49 Tips on How to Cheat at College

49 Tips on How to Cheat at College 49 Tips on How to Cheat at College Do you remember that frigging fear, when you enter your class to take a test and understand that you remember nothing on the subject? You may have missed the classes or spent a previous night out, so there wasn’t enough time to study. Or you just wanted to relax and spend your time in a better way. In all such cases, you may want to cheat to save yourself and not to worsen your grades. We have collected 49 tips on how to save you from a disastrous test and help to sleep better at night. If you think that you are the only one to cheat, relax! According to the latest study, over 60% of all the students cheat in the class. Ask a friend. This one is probably the most popular way of cheating and only requires a reliable friend, who will be willing to assist you. Provide him with all the necessary notes and make sure he has internet connection to be able to get all the information fast. You will only need to text him a message with a question and wait for an answer; Use an earpiece. If you like spy movies, you will definitely like this method. Just buy an earpiece with a Bluetooth and record lectures beforehand. You will be able to listen to them and extract all the necessary information; Take a bottle with you. Make small notes and put them inside the wrapper. You can open them any time and no one will understand that your bottle is not for drinking! Classical method. You can make notes on any item you are allowed to take to the test. This can be a calculator, a ruler or an index card. You can use it any time you need and your professor won’t suspect anything; Order online. This type of an assistance is applicable for written tests, like essays or reports. You can hire an online writing company and give them all the details of the task. Then you will only need to check it on plagiarism to make sure it is original and memorize the paper before the test; Use your arms. You can make notes on your hand and a forearm, covering them with a sleeve. In such a way, no one will notice it and you will easily get access to the information any time you need; Take a mechanical pencil with you. This one is a simple trick: write down the notes on a tiny sheet of paper, roll it and put inside the barrel; Look at your neighbor’s work. Make sure he has excellent skills on the topic, as you may fail if rewriting answers of someone, who is also not good at the subject; Search online. If you can pull out your smartphone in the class, just type the request in your browser and get all the information you need. You can also go to the bathroom and find all the data; Stretch a rubber band and write down all the notes you may need. When it gets back to its usual size, there won’t be any trace of the notes and you will only need to stretch it again if you need help; Ask for a sample. If your friend or any other student is holding a test before you, ask him to make a photo of the test. You will be able to prepare the answers or learn them by heart before starting the test on your own; Buy a smart watch. You can make all the notes on your smartphone and simply link it with a smart watch. In such a way, you can ‘check the time’ and get all the information you may need; Make a hole in your eraser and put notes inside; Take a bigger eraser and write all the answers on it. If professor is approaching, simply erase the answers with a smaller one; Learn while sleeping. Play an audio version of the lectures, while you are asleep. Scientists say that you will remember all the information and will be able to use it any time you need; Print a mini-book. Type all the notes, print them and cut small squares, making a sort of a booklet; Take an mp3 pen, which contains all the information you may need; Just put all the notes you need to the inside of the hat; Write down the notes on the inside of your hat and put it on your table. Consult your hat any time you need assistance; Use a rubber part of the shoes to make all the notes and use it, when you need to get the answers; Get a partner. Cooperate with another student and share answers. Two heads may be much better than one! Look for clues. Look around as if you are thinking about something and try to search for the answers. There may be posters with diagrams or data on the walls of your classroom; Go to the bathroom. Excuse yourself as if you need to pee and simply use your phone or consult a friend to get all the answers you need; Put your thighs together and place all the notes between them. Your professor will never suspect that you are holding notes there! Use the ‘sneezing system’. Partner with a friend, who can make sneezes with the answers. For example ‘be-choo’ for an answer ‘B’; Learn one half of the test and leave the second one to your friend. Sit near to each other on a test and share the answers. This is a great way to get excellent grades without spending too much time over books; Use gestures with a friend to share the answers. You may even learn a basic sign language; For advanced students, there is a ‘morse code’. For example, one tap goes to the answer ‘A’, two taps for ‘B’ and so on; Wear a tie and use its back to hide all the necessary notes; Take a gum with you and put the answers inside of its wrapper; A belt buckle calculator. Yes, you heard it! If you are not allowed to take a calculator to the class, you may use the one, which is hidden in the buckle of a belt; Write down all the answers you need on a bookmark, placed in your textbook. Replace it with the next one if necessary; Pretend that you are using a calculator on your smartphone and consult the notes instead; Light inks. Use them to make notes on the index cards and your tutor won’t see them; Replace the tests. This one is quite tricky but guarantees that you will get the highest grade. Ask your friend to take a photo of the test, print it at home and fill in all the answer to pass at the classroom; Consult Wikipedia. You can download their app or simply enter the website from your browser. It is a perfect place to get brief information on a subject; Another favorite trick for all the lovers of spy movies is to buy an ink for a black light and take it with you to the class; Use a skirt. Hide all the notes under your skirt and your tutor won’t be able to check whether you have any hidden answers. Unfortunately, this is an option only for the girls; Buy a see-through pen and put all your notes inside of it; Make all the notes on a small sheet of paper and put them inside the case of your calculator. Any time your professor is approaching, close the case; Take an electronic dictionary, which contains all the notes you need. Most professors mistakenly take such dictionaries for a calculator; Make pictures of the study materials and open them on your phone at the class or while you are in the bathroom; Use an invisible ink to make notes on your desk. Any time you need answers, you will only have to use an ultraviolet light and no one will suspect anything; Put a blank sheet of paper over the one, which contains the answers. Put it aside if you need access to the notes or return to its place if the tutor is approaching; Contact anyone, who is online via various messaging apps or social media and ask for help. It will be even better if you can do it in a hall or in a bathroom; Buy spyglasses, which play the video of the notes or a textbook. This is quite a costly option but definitely one of the coolest ones; Reproduce your ‘cheat sheet’ with a laser pen. However, you should be sitting on the back row of the class; If you are assigned to complete a written assignment but you are running out of time, you can artificially increase the margins, fonts, spaces and so on; Learn! Of course, cheating in the class is much simpler but you can take some time and study to get the highest scores without any harm. Use an appropriate and the most suitable way for a particular situation and you will surely get high grades and save your time to prepare for the test.

