Tips and Tricks for Getting Your Students Attention

One of the biggest challenges teachers face is getting and maintaining the attention of their students. Effective teaching requires this skill but it takes time and practice to learn. Whether you are just starting out or have been teaching for decades, attention-getting techniques can be helpful additions to your classroom. Here are 20 attention signals that will get your students listening. 20 Call-and-Responses Try these 20 fun call-and-responses with your students. The part of the teacher is bolded and the part of the students is italicized. One, two. Eyes on you.Eyes. Open. Ears. Listening.Flat tire! Shhhh (the sound of a tire losing air).Hear ye, hear ye! All eyes on the crier!Give me five. (Students raise their hands).Tomato (tuh-may-toe), tomato (tuh-mah-toe). Potato (puh-tay-toe), potato (puh-tah-toe).Peanut butter. (Students say their favorite kind of jelly or jam).Ready to rock? Ready to roll!Are you listening? Yes we are.Marco. Polo. Lets go. Slow mo (students move in slow motion, perhaps toward the carpet)!One fish, two fish. Red fish, blue fish.Break it down. (Students dance around).Hocus pocus. Time to focus.Macaroni and cheese! Everybody freeze (students freeze)!Salami (Stop And Look At Me Immediately)! (Students freeze and look).All set? You bet!Hands on top. That means stop (students place hands on head)!Chicka chicka. Boom boom.If you can hear my voice, clap once/twice/etc. (Students clap).Guitar solo. (Students mime playing guitar). Tips for Getting and Keeping Attention Always practice attention signals. Clearly explain how students are supposed to respond to each one and allow plenty of opportunities to try them out, then find out which ones they most enjoy and stick with those. You should also practice nonverbal strategies with your students so they learn to pay attention to visual cues as well. Let your students have fun with it. Say these cues in silly ways and let your students do the same. Know that they will get crazy when they get to play air guitar or shout, Everybody freeze! The objective of these signals is to get their attention but they also tend to have the added effect of boosting energy. Allow students to let loose momentarily when you call them to attention as long as they still do what they are asked. To keep your students focus once you have it, try some of the following strategies: Design hands-on lessons.Get your students up and moving.Vary participation structures and scenery.Use visuals often.Limit the amount of time you spend talking.Provide opportunities for cooperative learning.Allow your students to regularly share what they think.Play music, relevant videos, and other auditory supplements whenever possible. Expecting students to sit quietly and listen to you for several hours out of every day is not fair. If you find that they desperately need to refocus before you try to engage them in a lesson or activity, try a brain break to let them wiggle it out. Often, it is more productive to allow students some time to be wild than try to prevent them from feeling fidgety or restless.

