 ) . ‘ * Prosecuting intent, it is a fertiliser which can alter thoughts into world and bring forth touchable results. It may make a new theory, scientific expression or new art work. * Judging value, it is really hard to judge the value, nevertheless, the importance is doing usage of equal reappraisal and self-evaluation by scholars. It may happen different value opinions. The above key constructs as guidelines covered the waies how I produce the resources for learning and larning in facial unit. As Brookfield ( 2006 ) stated one of the grounds for learning creatively is ‘to encourage scholars ‘ involvement in a subject ( p.73 ) . ‘ It means that scholars can be inspired by the coachs ‘ personal life and passion or can be helped to develop the connexion between the subject and their cognition, On the other manus, Best and Thomas ( 2007 ) outlined a ‘creative rhythm ‘ whether we create any teaching resources, stuffs or activities, they are come from our vision or intent. Brookfield ( 1990 ) mentioned an forming vision will assist to let go of the feeling of uncertainness, steering us the clear way in instruction and acquisition. I have come up some thoughts before get downing this new assignment. Since I knew the creativeness and invention undertaking as a portion of the assignment, I was pleased to discourse my thoughts with my wise man at one time. Our first conversation in the terminal of January, focused on how to better the scholars ‘ professional cognition in the unit BT4, better and keep facial skin status. She explained to me there was a deficiency of support to regenerate and update the resources from the professional administration, HABIA. It costs ?400-?450 for the basic facial intervention learning tool kit. Sing Ogunleye ( 2002 p.175 ) describ ed ‘learners ‘ underachievement at the terminal of a class programme will ensue in a corresponding loss of support. Besides the direct loss of FEFC support, there might be an chance cost of misapplied instruction clip and college resources ( Fielding et al 1998 ) . ‘ That is why she is merely utilizing the bing resources and stuffs such as power point presentations, press releases, text edition, workbooks and presentations. With mention to Petty ( 1996 ) , the originative procedure of this undertaking consists of six working stages. * The inspiration stage happened in the 1st hebdomad of February, Petty ( 1996 ) described this was non a stage in which to be negative or disquieted. As my wise man ‘s descriptions, I came up some basic waies. When I proposed the thoughts to my wise man, she advised me to believe about the facial unit every bit good as set uping the professionalism. * The elucidation stage, I tried to modify the facial massage press release before screening out pulling the facial massage images. Meanwhile, I besides thought what I want to accomplish if I merely modify the press release. What are the internal and unseeable jobs in college? What do the scholars need to larn? What would I like the finished work to be like, functional, flexible, lively, animated or professional looking? Brookfield ( 1990 ) explained that we have to be clear about why we choose to talk. From the first lesson of beauty therapy, I thought to promote scholars ‘ involvement in a subject. This is a chief intent and way to travel in the following phase. * Distillation stage, this is a self-critical stage ( Petty 1996 ) . The thoughts I have had were merely thoughts, may non finish solutions. Therefore I brought the layout of facial images in the 2nd meeting and discussed with my wise man. Due to her accounts, support job, traditional instruction methods, non prosecuting and actuating. The concrete thoughts would be come out in the following meeting hopefully. * Perspiration stage, I generated the thoughts and proposed 3 resources ab initio to my wise man in this phase. They are 1. Flexible facial massage modus operandi press release ( Appendix 1 ) 2. A2 size manual ‘smarter board ‘ ( Appendix 2 ) 3. Facial musculuss game cards ( fiting, snarling or sticking†¦ ) ( Appendix 3 ) Harmonizing to the originative procedure, ‘icedip ‘ stages ( Petty 1996 ) , the last 2 stages of rating and incubation finally will be taken topographic point in the following 2 meetings ; nevertheless, my wise man is busy fixing for the external voucher hebdomad and the observation by Ofsted. I am traveling in front to bring forth the 3 resources. When I produced the 3rd resource, I was stuck on happening the images I wanted. I looked for the presentable, professional looking images but my wise man suggested utilizing the images in the workbook. I did non wholly agree with her. Though, I did the cards