Reflections Of Oral Communications Class And Plans For...

Reflections of Oral Communications Class and Plans for Continued Progress This was my first online class at Brenau and I was nervous about how things would go. Despite the fact that it was online and only five weeks, I enjoyed speech class and I feel like I learned a great deal a short time. I will share with you my insights on how I improved; my plan for applying my knowledge in the future and some skills I feel like I gained from taking the course. As I reflect on the class and how I improved I think first to how nervous I felt about having to speak on camera. In my previous job I had to speak in front of people. It was a routine part of my job and I am comfortable with it. Sometimes it is hard to think about being judge and when one is standing in front of a crowd, the anxiety can sink in. Speaking in front of a computer screen is different and for me, much more uncomfortable. Perhaps in person it is easier to read the audience and give the speaker non-verbal control how he or she will present. For instance; if I am speaking to a group in person I can connect through eye contact and better sense if I need to take another direction to liven things up a bit. One of my strengths is an ability to connect with people, but I do not think that comes through nearly as much as in person. This class prepared me to speak in an unfamiliar medium and will now be less anxious if I have to so a talk or presentation via Skype or other electronic means. The constructiveShow MoreRelatedInclusion And Send From School Wide Activity5014 Words   |  21 PagesSEND, schools, teachers and local authorities are motivated to provide effective SEN provision and support for all the children who fall under this umbrella. SEND provision is essential in ensuring that all children have the same opportunities for progress and achievement despite their personal needs. 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Brief of Methodology Techniques Free Essays

All research methodology is made up of a combination of qualitative and quantitative constructs. The idea of the qualitative quantitative research continuum, as opposed to a dichotomy, is explored on scientific grounds. What are known as qualitative methods are often beginning points, foundational strategies, which often are followed by quantitative methodologies. We will write a custom essay sample on Brief of Methodology Techniques or any similar topic only for you Order Now Qualitative Research. The qualitative, naturalistic approach is used while observing and interpreting reality with the aim of developing a theory that will explicate what was experienced. In their Handbook of Qualitative Research, Denzin and Lincoln (1994) acknowledge that â€Å"Qualitative research is multi-method in focus, involving an interpretive, naturalistic approach to its subject matter. This means that qualitative researchers study things in their natural settings, attempting to make sense of, or interpret, phenomena in terms of the meanings people bring to them. Qualitative research involves the studied use and collection of a variety of empirical materials–case study, personal experience, introspective, life story, interview, observational, historical, interactions, and visual texts –the described routine and problematic moments and meanings in individuals’ lives†. (p. 2) Qualitative data are defined by Patton ( 1990) as â€Å"detailed descriptions of situations, events, people, interactions, observed behaviors, direct quotations from people about their experiences, attitudes, beliefs, and thoughts and excerpts or entire passages from documents, correspondence, records, and case histories† (p. 22 ). Techniques of qualitative research are Interviews, Observation, Case study, and Action research. Interviews Qualitative interviews have been responsive to the potentially invasive impact of researchers on the research process as the researcher is the primary research instrument. Observation Observation as a design feature is to attain depth of meaning from the data (i. e. , what seems salient in the setting). The researcher focuses in detail on the most pertinent factors in an ethnographic study. Case study The case-study method is one more design approach under the qualitative rubric. Case studies can be single-subject designs or based on a single program, unit, or school. Merriam (1988) describes that case-study research, begins with translating the research question into more specific and researchable problems, followed by techniques and examples of how to collect, organize, and report case-study data. Action Research Action research is used here to refer to ways of exploring professional experience which link practice and the analysis of practice into a single productive and constantly developing sequence, and which link researchers and research participants into a single community of involved colleagues. Winter (1996) explains that â€Å"action research is seen as a way of investigating professional experience which links practice and the analysis of practice into a single, continuously developing sequence† (p. 13). Quantitative approach The quantitative approach is used while one begins with a theory (or hypothesis) and tests for confirmation or disconfirmation of that hypothesis. Quantitative research is often referred to as hypothesis-testing research (Kerlinger, 1964). Typical of this custom is the following common pattern of research operations in investigating, for instance, the effects of a treatment or an intervention. Techniques of quantitative research are Surveys, Interviews, Questionnaires, Sampling, and Triangulation. Surveys Data are collected, typically either by interview or by questionnaire, on a group of variables. The objective then is to observe patterns of relationship between the variables. Unlike experimental research, the researcher does not intercede in the organization and observe the effects of the intervention. Information is collected on a number of variables, and the amount to which they are causally linked has to be inferred. Interviews Quantitative researchers pretest their instruments to reassure the quality of their data. They ransack other researchers’ scales and theories to inform their