Thtr 100 Free Essays

1. __________ argued for light as the guiding principle of all design and defined the role of the modern lighting designer. Adolphe Appia 2. We will write a custom essay sample on Thtr 100 or any similar topic only for you Order Now A member of the audience may see a play from five different critical and dramaturgical perspectives. What are five perspectives? social, personal, artistic, theatrical, and entertainment value 3. All plays and play productions can be usefully analyzed and evaluated on the way they use the theatrical format to the best advantage and make us rethink the nature of theatrical production. true 4. Avant-garde means, literally, â€Å"the major assault† or â€Å"shock troops. † true 5. Dramatic criticism usually appears in all the following forms EXCEPT annotated versions of a playscript used in production. 6. Dramaturgy is essentially a subset of directorial responsibilities false 7. Eschewing realism, romanticism, and rationality to create relentlessly unenlightening plays, which playwright said, â€Å"Art has nothing to do with clarity, does not dabble in the clear, and does not make clear? Samuel Beckett 8. Flashbacks that are not clearly framed as such, shuttling instead between time zones without narrative warning, are examples of nonlinear theater 9. Founded by Luis Valdez in 1965, which contemporary Chicano theatre was created to dramatize the farm workers’ situation in California through didactic actos? Teatro Campesino 10. Generally the playwright is more intelligent and better informed than the members of the audience. false 11. How did Stanislavsky contribute to realist theatre? He brought realist acting to realist plots 12. If you were to join a discussion about macaronic drama, you would be chatting about plays that include speeches in different languages. 13. In describing dramatic space as â€Å"psycho-plastic,† which â€Å"scenographer† (Europe’s most celebrated in the 20thcentury) said â€Å"The goal of a designer can no longer be a description of a copy of actuality, but the creation of its multidimensional model? Joseph Svoboda 14. Opera bouffe is a type of lightweight, sentimental musical. false 15. Plays that deal with theatrical matter not simply as a vehicle but as a theme are called metadrama or metatheatre. 16. Postmodern playwrights and directors are mainly concerned with the discontinuity meaning 17. Postmodernism relates to previous artistic movements in all the following ways EXCEPT postmodern theatre attempts to illuminate the received truths of How to cite Thtr 100, Papers

Recruiting Case application free essay sample

The opening vignette for Chapter 6 is about the Container Store’s recruiting approach. The company combines an employee referral and customer contact strategy with a focus on retention. Turnover is low and the company does not need to use traditional recruiting often, such as advertisements. This vignette complements the chapter’s overview of recruitment methods used for internal, external and international recruitment. This includes some non-traditional sources of workers, such as temporary employees and employee leasing. Finally, students are given guidance on how to apply for a job. Additional Features of This Chapter â€Å"Did You Know: Something for Everyone† discusses what members of different generations look for in the job search. â€Å"Diversity and HRM† discusses the importance of assuring that job ads are not discriminatory. Exhibit 6-1 is a general job advertisement for an HR Generalist-Recruiter. Exhibit 6-2 is a more specific advertisement. A â€Å"Workplace Issues† segment provides a listing of EEOC recognized best practices in recruitment and hiring. The â€Å"Technology Corner† provides information on sources of software to help prepare a resume. Exhibit 6-4 is a sample resume. ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS Recruitment/Selection examples: Have students share their own experiences with recruitment and selection. Try to place their experiences along a continuum of HR sophistication; e. g. , some employers put out a sign, while others may have an elaborate process to attract and screen employees. Discuss the costs, benefits and effectiveness of the different approaches. Discuss student examples of bad hiring decisions and why they may have occurred. Assign students to research jobs they are interested in on the Internet. They should bring copies of postings that interest them to class where they can share what they’ve found in small groups. Encourage them to compare what they found to the text’s coverage of recruitment marketing, job advertisements, etc. You can adapt this activity by focusing the search on open HR jobs. Invite a representative from the campus career center to provide an overview of the resources and lead a â€Å"mini-workshop† on resumes. CHAPTER OUTLINE AND LECTURE SUGGESTIONS 1. Introduction A. Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies. B. Recruiting brings together those with jobs to fill and those seeking jobs. 2. Recruiting Goals A. Goals: To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying. B. Factors that affect recruiting efforts 1. Organizational size 2. Employment conditions in the area 3. Working conditions, salary and benefits offered 4. Organizational growth or decline C. Constraints on recruiting efforts are factors that limit managers’ freedom to recruit and select candidates of their choice. These include: 1. Organization image 2. Job attractiveness 3. Internal organizational policies, such as those encouraging promotion from within 4. Government influence, such as discrimination laws 5. Recruiting costs 6. â€Å"Did You Know: Something for Everyone† discusses how generational differences affect recruiting. 3. Recruiting: A Global Perspective A. For some positions, the whole world is a relevant labor market. B. Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before. C. Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity. In some countries, laws control how many expatriates a corporation can send. HCNs minimize potential problems with language, family adjustment and hostile political environments. D. Expatriates live and work in a country of which he/she is not a citizen. E. International recruiting for executives, regardless of nationality, may develop an executive cadre with a truly global perspective. 