The On Video Clip ( S ) - 2073 Words

1. Other than what is stated in the lesson plan(s), what occurred immediately prior to and after the video clip(s) that is important to know in order to understand and interpret the interactions between and among you and your students? Please provide any other information needed to interpret the events and interactions in the video clip(s). Prior to the start of my video segment, my students had just come back from P.E class. Most of them were tired and sweaty and were having a hard time focusing. I allowed students to get drinks of water quickly before the bell rang and then started the period by correcting homework from the previous night. During the correcting process, students were expected to provide me with their answers and also a rationale as to why they solved that problem the way they did. Once all questions had been answered and students felt comfortable moving on, they were asked to take out their â€Å"focus sheets† to begin working on their warm-ups. Said focus sheets require students to write down a â€Å"focus† question about the unit and to record relevant vocabulary definitions from the section. On this particular day, there were no new vocabulary words. Typically, students are expected to write down the textbook definition of any vocabulary words, restate said definition in their own wo rds and draw a representation of such. Immediately after my video segment ended, the students were given their homework for the day. They then had about thirty seconds to collectShow MoreRelatedAnalyzing The Video Clip ( S ) Essay1483 Words   |  6 Pages1. Which lesson or lessons are shown in the video clip(s)? Identify the lesson(s) by lesson plan number. [ EdTPA Lesson plans 1 and 2 are shown in the video clips.] 2. Promoting a Positive Learning Environment Refer to scenes in the video clip(s) where you provided a safe, respectful, and organized learning environment. a. Describe how you provided a positive, low-risk emotionally and physically safe environment. [ I promote a positive, low-risk and emotionally and physically safe environment inRead MoreLessons From The Video Clip ( S ) Essay1888 Words   |  8 PagesWhich lesson or lessons are shown in the video clip(s)? Identify the lesson(s) by lesson plan number. [ EdTPA Lesson plans 1 and 2 are shown in the video clips.] 2. Promoting a Positive Learning Environment Refer to scenes in the video clip(s) where you provided a safe, respectful, and organized learning environment. a. Describe how you provided a positive, low-risk emotionally and physically safe environment. [ I promote a positive, low-risk and emotionally and physically safe environment in manyRead MoreLesson Plan For The Classroom Essay882 Words   |  4 Pagespage total. 1. Which lesson or lessons are shown in the clip(s)? Identify the lesson(s) by lesson plan number. Describe any changes in the lesson plans for the lessons shown in the clip(s) and the reasons for those changes. [ Lesson plan 1(one) is shown in the video. ] 2. If applicable, provide any additional information (beyond that provided in Planning Task 1) needed to understand the learning environment or interactions seen in each clip. a. Identify the district, school, cooperating teacher,Read MoreRationale And Hypotheses : Police Manuals : Criminal Deception And Deception1208 Words   |  5 PagesSpecifically, the participants saw 50 video clips of 50 different individuals (23 women and 27 men). 15 of the clips included suspects accused of crimes, like rape, murder, arson, and theft. 11 of the clips consisted of married individuals. 14 clips showed undergraduate and graduate students. The remaining 10 clips consisted of business owners. The individuals in the clips were all different, thus no one individual showed up more than once. The individuals in the video clips were asked to answer questionsRead MoreMy First Year Of An Infant s Gross Motor Skill1095 Words   |  5 Pagesare head control, segmental rolling, sitting, crawling, standing and walking. Each milestone is then broken down into phases to show the progression of the gross motor skill and when each phase typically occurs. Each milestone is accompanie d by a video clip that demonstrates the progression of the milestone. Why the topic was chosen I chose motor development in infants from birth to one year because I have always been interested infants. I also have two children age 1 and 2 which makes me even moreRead MoreLoftus And Palmer Reconstruction Of Eyewitness Testimony1647 Words   |  7 Pages1974 ‘Reconstruction of Automobile Destruction’ which tested the hypothesis that an eyewitness testimony can be altered by the type of language used. To test this, Loftus and Palmer designed two experiments where the participants viewed a series of videos portraying automobile accidents and were then asked to answer specially designed questions based on the events just witnessed. The first experiment consisted of forty-five students and were split into five groups who were all exposed to diverse conditionsRead MoreThe World Of Social Media Sites981 Words   |  4 Pagesapp; Instagram can only be downloaded from the IOS market