Lesson plan review Essay Example | Topics and Well Written Essays - 1000 words

Lesson plan review - Essay Example With effective preparations, the teacher presents himself appropriately and with appropriate examples to help the young learners understand the subject. The young learners rely extensive on examples given. The teacher must therefore develop appropriate examples using the vocabularies with the view of improving the young learners’ conceptualization of the words and their usage. Additionally, the preparations included the preparation of the course materials such as the writing board and marker pen, the review of the course books and the writing pads. Reviewing the book beforehand prepares the teacher for the lesson thus preventing confusion in front of the leaners. The teacher will also review past lessons in order to assume a progressive nature to teaching. This will include preparing the contents to fit his or her last lesson. This way, the teacher begins the class by reminding the leaners of the previous class thus testing their memories. Such an approach to teaching makes learning a progressive process with learners always making effort to learn something new, to implement this more effectively, the teacher develops several brief questions in advance to ask the pupils in the course of the lesson. In building an effective background for the lesson, the teacher reads several books to develop and effective understanding of the vocabularies, he or she seeks to teach the young learners. The books will include both the course books among many other relevant books that may contain similar concepts with his or her reach. Extensive reading makes the teacher comfortable with the concepts to teach. Additionally, the extensive reading makes it possible for the teacher to select an appropriate assay for the class. The appropriateness of the essay improves the success of the lessons since the essay will include the appropriate vocabularies and their suitable usage. The teacher will help the pupils understand the story and the

What Factors Influence Uk Voting Behaviour Politics Essay

What Factors Influence Uk Voting Behaviour Politics Essay Voting behavior is the Psychological way of saying how people decide to vote in elections. Although voting is an individual act, it does not take place in isolation. Votes are influenced by a host of factors. These factors can be put in to two main groups. There are sociological factors which is called long-term factors looking at how people vote. Also political factors which is called short-term factors which focuses on the way people vote in general elections. psephologists have discovered various of theories to explain the factors that influence voting behavior in general elections. There are evidence which shows fewer people identify with a stronger party compare to 40 years ago. Elections are becoming more volatile. The 1997 General Election was apolitical Earthquake, which swigged of over 10 percent from Conservative to Labour. Long-term factors Class de-alignment plays a significant importance in voting behavior. Class de-alignment have long been the most significant influence on voting behavior in Britain. Historically, Labour always been a working-class party and Conservative was richer and middle-class party. A weakening relationship between social class and party support has been evident for some years now.   The evidence supporting the class de-alignment thesis may be seen in the fall of the majority voting for their natural class. In their classic study Butler and Stokes (1974) showed that between 1945-1970 Conservative regularly gained four-fifth of middle-class vote and Labour three-fifth of working-class vote. After 1970s these margins fell to Conservative three- fifth and Labour one-half. Less than half of the people voted with their party-class compare to second period. Political scientists such as (Crew 1977) have argued that the link between occupational class and party preference at election times has dimini shed. It is also linked to changes in social class itself. People are now less easily identifiable in class terms. According to Heath (1985) there was no evidence that there had been a fall in working-class loyalty to the Labour party. Rather, the overall decline in the Labour vote reflected a reduction of the size of the working-class as a whole. However, Curtice (1997) rejected Heaths study and claimed that survey indicates that increase in Labours support were fairly evenly spread across the different classes. He stated the rise in Labours support compared with 1992 was more or less the same in each social grade. The differences between the social grades were largely the same in 1997 as in 1992. Rather than being accompanied by the emergence of some long-lost relationship between class and vote, Labours 1997 victory appears to have done little to disturb the relationship between class and vote. Ethnicity is seen as a factor in voting behavior.   This is largely because ethnic minorities account for only 5% of votes.   However, even among the Blacks and Asians in the U.Ks, there is an emerging pattern. The 1997 election demonstrated that 70% of Asians and 86% of Blacks voted for Labour compared to the 25% of Asians and 85% of Blacks who voted for the Conservatives. A reason behind this could be that a large number of ethnic minorities are in low paid jobs which back the reasons to why their needs would suit Labours political policies. With regard to age differences in voting, Labour has done particularly well among voters the age of 30, 28 percent lead over the Conservatives in 1945 and 16 percent lead in 1974. Whereas, Conservatives has done well among the middle age (50-65) leading 18 percent in 1950 and 23 percent in 1974. It has been traditionally argued that women were more likely than men to vote Conservative and less likely than men to vote Labour. Party identification or (partisan alignment) party identification is clearly linked with some of the long-term factors connected with voting behavior. People in particular social class will be aligned to the political party which they identify as being the one which has the interests of their class at heart. In recent decades we have seen clear evidence of partisan de-alignments this means that fewer voters are strongly attached to a political party the emotional bond of loyalty between voter and their party is in decline implying that the electorate is becoming more volatile in its voting behaviour and more likely to adopt a judgemental approach before casting a vote. Short-term factors Issues and values it seems altogether that voters should look at issues and values of the political parties they are voting for. Over the last 15 years political issues has clearly grown.   For example, in 1992 the Conservatives were seen to be the strongest party due to their involvement in defense, taxation, prices and inflation issues, ultimately this shows why they won the election.   However, it is evident that in 1997 Labour maintained the highest success rate because their policies were based on the NHS, unemployment, education, taxation and relations with Europe which resulted in Labour gaining power.   Therefore, the evidence suggest that there is a significant link between party policies and voting behavior. Party leader one thing which will influence voters when it comes to vote is the personality of the person who stands for election. There are two aspects of this, first, the personality of the party leader may count as one of the policy issues on which the consumer-voter bases his/her vote at a general elections. People want their country run by someone who is honest, reliable, clever, eloquent, strong and also good at talking to others. Wilson remained more popular than Heath in 1970, but still lost. Callaghan was preferred to Thatcher as prime minister by the margin of 44 percent to 33 percent in 1979, but it was the Conservatives led by Thatcher that decisively won the election. In 1992 Major was perceived to be better than Kinnock and won, while in 1997 Major was perceived to as worse than Blair and lost. This is the evidence to say that this factor in voting behaviour has grown in recent years with the increased media focus on party leaders and the growth of presidentialism. (Lea ch 2006). Party image an image may in some ways be very close to old-fashioned ideology, repackaged for the modern world. The image will consist of a sense of what the party stand for, or which principle lie behind what it aims to achieve in power. Labour was successful under Tony Blair in putting across a clear image. It became New Labour modern and young. It was sober and sensible in economic terms, but also caring and compassionate on the social front. In 1997 and 2001 Conservatives could not shake off a negative image, old fashioned, faintly bigoted, sleazy and obsessive. In 2005 Conservatives were beginning to change their image partly because Labour was developing some of these traits itself. (Holmes 2008)

