Autism and Lea Mainstream Primary Essay Example for Free

Autism and Lea Mainstream Primary Essay The National Autistic Society (NAS) describes autism as ‘a lifelong developmental disability that affects the way a person communicates and relates to people around them’. Affecting individuals with different levels of severity, Autism is a spectrum condition, at the base of autism spectrum disorders are associated with learning disabilities; whereas at the top lie disabilities such as Aspergers Syndrome. According to NAS 44% of schools which identified children with ASD, say that significant number are not getting the specialist support needed. 5% of those responding felt that support was not forthcoming because of problems or delays with diagnosis or statementing. 30% of responders mentioned insufficient resources, both human and financial. 47% of those responding would like to see training and advice provided by or through the Local Education Authority (LEA). Below are some statements made by teachers in Primary schools when talking about shortcomings in inclusion of ASD children. ‘Although the child has been with us for three years, we have not yet managed to get an educational Psychologist to see the child. (LEA Mainstream Primary) ‘Funding inclusion is not a cheap option but seems increasingly to be used as such. A child with autism is autistic all day, not just for 18 hours per week. ’ (LEA Mainstream Primary) (Barnard, J et al 2002) Everyone within this spectrum suffer from problems communicating, social interaction and thinking and behaviour flexibility. Some are very sensitive to their environment, loud noise, vivid colours, busy visual stimuli or strong odours cause them stress and physical discomfort. Giving this child a conducive learning environment by minimizing distractions is key. It is most important to remind ourselves every child with ASD is unique and will respond in different ways. It is vital that children with ASD are not expected to fit into existing classrooms and school structures. SENCOs should also consider enhancing sensory awareness (for instance tuning the sounds from the projectors), they need to consider flexible solutions in order to be inclusive. Training all staff and promote inclusion and awareness by delivering whole school assemblies would be essential. Rewards and sanctions should be based on realistic, achievable targets, and rewards need to be as immediate as possible (www. autism. org. uk-NAS, ATL 2012). Social stories are used a great deal with Autistic children to develop skills in social situations and to address behaviours to keep them safe. Autistic children often like routine and dislike changes to routine, widgits can be useful for things like visual timetables. I have used Communication in Print, a software package incorporating widgits,; typing in a word and it prints both the word and a symbol associated with the word; designed for children who cant read but works great for very visual learners too ( http://www. widgit. com/about/index. htm). A coordinated team approach and parental involvement are important, if there is disruption to routine or medication at home and teacher is unaware it becomes difficult. Many of these children will have a daily communication diary in place well after most kids have ceased to need them. Good communication with parents means that they can support the work of the school effectively and feel reassured that good provision is made for their child. Rarely children with autism can follow timetable of a school week, so SENCOs need to create supportive time slots to help ease the build-up of pressure each day. Children with autism find communicating difficult; they may have good conversational skills, but their comprehension may be poor. They may misinterpret or ignore humour, irony and sarcasm, have difficulty with new vocabulary, and can often struggle to indicate that they have not understood something. Specialist support can help with developing and practising skills, can be a designated member of support staff under the guidance of a speech and language therapist. However, it should be timetabled and regular (ideally daily), with visual support and regular opportunities to practice strategies and skills. Teachers need to celebrate that children on autism spectrum tend to come with exceptional memory displaying persistence in certain topics, they adhere to routine and order. Parents and carers can experience very difficult times at home, supporting them with visual aids for home and school routines, as mentioned above, helps to reduce anxiety and stress. Involve them in the drawing up of Individual Education Plans (IEP) drawing from them if they have any strategies that works and might usefully transfer to the school situation. (MOREWOOD, G. DREWS, D. 2013). Mainstream schools need to make adjustments to support areas of physical, social, environmental needs. This is where school support comes in, establishing a buddy system of support can be valuable. Roles can include peer support in lessons, providing company during lunch and break times; buddies can provide great support (NAS) Children need to be given private space, reducing emotional dips and fluctuations through interventions or nurture rooms, would ease the tension and despair. Within the school setting SENCOs are the backbone to a child with ASD, they are the link between this child and the rest of the school. Mainstream schooling can be successful for these children only with a whole school awareness, acceptance and adaptation. SENCOs ensures staff are aware and understand difficulties children with ASD face; a key worker is assigned for these children; they will be the main support for these children in school liaising with parents. To be that inclusive school regular staff training and opportunities for teachers and TAs to seek advice and guidance through the SENCO is vital. However to keep placing ASD children in mainstream classrooms without adequate support lands unfair pressure on teachers. For the child in focus it will be integration without and social inclusion, leading to bad behaviours and exclusion from school in the worst cases.