or the android market. IG short for Instagram is a way to take photos and share your momen ts from your phone. Instagram allows the user to post photos and video onto their home feed so friends can view and like their photo or video. To get started with Instagram all you need is a email from any platform and a password, it’s one of the most simple apps you will find. Once you have an account, you can notify your friends straight from yourRead MoreTranscendentalism : Henry David Thoreau And Ralph Waldo Emerson847 Words   |  4 Pagesour video clips and music. We used clip converter to download our videos and music from youtube. The workload was split between us taking turns finding quotes, movie clips, and pictures. Jordan: Ethan and I did this project on freedom. We had struggles with getting the movie clips to download. This was the biggest problem of this project. My job in this group was to set up the first half of the imovie, putting in quotes, pictures, and movie clips. I think that we should have a few more videos inRead MoreAnalysis Of Coco Fusco And Gomez Pena s Satirical Piece Essay1524 Words   |  7 PagesCoco Fusco and Gomez-Pena’s satirical piece was designed to exhibit â€Å"[the] Western concept of the exotic, primitive Other[s]† and even implicitly demean how Westerners view the â€Å"Others†(143) . While Fusco’s live performance was the actual reactions of the audience, but Fusco’s video â€Å"The Couple in the Cage† had other factors that gave the watchers a different view of the satirical piece. But, Fusco does not examine the role of her editorial decisions which leading the watchers into her own bias viewsRead MoreInvestigating The Ability Of A Controlled Variable1055 Words   |  5 Pageswith transitivity as well as consistency. II. Rationale for the Study The authors pursued this study to experiment with a controlled variable. The authors suggested that presently there were three main research studies conducted to test children s ability to answer questions, but the experimental methods differed. As a result of these differences, the experiments could not be compared or determined to be reliable. The Matthews et al. (2006) study tested the children using a (â€Å"What happened?†)

Art Critique Art Museum - 1512 Words

Art Critique This past weekend I visited the Blanton Art Museum in Austin, Texas. It is located Near the Capital, on the edge of the street. I took a deep breath and put coins in the meter and headed for the door. Upon walking in I stood outside for a moment to take a look around, I have never been to an art museum before so I wanted to get the full effect before my critique. It was quiet, unusual for Austin but, there were people walking around the museum as well and taking pictures. In this era, how could I go in without taking a picture of myself in front of the building and where you could see the capital in the background. When you walk into the museum you are greeted with warm smiles from the front desk and you pay for your admission pick up some pamphlets and you are on your way. While walking past security in into the first exhibit, â€Å"Design for Living in Brazil, Mexico, and Venezuela. I began to wonder if I was going to enjoy myself or not? I walked past many art works before I deci ded to head upstairs to see if maybe something different would catch my eye. Not that the art in the other room was any different but I was looking for a bigger attention grabber. The steps lead up to right where I would finally begin my paper. I walked into a smaller room, completely white with random sketches on the wall and a name Donald Moffett would then catch my eye. They had a small introduction about him on the wall. That’s where I would learn that he was from San Antonio TexasShow MoreRelatedAppreciation Of A Novel By Barbara Kruger1311 Words   |  6 PagesAppreciation of art is like the appreciation of a novel. One may read a title of a novel and be amazed and curios but will never appreciate it fully if the novel is not read from cover to cover. For any piece of art, one needs to learn about the artist, the story behind the piece and the purpose of the piece. In addition to learning about the work, as a woman, I find myself leaning more towards the appreciation o f the work of women artists who use their talent and skills to express themselves and/orRead MoreA Critical Analysis Of An Art Exhibition3214 Words   |  13 PagesWrite a critical analysis of an art exhibition you have seen, from the point of view of its curatorship. Consider one or more of the following issues: modes of display, censorship, ethics, interpretation, beauty, or the specific issues involved in curating design or film. Art galleries (public and private) spend billions of pounds each year conserving and collecting objects and their associated histories, ideas and stories. After researching the messages it has carefully crafted, the gallery thenRead MoreA Discourse Of National Identity1832 Words   |  8 Pagesabout national identity and how it is reflected in the art produced in the United States. Both museums employing traditional classification from the art history, arranging the