Various ways a student can pay for his education Essay Example for Free

Various ways a student can pay for his education Essay Pursuing education may be expensive, but the cost incurred during one’s education may be offset by the rewards resulting from education, which are usually long-term. Various factors determine the amount spent in education, especially college education. For instance, the level of education, type of college, and the total number of courses an individual is taking. Though there are various programs, which for education, timely saving for our education remain to be a very good start. There are several ways and payment options a students may use in order to cater for their education expenses as well as other expenses that may be incurred in the course of his or her education. For instance, through the award process of financial aid, universities and the federal government offer financial assistance to the needy. Several ways which one can use to finance for his higher level education include the following; The plan of monthly payment which is interest-free and can help one to manage his or her expenses of education by allowing one to pay tuition over several months course rather than paying lump sum amount at one time. This makes it easy for a person to pay for the education finance since it can reduce the amount one want to borrow and thus saving your money. The enrollment fee is low and there are no charges to this plan of monthly payment. This is also an effective way of paying education finances since it has different ways of payments which include: the credit card, money order, check or e-check. Other way students can pay for their education is through tuition assistance provided by the employer. Many organizations and companies offer programs of tuition assistance to their employees so as to retain them and also develop their skills and knowledge. For students who are employees of federal government or who are service member of active-duty have a chance of being eligible for assistance of tuition. A student may request his supervisor, representative of human resource or the personnel in education office as to whether benefits of tuition may be available to him or her. If the tuition benefit is available, then the student should register and pay his education bill using the tuition assistance by employer. A student may also be catered for his or her education bill by a scholarship. Scholarships are usually awarded to needy students who achieve high academic excellence, especially in high schools. Scholarships are prized highly since they represent financial aid form, which does not need to be repaid back. Both university and state, and federal scholarships are being awarded through process of financial aid. Scholarships are more often awarded on basis of financial need and academic performance. Students can also be considered if they apply for scholarship programs of such as coveted legislative scholarships. Scholarships awards by universities and colleges are based on several criteria which include financial need, academic achievement, and enrollment in a certain academic area or degree program. Furthermore, universities offer other several other programs of special scholarships for the college graduates and also for the military personnel, dependents and spouses. Student can pay for his education bill by the federal loans. As is in the case of several students, one may be in need of additional financing so as to supplement his or her savings, scholarships awards or grants. Many packages of financial aid usually offer aid in form of the federal loans. The federal loans have advantage since they offer interest rates which are low and repayment plans are flexible. Students may also be paid for their education finances by scholarships which may be awarded by organizations or companies. Several companies offer scholarships for artists, academic, athletic achievers among others. Interested students may apply for such scholarships and may be awarded. They may search those scholarships through the online search engines. Students may also choose to apply for private loans as a supplement to the federal loans so as to cater for their education bills. A student may find loan programs or lenders who offer repayment terms and interest rates which are reasonable. Grants are another means which a student may use to finance his or her higher education. Grants are financial awards which do not need to be paid back. Grants usually vary and depend on need level and enrollment status of the student. There are grants which are designated for students who are undergraduates only and they include the grants of federal pell, federal educational opportunity supplemental grants, and the part-time Maryland grants. Students can also pay their education bills through the earnings they get from the job opportunities provided the program of federal work-study. Amount awarded tend to vary according to the students need of finance and also fund availability. The work study is paid biweekly and students are paid according to number of worked hours. In conclusion, students have several means of paying their education bills and thus no student should stop learning due to lack of finance to cater for his or her education finances. References Oklahoma Higher Education. (2010). Financial Aid: Managing the cost of college. Retrieved July 24, 2010, from http://www. okhighered. org/student-center/financial-aid/

Influences of Organisational Culture on Social Care

