21st Century Technology in Today's Classroom Essay

21st Century Technology in Today's Classroom - Essay Example Some of these reasons are pragmatic – e-learning helps ease congestion of crowded classrooms, while providing a means for those who might not have access to higher education, such as the disabled or people who live far from a university, the opportunity to gain a proper education. Other reasons are socially based, in that e-learning fosters a collaborative atmosphere where social skills are used and enhanced. E-learning offers advantages for instructors who want to use the tool as a way to reinforce concepts that are taught in the traditional lecture hall. While these are certainly advantages to e-learning, there are also potential pitfalls. The technology that this research proposal will center upon will be E-Learning. E-learning is, in a nutshell, a way for students to gain knowledge and competence by interacting with adults and peers in an on-line community (Kim & Bonk, 2002, p. 3). E-learning uses the process of collaborative learning, which â€Å"has the potential to foster interaction and social support lacking in traditional learning environments â€Å"(Kim & Bonk, 2002, p. 3). On-line learning also aids in reflective interaction, which is not encouraged in traditional classroom settings and also helps foster social interaction, which, in turn, helps build students critical thinking and perspective taking abilities (Kim & Bonk, 2002, p. 3). E-learning is important, as it distributes learning material and processes over the Internet, which can help ease the decongestion of overcrowded lecture halls, provide a way for students and teachers who live far from a university an avenue for teaching and learning, as wel l as enable specific groups of students, such as the disabled, a chance to gain an education (Ardito et al., 2006, p. 270). The principles of e-learning, and how students adapt to e-learning have a basis in educational theory in general. The learner-centered psychological principles state that there

Trait Theory of Leadership Essay

Trait Theory of Leadership Essay Leadership can be defined as a process by which one individual influences others toward the attainment of group or organizational goals. Three points about the definition of leadership should be emphasized. First, leadership is a social influence process. Leadership cannot exist without a leader and one or more followers. Second, leadership elicits voluntary action on the part of followers. The voluntary nature of compliance separates leadership from other types of influence based on formal authority Studies of leadership styles are diverse in nature and multiple definitions have been offered. However, leadership style can be defined broadly as the manner and approach of providing direction, implementing plans, and motivating people. Leadership should be distinguished from management. Management involves planning, organizing, staffing, directing, and controlling, and a manager is someone who performs these functions. A manager has formal authority by virtue of his or her position or office. Leadership, by contrast, primarily deals with influence. A manager may or may not be an effective leader. A leaders ability to influence others may be based on a variety of factors other than his or her formal authority or position. Following is study of the development of leadership studies and theories over time is briefly traced. TASK 1 (a) LEADERSHIP THEORIES Three main theoretical frameworks have dominated leadership research at different points in time. These included the trait approach (1930s and 1940s), the behavioral approach (1940s and 1950s), and the contingency or situational approach (1960s and 1970s). TRAIT THEORIES The scientific study of leadership began with a focus on the traits of effective leaders. The basic premise behind trait theory was that effective leaders are born, not made, thus the name sometimes applied to early versions of this idea, the great man theory. Many leadership studies based on this theoretical framework were conducted in the 1930s, 1940s, and 1950s. Leader trait research examined the physical, mental, and social characteristics of individuals. In general, these studies simply looked for significant associations between individual traits and measures of leadership effectiveness. Physical traits such as height, mental traits such as intelligence, and social traits such as personality attributes were all subjects of empirical research In an important review of the leadership literature published in 1948, Ralph Stogdill concluded that the existing research had not demonstrated the utility of the trait approach. Finally, early trait research did not consider the impact of situational variables that might moderate the relationship between leader traits and measures of leader effectiveness. As a result of the lack of consistent findings linking individual traits to leadership effectiveness, empirical studies of leader traits were largely abandoned in the 1950s. Douglas McGregors x and y theory: His Theory X and Theory Y was detailed in The Human Side of Enterprise, published in 1960. What is it? Essentially Theory X and Theory Y describe two opposing views of people at work that will influence management style. Managers can be said to follow either view of their workforce. Theory X is often said to describe a traditional view of direction and control. Theory Y implies a more self directed workforce that takes an interest in the goals of their organisation and integrates some of their own goals into these. Theory X Theory X assumes that: The average person dislikes work and will avoid it unless directly supervised. Employees must be coerced, controlled and