Ethics And Social Responsibility In Strategic Planning

Ethics And Social Responsibility In Strategic Planning Ethics and social responsibility occupy an important place in our personal value system. Customer confidence in how business operates has been severely shaken by recent corporate scandals and collapses, such as Enron and bank failures. Hence it is important for companies to consider incorporating ethics and social responsibility into their strategic planning. This applies whether a company is involved with customers one-on-one, such as a Taco Bell or Dell, Inc., or their involvement is indirect, through their relationship with their clients, such as newspaper distributor Pogo Distribution Company, or wholesale food seller, Del Monte. This paper analyzes what are ethics and social responsibility, how each applies to a companys strategic planning, and the overall impact on stakeholders when ethics and social responsibility is considered in strategic planning. The paper will conclude with how my ethical perspective has evolved throughout the program. The Role of Ethics and Social Responsibility in Strategic Planning To be their most successful, companies must consider ethics and social responsibility as critical parts, inherent components of strategic plan. Ethical and social responsibility criteria must be included as part of the strategic process in before-profit decisions rather than after-profit decisions in order to receive the maximum benefit, i.e. corporate profits. The Role of Ethics in Strategic Planning Reflecting critically and actively on ethical issues is an obligation of every professional. Reflecting such ethical content or implications in ones decisions and actions must be salient in every aspect of how companies operate. Ethics ensure that a company achieves its mission, vision, goals, and objectives in such a manner that they give a company a sense of direction and framework. Ethics ensure guidelines are created that bind the entire organization into one common thread, govern the action of the organizational employees, and avoid deviation from the desired strategic path. Ethics ensure that strategic plan is prepared as per the best interest of all a companys stakeholders, whether employees, vendors, customers or even the society in which the organization operates. What is ethics? According to authors Andre and Velasquez, ethics has two parts. First, it refers to well based standards of right and wrong behavior. What individuals ought to do, usually in terms of rights, obligations, and benefits to society, fairness, or specific virtues. Second, it refers to continually examining our moral beliefs and moral conduct, and striving to live up to these well based standards (Andre, C, Velesquez, M., 1987). Recent corporate scandals such as Enron (Business Wire, 2002), and the collapse of a major Wall Street banking house, Lehman Bros. (Jaffe, 2009), have scarred the business industry. Everyday poor customer service, such as from Dell, Inc. has brought high levels of frustration to customers (Gizmodo, 2010). All have left customers with levels of distrust in our businesses, resulting in more scrutiny from regulatory authorities, government and the public. Adhering to the highest possible ethical standards, and integrating these ethics into their strategic planning, can build a good corporate image in front of all the stakeholders of the organization. Integrating and planning must go beyond compliance issues and reactive disciplinary policies to actually manage integrity. Five ways a company can ensure ethics is included in their strategic planning are: Establish explicit ethical goals and criteria, Demonstrate commitment to ethical goals and criteria, Communicate ethical expectations and train workforce to enact ethical goals and criteria, Assess and monitor employee behavior and decisions, and Maintain on-going proactive integrity continuity management (Valentino, 2007) Such a strong focus on ethics will ensure that each set of stakeholders will be happy and assured that strategic plan will address their needs and wants and the organization will act in the best interest of each stakeholder. The Role of Social Responsibility in Strategic Planning Another major element of todays strategic planning is corporate social responsibility (CSR) where managers face a varied and increasing demand from stakeholders (McWilliams and Siegel, 2001). This demand has been marked by numerous claims linking corporate social responsibility to a firms profits, particularly in professional publications (Kanter, 1999), in the media, and by emerging international CSR organizations such as the United Nations Global Compact. The motivation is laudable: if a positive CSR financial performance relationship can be demonstrated, and then firms will be motivated to increase spending on CSR activities. However, academic research to date has been inconclusive, finding positive, negative and curvilinear relationships between CSR and financial performance (McWilliam and Siegel; Margolis and Walsh, 2001). Nevertheless, for those companies who include social responsibility as one of their criteria, companies are leaving no stone unturned to ensure that they co ntribute to the improvement and well being of the society, while minimizing any negative impact of their operations on the society. Thus CSR focuses on two areas: Internal behaviors, which refers to the way a corporation conducts the day-to-day operations of its core business functions, and External behaviors, which refers to a corporations engagement outside of its direct business interest (Jones, 2004). It goes beyond good public relations tactics or being nice to have. (Valentino, 2007). Internal behavior planning generally starts in the Human Resource Department. It can be an aid to recruitment and retention. (Lingham, 2009). Examples are going green, matching employee charitable contributions; creating help the community programs, and sponsoring community events. While external behaviors can include the latter three internal behaviors, they differ from internal CSR because management and public relations will consider the financial impact of their decisions because of their stakeholders, such as owners and shareholders. Business exists for many reasons but survival ultimately depends on profits. My Ethical Perspective My ethical perspective has broadened via this program as I have understood the linkage between ethics and its implications on the organization from strategic perspective. I have understood the strategic importance of ethics in terms of benefiting all the stakeholders of an organization and its importance in the organizations day to day operations. The program has taught me the relationship between ethics and the different components of the strategic plan of the organization. The future of our organizations, the people they represent, and the wider community can only be strengthened by embedding ethics into the strategic planning process. Ethics should be central, not peripheral, to the overall management of the firm.