4. Recruiting Sources A. Sources should match the position to be filled. B. Additionally, the Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. C. Internal searches 1. Organizations that promote from within identify current employees for job openings by having individuals bid for jobs, by using their HR management system or by utilizing employee referrals. 2. Advantages of promoting from within include good public relations, morale building, encouragement of ambitious employees and members of protected groups, availability of information on existing employee performance, cost-savings, internal candidates’ knowledge of the organization, and the opportunity to develop mid- and top-level managers. 3. Disadvantages include possible inferiority of internal candidates, infighting and morale problems, and potential inbreeding. D. Employee referrals/recommendations: Current employees can be asked to recommend recruits. 1. Advantages include the employee’s motivation to make a good recommendation and the availability of accurate job information for the recruit. Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate. 2. Disadvantages include the possibility of friendship being confused with job performance, the potential for nepotism, and the potential for adverse impact. 3. Refer to opening vignette – the Container Store. E. External searches 1. Advertisements: a. Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). b. Three factors influence the response rate: identification of the organization, labor market conditions, and the degree to which specific requirements are listed. c. The job analysis is the basic source of information for the ad. d. Blind box ads don’t identify the organization. e. See Exhibits 6-1 and 6-2. 2. Employment agencies a. Public or state employment services traditionally have focused on helping unemployed individuals with lower skill levels to find jobs. b. Private employment agencies may provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. Fees may be paid by employer, employee or both. c. Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions. They charge employers up to 35% of the first year salary, have nationwide contacts, and do thorough investigations of candidates. 3. Schools, colleges, and universities may provide entry-level or experienced workers through their placement services. May also help companies establish cooperative education assignments and internships. 4. Professional organizations: Publish rosters of vacancies, placement services at meetings, and may control the supply of prospective applicants. Professional organizations also include labor unions. 5. Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings. 6. Cyberspace Recruiting: Most companies use the Internet to recruit employees. Commercial job-posting services continue to grow. An estimated 80% of resumes submitted electronically are inappropriate for the position, but employers can use technology to sort through the submissions. 7. Recruitment alternatives: More and more companies today are looking at hiring temporary help. a. Temporary help services. Temporary employees help organizations meet short-term fluctuations in HRM needs. Older workers can also provide high quality temporary help. b. Employee leasing. Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee. They typically remain with an organization for longer periods of time. c. Independent contractors do specific work either on or off the company’s premises. Costs of regular employees (i. e. taxes and benefits costs) are not incurred. 5. Meeting the Organization: View getting a job as your job at the moment. A. Preparing Your Resume 1. Use quality paper and easy to read type. 2. Proofread carefully. 3. Include volunteer experience. 4. Use typical job description phraseology. 5. Use a cover letter to highlight your greatest strengths. 6. Don’t forget about networking as an excellent way of gaining access to an organization. 7. Exhibit 6-4 is a sample resume. DEMONSTRATING COMPREHENSION: Questions for Review 1. What is the dual objective of recruitment? The two goals of recruiting are to generate a large pool of applicants from which to choose while simultaneously providing enough information for individuals to self-select out of the process. 2. Identify and describe what factors influence the degree to which an organization will engage in recruiting. Influences that constrain Human Resources Management in determining recruiting sources include image of the organization, attractiveness and nature of the job, internal policies, government requirements, and the re ­cruiting budget. 3. What specific constraints might prevent an HR manager from hiring the best candidate? As discussed in the previous question, the best candidate might not be attracted to the organization. Company policies that prohibit hiring from the outside and promote from within might exclude the best candidate. The recruiting budget might limit the size of the applicant pool and omit the best candidate. The organization’s pay scale may not be sufficient enough to be acceptable to the best candidate. 4. Present the advantages and disadvantages of recruiting through an internal search. Advantages of an internal search are that the person already knows the culture and the organization. If the candidate is selected, he or she probably will accept the job. Background investigations and other external hurdles have already been cleared by internal applicants, so the recruiting process is a simpler one. Costs are less than recruiting on the outside. Disadvantages of an internal search are that the pool will be restricted to attitudes, skills and abilities already in the organization. 