Attention Deficit Hyperactive Disorder ( Adhd ) And The...

Attention Deficit Hyperactive Disorder (ADHD) and the Frontal Lobes Attention Deficit Disorder (ADD), Attention Deficit Hyperactive Disorder (ADHD) throughout history has been seen as a behavioral issue. The prevalence and attention given to ADD/ADHD as a disorder has not become apparent until more modern times. With the coming of Drugs, treatment seemed to become common and successful. There are many risk factors believed to contribute to developing ADD/ADHD. However, no correlates are indeed causal factors to people who develop ADD/ADHD. There has been genetic and hereditary evidence and a definite difference neurologically that proves to be the basis of the ADD/ADHD. Both dopamine and serotonin have a play in the ADD/ADHD. History of Attention Deficit Hyperactive Disorder (ADHD), Attention Deficit Disorder (ADD) Attention Deficit Hyperactive Disorder (ADHD), Attention Deficit Disorder (ADD) is a debatable topic when it comes to the discovery or history of the disorder. A Doctor Alexander Crichton in 1798 described children as having â€Å"mental restlessness†; when the child was without the ability to constantly attend to any one object. Another description was accounted in a children’s book by Doctor Heinrich Hoffman who was also a physician during 1845. In one of his books of poetry, Doctor Heinrich Hoffman writes about a Fidgety Philip, in which there is a description of a boy recognizable with, what is now ADD/ADHD. (History of ADD/ADHD, n.d.). A British DoctorShow MoreRelated add and ritalin Essay2465 Words   |  10 Pages ADD and Ritalin Attention Deficit Disorder (ADD) is a problem that affects 5% to 10% of all children. ADD affects more children than any other childhood problems except asthma. It is estimated to be the largest single cause for first referrals to child guidance clinics throughout the country, making up as many as 40% of those cases. Many ADD cases are not diagnosed because the problem most often does not show in the doctor’s office. Current estimates suggest that approximately 50 to 65% of theRead MoreAttention Deficit Disorder Essay1978 Words   |  8 PagesAttention Deficit Disorder Attention Deficit Disorder (ADD) is a problem that affects 5% to 10% of all children ADD affect more children than any other childhood problems except asthma. It is estimated to be the largest single cause for first referrals to child guidance clinics throughout the country, making up as many as 40% of those cases. Many ADD cases are not diagnosed because the problem most often does not prevail in the doctors office. Current estimates suggest that approximately 50Read More Attention Deficit Hyperactivity Disorder Essay1520 Words   |  7 PagesAttention Deficit Hyperactivity Disorder / Personality? For a typical person with Attention Deficit Hyperactivity Disorder (ADHD) sitting down to do a task such as homework can be agonizing, the physical act of staying in place, being as difficult as concentrating on the work. The person with ADHD may go on in life to have social problems because symptoms such as hyperactivity, inattention, and impulsivity, are mistaken as laziness or self-centeredness (14). The problems of ADHD often developRead MoreAttention Deficit Hyperactive Disorder Essay1011 Words   |  5 PagesAttention deficit hyperactivity disorder (ADHD) is one of the most common childhood disorders that develops in children and becomes apparent in the preschool, early school years and continue through adolescence and adulthood. It is one of the rising public health concerns which is characterized by inappropriate levels of inattention, hyperactivity and impulsivity. The world wide prevalence rate was estimated as 5.29 %. (Polanczyk 2007). Prevalent rates are higher at 12 y ears. It also affects schoolRead More Attention Deficit Disorder in American Children Essay1414 Words   |  6 PagesAttention Deficit Disorder in American Children Approximately 3-5% of all American children have Attention Deficit Disorder (ADD). ADD is a leading cause of school failure and under-achievement. ADD characteristics often arise in early childhood. As many as 50% of children with ADD are never diagnosed. Boys significantly outnumber girls, though girls are more likely to be undiagnosed with ADD. ADD is not an attention disorder, but a disorder of impulse control (Pfiffrer 184). CharacteristicsRead MoreChildhood Disorders Range From Attention Deficit / Hyperactive Disorder ( Adhd )909 Words   |  4 Pageswill have a childhood disorder† (U.S. Department of Human Health and Services, 2015). Childhood disorders range from attention-deficit/hyperactive disorder (ADHD), autism, however, these are only a couple well-known disorders. Be that as it may, some individuals are dysfunctional from the myelination, limited working memory or selective attention, all of which can contribute or be linked to ADHD and autism, hence the executive function of individuals are affected by these disorder. ApproximatelyRead More Attention Deficit Hyperactivity Disorder Essay1555 Words   |  7 PagesAttention Deficit Hyperactivity Disorder (ADHD) is a developmental disorder that displays as distracted, hyperactive, and unable to focus on tasks and activities. Also known as Hyperkinetic Impulse Disorder, Hyperkinesis, Hyperactive Syndrome, Minimal Brain Damage, Minimal Brain Dysfunction, and Undifferentiated Deficit Disorder, ADHD is the most commonly diagnosed neurological disorder in children. Although many children with ADHD are quite intelligent, their lack of focus can frequently lead toRead MoreAttention Deficit Hyperactivity Disorder - Essay1391 Words   |  6 PagesAttention Deficit Hyperactivity Disorder Abstract There have been major concerns about the different kinds of learning disorders and the Attention Deficit Hyperactivity Disorder is one. While there are different kinds of the learning disorders which affect the old and the young alike, researchers have not been able to find the cause of Attention Deficit Hyperactivity Disorder. This paper will begin by discussing the definition of the disorder, the recent statistics of childrenRead MoreAttention Deficit Hyperactive Disorder ( Adhd )1678 Words   |  7 Pagesâ€Å"ADHD is a neurological difference that affects learning and language, and every aspect of life† (Hardman). It has been argued that ADHD (Attention Deficit Hyperactive Disorder) is not a real disease, but it has been confirmed by neurological testing that ADHD is a real disease. It has been found that ADHD symptoms are caused by a child having less brain activity in their frontal lobes; this part of the brain controls the impulse control which will make it harder for the child to sit still. ThereRead MoreAttention Deficit Disorder ( Add ) Essay937 Words   |  4 PagesAttention Deficit Disorder (ADD) LeeAnn Larsen Community College of Aurora Attention Deficit Disorder Attention Deficit Disorder (ADD) is â€Å"a syndrome of disordered learning and disruptive behavior that is not caused by any serious underlying physical or mental disorder and that has several subtypes characterized primarily by symptoms of inattentiveness or primarily by symptoms of hyperactivity and impulsive behavior (as speaking out of turn) or by the significant expression of all

Hamlet as Victim and Hero Essay - 1260 Words

