Special Education Needs Essay Example | Topics and Well Written Essays - 2500 words

Special Education Needs - Essay Example Special Education Needs (SEN) refers to that extra or different wants of children will have due to the fact that such experience unusual learning difficulties something which lead to such children to experience difficulties not only in learning but also having an equal access to education, training and even work opportunity. Besides, language difficulties such children experience, numerous challenges, difficulties in cognitive process, and behavioural difficulties as well as psychomotor difficulties. The inclusion debate has also been concerned with the continuity dilemma for children with special needs given the fact that most children with special education needs find it hard to fit in the higher education levels as a lot of government help has in the past been given to the primary level (Audit Commission, 1992). This imbalance has created a different kind of treatment for children with special education at primary school level and different treatment when such children graduate into higher levels of education. This has been a challenge and has been fronted as a main argument by the proponents of the inclusion debate who argue that inclusion will put the children with special education need at an advantage in that if they are integrated into mainstream classes, as opposed to specialist schools, they will advance their chances of performing well at higher levels of education (Copeland, 1991). Children with special education needs are more likely to miss opportunities of higher education, as there are no sufficient numbers of higher-level education institutions, which offer specialised education (Brown, 1994). Therefore most children with special education end up getting admission to mainstream universities and colleges where special treatment is not high compared to the primary level of education. There is a need to include or integrate children into mainstream classes early enough so as to prepare such children to fit normally in mainstream colleges and universities. Children who attend specialist schools are more likely to take a long time to fit into the mainstream colleges and universities than children with special education who attended mainstream schools early in life (Allen, 1994). Specialist schools have been negatively viewed as being associated with the disadvantaged, the less fortunate, the mentally ill, the deaf and such negative labelling which can affect the self-esteem of children with special education needs. Therefore specialists' schools meet the immediate needs of the children at primary school level but do not prepare the children for challenges associated with higher levels of education. The other challenge for those children who attend specialist school is that the children may get used to specialised treatment due to the availability of special equipment and specialised staff. This is lacking in most institutions at higher levels of education and such children are more likely to experience problems in future when trying to change and fit into a mainstream class. The debate surrounding special education needs has been surrounded by controversies in agreeing to what constitutes of special needs, what to be included and what not to include. This has led to debate on whether some conditions such as dyslexia were

Reward and Development Assignment Example | Topics and Well Written Essays - 1500 words

Reward and Development - Assignment Example This experience is also an outcome of learning from one’s peers, therefore we can safely state that experience passes on through generations. Building a Learning Organization One of the models identified for building a learning organization encompasses the organization, people, knowledge and technology as the four key pillars on which organizational learning is based (Serrat, 2009). This model states that people are required for the learning within an organization through the transfer of knowledge amongst them and through the implementation of innovative technology. Charles Darwin once said that the species most responsive to change is the one that is bound to thrive in a competitive world, and how right he was. Over the years the ever increasing progress in technology has pressed for the need to have skilled and knowledge workers, this has also been a key point of interest of training and development programs within and beyond organizations. There are several different theori es of organizational development that have been proposed by theorists, let us take a look at a few of them: The Humanistic Approach In response to the limitations that accompanied the psychodynamic theories, the concerns raised by some renowned philosophers such as Abraham Maslow led to the development of the humanistic perspective. This perspective aimed to incorporate the aspects of human needs within the theoretical framework. A comparison of the humanistic perspective to the Economic-Based Model of the firm revealed few differences regarding the approach of the two models towards the people aspect of a firm. The most important difference lies in the fact that the Economic-Based Model assumed that human beings are motivated only by self-interest which leads to a very profit oriented organizational focus, as opposed to the Humanistic perspective which emphasizes on an organization that comprised of empowered employees who when working in the organization feel that they are adequat ely applying themselves in the work and are not treated as money minting machines. This difference in the two models makes the Humanistic Model more pro Organizational Learning and Development as opposed to the Economic-Based Model (Rosanas, 2009). This perspective is strongly knitted to the Human Relations Approach to organizational development, which emphasizes on the need of good working relationships amongst employees and good leadership which is pivotal for the progress of the organization (Approaches to Organization And Management, 2009). Performance Management Moreover, we have the classical perspective which is similar to performance management. In this approach the emphasis lays towards achieving the goals that have been set out by the organization, formal management hierarchy is maintained and employee empowerment is reduced compared to the humanistic perspective. The â€Å"Psychological Contract† is a subjective expectation and belief of the employees regarding how they see their relationship with their organization. This psychological contract determines the employees’ level of satisfaction within the organization and his/ her level of motivation (Coyle-Shapiro, 2002). This is not a written contract however; this tacit agreement has many powerful behavioural and attitudinal outcomes. Employees feel attached to their