Influences of Organisational Culture on Social Care Explain How Different Aspects of Organisational Culture, Including Communication and Leadership, Influence Service Provision in Social Care Organisational culture, a theoretical model of business practice, may also used to understand the systems and behaviour of other organisations, in particular the application of organisational culture theory to the understanding of social work practice. This model of business attempts to understand the positive and negative development of an organisation, through conscious and unconscious processes, and how these elements assist or limit the people within the organisation. Applying the principles of organisational culture theory to an environment which is essentially client-focussed is not straightforward, but provides social care theorists with both a way to understand barriers and limitations within the system, and the way that the principles of the organisation is applied to service provision; it may also offer a key to implementing practice reforms and changing the structure of social service organisation from within. By interpreting the social care system through this business mo del, it is possible to avoid the limitations which hinder better practice within social work. As this essay is based upon the terminology of Organisational Culture Theory, it is necessary to begin with a brief introduction to the theory, highlighting its concerns, and considering how this term relates to current understanding of organisational models. After this explanation, the essay will then consider each of the most important terms within organisational culture theory, including leadership, communication, and motivation. These terms will then be used to describe the aspects of organisational culture as they affect the provision of services within social care. A conclusion will discuss the relevance of organisational culture theory to social work, finishing with the consideration of how this business model is being used to alter the way in which social services are practiced, and the values which are utilised by social care. Organisational culture, the â€Å"set of beliefs, values and meanings that are shared by members of an organization† (Austin and Claassen, 2008, 349), is most often understood to refer to the practices and behaviours of a business organization. The term â€Å"Organisational culture† is not easily defined, despite its frequent usage, and theorists have therefore tended to outline the term according to their own interests. Attempts to clarify the meaning of ‘organisational culture† began in 1954: â€Å"The culture of industrial groupsfrom class origins, occupational and technical sources, the atmosphere of the factory which forms their background and finally from the specific experiences of the small informal group† (J. Brown, quoted in Anderson-Wallace and Blantern, page 3). This term highlights the importance of social bonding in creation of an organisational culture, which serves to unite a company around a common world view. Andrew Brown is one of m any authors who have noted that the same organisation can have different organisational cultures in different countries, reflecting a difference in the social cultures of those companies: â€Å"These differences are most striking when they were detected in the subsidiary companies of the same multinational organisation, because they seemed to suggest that national cultural differences may help shape organisational design and behaviour at a local level† (Brown, 1995, page 2). Later, organisational culture would be more extensively defined by both Brown and Edgar Schein: these two works will be the basis of the remainder of this essay. It is important to note the essential elements of organisational culture theory: that this culture consists of social and localised beliefs about the operation of the business; these beliefs, or mythology, may bind a company together to the extent that it becomes isolated from outside ‘reality’: Brown uses the example of Philips Elec tronics: â€Å"Philips’ cultural inclination to define truth and reality according to its technological bias has led critics to charge that it is complacent, lethargic, inward-looking and risk adverse† (Brown, page 29). He also notes that critics considered the internal culture a definite factor in the economic failure of the business. Brown’s work is a general guide to organisational culture, and offers three main sources of culture within a business: â€Å"The societal or national culture within which an organisation is physically situated† – which might be one reason why multinationals operating in many countries often have a number of organisational cultures; â€Å"The vision, management style and personality of an organisation’s founder or other dominant leader† – leadership and the mythology of prominent leaders being an important influence on the culture of a business; and â€Å"the type of business an organisation conducts and the nature of its business environment† – one would not expect social care to develop the same organisational culture as a company such as Shell or Cadburys (two businesses mentioned by Brown). Schein’s work describes similar factors in a rather more abstract manner. He uses the terms ‘artifacts’, ‘expressed values’, and ‘basic assumptions’ to describe organisational culture. Schein sees artifacts as including all the tangible aspects of a culture – language, surroundings, technology and â€Å"The visible behavior of the group and the organizational