collections by period, schools, style, movement, and artists. Both collections approach the paradigms that address the historiography of American Art has established: the Colony, the configuration of the Republic, The Civil War, the Centennial of Independence, Modern art or European influence. In turn, each collection reservesRead MoreArt 1011313 Words   |  6 PagesAna College ART 100 ---- Winter Intersession 2016 --- Intersession INTRODUCTION TO ART CONCEPTS Instructor: Michael Fremont Redfield Email: redfield_michael@sac.edu Office Phone: 714-564-5600 Mobile Phone: 949-293-9737 Office Location: by appointment ART 100 --- Introduction to Art An introductory course for both the general interest and art major student: a survey of the nature and role of the visual arts in society. 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In the Milwaukee Art Museum, there’s a program called the Satellite Program to gather teenagers for an internship to spread the word of Art. By bringing together different school districts and people you get a weird bunch of art and not so art kidsRead MoreFeminist Critique Of Feminism And Media Essay2134 Words   |  9 PagesFeminist Critique of â€Å"Feminism and Media† The main introductory label in â€Å"Feminism and Media† features an incredibly small amount of text compared to the other room labels. It also does not attempt to show a variety of views about feminist art, and those it does express focus solely on personal appearance. The lack of complexity in this label should be thought about critically because, when analysed, all texts reveal an implicit bias, representing the institutional view (Brand, 2006). In this caseRead MoreArt 1001 Final Art Exibition Project1224 Words   |  5 PagesSuzan Cofer: Draw Near Exhibition Art 1001 Section 12 November 21, 2012 Week six Final Project Suzan Cofer: Draw Near Exhibition The art exhibition of Suzan Cofer: Dear Near was very intoxicating and refreshing. The exhibition was well organized; the paintings were arranged in a meticulous order that evokes interest in each piece as you move from one painting to the other. The works of art were of an abstract nature mostly depictingRead MoreInstitutional Critique Essay1942 Words   |  8 PagesWhen someone enters an art gallery, they believe they are going to view art, but under the guise of Institutional Critique, this notion often false. Instead of being the traditional art of painting, sculptures, and installations, viewers encounter, in the work of Hans Haacke, Daniel Buren, and Michael Asher in the 1970s, not much to look at, but a lot to think about. 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Instrumental Leadership Measurement and Extension

Question: Discuss about the Instrumental Leadership for Measurement and Extension. Answer: Introduction Leadership can be defined as an action of leading the employees in an organization towards achieving organizational success (Clarke, 2013). Leaders are responsible for directing, building inspiring vision and creating something new for organizational progress. Leadership can be classified based on the ways in which organizational leaders lead the employees. Some leaders are stick in existing organizational structure for achieving organizational success (Collins et al., 2014). On the other hand, some leaders are highly dynamic in nature for adjusting with dynamic business environment and bringing innovation towards organizational success. The study will critically assess transactional leadership and transformational leadership. Moreover, based on the critical assessment, the study will also demonstrate the superiority of one leadership over other. Transactional Leadership Transactional leadership is one of the most important leadership styles for managing the workforces of an organization. It highly focuses on supervision, organization and performance of the employees. In this leadership style, organizational leaders control the productivity and efficiency level of the employees through reward and punishment. According to Antonakis and House, (2014), transactional leadership style highly focuses on directing and motivating the employees by tempting to their self-interest. The power of these kinds of leaders come their formal responsibility and authority of the organization. On the other hand, McCleskey, (2014) opined that transactional leadership style is also known as telling style, where the employees are to follow the instruction provided by the leaders. The exchange between the employees and the leader takes place through achieving routine performance goals. These types of leaders motivate the employees through rewarding them on achievement of the ir desired goals. On the other hand, the leaders punish the employees, who do not wish to work as per organizational standards. According to Birasnav, (2014), transactional leaders connect the goals with rewards, explain the expectation, and provide essential resources, set mutually agreed goals and offer rewards for success performance. On the other hand, Wahyuni et al., (2014) opined that transactional leaders intervene only when employee performance does not meet the