Middle School Literacy Coaching From The Coach s...

Introduction This critique is based on the research study, Middle School Literacy Coaching from the Coach’s perspectives. In this study, Smith (2012) designed a study to investigate middle school literacy coaches’ perspectives. He was looking at the coaches’ efforts to promote teacher change and how it impacted classroom practice. The topic was stated in the first paragraph of the article making it clearly stated for the reader to find. The research problem evolved when there was a growth in the need of literacy coaches (Smith, 2012). More commonly, literacy coaches were utilized at the elementary level, but now they were being used at the middle and secondary levels too. The first concern arose because middle school coaches do not see themselves as teachers of reading. Common instructional elements found to support in the teaching of reading did not exist at the upper levels. Another concern presented deals with trying to figure out how literacy coaching aligns with the contexts of teaching the middle school grades. These concerns manifested the problem that was investigated in this study (Smith, 2012). This problem was not clearly stated, but once the first several paragraphs were reread, the problem becomes clearer. Smith (2012) explains that the purpose of this research study was to add to the research already conducted on middle school literacy coaches’ perspectives on coaching roles, teacher change, and student learning. This information was clearly stated in theShow MoreRelatedCritique Of The Lindamood Bell3291 Words   |  14 Pagescapacities of the literate individual. In the world of special education, too many students in high school struggle with literacy. There are Intensive Reading Clinic courses available to students with mild to moderate disabilities in Long Beach Unified School district. Of the various curriculums used in these classes, the LindaMood Bell Visualizing and Verbalizing program has gotten positive feedb ack from students and teachers. According to Whitehurst (2008), there is a strong relation between prisonRead MoreE T Level 4 CERT PORTFOLIO Anon27074 Words   |  109 Pagesand Relationships in Education and Training Unit reference number: H/505/0053 RPL Preparing to Teach in the Lifelong Learning Sector Evidence Page PTLLS certificate†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.1, 2 Level 2 Literacy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 Level 2 Numeracy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 Unit 3: Delivering Education and Training DECLARATION. I CONFIRM THAT THE EVIDENCE INRead MoreMastering Graduate Studies 1e32499 Words   |  130 Pagescontact Grand Canyon University 3300 W Camelback Rd Phoenix, AZ 85017 602.639.7500 Copyright Information Grand Canyon University. All rights reserved. No part of this book may be reproduced, in any form or by any means, without permission in writing from the publisher  custom textbook usage The following icons have been created to assist students’ interactive experience in usage of this textbook. These will appear across the top or bottom of every page. Table of Contents. . . . . . . . . . . . Read MoreHow Is Performance Management Linked to Organizational Strategy Execution and Performance? a Case Study of Two Organizations of Different Scale in Asia24639 Words   |  99 Pages.................................. 28 4.2 Theoretical Model of Alignment .......................................................................................................................... 28 4.3 Mobilization – Change Initiated and Governed from Executive Leadership ...................................... 28 Raveenderen Ramamoothie 2 4.4 Translation – Translation of the Strategy to Measurable Results as Organizational, Divisional, Departmental and Individual Scorecards ..........Read Morepreschool Essay46149 Words   |  185 Pages978-8011-1708-4 Ordering Information Copies of this publication are available for sale from the California Department of Education. For prices and ordering information, please visit the Department Web site at http://www.cde.ca.gov/ re/pn or call the CDE Press Sales Office at 1-800-995-4099. An illustrated Educational Resource Catalog describing publications, videos, and other instructional media available from the Department can be obtained without charge by writing to the CDE Press Sales OfficeRead MoreTraining Need Analysis14680 Words   |  59 PagesCustomer s satisfaction, like quality is a journey and not a destination. It is essential that everyone in the company should be properly trained and developed.. While regular training is necessary for ensuring prosperity of the company, it must also be recognized that ability of the company to satisfy its employees would depend on its ability to continuously improvement of individuals.. COMPANY PROFILE Tata Motors Limited is India s largestRead MoreShort Cases19708 Words   |  79 PagesBUCKSTAR . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 MM21c short cases:MM21c-front matter 12/23/08 12:59 PM Page 3 SHORT CASES 3 1. SONIK CD 1 S onik CD was a wholesale buying club for classical, jazz, and blues enthusiasts. Annual membership was $40. Sonik scoured distributors and independent retailers to find hard-to-get and outof-print releases. At $10.95 per CD, Sonik’s prices were lowerRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 PagesBUSINESS SCHOOL HARVARD SUCCESSFUL 65 APPLICATION SECOND EDITION E S S AY S APPLICATION BUSINESS SCHOOL HARVARD SUCCESSFUL 65 ECSNS A IYI O N S SE O D ED T With Analysis by the Staff of The Harbus, the Harvard Business School Newspaper ST. MARTIN’S GRIFFIN NEW YORK 65 SUCCESSFUL HARVARD BUSINESS SCHOOL APPLICATION ESSAYS, SECOND EDITION. Copyright  © 2009 byThe Harbus News Corporation. All rights reserved. Printed in the United States of AmericaRead MoreLibrary Management204752 Words   |  820 PagesPolicies and Sources Peter Hernon, Harold C. Relyea, Robert E. Dugan, and Joan F. Cheverie Library Information Systems: From Library Automation to Distributed Information Access Solutions Thomas R. Kochtanek and Joseph R. Matthews The Complete Guide to Acquisitions Management Frances C. Wilkinson and Linda K. Lewis Organization of Information, Second Edition Arlene G. Taylor The School Library Media Manager, Third Edition Blanche Woolls Basic Research Methods for Librarians Ronald R. Powell and LynnRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval

Natural Disasters And Its Effects On People Around The World

Natural disasters, otherwise called destructive forces, are caused by nature that happens at anytime. Today many have caused numerous deaths which could be â€Å"reconstruction of the land†. It is known that the usual major monsters like Tornadoes, Hurricanes, Floods, Tsunami, Earthquakes, and Volcanoes will have an impact on people around the world in the future. Google images shows the graph of major occurrence in over past years: Years from now, natural disasters will hurt society in many ways when an occurrence happens. For example in China, something like a simple flood killed 4 million people which would seem like a normal weather pattern but caused a catastrophic damage.There is no doubt that five years from now, natural disasters are going to happen to society when an an occurrence appears. To begin with, Hurricane katrina was one of the deadliest hurricanes that hit America. History.com revealed: 1,833 people died in the hurricane and the flooding that followed in late August 2005, and millions of others were left homeless along the Gulf Coast and in New Orleans. It’s winds stretches hit a speed of about 100 to 140 miles an hour and stretched for about 400 miles. A category 3 rating 5 hurricane on the Saffir-Simpson rating system, the deadliest and strongest in recent times. The Hurricane caused an estimated more than $100 billion dollars in damage. Hurricane Katrina was one of the deadliest hurricanes that hit the United States, leaving the government with lotsShow MoreRelatedNatural Disaster Effects1137 Words   |  5 Pageslost are all effects from the aftermath of natural disasters such as hurricanes, tornadoes, and even wildfires. Since the beginning of 2017, all of these events have been occurring more frequently around the world including the united states, but after these disasters happen in what seems like a speed of light, what happens after? One minute a person is at their job, the next moving their lives to a different city because their homes and belongings have been destroyed. The effects of theseRead MoreMonitoring Our Home Planet1407 Words   |  6 PagesThis paper is being submitted in details the effect that natural disaster has on the planet Earth. Analyzing the impact of potential natural disasters on: geography, resources, politics, economics, and disaster preparedness and how to monitor the future natural disasters. Monitoring Our Home Planet Natural Disaster has a major impact on the inhabitants that live on the planet Earth. A natural disaster is a major adverse event resulting from natural processes of the Earth; examples includeRead MoreNatural Disasters And A Christian God1538 Words   |  7 Pages Natural Disasters and a Christian God Over many centuries the world has experienced what we now call, natural disasters. We can define natural disasters as an extreme and sudden event caused by environmental factors that injure or kill many people and destroy mass amounts of property. Examples of natural disasters are earthquakes, hurricanes, floods, and disease. They can strike anywhere on Earth with or without warning. The severity of these disasters depend of the preparedness of the people andRead MoreNatural Disasters : A Natural Disaster1254 Words   |  6 PagesNatural disasters have a colossal effect on the inhabitants that live on Earth. A natural disaster is a major event resulting from natural processes of the Earth; for example: tsunamis, floods, earthquakes, and etc. That impact in an isolated area can causes the inhabitants of this planet to converge and avail provide resources to avail the instauration process. That is just a minute effect that a natural disaster has on the inhabitants of Earth. There are natural disasters that have warning signsRead MoreExpanded Application of Gis/Gps778 Words   |  4 PagesExpanded Application of GIS/GPS When I started my GEO 215 class I was quite unsure exactly what we would be talking about. First thing that came to mind was maps, then it was on different areas in the world, then how different cultures survive and adapt to different areas etc. So my mind began wondering down this Geography journey. So once I got the first assignment about the Expanded Application if GIS and GPS, I was stomped. So of course thats exactly where I started my research. First thingRead More Essay on Global Warming: The Effects of Climate Change1410 Words   |  6 Pagesof weather pattern over periods ranging from decades to millions of years. The