Hamlet as Victim and Hero Hamlet, Prince of Denmark, a Shakespearean tragedy, tells the story of Prince Hamlet, who gained the knowledge of a terrible incident that his kingdom had suffered. Claudius, the king of Denmark and Hamlets uncle, had killed his own brother, the king, who was also the father of Hamlet, and married his brothers widow. Hamlet suffered these traumas to a severe degree, and his only relief was to defeat his human weaknesses and correct the wrongs created by his uncle. The soliloquy selected to describe the emotions of Hamlet, after discovering the evil doings of his uncle, is found within the lines one hundred twenty-nine to one hundred fifty-nine (Hamlet Prince 71). Hamlets first reaction†¦show more content†¦Hamlets Mouse Trap commented that suicide means death of the mind in symbolic unproductivity due to self-destructive tendencies (91). Hamlet, with his rapid and witty thoughts, could not become inactive in his mind. Hamlet showed disgust during the lines one hundred thirty-three through one hundred thirty-seven in which he questioned the purpose of the world (Hamlet Prince 71). He felt that the worlds only purpose was to raise weeds. Those weeds or the things that are rank and gross in nature, represented the wicked people of the world that were in power. It is evident throughout these lines that he has strong feelings of mistrust and hatred towards his uncle. It is undetermined if Hamlet ever thought that his mother was also a murderess who helped devise the plan to kill the king. Hamlets anger is justified, as his trust was lost in almost everyone that was close to him. Hamlet reconciles his mothers hasty actions after the death of his father in lines one hundred thirty-seven through one hundred fifty-seven (Hamlet Prince 71). He begins with, But not two months dead! --Nay, not so much, not two, which clearly shows disgust in the hastiness of the marriage between his mother and his uncle. His ideas and feelings jump around throughout this group of lines, which also demonstrates a nervous anger. He remembers how excellent a king his father was and how loving [he was] to [Hamlets] mother (HamletShow MoreRelatedIs Hamlet A Tragic Hero Essay961 Words   |  4 PagesTo be, or not to be: a hero. That is the question often asked of William Shakespeare’s tragedy, Hamlet: whether Hamlet II, Prince of Denmark, can be considered a hero. Throughout the play Hamlet proves himself to be a hero, although different from the usual sense of one. Hamlet is a tragic hero, â€Å"a great or virtuous character . . . who is destined for downfall, suffering, or def eat . . . who makes an error of judgment or has a fatal flaw that, combined with fate and external forces, brings on a tragedyRead MoreClaudius, the Unorthodox Tragic Hero1348 Words   |  6 PagesAn Aristotelian’s tragic hero is a person of nobility who is ill-fated by a defect - seemingly intertwined with attributes that make him/her prosperous - in his/her character. Usually the protagonist, a tragic hero is commended for his/her honorable traits and is depicted to be the victim in most works of literature. In Hamlet, by William Shakespeare, the traditional portrayal of a tragic hero is defied: in lieu of being the victim, the tragic hero becomes the culprit of the play. By instillingRead MoreBe Responsible and Take Action in Shakespeare, Aeschylus and T. S. Eliot Literature1132 Words   |  5 PagesShakespeare along with Aeschylus and T. S. Eliot use character from each of their respectable work including Hamlet, Agamemnon and The Love Song of J. Alfred Prufrock to d emonstrate one must responsibly be able to decide and take action in desperate times in order to prevent tragedy or greater loss. Through the text of these three prominent literacy works from the ancient history to the 1900’s, one element that is evident in all three literature works is hamartia, which is directly related to theRead MoreEssay on Heroes and Revenge in Hamlet and The Spanish Tragedy1389 Words   |  6 PagesHeroes and Revenge in Hamlet and The Spanish Tragedy In Elizabethan drama, it was accepted that the villains of the piece would, because of their evil methods and aims, be revealed and punished - in other words, justice would be served. The problem, however, arises when the heroes of the piece use the same methods as the villains. I use the term hero warily, as the traditional hero of a revenge tragedy is one who would at first seem completely unsuited to a revenging role; Heironimo is portrayedRead MoreHamlet And Oedipus The King1544 Words   |  7 Pagesliterature, Hamlet and Oedipus the King. Oedipus the King was written by Sophocles and Hamlet was one of the famous dramas of Shakespeare. There were some similarities and several differences between the two tragedies. Although the plays were both set in different time periods, they had similar themes about fate and free will. Their plots were also analogous. However, the two main character had a major vital difference that Hamlet is a tragedy of inaction and Oedipus is a tragedy of action. Hamlet and OedipusRead MoreThe Heroes Of A Hero1082 Words   |  5 PagesChristopher Reeve once said, â€Å"A hero is an ordinary individual who finds the strength to persevere and endure in spite of overwhelming obstacles.† In today’s society, what describes a hero is different to each person you ask. In my opinion, there are three different heroes today. There are the heroes you read about in books and watch in movies such as The Avengers and X-Men, and there are the everyday heroes such as doctors, police, and soldiers. There are also tragic heroes. Shakespeare is famousRead MoreThe Tragic Hero Of Hamlet By William Shakespeare1094 Words   |  5 Pagestimes, a pure heart will rot in the grave and then their sins will be what remains to stain their images. I believe this is the case for the young Prince Hamlet, a tragic hero he was, it appears that many readers forget what Hamlet was trying to achieve. In conclusion, I believe that readers do not recognize the cham pion that Hamlet was, Hamlet is a victorious protagonist that avenged his father, and with his revenge, he created a legacy of his name that has lasted generations. What is victoryRead MoreHamlet : William Shakespeare s Hamlet991 Words   |  4 PagesNovember 10, 2014 APLA 12 - Hamlet Character Analysis William Shakespeare’s Hamlet, regarded as one his most famous plays, is based on the story of the Hamlet, the â€Å"Dark† Prince of Denmark. The protagonist, being Hamlet, is an extremely complex man with such a multi-dimensional personality that to this day, critics struggle to understand him. Each reader is left to decide his/her own interpretation of him — whether he is evil and insane, if he’s a tragic hero, or if he is a victim of circumstances beyondRead More Hamlet, why did he delay Essay1626 Words   |  7 Pageswriters. Of his works, Hamlet is perhaps the most studied and most interesting of the collected tragedies. In this play, many question the actions of the characters and particularly the actions of Hamlet. The answer to: Why does Hamlet delay in avenging the death of his father? is one that is not easy to identify. Possible conclusions include the role of others in Hamlet, Hamlets religious nature, or even Hamlets tragic flaw as a hero in Hamlet. It is often argued that Hamlet was written as a tragedyRead More Tragedy In Drama Essay1713 Words   |  7 Pages Tragedy and Drama In a range of dramatic works from Agamemnon to Hamlet, one sees the range of development of the tragic form, from the earliest Greek to the later Shakespearean tragedies. There are two basic concepts of tragedy: the concept introduced by Aristotle in his Poetics, and the concept developed by Frederick Nietzsche in his quot;The Birth of Tragedy.quot; Many dramas can be reviewed to reveal the contrast between these two concepts of tragedy, and demonstrate the development of the

Methods of Estimating National Income free essay sample

National Income (Contd. ) Methods used to measure National Income Calculating National Income There are various methods for calculating the national income such as production method, income method, expenditure method etc. Income Method: Different factors of production are paid for their productive services rendered to an organization. The various incomes that are included in these methods are wages, income of self-employed, interest, profit, dividend, rents, and surplus of public sector and net flow of income from abroad. Expenditure Method: The various sectors – the household sector, the government sector, the business sector, either spend their income on consumer goods and services or they save a part of their income. These can be categorized as private consumption expenditure, private investment, public consumption, public investment etc. as shown in the above table. ProductMethod The production method gives us national income or national product based on the final value of the produce and the origin of the produce in terms of the industry. We will write a custom essay sample on Methods of Estimating National Income or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page All producing units are classified sector wise. †¢ Primary sector is divided into agriculture, fisheries, and animal husbandry. †¢ Secondary sector consists of manufacturing. †¢ Tertiary sector is divided into trade, transport, communication, banking, insurance etc Problems on National Income- 1. With the help of following data, calculate National Income at factor cost. GNP = 5, 00,000 Crs. Depreciation = 50,000 Crs. Indirect taxes = 30,000 Crs. Subsidies = 5,000 Crs. Solution: NI at factor cost = GNP – Depreciation – Taxes + Subsidies. = 5, 00,000- 50,000 – 30,000+5,000 = 4, 25,000 Crs. Calculate GNP and NNP from the following data. Net income from abroad is Rs. 1,400 Crs. , GDP is Rs. 20, 000 Crs. , depreciation Rs. 1, 000 Crs. Raw materials and intermediate goods used in production is Rs. 4, 000 Crs. Solution: GNP = GDP + Net Income from abroad = 20,000+1,400 GNP= 21,400 Crs. NNP= GNP- Depreciation = 21, 400 – 1,000 Crs. NNP =20. 400 Crs. 3. From the information given below calculate the personal income. NI at factor cost = Rs. 6, 560 Crs. Corporate Income tax = Rs. 324 Crs. Social Security Contributions =Rs. 113 Crs. Undistributed Profits = Rs. 76 Crs. Transfer Earnings = Rs. 230 Crs. Solution: PI = NI- Corporate taxes- Undistributed Profits- Social Security Contributions+ Transfer Payments. PI = 6560 – 324-76-113+230 Crs. = 6560-513+230 Crs. (PI =6277 Crs. 4. From the following data, calculate GDP at market prices. (Rs. In crores) Net National Income10,500