theoretical understanding of the fundamental factors that may be present. They do long interviews and focus groups to try to get into the points of view of those living through the situations they are analyzing. Questionnaires These are collections of questions that the respondent completes on his or her own. Sampling The sample of subjects is drawn to replicate the population. After the pretest measures are taken, the treatment conducted, and posttest measures taken, a statistical analysis divulges findings about the treatment’s effects. To support repeatability of the findings, one experiment typically is conducted and statistical techniques are used to establish the probability of the same differences occurring over and over again. Triangulation Triangulation might be looked at as a dependability check–but not always. It is possible that one source of data could be much more significant than other sources in understanding a particular phenomenon. Generally, though, the more sources one looks at the more expected one is to have a complete perception of the phenomenon. Sampling Techniques: Random or Probability Non-random or Non-probability Random or Probability techniques are Simple random sampling, Systematic random sampling, and Stratified random sampling. Simple random sampling In simple random sampling, all subject within the sampling frame has an equal chance of being selected. This equal chance is consummate through a total randomness of selection. Systematic random sampling In systematic sampling, instead of drawing sample subjects randomly from the sampling frame, systematic sampling draws subjects at different intervals along the list of subjects in the sampling frame. Stratified random sampling An approach that increases the probability of obtaining a representative sample yet avoids missing an significant subgroup is to draw a stratified sample. With stratified sampling, the sampling frame is first separated into subgroups based on a variable that is considered important. Non-random or Non-probability is Cluster sampling, Quota sampling, Purposive sampling. Cluster sampling In cluster sampling, instead of individual subjects, logically occurring clusters, or groups, of subjects are used as the essential units of sampling. Purposive sampling With purposive sampling (also known as judgmental sampling), subjects are selected based on the researcher’s knowledge of the population and on the nature of the research. The researcher uses subjects as the sample who are judged as â€Å"typical† or â€Å"representative† of the population of interest. Quota sampling This type of non probability sampling is quota sampling. Quota sampling contains features of both stratified sampling and purposive sampling. In quota sampling, variables that are indomitable to be significant to the research question are identified. These variables are usually demographic variables such as gender, socioeconomic status, ethnicity, age, and urban versus rural residency. Conclusion The qualitative-quantitative research methodology is supported scientifically by its self-correcting feedback loops. In each and every research study, the continuum operates. When one conceptualizes research this way and uses the integral feedback mechanism, positive things happen that are less probable to occur in a strictly qualitative or a strictly quantitative study. Work Cited Merriam S. B. (1988). Case study research in education: A qualitative approach. San Francisco: Jossey-Bass. Stake R. E. (1981). â€Å"Case study methodology: An epistemological advocacy†. In W. W. Welch (Ed. ), Case study methodology in educational evaluation: Proceedings of the 1981 Minnesota Evaluation Conference (pp. 31-40). Minneapolis: Minnesota Research and Evaluation Center. Denzin N. K. , Lincoln Y. S. (Eds. ). (1994). Handbook of qualitative research. Thousand Oaks, CA: Sage. Patton M. Q. (1990). Qualitative evaluation and research methods (2nd ed. ). Newbury Park, CA: Sage Publications. Kerlinger F. (1964). Foundations of behavioral research. New York: Holt, Rinehart Winston. Winter, R. (1996). Some principles and procedures for the conduct of action research. In Zuber-Skerritt, O. (Ed. ) Action research for change and development. Aldershot: Gower-Avebury. How to cite Brief of Methodology Techniques, Papers

Leading Change Toward Sustainability †Free Samples to Students

Question: Discuss about the Leading Change Toward Sustainability. Answer: Introduction The report analyses the requirement of a change in an organisation. In order to understand the importance of change, the report takes an example of a situation from a case study. The case study involves situations that occur in a company named B.R Timber Products Corporation. Discussions are done based on the required changes necessary in the organisational context in terms of people, process, strategy and structure. Based on the conditions provided in the case study, the report aims to identify the interventions necessary for maintaining the change at B.R Timber Products Corporation. The objective of the report is: To analyse the impact of change in several business parts of the organisation To identify interventions that can are available to B.R. Timber Products To suggest one specific intervention for the company To recommend actions necessary for implementing the strategies The scope of the report is to provide a clear understanding of the effects of change in an organisation. The case study provides an in-depth idea of the situation that exists in B.R Timber Products. The importance of change among the people, process and strategies help to understand the impact it has on it. Discussion As stated by Waddell et al., (2013), the organisational change management is one of the most important aspects that the managerial context. This is mainly because of the fact that organisations need to change due to the falling standard within the company or due to excess competition in the market. Either way, many people do not view the change in organisations as a way to mitigate the problems that take place. In the light of this statement, it can be said that the changes required for improving the standards of B.R Timber Products can be analysed. As per the case study, it has been seen that certain people and process