Where Did the Roman Senate Meet

During the Roman Republic, Roman senators met together in their senate-house, which was known as the curia, a building whose history predates the Republic. In the mid-6th century B.C., the legendary King Tullus Hostilius is said to have built the first curia in order to house 10 elected representatives of the Roman people. These 10 men were the curiae. This first curia was called the Curia Hostilia in honor of the king. Location of the Curia The forum was the center of Roman political life and the curia was part of it. More specifically, in the forum was the, an area where the assembly met. It was originally a rectangular space aligned with the cardinal points (North, South, East, and West). The curia was to the north of the comitium. Most of the following information on the Curia Hostilia comes directly from forum member Dan Reynolds. Curia and the Curiae The word curia refers to the original 10-elected curiae (clan leaders) of the 3 original tribes of Romans: TitiesRamnesLuceres These 30 men met in the Comitia Curiata, the assembly of the curiae. All the voting originally took place in the Comitium, which was a templum (from which,temple). A templum was a consecrated space that, was circumscribed and separated by the augurs from the rest of the land by a certain solemn formula. Responsibilities of the Curia This assembly was responsible for ratifying the succession of kings (Lex Curiata) and for giving the king his imperium (a key concept in ancient Rome that refers to power and authority). The curiae may have become lictors or the lictors may have replaced the curiae, following the period of kings. During the Republic, it was the lictors (by 218 B.C.) who met in the comitia curiata to grant imperium to the newly-elected consuls, praetors, and dictators. Location of the Curia Hostilia The Curia Hostilia, 85 long (N/S) by 75 wide (E/W), was oriented facing south. It was a templum, and, as such, was oriented north/south, as were the major temples of Rome. On the same axis as the church (facing SW), but southeast of it, was the Curia Julia. The old Curia Hostilia was dismantled and where it once stood was the entrance to Caesars forum, which also ran northeast, away from the old comitium. Curia Julia Julius Caesar started the construction of a new curia, which was completed after he died and dedicated as the Curia Julia in 29 B.C. Like its predecessors, it was a templum. Emperor Domitian restored the curia, then it burnt down during the fire under Emperor Carinus, and was rebuilt by Emperor Diocletian.

Comparing the poems Dulce Et Decorum Est and Anthem for...

Comparing the poems Dulce Et Decorum Est and Anthem for Doomed Youth, comment on the poets use of language and poetic technique showing how successful he is in conveying his message. Comparing the poems Dulce Et Decorum Est and Anthem for Doomed Youth, comment on the poets use of language and poetic technique showing how successful he is in conveying his message. Comparing the poems Dulce Et Decorum Est and Anthem for Doomed Youth, comment on the poets use of language and poetic technique showing how successful he is in conveying his message. Wilfred Owen wrote both the poems Dulce Et Decorum Est and Anthem for Doomed Youth during the First World War. Wilfred Owen was a British poet born in 1893. He†¦show more content†¦Dulce Et Decorum Est is about the mis-conceptions of war being all about glory. Owen portrays his thought across to the reader of what he has experienced as a soldier in war and he has seen horrifying things that have nothing to do with glory. As it gets towards the end of the poem, in the last verse, Owen gives a warning to the readers not to be delusional to glory but to know the true emotions of war, death, pain and misery. The title is important because it is a sarcastic comment on war and miss-conceives us that the poem is about the glory of war. The title attracts readers because they will be the people back at home that only know of the glory. Also the title could attract young boys/men who want to go to war because they like the idea of glory. The poem is written in free verse because Owen is just letting his thoughts pour out onto paper. It is possible that he was reflecting in the trenches after a battle about the things he had just seen. Maybe thats why he goes into such detail because the events are so fresh in his mind. However, he is in a position where he has to do what he is told and he cant go home because he is restricted to fighting in the war, his mind is able to wander and his thoughts are not restricted at all. The poem is set in four sections and I have discovered that they are in chronological order. The first stanza is about the menShow MoreRelated To compare the ways in which these poems display the horrors of war.1616 Words   |  7 Pagesthese poems display the horrors of war. I have selected three poems, The Soldier, by Rupert Brooke, Dulce et Decorum Est, and Anthem for Doomed Youth, both written by Wilfred Owen. Compare how these poems show the horrors of World War 1. To compare the ways in which these poems display the horrors of war. I have selected three poems, The Soldier, by Rupert