Selection of Sales Force Essay Example

Selection of Sales Force Essay The sales force is solely responsible for building the bottom line of an organization. It is the only department that brings in revenues amp; hence must be given due importance in the organizational structure. Selection of the sales force must be a careful process that ensures that top quality salesmen, who will exhibit motivation, a strong orientation towards results amp; loyalty to the company. Selection is the process of discovering the qualifications amp; characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job. The recruitment process consists of multiple phases. Sorting of Applicants: The available database of applicant resumes, which could be obtained through advertisements, referrals, open applications must initially be screened for the basic job requirements. The criteria for the job requirements could be based on the degree of experience, required technical knowledge, educational qualifications and capabilities that would be demanded by the job. This phase of the screening would be one of basic pattern matching of the requirements of the job with the available resume database. Interviews: The interviews could be conducted in phases as a preliminary amp; final interview, technical amp; HR interview or as a single interview to gauge all required skills of the applicant. Various types of interviews are available to gauge various skills of the applicant. The most common types of interview methods used are: * Behavioural Interviews * Situational Interviews * Patterned Interviews Behavioural Interviews: We will write a custom essay sample on Selection of Sales Force specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Selection of Sales Force specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Selection of Sales Force specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Questions ask applicants for specific examples from their past experiences of specific job-related issues Commonly used question format: â€Å"Tell me about a time when †¦. † Examples: For a sales position: â€Å"Tell me about your most difficult recent sale. What did you do? What happened? † If team leadership is essential to the job: â€Å"Tell me about a time when you were the leader of a team. What did you do? What happened? † If providing effective performance feedback is essential to the job: â€Å"Tell me about a time when you had to talk with a person about their poor performance. What did you do? What happened? † Each question has a scoring system to rate the applicant’s answers on numerical rating scales Use rubrics: For each question, write an example of what would be the: Best answer (e. g. , best answer = 5 points) Good answer (e. g. , good answer = 3 points) Bad answer (e. g. , bad answer = 1 point) To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: good to great; this is usually our best choice of interview formats Situational Interviews 3 types of questions: Hypothetical: questions that describe a situation and ask what the applicant would do in that situation * Job-Knowledge: questions that ask applicants to define job-related terms, or explain a procedure, or demonstrate a skill * Job Requirements: questions that ask applicants about their willingness to comply with job requirements (e. g. , travel, shift-work, etc. ) Each question has a scoring system to rate the applicant’s a nswers on numerical rating scales To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: Good Patterned Interview: Ask about education, work experiences, career goals, etc. Example questions: * Why did you pick your major? * What are your strengths and weaknesses? * What do you plan on doing 5 years from now? * Validity: moderate Having an interview â€Å"script† helps validity. Every applicant gets exactly the same questions. But the typical questions may not be all that helpful. What’s a good answer to â€Å"Why did you pick your major? † Psychological Selection Method A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: * Extroversion * Emotional stability * Agreeableness * Conscientiousness * Openness to experience Types of Psychological Tests * Aptitude tests : It refers to potentiality that a person has to profit from certain kind of training. * Achievement tests: It helps to measure the proficiency that a person has been able to achieve. Intelligence tests : It attempts to measure the intelligence—that is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Personality Inventories Myers-Briggs Type Indicator (MBTI) Validity: poor for selection purposes Might be okay, if carefully used, to help a team work better together Many psychologists who study personality today prefer a different measure of personali ty than the MBTI: * Big 5 Dimensions of Personality The Big 5 Personality Dimensions: â€Å"OCEAN† * Openness: curious, imaginative, variety of experiences * Conscientiousness: prudent, organized, thoughtful * Extraversion: sociable, outgoing * Agreeableness: cooperative, sympathetic, kind * Neuroticism: easy to anger, anxiety, depression Sometimes reverse-scored to get opposite of neuroticism: Adjustment: stable, calm, stress-tolerant Minnesota Multiphasic Personality Inventory (MMPI) The test is designed to diagnose mental health issues. MMPI-2 has almost 600 questions (true/false/can’t say) Dimensions (scales) include: Hypochondriasis, Depression, Hysteria, Psychopathic Deviate, Masculinity-Femininity, Paranoia, Psychasthenia, Schizophrenia, Hypomania, amp; Social Introversion It might be controversial to use for selection purposes. Validity for selection purposes is hard to summarize Cognitive Ability Tests might also be conducted to judge the mental ability, agility of the candidate as required by the Job Description. Medical Examinations, Work Sample Tests, Trainability tests might also be used to assess an applicant as per the requirements of the Job. Reference Checks: We should always carefully check the references of the finalists for the job before making a job offer. We could include the applicant’s former supervisors as references. But, some managers are reluctant to provide negative information about a former employee in a reference check They may only want to provide limited information such as the dates of employment and job title of the former employee. Sales Force Selection through Internal Sources Recruitment may be conducted internally through the promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members. Job posting refers to the practice of publicising an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organisation) the jobs that are to be filled. Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting. Advantages of internal sales force selection * The ability of the recruit is known so it is easy to assess potential for the next level. * â€Å"Insiders† know the organisation, its strengths and weaknesses, its culture and,most of all, its people * Internal recruitment is cheaper and quicker than advertising in various media and interviewing â€Å"outsiders† * Time spent in training and socialisation is also reduced. Disadvantages Difficult to find the â€Å"right† candidate within and the organisation may settle for an employee who possesses a less than ideal mix of competencies * Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organisational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems. * In times of rapid growth and during transit ions, the organisation may promote from within into managerial positions, regardless of the qualifications of incumbents. Selection from External Sources Internal recruitment does not always produce the number or quality of personnel needed. In such an instance, the organisation needs to recruit from external sources. This can be through encouraging walk-in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or audio media; using employment agencies to â€Å"head hunt†; advertising on-line via the Internet; or through job fairs and the use of college recruitment. These methods have traditionally included newspaper/magazine/journal advertising, the use of employment agencies and executive search firms, and college recruitment. More often job/career fairs and e-Recruiting are reaching the job seeker market. Online Applications / Recruiting on the Internet Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount (less than in the print media), remain there for periods of thirty or sixty days or more at no additional cost and are available twenty-four hours a day. Candidates can view detailed information about the job and the organisation and then respond electronically. e-Recruiting Companies sometimes use specialised Job Sites that cater to specific industries. They could also enhance the Corporate Web Site as a tool to encourage potential job seekers to become interested in joining the company. Use of valid Search Engines helps sort candidates effectively, but will not discriminate against any persons or groups Another effective technique could be to create attention-grabbing newspaper advertisements that prompt people to visit the company’s website. They will then see all vacancies that are advertised; and encourage employees to e-mail job advertisements to friends. Job Fairs: The concept of a job fair is to bring those interested in finding a job into those companies who are searching for applicants. They are considered one of the most effective ways for job seekers to land jobs. Job fairs are open for a at which employers can exhibit the best their companies have to offer so that job seekers can make informed choices. Job Analysis of Various Companies LG India Tata Tele Services Google Area: Advertising Sales At Google, we organize ourselves and change around our users and customers. Googles Advertising Sales team embodies that pursuit: We are devoted to finding relevant solutions that meet our clients changing advertising needs. In that regard, Advertising Sales does more than simply make money for our company. Our efforts focus on ways that Google technology can and does enable the worlds largest advertisers to enjoy immediate and accountable communication with the consumer. Advertising Sales team members work hard to identify our clients business challenges, to collaboratively shape solutions that drive their strategic initiatives, and to keep them educated and informed of ways that current and future Google products can enhance their online and/ or offline presence. The role: Head of Media Sales, India and South East Asia You will spearhead our relationships with, among others, key consumer product and FMCG brand partners in India. You will evangelize branding opportunities on new media platforms and will be responsible for on-boarding leading brands and advertisers who have historically used conventional media channels. Additionally, you will be expected to drive advertising sales and branding opportunities through the Agency route, by partnering with them on media planning. You will develop a comprehensive agency policy that will include commissions, work flow methodology, agencys role in our ecosystem, training and upgrading their skill set and so on. Responsibilities: †¢ Work closely with the Google Direct sales and sales operations teams to optimize business opportunities and monitor channel complementarities. †¢ Evangelize 3rd-party executive teams about Googles advertising services, represent Google at industry events and effectively implement corporate initiatives to enhance 3rd-party activity. †¢ Contribute to the development of new systems/processes to increase efficiency of 3rd-party operators in Indian market.. †¢ Develop brand and agency business plans and set sales targets.. Close new business, grow existing business and work with the marketing team to direct the sales team’s focus through research, market analysis and collateral development. Requirements: †¢ BA/BS degree and MBA preferred or equivalent experience. †¢ At least 15 years of sales/marketing experience in media (offline and online), consumer products, FMCG. †¢ Experience with customer satisfaction measurement, custo mer segmentation analysis, advertising effectiveness research, and awareness amp; usage studies. Extremely strong customer-focused attitude. †¢ A proven track record of leading an advertising sales/ marketing organization or advertising/media association or executive level work experience in sales/ marketing at an FMCG/ consumer products organization. †¢ Knowledge of online advertising, ROI analysis amp; branding measurement; background supporting a global online advertising sales organization desirable. †¢ Ability to deliver results under pressure. HP Job Description Sales Business Development Manager – HP Software Education HP Software Education (HPSE) drives improved outcomes for our global clients through the development and deployment of market-leading education curriculum and delivery modalities. HPSE is part of the Professional Services Organisation (PSO) which is a global services organisation dedicated to delivering consulting, implementation and education services around the Business Technology Optimisation (BTO) and Information Management (IM) elements of the HP Software portfolio. As a BDM based within the India sub-region, you will bring deep contacts and enterprise IT Services amp; education sales expertise to lead education relationships within our key named accounts. Additionally you will cover the following outcomes †¢ Delivery of HP based training programs that produce desired business outcomes. Training plans, schedules, and delivery options †¢ Customised training programs for technical topics across the HP BTO portfolio †¢ Encourages participation and meets target audience needs to facilitate change management in client groups. Working with HP Software Sales Account management and Sales team in conjunction with PSO Client principles you will;- identify, qualify, shape, pursue and ultimately close multiple education opportunities. This expertise will have been gained by previous high levels of successful engagement with major clients across the India region. You will develop and maintain a consultative solution orientated approach, ocus efforts and resources on a few selected customers look for economies of scale and develop synergies in the engagement process to provide the right solution to the customer delivered by the engagement construct and commercial structure. You will structure pipeline and forecasts, target opportunities in key customers and define actions and align the right resources amp; programs to engage and pursue them through to closure. ? We want to hear from you if you can demonstrate aptitude for and/or evidence of: †¢ Strong relationships at C-Level (CEO, CFO, CIO, COO) with key-clients; Relationships within major accounts/resellers/distributors in India Sub Region at IT Management and C levels †¢ Business development (ability to identify/develop/qualify amp; manage to closure education opportunities) †¢ Business Management (ability to take a business led approach in engagement both internally and externally to define the optimal commercial structure for engagements including partners and HP resources) †¢ A breakthrough attitude Strong consultative approach (relationship amp; engagement skills): an ability to break out of conventional seller/ buyer relationship and build relationships that are better suited to long-term partnering and consultative advising †¢ Demonstrate a solid understanding of a clients business and how the education solutions fit within this picture as a total deployed s olution across the HP Software portfolio †¢ Selling skills (deal shaping, negotiation, closing): ability to effectively perform key sales tasks essential to â€Å"Winning† in the market place †¢ Strong level of professional skills amp; entrepreneurial attitude   †¢ Industry awareness and competency in Telco, Public Sector or Financial Services in India †¢ Good understanding of HP Solutions and their position within the marketplace. Minimum Qualifications †¢ Degree level qualification; (MBA Preferred) †¢ Must be fluent in English with excellent communication skills †¢ Relevant experience and track record in handling multiple opportunities   †¢ 7-8 years of IT services sales experience + †¢ Mandatory minimum of last 5 years of sales experience in selling software education services †¢ Demonstrated track record of success in carrying quota with education services