Intrinsic and Extrinsic Motivational Strategies Free Essays

string(77) " the emphasis is furthermore not put on the culmination of the activity \(i\." The aim of this study is to explore how both intrinsic (i.e. perceived enjoyment) and extrinsic (i. We will write a custom essay sample on Intrinsic and Extrinsic Motivational Strategies or any similar topic only for you Order Now e. perceived usefulness) motivations can be use by team leaders to empower and motivate their teams to reach their fullest potential. Numerous theories were scrutinised in order to analyse the two theoretical concepts and their applicability to organisations. The outcome of the research suggested that there is no cohesive strategy, or â€Å"strategic fit† that would apply directly to a specific situation, instead it was conclude that in organisation creative people are motivated from within and respond better to intrinsic rewards than extrinsic ones. INTRODUCTION Since the 21th century, the study of motivation became one of the most complex and fascinating topics in organisational psychology (Muchinsky 1996). The different theories and conceptions about employee motivations and how leaders can use the available literatures to enhance their employee’s performance have been discussed by many researchers (e.g Krueger, 1996, Herzberg, Mausner snyderman 1993). Motivating people at work is a crucial component of organisational behaviors and psychology. Leaders can use motivation to improve the physical and well-being of the organisation and its human capital, as a logical approach to enhance productivity and profitability (Hatch, 2002). Motivation is the inner drive that makes people act in a certain way (Herzberg, 1987), and it goes by the saying that â€Å"a well motivated and satisfied employee performed better than unsatisfied employees†. Work motivation phenomenon The pursuit for higher motivations at all levels of works has seemed treacherous in almost every organisational perspective. The unpredictability of human character and variegated mind-sets in human nature has made this phenomenon a challenging philosophy for every manager and researchers. Theoretical discussions gathered from the generalised conceptions of motivation argued how a team of people in different circumstances can meet with different stimulus; and what are the factors that energizes human behaviors and how these behaviors can be manage or channels to different directions. During the 1930s, Lewin (1938) attempted to analyse some of the factors that affected employees degree of motivation, amongst the divergent set of factors examined, he came up with a suggestion that subject perceptions is the main cause for employees motivation and de-motivations. Studies done by Deci and Ryan (1985a) classify human motivations into two aspects, intrinsic and extrinsic motivation. The concepts of these two theories (intrinsic and extrinsic motivations) explain in details why a task is carried out and what type of motivational drive causes certain behaviours. The concept of extrinsic and intrinsic The concept of extrinsic and intrinsic motivation is quite problematic simply because the two theories work in opposition (Deci Ryan, 1985a). More straightforwardly expressed, intrinsic motivation is driven by a person’s internal interest and desire to do something, such as curiosity, enjoyment, and sense of challenge. Extrinsic motivation comes from outside a person, such as reward, promotion, or deadline (Amabile, 1997). Extrinsic motivational factors Extrinsic motivational factors refer to the performing of an activity in order to achieve an external goal. Noels (2002) cited Deci Ryan’s (1985a) self-determination theory which suggested that the external goals you strive for vary as to the extent of how much they are in fact self-determined. Extrinsic motivational factors serve mainly through monetary compensation, where wage, bonuses and result sharing are main applicators. When regard as such, an individual employment is merely a tool of satisfying direct or actual need by means of the money it generates (Frey and Osterloh, 2002). Monetary non-monetary motivational factors Non-monetary motivational factors simply refer to symbolic issues such as work promotion, rewards, development training courses, health benefits etc. A leader can use this approach to motivate team members as the need for employee recognitions are crucial. Such rewards can leave a symbolic effect on employees and group solidarity, which may ultimately enhance team performance (Lawler, 1990). Monetary motivation On the other hand, monetary motivational factors have a substantial cost of extrinsic value. A team leader can use salary/pay rise, bonuses or stock options to get people motivated within a team or organisation. Salary According to Maslow’s hierarchy of needs theory (1943) salary increment is a proactive way to motivate employees. Herzberg (1993) believes that salary belongs to hygiene factors and can prevent job dissatisfactions. Lowering salary or salary demotion can significantly de-motivate employee’s enthusiasm. A leader can use salary increments or other forms of monetary rewards as a major strategy to influence employee job satisfaction (Lawler, 1990). Bonuses and commission Many organisations have adopted the means of bonuses and commissions to motivate employees in the organisation so that they could create synergy and reach the organisation goals (Lawler, 1990). It is often used to reach short term goals in order to stimulate the employee to work harder right away. Bonuses and commission are vital strategy especially when calculating people performances and contributions towards the organisation success (Hatch, 2002). Collective individual A collective motivational factor mainly focuses on team performance targets. Leader can use this motivational factor to provide a team with a fair distributive justice; such as equal pays and bonuses. On the contrary, many managers use individual motivational factors to few members of the organisation and contingent on individual performances (Chen et al, 1999). In opposition to those provided to a group these tend to be very differential. Intrinsic Motivational factors Intrinsic motivational factors regarded as the core activities and motivators of job satisfaction. The person performing the task is motivated because he or she enjoys the challenge and is not pushed upon it by external reward or pressure. Intrinsic motivation occurs because it is said to provide satisfaction of inner psychological needs (Frey and Osterloh, 2002). These psychological needs can be divided into three essential aspects from which intrinsic motivation can derive from: Job satisfaction The phenomenon of job satisfaction ultimately derived from the two theories discussed in the above literatures; monetary and non-monetary factors. But more specifically, job satisfaction is more associated job enrichment, achievement, job security, well-being, work values, turnovers, responsibilities and autonomy (Mitchell et al, 2001). When job satisfaction is attained by an individual, the emphasis is furthermore not put on the culmination of the activity (i. You read "Intrinsic and Extrinsic Motivational Strategies" in category "Essay examples"e. the completion), but satisfaction is also obtained