world is currently experiencing drastic change in temperature. This change can be felt in the tropical climate areas where the weather is getting hotter and hotter every day. The change in global temperatures and precipitation over time is due to natural variability or to human activity. It is also caused by accumulation of greenhouse effects (Arrhenius, 1896). Should we as humans let this problem worsen? Climate changeRead MoreAlthough each classification of natural disaster is capable of creating catastrophic destruction, I700 Words   |  3 PagesAlthough each classification of natural disaster is capable of creating catastrophic destruction, I feel that the destruction resulting from the accumulated factors that are responsible for Tsunamis have a potential destructive force far greater than other singular forces of nature on their own; Furthermore, due to the densely populated urbanized regions in high-risk zones the potential impact on humans form Tsunamis is elevated in comparison with other phenomenas which may occur with little impactRead MoreThe Natural Disasters1104 Words   |  4 Pagesof Bengal due to the Indian land mass, however, Tsunamis accruing in the Indian Ocean do effect us. In 1935 a Tsunami struck the Pakistan coast killing nearly 4000 people. †¢ Cyclone Cyclone is basically a low atmospheric pressure region surrounded by high atmospheric pressure due to which there are powerful winds accompanied by rain. These are normally found in the tropical and temperate regions of the world. Cyclones are also known as Typhoons, Hurricanes and Tornadoes. Cyclones are normally foundRead MoreEnvironmental Psychology Article Analysis866 Words   |  4 Pagesenvironment but also how the environment and natural occurrences affect man. The continual cause and affect cycle from both sides of the equation give purpose to environmental psychology as well as incorporating other disciplines. Unlike many disciplines that have a single focus, the focus of environmental psychology covers many areas of concerns. It incorporates other fields of psychology along with medical and scientific fields. The recent natural disasters of Japan will advance knowledge and theoriesRead MoreHorrifying Weather and Natural Disasters Essay examples608 Words   |  3 Pa geswords bring back memories of horrifying natural disasters, which could strike at any given moment. Especially dangerous for people who barely survive while they have to struggle every day. â€Å"Over 31,849,838 had been killed by natural disasters in the past century† [1]. These are just a few of the natural disasters that can strike any country one of several in the world. Natural Disasters can cause many different catastrophic effects to many developing countries. Reason for

Advances in Operating Systems Free Essays

Operating systems have undergone a series of evolutions since the early nineteen fifties when they first appeared in the market. By this time they were crude and they performed limited duties with great difficult. They also consumed time and were extremely annoying. We will write a custom essay sample on Advances in Operating Systems or any similar topic only for you Order Now When it struck the year 2000, computer operating systems finished half a century in existence. The efficient systems that entered the scene in the nineteen nineties are a successor to the batch processing systems of the early nineteen fifties. Just like the operating systems have undergone much evolution since they were first invented, the definition has also had to change from time to time so as to fit the moment. The nineteen sixties had the world defining operating systems as the software that was responsible for the direction or control of the hardware. The emergence of microcode has shifted the definition and nowadays operating systems are defined as the software whose duty is to make the hardware possible to use. Operating systems comprises a set of programs that basically control the computer. Abbreviated as OS or O/S, operating systems form the software component of a computer that handles the coordination and management of computer resources. It also controls the sharing of the computer resources by acting as a host of the applications that are carried out or done in the computer. It is true that no computer functions in the current world of computers without making use of an operating system. This applies to handheld computers, desk top computers, video game consoles and super computers. The batch processors mentioned above that were the forerunners of current operating systems were produced by a couple of companies such as UNIVAC and Control Data Corporation. Components of an operating system Operating systems are composed of different areas such as kernel services, library services and application level services. Kernel services are charged with the responsibility of providing a path to the peripheral components or devices. Usually, the kernel answers the device interrupts and responds to service requests from the processes taking place. I t is the core of the operating system and functions in a privileged manner that supports the execution of orders from the hardware. Library services in the operating system deals with the storage of no-processed and processed data. This is retrievable for use in future in case it is required for reference or processing. The other component of the operating system is the application services part or component whose function is primarily to coordinate