and/or professional services consulting †¢ Should be willing to travel as per requirements †¢ Should be confident, self-motivated and target-oriented with positive attitude Role functions Identify, qualify leads amp; sales opportunities to develop business   †¢ Initiate, sustain amp; grow relationships within new and existing client base †¢ Develop new opportunities thru bundle amp; non-attach deals in conjunction with Software Sales team †¢ Ensure amp; leverage attachment to all Software amp; Services led engagements to follow solution offering framework (Software, Services amp; Education) †¢ Achieving personal amp; team goals by meeting quarterly sales and revenue targets †¢ Meet with business contacts on weekly/monthly basis and ensure a steady booking of orders throughout the year Airtel Naukri. com Analysis of Recruitment Process of Various Companies GE: About the Company: GE installed Indias first hydropower plant in 1902. Today, all of GEs global businesses have a presence in India. The company participates in a wide range of manufact uring, services and technology businesses in the country. It exports over $1 billion in products and services. Employment across India exceeds 12,000. GE is a diversified global infrastructure, finance and media company that is built to meet essential world needs. Job Analysis: Job Title : ECLP ( Experienced Commercial leadership program) Job Description : rotational leadership programs to implement sales process across businesses Man Specification : * An undergraduate degree in a relevant discipline * 4-6 years of marketing or sales experience in a relevant industry * MBA  is highly desirable * strong leadership * communication and analytical skills * geographic flexibility and mobility * fluent English as well as a second language Recruitment Process: Sources : Internal referrals, GE careers website Selection Process : ) Resume and telephone screen 2)  Corporate assessment centre 3)  Business interview and site visit where appropriate. Dominos About the Company: Dominos Pizza opened its first store in India in January 1996, at New Delhi. Today Dominos Pizza India has grown into a countrywide network of more than 300 stores with a team of over 9,000 people. According to the India Retail Report 2009, we were the largest Pizza chain in India and the fastest growing multinational fast food chain between 2006-2007 and 2008-2009 in terms of number of stores. Job Analysis: Job Title : Store Executives Job Description : 1. Execute the shift in the store as per the agreed plan. 2. Carry out Local sales marketing like door hanging, newspaper insertion, corporate calling etc. 3. To carry out staff meeting at periodic intervals amp; ensure motivation of the team. 4. Handling customer queries amp; staff concerns. Man Specification : B. H. M. / Diploma in Hotel Management with 0-1 year experience. Any Graduate with 1-2 years of experience in Retail. Recruitment Process: Sources : Advertisements in restaurants, local job centres, career fairs, website Selection Process : cv screening, interview(within 28 days of submitting if considered) Dr. Reddy’s Labs About the Company: Established in 1984, Dr. Reddy’s Laboratories (NYSE: RDY) is an emerging global pharmaceutical company. As a fully integrated pharmaceutical company, our purpose is to provide affordable and innovative medicines through our three core businesses:   * Pharmaceutical Services and Active Ingredients, comprising our Active Pharmaceuticals and Custom Pharmaceuticals businesses; * Global Generics, which includes branded and unbranded generics; and * Proprietary Products, which includes New Chemical Entities (NCEs), Differentiated Formulations, and Generic Biopharmaceuticals. Our products are marketed globally, with a focus on India, US, Europe and Russia. Dr. Reddy’s conducts NCE research in the areas of metabolic disorders, cardiovascular indications, anti-infectives and inflammation. Job Analysis Job Title : Medical Representative Job Description : Territory Analysis, Product Promotion, CRM, Business Development, Sales Target Achievement Man Specification :Required Education: Graduate (Science / Pharmacy preferred) with consistent record, plus MBA (desired). Experience: 1- 4 years Sales Experience Age not more than 27 years Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Campus Selection Process : Campus : Case Study Analysis, Interview, Interview for others. TATA Croma About the Company: Croma is India’s first national, large format specialist retail chain for consumer electronics amp; durables. You can shop for 6000 products across eight categories in a world-class ambience. Croma is promoted by Infiniti Retail Ltd, a 100% subsidiary of Tata Sons. Woolworths, one of the world’s leading retailers, provides technical and strategic sourcing support, ensuring that you buy nothing but the best. Job Analysis Job Title : Laptop Sales Executives Job Description : Ensuring up to date knowledge and function of laptops. Giving excellent customer service. Understanding and keeping track of targets and achieving them. Man Specification :Fresh Gradutes Electical/ Electronical/ Computer Engineers Good communication skills. Good interpersonal skills. Ability to withstand pressure. Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Newspaper Ads Selection Process : Interview

Media Production Essay Example

Media Production Essay Example Media Production Essay Media Production Essay There are many things to consider when creating a film, music video or animation. How much will it cost? Who needs to be employed? How long will it take? These are the main questions that need to be answered before anyone even begins to create a piece of media. Personnel Producer Producers are the main individuals in television, film and video production. The initial idea for a project often comes from a producer, who will oversee each project from beginning to end and may also be involved in the funding, marketing and distribution processes. A producer or executive producer is meant to report directly to the client (the person who wants the film/music video created). Producers work closely with directors and the other production staff on the media piece. Most of the time, they need to have directing skills themselves as it is likely that the producer will also be the director and take care of all of the production operations. Producers arrange funding for each project and are responsible for keeping the production within the allocated budget. Directors Directors are responsible for the look, sound and style of a film or media piece. Their job usually starts when they receive the script, although in some cases the director may also be the scriptwriter. It is the directors ‘artistic vision’ that will guide the work of the crew as they look for the right locations, hire the cast, design the sets, sound and lighting, and finally edit and dub the finished recording. Typical work activities include: -interpreting the script; -directing actors; -managing technical details, such as camera shots and the use of lighting; -making final decisions about location and design; talking with the producer at certain stages, for example, when editing the final cut; -managing the work of the other production staff and delegating tasks accordingly to create the final production. Scriptwriter A scriptwriter is a person who writes scripts. A script is a written version of a piece of media. Scripts are written for TV shows, movies, commercials and plays. A scriptwriter writes scripts for anything that requires one including internet show and podcasts. A scriptwriter produces content for radio, television broadcast, movies, theatre and other types of performance. As with all writers, scriptwriters conduct research on their topics in various ways: personal observation, library and Internet research and interviews. Writers then pick the research material they want to use, organize it and use the written word to express storylines and ideas or to convey information. This research is needed so the storyline can be historically accurate if needs be (such as ‘King Arthur’ or ‘The Boy in the Striped Pyjamas’). Casting director A casting director is responsible for helping to gather a number of actors or actresses for a given role to fit the script and directors vision of the performance. The casting director reads the script and meets with the producer, director and sometimes the writer, to get an idea of the type of person a given role calls for. Once this is determined, the casting director begins auditioning. They will meet with any number of