Plan for Closing the Achievement Gap for Latino Students

Plan for Closing the Achievement Gap for Latino Students Chapter 1 Definition of the Problem The American education experienced long and sustained period of school reforms filled with significant challenges. The policymakers as well as the governors made the school reform movement their top project priority since the 1980s (Sindelar, Shearer, Yendol-Hoppey Liebert, 2006). The school reform movement undergone profound achievements in the past and continues to tackle significant challenges although it has achieved its goal in creating changes to school conditions, student performance, and institutional policy. The National Governors Association for Best Practices is looking into the achievement gap challenge facing the schools today (Grant, 2009). This requires creating new policies and developing old policies to close in the achievement gap problems happening in several states. The policy primer discloses the nature of the achievement gap problem, its history, and the different states efforts to solve the existing problem. The primer also discusses alternative solutions and strategies at state level including important issues and factors to avoid in implementing solutions. Understanding the achievement gap context The achievement gap context is all about the differences one sees between people coming from different race and class (Chubb Loveless, 2002). There is an increasing difference concerning the performance of students coming from the disadvantaged minority as compared to the performance demonstrated by white students of the same grade level (Chubb Loveless, 2002). This achievement gap is a clear issue of racism and the effects of the power of the privilege. Educational institutions, educators, and policymakers face genuine lack of understanding creating and developing schools that can cope up with the context of a diversified society. The challenge goes on with the creation of correct policy that could help close the achievement gap. Federal response to the urgent persisting achievement gap problem The No Child Left Behind Act or NCLB is an attempt by the Federal government to close the achievement gap (Chamberlain, 2004). The policy set forth a new accountability practice for American schools to set the same standards with detailed plan for testing performance to ensure students meet preset standards of the schools. The framework of the NCLB allows a student to transfer to other schools located at the same district if he fails to pass the test performance set by the school. It is the responsibility of the school district to provide persistently failing students supplemental services as well as choices to study at other schools operating within the same district (Chamberlain, 2004). The school needs to demonstrate adequate progress about the problems of persistently failing students. Failure to show progress makes them open for state law corrective action (Chamberlain, 2004). The schools focus their performance targets based on the conditions of the students with disabilities a nd coming from disadvantaged family background. This includes students coming from ethnic or minority group that possess limited English language skills and proficiency. However, well performing schools are still required to alter school practices, policies, and governance to accelerate and enhance the educational experience of the disadvantaged group of students. The state considers a school as well performing only when they become successful in bridging the achievement gap. The intervention of the new Federal law on the educational scene has created quite a stir among schools struggling to meet the new set of policies and criteria. How do you measure the achievement gap? NCLB Act is clearly a Federal strategy to challenge the achievement gap brought by the effects and challenges of inequality among students in the US. Schools measure achievement gap by comparing African-American test scores and academic performance with the Hispanic group and white Americans using standard assessment tests (Chamberlain, 2004). Survey statistics gathered by the National Assessment of Educational Progress (NAEP) reflected a narrow gap between Hispanic and African-American 17 year old students reading scores for the period 1975 to 1988 (US Commission on Civil Rights, 2004). The gap becomes wider or somehow constant in the areas of mathematics and reading during 1990 to 1999. The NAEP charts on achievement gap raised concern over the intelligence and skills of the disadvantaged minority students. The Education Trust analysis on the NAEP data bothered policymakers. It concluded that the grade 12 level disadvantaged minority students performed similar to the level of the students studying four years behind them (Ferguson Mehta, 2004). The skills of the Latino and African-American 17 year old students are comparable to the skills possessed by the 13-year-old White students in the subjects of English, science, and mathematics (Ferguson Mehta, 2004). The educational attainment is another way to measure the achievement gap between races. The different ethnicities showed wider gap as to the highest educational level of attainment they had achieved in the past. The groups showed gaps in all discipline. Dropouts among African-American and Hispanic groups in high school are heavier even though the tuition fee rates are lower than those rates given to the Whites (Ferguson Mehta, 2004). The Whites show more effort in trying to get a college degree than the Blacks and Hispanic young adults. Policymakers and schools do not overstate the importance of achievement gaps but actually noted the big difference