the running of the application area of the system. The historical progression or advancement of operating systems Since the period of the batch systems, so much has happened in the world of computer operating systems. The most productive period in computer operating systems evolution took place in the sixties and seventies. This is the time when much of the now famous and widely used and highly effective computer operating systems were invented. The earliest operating systems or the so called classic operating systems came out in distinct times. These times can be broken down to a number of phases. The first phase is the open shop which saw the introduction of the IBM 701 open shop. The period in which this came out was the year nineteen fifty four. The batch processing period gave us the batch processing phase that went a head to bring forth the well known BKS system. This was the year nineteen sixty one. The batch processing phase was followed by the multiprogramming phase . This phase was responsible for the production or invention of up to four serious operating systems. These systems were the atlas supervisor in nineteen sixty one, the B5000 system in nineteen sixty four, the exec II system in nineteen sixty six and the egdon system that came out in the year nineteen sixty six as well. The fourth phase in this line of classic operating systems was the timesharing phase. This phase saw the emergence of operating systems such as CTSS that came out in nineteen sixty two, the multics file system that came out in the year nineteen sixty five, and the titan file system that was produced in nineteen seventy two. The UNIX operating system that came out in nineteen seventy two also falls into the timesharing category. Still on the idea of operating system production and functional phases, the timesharing phase pushes us on to the concurrent programming phase. At this angle, a number of operating systems are recognized. These include the solo program text of nineteen seventy six, the solo system of nineteen seventy six, the THE system that came out in nineteen sixty eight, the Venus system that came out in nineteen seventy two, the RC 4000 that was invented in the year nineteen sixty nine and the boss 2 system that was produced in the year nineteen seventy five. The concurrent programming phase is closely followed by the personal computing phase .In this particular phase, operating systems that are still highly respected in the world of computing such as the star user interface produced in nineteen eighty two, the operating system produced in nineteen seventy two simply referred to as the OS, the alto system of nineteen seventy nine and the pilot system of nineteen eighty are highly considered. Then there is the last phase which is the phase of distributed systems. The distributed systems that are found in this phase include the highly admired and valued Unix United System that came out in nineteen eighty two, the amoeba system of nineteen eighty, and the Unix United RPC system that appeared in the world of computing in the year nineteen eighty two. There is also the WFS file server system that was produced in the year nineteen seventy nine. In the world of evolution of operating systems, there are strong principles that always dictate the nature and operational capability of an operating system. These basic ideas or principles are the ones that always lead to the rise or invention of the technical benchmarks that led to the design of the operating systems in question. The history of computer operating system evolution is littered with these basic ideas that gave rise or formed the ground for the formulation of the operating systems we now know and use. These basic ideas or core ideas of operating systems developed through phases as well just like the operating systems themselves. These phases include the open shop, the batch processing phase, the multiprogramming phase, the timesharing phase, the concurrent programming phase, the personal computing phase, and the distributed systems phase. The technical ideas that emerged during these phases include the remote servers that came out in the phase of the distributed computer operating systems, the simultaneous user interaction and the online file systems that came out during the phase of timesharing, and the graphic user interfaces that came out in the group of personal computer operating systems emergence. The parallel programming concepts, the extensive kernels, the secure parallel languages and the hierarchical systems as technical ideas also came out during the phase of concurrent programming. Added to these, are idea of operating systems itself that came out in the phase of open systems, the technical element of tape batching and first in and first out scheduling that emerged at the time of batch processing, the technical ideas of demand paging, priority scheduling, remote job entry, input –output spooling, processor multiplexing and indivisible operations that arose at the hot period of multiprogramming (Aho, 1984). Moving from the period of technical ideas innovation or invention, the history of operating systems also covers the mode or way of operation that was normally used in the process of trying to get work done using the poorly designed operating systems. At the time of the IBM open shop, life with the computers of the time was terribly hard and a long time was spent trying to achieve some simple targets. Workers would sit before computers waiting for their