processes into which such behavior is made routine† (Schein, 1992, page 17). These are the aspects most observable to outside researcher, although Schein notes that â€Å"It is especially dangerous to try to infer the deeper assumptions from artifacts alone because one’s interpretations will inevitably be projections of one’s own feelings and reactions† (Schein, page 18). Espoused values may help the researcher to better understand the culture; some of these values later become assumptions: â€Å"Only values that are susceptible to physical or soci al validation and that continue to work reliablywill become transferred into assumptions† (Schein, page 20). Consciously espoused values may provide a clue to the basic assumptions of a group; alternatively, they may not: â€Å"One must discriminate carefully between those that are congruent with underlying assumptions and those that are, in effect, either rationalizations or only aspirations† (Schein, page 21). Basic Assumptions are, in essence, what lies beneath; these assumptions are those held subconsciously by an organisation: â€Å"If a basic assumption is strongly held in a group, members will find behavior based on any other premise inconceivable[they] actually guide behaviortell group members how to perceive, think about, and feel about things† (Schein, page 22). With this understanding of basic organisational culture theory, it is now possible to consider in greater detail a number of subjects which are influenced by this culture: motivation, leadership, and communication. Motivation: Business theory is greatly concerned with the motivation of employees, and a strong organisational culture is considered essential to this. â€Å"Most organisations make strenuous attempts to motivate their employeesan appropriate and cohesive culture can offer employees a focus of identification and loyalty† (Brown, page 90). A positive organisational culture has a beneficial effect upon the motivation of the workforce, encouraging staff retention, high performance, and the intake of recent graduates; employees may also experience a better quality of life, or at least working life, avoiding stress-related illness. By contrast, a negative culture may result in loss of motivation, high staff turnaround, workers entering employment with fewer skills or qualifications, and low performance. Leadership: Leadership, particularly charismatic leaders and company founders, have a profound impact upon the organisational culture of a business. Founders, of course, by creating the business, â€Å"usually have a major impact on how the group initially defines and solves its external adaptation and internal integration problemsFounderstypically have strong assumptions about the nature of the world, the role that organizations play in that world, the nature of human nature and relationships [and] how truth is arrived at† (Schein, page 213). The creation of the company is usually the beginning of its organisational culture and basic assumptions; and while the espoused values may change, the unconscious basic assumptions may extend back to the foundation of the business. Founders and later leaders are often charismatic, and their decisions may not be challenged directly: â€Å"The emerging culture will then reflect not only the leader’s assumptions but the complex int ernal accommodations created by subordinates† (Schein, 230). The charismatic leader’s personal style will also lead to the development of a mythology. These stories are vitally important in the maintenance of an organisational culture. Communication: The effective communication of ideas is essential in organisations, and often progress can be hampered through poor communication; Schein describes the development of production engineering: â€Å"Without it, engineering often designs things that cannot be built or are too expensiveEngineering is likely to perceive production as lazy and unimaginative, while production perceives engineering to be unrealistic† (Schein, 258). Organisational culture can affect communication, for example in hospitals, where â€Å"Most were discovered to suffer from a dearth of worthwhile formal communication channels† (Brown, 281). An organisational culture which avoids communicating new ideas will undoubtedly make profound mistakes and fail to co-operate. It is possible to see these aspects in the influence of organisational culture upon social care, and particularly how the provision of care is directly affected by leadership, communication, and motivational ideas. As Anderson-Wallace and Blantern explain, the perception of the recipient of care has a basic assumption (unchallenged), as its base: â€Å"One cultural artefact is an emphasis on an assessment of the individual client within their wider social environment. This is underpinned by the espoused value of the importance of a dialogue between practitioner and client. The underlying assumption is of the independent nature of the client in active negotiation with the practitioner.