5. What are the pros and cons of using employee referrals for recruiting workers? Pros. Employee referrals have several advantages. The candidate probably already has a realistic sense of the organization from the employee and he or she probably will accept the job. The employee can serve as a reference, thus somewhat potentially simplifying security and background investigation measures. Cons. Disadvantages are tied to the nature of the employee who recommended the applicant. If that employee is not a good employee, chances are that he or she has not recruited a good employee. The applicant pool is restricted to acquaintances of current workers thus potentially limiting diversity. The limitations are not as severe as an internal search, but are similar in kind. 6. Describe the differences one may encounter when recruiting globally. First, companies need to define the target labor market. It may, indeed, be completely global. Companies need to explore how they will approach host-county nationals, expatriates, home-country nationals. Local labor laws may affect who the company can and cannot hire, such as in the textbook example about African nations. Compensation packages will be more complex for international hires. Hiring in some locations will require the company to consider political turmoil and possible terrorism. These issues may affect the company’s decision to send an expatriate or to hire locally. Overall, however, global recruiting can result in executives and managers with a broad understanding of the business and global economy. 7. What are the advantages and disadvantages of having a â€Å"websume†? Advantages. Applicants who have their own web page have the opportunity to showcase themselves in more creative ways than just submitting a resume. In addition to their resume, they can provide supporting documentation, letters of reference, a video of themselves and anything else they think could make them appeal to prospective employers. Disadvantages. Some recruiters may prefer to have a standard resume before them. Others may not want to have to visit the applicant’s website to obtain information. And, what if the website has technical problems and goes down? How will a prospective employer access the information? LINKING CONCEPTS TO PRACTICE: Discussion Questions 1. â€Å"A job advertisement that generates 1,000 responses is always better than one that gets 20 responses. † Build an argument supporting this statement and an argument against this statement. Pro. Even though large applicant pools may be cumbersome, they offer the greatest opportunity to find applicants, increase diversity, and bring new ideas to the company. Con. Companies have limited resources that must be used judiciously. Using well-constructed ads allows individuals to self-select out so that those who are left should be truly viable candidates. 2. An organization should follow a promote-from-within policy. Do you agree or disagree with this statement? Explain. Agree. Promotion from within encourages current employees to do well in their present jobs with the hope of reward in terms of advancement within the firm. This prospect builds morale, helps define purpose and meaning at work. Corporate values and culture are more defined and upheld in promote–from–within organizations. As long as the firm is developing the skills and abilities it needs, this arrangement is a desirable one. Disagree. Organizations who only promote from within are getting new ideas and new blood only at the entry level, the lowest level of the organization. Stagnation and complacency can result in the strategic planning function as a result. If innovation and adaptability to external circumstances are desirable, then promote– from–within is not good. If the current workforce is not diverse, organizational efforts to increase diversity will be hampered. 3. When you go looking for a job after graduation, what sources do you expect to use? Why? The discussion will vary depending on the institution, its location, career goals and the experience levels of the students. A good way to manage the discussion is to start a chart on the blackboard with rows identified as Placement Center Want Ads Professional Organizations Private Employment Agencies Public Employment Agencies Parents, friends Company Web sites Internet recruiting firms and to let the students relate positive and negative anecdotes about such resources. Another approach is to identify a particular job, HR Generalist for a small firm, Compensation analyst, or Anything entry level in HR. Then, build a specific list for that job. Finally, summarize an approach to using these resources effectively. Students will enjoy this activity if you let them identify the job you will explore, especially if the focus is their target job post-graduation. 4. The emphasis on leased and temporary employees in an organization will only lead to a decrease in employee morale. These employees come in, do their jobs, and then leave it up to the full-timers to handle the details. Build an argument supporting this statement, and an argument against this statement. Agree. Temporary and leased employees do not have loyalty to the organization, and do leave to go elsewhere. Therefore, they may not fix problems as conscientiously as an employee who has to live with the solution. Also, temporary and leased employees do not have the experience or cultural sensitization to know the probable approaches to situations that an insider would have. If they leave unsolved problems, morale for survivors may suffer. Disagree. Temporary and leased employees are valuable to the firm for many reasons. They can be morale builders to other employees by doing jobs that no full-time person wants to do, or finds too stressful to do. They can take over seasonal overloads and help full-time employees manage the workload. They can be used to aid in technology transitions or conversions, bringing needed skills with them while full-time staff learn new skills. Temporary employment also affords the firm a chance to evaluate new employees before permanent hiring decisions are made. Thus, new full-time employees are better fits, increasing morale. It is the responsibility of management and HRM in terms of job design to make sure that temporary employees are not placed in positions that will encourage someone to walk away from problems, leaving them for full–timers to handle. CASE APPLICATION 6-A: PRIORITY STAFFING CASE SUMMARY Priority Staffing Solutions, New York, NY, is a temporary staffing agency specializing in multilingual temporary workers. This niche organization provides a service that helps her clients manage their costs and adapt to changing staffing needs. 1. What role does a temporary staffing agency like Priority Staffing Solutions play in the recruiting efforts of an organization? This particular agency provides staffing support for unique positions that require multilingual employees. Since the requirements for the positions vary based on the current need, the HR department can rely upon Priority Staffing Solutions to â€Å"do the work† when needed – and to supply much needed help in niche positions. 