individuals and begin narrowing down the field. Once a handful of hopefuls have been identified, the casting director then presents them to the director, producer or writer of the project. Casting directors meet with thousands of actors over the course of a given year. They must determine whether an actor fits the look of a character as well as whether or not that particular actor would be believable in the role they are casting. Production manager A production manager is involved with the planning, coordination and control of the set. They ensure that goods and services are produced efficiently, and make sure that the processes run as smoothly as possible. This is important as the director and producer cannot do this extra work while coaching and directing the lighting, and sound crew, as well as the actors themselves. A production manager is involved in both the pre-production (planning) stage as well as the production (control and supervision) stage. A large part of production management involves dealing with people, particularly investors and dealing with any public involvement. Art director Art directors oversee the artistic design of advertisements and print materials (such as billboards or magazines), as well as the filming of television commercials and are responsible for the quality of the finished product. The art director can choose to hire a photographer, an illustrator, models, and any props necessary for an advert. If a photo advertisement comes back from the printer with an imperfection, the art director is also responsible for retouching it. In advertising, the art director is not only responsible for the look of an advert but is also part of a creative team responsible for developing the initial concept. An art director and a copywriter (who writes the adverts) may decide on an advertising concept together. Then they determine how the ad will look and what it will say. Editors A film editor is technically a mechanic who removes the unneeded clips and fits pieces of film together to make the finished feature. He works with cinematographers and sound editors to mesh sight and sound to make the film work. Being a film editor requires hours of looking through footage and then assembling a film a half-second at a time, while working quickly to meet the filmmakers deadlines. While a skilled movie editors contribution can mean the difference between a hit and a so-so film, film editing done well is usually completely unnoticed by the audience. Here are some of the most important elements in the job of a film editor: -Read the script and meet with the director to understand his  vision of the film. -Make visits to the locations during filming to gain a sense of how the shooting is going to take place. -Go through footage, once shooting is done, and select scenes based on their dramatic and entertainment value and contribution to stories’ continuity. The editor has to look for the best combination of photography, performance, consistency and timing. Trim the segments of footage to the lengths needed for the film and assemble them into the best sequence to tell the story. -Work with sound effects editors, sound directors and musical directors on sound, score and film sequences that will be added to the film. -Insert music, dialogue and sound effects, using editing equipment. -Review the edited film, make corrections and prepare it as a first cut for the director and producer to view. The first cut may take up to thre e months to assemble. -Make revisions, as requested by the director and producers, and prepare the final cut for release to the film house for production. The final cut may take an additional month at least to finish Line producer In television and film, producers handle the business side of a project, making decisions about what projects to make, finding financing, establishing a budget and deadlines and then ensuring the project progresses as scheduled. Line production is the process of overseeing the day-to-day activities on a film or television show set, much like a foreman in a factory. Storyboard artist A storyboarder, also called a storyboard artist, is a professional visual artist who works with entertainment and advertising. They are responsible for drawing the scenes of a film or television production, to provide an example of a directors plan prior to a film being created. In addition to illustrating a directors vision, these drawings also let the director get rid of certain ideas prior to going into production, saving valuable money and time. The initial conference with the director and producer occurs so that the storyboarder may gain an understanding of the visual goals of the production. Following the meeting, they illustrate various scenes, based upon the specifications they have received. These drawings are then reviewed by the person in charge, who will either request the storyboarder redo them, create new storyboards or decide that production may begin. The storyboarder repeats this process for each scene of a shooting script. Location manager Location managers are responsible for making all the practical arrangements necessary when filming or photographic shoots take place outside the studio. Productions are made in a wide range of places and location managers need to research, identify and organise appropriate sites. As well as arranging and negotiating site use, the role usually includes managing sites throughout the shooting process. This involves working to strict budget and time limits and maintaining a high standard of health and safety and security. The demands of organising crews and dealing with a range of people make this an intense and varied role. Construction manager A construction manager or supervisor is responsible for running  the whole or part of a film site and he or she will make sure a scene is completed safely, on time and within budget. Responsibilities include making preparations before work begins, including communicating with the public, directors, producers and cost managers involved in the production. SFX crew Visual effects commonly refers to alterations of the films images, although the VFX crew works alongside the special effects department for any on-set effects that need physical representation during filming. Visual Effects Producer The visual effects producer works with the visual effects supervisor to break down the script into storyboards, and advises the director as to how they should approach the scenes. Visual Effects Creative Director VFX creative directors are very much like production designers, except they direct and supervise the creative side of the films visual effects. The position is particularly in demand for films with massive amounts of computer generated imagery and scenes. Visual Effects Supervisor The visual effects supervisor is in charge of the VFX crew, working with production and the films director to achieve the desired in-camera optical effects of the film. Visual Effects Editor The visual effects editor ‘sticks together’ visual effects into the current cuts of live action sequences, producing many versions of each shot. Altered scenes are then looked over by the visual effects supervisor and creative director for aesthetic and technical direction, and by the producers for review and final editing. Compositor A compositor is a visual effects artist responsible for compositing images from different sources such as video, film, computer generated 3-D imagery, 2-D animations, matte paintings, photographs, and text. Rotoscoper These artists may rotoscope the footage, manually creating mattes for use in compositing. They may also paint visual information into or out of a scene, such removing wires and rigs, logos, dust busting, scratch removal, etc. 3] Matte Painter These artists draw/paint entire sets or extend portions of an existing set. Camera crew Cinematographer The term cinematographer has been a point of contention for some time now. It is usually synonymous with director of photography, though some professionals insist this only applies when the director of photography and camera operator are the same person. Director of Photography The director of photography is the chief of the camera and lighting crew of the film. They make decisions on lighting and framing of scenes in conjunction with the films director. Typically, the director tells the them how they want a shot to look, and they choose the correct filter, and lighting to achieve the desired effect. Camera Operator The camera operator uses the camera at the direction of the cinematographer, director of photography, or