through the process resulting in the completion (Frey and Osterloh, 2002). Rewards The issue of rewards is one of the most complicated problems when creating a well functioning and motivating team. According to Hatch, (2002) rewards are major tools a leader can used to retain, attract, motivate and satisfy employees. The whole concept and essence of rewards is to improve effectiveness and efficiency. When leaders aligned rewards with the organisational goals, efficiency is enhanced (Stredwick John, 2000). And whiles organisational goals are achieved; it is likely that the employees achieved their own personal goals (Atkinson Anthony A et, al., 1997). It is quit complicating for leaders to rightfully suggest the rewards that would fit each employee within a team simply because people needs change as they enter new stages of their life/career (Hatch, 2002) Personal goals achievement It is not just organisational goals that are the only set targets by employees; people also aligned their own goals along with the organisation goals (Atkinson Anthony A et, al., 1997). Leaders in every works of life must assist and encourage their employees to set achievable personal goals to in order enhance their employees’ potential. Discrepancies and comparisons between the two theories Intrinsic versus extrinsic motivation Since analysts figured that employees are the key success factors to every organisation, different strategies had been outlined on how firms can get the best from their employees. However, there is no cohesive strategy or â€Å"one-fit-all-strategy† that will determine employees’ work motivation. In the late 1990s, Amabile’s (1997) investigates the comparisons and discrepancies between the two theories. Amabile’s research revealed that extrinsic motivation may combine with intrinsic motivation as a synergism instead of an antagonism under three conditions. Firstly, employees must be well devoted or be in a high intrinsic motivated state. A well devoted employee is like a loyal customer, regardless of the financial benefits or attractiveness; it is very unlikely that extrinsic motivation will undermine the intrinsic motivations. Secondly, Amabile tend to be versatile in his theoretical concepts. She suggested that some aspect of extrinsic motivation must adhere to. He cascaded extrinsic motivations into three different components, such as; informational and enabling and referred to them as synergistic motivators, which implies competences or improve performance like rewards, feedback, and recognition that confirm competence or provide information on how to improve work-related performance. And controlling motivator which is a directive approach and can executed when employees are being told on how efficient the work can/could have been done. Contrariwise, intrinsic motivations ignite a powerful inner drive or feelings of contentment that when employees meet their goals or undertaken activities they get total satisfactions. Frey and Osterloh (2002) further expanded the studies of in intrinsic motivations and suggested five critical aspects which intrinsic motivation can derive from. The more complex, challenging and demanding the activity, the more complicating it is to pinpoint the requirements in a hard-and-fast job description, the more crucial intrinsic motivation becomes.† (Frey Osterloh, 2002:21). Frey and Osterloh assumptions are: Firm-Specific Pool Resources Employee actions in an organisation have a tremendous ramification to the firm privies. Such actions may reflect and incorporate the company reputation, relationship with potential clients, corporate culture etc. In such circumstances, a self-centred employee with personal interest within an organisation may profit enormously from the organisation without making any contribution to the pool resources. It is quit difficult for leaders to satisfy or motivate such people; and their influences over other employees may de-motivate or hinder others work performances significantly (Konrad Pfeffer, 1990; Greenberg, 1990). In such case, well devoted employees that are motivated intrinsically will unify and support the firm-specific resource pool (Frey Osterloh, 2002). Multi-Tasking Employees are more intrinsically motivated when they are encouraged to explore and develop their potential, if they can perform multiple tasks within their organisation, (Frey Osterloh, 2002). Such strategy unites employees and open new doors to team spirit. Consequently, the higher complexity and diversity the work signifies, the more imperative the intrinsic motivation becomes (Holmstrom Milgrom, 1991). Fuzzy Tasking Whenever extrinsic compensation materialises, people mostly react unassumingly to the firmtarget goals. People will become unpredictable when they are faced with multiple alternatives and free choice among work targets; it is difficult to get them pursuing the challenging tasks (Frey Osterloh, 2002). The more financial incentives that are introduced to some people, the more effortless they become and they can also easily quantify tasks to facilitate the monetary compensation. Such behaviours are not favourable for a highly competitive company. The Transfer of Tacit Knowledge The transfer of tacit knowledge is one of the most essential elements of the core competence that differentiate a firm from its competitors. People are intrinsically motivated when they possesses more tacit knowledge than explicit knowledge (Polanyi, 1985) as this can enable them to work and support others with the information and knowledge they have. Creativity and Innovation Creativity and innovations can nurture and harness employee’s involvement and motivations significantly. Frey and Osterloh (2002) believed that when people are extrinsically motivated, it reflects a negative effect on the learning curve and the innovation processes. Amabile, (1996, 1998) support the concept and opined that extrinsic motivation can severely pressure employees to produce, since results often are demanded for the compensation to redeem. Left behind is an inaccurate and less meticulous result, which has been affected strongly by a monitored and less creative way of inventing (Amabile, 1996). Conclusion From all the analysis scrutinised above we can see that these two motivational theories are under researched and underexplored as there is no cohesive strategy or â€Å"strategic fit† that is directly applicable to a specific circumstances. The theoretical conceptions about these theories argued above; point out that employees are motivated when they are driven by either internal or external interest, or desire to do something. Hence human wants and mind-sets are variegated as they enter new stage of their life/career; it will remain a challenge for managers and researchers alike, to strategize the right rewards strategy that will applicable to all employees. However, from the analysis we can see that not all employees are intrinsically motivation, but creative people can seem to be more motivated from within and respond much better to intrinsic rewards that extrinsic ones. Depends on organisational specific; it is advisable that a team leader assess individual employees rewards needs and evaluate what strategies applicable for the team. How to cite Intrinsic and Extrinsic Motivational Strategies, Essay examples