data to be processed to whatever they wanted. The problems posed by the computers of the time made the users work hard to come up with more efficient machines. The batch processing systems mentioned elsewhere in this research paper came as a serious leap forward in the evolution of operating system. Here, the idea of computers handling the amount of work to process came up and the laziness and slow nature of human beings was eliminated. Magnetic tape was input with punched cards and the jobs to be done were run in order of appearance through the computers .Satellite computers printed the output in a line printer and produced the next input. Despite the effectiveness that came with the batch processing system, there was the limitation of feeding the magnetic tape, the speed of output and the delay due to the sequential nature of the magnetic tapes. It would actually take several hours, a day or two before one would get the output for their work. This system of batch processing was followed by the BKS system that was very easy to read even by people who were not so much into computer work and obviously had the same problem of delaying just like the batch processing. How to cite Advances in Operating Systems, Papers

Organizational Communication Approaches and Processes

Question: Disucss about the Organizational Communication : Approaches and Processes. Answer: Introduction Successful work environments are characterised by good relationships between workers to workers, workers to management and management and workers. Human beings are social animals and therefore exist in groups that are defined by the relationships that hold the groups together. At work employees are not only held together by the formal roles that they play within the organisation but rather the relationships that define the existence of the groups. Social exchange theory suggests that relationships are based on give and take where individuals have expectations from others. mo (2006, P. 235) argues that these relationships form a series of interactions that generate into obligations that individuals hold towards each other time. On the other hand the psychological contract is based on the relationship between the employer and the employees about mutual expectations of inputs and outcomes. In forming relationships at the work place employees forego some of their rights to their fellow e mployees or management to maintain the relationship (Eisenberger, Armeli, Rexwinkel, Lynch Rhoades 2001, P. 44). In workplace environments, group dynamics greatly define the relationships that may exist within the organisation. Employees exist as individuals and groups at the same time. This means that the way individuals behave when they are alone and in groups shape the relationships that exist. Management has to ensure that there are proper relationships at the workplace to achieve organisational objectives and also minimise conflict (Blyton Turnbull 1998, P. 12). Therefore the manager needs to put strategies in place that can improve the relationships that employees have. This paper examines how management can improve work relationships improve morale, productivity and sense of teamwork in an organisation. This is based on how employee relations can be improved through communication, consultation, resolution of conflict, cultural diversity, ethics, winning trust and confidence of workers, interpersonal communication styles, networking and management of employees. Communication Communication is a key tool in forming relationships within the organisation and achieving coordination between employees. Goris, Vaught Prett (2000, P. 353) suggest that the role of communication in organisations is to give clear direction of the organisational needs and the role that employees play. Clear communication allows allocation responsibilities to employees and executing of tasks. Teamwork within an organisation is based on proper communication between different individuals, groups and departments in an organisation. Management communicates tasks to supervisors who in turn communicate or assign employees the tasks. On the other hand employees have to communicate among themselves in the course of carrying out tasks. System theories suggest that the organisation is like a system that is based on coordinated effort to achieve tasks. Coordination is achieved through sending of information from one source to another and receiving feedback over the same. Employees also use comm unication to form relationships between each other within the organisation to form groups. Miller (2009, P. 11) argues that ddifferent communication tools exist but organisation have to ensure that communication methods are simplified to ensure messages are easily understood by every employee. The best communication to employees is through meeting to allow employees raise issues that concern the organisation. Meeting are the most preferred communication tool rather than memos and other communication tools. This allows management to interact with employees and form work-based relationships. On the other hand employees can iron out issues that affect them through meeting at their level. Conflicts have been resolved in meetings while organisations that fail to hold meetings have bad relationships with employees and highly reported conflicts. Consultation Constant pressure to increase organisational performance has led to the need for employee involvement through consultation. The method has been highly prised for