Teaching the Teacher Using the Train the Trainer Model

Teaching the Teacher Using the Train the Trainer Model Too often, the last thing any teacher wants after a day of teaching in the classroom is to attend professional development (PD). But, just like their students, teachers at every grade-level need ongoing education to keep up with educational trends, district initiatives, or curriculum changes. Therefore, the designers of teacher PD must consider how to engage and motivate teachers using a model that is meaningful and effective. One model that has demonstrated its effectiveness in PD is known as the Train the Trainer model. What Is the Train the Trainer Model? According to the Society for Research on Educational Effectiveness, Train the Trainer means: initially training a person or people who, in turn, train other people at their home agency. For example, in a Train the Trainer model, a school or district may determine that question and answer techniques need to be improved. The PD designers would select a teacher,  or group of teachers,  to receive extensive training in question and answering techniques. This teacher, or group of teachers, would, in turn, train their fellow teachers in effective use of question and answering techniques.   The Train the Trainer model is similar to peer-to-peer instruction, which is widely recognized as an effective strategy for all learners in all subject areas. Selecting teachers to act as trainers for other teachers has many advantages including reducing costs, increasing communication, and improving school culture. Advantages to Train the Trainer One major advantage to the Train the Trainer model is how it can assure fidelity to a particular program or strategy for  teaching. Each trainer disseminates prepared materials in exactly the same way. During the PD, the trainer in this model is similar to a clone and will stick to a script without making any changes. This makes the Train the Trainer model for PD ideal for large school districts who need continuity in training order to measure the effectiveness of a curriculum between schools. The use of the Train the Trainer model can also help districts to provide a consistent professional learning process for compliance with mandated local, state, or federal requirements. A trainer in this model may be expected to use the methods and materials provided in the training in their own classrooms and perhaps to model for fellow teachers. A trainer may also provide interdisciplinary or cross-curricular professional development for other content-area teachers.   The use of the Train the Trainer model in PD is cost effective. It is less costly to send one teacher or a small team of teachers out for expensive training so that they can return with the knowledge to teach many others. It can also more cost effective to use the trainers as experts who are provided time to revisit teacher classrooms to measure the effectiveness of the training or to model the training throughout the school year. The Train the Trainer model can shorten the timetable for new initiatives. Instead of the lengthy process of training of one teacher at a time, a team can be trained at once. Once the team is ready, the coordinated PD sessions can be offered for teachers simultaneously and initiatives put in place in a timely manner. Finally, teachers are more likely to seek advice from other teachers than from an outside specialist. Using teachers who are already familiar with the school culture and the school setting is an advantage, especially during presentations.  Most teachers know each other, personally or by reputation within a school or district. The development of teachers as trainers within a school or district can set up new pathways of communication or networking. Training teachers as experts can also increase leadership capacity in a school or district. Research on Train the Trainer There are several studies that illustrate the effectiveness on Train the Trainer method. One study (2011) focused on special education teachers who delivered such training that was a â€Å"cost-effective and sustainable method for improving the access to and accuracy of teacher-implemented [training].† Other studies have shown the effectiveness of the train the trainer model including: (2012) food safety initiative and  (2014) science literacy, as well as for social issues as seen in the Report on Bullying Prevention and Intervention Professional Development by the Massachusetts Department of  Elementary and Secondary Education (2010). The practice of Train the Trainer has been used nationally for many years. Initiatives from the National Literacy and National Numeracy Centers have provided leadership and training for educational institutions and consultants, who â€Å"train school heads, lead math teachers and expert literacy teachers, who in turn train other teachers​.† One drawback to the Train the Trainer model is that the PD is usually scripted in order to serve a specific purpose or to address a specific need. In larger districts, however, the needs of a school, classroom or teacher may differ and the PD delivered according to a script may not be as relevant. The Train the Trainer model is not flexible and may not include opportunities for differentiation unless the trainers are provided materials that can be tailored for a school or classroom. Choosing the Trainer(s) The selection of a teacher is the most critical part in developing the train the trainer model. The teacher selected as a trainer must be well-respected and able to lead teacher discussions as well as listen to his or her peers. The teacher selected should be prepared to help teachers to link the training to instruction and to demonstrate how to measure success. The teacher selected must be able to share results (data) on student growth that is based on training. Most important, the teacher selected must be reflective, be able to accept teacher feedback, and above all, maintain a positive attitude.   Designing Professional Development Before implementing the Train the Trainer model, the designers of professional development in any school district should consider the four principles that American educator Malcolm Knowles theorized about adult education or andragogy.  Andragogy refers to â€Å"man led† rather than pedagogy which uses â€Å"ped† meaning â€Å"child† at its root. Knowles proposed (1980) principles he believed were critical for adult learning. Designers of PD and trainers should have some familiarity with these principles as they prepare the trainers for their adult learners.  An explanation for application in education follows each principle: Adult learners have a need to be self-directing. This means instruction is effective when teachers have been involved in the planning and in the evaluation of their professional development. Train the trainer models are effective when they respond to teacher needs or requests.Readiness for learning increases when there is a specific need to know. This means that teachers learn best, like their students, when the professional development is central to their performance.  Life’s reservoir of experience is a primary learning resource; the life experiences of others add enrichment to the learning process. This means that what teachers experience, including their mistakes, is critical because teachers attach more meaning to experience rather than knowledge that they acquire passively.Adult learners have an inherent need for immediacy of application.  A teacher’s interest in learning is increased when professional development has immediate relevance and impact to teacherà ¢â‚¬â„¢s job or personal life. Trainers should know that Knowles also suggested that adult learning is more successful when it is problem-centered rather than content-oriented.   Final Thoughts Just as the teacher does in the classroom, the trainer’s role during PD  is to create and maintain a supportive climate so that the instruction designed for teachers can take place. Some good practices for the trainer include: Be respectful of fellow teachers.Show enthusiasm about the training topic.Be clear and direct in order to avoid miscommunication.Ask questions in order to receive feedback.Use â€Å"Wait Time† to encourage questions and allow time to think about an answer or response. Teachers understand firsthand how mind-numbing an afternoon of PD could be, so using teachers in the Train the Trainer model has the benefit of adding  elements of camaraderie, appreciation, or empathy to professional development. Trainers will work hard to meet the challenge of keeping their peers engaged while teachers who are learning may be more motivated to listen to their peers rather than a consultant out of the district. Ultimately, using the Train the Trainer model may mean highly effective and less  boring professional development simply because it is peer-led professional development.

