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Overview of classroom management
Overview of classroom management
Methods of reflection in education
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Looking through the eyes of a special education elementary teacher, there are many ways I could intervene if two of my kids got into a heated verbal argument in front of me so I can reestablish a productive learning environment. An example of a short-term intervention I would try doing is calmly step in so that I could ask them what the argument was about. I would do this calmly so that I can model a positive behavior for them. If we can not end the argument by simply talking through it, for example if one of them were still upset, I would ask them to remember and then think about the concept behind perspective taking. I would try to make it clear to them that we must look at the situation through the eye’s of the other person. I should not have to go into this topic, because one of the things I will do in my classroom is frequently ask my kids to reflect on other people’s thoughts and feelings. This is a long-term intervention I want to establish. I feel if I do this then it will lead to a productive learning environment which will benefit my kids greatly. If I have an multiple inte...
Bodine, J. Richard, K. Donna, and Crawford. The Handbook of Conflict Resolution Education: A Guide to Building Quality Programs in Schools. San Francisco: Jossey-bass, 1998. Print.
The disabilities identified were Attention Deficit Hyperactivity Disorder (ADHD), Emotional Disturbance (ED), and Attention Deficit Disorder (ADD). The special education teacher began to interact with all of the students right as they entered the classroom and also while the teacher provided them with instruction. She was extremely personable and approachable. It was apparent that even though it was a three- week summer school session, she had established a connection with the students and, therefore, developed a learning bond in the process. The boys seemed to have a great bond as well, and they worked together to complete their assignments. There were also obvious interactions among the boys that were unrelated to the lesson but not disturbing or distracting to the class. The special education teacher jokingly came near the boys and began to talk to them and suggested they continue to work together to keep each other engaged. The special education teacher mentioned that there were times when the boys will not respond to encouraging them to stay engaged and will resist her advances. Therefore, she has to make the decision when to press on to get them involved and when to back off and give them some time with the hopes that they will
This week I worked closely with one of my clients who has some behavioral issues with their teachers. When I first met with this client I noticed immediately they had a hard time focusing and sitting still. After meeting with my field instructor who is licensed as a LCSW, we came to the conclusion that this child is showing symptoms of ADHD. Due to the child’s situation, they’re not able to go in for an appointment to confirm this possibility. Their dad is a single parent and is on disability where he can barely speak which has made it difficult for my client to get an evaluation. While working with my client it was necessary for me to understand where they were coming from and understand how my client’s diversity and difference, which was their potential diagnose of ADHD, characterized and shaped their human experience and how this has influenced the formation of their identity. So, while meeting with my client I encouraged them to be the expert of their own situation by allowing them to explain their own reasoning behind why they were having behavioral issues and what they were struggling
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
When considering your conflict management style with others, be it; personal or professional, we tend to use the style that seems appropriate to the conflict.
5.Battles. “Don’t get involved in battles.” (Mayo Clinic) Let them settle their own differences and encourage them to cooperatively and creatively resolve disputes. Brennan says, “If you must intervene, do so if and when you fear a child is in danger or hurt.” (WebMD) Early intervention doesn’t give them a chance to handle conflicts themselves. Prior to any kind of intervention or discussions about disagreements, it's a good idea to separate the children and allow for a cool-off
Bullying has been around for decades and yet it is still a reoccurring problem, and it is only getting worse. The National Center for Educational Statistics, in 2009, said nearly 1 in 3 students between the ages of 12 and 18 reported being bullied in school. Eight years earlier, only 14 percent of that population said they had experienced bullying(Ollove,2014). There are two types of bullying the direct form and indirect form, in the direct form the victim receives physical harm example kicking pushing shoving. In the indirect form the victim receives emotional or mental harm by name-calling, rejection, gossip, threats, or insults(Green,2007). It doesn’t matter which way the victim was bullied it still causes
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
According to Hendrick and Weissman (2010) there are 5 steps to conflict resolution. The first step is establishing a sense of calm. The educator achieves this by crouching down so that she is at the same level as the children and speaking in a calm manner. She does not single out children or make accusations, even when she is told that one child pushed another child out of the way. The next step is determining what the conflict is about and conveying that each child will be able to help find the solution. The educator facilitates this by asking the children for details about the conflict. She asks “What happened? And then what happened? Which side were you holding?” The educator allows each child to tell their version of what happened, and clarifies the details as they go. She asks “Max did you see what happened?” She also asks the children how they think Jacob felt when his hands were pushed off the basket. Once the problem has been identified, the next step is to ask for solutions. The educator asks “How can we get this basket back to the kitchen where it needs to go?” The children then offer solutions to the problem. When solutions are offered, the educator asks if the other children agree and continues until all of them are happy with the solution. The educator does not give the answer to children, but keeps asking questions until children can find a solution for themselves. This ensures the children have autonomy in their decisions (Porter, 2008b). They decide on the solutions because they feel it is fair, not because the educator tells them it is fair. This will enable children to internalise their locus of causality, ensuring that in the future, they will make the decision to behave ethically because they believe it is the right thing to do, not for fear of punishment or in order to earn favour or rewards from adults (Woolfolk &
Conflict management model is propounded effective when the result of conflict is productive or acceptable for all the parties involved. The main motive of any conflict management model is to reduce the impact of conflict on negative note and guide parties towards agreement and strong relationship. This study is to analyze the effectiveness of Rahim’s Meta or Dual concern model for conflict management.
Billy play as (Vince Vaughn) and Nick play as (Owen Wilson) they are a couple of old school salesmen. Loses their jobs because the company where they used to work is now sold because the company is losing market for the cellular. They were trying to find jobs but couldn’t because they did not have enough skills. Billy gets them a chance to work at Google but they first have to undergo a long internship and they find themselves teamed with a group of young, tech-savvy who are younger than
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Throughout the school year, students will fight and argue and a four part apology will be implemented. Instead of forgetting the situation, a four part apology will be implemented in my classroom. This will allow students to deal with the situation and take ownership of their mistakes. Immediately after the situation, talk to the students and tell them they are not in trouble. Then have student Acknowledge: “I know I.” After Acknowledging the problem Apologize: “I apologize because…” Then students will Make the situation right: “What can I do to make it right”. Finally students will Recommit: I recommit to…” The four part apologize allows students to go through their issues in a manner that is successful for students and students will not bury their
When most people hear that word conflict, they decide instantly if this is something they care to get involved in. Most people rather avoid conflict than get caught up in other people’s drama. Laura Stacks author of conflict in the workplace compares conflict to pain. She argues that pain and conflict has one thing in common; no one likes either. However, someone once said that pain was a gift, because pain is the indicator that God blessed us with so that, we will know when something is wrong and we may need medical attention. If pain is not all bad according to Stacks illustration conflict is not all bad either. According to Porter-O’Grady and Malloch, (2015) it is normal for conflict to occur within various relationships; people will just have to learn to deal with conflict sooner or later. This paper will address the issues surround workplace conflicts and their resolutions.