Making Discipline Decisions for Principals

A major facet of a school principal’s job is to make discipline decisions. A principal should not be dealing with every discipline issue in the school, but should instead be focused on dealing with the bigger problems. Most teachers should deal with smaller issues on their own. Handling discipline issues can be time-consuming. The bigger issues almost always take some investigation and research. Sometimes students are cooperative and sometimes they are not. There will be issues that are straight forward and easy, and there will be those that take several hours to handle. It is essential that you are always vigilant and thorough when collecting evidence. It is also crucial to understand that each discipline decision is unique and that many factors come into play. It is important that you take into account factors such as the grade level of the student, severity of the issue, history of the student, and how you have handled similar situations in the past. The following is a sample blueprint of how these issues could be handled. It is only intended to serve as a guide and to provoke thought and discussion. Each of the following problems is typically considered to be a serious offense, so the consequences should be pretty tough. The scenarios given are post-investigation giving you what was proved to have actually happened. Bullying Introduction: Bullying is probably the most dealt with discipline issue at a school. It is also one of the most looked at school problems in the national media due to the increase in teen suicides that have been traced back to bullying problems. Bullying can have a life long effect on victims. There are four basic types of bullying including physical, verbal, social, and cyber bullying. Scenario: A 5th-grade girl has reported that a boy in her class has been verbally bullying her for the past week. He has continuously called her fat, ugly, and other derogatory terms. He also mocks her in class when she asks questions, coughs, etc. The boy has admitted to this and says he did so because the girl annoyed him. Consequences: Start by contacting the boy’s parents and asking them to come in for a meeting. Next, require the boy to go through some bullying prevention training with the school counselor. Finally, suspend the boy for three days. Continuous Disrespect/Failure to Comply Introduction: This will likely be an issue that a teacher has tried to handle by themselves, but haven’t had success with what they’ve tried. The student hasn’t fixed their behavior and in some cases has gotten worse. The teacher is essentially asking the principal to step in and mediate the issue. Scenario: An 8th-grade student argues about everything with a teacher. The teacher has talked to the student, given the student detention, and contacted the parents for being disrespectful. This behavior has not improved. In fact, it has gotten to the point that the teacher is starting to see it affect other students’ behavior. Consequences: Set up a parent meeting and include the teacher. Attempt to get to the root of where the conflict lies. Give the student three days In School Placement (ISP). Continuous Failure to Complete Work Introduction: Many students across all grade levels do not complete work or do not turn it in at all. Students who continuously get away with this may have large academic gaps that after time almost becomes impossible to close. By the time a teacher asks for help on this from the principal, it is likely that it has become a serious issue. Scenario: A 6th-grade student has turned in eight incomplete assignments and hasn’t turned in another five assignments at all over the past three weeks. The teacher has contacted the student’s parents, and they have been cooperative. The teacher has also given the student detention each time they have had a missing or incomplete assignment. Consequences: Set up a parent meeting and include the teacher. Create an intervention program to hold the student more accountable. For example, require the student to attend a Saturday School if they have a combination of five missing or incomplete assignments. Finally, place the student in ISP until they have caught up on all work. This assures that they will have a fresh start when they return to class. Fighting Introduction: Fighting is dangerous and often leads to injury. The older the students involved in the fight are, the more dangerous the fight becomes. Fighting is an issue you want to create a strong policy with strong consequences to discourage such behavior. Fighting typically doesn’t resolve anything and will likely happen again if it isn’t dealt with appropriately. Scenario: Two eleventh grade male students got into a major fight during lunch over a female student. Both students had lacerations to their face and one student may have a broken nose. One of the students involved has been involved with another fight previously in the year. Consequences: Contact both students’ parents. Contact the local police asking them to cite both students for public disturbance and possibly assault and/or battery charges. Suspend the student who has had multiple issues with fighting for ten days and suspend the other student for five days. Possession of Alcohol or Drugs Introduction: This is one of the issues which schools have zero tolerance for. This is also one of the areas where the police will have to be involved in and will likely take lead in the investigation. Scenario: A student initially reported that a 9th-grade student is offering to sell other students some â€Å"weed†. The student reported that the student is showing other students the drug and is keeping it in a bag inside their sock. The student is searched, and the drug is found. The student informs you that they stole the drugs from their parents and then sold some to another student that morning. The student that bought the drugs is searched and nothing is found. However, when his locker is searched you find the drug wrapped up in a bag and tucked in his backpack. Consequences: Both students’ parents are contacted. Contact the local police, advise them of the situation, and turn the drugs over to them. Always make sure that parents are there when police talk to students or that they have given permission to the police for them to talk to them. State laws may vary as to what you are required to do in this situation. A possible consequence would be to suspend both students for the remainder of the semester. Possession of a Weapon Introduction: This is another issue which schools have zero tolerance for. Police undoubtedly would be involved in this issue. This issue will bring the harshest consequences for any student violating this policy. In the wake of recent history, many states have laws in place that drive how these situations are dealt with. Scenario: A 3rd-grade student took his Dad’s pistol and brought it to school because he wanted to show his friends. Luckily it was not loaded, and the clip was not brought. Consequences: Contact the student’s parents. Contact the local police, advise them of the situation, and turn the gun over to them. State laws may vary as to what you are required to do in this situation. A possible consequence would be to suspend the student for the remainder of the school year. Even though the student had no ill intent with the weapon, the fact remains that it is still a gun and must be dealt with severe consequences in accordance with law. Profanity/Obscene Material Introduction: Students of all ages mirror what they see and hear. This often drives the use of profanity at school. Older students especially use inappropriate words often to impress their friends. This situation can quickly get out of control and lead to larger issues. Obscene materials such as having pornography can also be detrimental for obvious reasons. Scenario: A 10th-grade student telling another student an obscene joke that contains the â€Å"F† word is overheard by a teacher in the hallway. This student has never been in trouble before. Consequences: Profanity issues can warrant a wide range of consequences. Context and history will likely dictate the decision you make. In this case, the student has never been in trouble before, and he was using the word in the context of a joke. A few days of detention would be appropriate for handling this situation.