Hamlet Ap Rhetorical Analysis free essay sample

Gladness purpose is to convince the general population that social media is not as dang errors to the status quo as many people are lead to believe. He creates a persuasive tone i n order to convince his readers that social media is not an an adequately effective tool in organizing social or political activism. Caldwell begins with the Greensboro satins, leaving the reader with a sense of pride that such radical events took place without the use of so Coal media. Caldwell begins his search of the social media by acknowledging many exam pleas of protests, and observes that in the absence of social media, the protests tend to be strop anger, more organized, and the people participating have stronger emotional bonds and investments. He explains to the audience by a large network based upon consensus instead of research, and argues that many activist movements have not succeeded when lacking a cent trial authority and hierarchy. We will write a custom essay sample on Hamlet Ap Rhetorical Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The outpouring of his intelligence he is able to gain trust and c irreducibility the readers to better persuade them of his argument. Caldwell deconstructs online protest and social activism, basically saying Two teeters and Bookmakers are engaged in the sense of a sacrifice made for social change. He refers to saying social media helps us organize differently , in ways that may not lead t o drastic change. The use of pathos he uses almost condemns people that contradict h IM to a loss of pride. The use of language he employs forces the audience to acknowledge hi s influence Of the knowledge he has. Caldwell inserts many examples of protests, and observes the absence of so Coal media in these events. He also implies some historic examples of activism, and determine ones the in. Reek ties related to social media and online acquaintances Seldom lead to high RI ski activism. Caldwell builds an argument that social media is not an adequate to 01 in large scale activism.