increasing the effectiveness of human resources by harnessing the potential of employee to business advantage. High involvement of employees through consultation has become influential in the immediate work that they do (Ciavarell 2003, P. 6). Consultation is a decision-making tool that ensures the organisation has proper support in the decisions that are made by management. To improve employee relations consultation is used in determining the input of employees in decision-making processes in an organisation. This leads to positive changes that may impact the relationship that employees have with the organisation. Consultation is used as a management tool that enables management to improve relationships with employees through involving them decision-making process. Management gets close to employees by reducing bottlenecks and the inferiority complex that employees have in the organisation. Welfare (2005, P. 95) suggets that highly consultative organisation have an easy time rolling out new strategies and communication new decisions to employees. Since consultation is based on using employee input in decision-making, then employees have to adapt to the new changes that have been made since they are part of the decisions that have been made. On the other hand consultation improves employee confidence which is important in improving relationships with management. Resolution of conflicting issues Growth of workforce in organisations increases the levels of conflict that are experienced within the organisation. As organisations increase in size, group dynamics also increase and thus conflict levels escalate within the organisation. Therefore employee relation strategies should aim at ensuring that conflict is reduced within the workplace to create an environment that is conducive for the organisation (Vandenberghe, Bentei Stinglhambe 2002, P. 590). Management has to develop skills that maintain harmonious relationships within the organisation to improve interpersonal communication and manage conflict. Marxists argue that conflict arises from scarcity of resources where allocation is biased among employees. Therefore conflict within an organisation is a result of poor management of resources. This entails issues like allocation of duties, distribution of resources and tools of trade that employees rely on to improve work. Learning to manage conflict helps managers resolve empl oyee relations easily. This entails developing conflict resolution mechanisms where management handles them using a standard mechanism within the organisation. This includes establishing proper reporting mechanisms that enable employees to report conflict related issues (Blyton 1998, p. 12). Timely reporting and handling of conflict reduce conflict escalation to secondary problems in the organisation. Therefore management has to ensure that there are proper conflict resolution mechanisms that are put in place to resolve employee-related issues. In some organisations committee are developed to be in charge of such problems that constitute both employee and part of management. This is aimed at improving the relationships within the organisation. Embracing of cultural diversity in organisations Growth of organisations and expansion of business processes leads to a shift in workforce demographics within the organisations. Organisations are forced to embrace differences and change that is a result of employing people from different cultural diversities. Cultural diversity is the quality of different cultures within an organisation that encompass race, gender, ethnic group, age, personality, cognitive style, tenure, organisational function and education. Pearce(2008, P. 22) states that ddiversity involves how people perceive others and form relationships that impact the organisation. Cultural diversity can have both negative and positive effects within the organisation. Work place diversity can be used as a human resource management tool to improve relations within the organisation. Human resource need to embrace diversity through improved communication and providing an environment for adaptability within the organisation. Handling of employees determines how diverse cultures converge together for organisational development. Therefore management has to manage diversity issues by developing plans that allow reporting of multiple employee issues. To manage diversity in the work place, management needs to assess the level of diversity at the workforce and develop a plan to be implemented for managing the diversity in the organisation (Samovar, Porter, McDaniel 2009, P. 21). Ethics are a set of moral principles relating to a particular group or organisation. , any organisations have established a code of conduct that determines how the employees and management conduct themselves. These ethical values define the organisation and shape the relationships that employees form between themselves, with management and with clients. They form a significant human resource relationship of mutual dependency that greatly impacts the organisation. George Jones (2002, P. 17) state that eethical issues entail fair treatment of the workforce and it forms part of the obligation that the organisation has towards employees. On the other hand employees have a moral obligation entails loyalty to the organisation. Organisational culture can be sued to instil ethical behaviour in employees. Kolbs learning cycle discusses the learning styles that employees go through within an