Symbols and Symbolism in Hawthornes Scarlet Letter - The Symbol of Pearl :: Scarlet Letter essays

The Symbol of Pearl In Nathaniel Hawthorne's, The Scarlet Letter, Pearl, is the human symbol of the sin of adultery in the fact that she leads her mother, Hester Prynne, and Arthur Dimmesdale to accept and admit to their sin. Pearl is the beautiful daughter of Hester and Dimmesdale. She is the living symbol of the scarlet letter and has unique traits that make her sometimes appear as a demon. Her love for nature and freedom, her spirit, her wildness, her loneliness and separation from the world, her curiosity, and her innocent but symbolic comments reveal her distinct personality. Pearl senses and knows things she should not, making her a symbol. Pearl is also the living symbol of Hester and Dimmesdale's connection, as displayed in the following passage. "In her was visible the tie that united them. She had been offered to the world, these seven years past, as the living hieroglyphic, in which was revealed the secret they so darkly sought to hide, -- all written in this symbol, -- all plainly manifest, -- had there been a prophet or magician skilled to read the character of flame! And Pearl was the oneness of their being"(Hawthorne 141). Pearl is a beautiful, misbehaved child. The first thing that Pearl ever notices is her mother's 'A' across her chest. As a child, Pearl throws rocks at the scarlet letter, making a game out it. Growing up, Pearl is not accepted by anyone. She screams at other children, knowing that they do not accept her. Not knowing what a true friend is, she makes imaginary enemies to fight with. In The Scarlet Letter, Pearl is referred to as "one of those naughty elfs or fairies or...a little bird of scarlet plumage" (Hawthorne 97). The comparison of Pearl to an elf or fairies adds a sense of alienation and myster y to her personality. When she is compared to a red bird, the emphasis of color increases the visual sense of Pearl's character, and the comparison to a bird indicates that she is full of wild energy. (Chiquita) Initially Pearl symbolizes the shame of Hester's public punishment for adultery. Then as Pearl grew older, she symbolizes the wreck of Hester's life and mental state by harassing her mother over the scarlet 'A' which is embroidered on her dress (Yang). Pearl is a symbol for Hester's scarlet letter.