TSA Screening Is Essential

Improving Customer Service Essays

Improving Customer Service Essays Improving Customer Service Essay Improving Customer Service Essay An additional method in which Disneyland Paris helps to maintain high levels of customers is by focusing of queues is by providing customers who have not purchased a fast pass with entertainment, therefore making the queuing part of the Disneyland experience. Disneyland Paris also has to maintain the good corporate image of the Disneyland Company as a whole; Disneyland is known for charm in its welcome, efficiency and cleanliness. These standards are being followed by Disneyland Paris. Part of the Disneyland image also comes from communication systems; all cast members are encouraged to communicate with customers whenever possible. Each special customer group has a team, which deals directly with their needs, for example, groups, conventions, school parties, special needs, etc. All cast members are trained to communicate with positive body language and with a smile on their face or in terms of the telephone with their voice. This will help customers feel welcomed and comfortable around cast members, thus, increase customer satisfaction and in turn the high quality of customer service will be maintained. As all cast members are trained to a high standard, they are also all given a handbook on all aspects of the complex, so any cast member should be able to give sales assistance and advice. It is important in customer care that consideration is given to all budgets. At both shops and restaurants you will find a wide variation in prices to meet every pocket. This will help to increase and maintain Disneylands high level of customer service as it will give customers a wide variety of quality and prices to choose from which in turn, will make customers feel valued and have all their needs catered for, this consequently, will increase customer satisfaction. The analysis of customer service quality is of major importance to Disneyland Paris. Therefore, each year Disneyland creates a full appraisal which involves all aspects of the organisation. Disneyland Paris is a labour intensive organisation and therefore assessment of employees is a major part of any appraisal but equally important are aspects such as VFM, maintaining safety, and maintaining the magic. This would consequently be important when maintaining a high standard of customer service as if cast members knew what they had achieved and been given goals and targets to achieve they would be better motivated and in turn would provide a high level of customer service as they would have some purpose at Disneyland. In personnel terms points to consider would be reliability of service, consistency of service, staffing levels, provision for individual and special needs and qualities of the staff. Customer care is therefore at forefront of all the operations of Disneyland Paris, from th e development of new attractions and services to the individual attention to detail and specific adaptations and facilities for guests with special needs. It would also be vital to the success of Disneyland Paris that they monitor the high quality of customer service they provide. In order to achieve this Disneyland carries out a number of methods to monitor customer service. The first an only method in which Disneyland Paris can monitor customer service is by; gathering information from customers about the level of customer service in which had been provided. In order to achieve this and gain this vital information they ask customers to fill out a short questionnaire at the end of their holiday to evaluate their stay in the Disneyland Resort. From this information Disneyland Paris can evaluate what customers on a whole feel and identify areas which they need to improve and which areas they need to maintain. This will successfully monitor the level of customer service provided and help to increase and maintain a high standard of customer service. Improving Customer Service After analysing this information about how Disneyland Paris monitor and maintain customer service I have concluded some possible suggestions as to how the current procedures can be changed or altered. Firstly, I have identified that Disneyland Paris could improve the customer service through providing high achieving staff with either bonuses to pay or a range of fringe benefits. These fringe benefits may include a good pension plan or reduced health care. I have identified that as Disneyland are short of money, these are fairly low cost bonuses for cast members to receive, however, these bonuses will help to increase the motivation of cast members as they will feel like a valued member of the team and will generate high satisfaction once these goals and targets have been met, thus, providing and maintaining the high standard of customer service Disneyland offers. I have also identified that Disneyland could implement a new method of monitoring the level of customer service provided in and around the Disneyland Resort. I believe that Disneyland should introduce regular staff meetings in order to discus how cast members feel the level of customer service could potentially be hindered and set in place methods to ensure these problems do not arise and affect the level of customer service which Disneyland provide. This would be the case as cast members who do the job day-in day-out would be able to spot things which managers higher up may not spot. This would also lead to cast members feeling more valued as they are helping the success of Disneyland Paris as a company not just working for them. As cast members would feel more valued this would lead to an increase in motivated for cast members and in turn would lead to an increase in customer service, thus, maintaining the level of customer service.