2. Does a surplus or a shortage of workers play a role in how organizations recruit? When there is a shortage of workers, companies are more aggressive and creative in their recruiting techniques. When there is a surplus of workers, companies can be less aggressive and more selective in their hiring. A surplus of workers who are qualified and interested reduces the need of the employer to actively recruit. When competition is higher, more resources are required to locate, interview and â€Å"sell† the potential employee on the open position. An organization like Priority Staffing Solutions specializes in an area likely to have many â€Å"shortages†. 3. How does an organization like Priority Staffing Solutions assist in filling â€Å"hard to recruit† jobs? Explain. As mentioned in previous questions, Priority Staffing Solutions specializes in multilingual temporary workers. This specialty allows the organization to â€Å"keep tabs† on the labor market, then use its knowledge to match the available workforce with open positions in the clients’ companies. 4. What effect on an organization’s image do you believe there is from using a firm like Priority Staffing Solutions? Defend your position. Student responses will be varied. CASE APPLICATION 6-B: TEAM FUN! CASE SUMMARY Kenny and Norton, the owners, have decided to open a new store. They expect to hire 20-30 new people and feel Tony, the HRM director, should be able to do it by September, three months away. From Kenny and Norton’s remarks, they think the hiring process hasn’t changes from when they were a small company of 25. You are Tony’s intern. 1. Make a recruiting plan for TEAM FUN! Identify at least four principal recruiting sources for the new store. Be sure to discuss the pros and cons of each of your suggestions. You have been told the company needs to hire 20-30 people from the Fort Myers area to staff the new store. The first thing this information does is identify the relevant labor market. This helps in selecting what recruiting methods to use. Additionally, since the store is new, internal searches and employee referrals/recommendations are not options. Newspaper ads in the local paper will probably be one of the most effective recruiting tools. How successful it will be in attracting qualified applicants who will fit well in the TEAM FUN! environment will depend on how well the ads describe the individual qualifications needed and the work environment. Local public and private employment agencies are also a recruiting resource and can provide some effective pre-screening, particularly since this is a new store location. Local schools, colleges, and universities may have recent graduates who are interested in employment or current students who might want to work. Lastly, but not least, TEAM FUN! could put information about the new store on its web site and encourage individuals to apply for the new positions. The web offers an opportunity to put expanded information about the store, the work environment, employee benefits, etc. 2. Recommend to Tony which of the four sources should get top priority. Defend your decision. Newspaper ads in the local papers will probably be most effective and reach the largest pool of potential applicants. Homemakers, students, the currently unemployed, those wanting to make a job change, usually check the employment opportunities in the paper. The company’s web site could be listed in the ad and could provide more information about the company, benefits, working conditions, etc. WORKING WITH A TEAM: A QUESTION OF EFFECTIVE RECRUITING OVERVIEW A description is given of an entrepreneur, Tommy Ford, who wants employees who are aggressive, highly creative, skilled, focused team players, flexible, change driven, informed, cutting-edge professionals, and diverse who are extremely committed and willing to work long hours. Ask students whether or not they would be interested in working for the company. Have them compare answers with their work teams and discuss why they were or were not interested. Directions for this exercise are also in the text. QUESTIONS/ANSWERS 1. What web sites would you use if you were interested in an international job? You could try the following: Search for sites of universities and technical schools abroad. Find the sites for international professional associations; e. g. , those representing software engineers and other technical specialties. Check out consulting and recruitment firms that specialize in international recruitment, for example: International Career Information, Inc www. intercareer. com. This firm specializes in identifying bilingual international business professionals for positions in the U. S. , Japan, and other Asian countries. Their services include a Pan-Asian Job Fair. Pacific Bridge, Inc. at www. pacificbridge. com. This is a recruiting and human resources consulting firm that assists international companies with staffing their operations in Asia. 2. Would you consider being an expatriate? Why or why not? There is no general right or wrong answer here. Individual circumstances must be considered in making a decision. First, students should answer the question, How much do you know about being an expatriate? Living and studying abroad, reading about international experiences, talking to individuals who have worked abroad are all good ways to find out. Once students have some information about what its like to be an expatriate, they need to evaluate their motivation and skills, including such aspects as: language abilities flexibility and ability to adjust to new situations ability to arrange personal life to spend time abroad safety factors family issues

Mne Challenges in Emerging Markets free essay sample