the film director to capture the scenes on film. Generally, a cinematographer or director of photography does not operate the camera, but sometimes these jobs may be combined. Loader The loader is the designated film loader. They transfer motion picture film from the canisters to the magazines for attachment to the camera. After exposure during filming, the loader then removes the film from the magazines and places it back into the cans for transport to the laboratory so they do not get light damaged on the way. It is the responsibility of the loader to manage the inventory of the film and make sure none of it gets lost or damaged; however with the use of digital photography nowadays, this position is often eliminated. Camera Production Assistant Usually a volunteer or trainee in the camera department, the camera PA assists the crew with finer details while learning the trade of the camera assistant, operator or cinematographer. Digital Imaging Technician On digital photography productions the digital imaging technician is responsible for the coordination of the internal workings of the digital camera. Under the direction of the cinematographer or director of photography, the DIT will make adjustments the film as necessary. Motion Control Technician/Operator This technician operates a motion control rig, which is sometimes called a camera robot which is able to consistently repeat camera moves for special effects uses. Motion control rigs are typically rented with an experienced operator. Sound and lighting crew Production Sound Mixer The production sound mixer is head of the sound department on set, responsible for recording all sound during filming. This involves the choice and deployment of microphones, operation of a sound recording device, and sometimes the mixing of audio signals in real time. Boom Operator The boom operator is an assistant to the production sound mixer, responsible for microphone placement and movement during filming. The boom operator uses a boom pole, a long pole made of light aluminum or carbon fiber that allows precise positioning of the microphone above or below the actors, just out of the cameras frame. The boom operator may also place radio microphones and hidden set microphones. In France, the boom operator is called the perchman. Utility Sound Technician The utility sound technician has a dynamic role in the sound department, most typically pulling cables, but often acting as an additional boom operator or mixer when required by complex filming circumstances. Not all films employ a utility sound technician, but the increasing complexities of location sound recording in modern film have made the job more prevalent. This role is sometimes credited as cable man or python wrangler. Gaffer The gaffer is the head of the electrical department, responsible for the design and execution of the lighting plan for a production. Sometimes the gaffer is credited as Chief Lighting Technician. Best boy (Electrical) The best boy electric is the chief assistant to the gaffer. He or she is not usually on set, but dealing with the electric truck and rentals. Lighting Technician Lighting technicians are involved with setting up and controlling lighting equipment. The Runners A runner is an entry-level position and is considered the most junior role in the production department of a broadcast, film or video company. There is no single job description as runners act as general assistants and undertake whatever basic tasks are required to ensure the smooth running of the production process. Runners’ general responsibilities include tea making, transporting scripts and hire equipment, taking messages, looking after guests, and getting everything in place for shoots. This role offers the opportunity to gain vital experience and knowledge of the production process, offering valuable networking opportunities, and is often seen as the first step on the ladder for people aspiring to roles in production. Typical activities include fetching and carrying items, such as equipment, tapes, cable and scripts; transporting cast, crew and production staff between offices, studios and shoot locations; driving cars, vans or trucks between locations and around sets; helping set up a location for a shoot; keeping the set clean and tidy and handing out post and messages to colleagues within the production team. Extras Many pieces of media require the use of extras, the most common of which being ‘rent-a-crowd’ for blockbusters such as Harry Potter or Sweeney Todd. This is where you hire a specific amount of the public to attend social events, films, music videos or TV shows. People do this either to boost numbers or because it is substantially cheaper than hiring actors and actresses. Other than Rent-a-crowd, members of the public are used to provide their opinion, provide historical facts or can be interviewed. Usually the interviews are conducted to delve deeper into history, whether for a documentary on the World Wars, or a historical film about Ancient Civilisations. Directors usually find that interviewing members of the public is not only cheaper, but adds opinion and substance to an otherwise fact-based program and allows the viewer to catch a glimpse of what it was really like to be in the chosen situation. On many occasions, members of the public will not suffice, and the director must call in the experts. These are people who have dedicated their lives to one chosen subject, and can provide a better understanding. Examples are Alan Titchmarsh; the gardening expert, and David Attenborough; presenter of the most well known wildlife programs including the ‘Life of Mammals’ collection. Even though they specialise in different fields, these people are chosen because of their skill and knowledge on their chosen subject and are two of the most well known experts in the UK. Finance Before a film or music video can be produced, one must research into the financial issues that may arise, such as equipment, facilities, casting and crew wages, rights clearances and any copyright infringements that may be present. For example, if you were to re-make the film ‘Annie’ you would need to pay for the rights to each song and create your own script that is substantially different to original. This is usually the job of the producer before any of the crew is hired, and many will not accept a job if the rights have not yet been cleared. Any producer or investor wants to ensure that their money is only spent on the production; therefore any investments must be set up in a separate bank account. This allows the investor to see how much money has been spent, and from that, how much is owed back to them from the sales of the film. In addition, all documentation must be approved by the investors, the producers and the director before investment is made. This includes Script development, Casting and crew choices, credits (onscreen title and end credits), delivery date and sometimes even the certificate of the film (verified by PEGI or another regulatory body). If the investor wants something changed in the script, cast line-up or delivery date; it must be done before they make the investment. Materials Before media production starts, the materials used must be decided upon and verified. Such materials can include Archive footage (as shown in the award winning war film ‘Memphis Belle), sound library material (such as gunshots or other sound effects) or Original footage (footage taken of the actors on set or scenery). Other materials are used to create mood and atmosphere. Music can be used greatly to create a specific atmosphere, even if you can barely hear it. On the film ‘Event Horizon’ music is used to create an aura of suspense and tension. The music is so quiet you can hardly hear, however if you watch the same scene on mute, the scene has less impact, thus proving that even the tiniest detail of a scene can have a major impact. The same fact goes for visual effects. Even a slight alteration to the colouring of a film or music video can have a major impact on the impression it gives. If a film is based in the past, then suitable costume is required. This means the costume department must research into periodic costume to give the right feel to the piece of media, and confer with the props department to hire the correct era of antique furniture and other such items. This is important because if, for example, someone began to use 21st century objects (mobile phones, laptops etc) in a film like Pride and Prejudice, the story would not be considered realistic, and as a result, would not sell.