Research/Source analysis task on Genetically Modified Organisms (GMOs) Research Paper

/Source analysis task on Genetically Modified Organisms (GMOs) in Agriculture - Research Paper Example Presently advanced crop technology is being assisted majorly by genetic engineering. Reference: Discovering Biology by Michael Meaney - Mentor Publications http://www.biology-online.org/dictionary/Genetic_engineering 2. What are some genetic engineering techniques used in agriculture? The simplest and natural technique of genetic engineering is cross breeding. It has been in practice since ancient times. Some of the modern techniques used in agriculture are as follows: The bacterium method: Plants naturally contain a transformation mechanism in the form of a bacterium. In this mechanism the contact of this bacterium with a cell results in its integration into the chromosomes. Scientist exploit this natural tendency to create resistances like antibiotics. This is done by replacing the acting plasmid of bacterium with a marker gene. The gene gun method: This method does not depend on the natural working of bacterium. The DNA is introduced into the cell by DNA coated micro sized bullets . This method is used commonly since several years and its is found to be applicable over all species of crops virtually. Over the last several years, use of the "gene gun" has become a very common method to transform plants, and has been shown to be applicable to virtually all species investigated. For example, transformation of rice by this method is now routine. This is a very important development as rice is the most important crop in the world in terms of the number of people critically dependent on it for a major part of their diet. The electroporation: In this method the DNA is introduced inside the cell through the holes punctured by a jolt of electricity in protoplasts. This method is not very popular. Reference(s): http://photoscience.la.asu.edu/photosyn/courses/BIO_343/lecture/geneng.html. 3. What are some of the aims of using GMOs in agriculture? Some of the main aims of applying the GMOs in agriculture are increase in the volume of crops to fight the food crisis in the world (the high yielding genetically modified seeds are largely in use to serve the purpose), the improvement in the nutritional value of crops by introducing new genetically engineered varieties, curbing and reducing the use of pesticides by producing disease resistant safe crops. Additional aims include the preservation of environment by saving the water supplies from pesticides and by allowing the beneficial biological growths. References: http://www.greenfacts.org/en/gmo/index.htm 4. What are some crops to which genetic engineering techniques have been applied and what techniques have been applied to these crops? The gene gun method has proved to be highly useful in generation of genetically improved corn and rice. The induced mutation or bacterium method greatly assists in the introduction and production of several genetically engineered crops like banana, sugar cane, barley and wheat etc. There are 2300 officially released genetically engineered crop varieties listed in the da tabase maintained by FAO/IAEA. References: http://www-infocris.iaea.org/MVD http://photoscience.la.asu.edu/photosyn/courses/BIO_343/lecture/geneng.html. 5. How widespread and economically important has the use of GMOs on agriculture been up to the present? GMOs are used extensively all around the world. Their widespread use can be assessed by the fact that the ‘

Imagine you are a business owner; discuss debt financing, types of Assignment

Imagine you are a business owner; discuss debt financing, types of risk, beta, and investments - Assignment Example This would give you a better idea to stock only as much as you would need. For a small business the ratios can do wonders as it utilizes current cash flows to determine how much cash would be flowing in the future. Most importantly for a small business like mine the financial ratios help to identify the weaknesses and the strengths of the business. This way the retailer can have a better understanding on how to play his cards in order to make his business flourish. A few ratios that tend to be important to a small business would be income ratios, liquidity ratios, and profitability ratios. Though what seems important for a small business enterprise will not be as important for a larger business enterprise. Thus larger business corporations have to consider retailers and wholesalers, for them it’s the ratio is of total assets and total liabilities. They have manufactures and a number of other liabilities and ratios that need to be accounted for while the workings of a small business are fairly simple. Another important factor in managing small businesses that is debt financing. Most small businesses do not require large investments and so they use debt financing. Debt financing is all about taking a loan from the bank to finance the newly found business practice. Debt financing surely has its upsides and downsides. We shall discuss the upside first; debt financing allows you to have full control over your business practices unlike having a partner. Another one would be the tax benefits involved (Bragg, 2011). Another important factor would be that the amount due is fixed and so can be managed over the months’ time because it is easier to generate the amount with a target in mind. Last but not least no amount of profit generated is up for sharing. Where theres an upside theyre bound to be a downside as well. The debt financing brings along with the