Public schools of Washington DC Essay Example | Topics and Well Written Essays - 500 words

Public schools of Washington DC - Essay Example It has three major objectives: Objective 1 The first objective is to ensure development of effective leadership within the development team of the program which would comprise of members from Woodson Foundation, Public School and NCPIE. Each organization has diverse interests but is united in its goal of improving students’ academic performance and learning. The leader should be able to motivate team members to develop common goals and collective decision making. The leadership therefore, becomes a major element that is able to empower members to make decisions based on informed choices and encourages cross cultural understanding and mutual respect. It thereby, exploits personal traits of the team members for optimal performance outcome. Objective 2 Teams perform best when adequate resources line finance, infrastructure, skill etc are available to them. Hence, leaders must ensure availability of resources. In this case, he must create two steering committees: one would oversee development of educational leaders, training and development and teaching curricula; the second would help to ensure management of the program vis-a-vis meet the financial and infrastructural need of the program. The team members should be judiciously selected so that team has technical expertise and managerial skill to identify problems and evolve solutions through mutual consensus.

Interim Report ( for me ) Assignment Example | Topics and Well Written Essays - 250 words

Interim Report ( for me ) - Assignment Example If you are still uncertain about the answer to any question please speak to your Dissertation Supervisor/Supervisor, Faculty Research Ethics Panel (FREP) Chair or the Departmental Research Ethics Panel (DREP) Chair. The risks participants, colleagues or the researchers may be exposed to have been considered and appropriate steps to reduce any risks identified taken (risk assessment(s) must be completed if applicable, available at: http://rm.anglia.ac.uk/extlogin.asp) or the equivalent for Associate Colleges. On this project I will be looking for the things which technology made them more easier for us. Like communicating, treating, traveling, etc. Also I will focus on the side effects of technology and the disadvantages of using it. I also will cover more parts about age of people who impacts of technology more than the others. What is technology ? how did it impact on our society? Did it make us more isolated and disconnected from each other? How did it change our life when we communicate, treat and travel? Are there any side effects on using technology? What are the advantages and disadvantages? Require the co-operation of a gatekeeper for initial access to the human participants (e.g. pupils/students, self-help groups, nursing home residents, business, charity, museum, government department, international agency)? By sending this form from My Anglia e-mail account I confirm that I will undertake this project as detailed above. I understand that I must abide by the terms of this approval and that I may not substantially amend the project without further

