A Definition of Regular Education

Regular Education  is the term often used to describe the educational experience of typically developing children. The content of this curriculum is defined in most states by state standards, many which have adopted the Common Core State Standards. These standards define the academic skills that students should acquire at each grade level.  This is the Free and Appropriate Public Education  against which the program of a student who receives special education is evaluated. General Education is used interchangeably with regular education but is preferred. It is better to speak of general education students as opposed to regular education students. Regular implies that special education students are irregular, or somehow flawed. Once again, General Education is the curriculum designed for all children which are meant to meet state standards, or if adopted, the Common Core State Standards.  The General Education program is also the program which the states annual test, required by NCLB (No Child Left Behind,) is designed to evaluate.   Regular Education and Special Education IEPs and Regular Education: To provide FAPE for special education students, IEP goals should be aligned with the Common Core State Standards.  In other words, they should show that a student is being taught to the standards.  In some cases, with children whose disabilities are severe, IEPs will reflect a more functional program, which will be very loosely aligned with the Common Core State Standards, rather than directly linked to specific grade level standards.  These students are most often in self-contained programs.  They are also the most likely to be part of the three percent of students allowed to take an alternate test. Unless students are in the most restrictive environments, they will spend some time in the regular education environment.  Often, children in self-contained programs will participate in specials such as physical education, art, and music with students in the regular or general education programs.  When assessing the amount of time spent in regular education (part of the IEP report) time spent with typical students in the lunchroom and on the playground for recess is also credited as time in the general education environment.   Testing Until more states eliminate testing, participation in high stakes state tests aligned to the standards is required of special education students.  This is meant to reflect how the students perform alongside their regular education peers.  States are also permitted to require that students with severe disabilities are offered an alternate assessment, which should address the state standards.  These are required by Federal Law, in the ESEA (Elementary and Secondary education act) and IDEIA.  Only 1 percent of all students are allowed to take an alternate test, and this should represent 3 percent of all students receiving special education services. Examples: A statement in an IEP: John spends 28 hours each week in a regular education third-grade classroom with his typical peers where he receives instruction in social studies and science.

The Vampire Is The Pure Essence Of Freud s Theory Of...

or pain; the very idea of the vampire is the pure essence of Freud’s theory of Thanatos. Dracula represents the very depth of all of death’s depravities while still retaining the human recognition and resentment for all of the bloodshed that he is responsible for. Within the film it is revealed that Dracula used his dark abilities to kill many in horrible ways and even drive men insane as he feeds into their desires of death and destruction. The atrocities he commits range from torture to the murder of not only men but women and children as well. The added blood and gore within the death scenes of the film are enough to satiate any blood loving horror enthusiast. Which only adds to the conclusion that people find other outlets to feed the darker instincts that they are unable to fulfill. What is it about the undead that has always peaked the interest of mankind since its conception? Romance novels, teen films and a plethora of television sitcoms all convey the same theme of humans falling in love with the undead. This may in fact tie into mankind’s primal nature; the over sexualized versions of these once horrifying creatures clash both the Eros and Thanatos instincts together in such a way that we perceive these creatures, who at one point in history symbolized death, as tragically romantic figures. Because of these Hollywood misconceptions and representations of the â€Å"heart throb† vampire, the life instinct or Eros instinct which as Freud mentions in his essay is powered