with two different images which will be used in the lesson on 22nd of March, the ascertained lesson by Ofsted. Therefore my wise man and I can measure the effectivity. As Petty ( 1996 ) stated ‘many people dislike the rating stage at first. ‘ ‘Highly originative people are about ever chronic revisors. ‘ We shall inquire for the feedback from the scho lars. In footings of the construct of creativeness and betterment of accomplishment in grownup acquisition, originative course of study, instruction and instructional instruction are of import facets for back uping accomplishment in grownup acquisition ( Ogunleye 2002 ) . In contrast, there are besides some concerns if ‘the topics of the course of study promote originative thought, behavior and action, we need to pay attending at least two booby traps ( Craft 2005 P. 79 ) . ‘ First, is avoiding to confound the topic of school course of study with spheres or subjects ; 2nd, is incorporating course of study demands to hold ‘clear understanding ends in footings of the topics that it brings together ( p.80 ) . ‘ As the statement mentioned the construct of creativeness will assist to better the accomplishment in grownup acquisition, it means that learning creatively will ease in learning and larning more synergistic every bit good as motivation and encouraging. Equally good as two reminders of booby traps, I came up more concrete thoughts to make one more new extra resource continually which can assist the scholars understanding the cognition in relevant to facial motions. Although the phase of thought coevals ( Best and Thomas 2007 ) seemed to complete and I have produced two resources ( image board and facial massage routine press release ) , Ogunleye ( 2002 ) stated publicity of instruction could assist the scholars ‘ accomplishment rates, therefore learning and larning should be more originative to do the impact in their accomplishment. I outlined these two resources and discussed with my wise man. She so explained to me how the scholars remembered the names of facial musculuss. I thought the method used was inactive and non fun. Then I came up another thought to polish the 3rd resource ( facial musculuss game cards ) . IDP Survey 2 described ‘the demand for creativeness in larning procedure is informed besides by the world in occupation market where cognition and accomplishment adaptability, transferability, problem-solving accomplishments and creativeness. ‘ Therefore, the 4th resource is created, a facial brochure ( Appendix 4 ) to reenforce their professional cognition by placing skin features and advancing the extra services and merchandises. I thought the 4th resource will assist them more effectual and work commercially. As Abbott and Ryan ( 2000 ) described, ‘mastery of basic accomplishments such as literacy accomplishments ; the ability to work with others ( communicating accomplishments ) ; being able to cover with changeless distractions ; working at different degrees across different subjects ; utilizing chiefly verbal accomplishments ; problem-solving and decision-making ( Ginnis 2002 p.7 ) . ‘ In this phase, I found to portion principle with my wise man is of import non merely for development of creativeness, but besides the development of professional strength among coa chs ( Brookfield 1990 ) . Therefore, I can understand further what skill do the scholars need to reenforce. Basically there were some proficient jobs of pulling a facial massage image by utilizing the computing machine foremost if I wanted to demo my wise man the physical bill of exchange or layout during our treatment before the meeting of 2nd hebdomad in February, so that we could discourse farther action point. I have to screen out the job in 3 yearss. After few yearss, when I showed her the layout of new press release, she was highly pleased with the professional looking press release and suggested a farther thought as go forthing some of the images blanked. Then the scholars can pull the motions by themselves during the facial lessons either in theory or practical session. She was right because it would make the interaction between coach and scholars every bit good as advancing deep acquisition and ‘whole encephalon ‘ larning farther ( Petty 2006 ) . The first 2 meetings were really constructive, we focused on what the scholars needed to larn, how they can larn? How we can assist them to reenforce the professional cognition and retrieve the professional footings every bit good as sing the production cost of all resources and stuffs. As Petty ( 2006 ) stated the 20-80 regulations, ‘Twenty per cent of what we do makes 80 per cent of the difference ( p.3 ) . ‘ I thought by following