Prison Reform Essay Example for Free

Prison Reform Essay Reform was a major issue in early 19th century America because it was a time when more middle-classed Americans were able to devote time to social causes and issues that they saw that concerned them. One of these important social movements was prison reform, and how men and women in prison were treated. In the early 1800’s the United States was regarded as having the best penal system in the world. This is why during the early 1800’s Alexis de Tocqueville was sent from France to the United States to study the penal system there. What he was coming here to study was how the system of prisons had been reformed already by Americans. Many individuals, in particular religious advocates who took up the cause of prison reform, had established themselves as the voice of prisoners. They felt that while prisoners needed to do time for their crimes and be punished accordingly, they also had the right to have good conditions within the prisons themselves. These people had a goal of creating prisons that were conducive to not only punishing individuals, but reforming them became an important part of their time in prison. These religious reformers felt that prisoners should be reformed to become good citizens and, if they never left jail, then at least they could be religious individuals.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The successes of these reformers were that they did create a great amount of interest in reform. Many new prisons began to be built that would be more conducive to reforming prisoners. These successes were shortly lived, however, because sadly the prisons did not go up as quickly as the prisoners were going in and therefore old prisons that were not good conditions were still in use, and many prisoners still languished in them, in even worse conditions than before.

Early Sunday Morning :: essays research papers

Early Sunday Morning, is a Dear America book. It's the Pearl Harbor diary of Amber Billows by Barry Denenberg. This book is about a girl whos father is a newspaper writer. They move almost every month. The reason for this is so he has something to write about. This time they were moving to Hawaii. The family hated moving and so did the dad but he didn't show how much he did. He hid it from his family. When Amber found this out she spent the next day at the library learning about Hawaii. The night before they left to Hawaii they had a dinner. Amber couldn't believe that her father was having a party the week before they left. All week Amber was hoping that her friend Allison didn't talk to her and she didn't. One night she was in her room reading a book when she looked up and there was Allison at the foot of her bed. Then Amber told her that she was moving to Hawaii. Allison just started to cry and then she said she would never find a better friend then her. Then Amber started to lau gh to cheer her up. She said she would write every week. They could be pen pals. The next day she said good bye to Washington and aloha to Hawaii.   Ã‚  Ã‚  Ã‚  Ã‚  This book is a turn pager because it's interesting to see what happens to Amber. They have to adapt to the beautiful place they are going to be in for awhile. They went down to the beach to see the surfers and Amber's little brother Andy said that the reason why there weren't many surfers is because the sharks ate them. Amber eventually had to go to school. She was so nervous. She thought that she wouldn't have any friends but she made one. Mr.Poole asked her if she liked to read and she said very much. He then gave her a booked called The Secret Garden. He told her she liked it as much as he did. After Thanksgiving Amber didn't know if they were going on a tour of Pearl Harbor with Lieutenant Lockhart because he had offered to take them. Andy, her dad, and Amber went on the tour. Andy was so excited. They got to see the ships on battleship row and after that they went to see the Lieutenant's ship called the USS Arizona.