organisation. New employees learn work relationships patterns and ethical issues from their fellow emp loyees through learning what they do. A good organisational culture defines the relationships that exist in the organisation and how people enter into relationships. Organisational culture shapes the behaviours of employees and ensures that people can form relationships that are ethically defined. On the other hand ethical behaviour ensures that employees form relationships that are beneficial to the organisation and minimise conflict at the workplace. Winning trust and confidence of employees Relationships between management and employees are based on winning the trust and confidence of employees. Managers who have built great teams have developed trust and confidence with their employees through workplace relationships. Positive work relationships are based on trust by creating an environment which is safe and having the interest of others in mind. Therefore managers need to be proactive in creating suitable workplace environments that increase trust and confidence of employees. The fore most thing in winning trust and confidence of employees is through creating personal connection with each employee. Clampitt (2004, P. 15) suggest that cconnection with employees ensures that the manager understands employees and employees understand management through the relationships that they have formed. Through connecting with the employees, managers learn the behaviours and abilities that employees have to make better their abilities and determine the weaknesses that need to be im proved to make relationships better. Leadership styles that are also used by management have shaped the way employees trust and build confidence in management (Blyton 1998, P. 22). There is no preferred leadership style that can be used in an organisation but rather different styles can be used to ensure that the leader balances abilities for managing people. Through connecting with employees, the manager emphasises what they have in common with employees by sharing relevant information that can improve relationships. Improving interpersonal communication Interpersonal communication is the exchange of information between people in an organisation. It is commonly associated with communication between people who are interdependent and have some knowledge of each other. Successful interpersonal communication in organisations is based on understanding communication messages that are relayed from the source to the receiver (Emmers-Sommer, 2004, P. 412). According to symbolic interaction people have shared meanings through interactions that are socio-culturally shaped depending on the environment and context. The theory further states that the world is made up of social objects with social meanings defined by the social interactions that people have. In the work environment employees relate at the individual level and the organisational level (Ackerson Viswanath, 2009, P. 517). The way they communicate between each other is based on interpersonal relationships that they have formed and the meaning that the relationships have on them. Peopl e will communicate in the organisation using abstract concepts that carry meanings that relate to the group characteristics that they have. Therefore interpersonal relationships in an organisation alter the style of communication that people have within an organisation. The best way to train employees in improving interpersonal communication is through coaching. This ensures that they learn relevant skills that enable them build strong skills through interpersonal communication. There are a variety of tools that can be used in improving interpersonal communication within the work environment. Networking is forming social relationships within an organisation using relevant communication channels. Therefore networks consist of a set of relationships that organisations have with different stakeholders. An employee network consists of a set of communication and relationship patterns that employees form to improve communication and connection to each other. Networked groups are based on common aspects that employees share like race, gender, background and experience. The requirements for the groups are socially defined and membership is open to all (Cole, Schaninger Harris 2007, P. 148). Employees form networks within the organisation to achieve a common course that is similar to the needs that characterise the group. According to Cornelissen (2008, P. 15), networked groups in an organisation seek to improve employee engagement, deliver substantive content, create a framework for cross-business unit connectivity and idea-sharing, and advance the firm's overall culture of incl usion. The networks are employee led but human resource supported within an organisation to improve business processes and organisational growth. Business networks exist within and outside the organisation to support business processes and organisational development. Diversified organisations have networked employee groups that are based on relationships that employee. Employee relations are based on management and leaderships patterns that exist in an organisation. O'Hara (2014, PP. 8) suggests that the role of a leader is to provide direction by influencing the members to the direction desired by the organisation. On the other hand managements role is to plan and coordinate the execution of tasks through allocating resources and tasks to employees