directed to ensure that organisational objectives are met. The threat of punishment must exist within an organisation. In fact people prefer to be managed in this way so that they avoid responsibility. Theory X assumes that people are relatively unambitious and their prime driving force is the desire for security. Theory Y Theory Y effectively takes the opposite view. It assumes that: Employees are ambitious, keen to accept greater responsibility and exercise both self-control and direction. Employees will, in the right conditions, work toward organisational objectives and that commitment will in itself be a reward for so doing. Employees will exercise their imagination and creativity in their jobs if given the chance and this will give an opportunity for greater productivity. Theory Y assumes that the average human being will, under the right conditions, not only accept responsibility but also seek more. Lack of ambition and the qualities of Theory X are not inherent human characteristics but learned in working environments that suffocate or do not promote Theory Y behaviours. BEHAVIOR THEORIES Partially as a result of the disenchantment with the trait approach to leadership that occurred by the beginning of the 1950s, the focus of leadership research shifted away from leader traits to leader behaviors. The premise of this stream of research was that the behaviors exhibited by leadersare more important than their physical, mental, or emotional traits. The two most famous behavioural leadership studies took place at Ohio State University and the University of Michigan in the late 1940s and 1950s. These studies sparked hundreds of other leadership studies and are still widely cited. The Ohio State studies utilized the Leader Behavior Description Questionnaire (LBDQ), administering it to samples of individuals in the military, manufacturing companies, college administrators, and student leaders. The conclusion of the Michigan studies was that an employee orientation and general instead of close supervision yielded better results. Likert eventually developed four systems of man agement based on these studies; he advocated System 4 (the participative- group system, which was the most participatory set of leader behaviors) as resulting in the most positive outcomes. LEADERSHIP GRID BY ROBERT BLAKE AND JANE MOUTON One concept based largely on the behavioural approach to leadership effectiveness was the Managerial (or Leadership) Grid, developed by Robert Blake and Jane Mouton. The grid combines concern for production with concern for people and presents five alternative behavioural styles of leadership. An individual who emphasized neither production was practicing impoverished management according to the grid. If a person emphasized concern for people and placed little emphasis on production, he was terms a country-club manager. Conversely, a person who emphasized a concern for production but paid little attention to the concerns of subordinates was a task manager. A person whotried to balance concern for production and concern for people was termed a middle-of-the-road manager. Finally, an individual who was able to simultaneously exhibit a high concern for production and a high concern for people was practicing team management. According to the prescriptions of the grid, team management was the best leadership approach. The Managerial Grid became a major consulting tool and was the basis for a considerable amount of leadership training in the corporate world. CONTINGENCY (SITUATIONAL) THEORIES Contingency or situational theories of leadership propose that the organizational or work group context affects the extent to which given leader traits and behaviors will be effective. Contingency theories gained prominence in the late 1960s and 1970s. Four of the more well-known contingency theories are Fiedlers contingency theory, path-goal theory, the Vroom-Yetton-Jago decision- making model of leadership, and the situational leadership theory. Each of these approaches to leadership is briefly described in the paragraphs that follow. Introduced in 1967, Fiedlers contingency theory was the first to specify how situational factors interact with leader traits and behavior to influence leadership effectiveness. The theory suggests that the favorability of the situation determines the effectiveness of taskand person-oriented leader behavior. Favorability is determined by (1) the respect and trust that followers have for the leader; (2) the extent to which subordinates responsibilities can be structured and performance measured; and (3) the control the leader has over subordinates rewards. Fiedlers contingency theory has been criticized on both conceptual and methodological grounds There are five types of leader decision-making styles, which are labeled AI, AII, CI, CII, and G. These styles range from strongly autocratic (AI), to strongly democratic (G). According to the theory, the appropriate style is determined by answers to up to eight diagnostic questions, which relate to such contingency factors as the importance of decision quality, the structure of the problem, whether subordinates have enough information to make a quality decision, and the importance of subordinate commitment to the decision. TRANSFORMATIONAL THEORIES and CHARISMATIC LEADERSHIP Beginning in the 1970s, a number of leadership theories emerged that focused on the importance of a leaders charisma to leadership effectiveness. Included within this class of theories are Houses theory of charismatic leadership, Basss transformational leadership theory, and Conger and Kanungos charismatic leadership theory. These theories have much in common. They all focus on attempting to explain how leaders can accomplish