Types of Students in a Typical Middle School Classroom

Middle school students, like adults, come from different places intellectually, socially, and emotionally. Teachers must learn how to work with a wide range of personalities that present themselves to understand what each student needs. To prepare to teach middle school, familiarize yourself with these common personality traits. Remember that every student is characterized by a combination of attributes even when there is one that defines them more than the rest. Look at the whole child and avoid generalizing based on a single trait. Cruel Every school has bullies. They tend to target those that cannot or will not defend themselves. There are always underlying causes of cruel behavior that motivate students to act out—these can include anything from extreme insecurity to trouble at home. A teacher should never dismiss a student that is mean to others because they often need just as much help as their victims, sometimes more. Bullying can be physical or emotional, so be on the lookout for both. Be diligent about spotting bullying as soon as it happens so that you can quickly put an end to it. Teach your class to stand up for each other to prevent bullying from getting out of hand when you dont notice it. Once you have identified cruel tendencies in a student, begin trying to find out what is hurting them. Leader Everyone looks up to these students. Natural leaders are typically enthusiastic, well-liked, and well-rounded individuals that have tremendous impacts on their classmates. They are respectful and respected. They might not notice other students looking to them as examples because they dont seek out attention. Leaders still need to be mentored and nurtured but probably dont need the same type of guidance from you as their classmates. Show these upstanding students their potential and help them make positive differences in and out of your classroom. Remember that even wise and influential students need teachers to help them grow. Energetic Some students have energy to spare. This can make it difficult for them to concentrate and even cause them to misbehave without meaning to. The activity of energetic students, from constant bouncing to persistent distraction and blurting, can overwhelm any classroom. Work with them to develop strategies for success—they might need accommodations to help them focus and get their work done. Sometimes these students have undiagnosed behavioral disorders such as ADHD that should be addressed by a professional. Overly Silly Every class has students who take it upon themselves to keep everyone entertained—the class clowns. They tend to love attention and dont mind if it is positive or negative as long as they get a response. Overly silly students often get in trouble when they let their desire to stand out get the best of them and they stop following rules in order to amuse. Rather than immediately referring these students to administration for disciplinary action, try reasoning with them. Find out what you can do to help them set a good example instead of always trying to make others laugh. Motivated Motivated students are naturally hard workers. They hold themselves to high standards and go above and beyond to achieve their goals. Many teachers enjoy having ambitious students because they dont need to be convinced to do their best but be careful not to dismiss their needs. Students with large appetites for success tend to have low tolerances for failure and might be unfair to themselves when they dont perform as well as they would like to. Encourage them to find a healthy balance between pushing themselves and making mistakes. Gifted and Talented Students with above-average intelligence bring an interesting dynamic to the class. They tend to move more quickly through material and exhibit skills beyond their age, which you can draw on occasionally to enrich your instruction. However, there are two ways that other students generally respond to those gifted and talented and neither is favorable: They might shun them because they are different or quirky or rely on them for academic help. Both of these scenarios can be detrimental to the well-being of an exceptionally bright student, so watch for signs of them being mistreated or taken advantage of. Organized These students are always prepared for class. Remembering to complete homework is not an issue and they probably dont need your help keeping track of their materials either. These students prefer order and predictability and might have trouble dealing with anything that contradicts this. Put their skills to use with class jobs and encourage them to set examples for others on how to stay organized. If they find functioning in disorder and chaos difficult, teach them strategies for coping and adapting. Quiet and Subdued Some students are introverted, shy, and withdrawn. They more than likely have a few close friends and interact very little with the rest of the class. They wont always participate in class because sharing their ideas in discussions and working with others is well outside of their comfort zone. Find a way to connect with these students so that you can accurately assess what they are able to do, what they know, and what they need. Zero in on the traits that make them good students and do not punish them for being quiet (this will probably make them even less likely to communicate). Disengaged or Unmotivated Every class will have students that frequently seem disconnected or even appear to be lazy. Sometimes these unobservant and non-participatory students have trouble focusing their mental capital on academics and