Essentialism is Essential in Education Essay -- Philosophy Education T

Essentialism is Essential in Education All six of the major educational philosophies Perennialism, Progressivism, Essentialism, Existentialism, Social Reconstruction, and Behaviorism are in my opinion feasible in the classroom. However, I have chosen Essentialism as the primary philosophy I would like to employ in my classroom for several reasons. Although I think all six would result in learning, which is the primary purpose of education, I think that Essentialism is superior to the other five for my classroom. I feel this way because it embraces the purpose or original goal of public education, it allows lessons to be gauged to all different learning styles, and finally because essentialism employs methods of teaching and discipline that I believe work exceptionally well with my content specialization. By the nineteenth century, public education, although not a perfect system, was well engraved in most Americans. These public schools taught the basics of knowledge through the three R?s: Reading, Writing and 'R'thmetic. This was the basic curriculum of a public school because public schools were in place to educate the people to better function in our society, not to teach them only what they wanted to learn or to teach how to ?better? society. These first public schools were founded on very Essentialist principles that I support whole-heartedly and that I feel should still be the main curriculum of our public schools today. Although electives are important because they help students select what they would like to do in the future, most classes in a public school system should be made up of a rigorous core curriculum so that students can gain the basic reading, writing, and math skills that they need to fu... .... I feel that in most cases, once a student has been punished through negative reinforcement for doing wrong, the student will attempt to correct such behavior in the future to avoid punishment. In addition, positive reinforcement should be given for those students who are the majority and behave, as well as for the students who are occasional troublemakers because positive reinforcement helps show what is correct behavior in response to bad behavior. In conclusion, after receiving my Bachelor?s Degree from Concord College, I intend to complete a Master?s program in Education at either Concord College or Virginia Polytechnic Institute. Upon completing my Master?s I plan to return to my home area of Franklin County Virginia to teach Social Studies on a high school level. I look forward to doing so, as well as proving just how essential essentialism can be.