† (Anderson-Wallace and Blantern, page 8.) The basic assumption also reveals that the emphasis is upon the client, rather than upon the care worker. In such circumstances, it would not be surprising to see care workers being de-motivated; active participation is limited to the client, lessening th e need for effective communication, and also the possibility of blaming the client for errors; against this latter lays the practice of holding social services responsible for all errors in service provision. Motivation is a major problem in social service, revealed through high turnover, poor quality of working life, and work-related illnesses such as stress: â€Å"stress is more common amongst social workers than either the general population or health care workers, due to the sensitivity and responsiveness to the difficult problems presented by clients which their work requires† (Ramon and Morris, 2004, page 7). As noted above, lack of motivation provision within organisational culture not only results in all the complications described here, but is also connected to low job performance. Here, the organisational culture influences service provision in a negative manner, by creating a culture of de-motivation, where the care worker feels impotent: â€Å"The statements indicate the relationships between experiencing stress, level of control, autonomy and flexibility within their job or role† (Ramon and Morris, page 8). There are also conflicting social cultures within the w ider environment which contribute to this absence of motivation: the western world generally emphasises self-help and chastises those who are dependent upon government assistance: â€Å"A further layer was poor morale, associated with an inquiry on child protection (a feature shared with a number of similar departments), and the experience of a culture which tended to view stress as reflecting individual weakness† (Ramon and Morris, 7, but also visible in the wider media). There is in fact very little evidence for leadership as part of organisational culture within the social services, although some research has suggested that leadership culture within social care may be negative: â€Å"This vindication of the pessimistic view of the team leaders group highlights the defensiveness of some senior managers of social services departments who view constructive criticism as an affront† (Ramon and Morris, 19). The account of leadership culture within the social care department suggests an organisation that emphasises leadership above productivity and worker satisfaction – other parts of the essay note staff complaining about impolite and inconsiderate leadership styles. Despite an espoused value of worker importance, the basic assumption appears to be that leadership is most valued, and criticism by lower staff members is not acceptable. Poor communication culture lies at the heart of social care training. Ramon and Morris note â€Å"Improved communication between management and staff† as one of the goals of their research (Ramon and Morris, page 10), suggesting at the very least that the organisation culture of the social services is one of negligence towards communications, other sections of their essay suggest that communication is exceedingly poor â€Å"Poor communication and consultation within the organisational culture was identified as the major cause for stress,. As noted above, this can seriously affect performance, in this instance service provision† (Ramon and Morris, 19). In the following example, the necessary NVQ was preceded by a questionnaire upon the values of the workers involved; these reveal quite different values from those of the NVQ modules – an emphasis upon personal quality of life offered by the workers is altered to education on health care and understanding of residen t’s social issues. â€Å"Almost without exception, role development was identified as impor ­tant; most viewed this to be within the care sector at a higher grade or entering nurse training. Significantly, male staff perceived their role pro ­gression to be to that of care home manager or owner† (Winter and Meehan, 2004, page 6) While most of the workers described personal lives as more important or as important as work, and valued honesty and equal opportunities for staff, instead, emphasis was placed upon NVQs with modules such as â€Å"Fostering people’s equality, diversity and rights†, where the focus was upon the residents’ needs rather than staff equality. Training within the NVQ did not cater for male staff’s ambitions, or for personal quality of life. Here we can see Social Care with a series Espoused Values (care and motivation of staff; better staff retention; valuing employees) which contradict the actions of the area, with it s emphasis upon residential equality and the gaining of IT skills, suggesting that the Basic Assumptions do not match – the basic assumptions might be â€Å"care of the residents is more important than staff satisfaction† and â€Å"IT training will improve motivation and help retention†, or even â€Å"training will improve the care given†. It is worth noting that, while 92% of staff thought the NVQ training would improve motivation, only 50% thought it would improve staff retention – one of the stated aims of the training. Emphasis upon training therefore appears to bear little correlation to workers’ performance; it also does not appear to have improved the motivation or turnover of care staff. The purpose of this essay has been to consider how organisational culture influences the provision of services within social care. One thing that has become clear from this research is that the organisational culture of social services relies heavily upon charismatic leadership to develop the stated values of the department. However, the culture also places limitations upon staff criticisms of leaders, meaning that desirable change may be limited or even prevented: for instance, Michelle Johnson and Michael Austin have suggested that the organization culture of local social services contained barriers to the creation of