undergo issue in the organisation. One of the major issues that were identified from the case study is the fact that the company did not have a proper safety facility. Lozano, Nummert Ceulemans, (2016) stated that the safety issue within a company is an important aspect. This is because without proper safety management employees may have to suffer at the workplace. F rom the case study, it is seen that the workplace had many metal spacers and clams by the section referred to as the glue section in the company. The space between the equipment thereby, making it difficult to move freely on the floor. This is an important safety issue, as employees have to move from one place to another by walking closer towards the machines (Veloso, Tzafrir Enosh, 2015). Another aspect that noted from the case study is the fact that the band saws that were used had no guarding. The safety helmets used by the employees were of low standard. Thus, these issues may have a severe impact on the people and the process that exist in the organisation. An example has been provided in the case study about the condition of Bob, who is believed to have suffered a mild concussion after having an accident. According to Doppelt, (2017), the safety issues are a serious violation of OHSA standard that every organisation needs to comply. Thus, this is an important change necessary for the success of the organisation. Another issue that was identified from the case study was the fact that responsibilities were given to one person. Evidence from the case study showed that the glue person was responsible for leading a bunch of employees, preparing the glue and ensure that the clamps are placed in the right direction. This becomes an added pressure for the individual and because of this less amount of personal time was left for the person. In addition to this, the pressure of the management was such that even during the time of the death of an employee, the work in the organisation did not cease. This created a sense of dissatisfaction among the employees, as the person concerned is evidenced to be a motivator to the team. Kempster, Higgs Wuerz, (2014) stated that motivation is required in order to retain employees in the organisation. Employees need to be given proper time to maintain a balance between work life and personal life. This is absent from the employees working in B.R. Timber Products. This is evidenced by the fact that despite having a softball team, the employees were unable to participate in the games as the games started at 6-7 in the evening. Due to the commitment to work, most employees failed to make it to the sport. These issues hamper the progress of work in the organisation. Pollack Pollack, (2015) stated that the continuous occurrence of these issues might lead to a huge loss of a company. It may even get a company to cease its existence. In this regard, it can be said that the strategies of the company. Thus, the strategies and structure of the company need to change in order to implement a successful business in the market. In this regard, it is necessary to identify certain interventions that may help in reducing the standards of B.R. Timber. These interventions calculate the level of uncertainty and the degree of agreeableness that occur while implementing changes in an organisation. Braatz et al., (2015) stated that seven types of interventions exist that help a manager to adapt or adopt changes in an organisation. These include: Direct: According to Watson, (2013), workers need to be directed by the managers or leaders in order to complete the tasks. This can help in the proper completion of tasks as an experienced person can help in guiding the employees better. However, there may be a sense of control that may direct the employees and hinder the creative ideas that may be presented by them. Change Work Processes: Changes in the organisational process need to be done in order to provide a sense of control. The existing process and policies of an organisation are changed in order to meet the requirements of the marker. However, the changes made may not be acceptable to all the members (Stark, 2015). Thus, this can cause convincing of the employees and make effort to help them understand the changes. Modify Structure: The change in structure signifies the diversity, mode of collection of information and mode of establishing connections in an organisation (Armstrong Taylor, 2014). The modification of the structure is another change management technique that organisations need to implement. This can help in bringing about new techniques that may help an organisation to progress in the business market. Thus, the modifications are necessary in order to encourage people to work in the organisation efficiently. Convene and Intervene: According to Slack, (2015), it is necessary to take the opinion of representative in order to support organisational change and development. Process tools are necessary in order to maintain changes in the organisation. Apart from this, the effectiveness of the changes needs to be compared with and without setting goals for the organisation. The intervention of the representatives may help in managing the changes in an effective manner. Convene: This process also brings together representatives that help in maintaining the support within the organisation. The support of the representatives brings about an excess flow of ideas that can be used to control the change management process in an organisation. Examine, Describe Patterns: The leaders need to examine, describe and pattern changes that are not in the ability of the individuals. This can help to bring about fresh ideas for the individuals that can be used to implement in the organisation (Allen Dovey, 2016). Thus, this is another important aspect of the intervention-taking place in a company. Seek Patterns: This involves scanning the systems for new organisations and patterns that appear. According to Buller McEvoy, (2016), new organisations may bring about new ideas in order to intervene in the management system. Thus, these interventions are available to B.R. Timber in order to implement them and make necessary changes in the organisation. However, as stated by Cascio, (2015), application of only one such method can