the initial thought of modifying facial press release until making a new facial image and other resources which can wholly back up the scholars ‘ understanding easy every bit good as constructing up the professional image of the college and the class. The regulation besides mentioned that allow us ‘work smarter, non harder, by concentrating on the factors that make the difference ( p.3 ) . ‘ When my wise man and I brainstormed the thoughts and the layout in February ; our concerns were about at easiness such as the costing ( approximative ?40 for 4 resources ) , clip consuming, inputting and showing the new resources in different group. We have to wait and see the feedback after utilizing the new resources in the undermentioned lessons. Creativity in the schoolroom, it will promote both instructors and scholars to concentrate on the aims of each lesson ( Craft 2006 ) . In footings of a professional looking press release, associating the images in a manner is related to relevant theory and creates intending and understanding ( Junior-grade 2006 ) , the facial musculuss game cards will wholly back up the press release. As my wise man mentioned how the scholars remembered the names of facial musculuss, which was inactive, surface acquisition in add-on to deficiency of motive, encouragement and less prosecuting. Petty ( 2006 ) explained ‘the scholars must cognize the conditions when thoughts are relevant or utile to do the learning functional ( p.8 ) ‘ . He besides described if ‘the scholars could interpret the linguistic communication of direction into the linguistic communication of significance and apprehension: mentalese, they would acquire something from it as the ‘penny dropping ‘ or ‘I acquire it ‘ feeling ( p.9 ) . ‘ Therefore the resources I created were ocular AIDSs, ‘this provides another channel through which scholars can construe my thoughts, and it will be particularly appealing to those who think visually ( Brookfield 1999 p.82 ) . ‘ Craft ( 2005 ) explained that determining a new cognition can affect a scope of degrees of battle and support ; holding some apprehension of what the scholars has already known. The game cards were designed for playing different degree from lower ( fiting ) to higher ( snarling or lodging ) every bit good as considerating of larning distinction. As Petty ( 2006 ) mentioned ‘Bloom ‘s taxonomy ‘ , low cognitive demand is a phase of reproducing ; scholars simply recalled or reproduced the cognition from instructor talk. What the instructor has presented, they could province the information every bit same as the instructor. Matching the cards by utilizing the musculuss ‘ names and the musculuss ‘ images will supply to the scholars in degree 2 in the early acquisition phase, so that they can be encouraged to achieve the undertaking easy and place which is which. After a month acquisition, the cards will be used once more for saying the characteristics of each musculus by utilizing other cards with descriptions. This phase in ‘Bloom ‘s taxonomy ‘ called the comprehension and application. Learners still stick on reproducing phase. After a few months, by utilizing the same cards and playing like as ‘snap cards ‘ , this is a ‘reasoning ‘ phase, scholars can analyse and react creatively or give more item descriptions or characteristics about each facial musculus. They can besides explicate how to handle certain jobs during facial massage such as saying the facial massage techniques to better the musculus tone. This shows how to utilize the facial musculuss game card to better the scholars ‘ concluding accomplishments and develop their acquisition from low cognitive demand ( surface larning ) to high cognitive demand ( deep acquisition ) . They can besides incorporate the professional cognition into their work commercially. Furthermore, the press release and the cards are considered the larning theories ( Reece and Walker 2007 ) , Behaviourists like memorising ( fiting / snarling cards ) ; Cognitivists like thought ( lodging the cards or pulling the facial motions ) ; Humanists like making ( pulling and rehearsing the motions ) . In order to larning theories, the cards are designed playing with different methods in different phases and the press release is called ‘flexible ‘ facial massage modus operandi press release because some of hard motions have been drawn and some images are blanked. Even though, the thought of the game cards can utilize the extent to other topics such as castanetss, hair, nails, etc. The first two resources are finally supportive and prosecuting in learning and larning. However the College does non supply an excess proficient support to tutor except the power