evidence-based practice, including the fact that there was â€Å"Little history, culture or expectation that evidence is routinely and systematically used to underpin practice† (Austin and Johnson, 87). This problem is undoubtedly one of leadership culture preventing better evidence-based practice from being developed. A secondary problem is that of communicati ons – as Ramon and Morris noted, official communication was resented, being seen as an imposition from above (page 19), and there was limited value placed within the culture for cross-company consultation. These details may seem to relate only to staff members, but clearly they have a role in the outcome of service provision to clients or residents. The lack of motivation experienced by staff members, including stress and feelings of impotence, impact the service they offer to clients, particularly when the unconscious assumption is that these clients are both ‘independent’ of the care provider, and under the control of that same provider. Leadership issues prevent the adequate solving of problems – the basic assumptions of the group meaning that challenges to senior management are dismissed, or regarded as an affront to the leadership. This assumption has prevented the adoption of beneficial policies within the workplace, and has probably limited schemes which would also have aided service provision. Communication between departments within the social services has been justly criticised in the past, and it is clear that a problematic relationship with senior manage ment is also indicative of problems in communication, data being rejected by staff members if it appears to come from management. All of these actions reveal the unconscious assumptions of social workers, both towards colleagues and towards their clients. The application of organisational culture theory to social care offers an opportunity to better understand the role that basic assumptions and values take in the provision of services to clients. Attempts to create a more evidence-based practice have emphasised the importance of a corresponding change in the culture of social work, offering an alternative to the problematic assumptions which can be found in the current organisation’s culture and practice. Works Cited Anderson-Wallace, Murray, and Chris Blantern (2005) â€Å"Working with Culture† in Organisational Development in Healthcare Peck, Edward (ed) Radcliffe Publishing, 2005. Austin, Michael J, and Jennette Claassen (2008) â€Å"Impact of organizational culture: implications for introducing evidence-based practice† Journal of Evidence-Based Social Work Volume 5 no 1-2 (2008) pp. 321-359 Austin, Michael J, and Michelle Johnson (2006) â€Å"Evidence-based practice in the Social Services: Implications for Organizational Change† Administration in Social Work Volume 30, no 3 (2006) pp 75-104 Brown, Andrew (1998) Organisational Culture Essex, Pearson Education Ltd Schein, Edgar H (1992) Organisational Culture and Leadership San Francisco, Jossey-Bass Publishers. Ramon, Shulamit and Lana Morris (2004) â€Å"Responding to perceived stress in a social services department: applying a participative strategy† retrieved 13/09/2008 from http://www.britsoc.co.uk/user_doc/Morris.pdf Winter, Jane, and Lyn Meehan (2004) â€Å"The value of integrated workforce planning across the local health and social care economy: a case study† Clinical Governance Bulletin Volume 5, no. 2 Jul 2004 pp 6-8

The Defense of Henry Sweet :: Essays Papers

The Defense of Henry Sweet For this assignment, I found a speech that was given by a famous defense attorney named Clarence Darrow. This speech is his closing remarks to the all-white jury in defense of a black man named Henry Sweet. The trial took place in Detroit, Michigan in May of 1926. Henry Sweet was accused of first-degree murder. I chose this text for my paper because it had more persuasive techniques in it than anything else I came across. Which is to be expected, because after all, the whole purpose of the speech was to persuade the jury. One of the techniques that this speech has an abundance of is the use of purr words. Darrow referred to the jury numerous times as being the â€Å"kindly†, â€Å"decent†, and â€Å"most humane† people of the society. He referred to the jury selection process by saying, â€Å"it took us a week to find you, a week of culling out the prejudice and hatred. Probably we did not cull it all out at that, but we took the best and the fairest that we could find.† The question that immediately came to my mind when I read that was, â€Å"best† and â€Å"fairest† of what/who? There were many instances like these throughout the speech. Darrow also made use of labels in the same way. By saying to the jury that he believed they were fair, just, and unprejudiced, he was trying to program them to overlook the fact that the defendant was black, (which, of course, was a very big deal back then†¦especially to the all-white jury). Darrow said at one point, â€Å"†¦ you know that if white men had been fighting their way against colored men, nobody would have dreamed of prosecution. And that from the beginning of this case to the end†¦ the prosecution is based on race prejudice and nothing else.† He based his whole speech on prejudice (and an argument against it) and the labels that he gave the jury were just one of many ways he did this. Darrow also referred to Henry Sweet as a â€Å"boy† on numerous occasions. Sweet was a grown man, but by labeling him as a boy, it made him seem more innocent and faultless to his audience.