help in bringing about efficiency in the organisation. Based on the scenario described in the case study, the strategy that needs to be implemented is the change work process. The reason behind choosing this strategy is the fact that the company needs to change the policies that prove to be challenging for the employees. For example, changes in the safety department need to be made in order to ensure that the employees have a secure and healthy work life. The company need to formulate this change in order to maintain its reputation among the employees as well as in the business market. According to Wooltorton et al., (2015), the compliance with the rules in the OHSA is required in order to maintain the safety and longevity of the organisation. Apart from this change in work policies is required in order to provide a proper personal life of the workers. This is evidenced by the fact that the employees have to work long hours and do not have enough time to indulge in sports activities. Rusly, Sun Corner, (2015) stated that the balancing personal and professional life is important for every individual. This is because of the fact that a proper rest can help the employees increase efficiency. Thus, the need for implementing this strategy is required in the organisation. The change in the process may bring about satisfaction among the employees and help in improving the current managerial level and standard of work in B.R. Timber. Conclusion Thus, it can be concluded that in order to implement changes in an organisation it is necessary to identify the areas that pose issues for an organisation. This is important in order to understand the ways by which every organisation can implement changes. In the case of B.R. Timber, the organisation has certain issues that may pose a threat to the existence of the company. Issues exist in employee management, motivation, strategies and structures that may have a negative impact on the organisation. B.R. Timber needs to mitigate the issues by implementing changes necessary for the proper management of the organisation. The use of interventions can help in mitigating this technique. Various intervention techniques exist that may help the organisation to establish itself in the market. The application of a change in a workplace can help B.R. Timber to undertake certain challenges that may help in establishing a competitive advantage. However, in order to implement these changes, it is necessary to establish proper coordination with the employees. The changes can help the employees establish a proper communication technique and develop a sense of gratitude towards the organisation. However, certain recommendations are required to be implemented in order to make the strategies effective. Recommendation In order to make implement the change of work process in an effective manner, the managers of B.R. Timber need to conduct a meeting with the representatives of the organisation. This can help to discuss the required changes in the organisation and the ways to implement it. The reason behind conducting this meeting is to make the employees aware of the changes that will take place so that resistance to change does not become a factor for the organisation. In order to improve the safety concerns of the employees, it is necessary to move the dangerous items in safe place. In order to do this, the organisation needs to find extra space that may be adequate for the company. Thus, the relocation of the equipment can help in providing space for movement from one place to another in the floor. The company also need to purchase strong protective gears that can help the employees. In order to do this, proper market research is required in order to identify the best suppliers that provide such equipment. The application of these tactics can help in B.R. Timber to implement necessary changes that are required in the organisation. Reference Allen, G., Dovey, K. A. (2016). Action research as a leadership strategy for innovation: The case of a global high-technology organisation.International Journal of Action Research. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Braatz, F., Staude, D., Klotz, M. C., Wolf, S. I., Dreher, T., Lakemeier, S. (2015). Interventions and Management.Int Orthop. Buller, P. F., McEvoy, G. M. (2016). A model for implementing a sustainability strategy through HRM practices.Business and Society Review,121(4), 465-495. Cascio, W. F. (2015). Strategic HRM: Too important for an insular approach.Human Resource Management,54(3), 423-426. Doppelt, B. (2017).Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Kempster, S., Higgs, M., Wuerz, T. (2014). Pilots for change: exploring organisational change through distributed leadership.Leadership Organization Development Journal,35(2), 152-167. Lozano, R., Nummert, B., Ceulemans, K. (2016). Elucidating the relationship between Sustainability Reporting and Organisational Change Management for Sustainability.Journal of cleaner production,125, 168-188. Pollack, J., Pollack, R. (2015). Using Kotters eight stage process to manage an organisational change program: Presentation and practice.Systemic Practice and Action Research,28(1), 51-66. Rusly, F. H., Sun, P. Y. T., Corner, J. L. (2015). Change readiness: creating understanding and capability for the knowledge acquisition process.Journal of Knowledge Management,19(6), 1204-1223. Slack, N. (2015).Operations strategy. John Wiley Sons, Ltd. Stark, J. (2015). Product lifecycle management. InProduct Lifecycle Management (Volume 1)(pp. 1-29). Springer International Publishing. Veloso, A., Tzafrir, S., Enosh, G. (2015). How employees perceive HRM practices: Differences between public and private organizations.Human resource management challenges and changes, 19-36. Waddell, D., Creed, A., Cummings, T. G., Worley, C. (2013).Organisational change: Development and transformation. Cengage Learning. Watson, T. (2013).Management, organisation and employment strategy: new directions in theory and practice. Routledge. Wooltorton, S., Wilkinson, A., Horwitz, P., Bahn, S., Redmond, J., Dooley, J. (2015). Sustainability and action research in universities: Towards knowledge for organisational transformation.International Journal of Sustainability in Higher Education,16(4), 424-439.