International business and global innovation Individual report 1. Please discuss MNEs challenges in emerging markets? How can MNEs solve these? First of all, I would like to mention that It would be hard to describe challenges in emerging markets of the whole world, because question either can be roughly generalized or otherwise requires deep and wide research which is not the case right now. That’s why in my discussion I would like to stop on one country – Russia. The Russian economy is growing by 7. 7 per cent per year, supported by the soaring price of oil.But with stories about government corruption and mobsters, how attractive is the country for the more entrepreneurial-sized business? I would like to discuss some of the challenges most companies face while entering this emerging market. I would like not to talk in details about common problems and stereotypes which are often mentioned about Russia, amongst those I already noticed are high level of corruption, gangsters and seemed political instability. We will write a custom essay sample on Mne Challenges in Emerging Markets or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page And one thing I would like to mention first is a labor problem.Management in Russia is faced presently with two major issues in the labor force: the battle for highly qualified specialists and the cost-to-productivity ratio. The battle for top specialists has become extremely rough in the recent time. Recruiting companies are very busy these days with headhunting. Professionals already receiving top salaries at multinational corporations are being stolen away, often by Russian majors, attracted by dramatic salary increases. It used to be that the professional would look at these offers with skepticism, questioning the reputation or stability of most Russian companies.Nowadays, these people do not worry as much and instead look at the cost-of-living, which is also rising dramatically, especially in major cities among which are Moscow, Saint Petersburg, Yekaterinburg and many others. The situation has gotten so bad that many companies are afraid to let their specialists be quoted in articles or to send them to conferences or other events where headhunters or competitors may be looking around in search for their next pray. It would be impossible for me not to notice the other side of this process which is the fact that labor market has become spoiled. Salaries are steadily increasing but productivity levels are not. At the current salary levels, business owners and management are becoming increasingly sensitive to productivity levels and attempting to demand more work ethic and more productivity from their highly paid employees. At the same time, there is very little choice in the current market. More and more foreign-owned companies in particular seem to be looking more closely at hiring and importing foreigners, now that Russian salaries are roughly on par with those of foreigners in many sectors.Foreigners coming from countries known for higher productivity levels and initiative are especially attractive – minimally in the hopes that they can set an example. Young foreigners eager to gain experience in Russias developing market, are finding work – particularly in sales, client relations, business development, and marketing. So, generally it can be summed up that finding qualified local partners and employees is a difficult process. The pool of managers who understand Western accounting and business practices remains limited, as well as the pool of qualified, experienced Russians proficient in English.Another big challenge and â€Å"nightmare† for most foreign-owned companies operating in Russia is lease rates for commercial real-estate. It’s avoided by most foreign-operated Class A properties, but the situation is quiet bad in most of it’s sector lower. It is the rare landlord who fulfills most of his side of the contract. Moreover, rental contracts in Russia are usually biased toward the landlord. As a result foreign companies often find themselves looking for a new place. However, finding a better situation can be extremely difficult in Russias current real estate market. Centrally located, Class A property can run $USD 2000 and more per square meter per year. Bidding wars are not unusual and most other classes of property are seeing equal pressure. These are two challenges which I would like to point out, apart from that I’d like to briefly mention other challenges: * Government bureaucracy, poorly established rule of law and corruption affect such areas as establishing a business, tax collection, dispute settlement, property rights, product certification and standards, as well as Russian Customs clearance. Adequate financial resources for Russian buyers still remain a problem, but it is not as acute as it was in years past. There are more foreign banks operating in Russia and more cash circulating within the economy due to the Russian oil and gas boom. * The Russian government continues to use its oil and gas resources to increase the states’ ownership in certain strategic industries and companies. So it is not completely clear to foreign companies which sectors are open to them for investment without Russian majority partners. The Russian Government continues its work on defining what are Russia’s strategic sectors.And after I stated challenges I must answer the second part of the question which is how to overcome these challenges. And in my view, a fundamental consideration must be there as a major phase of preparation if someone is going to go into Russia. This preparation involves surrounding company’s branch with reliable people, having an adequate concept of what is to be done and a well-defined strategy plan. You also need the necessary investment capacity and time arranged to follow this way. 2. You are expatriated to work in an emerging market (e. India or Brazil) What capabilities do you need? What and how can firm provide you for the expatriation in emerging markets? (Maybe take one country as example) I think generally company must have an on-going business processes with the country, otherwise the necessity of having employees overseas is indistinct. There can be several cases when headquarters would need their employee to be expatriated to the subsidiary or partner company, for example: * Company knowledge and experience diffusion or sharing; * Leader position in one of the overseas branches; Emerging market opportunities opened etc. Brazil is a great example of an emerging market. And if life will propose the opportunity for me to work there, I think I’d take it with great pleasure. Of course, there’re certain capabilities I must possess to take this kind of job opportunity: * Particularity of doing business in Brazil is that a potential Brazilian partner is essentially looking for two things: someone they like and trust as well as someone