Politics and Power in Today’s Corporate World Essay -- Corporations Po

Politics and Power in Today’s Corporate World An effective organization focuses on strong leadership, power and political issues. These components are critical to creating an organization mindful of values, ethics, culture and innovation. Analyzing the use of power and politics are essential to understanding the behavior of individuals within organizations. There are two sides to power and politics. In one respect power and politics imply the shady side of leadership. However, power and politics can be positive tools that managers use to accomplish tasks. This paper defines power and politics and examines how one can be used to influence the other in a positive way, thus resulting in gain, and in a negative, corruptive way, which ultimately leads to destruction of an organization. POWER Power has been described as the last dirty word. Money is easier than power for most people to talk about. People who have power deny it; people who want power try not to appear to be seeking it, and those who are good at getting power are secretive about how they got it (Kanter, 1979). The essence of power is control. In organizational behavior power is defined as the ability of controlling the behavior of others. Power is the force one uses to get things done. Power and leadership should not be confused. Leadership achieves goals and power is the means to facilitate their achievement. Power focuses on the tactics for gaining compliance while leadership focuses on style. Power is not without influence. One has influence when one has power. Power and influence are key components when a person is trying to achieve organizational goals. Power is divided into two categories; position and personal (Schermerhorn, Hunt, and Osborn, 2003). Power-based on a person’s position has six bases: coercive, reward, legitimate, process, information and representative (Schermerhorn, et al., 2003). The coercive power base is defined as being dependent on fear. A person will react to this power out of fear of the negative results that might occur. A manager has the power to suspend or terminate an employee this gives the manager coercive power over the employee. The opposite of coercive power is reward power. People comply with the wishes or directives of another because doing so produces positive benefits. In the organization context it can apply to promotions or favorable performanc... ...ely leads to destruction of an organization. Power and politics can be used to influence the success or failure of an organization. An effective organization selects strong leadership and takes precautious steps to control power and political issues. An organization that fully understands these issues creates a culture centered on values, ethics and innovation. By analyzing power and politics we are able to understand how they influence individual behavior in organizations. We can also better understand how they are used with good intentions and how to avoid them in destructive situations. References Kantar, R. (1979). Power failure in management circuits. Harvard Business Review, July-August, p.65. Iwata, E. (2004, July 9). Enron’s Ken Lay: cuffed but confident. USA Today. University of Phoenix. (Ed). (2003). Organizational Behavior, [University of Phoenix Custom Edition e-text]. John Wiley Publisher. Retrieved April 9, 2005 from University of Phoenix, Resource, MGT/331-Organizational Behavior Website: https://ecampus.phoenix.edu/secure/resource/resource.asp http://money.cnn.com/2002/05/07/news/companies/enron_board/index.htm http://www.gatesfoundation.org Politics and Power in Today’s Corporate World Essay -- Corporations Po Politics and Power in Today’s Corporate World An effective organization focuses on strong leadership, power and political issues. These components are critical to creating an organization mindful of values, ethics, culture and innovation. Analyzing the use of power and politics are essential to understanding the behavior of individuals within organizations. There are two sides to power and politics. In one respect power and politics imply the shady side of leadership. However, power and politics can be positive tools that managers use to accomplish tasks. This paper defines power and politics and examines how one can be used to influence the other in a positive way, thus resulting in gain, and in a negative, corruptive way, which ultimately leads to destruction of an organization. POWER Power has been described as the last dirty word. Money is easier than power for most people to talk about. People who have power deny it; people who want power try not to appear to be seeking it, and those who are good at getting power are secretive about how they got it (Kanter, 1979). The essence of power is control. In organizational behavior power is defined as the ability of controlling the behavior of others. Power is the force one uses to get