extraordinary things against the odds, such as turning around a failing company, founding a successful company, or achieving great military success against incredible odds. By contrast, transformational leadership focuses on developing mutual trust, fostering the leadership abilities of others, and setting goals that go beyond the short-term needs of the work group. Basss transformational leadership theory identifies four aspects of effective leadership, which include charisma, inspiration, intellectual stimulation, and consideration. Tannenbaum and Schmidts leadership continuum: Leadership occurs when a person tries to influence another persons or groups way of behaving regardless of the cause. Every time a person tries to influence another persons behaviour, this person becomes a potential leader, but the person whose behaviour is attempted changed becomes a potential recipient (irrespective of whether this person is the chief, a colleague, a friend, a group orà ¢Ã¢â€š ¬Ã‚ ¦).Leadership style is not about how leaders think they behave but about how their recipients perceive the leaders behaviour. Robert Tannenbaum and Warren H. Schmidt were some of the first to make use of the situational approach to leadership. In their proposal, the leader chooses from seven possible continuums of leadership behaviour, depending on the situation and the relations between the leader and the employees, is as follows: 1. Leader allows followers to function within the limits defined by a superior. 2. Leader defines limits; the group is encouraged to make decisions. 3. Leader presents problem. Receives suggestions and makes decision. 4. Leader presents preliminary decisions, which may be changed. 5. Leader presents ideas and encourages questions. 6. Leader sells decisions. 7. Leader makes a decision and announces it. The above points the dimensions in the continuums of leadership behaviour constitute: Democratic or relation-based behaviour Authoritarian or task-related behaviour Task-oriented behaviour is often perceived as authoritarian leadership behaviour from the viewpoint that the leader tells the employee what needs to be done and how to do it. This leadership behaviour is based on the view of humanity called Theory X in which the leader perceives the employees as independent and lazy. Relation-based leadership behaviour is often perceived as democratic leadership behaviour from a view of humanity called theory Y where employees contribute independently and creatively to task performance. Tannenbaum-Schmidt model has excluded the Laissez-faire leadership continuum where employees are free to do whatever they want. According to Tannenbaum-Schmidt, it is not a leadership continuum when each employee is free to do what he pleases without the influence of the leadership or other employees. TASK 1: (b) Trait Theory Assumptions: People are born with inherited traits. Some traits are particularly suited to leadership. People who make good leaders have the right (or sufficient) combination of traits. Contingency theory Contingency theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. They suggested that previous theories such as Webers bureaucracy and Taylors scientific management had failed because they neglected that management style and organizational structure were influenced by various aspects of the environment: the contingency factors. There could not be one best way for leadership or organization. TASK 2: (a) STRENGTHS, WEAKNESSES, OPPURTUNITIES, TREATS OF MANCHESTER FOOTBALL CLUB Analysis of the Company The SWOT Analysis is possibly the most popular instrument utilized in strategic planning and organizational problem solving. SWOT indicates the Strengths, Weaknesses, Opportunities, and Threats of a firm. The derivation of the SWOT contraction, nonetheless, is difficult to understand. Coyles and Gokey (2002) affirmed that the Harvard Business School scholars were utilizing the notion in the 1960s. On the contrary, Turner (2002) presents the growth of the SWOT Analysis perception. (S)trengths The major strength of Manchester United is their brand consciousness, Manchester United is exceptionally recognized globally, and if advertised as the national team with international sponsors. This consequently implies that any merchandise that they put in the market, with the team name and emblem will be immediately identified by their fans which could arrive to a million. Nevertheless, the team requires guaranteeing that they are still focused on what there fans and the consumers wish for. By reason of having the great fan base, ticket sales is also considered as strength for Manchester United, as there is a big waiting list for passes for every match, and with the new expanded arena, the income of ticket sales is bound to increase over the coming years. (W)eaknesses The major weakness that has been identified based on their website is their products and product variety. It is obvious that they have introduced a lot of diverse products at numerous different occasions. There is an issue though whether the fans were consulted in this context. It seems that MU has introduced a broad variety of products from jerseys to Credit Cards Another weakness for Manchester United is that currently, the club has been so flourishing, and it is now working on such a huge level, there is a distressing estimation that the club has now lost its origins, and it is no longer concerned with the game of football, but all about proceeds. Unconstructive outlooks such as this can have a harmful effect on the fans. (O)pportunities The key opportunity for Manchester United at the moment is the penetration to the American market. There is an opportunity in the proximate future to structure the coalition