Early Civilizations Matrix Essay

Affirmative Action The purpose of this paper is to review the subject of affirmative action, and the policies that go along with it. The paper will be recommending to a board of directors that their business implement affirmative action policies. This argument will be supported by points and facts that are in favor of the implementation. It will also fairly discuss points against the implementation of affirmative action. The paper will cover points about how affirmative action policies relate to compliance with the equal opportunity laws. Before getting to far ahead, it is important to make sure that there is a valid understanding of what affirmative action actually is, and what its policies stand for. What is affirmative action? Affirmative action means that steps are taken to help increase the representation of women, and other minorities in areas like education, employment, and business. These are all areas from which they have typically and historically been excluded. It is when these steps involve preferential treatment or selection based on gender, race, and ethnicity then the concept of affirmative action becomes controversial (Affirmative Action, 2001). History of affirmative action In 1961, then President John F. Kennedy issued executive order 10925 against American Lexicon. The order gave the first mention of affirmative action.  The purpose of the order was to end discrimination within the business (Nittle, n.d.). Next, three years later in 1964, The Civil Right Act came out. The goal of the Civil Right Act of 1964 was to stop employment and public accommodations discrimination (Nittle, n.d.). Following the Civil Right Act of 1964, President Lyndon Johnson, who took office after the assassination of John F. Kennedy, issued executive order 11246. This order required federal contractors to practice affirmative action, to help develop diversity within the workplace and help end race based discrimination, and other forms of discrimination (Nittle, n.d.). Before these amendments were signed into action, you had other key events that took place as well. For example, the case of Brown v Board of Education. This case was about an African American girl who wanted to attend a white public school, and was denied admittance. This case helped overturn a prior case Plessy v Ferguson. Plessy v Ferguson stated that a separate but equal America was constitutional (Nittle, n.d.). Brown v Board overturned that case by ruling that discrimination is a key aspect of racial segregation. Which meant that it violated the 14th Amendment (Nittle, n.d.). This decision started the countries goal to promote diversity in schools and various other places (Nittle, n.d.). This was a very important legal, as well as ethical case. It helped kick start the changes to people’s thought processes. Why affirmative action? Now that a bit of history on affirmative action has been covered, it is important to look at why affirmative action policies should be put into action at your company. Affirmative action would be very beneficial to your company for many reasons. It allows for a more diversified workplace, it is a way to allow all races to have equal rights, it shows that everyone has the ability to be great at their job, that people can be more productive by sharing various thoughts, plans, and ideas for the betterment of not only the company, but themselves as well, regardless of their gender, race, or ethnicity. This company should hire people based on things like their level of experience and skill, and whether they have the aspects necessary for that  position. The hiring process should not be based on the person’s racial or ethnic background, or whether they are a male or a female. People should be comfortable enough that when they apply for a position within your company they do not worry about whether or not they are being discriminated against. All that should matter is that they have the skills necessary to do the job to the best of their ability. Not whether or not they are the proper gender or if they are the right ethnicity. If someone applies for a job at your company, and they feel they may have been discriminated against, and then they ask you about it, if you dont give them a reasonable response or answer them correctly it can cause problems for the company. Whether it be through long bitter court battles, or just the company gains a bad name for even potentially being prejudiced or biased. Employment discrimination against women and minorities is something that has gone on for a very long time. Government reports show that the pay, as well as job opportunities for minorities is smaller than that of white or Caucasian ethnicity ( Bohlander & Snell, 2007). If your company implements affirmative action, it can be beneficial from the outside and inside as well. One thing that needs to be done to begin the action, is to develop a plan. Your company needs to have a written statement showing commitment to the idea of affirmative action. You should look at where the company stands in terms of women and minorities that you have employed. By doing so, it will allow for you to see where changes, if any, need to be made. Once you see where the improvements and changes are, you need to take the right steps to make sure these changes are made. While making these changes, you have to make sure that no other race or gender within your employee base was mistreated, or undervalued in any way due to the affirmative action plan. Equal employment opportunity law According to the Equal Employment Opportunity Law, all businesses have an obligation to uphold. They are not to judge a potential employee based on ones race, gender, age, etc. This is a very important aspect of affirmative action. You have to make sure that your company understands and follows the  policy ( Bohlander & Snell, 2007). The court system is always interpreting the employment law. If changes are made, then it is the manager of your company’s responsibility to change the company’s employment guidelines to follow the court ruling (Bohlander & Snell, 2007). To help make sure that business do comply with the changes, and anti discrimination laws, the Equal Employment Opportunities Council was established to monitor that the guidelines are being followed (Bohlander & Snell, 2007). Benefits of affirmative action There are many benefits for your company to implementing an affirmative action plan. The employee’s themselves will benefit for instance, because minorities that are employed within your company have the chance to advance up the career ladder, and gain opportunities for promotions that they may not have had a chance of getting before. Your company shouldn’t be made up of one race, one ethnicity, or one gender because you think that one is better than the other. If a person has or gets a job, it should be due to their qualifications and abilities to do the job correctly. Not based on race or gender. The downfalls of affirmative action With almost any argument in favor of something, you are going to have opinions refuting the ideas. Some believe that affirmative action leads to reverse discrimination. That instead of being hired for their qualifications and skill, that they are hired based on religion, race, gender, etc. Opponents feel that it can make people turn against one another. Preventing the downfalls of affirmative action The cons of affirmative action can be avoided as long as your company takes the proper steps. The company needs to look for the best people for the unfilled positions, and do the proper training if needed. To help prevent your employees from feeling as if the only reason they got the job with your company was due to their gender or race, make sure that you let them know they were hired because they had the needed experience or qualifications and therefore they were the best match. It is important to make sure that your company sticks to the plan that was laid out in the beginning, to the affirmative action plan that was developed. You watch over all of your employees, and not just those who are impacted more by the plan, the work environment at your company should stay sustainable and comfortable for all employees. Conclusion Affirmative action would be a great idea for your company. The purpose of this presentation was to show both the pro’s and the con’s of implementing affirmative action within your company, which is hopefully what was done. The main thing to remember here is that the benefits to implementing affirmative action, strongly outweigh the pitfalls. Also, the opposition to the plan can be avoided by following your action plan, and the steps provided for avoidance of those downfalls. It is hoped that you will choose to use the affirmative action policy within your company, as it is something that will most definitely help and payoff in your company’s future. References: Bohlander, G. W., & Snell, S. A., (2007). Managing human resources (14th ed.). Florence, KY: Thomson Learning Higher Education. Nittle, N.K. (n.d.). Key events in affirmative action history. Retrieved from http://racerelations.about.com/od/historyofracerelations/a/TheFiveLandmarkEventsWhichLedtoAffirmativeActionsRise.htm Affirmative action. (2001). Retrieved from http://plato.stanford.edu/entries/affirmative-action/

The Effects Of Infidelity On Divorce Styles - 861 Words

Despite the fact that infidelity is the main reason behind some divorces, some ladies still stay after their husband cheats. For some, marriage is no more the grace it used to be or thought to be. Generally, many states enforced laws making cheating a reason for divorce. Now, every country, especially the United States recognize some form of no-fault divorce. This presumably has minimized the impacts of infidelity on divorce styles. Not bothered about any lawful activity as an outcome of cheating definitely does not help the thought that infidelity is inappropriate for some. As some therapist in a private practice said, people concentrate on a relationship from premarital counseling to divorce counseling, And some can and will give you a litany of the natural reasons ladies don t leave their cheating husband. It is necessary to understand that a lot of these reasons appear to be from fear. 1. Fear Some women are only afraid to be separated from everyone else. Ladies, in general, are more afraid of being single again than men are. Ladies fear the male to female ratio. Any single, separated or widowed woman knows the situation of many ladies in a bar, Night club, restaurants, event, and so forth to just a few men. Women fear to get older and stress over their husband searching for a more youthful lady. women are concerned and most are afraid of the divorce processes. 2. Self-Esteem and dating Being cheated adversely influences a woman s self-esteem, and makesShow MoreRelatedThe Correlation Of Children With Divorced Parents1629 Words   |  7 Pagesdiscusses the correlation of children with divorced parents and their ability or inability to have intimate relationships in their futures. In most cases, it depends on the age of the child at the time of the divorce. Studies showed that marital problems, including but not limited to divorce, was associated with negative social, emotional, and physical affects in the children’s lives. 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