Brooke, Dulce et Decorum Est, and Anthem for Doomed Youth, both written by Wilfred Owen. I chose Anthem for Doomed Youth andRead MoreDulce Et Decorum Est and Anthem for Doomed Youth915 Words   |  4 Pageswere used to achieve this. In the two poems, Dulce et Decorum est., and Anthem for Doomed Youth, both written by Wilfred Owen, the author’s main purpose was to expose the true horrors of World War II and to challenge the romanticized view of war that poets such as Rupert Brooke held. To achieve this, Owen used familiar imagery techniques of similes and personification, and sound devices such as onomatopoeia and alliteration. In Dulce et Decorum est., Owen used the techniques of similes, †BentRead MoreFutility, Anthem For Doomed Youth, Dulce et decorum est and Mental cases by Wilfred Owens944 Words   |  4 PagesFutility, Anthem For Doomed Youth, Dulce et decorum est and Mental cases by Wilfred Owens â€Å"Above all I am not concerned with Poetry. My subject is War, and the pity of War. The poetry is in the pity†¦ All a poet can do today is warn. That is why true Poets must be truthful.† - Wilfred Owen, quoted in Voices In wartime, The Movie Wilfred Owen was born in 1893 and killed in 1918. At Twenty-Five years of age, he was the greatest poet of the First World War. He wrote many Read More The Negative View of Society in Wilfred Owens Poetry Essay1156 Words   |  5 PagesDulce et Decorum est and Anthem for Doomed Youth are both written by Wilfred Owen, and both are written to show â€Å"the war [World War I] and the pity of war†. Owen does this by regaling very sad and often shocking poems that I believe are very effective in delivering their purpose. Both poems present negative views of society through tone and metaphors and Dulce et Decorum est also uses similes. A poem that presents a negative view on society is Dulce et Decorum est. It is a satirical poem aboutRead MoreAnalysis Of Wilfred Owens Anthem For Doomed Youth911 Words   |  4 Pagesreveals the plight of soldiers to ‘warn’ those who remain oblivious of the ‘pity of war’. The poet delivers critique on the lack of empathy from authoritative institutions in his 1917 ‘Anthem for Doomed Youth’, educating the audience on information which had previously been withheld in its time. ‘Dulce et Decorum est’ enlightens further by expounding on the physical and mental trauma of his ‘generation’, questioning age old paradigms on warfare that were ingrained into society. Either elegy gives voiceRead MoreEssay on Wilfred Owen3883 Words   |  16 Pages Wilfred Owen Read and Compare and Contrast the Following Poems by Wilfred Owen: [It Was a Navy Boy], Anthem for Doomed Youth and Dulce et Decorum Est. Wilfred Owen was a poet who was widely regarded as one of the best poets of the World War one period. Wilfred Owen was born on the 18th of March 1893, at Plas Wilmot, Oswestry, on the English Welsh border; he was the son of Tom and Susan Owen. During the winter of 1897-8 Tom Owen, Wilfred’s father was reappointed to Birkenhead, and withRead MoreWilfred Owen - Comparing Poetry4003 Words   |  17 PagesRead and Compare and Contrast the Following Poems by Wilfred Owen: [It Was a Navy Boy], Anthem for Doomed Youth and Dulce et Decorum Est. br brWilfred Owen was a poet who was widely regarded as one of the best poets of the World War one period. br brWilfred Owen was born on the 18th of March 1893, at Plas Wilmot, Oswestry, on the English Welsh border; he was the son of Tom and Susan Owen. During the winter of 1897-8 Tom Owen, Wilfreds father was reappointed to Birkenhead, and with thatRead MoreWilfred Owen Poetry799 Words   |  3 PagesHis injury influenced many of his poems such as ‘’Conscious’’. Some of his most famous works include ‘â€℠¢Dulce et Decorum Est’’, ‘’Insensibility’’, ‘’Anthem for Doomed Youth’’, ‘’Futility’’, and ‘’Strange Meeting’’. Owen was shot and died in battle on November 4, 1918; he was only 25 years old. In his poetry, Owen claims that war is a waste of human life and that it is horrible and cruel. One of Wilfred Owens greatest works is ‘’Anthem for Doomed Youth’’. The poem discusses the pointless deaths ofRead MoreWilfred Owen s Dulce Et Decorum Est1880 Words   |  8 PagesThroughout the ages, poetry has played--and continues to play--a significant part in the shaping of a generation. It ranges from passionate sonnets of love to the gruesome realities of life. One such example of harsh realism is Wilfred Owen s Dulce et Decorum Est. Owen s piece breaks the conventions of early 20th Century modernism and idealistic war poetry, vividly depicts the traumatizing experiences of World War I, and employs various poetic devices to further his haunted tone and overall messageRead MoreThe Tradition Of War Poetry Essay2221 Words   |  9 Pages The Tradition Of War Poetry By comparing and contrasting a selection of war poems consider the ways in which attitudes to war have been explored and expressed. When considering poetry written post 1900 concentrate on a selection of poems written by Wilfred Owen. Humans have turned to poetry in many different instances as a way of expressing them selves, using the best combination of words, in the best order to express exactly how they are feeling at that moment.