with one of the worlds most well-off team in sports, the New York Yankees. This will signal enormous merchandise channels in America, and provide Manchester United the lead over all other Football teams in the American context, presenting their product to a new market. (T)hreats Manchester United is in a very firm site, as they have no direct dangers from any players in the industry. There is a huge breach connecting Manchester United and the subsequent strongest competitor. Nonetheless, there are a number of dangers to Manchester United that has to be taken into account. A threat to Manchester United at present is the Change of leadership in the teamThe club slid from a position as one of the top clubs in the UK in 1970 to a status of mediocrity in 1996.In 1996, Francis Lee, a former player of the club, took over as chairman. He recognised the need for stability and structure. TASK 2: (b) SOCIAL SKILLS Here are a few basic attributes of a socially successful person that are worth discussing: Confidence They display confidence in themselves and successfully execute the projects they lead. Friendliness They are friendly to everyone, not to just a select few, displaying a genuine sense of care and concern for others. Appearance They make sure their hygiene, apparel, and proper body movement is always acceptable. Trustworthy They can be depended upon both with personal exchanges and with projects. Organized Their organizational skills are second nature and displayed in all activities. Self-control They handle themselves well when emotional issues arise. Acceptance They extend love and forgiveness to everyone, even difficult people and those that differ from them. Fun They make life fun. Space They respect others privacy and choices. Its never too late to improve your social skills. The first step is to honestly examine yourself and admit you need to improve yourself in deficient areas. Like anything else in this world, there have been many books written on the subject. I highly recommend John C. Maxwells book entitled Be a People Person. INTERPERSONAL SKILLS This area has to do with interaction with others. In theory, people who have a high interpersonal intelligence tend to be extroverts, characterized by their sensitivity to others moods, feelings, temperaments and motivations, and their ability to cooperate in order to work as part of a group. They communicate effectively and empathize easily with others, and may be either leaders or followers. They typically learn best by working with others and often enjoy discussion and debate. Careers that suit those with this intelligence include sales, politicians, managers, teachers and social workers. LINGUISTIC SKILLS This area has to do with words, spoken or written. People with high verbal-linguistic intelligence display a facility with words and languages. They are typically good at reading, writing, telling stories and memorizing words along with dates. They tend to learn best by reading, taking notes, listening to lectures, and by discussing and debating about what they have learned. Those with verbal-linguistic intelligence learn foreign languages very easily as they have high verbal memory and recall, and an ability to understand and manipulate syntax and structure. Careers that suit those with this intelligence include writers, lawyers, policemen, philosophers, journalists, politicians, poets and teachers. COMMUNICATION SKILLS I would like to suggest nine key skills and principles that, if adopted, would improve your communication skills immediately. They are: Ask more questions, make fewer statements Be specific, not vague Use the affirmative, not negated language Objective thinking Focus on the future not the past Use pleasure/ pain consequences Distinguish between long term v short term consequence Map out their ideas on paper Protect the self image TASK 2: (c) DEVOLOPING LEADERSHIP AND MANAGERIAL SKILLS To a large extent the survival and continued success of any business depends upon owners and managers having a combination of leadership savvy, good judgement based on knowledge and information and a reasonable ability to steer a business in the right direction. This need becomes considerably more important when a company is on the verge of expanding. Therefore, before you commit yourself to starting or expanding a business, first commit yourself to learning and in the very least recognizing the personal leadership and management skills needed to initiate and sustain profitable company growth. BECOMING A MORE EFFECTIVE LEADER Choose competent subordinates Demonstrate high moral standards Exude Charisma Inspire others Take action: When faced with a crisis, effective leaders dont just sit around and twiddle their thumbs. They solve the problem themselves or get someone who can. Understand the penalty of leadership Use your imagination to solve problems Wander around frequently Work hard BECOMING A MORE EFFECTIVE MANAGER Actively listen to customers and workers Attend parties Clarify employee responsibilities Deal with unexcused absences immeadiatly Demand accountability Criticize positively Know how to delegate responsibilities to trained and qualified people Know how to handle stress Know how to fire employees Make sure each employee has only one supervisor Reward appropriate behaviours and results Conclusion Manchester is in a very competitive spot at present, nonetheless they require to be cautious that they are not getting self-satisfied and that they are focusing on the market, and the requirements of their clients and followers. By implementing the research into their markets, it will allow them to build up products for the clients, which will bring about sustained support from the fans and success.