German Indian Partnership for IT Systems Essay

Very good morning to all of you and a warm greetings on behalf of Centre for infrastructure, Sustainable transportation and urban Planning (CiSTUP), Indian Institute of Science and National Academy of Science and Engineering Germany (ACATECH).. Today we have guests of honour Mr. Rolf Saligmann, German General Consul, Bangalore, Mr. Subir Hari Singh IAS, Addl. Chief Secretary, Govt. of Karnataka, Dr. Christian Aulbach, Science and Technology Counselor, German Embassy, Delhi, Dr. A. Ravindra IAS, Advisor to Chief Minister, Govt. of Karnataka. We also have on the dias Prof. Dr. Otthein Herzog, Executive Board member, National Academy of Science and Engineering, Germany who is the main brain behind this event. We also have Prof. B.N. Raghunandan, Divisional Chair, Earth and Environmental Sciences, IISc who will preside over the function. Warm welcome to other dignitaries off-the dias, Guests and Invitees, press and TV persons, my dear colleagues and students, Ladies and Gentlemen. A warm welcome to all of you from CiSTUP which is started in 2009 with a generous support from Govt of Karnataka in particular BMTC, KSRTC, BDA and NERTC. In about 2 years, we have started a masters programme in transportation and infrastructure engineering, carried out many research and consultancy projects for the Govt of Karnataka and others, organized many conferences, symposium, brain storming sessions and round table meetings to address issues related with our cities in particular urban issues. CiSTUP has grown into a full fledge centre having more than 50 scientists/researchers and students associated with the centre carrying out many important research projects which is of interest to our city, state and the country in the areas of infrastructure, transportation and urban planning. We are organizing a Symposium and a workshop as part of German Indian Partnership for IT Systems (GRIP IT) on the 19th (today) and 20th May (tomorrow) respectively, The symposium is on – ‘Smart Mobility and Energy Concepts for Megacities’. The GRIP IT Workshop on Smart cities is planned  for 20th May 2011 at the Institute and it is restricted to selected and invited participation from industry and academicians. GRIP IT project is planned to act as a catalyst for future research and development collaborations between India and Germany by bringing together the German and Indian partners from the world of academics and industry and to provide a platform for networking. The focus of the initiatives are around the theme ‘Smart Cities’ – the various topics, technologies and the potential research and development potentials in and around the theme. The objective of the workshop is to further deepen our initiatives towards establishing a joint team of German and Indian research and industry partners to pursue high potential research topics of common interest to both countries and to explore possibilities of submitting joint proposals under the EU research framework programme. Towards the objective of identifying the right topics for a potential joint research initiative, we have initiated two studies – one on mobility and the other on energy. The results of the study would be presented at the workshop tomorrow to help focus on the right topics and to work on the next steps towards joint research proposals. It gives me great pleasure to welcome the dignitaries on the dias and off the dias to this Inaugural function of â€Å"Symposium on – ‘Smart Mobility and Energy Concepts for Megacities’. This is a joint initiative of CiSTUP and ACATECH, Germany. It is a great occasion for CiSTUP, IISc and ACATCEH to come together to start a joint collaborations in the area of smart cities. We would like to take this opportunity to express our hearty welcome, on my behalf and on our Institute’s behalf, to Honorable Consul General Rolf Saligmann for honoring our invitation to be the chief guest of this function and inaugurate the symposium. German Consular General is very supportive for such activities leading to large scale indo-german colloborations. We extend a warm welcome and present a bouquet of flowers to Mr. Rolf Saligmann, Consul General of the Federal Republic of Germany. We also welcome Mr. Subir Hari Singh IAS, Addl. Chief Secretary, Govt. of  Karnataka and commissioner BMRDA, who is always supportive for such developmental initiatives and for accepting to grace this function and deliver his address. We present a bouquet of flowers to Mr. Subir Hari Singh. A warm welcome to Dr. Christian Aulbach, Science and Technology Counselor, German Embassy, Delhi, for this function. We present a bouquet of flowers to Dr. Christian Aulbach. A warm welcome to Dr. A. Ravindra IAS, Advisor to Chief Minister, Govt. of Karnataka, who is always supportive for such initiatives in CiSTUP and at the institute, we thank him for accepting to grace this function and deliver his address. We present a bouquet of flowers to welcome Dr. A. Ravindra. 2 Hearty welcome to Prof. B.N. Raghunandan for accepting our invitation to be with us today as a President of the function. We welcome him and present a bouquet of flowers to Prof. B.N. Raghunandan. We miss amongst us our beloved Director Prof.P. Balaram and Associate Director Prof. N. Balakrishnan, who are very supportive for such activities, who are unable to be here with us today due to other engagements. Hearty welcome to Prof. Dr. Otthein Herzog, Executive Board member, National Academy of Science and Engineering, Germany who has spent lot of time with me in coordinating this event. We extend hearty welcome and present a bouquet of flowers to Prof. Dr. Otthein Herzog. We have many distinguished professors, academicians and leading persons from germany and India. Also we have leading persons from R&D groups and Industry amongst us. Hearty welcome to all the speakers from Germany, India and also Officers of ACATECH and Dr. Ulrich Golgzback, Mr. mathew Joseph, Project manager at ACATECH. Special welcome to all the dignitaries off the dais and Invitees from the Govt of Karnataka, BMTC, BDA, KSRTC, DULT and Indian Institute of Science for taking the time off from their busy schedule to grace this function. We welcome press, TV persons, and officers of our institute, my colleagues from the centre and department, students and other invitees. Once again I extend hearty welcome to all of you for this inaugural function of the Symposium. ONCE AGAIN I EXTEND A WELCOME TO YOU ALL. Sitharam =========================== Prof. T.G. Sitharam, Ph.D.(Canada), FIGS, FIE; Chairman, Centre for infrastructure Sustainable Transportation and Urban Planning (CiSTUP) and PROFESSOR Department of Civil Engineering, Indian Institute of Science, Bangalore – 560012, INDIA Tel.No.+91-80-23602261 / 22932919 ; Fax no. 080 – 2360 2261 (phone/fax) / FAX no. 0802360 0404 (dept) email: sitharam@civil.iisc.ernet.in (preferred) / proftgs@gmail.com. web URL: http://civil.iisc.ernet.in/~sitharam ; mobile: 9448273751