Development The Corporate Education Sector â€Myassignmenthelp.Com

Question: Discuss About The Development The Corporate Education Sector? Answer: Introduction: Established in early 2000s, opal mart holds the credibility of being one of the finest retail marts in Australia. The company owns several hundred retail stores across the country and boasts impressive sales in some hundreds of millions. One of the finest work forces with employees from across the globe, ranging over 30000. Each individual store holds about 300-400 employees, Indian, Chinese and Australians dominate the workforce. The retail store in the past has encountered some problems related to falling sales number, closing down of stores and employee attrition. This can also be closely associated with communication gap between the management and the staff accompanied with difficulty in handling customer query and complaints, thus showing lacunae between the organization objective and strategy being implemented to handle such situation. Training the staff in an appropriate manner can be one of the viable solutions to improve the prevailing condition, resulting in boosting employ ee morale and ability to handle customer effectively. Why train2learn.com: The answer to this can be simply attributed to the fact that in the past, we have trained more than 80,000 employees when it comes to the retail segment, and ensured that the training imparted has been fruitful, we do have a system of follow up after every 3 months for duration of 2 years for continual assessment and evaluation of the training delivered. Some of the retail players to work with us are: Myer, Kmart, Target, Harvey Norman, Terry white and the list go on This states our understanding of the different types of situation faced by retail chains, and our proven expertise in this financial makes us The best training providers. For opal mart, we have devised training in 2 categories, one for the customer facing staff and other for the management. The modules are both engaging and intriguing at the same time. The Combination of video tutorials, test, lectures, and team building exercises, puzzles, and games makes the training modules extremely engaging and fun to learn Benefit of hiring train2learn: Train2learn has established its reputation in the retail segment since last 10 years and are the marketing leaders when it comes to delivering professional training to the employees. The company has a wide range of experts, who has relevant industry experience and is known in the industry for their powerful delivery. The training methodology of train2learn revolves around driving engagement to the content and then extract conversation out of the same, making the employee feel enriched. The modules are specifically written and designed keeping in mind the contemporary problems faced by different sectors, and hence the curriculum, which we provide is unparalleled, and has all the content of a great training module.Our case studies are based on real life industry scenarios, which helps the employees to connect better with the content. Communication Training: Its Importance in the organization Communication plays a central role in every facet of business, therefore it is highly recommended to have effective communication internally (in the organization, between the employees) and externally (between the organization and other stakeholders). Effective verbal nonverbal communication, thereby becomes vital in the workplace (Arnold Boggs, 2015). A lot of companies, hence spend a lot of money to train the employees on how to effectively communicate, which then goes beyond conversations and helps the employee in striking a chord with the individual. Advantages of Communication Training: Help with diversity: Successful companies have a good proportion of global counterparts and multiple cultures growing in the same area, in this type of situation, to communicate effectively becomes of prime importance to the growth of the company. The difference in cultures requires the employees to be well versed with their verbal and nonverbal communication(Powell Powell, 2015) Help with employee morale: It is one of the most significant factor which is contributed by effective communication, the employees feel motivated if the communication is smooth between the managers and the subordinates. A feeling of assurance sets in them, which in turn improves their contribution to the company and hence increases their productivity in the process. Things are bound to go smoothly if everyone is on the same page by understanding the goals and objective of the business (Shockley, 2015) Helps in team building: Effective communication helps in bringing a sense of ownership among the team members and also reduces unnecessary competition between various departments of the organization, which eventually results in more productivity, integrity and a sense of responsibility for their work. It is also proven that a manager who can communicate with his team effectively without creating a hostile environment can harbor positive synergies amongst the team members thus resulting In team building (Woodcock, 2017) Helps in building better relationships: Effective communication helps in building better, positive healthy relationships among all the stakeholders of the organization which then results in building harmonious relationship in the company(Rosenberg Chopra, 2015) Helps in becoming self-aware: The communication training helps an individual become self-aware, the training helps one in identifying his areas of improvement and with the training the areas can be addressed. It also helps them to grow as communicators and build on their unique strengths and deliver more power(Heine, 2015) Helps in removing cultural barriers: As mentioned earlier ,in global businesses, there are people from many cultures who are working side by side , for everyone, it does not come naturally to break those cultural barriers and get together, communication training can overcome such barriers with great ease( Kitmoller Lauring, 2013). Helps to facilitate innovation: Its a simple logic, when an employee is confident of his communication ability, he expresses his ideas as and when required, the brainstorming sessions with the team can be highly productive if he