Pumpin Iron :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  You see them smiling. Standing poised, focused and in a state of jubilation. Some think they are crazy and have little regard for them while others idolize, respect and perhaps even aspire to be one someday. Whether they choose to do it professionally as a career, or simply for recreational purposes; the life of a Bodybuilder can be a very fulfilling and rewarding experience. But not without it’s share of hardships and tribulations.   Ã‚  Ã‚  Ã‚  Ã‚   It was June of 2003, when I decided to train for and compete in the NY State Natural Bodybuilding Competition. I had been a Personal Trainer for close to four years and been training routinely for almost seven years. Up to that point, my lifestyle of living in the gym and learning all I can about nutrition and exercise was strictly a hobby for me. An obsession, but a hobby nonetheless. I had met a group of really nice guys at my gym, some of who had previously competed in competitions, and they convinced me to train with them for the next competition that was eight weeks away. What transpired over those following eight weeks was an experience I will never forget.   Ã‚  Ã‚  Ã‚  Ã‚  We wasted no time preparing. The day immediately following our decision to train together, we devised a bulking diet for ourselves. The purpose of this diet was to eat as much as you can for three to four weeks of relatively clean food, such as; chicken, beef, fish, tuna, potatoes, vegetables and so on. I was consuming anywhere from 4000 to 5000 calories a day during that time. In conjunction to the high calorie diet, I was also drinking close to two gallons of water a day. This left me feeling very bloated, stuffed, and borderline sick. There is not enough time in the day to prepare 5000 calories worth of food, so I had to supplement a lot by drinking high-calorie shakes often throughout the day at work. Taking in 340 grams of Protein a day further required me to keep all kinds of supplements, powders, potions, pills; you name it, at work to be readily availably to me. My office was slowly beginning to resemble a GNC store.   Ã‚  Ã‚  Ã‚  Ã‚  Once I began to cope with the massive amounts of food I was consuming, I soon had another obstacle to overcome; the training. Never before had I trained like this.

Life Span Perspective Paper

Life Span Perspective Paper Life span is the time of conception till the day a person takes their last breathe. So many situations take place in a person’s life like reaching other developmental periods within life. A child grows from an infant and becomes of age to go to school for the first time or simply graduating from high school and entering the next phase of life when responsibility becomes everything. Each phase of life means that a person is developing whether they are transitioning from a young adult to being a middle aged adult there are developmental stages that take place until the final transition which is death.In order to better understand human development the process of studying takes place which in turn means moving from one stage to the next within a lifespan. Through the years observation, predictions and evolving technologies have opened up doors to the way individuals develop and reach stages by pinpointing differences and predictions that prove to be in accurate or simply that have not risen to the occasion over the years of change. There are considered to be five characteristics of development; multidirectional, multicontextual, multicultural, multidisciplinary and plasticity.Multidirectional is the study of change within human development. Multicontextual is dealing with contexts such as an individual’s surroundings or environment that can affect development. Multicultural is when individuals do not notice cultural differences because they have become so used to their own surroundings. Multidisciplinary which pertains to multiple academic fields which all deliver the same insight as to how data and insight are contributed. Plasticity is when change occurs sometime during the lifespan of an individual. A person could be fine and then experience the lost of a parent and become altered forever.These five characteristics all intertwine with one another in order to explain in detail how people transition and develop through mul ti stages within life. There are also three domains of human development; biosocial development, cognitive development and psychosocial development. (Boyd and Bee, 2006). Two theories of lifespan development are grand theories and emergent theories. Grand theories are a combination of behaviorism, cognitive theory and psychoanalytic theory which refer to child development through comprehensive theories of psychology in a detailed manner.Emergent theories are not as detailed but it does incorporate the interpretations of development but touches on preconceived comprehensive and systematic instances. Behaviorism studies observable behavior and is sometimes referred to as the learning theory because behavior is learned