between Whites and other ethnic groups educational achievement specifically Hispanic and African-American groups (Chubb Loveless, 2002). The achievement gap is the outcome of local and national standard test measures between diversified groups of students mostly categorized by ethnicity and socioeconomic status (Chubb Loveless, 2002). The other forms of category applicable to the groups are their gender and ability. There are many ways that a school can measure the achievement gap between the groups such as test scores resulting from standardized test and average grades obtained by each group. The dropout rates, highest level of educational attainment, and population of college enrollees are other ways to measure the achievement gap between ethnicities (Strictland Alvermann, 2004). Although the results of this statistic survey came from different American states, the same thing is also happening with other countries. These achievement gaps noted across countries showed the possible effects brought by discrimination and social injustice. The government made a good move eradicating social discrimination. The move to bridge the achievement gap between ethnicities also responds to their effort to solve existing social discrimination at the same time. Eradicating the gap as a public policy would help eliminate the other problem of social discrimination. However, some people disagree that the core causes of the achievement gap come from a persons class, culture, or even biology. These people believe that policymakers can directly influence economics and education using progressive education based on multiculturalism. This idea is more effective in helping them achieve equality among ethnic groups. Identified factors causing the widening achievement gap Researchers do not have any clear idea about the real reason for the increasing achievement gap between ethnic groups. Structural as well as cultural factors played a major role to the widening discrepancy. Students lacking the cultural capital portrayed by the middle class are likely to show low academic scores and achievements especially if they experience little parental involvement concerning their education and home coursework (Strictland Alvermann, 2004). Annete Lareau stated that better resource students demonstrate more accomplishments in academics and life (Lareau, 2000). Other researchers believed that a persons ability to achieve more in life and academics largely depends on its socioeconomic condition and the classification of race from which he belongs. It is evident that students belonging to the disadvantaged minority suffer the adverse result of the achievement gap because they find themselves at a disadvantage position than the White students. Understanding the effects of the environment and culture to students performance The culture, traditions, beliefs, social roles, and environment of the student influence the students performance and are factors that need extra consideration and study when dealing with the core causes of achievement gap (Lareau, 2000). It would be for the researchers advantage that he should look into the lives, environment, economic condition, and practices of the disadvantaged minority to ascertain and identify specific cultural differences that can help explain the differences of the child-parent relationships between ethnic group families (Lareau, 2000). Cultural differences shaped the childs behavior and motivation to become achievers. The authors Jencks and Phillips argue that a child belonging to the Black family do not have much motivation and encouragement from their parents because of the lack of understanding about the benefits of education and obtaining academic skills (Jencks Phillips, 1998). The lack of awareness resulted to Black children going to school with little vocabularies than their White counterparts. Studies claimed that students with parental involvement such as homework assistance show more progress in school (De Carvalho, 2001). In comparison, the disadvantaged minority consists of single parents have to spend more of their time looking for money to cope up with their household economics and other needs rather than staying and getting involve with their childs homework (De Carvalho, 2001). The minority group also consists of parents that do not understand nor speak English well. The study points two major causes of the childs difficulty namely unavailable English speaker at home and lack of parental involvement for homework. Researchers highly believed that children from the minority group do not attend school because they are not willing to find themselves in comparison with the Whites and accused as behaving like the White children by their peers (De Carvalho, 2001). The children of the minority group simply lack the motivation and the understanding to pursue higher education because they do not see and believe the benefits and role of education in their future. They possess little understanding about the benefits that knowledge and higher education bring to their lives and how it could improve years of hard work (De Carvalho, 2001). The common minority behavior from lack of motivation to do better in school is plain rejection of the idea to achieve something more in their future. It is like giving up their potential and the ability to do more by not studying and working hard to make any progress in their social status as well as to receive higher wages. Furthermore, researchers found that schools often set up their performance measures based from the students knowledge as well as familiarity about the White group that belongs to the middle class cultural capital. It is obvious that the