Effective Teacher Questioning Techniques

Asking questions is an important part of any teachers daily interaction with their students. Questions provide teachers with the ability to check on and enhance student learning. However, it is important to note that not all questions are created equal. According to Dr. J. Doyle Casteel, Effective Teaching, effective questions should have a high response rate (at least 70 to 80 percent), be evenly distributed throughout the class, and be a representation of the discipline being taught. What Types of Questioning Are Most Effective? Typically, questioning habits of teachers are based on the subject being taught and our own past experiences with classroom questions. For example, in a typical mathematics class, questions might be rapid fire: question in, question out. In a science class, a typical situation might occur where the teacher talks for two to three minutes then poses a question to check understanding before moving on. An example from a social studies class might be when a teacher asks questions to start a discussion allowing other students to join in. All of these methods have their uses and a complete, experienced teacher uses all three of these in their classroom. Referring again to Effective Teaching, the most effective forms of questions are those that either follow  a clear sequence, are contextual solicitations, or are hypothetico-deductive questions. In the following sections, we will look at each of these and how they work in practice. Clear Sequences of Questions This is the simplest form of effective questioning. Instead of directly asking students a question such as Compare Abraham Lincolns Reconstruction Plan to Andrew Johnsons Reconstruction Plan, a teacher would ask a clear sequence of little questions that lead up to this larger overall question. The little questions are important because they establish the basis for the comparison which is the ultimate goal of the lesson. Contextual Solicitations Contextual solicitations provide a student response rate of 85-90 percent. In a contextual solicitation, a teacher is providing a context for the coming question. The teacher then prompts an intellectual operation. Conditional language provides a link between the context and the question that is to be asked. Here is an example of a contextual solicitation: In the Lord of the Rings trilogy, Frodo Baggins is attempting to get the One Ring to Mount Doom to destroy it. The One Ring is seen as a corrupting force, negatively affecting all who have extended contact with it. This being the case, why is Samwise Gamgee unaffected by his time wearing the One Ring? Hypothetico-Deductive Questions According to research cited in Effective Teaching, these types of questions have a 90-95% student response rate. In a hypothetico-deductive question, the teacher starts by providing the context for the coming question. They then set up a hypothetical situation by providing conditional statements like assume, suppose, pretend, and imagine. Then the teacher links this hypothetical to the question with words like, given this, however, and because of. In summary, the hypothetico-deductive question must have context, at least one curing conditional, a linking conditional, and the question. Following is an example of a hypothetico-deductive question: The film we just watched stated that the roots of sectional differences that led to the US Civil War were present during the Constitutional Convention. Lets assume that this was the case. Knowing this, does that mean that the US Civil War was inevitable? The typical response rate in a classroom not using the above questioning techniques is between 70-80 percent. The discussed questioning techniques of Clear Sequence of Questions, Contextual Solicitations, and Hypothetico-Deductive Questions can increase this response rate to 85 percent and above. Further, teachers who use these find that they are better at using wait time. Further, the quality of student responses increases greatly. In summary, we as teachers need to try and incorporate these types of questions in our daily teaching habits. Source: Casteel, J. Doyle. Effective Teaching. 1994. Print.