point presentation. There is merely one Smart board in the library so that coach can non utilize it often. Supporting the facial unit to the full, the 3rd resource, A2 size manual smart board, calendar looking board laminated, so that coach and scholars can pull anything on the top of the facial images. Best and Thomas ( 2007 ) stated ‘effective instruction sits within the creativeness rhythm ‘ , ‘teachers need to utilize creativeness to choose the most appropriate instruction and larning methods to accomplish the coveted acquisition results ( p.42 ) . ‘ That is why I think the A2 seventh cranial nerve pictured board will give the excess support to the other two resources wholly. I besides think ‘the attacks are holistic ( Junior-grade 2006 p.19 ) . ‘ It means whether or n on the facial lesson is taking topographic point in a theory and practical room ; the coach can convey and show these extra resources anyplace every bit good as commixture and fiting with other bing resources and installations. Petty ( 2006 ) described which learning methods are most constructivist, I agree with this statement, ‘fun learning methods create engagement and so help deep acquisition ( p.27 ) . ‘ The image shown on the boards is an hypertrophied image every bit same as the new facial massage modus operandi press release. With mention to Gestalt theory ( Reece and Walker 2007 ) , showing the similar kind of images in the Sessionss will be helpful so that they can easy to place and retrieve the motions. ‘Gestalt is highly acute on the nature and accent a relationship with the environment which is a utile attack within researching creativeness and to be originative ( Beadle, no day of the month ) . ‘ We normally use presentation to demo scholars how to make the motions, in malice of this is inactive, less interaction and hapless larning distinction. I think about utilizing the pictured board which can assist to make the interaction between coach and scholars in add-on to bac k uping the acquisition distinction further. Petty ( 2006 ) stated presentation is a ‘present ‘ method every bit good as being a hapless method, therefore, learning via the pictured board will be encouraging and making more merriment and edifice metaphors. Best and Thomas ( 2007 ) explained ‘metaphors are powerful symbols which demand that our subconscious discoveries intending ( p.128 ) . ‘ The new created facial image will be a metaphor to associate with the facial motions, facial musculuss and other appropriate countries. Since I learnt the acquisition theories and different acquisition manners ( ocular, audile and kinesthetic ) , I ever consider and plan my lessons suitably and adaptable for different scholars. However, Petty ( 2006 ) described Coffield ‘s advices to advance ‘whole encephalon ‘ acquisition. It means that make non type scholars or fit their manners ; incorporating different methods for all scholars ; ‘encouraging scholars to utilize unfamiliar manners ( p.30 ) , the intent is assisting the scholars to develop ‘deep ‘ attacks to larn. Developing the ‘whole encephalon ‘ acquisition, Herrmann developed the ‘whole encephalon ‘ theoretical account ( Petty 2006 ) who outlined four acquisition manners related right-brain and left-brain manners. Dr. Dew ( 1996 p.91-93 ) mentioned ‘the genuinely originative professionals will happen ways to integrate the endowments of both encephalon hemispheres to maximise people ‘s perso nal effectivity. ‘ Herrmann worked out the 4 acquisition manners as theoretician ( like utilizing text edition and bibliographies ) ; organizers ( like treatment and text edition ) ; pioneers ( like gaiety, making ocular treatment ) and do-gooders ( like group treatment, group interaction ) . The chief intent of Herrmann ‘s work is ‘working with antonyms helps scholars to go more originative, encouraging alteration and growing positively and stating us non to sterotype scholars but to promote everyone to utilize all manners ( Junior-grade 2006 p.33 ) ‘ . As left-brain thought procedure is really systematic stairss in developing a solution to a job and right-brain minds come up to root-cause analysis ( Dr. Dew 1996 ) . I think each scholar has his or her ain potency and endowment in larning if the coach identifies the 4 acquisition manners mentioned as complementary ways to understand a subject or topic, non in alternate attacks, so that the method used will b e more effectual to construct up the ‘whole encephalon ‘ acquisition. It may besides assist the scholars learn in holistic attacks. As Theall ( 2007 ) mentioned an apprehension of creativeness allows to transform anterior acquisition and to unite it with the cognition and