other times they just check out when they dont understand. These students dont usually call much attention to themselves and will fly under your radar if youre not careful. Find out what is keeping them from succeeding: Is it a social problem? Academic obstacle? Something else? Students like these need you to tend to their hierarchy or needs before they can apply themselves in school because there might be much more pressing issues on their minds than schoolwork. Dramatic Some students create drama just to be the center of attention. They might gossip or instigate to get other students to notice them and dont always have great reputations. Dont let these students manipulate others—they are often adept at taking advantage of different traits in people to get results. Similarly to bullies, these students might just be using drama to cover up their problems. Dramatic students might desperately need your help and not know how to express this. Social There are always going to be a few students that seem to get along with everybody. They love to talk and thrive in social situations. Social students bring life to discussions and unique harmony to the class—use their skills before their socializing gets out of hand. They have the ability to reach out to subdued students, quell drama, and help leaders positively impact the class. Teachers sometimes view these students as nuisances but they can be really valuable additions to a group. Opinionated Some students just want others to know what they think. Though their intentions might not be to upset you or others, opinionated students have a tendency to point out flaws and question everything, sometimes derailing your teaching. They are often quick-witted and more aware than their peers, making them feel as if their classmates must want to hear what they have to say (and often they do). Dont let these students get under your skin when they talk back. Instead, guide them to become leaders. Disorganized Some students seem unable to stay organized. They forget to turn in homework, dont keep their backpacks or lockers organized, and dont possess strong time-management skills. Many teachers scold disorganized students for making mistakes when really they should be equipping them with tools and strategies for effective organization. Teach disorganized students organization tips just like you would teach anything else before their inability to be neat keeps them from learning.

Financial Markets and Risk Example

Essays on Financial Markets and Risk Coursework Financial Intermediation/Business of Banking/ Banking Risks Introduction Financial intermediation is a bank’s core performance matrix. Banking originates from intermediation, and intermediation provides banks with the opportunity to engage in business transactions and expand the economic cycle of the economy. However, there are various key areas within any commercial bank, and a basic understanding of these areas is crucial for any banking professional. The factor which carries the utmost importance is realizing the risks involved in transactions, and being able to mitigate them to acceptable levels. Following are a few key points which encompass the very essence of such an exercise. Question 1 When talking about depository institutions, we imply that these institutions are willing to take funds from the general public and then extend these funds to those who require them. The process of obtaining excess liquidity from the market and extending this credit to the illiquid market is the process of Financial Intermediation, and the body who acts in such a capacity is a financial intermediary. This is an indirect form of financing and most financial firms including commercial banks and saving loan institutions engage in it. On the whole of things, the general public is mostly the lender of credit units, whereas the Government and other corporations are the borrowers. The benefits to customers is two way. Firstly, those customers who have surplus funds will be able to hold their money in the form of bank deposits and earn interest income, which is also called the time value of money. Flipping the coin, the individuals who borrow will be able to get loan facilities readily available from a bank that has excess liquidity. We must keep in mind that if a bank’s liquidity is abundant, it would be willing to loan out funds at cheaper rates. Question 2 The balance sheet of a bank is very simple to understand. If the bank has loaned out any funds, they will appear on its Asset section. Any form of funds which the bank has taken will appear on the liability side of the balance sheet. The difference between the two is the equity of its shareholders, which is usually retained earnings and issued capital. Liquidity management is a complex situation, as large commercial banks have billions of dollars worth of inflow and outflow on a daily basis. In case there is a large outflow, the bank may need to borrow funds in the over night repo market to make sure it has adequate liquidity to meet its requirements. In the case of a large inflow, the bank will need to adjust its CRR so there isn’t any violation of regulations laid down by the Central Bank. In a nutshell, its deposits are used to meet liquidity shortages, while its assets are used for excessive liquidity management. Now let us understand the participation of a commercial bank in the various financial markets. Interbank: In this market, the bank engages in trading transactions of foreign currency, which includes buying and selling in spot value, forward value etc. There are other various tools such as sell/buys and buy/sells. Equity Market: Banks also hold a decent amount of their liquidity in the form of liquid stocks. The idea is to realize profits in the form of capital gains, dividends etc while at the same time having the option to immediately dispose of the investment to generate short-term liquidity management. Financial Derivatives: In this market, the bank hedges its outstanding exposure of interest rate risk, exchange rate risk etc. Financial instruments include options, forwards, futures, swaps. More complex products include Credit Default Swaps, Mortgage-Backed Securities etc. Bond Markets: Banks hold a reasonable amount of its funds invested in government and corporate issued securities known as bonds and t-bills. The idea is to generate income, which is dependent on the risk profile of the investment. Government securities are risk free, and hence derive the lowest yield. Money Market: Banks can borrow and lend funds to and from other banks in this market through various deployment and loaning facilities such as repos, reverse repos, call lending/borrowing, collateralized borrowing/lending etc. As mentioned earlier, the nature of the transaction determines where the item will end up on the balance sheet. Financial derivatives usually are not reported on the balance sheet. Bonds held are shown in assets. Foreign currency reserves are shown in assets, same as equity held for trading and till maturity. All borrowing facilities are listed under the liabilities section. Question 3 An increase in the general interest rate climate can affect a bank’s interest rate exposure as well as its profitability. There are two possible scenarios. In the first alternative, we assume that the bank has borrowed funds at a fixed rate, while lent out funds at a floater. When the interest rates rise, its paying the same interest on its deposits, while its placements are now yielding higher returns, and vice versa. This relates to the profitability of the bank. The first factor which determines the interest rate exposure is the tenure of the transaction. If interest rates are expected to go up, banks would want to borrow long and lend short to make the most of the rising yield curve. The risk is that if a bank fails to secure long term borrowing, then when it funding reaches maturity, it will have to borrow again but this time the rates will be higher. The second risk which exists is the implication of yield changes on prices. When interest rates rise, yields of bonds and t-bills go up, thus bringing down the price. If an institution were to sell of its securities during this time period, it would have to realize a capital loss. These are some of the scenarios which affect the bank’s profitability and interest rate risk which it runs. References Analyzing a Bank’s Financial Statements. www.investopedia.com. N.D., Web. May 04, 2011. Bank Balance Sheet: Liquidity and Solvency. www.calculatedriskblog.com. April 26’ 09. Web. May 04 2011. Interest Rate Risk Management. http://www.boj.org.jm. 2005. Web. May 04 2011. Interbank Market Liquidity and Central Bank Intervention. http://finance.wharton.upenn.edu. June 29 2008. Web. May 04 2011.

Transformation of Vertical Keiretsu †Free Samples to Students

Question: Discuss about the Transformation of Vertical Keiretsu. Answer: Introduction This literature review is about the relationship between the Human resource management practices in Japan and labor welfare is necessary for both the employer and the employees to safeguard the interests of both parties of the production. To be able to maintain good relationship with the employees, the major functions of every business should avoid any dispute that is with them or even settle it as early as possible to ensure there is industrial peace and a much higher productivity (Aoki, Delbridge and Endo, 2014). Human resource management practices are mainly concerned with the human relations in the industry because the main theme of the HRM is to get the work has been done by the human power and it will not fail in its objective if there is a good industrial relation has been maintained. In other word when there is good industrial relation there is industrial peace that is important for much better and higher productions (Aoki, Delbridge and Endo, 2014). According to Bebenroth and Kanai, (2010), the Human resource management has enumerated various practices from other countries such as USA, Europe and Germany. One of the things which Japan has borrowed from the Human resource of other countries organization is on harmonizing employment security with other needs such as productivity, flexibility, labor costs and the acceptance of the change in the organization (Dedoussis, 2001). Further, Zhu (2004) highlighted that the organization in Japan have mimic on developing the young professional managers When approaching on this aspect the Japanese manager particularly those in the business they behave strikingly through the application of the various principle and they have developed approaches as well as policies to be able to tackle on this issue. These policies, while may not be the key to the Japanese economic miracles are major factors which has made the industries in Japan rise (Dedoussis, 2001). The manager in Japan have imitated on t hese policies of which they have been able to root them to their traditions and cultures. Each of these policy has applied to the problems of the industrial society and economy to the values and the habits that are developed. Based on Aoki, Delbridge and Endo, (2014) highlights through business reforms such as extensive compliance which are associated with the regulatory of the business such as paying the