The Documentary Stress Silent Killer - 1130 Words

The documentary â€Å"stress silent killer† was not only eye opening, but also enhanced the overall learning experience. As humans, we have a natural response to stress, and we cannot locate the off switch in regards to turning off the stress. Most often, we stress for no actual psychological purpose and we are doing so in a relentless manner. After time goes on the stress response turns out to be more impeding than the stressor itself. A definitive objective boils down to having the right type of stress because in the event that we do not involve the right kind of stress there are hazardous outcomes. This can incorporate increased heart rate, high blood pressure and a weak immune system. There is what we call â€Å"good† stress otherwise known as eustress and â€Å"bad† stress known as distress. Some good stresses I have participated in are going on rollercoasters and snowboarding and scary movies. I enjoy these stressors because I get the thrill but it safe controlled setting. The most interesting data in this documentary were identified with hierarchy in relation to stress. Stress exists within hierarchy, which is a social construct. A study was conducted which the position of your career specifically corresponds to the risk of disease and the length of life. Essentially saying, feeling low ranked can generate stress. Around thirty years back, they discovered that stress might be associated with ulcers. At that point they found that the ulcers were being produced by a bacterialShow MoreRelatedThe Obesity Rates Of Obesity1468 Words   |  6 Pages Over one-third of women and one-fourth of men are currently on a â€Å"diet† in America according to the documentary Hungry for Change. However, if this was the case, it does not correspond to our obesity rates. If almost all men and women are supposedly eating right, we should have an active and healthy population, but this shows to be drastically untrue. 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Essentially, leadership is about people management Free Essays

Mohandas Gandhi once admitted that â€Å"I suppose leadership at one time meant muscles; but today it means getting along with people.† Essentially, leadership is about people management. As a leader, one has to realize that the value of leadership is determined by the ability of the leader to deal fairly with the people placed under him. We will write a custom essay sample on Essentially, leadership is about people management or any similar topic only for you Order Now Interestingly, we can say that all men are leaders. This is because in one way or the other, we all occupy a position where someone is under us. However, it is sad to note that not all men know what leadership is truly about thereby making a mess of their positions. Therefore, in order to have an efficient society, it becomes imperative to have a platform where leadership can be addressed and people can be taught the rudiments of leadership. I consider The Leadership Development Program (LPD) organized by The Venetian to be such a rare platform. As an undergraduate, my academic background was in English and literature. During my years in college, I was selected to be the volunteer interpreter in international conferences, conventions, and trade shows. While I was discharging my duties, I realized how much I like to communicate with people and the heart I have for helping them. It was an eye-opener to the fact that I am naturally configured to fit into the hospitality industry. As a result, I decided to start my career in hospitality industry since I really like interacting people who have different perspectives and cultural back ground. As an integral part of my career aspirations, I hope to work in a hotel someday as Human Resource Personnel or any aspect that involves management. Dreams don’t just come true and success requires extra effort. Apart from this, I have come to discover that in order to be a leader, one must first follow and learn. This has made me embark on the quest of personal career enhancement. In order to accomplishment my vision I know this require me to enroll for a credible program where I can learn how to improve my leadership and managerial skills so that I can be of help to the customers that will come my way daily. This is what informed my decision to enroll for The Leadership Development Program organized by The Venetian. After going through the several leadership development programs that I could lay my hands on, I felt the one organized by the Venetian is the best. However, after I have carefully gone through the site and the programs offered, I needed nobody to tell me that this was what I have been looking for. What caught my fancy was the level of organization of the company. I was attracted to the site itself and the idea of being taught by the â€Å"executives of one of the world’s most successful hospitality and entertainment companies† made my stomach rumble. I also find the program appealing because of the fact that I will be able to get world class jobs with the affiliates of the company after the program. On the whole, I believe that I will find the program memorable as this is the big break I have been looking for. I know one day I will look back and be grateful I made the decision to enroll for the Venetian Leadership Development Program! How to cite Essentially, leadership is about people management, Essay examples

A Comparative Analysis Between the Bangladesh Labor Law free essay sample