disadvantaged minority is not familiar about the middle class cultural capital background of the White group. Schools need to change their test for students performance and base it on their understanding of the subject matter. The test should be solely base on how they understand and perceive the subject they are taking. How structures of the institutions influence the students? Students coming from the disadvantaged minority group definitely go to schools categorized by the district as poorly funded schools (Danielson, 2002). Children belonging to low-income household attend poorly funded schools because it is the only affordable form of education. Schools belonging to the poorly funded school category have limited resources and employ teachers with less qualification (Danielson, 2002). Schools tried to solve the achievement gap between ethnicities by placing students in tracking education groups. The framework of the tracking education group assigns students within the same school into several groups base on their skills and academic abilities (Ansalone Biafora, 2004). The schools then tailored the teachers lesson plans to meet the varying requirements of the different sets of learners abilities (Ansalone Biafora, 2004). The strategy made dramatic progress to some learners. However, some schools based their grouping from the students cultural capital and socioeconomic status that results to the disadvantaged minority overly representing the lower educational group (Ansalone Biafora, 2004). This made schools placed the African-Americans and the Hispanic students into the lower educational group. Their perception about the minority group wrongly placed the African-Americans and the Hispanic students, which reflects practice of institutional racism (Ansalone Biafora, 2004). This confirms some researchers beliefs that the initiation of the tracking education groups implies the existence of racial segregation within the school system itself. Several studies performed on tracking education groups provided negative results. The implementation of the tracking education groups harmed the potential of the minority students to learn more skills because the teachers assigned to their groups are less qualified (Molnar, 2003). The curriculum design for the minority group is also less challenging and provides less opportunity for advancement in their academic fields. The peers as well as the teachers of the students belonging to the lower tracking educational group labeled them as slow learners. This greatly affected their self-confidence and motivation to continue their studies, which resulted to increasing minority school dropouts. Concerned psychologist claimed that the schools tracking groups outcomes might not be beneficial to all groups (Molnar, 2003). They cannot identify any lasting benefit to the grouping. Chapter 2 Rational The schools explanation over the creation of the tracking education widely varies. The goal to find applicable institutional and policy solutions to narrow the achievement gap gave birth to drafting education reforms. The categorization leads schools to provide remedial classes as well as tutoring sessions for identified less performing students. Strategies applied to narrow the ethnicities achievement gap The school provided tutoring sessions to the less advantaged and low performing students after school. They also offer remedial classes to help underperformers. The main problem noted with the categorization program is the pressure it gave to minority students. The program pushes minority students or underperformers to learn at a fast pace in an attempt to catch up with the performing groups usually comprise of their White counterparts. The catch up required more efforts from the teachers and gave much pressure to the students. The schools changed their categorization by race to grouping the students according to their ability. This new grouping criteria enabled schools to provide fair quality education for the students without considering ethnicity. The detracking scheme made schools and teachers perceive students equally (Burris Welner, 2005). This also made schools provide more teachers that are qualified to the different groups, design their curriculum appropriately, and provide more resources to the learners. Understanding the condition of the minority The Blacks and the Latinos usually describe the low-income minority of the United States (Aragon, 2000). These students usually come from poor families and comprise the less performing group in school. The schools can easily identify minority students based on their SAT scores. Minority students often obtain lower scores than their White peers (Aragon, 2000). The schools broke down their SAT scores according to their socioeconomic status. The results showed that the Blacks and the Latino students usually achieve lower SAT scores than the Whites. However, Asians still achieve higher SAT scores than their White peers who belong to the same family income level. The analysis of the authors Steven G. Rivkin and Eric A. Hanushek fully explained the core causes of the increasing achievement gap. In their book published last 2006, the authors discussed the effects of the schools effort to group the students according to their socioeconomics and ethnicity (Hanushek Rivkin, 2006). The racial concentration in certain groups created the unequal distribution of experienced teachers and the inexperienced teachers (Hanushek Rivkin, 2006). The study noted the increasing achievement gap in the grades 3 and grades 8 levels. Looking into the structure of the high performers that belongs to the minority group There are minority students who managed to