in the organisation. Proper leadership, therefore, ensures that the organisation puts structures in place for creating an environment that satisfies the employees. Through connecting with employees management is able to determine issues that affect employees and how relationships that employees form can be improved (Ciavarella 2003, P. 12). To improve employee relations management needs to focus on communication, career development, creating the clear vision, motivation of employees and proper allocation of duties within the organisation. Motivation leads to job satisfaction and reducing of conflicts within the organisation. To manage employees well Herzberg proposed the two-factor theory based on hygiene factors and motivational factors that shape the way employees behave and approach work. Highly motivated employees enjoy their work environment since their needs are met by the organisation. On the other hand allocation of duties and responsibilities ensures that work is balanced within the organisation. One element that leads to job satisfaction is proper allocation of duties (Rose 2003, P. 11). Properly allocated tasks make employees feel recognised since management develops criteria for allocating tasks that is accepted by all employees. This minimise conflict and ensures that employees stick to their work place. Through allocation of tasks, organisations easily meet their objectives. Conclusion Maintaining healthy relationships in an organisation is one of the prerequisites for business success. Employee relationships are related to productivity and employee satisfaction. Pearce(2008, P. 12) argues that organisations that have proper employee relationships do not struggle with resolving employee issues but rather have work influenced relationships that minimise the involvement of employees at the workplace. Good relations make employees feel positive about their identity, their jobs and the role that they play to the overall development of the organisation. Management expects employees to form relationships that are for the better of the organisation through minimising conflict and increasing productivity. On the other hand Clampitt (2004, P. 9) argues that employees expect management to put strategies in place for improving employees relations and respecting the role that employees play in the organisation. Management supports employee relations by investing in employee re lation elements like providing conditions that are good for employees to relate and developing an organisational culture that defines the way the organisation conducts itself. Improving employee relations, therefore, requires the effort of both employees and management is setting standards that apply for both parties. However management has the major responsibility for ensuring that there are good relations within the organisations and also establishing mechanisms that can be used to resolve organisational issues. The mechanisms put in place by the organisation should have mechanisms that can be used to analyse the level of relations and how to identify where problems are within the organisation. References Ackerson, L. Viswanath, K., 2009. The Social Context Of Interpersonal Communication and Health. Journal of Health Communication, 14(1), pp. 517-517. mo, B., 2006. Employee innovation behaviour in health care: the influence from management and colleagues. International Nursing Review, 53(3), pp. 231-237. Blyton T, T. P., 1998. The Dynamics of Employment Relations. London: MacMillan Business. Ciavarella M, 2003. The adotion of hgh involvement practices and processes in emergent and developing firms; a descriptive and perspective approach. Human Resource Management, 42(4). Clampitt, P., 2004. Communicating for Managerial Effectiveness. s.l.:Sage Publications. Cole, M, Schaninger, W, Harris, S, 2007. The workplace social network exchange: a multilevel, conceptual examination. Group Organization Management, 27(1), pp. 142-167. Cornelissen, J., 2008. Corporate Communication: A Guide to Theory and Practice.. 2nd ed. London: Sage publications. Eisenberger, R., Armeli, S, Rexwinkel, B, Lynch, P, Rhoades, L, 2001. Reciprocation of perceived organizational suppor. Journal of Applied Psychology, 86(1), pp. 42-51. Emmers-Sommer, T. M., 2004. The effect of communication quality and quantity indicators on intimacy and relational satisfaction.. Journal of Social and Personal Relationships, 21(3), pp. 399-411. George J. M., and Jones G. R., 2002. Understanding and Managing Organizational Behavior. 3rd ed. Upper Saddle River: Pearson Education.. Goris, J. V. B. . P. D., 2000. Effects of communication direction on job performance and satisfaction: a moderated regression analysis.. The Journal of Business Communication, 37(4), pp. 348-368. Miller, K., 2009. Organizational communication: approaches and processes. 5th ed. Boston: Wadsworth Cengage Learning. O'Hara, C., 2014. Proven Ways to Earn Your Employees Trust. Havrad Business Review, 27 June. Pearce, B., 2008. Making Social Worlds. Blackwell: Wiley. Rose, M., 2003. Good deal, Bad deal? Job satisfaction in occupations. Work Employment and society, 17(3). Samovar, L. P. R. M., 2009. Communication Between Cultures. Boston: Wadsworth CENGAGE Learning. Welfare, S, 2005. High on the Agenda: employee information and consultation,. IRS employment Review, Volume 833. Vandenberghe, C., Bentein, K, Stinglhamber, F, 2002. Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of vocational behavior, 87(3), pp. 590-595.