is comfortable and confident of his communication skill, in the absence of same, ideas dont flow and the company fails to get innovation out of its employees (Leeuwis, 2013). Helps in managing employees: When managers are effective communicators, they are in a position to delegate responsibilities to the employees in a better manner; they are in a position of command and also in a position to build better relationship with them. The feedback given by such managers can help the employees look seriously to it and work according to the goals set by the manager(Coombs, 2014) Helps in growth of the company: Its a self-explanatory statement , in absence of lack of communication any organization is prone to fall, but on the contrary, where communication flows effectively among all its employees and department, the company is sure to go leaps and bounds (Ward, 2016) Helps to ensure transparency in the system: Information when flowing seamlessly top to bottom and vice versa, employees tend to trust the management and similarly management trust the employees, externally also, it easier to build a trust with the brand which communicates with its audience, hence both internally and externally transparency is maintained in the system( Mishra Boynton, 2014). Issues to address: Consumer complaints handling: It has been pointed out in the case study, the staff at opal mart is really not smart to handle customer complaints/concerns in an effective manner, the lack of effective communication makes it worse, resulting in loosing customer and fall in the business, with the communication training our team will help the staff in being better communicators and handle customers in the way desired by the company. Brand reputation: Sharp fall in business, increase in customer complaints and shutting down of many stores put the company in a bad light, with the training proposal we would like to address that as well.. Conflict handling: It has been observed that there is a sense of conflict between staff members of different department, different groups due to state of distrust and lack of collaborative skills. This not only limits to internal conflicts, but its also towards buyers Merchandisers. The Barriers of communication: It is observed and has been brought to notice that the management is very rigid about the information they share with the staff, the information is not only restricted, its also misleading at times, leaving the staff in fury and a state of distrust, hence the staff also does not put in extra efforts to improve his productivity. Once these barriers of communication are removed, the system would become very productive, learning responsive. Training Philosophy: We at train2learn.com.au believe that people learn when they have an open mindset and are willing to engage, find the course relevant to them and have complete faith that the training will help them in improving their personality. We deploy a 3 step process in our training which consist of Traditional learning followed by applying learning and in the end action learning. Training audience: The training audience in this case can be categorized in 2: Sales staff/junior staff supervisors- Dealing with the customers directly, customer facing Senior managers/managers/decision makers- Responsible for processes/operation, alignment management controlling/strategic planning. Training Plan: A training plan will have to outline as to who will be delivering the training, when and where the training will take place and in depth the structure and components of training. The document can be treated as a working document and it highlights all the needs requirement of the training (Schaefer,Asteroth Ludwig, 2015). Training plan has some important components attached to it, some of which are: The competencies to be achieved. The time-frame for achieving the competencies. The training to be undertaken. The delivery modes required. Assessment details subsequent arrangements. Name of the qualification to be issued Training Framework: It can be understood as the brain soul of the entire training methodology, modules, trainers and the competencies one can achieve with the help of specific training (Zhao, Evans Dugelay, 2014). The timeline required for a particular module. Position Training Title Efficient communication series Becoming effective leader Effective creative problem solving Service Excellence(Delight) focustomer Motivation training Culture training Relationship building Strategic management Leadership 1 Leadership 2 Sales staff Supervisors Junior staff Communication skills R 12 Team work R 6 Customer focus R 4 Job functional skills R 6 Customer grievance handling R 8 Leadership R6 Managers, Senior Managers Communication R4 Leadership R 6 Teamwork R 4 Management R6 Note: R stands for required and the numerical following it stands for hours of training required. Training Modules: Efficient communication- Mr James Cock- Lecture video tutorials Leadership 1- Mr Robert - Lecture Leadership 2- Mr Robert- Lecture Strategic thinking- Mr Daniel Richardson- Video tutorial assignment Relationship building- Mr James cock- Lecture, video tutorial team assignment Service excellence- Mr Robert- Lecture Self-motivation- Miss Patricia-Movie lecture Culture training- Miss Patricia-Video tutorial lecture Decision making problem solving- Mr Daniel Richardson- Lecture, video tutorial, assignments. Urge to the CEO: In the capacity of Director (Customer handling), request you to kindly consider our proposal in the light of our previous accomplishments in the retail sector. At the same time keeping in mind that we are way ahead of our competitors in terms of experience, Teaching professionals, Curriculum of our training plan, our unique way of teaching and expertise in the retail segment. It can be established here, that Opal mart is surely going to benefit from the training provided train2learn, and it can be rest assured and can be further verified in the assessment of the opal mart staff right after the training, also 3 months after the training, the improvement in the staffs personality in terms of communication, customer complaint handling and do away with the cultural barriers. Conclusion: We would like to conclude with the saying, Learning is an important part of an employee personality