accomplishments to organize alone construct or merchandises. My perceptual experience is a scholar of beauty therapy who does non wish to read or compose, utilizing visualized methods are the best instruction attacks, nevertheless, beauty healers besides need the professional cognition to back up their work. Sing Herrmann ‘s ‘whole encephalon ‘ theoretical account, a brochure of skin feature is designed to assist heightening their professional cognition in order to assisting them communicate with the client professionally. NACCCE ( 1999 p.13 ) described ‘people who can accommodate, see connexions, innovate, communicate and work with others. ‘ The content of the brochure shows the information in relevant to the parts of face individually ; associating the facial images where they can pull and place the jobs, so utili zing the extent to advance the add-on services and merchandises to the clients. It will assist the scholars ‘ believing loosely. Best and Thomas ( 2007 ) outlined ‘Alistair Smith ‘s Accelerated Learning Cycle ( 2004 ) ‘ , the cardinal facets of the rhythm shown is to construct up ‘the right larning clime and besides closely fit the worlds of classroom-based acquisition ( p.165 ) . ‘ The rhythm described ( 1. ) ‘Connect ‘ relates to linking to the scholars themselves as the information shown in the brochure is related non merely their clients but besides their tegument jobs every bit good. ( 2. ) ‘Activate ‘ involves scholars being exposed to new thoughts, thought-provoking with the stimulations such as images or some descriptions shown on the brochure. ( 3. ) ‘Demonstrate ‘ involves scholars holding an chance to demo what they have learned such as inquiring inquiries ; group discussing ; rehearsing with equals o r clients or having feedback from coach for betterment. ( 4. ) ‘Consolidate ‘ stage is supplying an chance for the scholars to utilizing the cognition for long-run, seeking the ways in which the acquisition can be extended in other country. Furthermore, the best manner to assist people to maximise their originative potency is to let them to make something they love ( Amabile 1996 ; Runco & A ; Chand 1995 ; Torrance 1995 ) . As we say beauty therapy class is a construct of art of beauty, a higher degree of beauty healer should be like an creative person to execute enthusiastically and professionally. A beauty healer may hold altered creativeness in beauty every bit good. Teachers may integrate the above statement and learning rhythm into schoolroom by utilizing a kind of resources to heighten their possible. Therefore the brochure will originate their apprehension in deepness. As Craft et Al ( 2001 ) stated the appropriate usage of temper is farther originative properties that should be encouraged and developed in larning taken topographic point. That is why the mentality of the brochure will be designed more merriment instead than a formal press release. It may besides plan a quiz indoors so that the scholars can utiliz e the extent to their clients. Craft ( 2005 ) stated a theoretical account ‘learning to growing ‘ , offering chances for scholars to research in their ain clip and infinite, avoiding models that could travel scholars into placing inquiries or replies before they may be ready. The brochure may make the manner how the scholars develop ‘learning to growing ‘ every bit good.DecisionCraft et Al ( 2001 ) described, ‘Roger claims that learning can merely be a meaningful and valuable activity in that it provides an environment in which acquisition can be taken topographic point ( p.106 ) . ‘ It is perfectly true as instructors provide an appropriate resource and stuff every bit good as incorporating the scholars ‘ originative thought. The originative attack of humanistic theoretical account ( Craft et al 2001 ) mentioned a student-centred acquisition which are placing the acquisition needs ; acknowledging the demands as incentives in acquisition ; u tilizing the demands as the footing for easing acquisition ; sharing feelings and ideas with the larning group. Harmonizing to the feedback from C & A ; G Beauty Therapy degree 2 scholars, the facial musculuss game cards, are easy to understanding and assist them to larn. That is why I think the resources in creativeness and invention undertaking are adaptable, gratifying and knowing, in add-on to the economic standards ; they can be massively produced at college ‘s printing room. Basically, they are supportive, prosecuting and synergistic in both scholars and coachs.Part 4Brooding DecisionBrooding Decision As Kolb ( 1984 ) suggested that without contemplation, people would go on to reiterate their error. Since the faculty started I struggled