in a number of ways. Cognitive theory focuses on how the thought process develops and is ultimately configured. Psychoanalytic theory is when a child has inner drives and motives such as obtaining the cookie from the cookie jar after their parent has told them not until after dinner. Boyd and Bee, 2006). Heredity is when your skin tone or height is passed down through the generations within a family. Your genes and DNA that make you who you are as far as features and sometimes personality and reactions to a situation. Environment is where a person lives, is raised or chooses to reside. A person can come from a family that has never been to college but allows a positive environment to flourish newer ways of learning to achieve a major goal within their life.No one can change their DNA or even their genes but allowing positive versus negative environments to influence their future thought process can really provide a lot of good. On the other hand a person can have the makeup of having an addictive personality that can ultimately be very negative outcome as a person that has two alcoholic parents and paternal and maternal grandparents that have issues with drugs and alcohol. If the individual takes a drink of alcohol and the addictive traits get wake n up then the individual could really cause harm to themselves by subduing to alcohol and drugs.An environment can truly have an effect on the development of an individual. A person can be raised in a tense environment and exude a negative temperament as a result of being in non nurturing situation. In conclusion everyone in the world has reached some stage within the lifespan developmental stage and in order for these stages to have been identified research, observation and scientific experiments have taken place. There is such a wide array of characteristics of development that pinpoint the differences that are faced within the entire life of an individual.Grand theories are three incorporated theories that are detailed and well observed in order to showcase development of the years as everyone is very different. Emergent theories are theories that are not detailed and can change at any given moment because they are predicted theories that might not be proven to be true. Heredity and environment play such pivotal roles in development because people mimic behaviors and influences that are around them whether negative or positive. ? Reference Boyd, D. , & Bee, H. (2006). Lifespan Development (4th ed. ). Upper Saddle River, NJ: Pearson. Life Span Perspective Paper Life Span Perspective Paper Life span is the time of conception till the day a person takes their last breathe. So many situations take place in a person’s life like reaching other developmental periods within life. A child grows from an infant and becomes of age to go to school for the first time or simply graduating from high school and entering the next phase of life when responsibility becomes everything. Each phase of life means that a person is developing whether they are transitioning from a young adult to being a middle aged adult there are developmental stages that take place until the final transition which is death.In order to better understand human development the process of studying takes place which in turn means moving from one stage to the next within a lifespan. Through the years observation, predictions and evolving technologies have opened up doors to the way individuals develop and reach stages by pinpointing differences and predictions that prove to be in accurate or simply that have not risen to the occasion over the years of change. There are considered to be five characteristics of development; multidirectional, multicontextual, multicultural, multidisciplinary and plasticity.Multidirectional is the study of change within human development. Multicontextual is dealing with contexts such as an individual’s surroundings or environment that can affect development. Multicultural is when individuals do not notice cultural differences because they have become so used to their own surroundings. Multidisciplinary which pertains to multiple academic fields which all deliver the same insight as to how data and insight are contributed. Plasticity is when change occurs sometime during the lifespan of an individual. A person could be fine and then experience the lost of a parent and become altered forever.These five characteristics all intertwine with one another in order to explain in detail how people transition and develop through mul ti stages within life. There are also three domains of human development; biosocial development, cognitive development and psychosocial development. (Boyd and Bee, 2006). Two theories of lifespan development are grand theories and emergent theories. Grand theories are a combination of behaviorism, cognitive theory and psychoanalytic theory which refer to child development through comprehensive theories of psychology in a detailed manner.Emergent theories are not as detailed but it does incorporate the interpretations of development