development and a required facet for his growth at every stage of his professional journey and also the growth of company. At train2learn.com.au we assure to provide the employees with training which will result an increase in employee productivity, better communication flow, team building, customer service excellence appropriate customer grievance handling and all of these resulting in customer retention increase in sales. References: Arnold, E.C Boggs, K.U 2015, Interpersonal Relationships-E-Book: Professional Communication Skills for Nurses. Elsevier Health Sciences. Coombs, W.T 2014, Ongoing crisis communication: Planning, managing, and responding, Sage Publications. Heine, S.J 2015, Cultural Psychology: Third International Student Edition, WW Norton Company. Klitmller, A Lauring, J 2013, When global virtual teams share knowledge: Media richness, cultural difference and language commonality, Journal of World Business, 48(3), pp.398-406. Leeuwis, C 2013, Communication for rural innovation: rethinking agricultural extension, John Wiley Sons. Mishra, K, Boynton, L Mishra, A 2014, Driving employee management: The expanded role of internal communications, International Journal of Business Communication, 51(2), pp.183-202. Powell, R.G Powell, D.L 2015, Classroom communication and diversity: Enhancing instructional practice, Routledge. Rosenberg, M Chopra, D 2015, Nonviolent Communication: A Language of Life: Life-Changing Tools for Healthy Relationships, PuddleDancer Press. Schaefer, D, Asteroth, A Ludwig, M 2015, September. Training plan evolution based on training models, In Innovations in Intelligent SysTems and Applications (INISTA), 2015 International Symposium on (pp. 1-8). IEEE. Shockley, P 2014, Fundamentals of organizational communication, Pearson. Ward, J 2016, Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership, Springer. Woodcock, M 2017, Team development manual. Routledge. Zhao, X, Evans, N Dugelay, J.L 2014, A subspace co-training framework for multi-view clustering. Pattern Recognition Letters, 41, pp.73-82.

Staff Development And Managing Technology

Staff development is a continuous plan in school that focuses on developing teachers’ knowledge, skills and strategies. The development programs aim at influencing teachers’ self understanding and their behaviors so as to influence the students. This happens because teachers have a direct contact with the students in their daily operations through the process of learning and teaching. The training is reinforced through continuous, classified, formal or informal plans.Advertising We will write a custom essay sample on Staff Development And Managing Technology specifically for you for only $16.05 $11/page Learn More Personal development addresses specific teaching career issues (Rodriguez, 2000, para. 3-7). This paper seeks to explore the essence of staff development and technology change management in schools and also analyze the effectiveness of these components. Introduction It is important for an institution or organization to capitalize on the staff’s abilities and potentials that arises from the shared responsibilities and the use of technology. This is because employees have the ability to improve their skills through self directed programs for development and trainings. However, whether or not it is an initiative of the school or company to have employees train, the staff has to be committed to learn and explore the learning opportunities. This is the only way in which the goals of the development plan can be achieved. Discussion The initial ability and comfort in using information technology to enhance staff skills and knowledge of content delivery in a learning environment may be a challenge. This is because of the various attitudes that are likely to emerge due to the different attitudes, beliefs and thoughts about the technology in use among individuals. The beliefs highly influence future intentions in the use of technology in the elementary education. Teachers can be given a chance to evaluate their skills against the parameters of the training program. A staff development practice in a school will foster personal development hence improve the overall performance in the institution. The proof for this can only be measured on improved results and achievements of students. The National Staff Development Council, NDSC advocates the improvement of professional efficiency in the teaching and learning process in order for all students to achieve their optimum results (Thomson Holloway, 1997, p. 312-314). Staff development not only aims at enhancing performances in school but also on enhancing workers’ attitudes towards work, positive motivation, creating strong relationships among the teachers and sharpening them on the acquire new skills and knowledge.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Staff development practices The fact that the training team has common values and long term g oals; every member has to tolerate multiplicity and disagreements in order to learn as a group. There is also the need to cultivate essential and quality practices that will help achieve a successful implementation of the staff development strategy. Study group is one of these quality practices that reinforce the achievement personal development among employees. Teacher trainees can be assigned to look into a particular area where most of them have a problem in teaching discipline. The group carries an extensive analysis on the area through sharing of opinions and seeking clarifications from the instructor and consulting among themselves. It is one way of strengthening staff-staff relationship. The study group also facilitates sharing of experiences, skills and knowledge hence learning new techniques that will further be used in classrooms to teach the students (Thomson Holloway, 1997, p.312-314). In staff development programs trainees coach one other. Peer coaching is another majo r program that teachers and instructors can undertake in efforts to enhance collaboration among them and overcome their differences. Collaborative practices encourage trust and openness among the teachers. Peer coaching also help the members to value each other and accommodate their diverse experiences, attitudes and behaviors. More so is because teachers