to the words ‘teaching creatively ‘ and ‘teaching for creativeness ‘ . I thought they seemed to transport the same significance but they were non. I was confused ab initio when I started my written work. I tried to understand the words and seek the mentions, there was a book called ‘Handbook of Creativity ‘ from Sternberg which stopped me to read. I found it could non turn my involvement because of the words used, they are little, large words and excessively academic. Meanwhile I thought if I created something like this, the consequence was the scholars would non be encouraged or non understand. That was why I refined my 4th resource. As Brookfield ( 2006 ) stated one of the grounds for learning creatively is ‘to encourage scholars ‘ involvement in a subject ( p.73 ) . ‘ In contrast, I found the faculty would be the most interesting one compared with other faculties as making some physical groundss ( resources ) , which would assist to heighten my learning files every bit good as being originative. Ogunleye ( 2002 ) stated betterment of accomplishment in grownup acquisition ; originative course of study, instruction and instructional instruction are of import facets for back uping accomplishment in grownup acquisition. I found that was truly true as I examined the feedback from one of the originative resources where the scholars commented the facial musculuss cards ‘ activity could assist to reenforce their professional cognition in add-on to incorporate their apprehension. However they suggested polishing the descriptions of the musculuss characteristics, they said there were a spot confounding in some descriptive characteristics. I thought I might come back to my perceptual experience that the scholars still stayed with their comfort zone, â €˜the low cognitive demand ( Junior-grade 2006 ) ‘ . I went back to look into all the descriptions and asked my wise man for remark. There was nil incorrect but they were non the same statements as their usual text book. I thought the scholars might simply be familiar with their text edition and would non travel further to research excess descriptions from other mention books. Sometimes I thought the cards could whether assist them to advance high cognitive demand ( Junior-grade 2006 ) or they would non desire to spread out their professional cognition. In malice of this, I was assured that the cards could make the inclusive and prosecuting larning. As I observed the lesson, I realized they enjoyed to play a portion of the activity and discussed with the others. With mention to the Kolb ‘s learning rhythm ( 1984 ) , brooding observation, I learnt from this was to happen the first individual to polish the job if there was something needed to modify. In another phase, abstract conceptualisation, I have to believe about how the cards be presented for the following clip. I have to utilize the prepared musculus names together so that the scholars would non be confused which is which. Apart from the scholars ‘ feedback, I found other utile feedback from the detecting coachs. They could assist me to travel frontward every bit good as pull offing the ulterior comer, how to cover with their unacceptable attitude, their assessment public presentations, etc. I realized I was more unfastened and positive to cover with the above aspects since one of the scholars who could non accomplish the demands during being assessed. I thought if I did non discourse with her public presentation in deepness, I could non assist her to go through the appraisal. Ecclestone ( 2005 p.15 ) explained that feedback can assist scholars to place their acquisition ‘s advancement and accomplishment relating to the summational standards for appraisal. I recognized that she gained a batch of betterment in her following appraisal after giving constructive feedback. As Ecclestone ( 2005 p.2-3 ) stated that the thought of appraisal is built-in to effectual acquisition and motive underpin e fforts to maximise the educational benefits of appraisal. She was non the lone individual I had to discourse with, there were besides two scholars I tried to discourse with their practical accomplishments. I found their active battle with feedback is all built-in to its effectivity ( Ecclestone 2005 ) . I obtained reasonably much benefit from detecting other instructors where I recognised their common instruction manner as they facilitated the lessons were prosecuting, inclusive, synergistic, utilizing appropriate instruction methods and resources. I found there was a batch of thing to larn. I have to utilize some extent to my future lesson such as a elephantine Domino game and a elephantine mike, particularly, one of coach