Services Operations Management - 8601 Words

A PROJECT REPORT ON SERVICES OPERATIONS MANAGEMENT special reference to BPO SECTOR by Gaurav Tyagi 10DM-189 Gaurav Singh 10IB-029 Neha Sinha 10DM-093 Neha Kaushik 10DM-092 Harsh Shah 10IB-030 Keshav Shenoy 10HR-019 2010-2012 Under the guidance of Prof. Kunal Ganguly INSTITUTE OF MANAGEMENT TECHNOLOGY INTRODUCTION Manufacturing, service and agriculture are the major economic activities in any country. In India, manufacturing and services together constitute nearly 75% of the GDP. Moreover, in recent years the growth in GDP is primarily due to the growth in these sectors of the economy. During the last ten years, the share of services in the GDP has grown steadily from about 40% to about†¦show more content†¦In a complex economy, both infrastructure and distribution services function as intermediaries and as the channel of distribution to the final consumer. Infrastructure services are a prerequisite for an economy to become industrialized; therefore, no advanced society can be without these services. In an industrialized economy, specialized firms can supply business services to manufacturing firms more cheaply and efficiently than manufacturing firms can supply these services for themselves. Thus, more and more often we find advertising, consulting, and other business services being provided for the manufacturing sector by service firms. Except for basic subsistence living, where individual households are self-sufficient, service activities are absolutely necessary for the economy to function and to enhance the quality of life. Consider, for example, the importance of a banking industry to transfer funds and a transportation industry to move food products to areas that cannot produce them. 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The Importance of Training & Development-Free-Samples for Students

Question: Identify the main Concept of the best service in the Public transport. Answer: Introduction ComfortDelgro Corporation Limited is the biggest public transport company of Singapore. The taxi companies in Singapore were facing a disturbance due to the regulation of Land transport Authority to hire private car services like Uber. At such a crisis situation the training of taxi drivers has become a necessity. It is required to train the taxi drivers to develop their soft skills and make them efficient in maintaining and operating the vehicles. They should also be taught about the local places that will attract tourists (Ford, 2014). The taxi drivers should also know how to deal with accidents because they are the immediate ones who can provide first- aid to the victims. An expert and trained taxi driver will be able to offer help on few subject matters to maintain the knowledge gap between operators. The training will also help in identifying the main concepts of the best service in the public transport. This will help to improve the experience of those people who are dependent on public transport. The knowledge and skills that is imparted will also help in development of the business (Wilson, 2014). A survey of the ComfortDelgro business environment looks into the competitors and the SWOT analysis of the company (Bracker Cohen, 2015). Strength- 1.High growth rate 2.Large employment 3.Expanded in seven countries Opportunities- 1.Increase in market share due to new assets 2.Constant increase in income Weakness- 1.Other transport providers are competitors 2.Not so recognized brand Threats- 1.Increase in competitors 2.Increase in private cars 3.Increase in fuel costs 4.Low profit Fig- SWOT analysis Source- (Wilson, 2014). Forty passengers who are regular travelers were asked about their experience in order to conduct a random survey. The answers received from the passengers were mixed. Some were on the side of ComfortDelgro while the rest were not. People who replied in affirmative said that ComfortDelgro is a fast and reliable transport service. They cover a major part of Singapore and the fare is also affordable. On the contrary, the passengers who replied negatively said that it is not a renowned brand therefore they cannot rely on ComfortDelgro. They did not want to switch from their original cab or taxi as they did not find anything better in ComfortDelgro (Seidle, Fernandez Perry, 2016). Description Rationale and purpose The training that was provided to the taxi drivers was beneficial on the part of the company as well as for the passengers. ComfortDelgro got their potent drivers who are well- trained, aware and efficient to deal with any kind of situation. They were given customer awareness training for the safety of children, adults and old people at risk. These are useful because the drivers face certain critical situation which no other people can think of. They learnt the basic hard and soft skills which will help them throughout their lifetime (Jehanzeb Bashir, 2013). The learning outcomes proposed from the training are as follows: Through this training the taxi drivers got to know how to deal with the commuters politely. Their change in behavior will promote the name of the company to the non- passenger of ComfortDelgro who will start hiring it. Increase in the number of commuters will help in the growth and development of ComfortDelgro. If the company starts flourishing at a rapid rate it will not take much time for ComfortDelgro to become one of the largest transport providers in the world (Kraiger et al., 2014). Training Needs Analysis The training