Industrial Relations & Collective Bargaining Essay

Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. . Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. v4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors in fluencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations & Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors inf luencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. . Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective

DTLLS Unit Seven The WritePass Journal

DTLLS Unit Seven Introduction DTLLS Unit Seven IntroductionPart 2:Part 3:Part 3, 4References:Related Introduction It is unquestionable that each individual requires idiosyncratic conditions to nourish a growth and development that will turn them into the person they become. These conditions are provided through the institute of education through comprehensive knowledge of the educational infrastructure and the requirements and variety of qualities that each student presents. Looking at myself, I can say that my learning environment was the most crucial part of my life, encouraging me to step into the world and pursue a career I enjoy. It proved efficient in establishing personal competence, social and qualitative skills, as well as allowing proficient gains in knowledge and autonomy. Since learning is a continuous process in an individual’s life, the qualities carried influence following stages and hence the importance of methods of teaching and evaluation is consequential. The contribution of learning to economic growth is one of many challenges in our society today. Teachers have a large impact on the skills and developmental skills student’s carry with them to aspire to a career into that sector. It is crucial to provide student with more than just facts but the tools that will ‘increase aspirations and awareness of the value of skills to them’ (Leitch Review of Skills Final Report, 2006). As study shows that our out-of-class experiences are just as important as the ones we learn in class (George D. Kuh, 1995). They have an increasing influence on the way things are viewed in the curriculum and that leads me to the conclusion that students with less social ability may be at a higher risk of employing a career in which they are less defined compared to those with higher sociability that would pursue careers that are suitable to their defined characteristic’s and abilities.   Therefore, treating each student individually wi ll encourage those individuals that are unable to flourish within their environments to identify themselves and accept achievements and skills in pursuit of specific careers. Furthermore, Dewey provides an understanding on reflection on such experiences and its importance in promoting a more complex and interrelated mental schema (Wertenbroch Nabeth, 2000). It generally helps to sum up knowledge from experiences and education and construct it mentally and use it in professional practice and to understand the world. To guide persons into higher order thinking through the skills learned in class is a significant target. Lack of it can be a result of environment, learning and reduced tasks of reflection. As an educator I believe reflection is integral in the lifelong learning process and to encourage it is to encourage promotion in economical growth. By adding depth to the meanings of observations and descriptions made in class it is possible to relate to the individual and reach the acquired goal in this specific area. The methods employed in class will improve personal development and enhance the interest in learning as a whole. Using descriptive writing reports, which allow the students to reason based on their personal judgment and encourage problem solving, is an essential. As to the facts, Hatton Smith reported four activities that aid the process of reflection: Action research projects, case and cultural studies, practical experiences, structured curriculum tasks like reading fiction and non-fiction as well as oral interviews and keeping journals. Community regeneration can be made through advancements in the institute of education and better teachers with a more rounded understanding of the world. Part 2: Waves of change have been implemented in the educational sector and our perception of it and the ability to cope with it have proved difficult. Policy can be viewed as the method of bettering and increasing the opportunities for learners in order for them to acquire qualifications and improve their capabilities. However, it has been a challenge for the sector to mend the system in a way that is equally beneficial to both the staff and the students. Some say: Changing the way things are done does not necessarily change either the ultimate outputs of the system or the underlying principles that characterize the sector. These principles lie in the cultural and professional values and the societal expectations that underpin the system at the macro-scale. (Lumby and Foskett, 2005:27). On the other hand, some believe it can destroy the system: â€Å"Commitment to the learners may not, however, be enough to help staff cope with the pressures of further waves of change.†(Paper, 2005) Agreeably, it is a large responsibility that the teaching staff must take on but it is nevertheless a high target to attain especially when it is constantly changing. Having said this, it is obvious in the current educational society, reforms made have a strong impact on the teaching staff and eventually trickling down to the students. To maintain the principles previously mentioned you must diligently teach without forgetting the why and which questions that strongly affect a minority of students whilst teaching a group for example. So it can be said that these fluctuations effect students and the teachers, which seems somewhat counterproductive to achieve a more efficient educational system. The major problem now is that because of funding cuts, schools and their staff are unable to further use equipment and facilities to achieve new and exciting methods of teaching younger student, which limits student interest and inevitably lack of interest in education as a whole. The effects that educational reform have on the learning circle produces different repercussions with the younger ones with comparison to the older students it has been seen throug h some studies that adjustments in examination style or just general curriculum changes proves difficult to adjust to. Therefore it is wise to take extra caution in primary school classes in order to guide the children appropriately and through educational standards allow them to feel stable. To further enforce, it is the responsibility of the teaching staff to not let reforms affect the teaching in the classroom. Furthermore, it is mandatory to view the way changes in the past have allowed us to cope with the changes that will come in the future. Currently, the educational climate has been continually changing to establish a more equipped foundation for each current climate and the challenges they face. The advantage of this is that it has given teachers and staff of today a better understanding of how to prepare and acclimatize to change without major impact on teaching and student.   