Token Boards for Reinforcing Behavior in Classroom

Token Boards for Reinforcing Behavior in Classroom Like any educational tool, a token board is most effective when used consistently within the context of a comprehensive classroom management plan. Token boards have been associated with Applied Behavior Analysis, as they provide a simple and visual method of structuring and providing reinforcement. They can be used to narrow or broaden your reinforcement schedule. They can be used to teach children how to defer gratification. They can be used narrowly to address specific behavior problems. At the same time, unless you and your staff or you and your collaborating teacher are clear about how a token is earned, you can end up with a lot of dysfunction. The purpose is to provide clarity about which behaviors, even academic, that you are reinforcing. If you get preoccupied and dont consistently award tokens, you also undermine your whole reinforcement plan. For these reasons, its important to address how you make and use a token board in your classroom. Basically, a token board has individual pictures or tokens that are held in place by Velcro. The tokens are stored on the back of the board until they are moved to the front of the board. Usually, the number of tokens is determined by how long you believe you can defer reinforcement. Many token boards (as the one depicted above) may include a place for the students choice of reinforcement represented by a picture.   Token Boards Used for Reinforcement Creating a clear sense of contingency is the first and primary purpose of a token board. Your student needs to know that he/she receives a token and reinforcement for exhibiting a particular behavior. Teaching contingency is a process of first establishing one to one correspondence. In Applied Behavior Analysis, contingency is critical in order to match the reinforce to the behavior. A Token Board becomes a visual schedule for reinforcement. Whether you put a child on an 8 token schedule or a 4 token schedule, you are expecting a child to understand that they will receive access to reinforcement when they fill their board. There are ways to build toward an eight token board, including starting with a smaller number, or starting with the board partially filled. Still, the likelihood of increasing the behavior, whether it is communication or academic, is to be sure that the child knows that behavior is being reinforced. Addressing Specific Behaviors with a Token Board To start a behavior change program, you need to identify both the behavior you want to change and the behavior that should take its place (replacement behavior.) Once you have identified the replacement behavior, you then need to create a situation where you are reinforcing it quickly using your board. Example Sean sits very poorly at circle time. He gets up frequently and throws himself on the floor if he doesnt get access to a preferred toy, Thomas the Tank Engine. The classroom has a set of cube chairs that are used for circle time. The teacher has determined that the replacement behavior is: John will stay seated in his cube during group with both feet on the floor, participating appropriately in group activities (singing, take a turn, listening quietly.) The Stimulus-Response will be Sitting, please. The naming phrase will be Good sitting, Sean. A classroom aide sits behind Sean in group: when he sits for approximately a minute quietly a token is placed on his chart. When he gets five tokens, he has access to his preferred toy for 2 minutes. When the timer goes off, Sean is returned to the group with Sitting, please! After several successful days, the reinforcement period is expanded to about two minutes, with three-minute access to the reinforcer. Over a couple weeks, this could be expanded to sitting for the entire group (20 minutes) with a 15-minute free place break. Targeting specific behaviors in this way can be extraordinarily effective. The example above is based on a real child with real behavior issues, and it took only a couple of weeks to effect the desired result. Cost Response: Taking a token off the board once it is earned is known as cost response. Some districts or schools may not permit response cost, in part because non-professional or support staff may use it as a punishment, and the motivation may be revenge rather than behavior management. Sometimes taking away a reinforce after it has been earned will generate some pretty unmanageable or even dangerous behavior. Sometimes support staff will use response cost just to get the student to flip out so they can be removed from the classroom and placed in an alternate safe setting (this used to be called isolation.) Token Boards for Classroom Management A token board is one of several different  visual schedules you can use to support classroom management. If you have a reinforcement schedule based on the board, you can specify either a token for each completed tasks or a combination of appropriate participation and work completion. If you give a token for each completed worksheet, you may find that your students choose only the easy ones, so you may want to offer two tokens for a particularly difficult activity. A Reinforcement Menu A menu of reinforcement choices is helpful, so your students know they have a range of choices that are acceptable. You may create a choice chart for each individual child, or permit them to choose from a larger chart. You will also find that different students have different preferences. When you create a students choice chart, it is worthwhile to take the time to do a reinforcement evaluation, especially for students with very low function.

Bauhaus goals Essay Example | Topics and Well Written Essays - 500 words

Bauhaus goals - Essay Example Traditionally, it consumes sometimes and dedication for a craftsman to assumes control of his artistic skills. It further demands grace notably from heaven to facilitate the change of the work into art. Bauhaus was destined to create an existence of the proficiency amongst the students so as the achieve gesamtkunstwerk. For Bauhaus to achieve gesamtkunstwerk amongst its students, it would create or nurture a continuous and existent environment of creative imagination by facilitating eruption or genesis point of creativity. Creativity comes from within, but it must be nurtured and continuously watered to ensure the acquisition of competent and appreciated artwork. According to Gropius, an established difference between craftsmen and artists was should not border in the bounds of arrogance and class but only in the level of accomplished output level. He calls on the fraternity of Bauhaus to create a new group or guild of craftsmen basing on a clear and well outlined. The call creates r inging version on Bauhaus students to conceive and generate new construction of the prospect future that embraces a combination of architecture, painting and sculpture in an expounded single unity and that may rise in days to come for heaven. It creates a symbolic essence that merges up to form feature similar to those of a million workers assumed in the crystal symbol nature of a new faith base. The clear notation of the current craftsmanship emerges from the realization that future applications mainly entails mass production.