Since the adherence to international social standards has become a mandatory requirement in the international business arena, the local suppliers have to be compliant to these standards in order to remain in business. There have been some significant revisions to the Bangladesh Labor Law in 2006. This newly revised law already covers a lot of the common standards like employment conditions, occupational health and safety issues as well as the ILO core labor standards. Besides being complaint to the national labor law, the suppliers must also adhere to the international standards. These international standards may be defined through their individual buyers’ codes of conduct or general codes of the conduct. Compliance to the buyers’ codes of conduct is mandatory but compliance to the general codes of conduct is optional unless the buyer accepts a specific general code as a substitute for its own audits or requirements. These voluntary monitoring or verification initiatives have taken root since the 1990s to add legitimacy and credibility to companies’ social and environmental compliance programs. The comparative analysis shows that the Bangladesh Labor Law 2006 significantly covers majority of the requirements of the different general codes of conduct. This indicates that if a factory is 100% compliant to the national law, it will cover approximately 85% of the requirements of the other general codes of conduct. Hence RMG factories should be encouraged to improve their compliance with the national law as a first step towards meeting the compliance demands of the brands and retailers who they supply to. The analysis does reveal that a few requirements are not fully or partially covered by the national labor law. It should be noted that the components which are not fully covered by the Bangladesh Labor Law are either covered by the Bangladesh Constitution or are not directly applicable in the Bangladesh context. This study clearly reveals that the revised Bangladesh Labor Law along with other supporting national legislations such as the Bangladesh Building Code and the Environmental Conservation Rules as well as the overall constitutional framework of Bangladesh, provides a comprehensive guideline for factories in the RMG sector to comply with majority of all international social compliance and environmental standards. By being 100% compliant with the national labor law, a supplier has significantly met majority of the international requirements. The Bangladesh Labor Law has gone through some majority revisions in 2006 which has made it into a strong piece of legislation. However, it is not still 100% perfect. There are still few gaps and lackings which need to be adjusted and amended in the future. As implementation of the revised law is ongoing, numerous other deficiencies might gradually be identified over time. Since recent revisions just took place, another series of revisions are not anticipated in the near future. This comparative analysis of the newly revised Bangladesh Labor Law 2006 and seven general codes of conduct clearly illustrates where the commonalities and differences are. Overall, the recent revisions to the Bangladesh Labor Law and other national legislations that are associated with the RMG sector such as the Bangladesh Building Code and the Environmental Conservation Rules jointly provide comprehensive guidelines for RMG suppliers to manufacture and export products under socially and environmentally responsible working conditions which also meet majority of all prevailing international standards. 2. 1 General Codes of Conduct Definition of Codes The interest in the social situation of workers in developing countries has increased constantly over the last years in particular under civil societies and consumers in the industrialized countries. Social criteria have become an important part of consumer and investment decisions of individuals and organizations and therefore also big brands and retailers become more aware of compliance to social standards. Since Bangladesh is part of 1 A comparative analysis between the Bangladesh Labor Law 2006 and seven general codes of conduct he global market social compliance is extremely relevant for the export-oriented industry of Bangladesh, especially for the RMG sector. For competitiveness in the global markets, the compliance with environmental and social standards is a key point. Through modern information and communication technologies the economic activity of companies becomes increasingly transparent and makes it easier for the civil society to uncover and communicate social and ecological failure of multinational companies. Companies know about the vulnerability of their brand names and messages concerning bad working conditions can easily damage their image as well as the market position. A social responsible management policy is therefore in the long-term interest of the enterprise. However companies can have a positive influence on the economic development in the target countries through the introduction of social standards and on the same time improve their image and market share through social and ecologically responsible behavior. To address these issues voluntary monitoring or verification initiatives have taken root since the 1990s to add legitimacy and credibility to companies’ labor compliance programs. They are all voluntary, meaning that companies opt to participate in them. Each requires member companies to adopt its respective workplace code of conduct and verifies that they have complied with organizational requirements. Today, some industries have developed or are developing codes for the entire industry. That can be best seen for the apparel and footwear sector. General Codes of Conduct as well as buyers’ codes are very common in this industry. These codes of conduct are rules, which companies impose upon themselves in order to embody social and ecological goals in the enterprise. Companies formulate these rules mostly for itself and partly also for the suppliers and orient themselves with the formulation at the international regulations and agreements already mentioned. Codes of conducts may also be recognized as useful instruments to build on the companies’ image. A lot of companies are participating in this initiatives to show their interests in improving the working conditions of their business partners/suppliers across the global. Fair trade and buying practices are a competitive advantage for many businesses. The codes show their commitment to this process. Codes of conduct may be developed through a multistakeholder approach such as ETI etc. or companies may have their own codes of conduct which are specific for their suppliers or codes could be sector specific such as for garments, food, electronics etc. 2. 