Past teaching experiences have shown that during changes in the system, there is a great deal of confusion in curriculum and teaching, which has made the transition to the new system harder for teachers to cope with and ultimately effect the students learning. Under initiative leadership, all staff members are expected to take responsibility for the successes of the teaching and implementation, which by definition portray a high priority on improving and maintaining an effective educational system. Leadership in a participative group will be matched to the tasks identified by the group, and leaders will emerge with sanction from the group. Thanks to past generations of teaching faculty we have consciously learnt that all levels of education in this country are primarily about teaching without recognizing what is required to develop a highly functional group.   Students don’t have a primary role in what is to be taught. Students wait to be told what to do and how this is to be achieved.   Teaching, instigated by the authorities, places the student in a strict relationship with the teacher and their teachers only. Fortunately there are some good teachers who encourage and facilitate learning, but we have mostly teachers who tell their students what has been decided they need to study and learn in the classroom. Finally, constructive learning is a personal journey, resulting from the maintenance of a steady practice and of personal motivation.   Learning that is the way forward in education and an adventure essentially under the control of the individual, encircled by the developmental capabilities that are e ncountered throughout the course, and with time and maturation is constricted somewhat by the method and course of experiences open to the teacher and student. Part 3: Evaluation has always been a key and a significant role in successfully maintaining a constructive and adherent learning environment. It allows the teacher and the teaching staff to better understand the fluctuations of student understanding and of specific subjects at specific times during the educational year. It allows for struggling students to understand their difficulties and with the teachers help better their understanding, it allows for exceeding students to push their learning capacity and achieve higher than expectations. Evaluation has always been, and always will be a key, decisive and imperative pillar in education. However some faculties in the educational society believe that by early evaluation of students since the age of 6 in their first year of primary school have many downfalls to it including stress, teacher’s favouritism and students not enjoying the time they have in school which ultimately defies the concept of learning and teaching as a whole. Although this may be true in some instances, because of early evaluation we have been able to identify students at an early age who have learning difficulties and attend to their needs, we have also been able to aspire students to achieve great thing with a knowing understanding of what needs to be accomplished leading to a great deal of increase in applications for university in the past few years. Having said this, evaluation has also been a significant and key way of better understanding the curriculum and changes in the curriculum and most importantly how the staff has taught this curriculum. This has proved as a very useful tool during educational reform when evaluating teachers has helped to better orientate themselves during implementation of new curriculum. It has also provided an outline as to how faculties are able to organize their teaching plans, class schedules, extra curricula activities and many other vital and important issues concerned in school. Moreover this has been in some way a guideline to the educational society in the government as to whether or not different syllabi have proved effective enough and consequences of these results. This has been done in a very constructive method to provide goals and targets for both students and teachers in order to create a more efficient and opportunity giving educational climate. This having been said evaluation of teachers and students in particular especially from GCSE’s until university and further education learning has proved troublesome and in some instances farfetched. University and colleges entrance requirements have increased significantly as have grading systems in college, so much so that a new great boundary has been created for the top achievers. This can be said to increase the gap between students in the same classes and often provide teachers difficulty in assessing how to teach a wide range of students with different understandings of the specific subject. Part 3, 4 In my teaching area, learners’ feedback and views are crucially important in determining what’s needed to improve their learning and therefore successfully reaching their goals in education. But I also highly value colleagues and head teacher opinions as this would help me improve my teaching methods and provide a high standard of education as well as following a set of quality assurance policies by which the work is continually monitored, which include self-assessments, reviews meetings by colleagues, recording data regarding success rate, attendance, in year retention†¦ References: Leitch Review of Skills: Prosperity for all in the global economy-world class skills, Dec 2006-Page 17. The Other Curriculum: Out-of-Class Experiences Associated with Student Learning and Personal Development Author(s): George D. Kuh. The Journal of Higher Education, Vol. 66, No. 2 (Mar. Apr., 1995), pp. 123-155 businessballs.com/traindev.htm http://en.wikipedia.org/wiki/Personal_development http://en.wikipedia.org/wiki/Lifelong_learning http://en.wikipedia.org/wiki/Learning_and_Skills_Council http://issuu.com/snatchmo/docs/unit_7_wider_professional_practice_draft_2003_for_ Lumby and Foskett, 2005:27 Paper, 2005 10.   Reflective Practice in the lifelong learning sector, Jodi Roffey-Barensten R.Malthouse