standards of organization. They tend to monitor the work of the employees, watch the deviation from the organizational standards and take corrective actions for minimizing that deviation. Tyssen et al., (2014) opined that transactional leaders allow employees to make decisions. The employees are allowed to make decision for the work process, but all the decisions remain under the control of the leaders. Transactional leaders highly follow the structure and value of their organization. According to Epitropaki and Martin, (2013), these kinds of leaders are more concerned about maintaining the normal flow of operation. They overemphasize on detailed and short-term goals and set standard work procedures. On the other hand, Odumeru and Ogbonna, (2013) pointed out that transactional leaders do not encourage employees creativity and generation of innovative ideas. Therefore, this kind of leadership is better applied in such organization, where organizational problems are simple and clearly defined. Transactional leaders tend to ignore the ideas, which do not fit with the existing organizational plans and goals. Furthermore, Hamstra et al., (2014) opined that transactional leaders are highly directive and action-oriented as per organizational standards. The relationship of these leaders with the employees is highly transitory and not based on any emotional bonds. Moreover, transactional lea dership works well in crisis situation, where high level of focus is needed for accomplishing certain task. Transformational Leadership Transformational leadership is a kind of leadership approach, where organizational leaders work with the employees towards identifying the organizational changes. They are also intended towards creating vision to guide the changes by inspiration and executing the changes through the efforts of committed group of employees. Creating high performance employees is of prime importance for any organization. It needs organizational leaders to inspire the employees and go beyond just task requirements. Transformational leaders are inspiring, visionary, thoughtful thinker, daring and risk-takers. These leaders allow the employees for fostering their creativity and innovation towards organizational success. According to Furtner et al., (2013), the foundation of transformational leadership is to promote consistent mission, vision and set of value for the employees. These leaders guide the employees through strong sense of meaning and challenges. They work optimistically and enthusiastically towards fostering spirit of teamwork and commitment. On the other hand, Rowold, (2014) opined that transformational leaders encourage the employees to be creative and innovative. They encourage innovative ideas from the employees and never criticize the employees publicly for any of their mistakes. Furthermore, Choi et al., (2014) pointed out that transformational leaders can act like role model for the employees and the employees can emulate them for enhancing their job efficiency. Such leaders always gain respect and trust from the employees through their work. The leaders highly understand the needs of the employees and often sacrifice personal gain for the favor of the employees. On the other hand , Tremblay and Gibson, (2016) mentioned that transformational leaders rewards employees for their innovation and creativity. They treat employees differently as per their talent and knowledge level. Transformational leaders start with developing a vision and view for future, which can excite the employees towards organizational changes. Akbar et al., (2015) mentioned that such leaders encourage the employees towards accomplishing more than what is anticipated. Transformational leaders have the ability of transforming the self-interest of the employees into collective interest. They motivate the employees to beyond their self-interest for organizational favor. On the other hand, Ali et al., (2014) opined that transformational leaders provide autonomy over specific task and delegate authority to the employees when they are trained. This leadership style highly emphasizes on ethics and cooperation in addition to higher human value. Transformational leadership is adaptive in nature and can be tailored to fulfill both individual as well as organizational goals. This kind of leadership can bring harmony to the organizational situation by enhancing organizational efficiency. Critical Analysis of Transactional Leadership and Transformational Leadership According to Odumeru and Ogbonna, (2013), transactional leaders employ reward and punishment to motivate employees towards organizational success. They are highly concerned about the association between the rewards and efforts. On the other hand, Birasnav, (2014) opined that transformational leaders employ enthusiasm and charisma for inspiring the employees towards organization success. They arouse emotions within the employees, which motivates them to work beyond the framework. In transformational leadership, the leaders emphasize more on relationship with the employee, whereas, transformational leaders emphasize more on ideals, values, needs and