excel in their grade levels. One great example of minority high performers is the students attending at Davidson Magnet School of Augusta, Georgia. The other school with minority high performers is the Amistad Academy located in New Haven, Connecticut. The schools strategically employ traditional and rigorous training instructions that include providing direct instruction to students. Researchers found direct instruction effective and efficient in developing the skill levels of the learners coming from the inner city of the research title Project Follow Through (Harris Graham, 2007). Black schools sometimes perform higher than their White counterparts do. The results of the annual test during the later part of the 19th century at Washington, DC can prove this claim. The Blacks performing higher than the Whites do continued until the middle of the 20th century. The M Street School gave quite a performance during this period by exceeding on the national standardized test. The author Carl L. Bankston III and his partner researcher Stephen J. Caldas claimed that the achievement gap causes the segregation of the schools in US (Caldas Bankston, 2005). The book titled â€Å"A troubled dream: The promise and failure of school desegregation in Louisiana† published in 2002 and the other book titled â€Å"Forced to fail: The paradox of school desegregation† published in 2005, clearly pointed that students benefit more when placed in the same school with high achieving students (Caldas Bankston, 2005). Their research also showed that students experienced academic disadvantage when they interact more with low achieving schoolmates. This proves their perception about the achievement gap as the core cause of school segregation. This means that parents played a major role and are greatly involve in the creation of school segregation for the fact that many parents even avoid sending their children to schools with larger minority student population (Caldas Bankston, 2005). Understanding the standards based form of education reform The standard based education reform based its classification by the education characteristics and income level of the student regardless of performance (US Commission on Civil Rights, 2004). Most schools in US decide to adopt the education reform. The policymakers believed that students regardless of race and gender have the potential to become achievers and receive higher pay levels. There is a need to study the content and context as well as the effects of the states education policy and compare them with the education policies of other nations. Improved performance is attainable using the standard based assessments with clear set of incentives such as examination for high school graduation (US Commission on Civil Rights, 2004). The student reforms of whole language, multiculturalism, affirmative action, block scheduling, desegregation, inquiry-based science, and reform mathematics were not successful in improving the achievements of the students. The recent NCLB legislation requires students to take annual testing and demonstrate progress at an acceptable rate every school year. The federal government imposed sanctions to schools with larger population of under performing students. Obviously, the schools having the greatest attendance of minority and poor students face the problems of coping up with the legislation and working on the skills of the students. Those who favored the traditional education claimed that the schools are not designing the education reforms in a constructive way because the reforms are not curriculum and student based. The IQ tests and the SAT are widely accepted as norm-referenced tests. Some people claimed the ACT as limiting chances for the minorities. Many people favored the standards based assessment because they have a clear definition and design of the criteria for the reference test (US Commission on Civil Rights, 2004). The criteria are acceptable and regarded as free from any cultural bias. The students can easily pass the reference test criteria. In 2006, states like the Washington questioned the effectiveness of the approach. The assessment became a mandatory requirement for graduation. Terry Bergeson, a Superintendent, believes that students coming from the disadvantaged minority can compete and are capable of achieving higher scores (Thomas, 2005). However, these minority students need additional help to perform more. MCAS in Massachusetts showed higher percentage of graduating students for all races. In the Fairtest point, there are still many minority students dropping out and performing less than the Whites and Asians. Although the Washington state has narrowed the achievement gap, researchers cannot find any conclusive evidence that the standard based reforms are effective in closing the achievement gap. The author of the book titled â€Å"The Bell Curve†, Charles Murray, looked into the point gaps and its relative improvement (Locke, 1995). His analysis implied that the test is theoretically easy to pass but actually difficult to answer. The test consists of open-response questions that are mostly problem solving, reading, writing, and mathematics. Minorities who fail the test are about twice or even four times than the population of the students that achieve high scores of the testing history. In 2006, only one sophomore student belonging to the minority group passed the standard test. One needs to pass WASL to obtain a diploma. The tasks of keeping American public schools from educational failure depends on how fast policymakers and educators provide efficient policies and effective structure of framework for teaching that can respond to the students