who is competent in business.The most important of these is to build a strong relationship first which will then naturally lead to trust. Time must be invested in getting to know people on a personal level in order to allow for open and honest discussions in business. So, naturally, the environment will require from me to be a trustworthy, sophisticated person with a clear understanding of benefits and goals. * Another point Brazilians usually comment on is the tendency of European and American business people to â€Å"get straight down to business†.This can be seen as offensive and even aggressive. It is good practice to indulge in small talk whether it is asking about their children or chatting about the latest news or football (soccer) results. This interesting feature of business ethics will require from me a positive, easygoing attitude at all times. * Despite Brazil poses as an emerging, fast-growing market English proficiency still remains low levels especially in the social sector and in the matter of daily life.So in my understanding extradition to Brazil will be more effective with readiness to learn Portuguese at least until the level which will allow me to be independent on the matter of daily life, e. g. survival level of it. * Apart from all of that, I should have a clear view of business ethics and interpersonal relationship customs in Brazil. One of the important things is that I will have to be ready for a total change of values and concepts in any part of business and social life. In fact, that rule can be applied to all of cultures. In Rome act like a Roman.

Who governs the schools

Who governs the schools Introduction Education is closely linked to politics because its roots are wide and it affects every facet of the society. Academic freedom has not been defined by the U.S. constitution. However, the federal and the state courts have addressed this issue, and it is strongly protected (Wilson, DiIulio and Bose 4).Advertising We will write a custom essay sample on Who governs the schools? specifically for you for only $16.05 $11/page Learn More Formal education cannot be compared with any other factor in governance because it experiences minimal changes regardless of whether it is in private or public institutions. It acts as an instrument in the establishing the broader social order for those people who wish to experience change or even safeguard their status quo. In the United States, formal education has been changing over the last decades and the current education system is different from the one that was practiced early in the 20th century. K-12 operates in about fifty states, with five million employees and students exceeding 48 million. This system is very costly and takes close to 2 billion dollars daily. This is not standardized because it is very reliable on the political dynamics. Thus, it is bound to change very often. Schools and colleges are subjects of the increased politicization, glacial pace to change, and these institutions change and the changes are expected even in the future (Guthrie 1-2). Attention has also shifted to the post-secondary educational institutions to use these institutions as significant features in the political landscape. A lot of research has been done to establish how the economy can be preserved while offering quality education. Student financial aid is one of the tools that have been used in this process. There are concerns as to whether the lower schools have received adequate attention (Guthrie 3). This paper discusses about the governance of schools and the politics that accompany this proces s. Dynamics experienced in politics are significant in the quality of education offered in the society. The federal and State governments have overpowered the traditional, local system of school governance. Education efficiency In the U.S., education is an individual states responsibility. States have focused their attention on the outcome that they are likely to gain from the education systems that they establish (Adams and Rick, 2-5). The states embrace the outcomes to provide favorable processes to each district.Advertising Looking for essay on political sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More The school managers, teachers, as well as students are involved in the process of making the procedures to ensure that the standards are followed. Each state balances its own local judgments with those of the state. This has prompted the authorities into taking this as an opportunity to introduce reforms and transformation s. Challenges are experienced in establishing whether the resources employed are utilized to the maximum. Policy makers have a keen interest in the assessment of educational systems efficiency. In the current systems, the spending levels have been expressed as per each pupils expense. This system is inefficient because it keeps rising as there is no proper, direct measure of what schools accomplish as defined by the outcomes achieved. It does not offer solutions as to how schools can change their mode of operation over time to meet the desired outcomes. Lack of proper planning for the gradual changes has made it difficult to establish policies that would provide for clear gains in the education system. Other key social goals have been undermined in the process. They include fairness and the freedom to choose the best system by institutions. Transformation is influenced by the dynamic political structures, and this should not be the case. The change should be initiated based on the o utcomes achieved and the expected results (Adams and Rick, 7). Each decade holds a unique plan, and this is determined by the leaders in power during a given period. For instance, George W. Bushs election victory was attributed to his education plan. However, any negative changes that may arise as a result of this plan may not be blamed on the president. The public can only complain about the issues arising like the meddling by the federal government and insufficient funding. In such a scenario, feedback and change implementation cannot be effectively assigned to ensure that an improvement is made (Epstein 3). Criticism of schools and blame will continue to persist as long as new governors and presidents develop new varying resolutions every decade. Such proposals can only last for the duration that they are in power. With