morals of the employees. According to Tyssen et al., (2014), transactional leaders are highly responsive in nature and the basic orientation of this leadership deals with present issues. On the other hand, McCleskey, (2014) pointed out that transformational leaders are proactive in nature and it generates new expectation from the employees. Transactional leadership goes with normal and existing flow of organization and does not encourage any changes in the organization, whereas, transformational leadership encourage organizational changes for adjusting with dynamic business environment. According to Clarke, (2013), transactional leadership is highly reliant on the power of the leaders towards reinforcing subordinates for successful completion of the desired goals. On the other hand, Epitropaki and Martin, (2013) opined that transformational leaders possess effective visioning, management and rhetorical skills for developing strong emotional bonds with the employees. Transactional leaders develops existing or ganizational culture, whereas, transformational leaders change the existing organizational culture. According to Rowold, (2014), transactional leaders are bureaucratic in nature and the employees are to follow the instruction of the leaders. On the other hand, Tremblay and Gibson, (2016) opined that transformational leadership is charismatic nature and the leaders act as role model for the employees towards performing for organizational success. Birasnav, (2014) mentioned that transactional leaders rely on planning and execution of the organizational goals through existing organizational policies. On the other hand, Hamstra et al., (2014) opined that transformational leaders allow the employees to innovate and create new ideas for organizational success. Transformational leaders reward the employees based on their creativity and innovation. Transactional leadership is best suited, where organizational problem is quite simple, whereas, transformational leadership is best suited, where organizational problem is complex in nature. Moreover, transactional leadership mostly deals with d ay-to-day operation, whereas, transformational leadership goes beyond the day-to-day operations and craft organizational strategies for next level success. Superiority of Leadership Style (Transformational Leadership Style) According to Rowold, (2014), in transactional leadership, the personal interests of the employees are not taken into consideration for achieving organizational success. There is no emotional bond between the leaders and the employees. On the other hand, Clarke, (2013) opined that transformational leaders takes the self-interest of the employees into consideration along with organizational success. Therefore, in transformational leadership, there is high level of emotional bond between the employees and leaders. In this way, transformational leaders are much more capable of bringing organizational harmony than those of transactional leaders. It minimizes the gap of the employees with the leaders of the organization having high level of support from the leaders. According to Choi et al., (2014), transactional leaders tend to maintain the existing organizational structure and do not encourage innovation and creativity from the sides of employees. Employees are to work simply with the normal flow of the organization. Therefore, transactional leaders are incapable of facing dynamic situation and unable to solve complex organizational problems. On the other hand, Ali et al., (2014) opined that transformational leaders are highly focused on future oriented actions and allow innovation and creativity of the employees towards organizational success. Therefore, transformational leaders are capable of creating uniqueness in the organization and beating the market competition. Transformational leaders get ample amount of solutions to the complex organizational problems, as they allow creative ideas of the employees to solve organizational problems. Therefore, transformational leaders are much more capable of solving complex organizational problems tha n those of transactional leaders. According to Wahyuni et al., (2014) transactional leaders motivate the employees through setting goals and promising rewards upon meeting those goals. However, employees are too limited within achieving their target and getting rewards. On the other hand, Tremblay and Gibson, (2016) opined that transformational leaders offer learning opportunities to the employees and allows them to solve complex organizational problems. Therefore, transformational leaders are much more capable of making the employees responsible than those of transactional leaders. Furthermore, Epitropaki and Martin (2013) pointed out that transactional leaders often punish the employees on not achieving the organizational goals. It may discourage the employees for their further improvement. On the other hand, Odumeru and Ogbonna, (2013) opined that transformational leaders never criticize the employees publicly for any of their mistakes. Moreover, transformational leaders offer learning opportunities to learn new t hings from their