but touches on preconceived comprehensive and systematic instances. Behaviorism studies observable behavior and is sometimes referred to as the learning theory because behavior is learned in a number of ways. Cognitive theory focuses on how the thought process develops and is ultimately configured. Psychoanalytic theory is when a child has inner drives and motives such as obtaining the cookie from the cookie jar after their parent has told them not until after dinner. Boyd and Bee, 2006). Heredity is when your skin tone or height is passed down through the generations within a family. Your genes and DNA that make you who you are as far as features and sometimes personality and reactions to a situation. Environment is where a person lives, is raised or chooses to reside. A person can come from a family that has never been to college but allows a positive environment to flourish newer ways of learning to achieve a major goal within their life.No one can change their DNA or even their genes but allowing positive versus negative environments to influence their future thought process can really provide a lot of good. On the other hand a person can have the makeup of having an addictive personality that can ultimately be very negative outcome as a person that has two alcoholic parents and paternal and maternal grandparents that have issues with drugs and alcohol. If the individual takes a drink of alcohol and the addictive traits get wake n up then the individual could really cause harm to themselves by subduing to alcohol and drugs.An environment can truly have an effect on the development of an individual. A person can be raised in a tense environment and exude a negative temperament as a result of being in non nurturing situation. In conclusion everyone in the world has reached some stage within the lifespan developmental stage and in order for these stages to have been identified research, observation and scientific experiments have taken place. There is such a wide array of characteristics of development that pinpoint the differences that are faced within the entire life of an individual.Grand theories are three incorporated theories that are detailed and well observed in order to showcase development of the years as everyone is very different. Emergent theories are theories that are not detailed and can change at any given moment because they are predicted theories that might not be proven to be true. Heredity and environment play such pivotal roles in development because people mimic behaviors and influences that are around them whether negative or positive. ? Reference Boyd, D. , & Bee, H. (2006). Lifespan Development (4th ed. ). Upper Saddle River, NJ: Pearson.

PSY 435 Full Course Material Essay

PSY 435 Entire Course All Assignments Weeks 1-5 http://homeworktimes.com/downloads/psy-435-entire-course-assignments-weeks-1-5/ For More Tutorial Visit: http://homeworktimes.com For any Information Email Us: Uopguides@gmail.com PSy 435 Week 1 Industrial Organizational Psychology Worksheet(1) PSy 435 Week 2 Job Analysis Paper(1) PSy 435 Week 3 Employee Selection and Training Paper(1) PSy 435 Week 4 Improving Organization Retention Paper PSy 435 Week 4 Learning Team Assignment Outline(1) PSy 435 Week 5 Leadership and Performance Paper(1) PSy 435 Week 5 Working with Employees Portfolio(1) PSY 435 Entire Course All Assignments Weeks 1-5 http://homeworktimes.com/downloads/psy-435-entire-course-assignments-weeks-1-5/ For More Tutorial Visit: http://homeworktimes.com For any Information Email Us: Uopguides@gmail.com PSy 435 Week 1 Industrial Organizational Psychology Worksheet(1) PSy 435 Week 2 Job Analysis Paper(1) PSy 435 Week 3 Employee Selection and Training Paper(1) PSy 435 Week 4 Improving Organization Retention Paper PSy 435 Week 4 Learning Team Assignment Outline(1) PSy 435 Week 5 Leadership and Performance Paper(1) PSy 435 Week 5 Working with Employees Portfolio(1) PSY 435 Entire Course All Assignments Weeks 1-5 http://homeworktimes.com/downloads/psy-435-entire-course-assignments-weeks-1-5/ For More Tutorial Visit: http://homeworktimes.com For any Information Email Us: Uopguides@gmail.com PSy 435 Week 1 Industrial Organizational Psychology Worksheet(1) PSy 435 Week 2 Job Analysis Paper(1) PSy 435 Week 3 Employee Selection and Training Paper(1) PSy 435 Week 4 Improving Organization Retention Paper PSy 435 Week 4 Learning Team Assignment Outline(1) PSy 435 Week 5 Leadership and Performance Paper(1) PSy 435 Week 5 Working with Employees Portfolio(1) PSY 435 Entire Course All Assignments Weeks 1-5 http://homeworktimes.com/downloads/psy-435-entire-course-assignments-weeks-1-5/ For More Tutorial Visit: http://homeworktimes.com For any Information Email Us: Uopguides@gmail.com PSy 435 Week 1 Industrial Organizational Psychology Worksheet(1) PSy 435 Week 2 Job Analysis Paper(1) PSy 435 Week 3 Employee Selection and Training Paper(1) PSy 435 Week 4 Improving Organization Retention Paper PSy 435 Week 4 Learning Team Assignment Outline(1) PSy 435 Week 5 Leadership and Performance Paper(1)