The key is to evaluate, revise the material to increase the effectiveness of the instructional module. The challenge according to Rothwell and Kazanas (2008) in this phase is to collect and analyze data of completed instructional sessions. It requires the process of placing value on the instructional module and this evaluation may not be objective and empirical. Figure 4: The Evaluation phase of the Smith and Ragan’s Instructional Design Process Model Instructional Resources The resources for the conduct of the instructional module are appended in Table 5. These resources are provided by the training provider to support the facilitator and learner to meet their learning goal, outcome and objectives for this instructional module.
While overly flexible boundaries between the therapist and the client seems to be undesired, a therapeutic relationship should not be rigid as well. Guidelines are developed to create boundaries between the therapist and the client (Lazarus, 1994). However, when the guidelines are followed too strictly by the therapist, it creates rigid boundaries between the therapist and client. It can result in poor and rigid therapeutic relationship, which lacks authenticity and sensitivity (Davidson, 2005). The rigid therapeutic relationship leads to an inaccurate assessment and poor working alliance (Eaton et al., 1993, as cited by Ackerman & Hilsenroth, 2001; Iwakabe, Rogan, & Stalikas, 2000).
No analysis is better than the assumptions on which it is based and, in the interest of ‘quality control’, assumptions should always be made explicit. So the limitation, in a sense, is that the analyst can, if he or she chooses and if readers are not alert, take advantage of the user’s interest in the outcome of the analysis to conceal doubtful or fl awed assumptions. Finally, it should be noted that, in cost-benefit analysis, a project scenario is compared with an alternative scenario based on estimates of what would have happened in the absence
It tends to prioritise the views of the researchers and fails to reflect the voices of service users. Ferguson (2008) argues that ‘what works’ according to the research is not necessarily best practice. Outcomes are impacted by nuances and process of how practice is done. Much of what we do in social work may not fit in with the scientific notion of ‘evidence’ but it is the core of what social work is (Ferguson, 2008). Best outcomes are created when theories and methods are adopted to the context of the service user’s experience and understand what how they make meanings of those experiences.
Therefore, according to Oatley, a series of actions which accomplishes a goal is a plan, and the influential aspects of emotion on the mind can be determined by looking at a course of action (Oatley, 28). If I studied hard for an exam, but didn’t do well, I may become angry, because I was unable to achieve my goal to ace the exam. Thus, our state of emotion may be intrinsically tied to planning and achieving certain goals. To understand emotions, it is imperative to analyze how subgoals are present in hierarchies and when combined, accomplish a goal via the completion of a series of actions. Furthermore, modeling situations that relied solely on knowledge and computation were rarely able to predict outcomes in reality (Oatley, 31).
According to Alvin Toffler “If you don’t have a strategy…you will be part of somebody else’s strategy”. Lenses help you to see the complexity in strategic development. Strategic development is a structured plan implemented to achieve organizational goals. A great strategy doesn’t necessarily emerge from an innovative idea but rather a well-developed plan will emerge as a result from commitment to a strategy development process. A fit strategic development process will produce valuable information for good decision making, which is the corner stone of a great strategy.
Pillars of an efficient learning mechanism in group settings:- o Feedback:-There was a concern that organizations, groups and relationships generally suffered from a lack of accurate information about what was happening around their performance. Feedback became a key ingredient of T-groups and was found to ‘be most effective when it stemmed from here-and-now observations, when it followed the generating event as closely as possible, and when the recipient checked with other group members to establish its validity and reduce perceptual distortion’ (Yalom 1995: 489). o Unfreezing:-This was taken directly from Kurt Lewin’s change theory. It describes the process of disconfirming a person’s former belief system. Trainers sought to create an environment in which values and beliefs could be
3.) Summarize the reentry strategies that have work, have not worked, and are promising. The reentry strategies that have work are considered "working," with significant tests indicating that the intervention was effective and its evidence supports the conclusion. The reentry strategies have not worked are coded as "not working," with statistical significant indicating the ineffectiveness of the program. The reentry strategies that are promising gives available evidence too low for supporting generalizable conclusions, but empirical basis predict that further research would support such conclusions such as programs are found effective in at least one Level 3 evaluation.
Through better or worse, success or failure, the outcome of events will be determined by the strength of my own abilities, rather than a lack of truth. Choosing to be honorable means more than simply being honest to others, it means being honest with yourself. Choosing to accept both your strengths and weaknesses, successes and failures, and triumphs and tragedies is truly what living honorably means. Essentially, most Honor Code violations stem from a person’s image of what they are capable of. Wether it is cheating on a test because you believe that you do not possess the knowledge to perform highly, plagiarizing work because you don’t think yours is good enough, or stealing because you believe that your own possessions do not meet societal expectations, the common theme is an insecurity in yourself, and accepting your flaws and strengths is what the essence of choosing honor is.
Moral Theories When considering what has influenced my ability to manage conflict through ethical decision making, I feel that formal moral theories have best allowed me to clearly articulate what I believe is “right, good, virtuous or just” (Cahn, 2013, p. 3). I appreciate how each theory provides a unique structure for managing conflict, however, I find that independently they insufficiently meet the demands of this profession. Consequently, I have adopted features of Virtue Ethics, the Ethics of Care, and the Ethics of Justice to develop my own personal philosophy. The key features of each theory which I most strongly agree with will be examined in greater detail below. Virtue Ethics.