this arrangement, planning for the education system has become political. It triggers applause and is a tool for winning votes.Advertising We will write a custom essay sample on Who governs the schools? specifically for you for only $16.05 $11/page Learn More In the end, there is no risk attached to the planned resolutions if they fail because the governors and presidents do not have direct control over the implementation of the policies. The chief state school officers run the state education departments. They report to the state boards of education, and not the governors. This has led to the confusion and poor accountability that has been experienced in the education system. Making the political figures fully in charge of these systems can be a positive move towards an efficient education system. A separate education government is not effective if these figures are not held accountable for the outcome experienced from the resolutions that they establish. The challenges experienced are as a result of dominance by the political figures in the education system. The irony is that they dominate the education policies a nd leave the accountability to everyone else (Epstein 4-5). Direct political control promises greater visibility and accountability that will see the academic results improve. The management of programs that come before and after schools will also be effective. Challenges experienced in the school environment like teenage pregnancies among other social ills can be controlled effectively. Thus, the education system improves with the effective implementation of the policies. However, the main challenge is holding the mayors, governors, and the presidents accountable for the results achieved. Although the policies can be enacted and implemented in one term of office, the probability of evaluating the policies in the same term is nil. Thus, it is impossible to determine the efficiency of the policies given that there is no guarantee for another term in office (Epstein 5). Inadequate knowledge and technical properties do not mean that the education system is unpredictable or unmanageable . It only calls for great care in the implementation and exercise of these efforts to ensure that the current educational systems are efficient. The data and feedback assessed should be assessed and analyzed to determine the changes that can be established despite the accountability challenges that exist (Monk 22). The role of Political leaders in the educational systems The issue of accountability has triggered a new interest in the education systems as education politics have become a new reality (Sunderman 226). For the Mayors, there has been an increasing need to link the schools with other city services such as health and housing.Advertising Looking for essay on political sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More This would make the mayors realize and plan for the future of their cities with education in mind. Since the education system is not an independent concept, other factors can be used to determine the faith of the public in the educational plans. The mayors can play major roles in the back office roles of the education system, support charter schools by proposing for new ones, or convert the public schools that have a record of failure. They can also facilitate the use of schools to reach the community for other services like health and day care among other community activities. This is a way of maximizing resources all year round, and the mayors also get a chance to add value to urban real estate. Such involvement by mayors gives the parents confidence in public schools and may save them the expenses associated with the private institutions (Cooper, James and Lance 24). The education system goals can be narrowed down to reach each student and widen the coverage in the society. The N o Child Left Behind Act (NCLB) that was re authorized in 2007 is an example of efforts by the government to promote a fair distribution of resources. Funding decisions are associated with a lot of controversy, and there is a need to reconsider some of the policy options. For instance, states that failed to focus on the fiscal side did not succeed in reducing the resource gap between the neediest districts and their affluent counterparts. This raised the issue of whether the federal government can clear the resource gap or not. This is only possible if a systematic examination is adopted within the country to meet its 2014 goal of educating every child. Politics that are based on accountability have been facilitated by the expansion issue in education. In this program, the political leaders such as the governors and the mayors are the key players. The high courts are also part of this plan that works at ensuring that leaders are accountable for the plans and policies that they put in place. Increasing accountability among the political leaders helps in addressing the issue of income and racial disparity. It also solves the tension that exists between social redistribution and the decentralized governance. Accountability discourages the political figures from establishing risky policies. It also builds a commitment towards the inter-governmental system (Cooper, James and Lance 28). Political Dynamics Evident in the Education system Dating back to the mid-1980s, the education policy has experienced many dynamics. With the K-12 education system, there has been changes in curriculum and the standards of performance. There have been new assessment and accountability regimes adopted, as well as new and attractive programs for teachers in terms of performance and pay. These have contributed to the rise and fall of numerous, systematic reform efforts. The same dynamics have also been experienced in higher education in terms of financing. There has been a decline in the public investment, as far as higher education is concerned. This has played a role in the performance and accountability reforms. The focus is not only on the inputs, but also the outcomes achieved. However, concerns have been raised as to why states have embarked on policy changes. The education policy change significance in the US may have been contributed by social, economical, and political differences that exist. However, this is not well linked to the assessment of the input and output assessment that has been