Organizational Behavior Role Of Attribution Theory

Question: Discuss about theOrganizational Behaviorfor Role of Attribution Theory. Answer: Introduction In an organization, attribution theory is intended to assist an individual in understanding the causes of human behavior. Generally this theory is related to perception of a person at work. The purpose of this essay is to discuss about the attribution theory of organizational behavior. It describes the role of this theory in explaining behavior at work with the use of examples and evidences. This essay includes various aspects related to organizational behavior, concept and implication of attribution theory. Furthermore, it will discuss the use and role of this theory in understanding the behavior or perception of people in the organization. To understand the organizational behavior theory, it is essential to know about the organizational behavior. Organization cannot be framed just by using the machinery or buildings, but it also requires people who interact with each other to achieve collective objective of organization. According to Robbins, Millett Marsh (2004), organizational behavior helps in understanding what people at work think and do in organization. It investigates the effect which the groups, individuals and organizational structure have on the behavior within the organizations for applying the knowledge for enhancing the effectiveness of the organization (French, 2011). There are various reasons why the organizations should use the theories of organizational behavior. The major reason is major challenges, which the organization facing is adjusting in diverse work environments. The companies are becoming more diverse in terms of race, ethnicity and gender. Every theory of organizational behavior is created for understanding a key aspect of people and organization (Bakkar Schaufeli, 2008). The attribution theory of OB is created to understand the perception and to use in the decision making process in organization. Attribution theory of organizational behavior was introduced to explain how we assess the individuals in different way depending on the meaning we attribute to a given behavior (Youseff Luthans, 2007). Generally, this theory recommends that when we perceive the behavior of an individual. This is an important theory for the organizations, because it can assist the top management in understanding the reasons behind the employees behavior. It can also help the employees in understanding the thoughts about their own behaviors (Folkes, Graham, 2014). According to a study, if you can understand that why you are behaving in a certain way and why other people around you are doing so, it means you have a better understanding of others, yourself and overall organization. The perception of the reasons of behavior can impact the actions and judgment of both the employees and managers. It can play an important role in motivation process. Aswathappa (2005) defined the attribution theory as the m ethod, which is about how the people make unplanned explanations. This explains the causes of behavior. These causes may be internal or external (Aswathappa, 2005). The attribution theory is a three step process, it includes; First, observe the behavior, whether it is your own behavior or other persons behavior. After that, determine that whether the observed behavior is intentional. Last, attribute the observed behavior. When the behavior is attributed, there is a need to consider some of the factors; like external causes and internal causes. According to the study conducted by Mirsadeghi (2013), external causes are attributed to the outside factors of the person, which are being observed. These factors cannot be controlled, like; luck and these factors forced the person into the behavior by the circumstances. For example, any of the employees receives the promotion, but his/her co-workers believe that he/she received the promotion because his/her father is the owner of company. Thus, the co-workers attributed an external factor as the reason of promotion. Internal causes are those behaviors, which are believed to be under the control of individuals. These factors are those, which are attributed to the individual being observed. Internal factors can be controlled usually. For example, in any organization, if any person is promoted and his co-workers believe that the reason behind the promotion is dedication, hard work and skills. It shows that the co-workers attributed the internal causes of his promotion (Memari, Valikhani, Aghababaee Daveli, 2013). When there is need of making determination between external and internal reasons of behavior, the person, who perceives, must examine the aspects of consistency, consensus and distinctiveness. Consistent behavior can be defined whether a person, who is being observed is behaving in same way same situations. If that person acts in the same way in the same type of circumstances, then consistency of behavior is high. If that person acts in different manner each time, then it shows that consistency is low (Mirsadeeghi, 2013). Distinctiveness of the behavior can be defined as whether the person, who is being observed in the same way in different situations. It shows that behavior is distinctive. If any individual behaves the same in different situations, it means distinctiveness is low, whereas that person reacts different in different situations, it means the distinctiveness is high. Furthermore, consensus is the extent to which other individuals, if in the same circumstances, will behave similarly to the person who is being observed (Miner, 2011). If the person, who is observing watches others behaving the same way, which the individual being perceived acts, then consensus i s high. Though, if others act different way in the situation, then the degree of consensus is low. According to Millet, Robbins Marsh (2004), consistency, consensus and distinctiveness are assessed at the time of observing the behavior and after that a decision about internal and external causes of behavior is made. When all these three aspects are high, the observer determines that there are some external causes of behavior. If consistency is high, consensus is low and distinctiveness is high, then the perceiver will attribute the internal causes of behavior. For example, there is case of Mr. Anderson, who is an employee of Mr. Smith. Anderson came late to attend the meeting. In this situation, Mr. Smith may attribute his lateness because of late night out on the previous day and falling asleep over the ringing of the alarm clock. In this case, Anderson is considered as the internal attribution. However, if the Mr. Smith attributes this lateness due to roadway traffic or collision, then Mr. Smith will believe that there is an external cause. According