is very much relevant towards the achievement of business goals. The survey and analysis showed that there are still many weakness and threats on ComfortDelgro which are acting as hurdles in their way to success. If the learning outcomes on the part of the drivers are met properly then it will not take too long to achieve their target (Kraiger, 2014). Training and development methods can be categorized by a pyramid structure. Fig- Training and development structure Source- (Latif, Jan Shaheen, 2013) ROI- helps to find out if the business results are worthy of the effort Results- if the training given lead to an increase in business result or not Behavior- if the drivers used their skill and knowledge as a result of the training Learning- if the drivers learnt anything from the training Reaction- if the drivers enjoyed the training and they were involved or not (Kulkarni, 2013) The training methods are aligned to the intended learning outcome in a way that the taxi drivers follow the methods of learning to implement their knowledge in the practical field. The drivers need to be quick enough to use their behavioral skills when needed in order to get the result and that will prove if they were involved properly in the training (Frost, 2014). The principles of measurement of learning are- engagement and motivation, content knowledge, planning and communication, cumulative measurement of progress, support for teaching and learning goals and recognition of social and cultural aspects of assessment. Training that encourages learning keeps the trainees engaged and they get motivated to learn more. Knowledge of everything related to ones own field is necessary. The training of the drivers should be planned accordingly and two- way communication is required for better learning outcome. Assessment should be fair, valid and appropriate for the purpose. This can be done by analyzing information from a wide range of sources. The HR should know the procedure to enhance the learning capacity of the drivers. A positive learning environment is a must and the trainers should be taught to learn from their mistakes. Training will be effective only when different values, assumptions and understandings will be recognized. The four dimension s of outcomes are- knowledge, skills, attitudes and values and behavior. The drivers realized that learning outcomes actually differ from the specific goal. Learning outcomes are solid, measurable descriptions but goals are wide and general (Latif, Jan Shaheen, 2013). Conclusion The summative method assesses the learning of the trainers at the end of the training by comparing and contrasting with a set standard. They can sometimes have a high point value. The training needs are evaluated for understanding the effectiveness. The two aspects of training programs include clear plans for implementation and strong evaluation of the effectiveness. That is why the training programs of the ComfortDelgro were based on the needs of the company and not because that the training hours need to be filled. Such training programs needed to be implemented according to a logical consideration of the needs of training. The formative method includes diagnostic testing which varies from formal and informal assessment procedures during the process of learning outcome. This modifies the training as well as learning activities to improve the drivers attainment. The evaluation of the effectiveness of training program is based on the learning of the trainees and improvement of their skills. This would help the trainees as well as the HR department to understand the success of the training program in spreading knowledge and modifies the skills of the drivers. Training programs were conducted in ComfortDelgro with a focus to link with the goals of the company, selecting the right candidates, choosing a convenient time for the HR as well as the trainees, publish a training calendar prior to the training and assess the effectiveness of the training program by filling out survey sheets and interaction with the participants to understand if the lesson was well receive. References Bracker, J. S., Cohen, D. J. (2015). The Impact of Training and Development Activities on Small Technology Oriented Entrepreneurial Firm Performance.Journal of Small Business Strategy,3(2), 1-14. Ford, J. K. (2014).Improving training effectiveness in work organizations. Psychology Press. Frost, S. (2014). The importance of training development in the workplace. Jehanzeb, K., Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study.European Journal of business and management,5(2). Kraiger, K. (2014). Looking back and looking forward: Trends in training and development research.Human Resource Development Quarterly,25(4), 401-408. Kraiger, K., Passmore, J., dos Santos, N. R., Malvezzi, S. (Eds.). (2014).The Wiley Blackwell handbook of the psychology of training, development, and performance improvement. John Wiley Sons. Kulkarni, P. P. (2013). A literature review on training development and quality of work life.Researchers World,4(2), 136. Latif, K. F., Jan, S., Shaheen, N. (2013). Association of Training Satisfaction with Employee Development aspect of Job Satisfaction.Journal of managerial sciences,7(1). Seidle, B., Fernandez, S., Perry, J. L. (2016). Do leadership training and development make a difference in the public sector? A panel study.Public Administration Review,76(4), 603-613. Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2). ondents)