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The case study titled "School Officials from Marshall Metro High School Attempt to Motivate Students & Teachers to Achieve Higher Performance" is about the different ways the school system used to motivate the students to come to school (Kinicki & Williams, 2013, p.405). It is also a good example of how rewards and behavior can affect the outcome of the situation.
The case study starts out with telling you about a simple phone call (Kinicki & Williams, 2013). This call was a wake up call to a habitual late student. This phone call which was early in the morning made the difference in these students day of going to school or not attending at all. The school district is collecting the data of these phone calls to wake the Marshall School officials up as well. The Chicago area won federal money to help improve their "worst performing schools" when it comes to student attendance. So they invested the money in programs that will help them to measure progress. After a year of collecting data they are seeing promising trends. The data that was collected shows that the "average attendance rose 22 points to 75% for the year
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and 79% of freshmen were on track to advance to 10th grade, up from 34%"(Kinicki &Williams, 2013, p. 406). Even with results showing improvement there is a fear that these may be false. In 2009 the Chicago Teachers Union found that many teachers were under pressured to alter grades because of the data collecting. The district also uses enrollment data to kept up with students (Karp, 2008). Many was concerned that underperforming administrators would be punish if the data was not what was expected. The district apparently wanted to use the data in the teacher evaluation, but many people was against this. The case study also shows how the district tried to give gifts or rewards to students for attending school.
They offered things as MP3 players and bus passes. This is comparable to an incentive compensation plan (What is incentive compensation?, 2012). Pay the student or reward them base on their results. Which in this case is coming to school. Towards the end of the case study it closes out with the Calhoun Challenge (Kinicki & Williams, 2013). This program is the most successful one they have so far. Ms. Calhoun had seventy four truant students to sign in everyday for six weeks. At first she saw the attendance improve than it trailed off. She realized that short term goals was the best. Ms. Calhoun kept working on the challenges to test variables and to see the response rates. When the program closed out the attendance gap had closed
considerably. In conclusion the case study shows how the teachers in the Chicago area is making ways to motivate students to come to class. Marshall is very serious about its high school reform attempt (Karp, 2008). References Kinicki, A., Williams, B.K. (Eds). (2013). Management: A Practical Introduction. (6th ed.). New York, NY. McGraw-Hill/Irwin Karp, S. (2008). Transforming Marshall High School. Retrieved from http://catalyst-chicago.org/ What is incentive compensation?. (2012). Retrieved from http://simplestudies.com/
Thomas Jefferson was a man who believed that all American citizens need to be educated so that they may exercise their rights. He saw public education as essential to a democracy. One proposal he made for public education would guarantee that all children could attend public schools for three years. However, much like other early school reforms, this proposal received much rejection and was never brought into being. Despite this rejection, Jefferson still believed that America needed public education. Eventually, he opened the University of Virginia. Even though his bills and proposals to benefit public education never saw the light of day, he still made many contributions to public education by providing the foundation on how a democracy should handle educating its
Detroit, once known as a bustling city of fast cars and bling, is now known for its poor education system. Detroit, minus its Red Wings, has failed at every turn economically and educationally. With its population cut in half and poverty rates soaring, there is no telling what can stop this disaster of a city. The only hope, it seems, is to better educate the region that Detroit inhabits. Detroit Public Schools has been one of the worst performing school districts in recent years. In 2013, the city of Detroit filed chapter 9 bankruptcy, the largest account of bankruptcy to-date. Good teachers avoid Detroit Public Schools because of the poverty, job quality, and low pay, leaving children with the unqualified teachers they have today in this poverty-plagued city that they call home.
the behaviour that is expected of the school for the children. Furthermore, the reward method that is
This reinforces their academic commitment and motivates the students to complete set tasks, where they are rewarded for their behaviour. There are also fixed-interval schedules, where Miss Johnson is rewarded with a salary for teaching the students. This encourages her to strive to engage her students and not give up on them, as she desires the reward of her pay cheque. A variable-interval schedule is also explored, where she is rewarded for her dedication and commitment to engage the students, as they eventually perceive her as their “light”. In addition, there are variable-interval schedules, where Miss Johnson is rewarded with good behaviour form her students after an unspecified amount of
Chickasaw High School has implemented Classworks, an online program, as the universal screener for mathematics and reading. Classworks is designed to align with state standards provide students with remediation, online instruction and assessment design to provoke students to become critical thinkers and independent learners. Through Classworks, a baseline, mid-year and post-test are administered to all students in reading and mathematics. These assessments are used to develop individual learning plans for all students. Prior to 2016-2017 school year, Global Scholars served as the universal screener for CHS.