to Millet, Robbins Marsh (2004), if the same employee, who arrived late for the meeting is also the reason behind some delayed deliveries. If this is so, then Mr. Smith needs to ask himself whether this behavior is rare. Importance and Role of this Theory and How it Affects other People in Organization Decision making is an important function of management. It involves choosing a course of action from various alternatives, which are available in the situation of decision making. Attribution theory is very important in decision making process of organization (Malle, 2011). The organizations can use a rational decision model, which describes that how the people should behave for maximizing the organizational outcome. The following steps should be considered; Defining the problem Recognize the criteria of decision Weight that criteria Generate the alternatives Give ratings to alternatives Compute the best decision This theory occupies the manner, which the people understand the foundation of behavior and it emphasizes on the perception regarding the behavior. (Forsterling, 2013) described that every organization should recognize the reason behind the actions of employees. It should not make a sudden decision on the perception of employees. Organization should use this attribution theory and find out the factors which affected that action. After finding out the factor, whether sit is internal or external, the organization can recognize to deal with that behavior (Gleitman, Fridlund Reisberg, 1999). This theory assumes that people in the organization try to observe why the people do and what they do. It manages the information, which one uses in making inferences and the way, an individual deals with that information to give answer to a random question. Brown (1986) explained that how can this account to the role of this theory. After understanding the causes for different behaviors, people can predict the behavior in the future and then safeguard themselves from unkind surprises. Searching for the reason of behavior allows the organization to attribute the causes to behavior (Brown, 1986). This focuses on the circumstances, which generally includes 2 people. One person, who is making the judgment about someones behavior and another one, is someone else, whose behavior is being observed. According to Gleitman (1999), when the people make efforts and find the explanations for others behavior, then this is considered that they are engaged in the attribution process. Forsterling, 2013 stated that this attribution process assists the individuals to understand and act to their social environments. It is essential to know because attributions have consequences on behavior. There may be three types of the attribution theories, which can be applied in the organization (Nelson Quick, 2011). First theory, which is based on the assumption that the people have preferences about causality directing to the bias in attribution and second one focuses on backgrounds of individuals perception of the reason of behavior in social surroundings and last one, the theories, which focus on the impact of attributions. The managers can motivate the employees by using the attribution theory. Attribution may impact the employee motivation. Individuals who perceive the reason of their success to be external of their control may be unwilling to perform new tasks and can lose the motivation to act well in the workplace (Forsterling, 2013). Thus, understanding the attributions, which the people make, can help in the managerial effectiveness and employee performance. If a manager wishes his employees to continue at the official tasks, then he should help them in developing a genuine belief that the employees are capable and these imperfections are the result of some other factors, like; bad luck, which need not to be there in the future. When the employees fail to perform the tasks, then they are more likely to continue and ultimately succeed if they attribute this failure to lack of sufficient effort (Marsh, Millett, Robbins, 2004). So, it is very important that when the employees believe that they are unsuccessful, then managers can help them in developing the belief that still they can succeed if they give their best efforts. Conclusion Thus, it is very important to apply the attribution theory in an organization for understanding the behavior of the people at work. It can help the individuals in understanding their won and someone elses behavior. There are some factors, which can help the people in this process. Managers can use these attributions in motivating the people for the success of organization. This theory can be seen relevant to the study of the perception, attitude, which can lead to people affecting their own self-respect. Thus, the report concludes that attribution theory manages that how the perceiver utilizes the information to understand the casual explanation for any specific events. This examines what data is collected and how it is used to make a judgment. References Aswathappa, K. (2005). Organizational Behavior, Himalaya Publications. Bakkar, A.B. Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154. Brown, R. (1986). Social Psychology, the Second Edition. Free Press. French, R. (2011). Organizational Behavior. John Wiley Sons. Forsterling, F. (2013). Attribution: An Introduction to Theories, Research and Applications. Psychology Press. Folkes, V.S. Graham, S. (2014). Attribution Theory: Applications to Achievement, Mental Health, andInterpersonal Conflict. Psychology Press. Gleitman, H., Fridlund, A. Reisberg, D. (1999). Psychology WebBook: Psychology Fifth Edition/ Basic Psychology Fifth Edition. W.W. Norton and Company. Marsh, T.W., Millett, B. Robbins, S.P. (2004). Organizational Behavior. Pearson Education Australia. Memari, H., Valikhani, M., Aghababaee, Z. Daveli, M.M. (2013). The Effect of Positive Organizational Behavior of the Staff on Organizational Performance, Based on the Luthans Model in Public Organizations of Behbahan. Interdisciplinary Journal of Contemporary Research in Business, Vol. 4, No 9. Miner, J.B. (2011). Organizational Behavior 6:Integrated Theory Development and the Role of the Unconscious. M.E. Sharpe Publications. Malle, B.F. (2011). Attribution Theories: How People Make Sense of Bahavior. Retrieved from https://pdfs.semanticscholar.org/dbc6/ca9548099b6f2b84d1cd81f3eb13c07cde7f.pdf. Mirsadeeghi, S. (2013). A Review on the Attribution Theory in the Social Psychology. Journal of Humanities And Social Science, Vol. 8, 6, pp. 74-76. Nelson, D.L., Quick, J.C. (2011). Organizational behavior 7th ed. Mason, OH: Cengage Learning. Youseff, C.M. Luthans, F. (2007). Positive Organizational Behavior in the Workplace: The Impact of Hope, Optimism, and Resilience. Journal of Management, 33. Pp. 774-800.