2 Basis of codes Social compliance can be measured in relation to a certain standard. Concerning environmental and quality management a multiplicity of standards and certification systems already exist. The introduction of examinable social standards represents however a new challenge. Internationally recognized social standards exist, e. g. ? United Nations Universal Declaration of Human Rights UN Convention on Childrens Rights UN Convention on the Elimination of all Forms of Discrimination against Women ? ILO Declaration on Fundamental Principles and Rights at Work ? Rio Declaration on Environment and Development However these are guidelines and recommendations which can be converted voluntarily. Standards that can be certified only exist to a small extent. Most of the codes refer to these mentioned international standards, especially the ILO core labor standards. The ILO formulates international standards in the form of conventions and recommendations setting minimum standards of basic labor rights: Freedom of association The right to organize 2 A comparative analysis between the Bangladesh Labor Law 2006 and seven general codes of conduct Collective bargaining Abolition of forced labor Equality of opportunity and treatment Besides the above mentioned standards, there are other standards regulating conditions across the entire spectrum of the work related issues. These principles are concretized in eight ILO conventions, in each case two for the four fundamental principles mentioned (see table 1). The ILO conventions are obligatory only if they are ratified by the member states. The entire number of the ratifications increased in the last years noticeably and varies depending upon convention in the order of magnitude between 148 and 172. Until July 2007, 128 countries had ratified all eight conventions. Bangladesh has ratified seven out of the eight core conventions. Table 1: ILO Core-Conventions and ratifications in Bangladesh1 Standard Freedom of association and bargaining Elimination of forced and compulsory labor Elimination of discrimination Abolition of child labor Convention Convention 87 (Freedom of association) Convention 98 (Right to organize collective bargaining) Convention 29 (Forced labor) Convention 105 (Abolition of forced labor) Convention 100 (equal remuneration) Convention 111 (employment and occupation) Convention 138 (Minimum age) Convention 182 (worst forms of child labor) Ratification Yes Yes Yes Yes Yes Yes No Yes Codes of practice develop frequently from public pressure or are preventively developed. In addition to the mentioned core labor standards these codes include general working conditions like occupational health and safety, minimum wages, leave days and working hours. Other common aspects include women’s rights or environmental standards. Also the implementation of a management system can be a requirement. 2. 3 How codes evolved The overall aim of social standards is to protect the workers. During the industrialization in Europe they evolved as a reaction to bad working conditions in the newly emerging factories. The depletion of large parts of the workforce moved child labor, forced labor, freedom of association and collective bargaining as well as women’s rights in the centre of public attention. Socially responsible behavior this means also ecologically responsible behavior has its starting point predominantly in the developed industrialized countries. The observance of social standards must be further supervised also in these countries. The by far larger action needs lie however in developing and emerging countries. Through the increasing world-wide division of labor large parts of the production chain are located in developing countries which have deficits with the observance of social standards. While working abroad companies are supposed to be compliant to the legal regulations. In developing and emerging countries legal regulations do not always correspond to the domestic standards of the companies. So it can be difficult for companies to combine national legislation and generally recognized basic values. Even if the legislation in developing and emerging countries corresponds to the standards of the industrialized countries there are deficits in monitoring and implementation of the standards. 1 Refer to the ILO website: http://www. ilo. org/ilolex/english/docs/declworld. htm. 3 A comparative analysis between the Bangladesh Labor Law 2006 and seven general codes of conduct However an internationally defined and recognized social standard does not exist. Thus different stakeholder came up with the idea of codes of conduct to verify the compliance to international social standards. Social standards are extremely important in an industrialized world. Nowadays due to financial benefits, most companies outsource their production to developing countries where compliance to social standards is not as important. The problem is that consumers and respective governments ask for socially responsible behavior and working conditions and often the suppliers and governments of the developing countries cannot enforce or ensure compliance to these international standards.