Leadership Theories

Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf Leadership Theories Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf Leadership Theories Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf

Health Essay

I do agree with this week’s speaker Sarah Lightheart one-hundred percent; I think that health is so hard to define because of the fact, there are so many different aspects of health. Health is not just eating right, exercising, and being social every now and again. There are six different dimensions of health that need to have some sort of balance in order to achieve the optimal level of health in oneself to in turn be healthy. To me, health does not mean that it you are lacking a little in one area of the six aspects of health that you are an unhealthy person, I feel that there needs to be more of a balance within all six dimensions. In addition, every aspect does not need to be at a maximum level for a person to be healthy; I personally focus more on the emotional, physical, spiritual, and social aspects of health and the rest just fall into place for me. With the exception of environmental health aspect, I do want I can but, I do not go out of my way to be more healthy in the environmental dimension, in which I do need to find more of a balance. In conclusion, the definition of health to me is a balance of all six dimensions of health I believe that each person has their own personal levels they need to maintain to be healthy, Every human has their own individual traits to be healthy, and what makes one person healthy may not do the same for another.

Transforming Life Stages and Special Needs Students

Special education students have a more difficult time transforming through the stages of the Life Span and Life Course Theories produced by Erik Erikson and Kohlberg, requiring extra help from teachers, parents, and volunteers who can provide the essential knowledge and positive examples. After knowing and understanding the theories produced by Kohlberg and Erikson researchers will have a better understanding of how humans develop and transform into new stages and what it takes for a person to move through stages in life. Through volunteering a researcher can learn first-hand how these theories apply in real life by spending time with special education students. Special needs students require help from teachers and guardians to aid in†¦show more content†¦Kohlberg stayed focused on moral development and followed his three stage categories: Pre-Conventional, Conventional, and Post-Conventional. According to McDevitt and Ormrod (2007), the Preconvention stage consists of anyon e before the age nine or seen in preschool children, most elementary school students, some junior high school students, and a few high school students. During the Preconventional stage, children focus on only self-interest and obey rules to avoid punishment or gain a reward. In the Conventional stage it contains the adolescence age and morality begins to kick in. They care for others and realize the concept of rules and laws. The last stage in Kohlberg’s’ theory, Post conventional which means the child begins to understand the effects of their actions from ethical principles. Kohlberg believed that people progress in their moral reasoning through the series of stages and that a person could not skip stages or move back and forth between stages. Kohlberg believed a person must complete one stage completely before moving onto the next and all lessons and morals learned previously would help the person in each future stage. Erik Erikson came up with a different approach. Erikson published a chart called â€Å"Erikson’s Stages of Psychosocial Development,† which gave an approximate age the person should be when going through specific stages. There are eight stages to this theory which consistShow MoreRelated How a Bill Becomes Law Essay1153 Words   |  5 Pagessignificant time to complete. The course materials of week three offer more than enough information on how the procedure works. This essay will, mainly, use the course materials to describe the process of how a bill becomes a law. The process of transforming a bill into a law requires the participation of both the Legislative branch and Executive branch of government. 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Merrifield) â€Å"The ability to deliver new value to a customer† (Jose Campos) â€Å"Innovation is the way of transforming the resources of an enterprise through the creativity of people into new resources and wealth† (Paul Schumann) â€Å"Innovation does not relate just toRead MoreCrime and Violence2453 Words   |  10 PagesIn Trinidad and Tobago we are presently faced with an alarming number of acts of violence and crime. Whatever the precise cause of the problem, the harsh consequences are that as a nation we are losing our young people, particularly to a life of crime and violence because most of our crime are being carried out by young peoples particularly males. In the fight against the increase in acts of crime and violence in Trinidad and Tobago we as a nation must take the initiative to address the issues ofRead MoreEssay on Saudi Arabia: A Brief History1797 Words   |  8 Pagesdrastic changes in the society, especially during the past 30 years. 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The structure of our family, formative time with teachers, and friendships early in our life begin to mold how we think of the world. â€Å"This formative learning occurs in childhood both through socialization (informal or tacit learning of norms from parents, friends, and mentors that allows us to fit into society) and through our schooling† (MezirowRead MoreIncorporating Education Theories in the Classroom2285 Words   |  9 Pagesï » ¿Incorporating Education Theories In The Classroom Introduction Education is an essential aspect to the lives of students and teachers. As stated by Smith, Dockrell, Tomlinson (1997) in their valuation of the connection between pedagogical approaches and cultural diversity, the interpretation of the conceptual framework of the curriculum requires the understanding of cultural backgrounds. The concept of development and learning requires the involvement of individuals, their self-regulatory abilitiesRead MoreEarly Writing Intervention : School Curriculum3058 Words   |  13 Pages Early Writing Intervention Mohammad Binmanee Ferris State University ESPN 505 Assessing Students with Special Needs April 22, 2014 â€Æ' Early writing intervention Introduction: School curriculum has always stressed the importance of writing (U.S. Department of Education, Institute of Education Sciences, National Center for Education Statistics, 2003), though it has less focus in research than reading. The work paid to improve the written instructions for the schools is accompanied by severalRead MoreEducational Experience For Learners Of All Ages2041 Words   |  9 Pagessubjects, they provide vital tools for communication, engagement and successful instruction. It makes sense to incorporate the arts across the curriculum – not only will schools improve, but students will develop important social and emotional skills, we will save money in the long run by keeping our students learning and engaged in work, and we will make the world a more beautiful place. To quote Charles Fowler (1994), The arts are not pretty bulletin boards. They are not turkeys and bunny rabbits