have divergent attitudes and thoughts about change and improvement needful in meeting professional development. Peer coaching promotes teamwork other than working as an individual. It creates a forum for sharing successful experiences that facilitates career growth and support for colleagues in teaching profession (Rodriguez, 2000, para. 3-7). The idea of utilizing the teachers’ ability to use technology is not always an easy and one day event. Most learners are often concerned about the professional risks and changes that technology brings to education. This is because the learners must adapt to pressure while using the com puter aided instructions and also ensure maximum participation as an individual.Advertising We will write a custom essay sample on Staff Development And Managing Technology specifically for you for only $16.05 $11/page Learn More This to some adults may mean avoidance or even fear while using technology hence failure in meeting the expected results (Thomson Holloway, 1997, p. 312-314). Some techniques may involve the use of net to carry out research and electronic projections to learn. Self direct learning can also be done though attending seminars in order to enhance an individual’s knowledge and skills. Staff development approaches for adults Professional Staff development strategies organize adults into learning communities with the goals of improving learning among the trainees of the program. Teachers, students and the administrators need this form of professional training that is far different from the traditional workshop- driven approach . It may involve an ongoing team that meets regularly on certain days and at a given time with the goal of conducting joint lesson planning and also methods of problem solving. The commitment in the learning process among these learning communities is to adhere to the norm of a continuous enhancement and experimentation in order to enhance their daily work and also achieve the school goals (Rodriguez, 2000, para. 3-7). My understanding of development approaches for adults have been reinforces due to various factors as argued below. Adults commit themselves to learning only when the objectives and goals are realistic and meet their needs. Therefore when designing such a professional program, it is important to conduct needs assessment program so as to achieve an effective professional development program. The belief that learning activities is challenge to adults’ competencies may contravene the professional development approach. This is because they are their own origin of ed ucation and will therefore reject learning activities on the belief of attacking their qualifications. The other reason is that these learners have differences in levels of learning experiences, interests, self-direction, and competencies. Professional development learning must relate to the individual’s day- day activities. If the approach is technical and hard to understand, then the probability of its unsuccessful application is high. The learners must also be given direct experiences and relevant examples so that they can apply the skills in real work (Thomson Holloway, 1997, p. 312-314). Strategies to implement this in classrooms should then be implemented to see to it that teachers accept the use of technology with their own abilities. They may design video formulated programs to use in classrooms while teaching. They also need a hand- on trial in order to utilize the acquired skill, develop units, and implement the program by themselves.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More To sustain this skill, follow up is need. They get opportunities to participate in an ongoing discussion. They can also reflect on the necessary processes and procedures that bring in the expected change (Rodriguez, 2000, para. 3-7). The understanding for staff development and technology development has also been reinforced because of the knowledge that there exists a direct connection between the curriculum and technology in use. If the teachers his students excelling and having improvements, then there is a link. Professional development on technology use needs to illustrate projects on particular areas of the curriculum in use, the skills and assessment competencies. The use of Specific content helps the instructors to analyze, reflect on the ideas and the structure of the project. Good integrated training programs do not necessarily see the need to use technology in classrooms but also checks on the outcome of its application. There is a relation between staff development in sch ool and educational change. These changes may be in the form of new plans, strategies and or even cross- curriculum initiatives that enhance the school curriculum (Clerk Mayer, 2007. p.7-28). Staff development approaches and the use of technology Learning approach in staff development of adults must be guided by the adult learning theory. The theory asserts that adults require viable and distinct experiences with enough content support, frequent response to the practices done, continuous and sustained follow ups. Staff development and the use of technology are totally different from the traditional mode of training and education which only carry out workshops. Research shows that teachers comprehend well the content provided to them when reinforced for a long time as compared to workshops which conduct a single session. The devised staff development strategy undertaken should be a long term based implementation plan. This is because the teachers require an on going support while th ey develop their skills to obtain the objected skills and knowledge. Single trainings and workshops often results in ineffectiveness, waste of time, money and energy. Lecture-base trainings must be avoided by all means while developing the skills of an organization’s employees. It is important to note that this paper doe not aim at stating that traditional approaches of professional development did not succeed at but other improved ways of effectively training employees. An instructor must by all means avoid delivering the content of the program by just verbal words alone. However, a combination of both word and practice must be incorporated for optimum results. Professional development in adult education requires well