The Grapes of Wrath Description Al Joad and the S Analysis Essay Example For Students

The Grapes of Wrath: Description Al Joad and the S Analysis Essay ettingAl Joad is a fairly skinny guy of medium built who starts out being acocky, self-conceited character. His only justifiable reason for acting cockyis that his brother, Tom, killed a man and went to jail. Al respects his brotherand thinks of him as a man for having killed another man. The fact of thematter is that Tom was only acting in self defense. After a man came after Tomwith a knife, Tom hit him over the head with a shovel, and killing him in theprocess. Al would receive complements all over town from people who recognizehim and being the brother of a man that was a killer. As soon as Tom Joadcomes home from prison, Al is a changed person. He is no longer cocky and healmost resents his brother coming home so soon. As the Joad family is forced toleave their home land and travel to California, Al takes on a greatresponsibility. We will write a custom essay on The Grapes of Wrath: Description Al Joad and the S Analysis specifically for you for only $16.38 $13.9/page Order now His job is to drive the family and take complete care of thetruck that they are driving. Al takes his job very seriously and gets upset whenanything happens to the car. Emotionally, I would say Al has become very strongthroughout the novel. He starts out pretty depend on the glory of his brother,but he takes his responsibilities seriously. I see Al as being a crucialcharacter later in the novel. He is the kind of person that needs motivationfrom the start, but once he gets going, he wont stop.Setting DescriptionOklahoma could best be described as one large dustbowl. All rain hasceased to fall. The dry wind wisps through the air and gathers dirt. If youlisten closely enough, it sounds as though there are people moaning wheneverwind is present. The heat is so humid that any source of water is dried up, andthe plants wither away. All of the corn crops are gone as well as all othercrops. The dirt is like sand; it has no moisture or fertilization. It isgrainy and hard as though no water has ever moistened it. Day after day,storm clouds can be seen lingering overhead. You could swear it would rain anyminute, but it never does. The humidity only increases and the fine dustparticles become part of the air; which only makes things worse. Not only is itunbearably hot, but it is terribly difficult to breathe. Life cannot exist insuch unbearable conditions. For this reason, life moves on and leaves behindthe giant dustbowl. Category: English