things done. Power and leadership should not be confused. Leadership achieves goals and power is the means to facilitate their achievement. Power focuses on the tactics for gaining compliance while leadership focuses on style. Power is not without influence. One has influence when one has power. Power and influence are key components when a person is trying to achieve organizational goals. Power is divided into two categories; position and personal (Schermerhorn, Hunt, and Osborn, 2003). Power-based on a person’s position has six bases: coercive, reward, legitimate, process, information and representative (Schermerhorn, et al., 2003). The coercive power base is defined as being dependent on fear. A person will react to this power out of fear of the negative results that might occur. A manager has the power to suspend or terminate an employee this gives the manager coercive power over the employee. The opposite of coercive power is reward power. People comply with the wishes or directives of another because doing so produces positive benefits. In the organization context it can apply to promotions or favorable performanc... ...ely leads to destruction of an organization. Power and politics can be used to influence the success or failure of an organization. An effective organization selects strong leadership and takes precautious steps to control power and political issues. An organization that fully understands these issues creates a culture centered on values, ethics and innovation. By analyzing power and politics we are able to understand how they influence individual behavior in organizations. We can also better understand how they are used with good intentions and how to avoid them in destructive situations. References Kantar, R. (1979). Power failure in management circuits. Harvard Business Review, July-August, p.65. Iwata, E. (2004, July 9). Enron’s Ken Lay: cuffed but confident. USA Today. University of Phoenix. (Ed). (2003). Organizational Behavior, [University of Phoenix Custom Edition e-text]. John Wiley Publisher. Retrieved April 9, 2005 from University of Phoenix, Resource, MGT/331-Organizational Behavior Website: https://ecampus.phoenix.edu/secure/resource/resource.asp http://money.cnn.com/2002/05/07/news/companies/enron_board/index.htm http://www.gatesfoundation.org

Building Foundations for The Future Essay -- Education Teaching Teache

Building Foundations for The Future When I think of how my teaching style will be one day, a particular parable comes to mind that I have known since my childhood days. In the Bible, in the book of Matthew, Peter and several other fishermen were fishing out on the ocean one night when from far out in the distance, they could see a man walking on the water toward them. The man was Jesus. Peter was afraid that the figure wasn’t Jesus, but instead a spirit, so Jesus told Peter to get out of the boat and walk over to him. So Peter got out, and walked on the water over to Jesus. But then, the wind began to blow furiously, causing Peter to become afraid. He looked down, began to sink, and then screamed out to Jesus to help him. Immediately Jesus stretched forth his hand and caught Peter, and said â€Å"O thou of little faith, wherefore didst thou doubt?† (Matt. 14:31). Most children today are wanting to learn, but from time to time there is an obstacle on their path toward knowledge that they cannot overcome on their own. When faced with such obstacles, whether it is the divorce of their parents, or continually failing in one certain subject, they usually become scared and just need someone to cry â€Å"Help!† to. Just as Jesus immediately helped Peter, I want to immediately help those students that are doubting that they can overcome something. I do not want my students to ever doubt that they can do something, and eventually become too reluctant to even try anymore just because they failed a time or two. I want to be there to assure my students that they can do anything they put their minds to, and I’ll be there to help them along the way. I believe that children are one of God’s gifts on thi... ...le the latter may not be as important as Math, English, Science, and Social Studies, they do still deserve a great deal of attention, because they work to the students’ benefit as well by making them a more well-rounded individual. My professional developmental plans consist of getting my K-6 Elementary Education Degree, and even possibly specializing in one subject area. I am still debating at the present time over whether or not to go for the specialization or not, but if I do I might specialize in Math. Also in my plans for after I graduate is the possibility of going for my Master’s Degree, so that I can become a Principal one day if I decide that I want to do that or not. But overall, I am still very undecided about my after-graduation plans. I am just really excited at the moment to be nearing the date of receiving my Teaching Degree!