Great Sales People Born or Bred Essay

Great Sales People: Born or Bred Introduction                   Having a well-oiled sales team that can sell a company’s services, reputation, and the brand is the desire of any employer. Asales team is a crucial element that determines customer loyalty to use a company’s product and services over and over. Sales team also plays a role deterring the customers’ choice of which firm to get their money in retune for a satisfying service. It would be erroneous to argue that you cannot improve the personality through training and also illogical to argue that knowledge and skills are inborn that no training or study can enhance it. The controversy on sales success is confined in the falsity that a greater personality can be nourished to make it even better (Forsyth, 2010). Similarly, employers encounter a tough experience training freshmen of the firm’s product and services, to increase their understanding. Such ability to learn about the product relates to the capacity to analyze and learn the minds of clients and improve the power to capture their attention to the products offered by the firm. Sales sector is one critical unit that is directly traceable to the gross output of a firm considering the entire value chain efforts imposed on products and the ultimate user being the customer.                   Just like any other value in the world, the question of personality is a formless, indescribable, insubstantial, and inexpressible ambiguous attribute a sales person could have, but a constructive and definite character of an individual capable of further improvement and through theoretical and practical methods. It is often absurd to stick to the belief that sales persons are entirely gifted insinuating the attributes cannot be acquired by any other means. As Quick (1992) puts it, the idea of purely acquiring the sales skills and knowledge through training is equally dangerous as the â€Å"gift† belief. The history of world achievement by outstanding individuals disapproves these arguments as other have significantly achieved beyond others’ previous achievements by learning new ways of doing things. Sales field is not an exemption especially in today’s dynamic economy where inventions and customized brands are the order of business (Forsyth).                   However, learning about sales is quite expensive and many willing individuals find themselves at the end of the rope before the entire in-service training is finished. Learning by experience is much better than just using past experiences that teaches less or nothing at all. Using personal past experiences is better than using others past experience that makes an individual lag behind by trying to profit from a virtual experience (Johnson, 2000) . It is important to mention that as much as some would learn from experience of others, such a method demands a scientific scrutiny by using facts and figures. Therefore, employers and sale leaders have a duty to spot top sales talents with a strong and commendable background in sales and marketing. Most HR managers possess the view that perfect sales people are born: a person can be trained to perfect the sales skills but the basic drive for success has to exist in a person’s inner being. They have to be aggressive, competitive, and able to handle the hard knocks that come with sales; celebrating and enjoying the passion of the roller-coaster, sales are not exceptional in this field. It is remarkably evident the best sales people have something to prove their achievement: either their career, financially, family or others’ success. A sales professional called Daryl (2013) provides a thought of both aspects of born and bred sale people: in her successful career in financial technology and outsourcing industry, Daryl argues that certain personalities provides themselves to being great sales persons and they only require training to finesse the skills.                   The best known sales people are generally confident do well in dealing with people they meet for the first time, good in team building, dealing with tenacious characters and maintaining acquisitive relationships. These natural abilities when combined with a little training and experience refine their character building great sales persons. Employers are obliged to nature these natural skills, mentoring them and guiding to allow a profitable utilization of the skills in the environment. Those considered as born sellers succeed, but eventually fail for not utilizing the other aspect of breeding. At this level it is right to point that successive selling is achieved by utilizing born sellers’ attributes like confidence, tenacity and passion for promoting a firm’s products and services. Failure is experienced in a case where born attributes have not been bred to dig into customers mind by asking questions to enable them fully understand the kin d of products or service they can derive from a seller. Without training, a customer may perceive the seller as having not fully developed a solid foundation of empathy and trust upon which a client feels should be presented on products and service provision. A sense of equality is offered through questioning a customer about their wants and needs: a feeling of privilege is built upon the process of enquiry creating a mutual satisfaction (Hession, 2001).                   Sellers considered as â€Å"born† have often succeed in their career due to their desire to create a mutual coexistence with their customers, openness, and asking insightful questions aiming to get to the bottom of the matter before the deal is terminated. Therefore, more friendly sellers reassure the customer that their interest are catered for building their trust and understanding driving the customer to even purchase more from the same firm. On the other hand, bred sellers stand a better position to sell or closing the sale due to lack of pushy or selling concern, a different case with â€Å"born† sellers.                   