taxes, getting licenses has made these organization to be competitive and attractive. The transparent and effective competition policy can be an important element to enhance attractiveness for the economy especially to the foreign investment and in maximizing on those investment (Dedoussis, 2001). This could help provide transparent as well as principle based mechanism for the resolution of the disputes which are consist to the internal norms which are accepted internationally (Bebenroth and Kanai, 2010). These changes could also cause disadvantages which could cause the unforeseen by the government industry. Through taxation it could bring negative impact to the competitiveness especially where there is excessive tax rates which could create a disincentive for organization to invest in the capital over the labor. Factors which caused the human resource reformations One of the factor which has caused the HRM reform is the economy. The economic slump which began in Japan when the bubble economy burst and continues to this day has had a major effect to the organization reforms. Based on the study by Zhu, Warner and Rowley, (2007) draws out that economic turndown has made employees aware that Japan has fallen behind the rest of the developed world in regards to globalization and Information technology and for them to make up for this delay they need to improve on the quality of the country workforce (Bebenroth and Kanai, 2010). Another aspect is the changing of the policy at the government level. Since the liberal Democratic Party government which came to power under the Nakasone made the start of the transformation to the government policy. The reforms provides the organization in Japan to have a greater freedom to organize their businesses within the department. Over the years organization have gone through several transformation, this has been moving from the operational role, to one of the human resource service Centre to a one focused to driving the talent of the outcomes (Dedoussis, 2001). Organization in Japan are heavily focused on building of integrated programmes to be able to attract and retain the top individuals, driving of the compelling employment brand, improvement and alignment of the performance process (Aoki and Lennerfors, 2013). The organizations are shifting towards network recruiting, learning towards the self-learning digital environment. In accordance to the study done by Dedoussis (2001), states that Human resource management practices has various effects to the labor welfare such as gender equality, job turnover rate and the job satisfaction level per capita. Human resource management practices has incorporated policies which provides equal rights of men and women (Zhu, 2004). In Japan there are some core features in HRM practices that include lifetime employment, as well as organization unionism; these aspect have motivated individuals to work hard even in their education to gain skills to enable them get employment, this result to the high turnover and the employees are satisfied with their job due to the seniority-based wage as well as promotion associated to the jobs. One of the issue which impact the labor market is the globalization pressure. This aspect has been observed to cause an increase in the hidden unemployment in Japan. Moreover, there would be lack of new job openings, and a deterioration of the real wages rates which are as a consequences of this aspect (Zhu, 2004). Another factor would be through automation. The organization in Japan can benefit from this factor through lowering of the prices, this will make the products more appealing and create an increase in the demand. Moreover, this could create more profits or even higher wages. This can increase investment or even consumption, which can lead to more production hence more employment. Conclusion In this literature review, it has fully examined on aspect such as; examining the HRM practices in Japan, how they mimic HRM overseas, how the reforms could increase the competitiveness and attractiveness in Japan. Moreover, it has analyzed the factors which caused human resource reformations, how HR system has shifted to the current model. Moreover, it focused on effects of labor welfare along with external factors which impact labor market. As much has this literature has examined on the subject of the Human resource management practices in Japan and labor welfare there is still literature gaps which still exists, one area is that the paradigm of the HRM has not been fully addressed. It does not shows how Japan has been adopted on some of the practices to the other countries and what those countries have also borrowed. References Aoki, K. and Lennerfors, T.T., 2013. Whither Japanese keiretsu? The transformation of vertical keiretsu in Toyota, Nissan and Honda 19912011. Asia Pacific Business Review, 19(1), pp.70-84. Aoki, K., Delbridge, R. and Endo, T., 2014. Japanese human resource managementin post-bubble Japan. The International Journal of Human Resource Management, 25(18), pp.2551-2572. Bebenroth, R. and Kanai, T. eds., 2010. Challenges of human resource management in Japan. Routledge. Dedoussis, V., 2001. Keiretsu and management practices in Japanresilience amid change. Journal of Managerial Psychology, 16(2), pp.1-16. Zhu, Y., 2004. Responding to the challenges of globalization: human resource development in Japan. Journal of World Business, 39(4), 337-348. Zhu, Y., Warner, M. and Rowley, C., 2007. Human resource management with Asiancharacteristics: a hybrid people-management system in East Asia. The international journal of human resource management, 18(5), pp.745-768.