formulated approaches. Workshops and presentations enhance attainment of new ideas and skills concerning a particular topic by giving direct instructions and also enabled participatory practices. This may be undertaken as the initial step towards attainment of professional development in adults. This is because the organized workshop acts a vehicle in introducing the participants to the strategies of gaining professional development. It may also helps in introducing the practitioners to the relevant knowledge or skills that they further put hands-on (Rodriguez, 2000, para. 3-7). The instructor must design a comprehensive and practical development plan to reinforce the learning abilities of the staff. Such a plan requires investment. Regardless of the difficulties at the starting time, the participants must show commitment to the learning process and later move from move from teacher trainees to competent professional with time. Benefits of staff development and use of technology use in schools Job rotation in teaching is an out dated and ineffective approach of staff development and should be replace with Computer Aided Instructions (CAI). Computers display instructions when one needs such assistance, play audio on demand. CAI is one of t he most effective approaches of staff development among adult trainees. Unlike CAI job rotation involves rotation of staff through various levels/classes in order to acquaint them with the technicalities at each level. Its efficiency is insignificant (Clerk Mayer, 2007. p.37). The effects of CAI are significantly noticeable because it allows teachers to put their practice the areas that concern them. A school’s technology plan should be designed to incorporate professional development and technology use. The reason for this is that the inclusion of technology in the school’s overall improvement plan helps improve learning and teaching processes in school. The integrated technology in the school curriculum must be sufficiently sustained so as to allow the instructors and administrators continue using technology in learning processes (Thomson Holloway, 1997, p.312-314). With technology, individuals get personalized instructions that enable the staff to actively partici pate in the learning process of their professional development as compared to the traditional job rotations. Technology grants educators diverse opportunities to improve their teaching skills which in turn increase the students’ ability and achievements in education. Learning and working together produces improved and better results than learning and working individually. This is because technology does not allow interactions rather it permits software socialization and collaboration via real time like discussion boards and emails (Rodriguez, 2000, para. 3-5). Technology in staff development allows the learners to try out the newly skill acquired during the workshop session, the trainees follow up by applying what they observe in workshop and give a feedback. This comes after the learner has rehearsed the details provided to have the data integrated in long term memory. Feedback approach provides the learners with information and response that relates to their performance. In case the learner wants to try out another skill acquired at the first stage then the research or inquiry approach may be applied. This approach ensures that the learners think about their daily operations in relation to the acquired skill. They reflect on their practices over time. On the same line, workshops and seminars can be arranged to discuss needs analysis and then collaboratively come up with curriculum development program reinforcement (Thomson Holloway, 1997, p. 312-314). With CAI, the process of learning takes place smoothly without boredom, fatique and impatience that is a common behavior in most ‘traditional classrooms. With Computer Aided Instructions, students receive immediate feedback. It also gives the students the ability to decide on the speed at which to receive instructions and content. Additionally, after the teachers have gone through staff development trainings using technology, the teachers is saved the energy of moving from one station to another wh ile giving same instructions to different students (Clerk Mayer, 2007. p.37). Technological staff development plans provide instructions that are tailored to the learners’ requirements. The learners send their responds to the instructor’s questions, if there is an error on the learners practice problem, the system will sends increased instructions to help the learner solve the problem. This system allows the learners to practice inputting data into the computer hence feedback practice. The practice continuous until they get the right answers as per the instructions. Contrary to as many may think, there is no one perfect professional development approach. From the discussion, multiple approaches may be integrated to solve dynamic issues related to particular program content and also as per the needs of the learner. The effectiveness of particular staff development program comes as a result of utilizing integration of different approaches to be use for different situati ons. Professional development for the staff comes with a variety of factors and not just adoption of one approach. It is important to connect program to the students learning in order to facilitate high –order thinking. The development plan should be designed to incorporate technology use. The reason for this is that the inclusion of technology in the school’s overall improvement plan helps improve learning and teaching processes in school. The integrated technology in the school curriculum must be sufficiently sustained so as to allow the instructors and administrators continue using technology in learning processes (Rodriguez, 2000, para. 3-7). During the learning process, there is need to divide the participants into small groups so that they can share, reflect together and finally generalize their learning experiences to achieve the desired results. This is different from the idea of having one individual analyzing, reflecting and evaluating about an idea and then practice the same alone. Training strategies must aim at passing skills and knowledge to an individual and the knowledge retained, then