For a person with a desire to excel in sales, they need to top making excuses based on their personality, but start from where they are now. Achieving full potential in this field calls for a positive mindset of learning and progressive development of skills and â€Å"born† attributes that makes greater sales professional. These attributes are only learnt by bold person with the gut to risk their social reputation as they practice it. According to Harvard Business Review (2011), an estimate of 70% of successful sales team has inborn natural instincts that greatly determine their sales career path and success. On the other hand, a 30 percent and below is a group of self made sales persons implying that they learnt from the selling environment without the benefits of natural attributes. More so, the analysis presented a 40 percent of people who enter the sales field without these natural instincts, but later fail or quit. Another 40 percent will per form at an average rate, with the remaining portion performing above the average. It is important to point out that the figures above vary by the type of industry and the nature of products or services sold.                   Based on past studies, the question of discussion should lie on what determines the fate of sales persons without natural traits. It might be simple to mention the obvious factors that lead to success of a sales team like hard work, passion, persistence, empathy, intelligence and integrity, but another set of key factors worth listing are greed, language specialization, modeling the experience, political insight and language power. The most important distinguishing element in the success of a self-made sales person is the language power. More often than not, sales person recite the features and benefits they offer, but finds it had to hold an intelligent conversation about the firm’s daily operations (Bird, 2012). It is paramount that business firms develop their own language to deal with technical issues relating to the daily operation in order to facilitate a mutual comprehensive understanding of meaning of words and terminologies used. A techni cal consist of abbreviations and acronyms used on their products.                   According to Bird (2012), the ability of a sales person to analyze comparable experiences and similar data into expected molds is referred to as modeling of experience. Sales activities involve a continuous consolidation and accumulation of like information from customer interactions and sales calls. From these activities, sales person are able to predict future happenings under similar situations and plan for the right responsive actions. Self- made and successful people stand a better chance of storing, and retrieval of all information that occur during sale cycles and calls. This experience is a better way of learning from experience, by ensuring past mistakes are avoided in future sales activities. A political acumen is another important element in ensuring openness and diverse approach to selling and dealing with customers. Sales is a practice that take s a human nature where, the outcome is determined by people and politics breeding successful sale s team should prioritize on political acumen to effectively determine customers’ motivation and influence to their decision. Greed applies in sales on a different dimension from the normal association with a corrupt character: the term is applied in reference to the desire of a better pay for one’s time. Time is a factor that determines how much a sales person gets at the end of the deals made, and therefore effort should focus on winning as many deals as possible within a limited time. It is the greed that motivates sales person to push hard for a better gain (Bird, 2012). Therefore, a lesser sales person does not possess this trait that act as an inward drive to settle as many deals as they can. Conclusion                   The above variations presents a better opportunity for sales leaders to train their â€Å"born† sellers (considered successful in their own right), by analyzing what a successful and efficient sales force feels, interacts and sounds like considering the strengths and weakness of both types of sellers. According to this analysis, the role of a sales leader includes developing the existing sales team to offer different types of services. Similarly, when recruiting, a leader should identify the candidates with a desire to be nurtured and molded to fit in the effective sales team. A seller needs to be ‘all rounded’, and not only a tradition â€Å"born† seller termed as successful without fully realizing their potential. Many self-made and successive sales persons have learnt to apply their acquired experience a profit5able manner to build their intuition. It is important to understand what counts and spend time on it while navigati ng to powerful decision makers to find a chance to convince them buy from your firm References Bird, T. (2012). Brilliant selling: What the Best Sales People Know, Do and Say. Harlow: Prentice Hall Busines. Forsyth, P. (2010). 100 Great Sales Ideas(New ed) From Leading Companies Around the World. Singapore: Marshall Cavendish. Hession, R. (2001). Drive a Great Sales team for Sales Managers Who Want Results. Oxford: How To Books. Johnson, T. (2000). Effective Sales Management,Hhow to Build a Winning Sales Team. Los Altos, Calif: Crisp. Quick, L. T. (1992). Making Your Sales Team #1. New York: AMACOM, American Management. Source document