done. External factors seem to play a bigger role in the education system. It poses a risk that this trend will continue in the future if a systematic approach is not adopted (Cooper, James and Lance 30). A continuous evaluation program involving political leaders has to be implemented for proper governance. Micro level systems, which are influenced by the existing political powers, should be dropped to adopt a systematic approach that involves all the stakeholders in d ecision makers. This will serve the interests of the general public, as well as the governments interests (Cooper, James and Lance 31). Good governance should involve maximum state, and local discretion to promote investment by educators and systems that offer support in return. Lack of this exercise constrains the government in terms of enforcement or promotion of enhanced educational practice with positive results. Another requirement for meeting the NLCB goal is the need for highly qualified teachers. While the governments argue that there is enough supply of qualified teachers, low income schools have suffered high teacher turnover rates. This puts the low income schools in a disadvantaged position when compared to the affluent schools. If the states could focus on the neediest districts in fund allocation, then there is a probability that the teachers would be attracted to stay in the neediest schools through the provision of incentives and other attractive packages. Such a str ategy would help in closing the resource and the achievement gap that exists between these districts (Epstein 9-10). Finance equalization has not been achieved in most of the states as a result of the poor approach given by the federal policy makers. The neediest students have not gotten the chance to access the much needed access to quality education. Most of the funds end up in the schools where students are already doing well, and this keeps them ahead of the needy students. The federal government should give an approach whereby funds are allocated according to each districts needs. Funds have also been allocated to public schools to cater for students who fail to progress academically for two consecutive years. There is also a prospect that the same should be applied in the private schools. However, this should be used as a strategy to help public schools gain preference. The choice between the private and public schools has been promoted by supporting the public schools. It pro vides competition that is meant to increase the efficiency in schools. This has resulted in conformity rather than choice because rewards and punishments only attract students because of the financial support and not a choice (Espain 11). School boards have lost power over the governance of schools to the federal government. In the past, American education was rooted in the local policy, management and financial control that are traditions, which are closely linked to the political culture. This has changed since 2000, and a majority of the Americans wants Washington to reduce its influence over the education system. It is feared that the NCLB program will change that and expand the federal power. The country is struggling with which way to go. This is about whether the country should be centralized or whether federal control should reign with reduced discretion by the policy makers. The current democratically governed education system is slowly overpowering the traditional, local s ystems. This is evident in the way higher authorities have lost confidence in the local decision makers. There is also a strong rivalry among states as governors want to use education just like tax breaks and other lures in an effort to attract business and employment. They use school funding to enhance equity and minimize property tax spending. The federal government is also focusing on centralizing more authority than it decentralizes (Epstein 15-16). The federal government could concentrate on civil rights and financing while the local political focus on the redistribution of these resources. This way, the educational needs of the society would be met efficiently (Sunderman 226-228). Conclusion The political dynamics experienced in the recent past have contributed to the increased federal power over the traditional, local school governance. The educational resolutions have been used by the political figures as a means to gain political preference. This has moved power from the ed ucational school boards to the federal and state governments who cannot account for policies that they put in place. It has resulted in unequal distribution of resources especially in the needy districts. To ensure that the current trend benefits the American society academically, accountability among the political leaders should be increased. This will ensure that once policies are enacted, they are assessed and evaluated to gain the desired results. This can also be used as a means to establish changes that need to be established to improve the education system. Since politics have a lot of influence on the educational systems, the federal governments should work closely with the school boards in order to have direct control over the policies introduced. This will promote efficiency and a quality education system. Adams, Jacob E. and Ginsberg Rick. Education Reform Overview, Reports of Historical Significance. 2012. Web. Cooper, Bruce S., C.G. James and D.F. Lance. Handbook of E ducation Politics and Policy. New York: Taylor and Francis, 2008. Print. Epstein, Noel. Whos in Charge Here?: The Tangled Web of School Governance and Policy. Washington. Brookings institution press, 2004. Print. Guthrie, James W. United States Educational Policy The Basics of Educational Policy, The Pressure for Reform in American Education, Defining Policy. 2012. Web. Monk, David H. Efficiency in Education The Choice of Outcomes, The Choice of Inputs, The Transformation Process and Implications for Policy. 2012. Web. Sunderman, Gail L. â€Å" Evidence of the Impact of School Reform on Systems Governance and Educational Beureaucrcies in the United States.† Review of Research in Education 34.1 (2006): 226-253. Print. Wilson, James Q, John J. DiIulio, and Meenekshi Bose. American Government: Institutions Policies. Boston, MA: Wadsworth/Cengage Learning, 2013. Print.

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