applied at work place creating for more opportunities to acquire skills. On certain programs, learner may have to keenly observe and master the graphs and words provided in order to use the data for the practice session. Culture and staff development Every successful staff training program faces several challenges from the existing cultural differences among the members of the school. The cultural components relate to the relationship between research and teaching and also in the nature of teaching. The context in which Personal and professional development takes place also influences its success. To begin with school timetable and schedule plans may limit the teachers in securing time for the joint planning. This is because the teachers have class responsibilities that they must fulfill to meet the administration’s requirements. For the set staff development plan to effectively progress and be a successful project the school has to have a flexible program to accommodate teachers’ development that fosters for the success of learning on students (Clerk Mayer, 2007. p.37). The other cultural limitation is the leadership system in the school. Principals and heads must support the initiatives for teachers’ development by allocating enough time for a continual learning process. The administration and management must also provide the required resources for the learning programs. If this is not the case, then it can be said that the leaders are not committed to the staff training session s and implementing the development plan. Successful implementation of an education change plan calls for good practices among all participants in professional development in order to achieve positive students’ progress (Thomson Holloway 1997, pg.312). Individual teachers’ development also encounters the culture of individualism. This is a common isolation practice among teachers that protects teachers from criticism and blame. Some teachers tend to concentrate on short time plans in their classrooms and avoiding discussing and committing time for the necessary changes that affect their daily practices. Individualism results into failure collaboration with fellow teachers through fear of criticism and judgments. This affects the process of meaningful feedback, their value and competencies. Individual attitudes towards the use of technology in education play a major role in determining the results of using technology to improve the staffs’ skills. It becomes a concern to the learners about their ability to grasp the skills of using technology itself while on the learning process. These attitudes vary among different individuals ranging from generic ‘motherhood beliefs’ to the apprehensiveness of technology. ‘Motherhood’ beliefs question about the positive value s that technology brings (Thomson Holloway 1997, pg.312). Culture dominantly influences the learner’s choices for the training program. For instance, certain beliefs limit one’s selection of some subjects. To resolve this, training has to be reflective of the educator’s ability to influence the choices of learner’s positively. Furthermore, culture determines who will take part in what training program. Oppressive cultures that are oppressive to women, limit a woman’s choice of a training program. Thus, the use of peer coaching or study groups of different gender in cultures where women should only learn limits the learning that that the participants of such programs acquire. These are some culture which can negatively affect any staff development in a school because there is generally lack of commitment for the training program. There are major benefits that accrue to staff training and development that can not be ignored. These benefits surpass t he above discussed thoughts, beliefs an attitudes associated with technology in adults learning. It is therefore imperative to ensure that beyond these cultural challenges, the main objective of the professional development program is successfully implemented. The other idea that emerges in addition to the above discussion is the confidence of teachers of practicing the new skills like computer use knowledge. To all the teachers who use internet to research and later write research reports, the probability is that they struggle with lack of self confidence. The learners may never be confident about how well they were prepared to practically use technology while teaching. This is a major set back of using while implementing a development strategy to improve the staffs’ pre- service programming skills. This program may also increase anxiety among the group of how they will be using technology in classrooms upon their students (Thomson Holloway, 1997, p. 312-314). Conclusion An effective professional development program is an ongoing process and not a single instance application. Teachers need to continually practice the technology in use comfortably and in a professional manner. Significant changes in the school may take place after several years. This allows for the teachers enough time to comprehend integrated and master the new information and approaches into their daily practices. It is clear that, an instructor must be able to evaluate the approach he chooses for professional development. This is an intentional reflective practice that any instructor who aims at succeeding must do in order to refine the approach. This is more often done at the presentation stage so as to encourage the educators to reflect on the situation and then formulate other viable solution to the learner’s problem. Hand in hand with this kind of reflective approach is observing the educator through video or class attendance. Reference List Clerk, R. Mayer, R. (2007). E -learning and the science of instruction: proven guidelines of consumers and designers of multimedia learning: U.S, John Wiley and sons. Web. Rodriguez, G. (2000). Critical issue: providing professional development for effective technology use. Web. Thomson, J. Holloway, D. (1997). Staff development and a culture of collection in a primary school. Teacher development. Vol. 1, No. 2, Routledge: Routledge. This essay on Staff Development And Managing Technology was written and submitted by user Brett J. to help you with your own studies. 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