mistakes. Therefore, transformational leaders are much more capable of motivating the employees towards better performance. From the above analysis, it is apparent that transformational leadership is superior to transactional leadership. Transactional leadership mainly deal with day-to-day operations, whereas, transformational leadership highly focuses on future success for an organization. Transformational leaders are much more open and adaptive than those of transactional leaders, which foster innovation in organization. Conclusion While concluding the study, it can be said that transactional leadership manages the employees within the existing organizational framework. On the other hand, transformational leadership allows innovation and creativity of the employees towards organizational success. Transactional leaders offer rewards to the employees on achieving their desired goals. On the other hand, transformational leadership offers rewards and recognitions to the employees for demonstrating creativity and innovation. Transformational leaders are much more capable of transforming the self-interest of the employees to group interest than those of transactional leaders. Transformational leaders strongly rely on group performance that that of individual performance towards better organizational success. Transactional leaders mostly use technical knowledge for determining the change process. On the other hand, transformational leaders search for adaptive solutions for engaging the minds and hearts of the employee s in the change process. Moreover, transactional leaders mostly deals with existing perspectives of organization, whereas, transformational leaders mostly deals with future perspective of organization. Therefore, transformational leadership can better be utilized in strategic decision making of an organization than that of transactional leadership. Reference List Akbar, A. A., Sadegh, R., Chehrazi, R. (2015). Impact of Transformational and Transactional Leadership Style on Employees Creativity and Innovation.International Journal of Environmental Research,12(4), 1109-1123. Ali, N., Jan, S., Ali, A., Tariq, M. (2014). Transformational and Transactional Leadership as Predictors of Job Satisfaction, Commitment, Perceived Performance and Turnover Intention (Empirical Evidence from Malakand Division, Pakistan).Life Science Journal,11(5), 48-53. Antonakis, J., House, R. J. (2014). Instrumental leadership: Measurement and extension of transformationaltransactional leadership theory.The Leadership Quarterly,25(4), 746-771. Birasnav, M. (2014). Knowledge management and organizational performance in the service industry: The role of transformational leadership beyond the effects of transactional leadership.Journal of Business Research,67(8), 1622-1629. Choi, J. W., Han, M. Y., Sung, J. A. (2014). The Effects of Organizational Commitment on Leadership Style: Focused on Transactional Leadership and Transformational Leadership.Journal of the Korea Society of Digital Industry and Information Management,10(4), 251-264. Clarke, S. (2013). Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours.Journal of Occupational and Organizational Psychology,86(1), 22-49. Collins, B. J., Burrus, C. J., Meyer, R. D. (2014). Gender differences in the impact of leadership styles on subordinate embeddedness and job satisfaction.The leadership quarterly,25(4), 660-671. Epitropaki, O., Martin, R. (2013). Transformationaltransactional leadership and upward influence: The role of relative leadermember exchanges (RLMX) and perceived organizational support (POS).The Leadership Quarterly,24(2), 299-315. Furtner, M. R., Baldegger, U., Rauthmann, J. F. (2013). Leading yourself and leading others: Linking self-leadership to transformational, transactional, and laissez-faire leadership.European Journal of Work and Organizational Psychology,22(4), 436-449. Hamstra, M. R., Van Yperen, N. W., Wisse, B., Sassenberg, K. (2014). Transformational and transactional leadership and followers achievement goals.Journal of Business and Psychology,29(3), 413-425. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Odumeru, J. A., Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature.International Review of Management and Business Research,2(2), 355. Rowold, J. (2014). Instrumental leadership: Extending the transformational-transactional leadership paradigm.German Journal of Human Resource Management,28(3), 367-390. Tremblay, M., Gibson, M. (2016). The Role of Humor in the Relationship Between Transactional Leadership Behavior, Perceived Supervisor Support, and Citizenship Behavior.Journal of Leadership Organizational Studies,23(1), 39-54. Tyssen, A. K., Wald, A., Spieth, P. (2014). The challenge of transactional and transformational leadership in projects.International Journal of Project Management,32(3), 365-375. Wahyuni, D. U., Christiananta, B., Eliyana, A. (2014). Influence of Organizational Commitment, Transactional Leadership, and Servant Leadership to the Work Motivation, Work Satisfaction and Work Performance of Teachers at Private Senior High Schools in Surabaya.Educational Research International,3(2), 82-96.