Employee Empowerment and Motivation Essay

Employee empowerment is â€Å"the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered to take control of one’s own destiny† (Heathfield, n.d., 1). In other words, giving the employees the power and ability to make decisions that affect not only their department but the company as a whole as well. Empowerment has become an increasingly used human resources (HR) catchphrase when analyzing the corporate world of today. Empowerment of the employees can increase employee morale, improve company performance, and improve employee relations, however is not an overnight process. All levels of employees, supervisors, and executive management have to work together and be properly prepared in order to make an empowerment program successful. Improving Employee Morale In many corporate organizations, the lower level employees often feel unappreciated and underutilized. Often, employees can feel like just another number, destined to do the same thing day after day with all decisions being made by upper management. When companies adopt an employee empowerment approach, these feelings can be reduced or even eliminated. Allowing, and even mandating employees to have a say in company decisions makes them feel important to the success of the company. Employees want to be heard and they want their opinions to matter. The most effective morale booster is for an employee to see his or her idea become a company policy. When this happens, the employee feels more valued and being recognized as an important contributing part to the company. Improving Company Performance Another benefit of employee empowerment programs is usually a noticeable improvement in company performance. The simple explanation for this fact is that employees who are most familiar with the day-to-day processes have the best hands on knowledge to be able to implement educated changes and improvements to those processes. Often, many members of management and the corporate officers are hired into their jobs based on education and experience with other companies; they often never worked their way up within the current company and have therefore, never experienced the day-to-day processes. Therefore, decisions made by those officers are often solely based on hypothetical situations and projected  profits; they are often so focused on the bigger picture that they overlook the details. However, when the employees performing the job are asked to make decisions, they look at from the bottom and up and take those forgotten details into consideration. Improving Employee Relations When employees are not involved in company decisions, often they operate within their own confined department. Often, the employees take actions without thinking about the repercussions of their actions to other departments; this is done mostly out of lack of communication of what those repercussions might be and not understanding how each process inter-relates. When employees are given the empowerment to make company decisions, it encourages open communication. Once employees know that they are going to be held responsible for their decisions and that those decisions will impact the whole company, they will take the time to work with other departments to investigate how things affect the company as a whole. This serves to not only achieve better decision making but also opens lines of communication and strengthens the company feeling of being more of a family unit. Making Preparations For Employee Empowerment Although employee empowerment seems like a simple concept, it cannot be implemented without preparation. All levels of employees within the company must be prepared and in agreement with the idea in order to make it work. Expectations must be communicated from the top most levels of management down to the base employees and vice versa in order for empowerment to work. Flat OrganizationOne of the first steps in successful employee empowerment programs is the flattening of the organization structure and its organizational chart. When the organization has too many decision makers and not enough line employees, conflict is inevitable and empowerment will not be successful. This change in organization may include the restructure of elimination of jobs to eliminate the dictatorial chain of command and bring all employees closer to the result. This transference of responsibility to the employees allows management to focus on other things such as researching new ideas and processes that are presented by the employees. Employee and Management ResistanceWhenever a company adopts an employee empowerment program, resistance from all levels is expected. Supervisor and Management level employees will often resist empowerment programs because they feel are giving up control that they worked hard to achieve. The human nature to enjoy a feeling of control and empowerment threatens that control. Supervisors and managers must be counseled in advance to make sure that they understand that their input is still crucial and important and that empowerment of their employees will be for the betterment of all parts of the company. One would think that employees would jump at the chance to participate in employee empowerment programs. However, many employees often balk at the opportunity. They often lack the self-confidence to make decisions they know will affect the whole company. Others believe that empowerment is just another word to justify piling more responsibility on the employees. According to Abrahamson (2004) in which he discussed how organizations can go through change overload and how employees can experience change fatigue and burnout. To prevent this, employees must be convinced of the positive effects of employee empowerment. The company must strive to make the employees understand that the program is being implemented because the company values their experience and opinions and truly values their input. EducationOften, both management and employee resistance is caused by the feeling the employees do not have the knowledge needed to make the proper decisions for the company. Education is the key answer to this fear. By educating the employees about the company as a whole and the operations of those outside of their own department, confidence in the employees’ decisions is heightened. Education about the empowerment process in general will also help to quell fears by clearly defining everyone’s role within the company following the changes so that everyone knows what is expected of them and is confident with their future within the company. Conclusion Employee empowerment is an important part of the successful operation of today’s organizations. By allowing the employees to have in an  input in company decisions not only lifts their morale, but more use of their experience and knowledge with day-to-day operations to make better decisions. This allows the company to service their clients better and ensure the continued success of the company within their market. Companies looking to start empowerment programs should take the time to educate employees completely and discuss the program benefits with all employees at all levels. This will help ensure that all employees are committed to the program and to ensure its success. â€Æ'References Abrahamson, E. (2004), Change Without Pain. Boston: Harvard Business School Press, Retrieved April 4, 2009 from http://www.referenceforbusiness.com/management/Tr-Z/Trends-in-Organizational-Change.html. Heathfield, S.M. (n.d.). Human resources: Employee empowerment. Retrieved April 4, 2009 from http://humanresources.about.com/od/glossarye/a/empowerment_def.htm.