demonstrated his empathy on the scholar.MentionAmabile, T. M. ( 1996 ) Creativity in Context: Update to the Social Psychology of Creativity. Boulder, CO: Westview in Sternberg, R J ( erectile dysfunction ) ( 1999 ) Handbook of Creativity. Cambridge: Cambridge University Press Beadle. R ( no day of the month ) The Creative Process [ online ] hypertext transfer protocol: //www.therapytoday.net/articla/show/1639/print/ assessed on 02/02/2010 Best, B, & A ; Thomas, W, ( 2007 ) The Creative Teaching and Learning Toolkit, London: Continuum, Brookfield, S ( 2006 ) The Adept Teacher: On Technique, Trust and Responsiveness in the Classroom. New York: Jossey Bass Wiley. Craft. A ( 2006 ) Fostering Creativity with Wisdom, Cambridge Journal of Education, Vol. 36, No. 3, pp. 337-350, Milton Keynes: The Open University Craft, A. ( 2005 ) Creativity in Schools, Tensions and Dilemmas London: Routledge Craft, A. Jeffrey, B. and Leibling, M. ( 2001 ) Creativity in Education London: Continuum Dr. Dew J. R. ( 1996 ) Are you a Right-Brain or Left-Brain Thinker? pp. 91-93, Quality Progress Magazine Druckenfield, M. ( 1999 ) The Performance of At-Risk Youths and Tutors ( National Dropout Prevention Centre, Clemson University, South Carolina, USA ) in Ogunleye. J ( 2002 ) Creative Approaches to Raising Achievement of Adult Learners in English Further Education, Journal of Further and Higher Education, Vol. 26, No. 2, Greenwich: University of Greenwich Fielding et Al ( 1998 ) The Consequences of Dropouts on the Cost-effectiveness of 16-19 colleges, Oxford Review of Education, 24 ( 4 ) , pp. 487-511 in Ogunleye. J ( 2002 ) Creative Approaches to Raising Achievement of Adult Learners in English Further Education, Journal of Further and Higher Education, Vol. 26, No. 2, Greenwich: University of Greenwich Ginnis, P ( 2002 ) The Teacher ‘s Toolkit: rise schoolroom accomplishment with schemes for every scholar. Carmarthen: Crown House Publishing. IPD Survey 2 ( 1998 ) Recruitment ( Institute of Personnel and Development, London ) . Jeffrey. B and Craft. A ( 2004 ) Teaching creativeness and instruction for creativeness: differentiations and relationships, Educational Studies, Vol. 30, No. 1, Milton Keynes: The Open University Longhurst, J.R. ( 1999 ) Why Are n't they here? Student absenteeism in a farther instruction college, Journal of Further and Higher Education, 23 ( 1 ) , pp. 61-80 in Ogunleye. J ( 2002 ) Creative Approaches to Raising Achievement of Adult Learners in English Further Education, Journal of Further and Higher Education, Vol. 26, No. 2, Greenwich: University of Greenwich Morris. W ( no day of the month ) Creativity-its topographic point in instruction [ online ] hypertext transfer protocol: //www.jpb.com/creative/Creativity_in_education.pdf. accessed on 21/02/2010 NACCCE ( 1999 ) All our hereafters: creativeness, civilization and instruction ( London DfEE ) Ogunleye. J ( 2002 ) Creative Approaches to Raising Achievement of Adult Learners in English Further Education, Journal of Further and Higher Education, Vol. 26, No. 2, Greenwich: University of Greenwich Petty. G ( 1996 ) The Creative Process, â€Å"How to be Better at Creativity† Kogan Page, press release from University of Huddersfield Petty, G ( 2009 ) Evidence Based Teaching: A Practical Approach 2nd erectile dysfunction. Cheltenham: Nelson Thornes. Reece, I. and Walker, S. ( 2007 ) Teaching, Training and Learning ; a practical usher. 6th ed rpm. Sunderland: Business Education Publishers. Runco, M.A. & A ; Chand, I. ( 1995 ) Cognition and Creativity. Educational Psychology Review, 7, 243-267 in Sternberg, R J ( erectile dysfunction ) ( 1999 ) Handbook of Creativity. Cambridge: Cambridge University Press Smith, A, Lovatt, M & A ; Wise, D ( 2004 ) Accelerated Learning: a user ‘s usher. London: Network Educational Press in Best, B, & A ; Thomas, W, ( 2007 ) The Creative Teaching and Learning Toolkit, London: Continuum, Sternberg, R J ( erectile dysfunction ) ( 1999 ) Handbook of Creativity. Cambridge: Cambridge University Press Theall. M ( 2007 ) Developing originative capacities ( composing, contriving, planing, executing in art, music, play, etc. ) [ on-line ] hypertext transfer protocol: //www.theideacenter.org/sites/default/files/objective6.pdf accessed on 22/02/2010 Torrance, E. P. ( 1995 ) Penetrations about creativeness: Questioned, rejected, ridiculed, ignored. Educational Psychology Review, 7, 313-322 in Sternberg, R J ( erectile dysfunction ) ( 1999 ) Handbook of Creativity. Cambridge: Cambridge University PressAppendix 1A facial massage modus operandi press releaseAppendix 2A2 size manual ‘smarter board ‘Appendix 3Facial musculuss game cardsAppendix 4A facial brochure