Learn About the Science of Marine Biology

Learn About the Science of Marine Biology The field of marine biology or becoming a marine biologist sounds fascinating, doesnt it? Whats involved in marine biology, or becoming a marine biologist? First, its important to understand what, exactly, makes up the marine biology branch of science. Marine biology is the scientific study of plants and animals that live in salt water. When many people think about a marine biologist, they picture a dolphin trainer. But marine biology is so much more than making a dolphin or sea lion follow commands. With the oceans covering over 70 percent of the Earth’s surface and providing habitat for thousands of species, marine biology is a very broad field. It involves a strong knowledge of all science along with principles of economics, legal matters, and conservation. Becoming a Marine Biologist A marine biologist, or someone who studies marine biology, can learn about a variety of organisms during their education from tiny plankton only visible under a microscope to the largest whales that are over 100 feet long. Marine biology can also include the study of different aspects of these organisms, including the behavior of animals in the ocean environment, adaptations to living in salt water and interactions between organisms. As a marine biologist, one would also look at how marine life interacts with different ecosystems such as salt marshes, bays, reefs, estuaries, and sand bars. Again, its not just learning about things that inhabit the ocean; its also about conserving resources and protecting a valuable food supply. Plus, there are many research initiatives to discover how organisms can benefit human health. Marine biologists have to have a thorough understanding of chemical, physical, and geological oceanography. Other people who study marine biology do not go on to conduct research or work for activist organizations; they can wind up teaching others about the vast scientific principles that make up the field. In other words, they can become teachers and professors at universities and colleges. Tools to Study Marine Biology The oceans are difficult to study, as they are vast and foreign to humans. They also vary depending on geographic locations and environmental factors. Different tools used to study the oceans include sampling mechanisms such as bottom trawls and plankton nets, tracking methods and devices such as photo-identification research, satellite tags, hydrophones, and â€Å"critter cams,† and underwater observation equipment such as remotely operated vehicles (ROVs).   Importance of Marine Biology Among other things, the oceans regulate climate and provide food, energy, and income. They support a variety of cultures. They are so important, yet there is so much we don’t know about this fascinating environment. Learning about the oceans and the marine life inhabiting them is becoming even more critical as we realize the importance of the oceans to the health of all life on the planet.

The Book of Romans Term Paper Example | Topics and Well Written Essays - 750 words

The Book of Romans - Term Paper Example Jewish Christian: What did you receive through Jesus? Saint Paul: I received apostleship and grace so that I would be able to proclaim the word of the lord. Jewish Christian: What was the main reason of writing the Book of Romans? Saint Paul: the main reason for writing this book was to share the word of God to all the people of Rome. Jewish Christian: why do you confer to the holy people residing in the city of Rome? Saint Paul: I confer to them through grace and peace that is obtained from God and passed to us through Jesus Christ. I believe that Grace is regarded as a blessing and strength from God. Divine peace indicates the presence of Christ in our mind and heart (Lin 32). Jewish Christian: Why are you not ashamed of the Good News? Saint Paul: This is because the power of God to offer salvation to every individual who believes in him. Jewish Christian: how will God deal each person during the hour of judgment? Saint Paul: Basically, according to what he or she has done. Being a teacher and apostle of God, I believe that I am a classic example of a person saved by the righteousness of God. We should be saved by God’s grace and not by the Jewish law (Stendahl 43). Jewish Christian: What is the true attitude of God towards sin? Saint Paul: regards of you being a Jew or a Christian, everybody will have to pay for their sins. Nobody can escape judgment day. Jewish Christian: Who is justified in the eyes of God? Saint Paul: The people who are justified in the sight of God are not the hearers of the law but it is the doers of the law. Jewish Christian: what are the personal questions that a Jew is supposed to ask himself? Saint Paul: if you are a person who teaches the Law of Moses to other, are you also teaching yourself? If you claim that a man should not steal, then why do steal? If you say thy shy not commit adultery, then why does someone commit adultery? You should follow the Laws of Moses to the latter. Jewish Christian: Who do you believe is a tru e Jew? Saint Paul: a true Jew is a person that follows his religion inwardly. This is a spiritual convent with you and your God. Jewish Christian: regardless of religion what can you say about righteousness? Saint Paul: A man will be regarded as righteousness as long as he places his faith on God. The law does not define this. Jewish Christian: Thank you for your time Saint Paul: you are welcome. Analysis and issues raised This book provides good insight of the perspective and sociological approaches that help to understand the practices of the Jewish communities. This was evident in the first century when the Romans and the Roman society were experiencing some tension with regards to Paul’s mission for the churches (Engberg-Pedersen 54). The Book of Romans is basically about the life of Paul, who is the apostle of Christ to the Jews and Gentiles. Despite the fact that this is not a comprehensive biography, this book provides a segment of Paul’s life when he had to str uggle with the spread of Gospel amongst God’s people. The issue of whether or not to engage with the Gentile mission was quite a daunting task since there was a serious tension in early Christianity while it was still a Jewish phenomenon. Paul had to deal with a clash between the Gentiles and the Jews both in the practical and theological terms. Paul had a difficult time defending the gospel. One of the reasons why Paul wrote the book to the Romans is because he saw that the Romans lacked leadership as there were no apostolic leaders (Porter 65). Christianity in Rome was not