Senior Paper

Women in Islam have little access to education. In many areas girls are often taken out of school when they hit puberty. (â€Å"listserv†). When boys and girls are in third grade they are able to go to the same school but after that, they are unable to do so. (â€Å"listserv†) In some parts if Islam the girls can't be taught by a man after a certain age because it has a negative impact on girls' education. (â€Å"listserv†) While some progress has been made, women are still struggling to be successful. Literacy rates among young Islam women are extreme low. Only 18 percent of women between 15 and 24 can read.The total number of children enrolled in primary schools is increasing rapidly, but the percentage of female students is not Women can do some of the same jobs that men can do. Sometimes women can actually do jobs better than men in particular jobs. In Islam men believe that they should have more right to jobs than women. (â€Å"The True Clash of Civiliansâ € ). Men and women should share equal responsibility. They might not be identical duties, but the totality of rights and responsibilities are balanced. The Quern says, â€Å"Women have the same rights as are expected in all decency from them, while men stand a step above them. Sure 2:228) In Islam, the alee and importance of women in society and the true measure of their success as human beings, is measured with completely different criteria. And their obedience to Him, and fulfillment of the duties He has entrusted them with. In Islam Women have strong beliefs in being leaders. That being said, Islam is a practical religion, and responds to human needs and life situations. Many women need or wish to work for various reasons. For example, some women may want to be mayor in their country or district. Some men in Islam believe that men make better political leaders than women. (â€Å"listserv†).When Prophet Mohammad was alive he allowed his women to take on powerful leaders hip positions. But, after his death, the role of women in society became very hard to maintain. The role of women in Islam is difficult to maintain. There are many different areas of Islam and different interpretations of the Curran verses, which place the role in Islamic societies in different ways. Like I said before women can do a good of a job as men especially when they have a leadership job. Knowing that women have little access to education, there are some solutions and steps we can take to slowly change the outcome of women.Many societies including some Muslim societies continue to exercise this manner in different forms such as the denial to education. Education is also highly competitive and in our country with culture so important, all children are encouraged to study hard in school and do well at a university level in order to be successful. Muslim girls are encouraged to work towards college education as much as Muslim boys. Some Muslims don't believe in allowing their daughters to go to school. But if Muslim girls just worked hard or even harder then maybe their parents can see that they are trying to better homeless.They don't allow them to learn to read, to participate in debates, to pursue their Master degrees, to succeed in their respective careers, and to make something of their lives. Not being able to do something makes someone want to do it more, so the girls must work extra hard to prove that they can too succeed. Three-quarters of the 1 00 million people are unable to read or write in the Arab countries, which are aged between 15 and 45 years old. But for some women of Islam, that doesn't stop them. Many Muslim women have to cope with the challenges of working in a non-Muslim environment.All women have been exposed to the workplace at some point in their lives can fully grasp the reasons why working outside the home is an enormous problem, particularly for Muslim women.

Conscription During World War One Essay

There were more deaths than there were volunteers and the soldiers should not have to die in vain; therefore, conscription was the right course of action for Canada during World War 1. In the beginning of World War 1, people were excited and more than willing to volunteer to fight as soldiers in the war but as the war progressed, people realized that the war was really extremely antagonizing and muderous. Once people stopped voluteering to be in the war, there were not enough people to replace the dead on the battlefield. In law of conscription had to be enforced. Without the introduction of conscription, Canada would have run out of men much quicker. With the lack of men on the battlefield, Canadian soldiers would not have been able to hold off the German attacks so they would have lost the war. Canada owes it’s victory to conscription. Some people say that conscription was taking away people’s free will, and for that reason, it was a mistake for Canada. If conscription was not introduced, than all the hard work, effort and money that the soldiers put into the war would have gone to waste. Canada sent over 500 000 soldiers to fight in the war and spent approximately $1 665 576 000 in food, supplies, weapons and equipment. It would be dishonourable toward the soldiers if they had died for nothing. Concription was the right course of action for Canada due to the fact that there were more deaths than there were volunteers and the soldiers should not have to die in vain during World War 1.