In his book Punished by Rewards: the trouble with Gold Stars, Incentive Plans, A’s, Praise, and other Bribes, Alfie Kohn confronts conventional “carrot-and-stick” psychology motivational efforts. This book is an in-depth criticism of motivational psychology that is often practiced at the home, in schools and the office. Kohn’s states that the "Do this and you'll get that," (Kohn, 1993, p. 3) is the sum total prevailing strategy for teachers addressing students, parents training their children, and managers trying to raise office morale. Kohn argues that parents, teachers, and managers suspend “goodies” like movie time, sales commissions and pretty stickers in a similar way that a pet owner would “bribe” a dog into submission. Kohn discredits
If one were to glance into the classrooms of Timberlane Middle School, in Pennington, NJ, one would observe 90 master teachers, educating more than 850 students, valiantly attempting to conduct instruction utilizing Google’s G Suite for Education applications. However, with an increased teacher workload and class sizes, new educational programs and initiatives, and an emphasis on preparing for high stakes testing, the full use of G Suite for Education applications by teachers have not been universally implemented beyond a cursory level. Furthermore, each student at Timberlane receives a Chromebook and instruction on G Suite for Education applications in a computer technology class, with the expectation they will utilize this knowledge to complete
Reward systems are used in classroom around the world to help encourage students to reach their highest potential. Rewards are enforcers of behavior and come in many shapes, sizes, and some are not even visible at all. Teachers use these as incentives to engage their students and help control student behavior. However, one form of reward may not work for every student nor are they guaranteed to work all the time. This is why it is important to know the strengths and weaknesses of the different reward systems so that teachers can adequately utilize them in their classes.
If students feel valued for the hard work they do in school, they will most likely attend their classes, and feel more connected. The effect of this is, the more students will learn about subjects they did and get paid for it is just by them having good grades. The more the district pays students for their hard work and good grades, the more students will most likely graduate high school. See how easy it is? To sum up many students will happily graduate high school in the future.
In the book Punished by Rewards, Kohn (1993) asserts that, our basic strategy for motivation as humans in parenting, educating learners, and even in the work place can be summarized literally into six words “do this and you’ll get that”. In his book Kohn demonstrates that manipulating people with incentives might seem to work for some time, but in the long run it is doomed to fail and might even cause damage in future. He argues that motivation in the classroom will continue to decline, up until such a point that we realise that we cannot rely on a theory of motivation resulting from laboratory animals (behaviourism). After undertaking numerous research in this field, Kohn has in his book demonstrated that individuals actually do inferior work when money, grades, or other incentives are used as means of motivation. Dreikurs et al.
Many researches have been conducted to investigate what motivates students for better academic performance and whether it has a correlation with achievement motivation.
The utilization of positive reinforcement is a possible technique for enhancing students’ behavior for a variety of school conditions for individual and as well as for the group of students (Wheatley, et al., 2009).
Theorists believe that motivation within the classroom has its benefits when able to produce work from students. Some students have the ability to work without much motivation. This is known as intrinsic motivation. Intrinsic motivation is where students are able to motivate themselves and produce work at high standard. The students have to be determined to strive and have the self-ability to do the work that is needed (Brewer, Dun, Olszewski, 1988). Students who need more praise and encouragement to produce work come under the category of extrinsic motivation. Extrinsic motivation is about rewarding the students for their work. If a student is able to get done what they have been asked, they will be rewarded with for example a sticker or a lucky dip. Extrinsic motivation for some students means the reward is...
The article introduced the RISE model to motivate students. It encompasses “Relevant subject matter, Interesting instruction, Satisfied learner, and Expectations of success.
This figure displays the incentives used in the program. From the study, 86% of the teachers approve that these methods which are the certificates of recognition and prizes to be effective in encouraging good attendance. These are the two methods implemented in the program that are proven to be effective in encouraging student’s attendance.