individual differences and capabilities. There is a rising need for educational institutions to meet projected challenges posed by changing demographic trends and requirements. The most crucial part is the transmission of societal values from diversified students of differing religion, philosophy, history, and political context. The lack of understanding of each ethnic group values and culture endangers the opportunity of any education reform to work for the learners. Chapter 3 Significance of the problem The American Indian group always ranked below the Latino and the African American students in terms of graduation rates and standardized test scores. The three groups always showed significant numbers concerning dropout rates. The achievement gap persists in the US history. The study published in the Education week revealed that American Indian or Alaska Native students graduation rate is about 47.4 percent. The foundation of the couple Bill and Melinda Gates funded the study. The statistics showed that American Indians were 30 points below their White peers, which means that about half of the graduating students belonging to the minority failed. The Council of Chief State School Officers report in 2006 declared that the low attendance of American Indian students across the country is a significant problem among the states specifically West Mississippi (Council of Chief State School Officers, 2006). The persisting problem about the achievement gap of the African Americans, Hispanic, Asian Americans, and Caucasian students present a challenge to the present structure of public education (Zajda, 2005). The gap narrowed a little during the 1970s and the 1980s and then started to widen again in 1990. The gap persists to widen until today (Vanneman, Hamilton, Anderson Rahman, 2009). There were about 22% grades 4 White students who scored below the basic NAEP test for reading in 2007. The report also showed about 50% Hispanic and 54% Black students who obtained scores below the basic NAEP. There were about 16% White students at grades 8 who scored below the basic mark required to pass the reading test. There were about 42% Hispanic and 45% Black students performing below the basic mark required to pass the reading test. The wide achievement gap reflected in their math scores also. Some people argued that district resegregation across the states reinforced the rising disparity problems. This is especially true in the northern and southern districts (Kozol, 2005). The White parents enroll their children in high quality suburban schools while the African-American as well as the Hispanic families enroll their children in racially isolated schools. These racially isolated institutions normally provide school instruction of very low quality and normally face other types of problems (Zajda, 2005). The California state is the most affected state in the US. Jack OConnell, State Superintendent, considers the task of helping the minority as moral, economic, and ethical imperative (Gerston Christensen, 2009). The California Department of Education (2009) revealed the state needs to prepare and train the students especially the African-American and the Latino to compete in the global economy. This would make California gain a competitive edge over world economic leaders. The success of the task largely depends on how well the students respond to the NCLB standardized test. Taylor (2006) is the main advocate of the Critical Race Theory. He tried to bring awareness about the racial minority and institutionalized oppression hidden under the Federal as well as state policies. Although the Federal government created the NCLB in an attempt to bridge the achievement gap, Taylor claimed that the Federal regulation puts too much pressure over the educators and students in trying to improve academic performance. Taylor claimed that the movement did not correctly address the issues stated in The Colors of Poverty by Lin and Harris. Taylor claimed that putting pressure to perform better does not respond to the racial segregation practices and policies. People and policymakers do not even understand the occurrence and the consequence of the practices nor do they have the ability to reverse its occurrence (Taylor, 2006). Understanding the context of differentiated instruction Differentiated instruction makes students the center of learning and teaching based from the theory that students come to school bearing different skills implying unique differences on their learning needs (Tomlinson, 1999). The varying degrees of differences may refer to their personal and educational context, community or environment background, and academic skills. The educators under the differentiated instruction design and employ several methods of instruction that can facilitate the learning experiences of the diversified students in the classroom effectively. The goal is to match students skills to the resource materials in a qualitative manner. The program includes blending the needs of the whole class with the design of their individual instruction using effective approaches and methods to expedite the processing of knowledge, input and output, of the learners. This requires constant assessment of the students progress by their respective classroom teachers. Policymakers considered the differentiated instruction movement as a proactive approach to educational issues facing practitioners today (Tomlinson, 1999). The proactive approach makes the students become more comfortable in pursuing their education. Educators refine and tailor their instructions according to the needs of the students. This also entails adjusting the curriculum to fit the students academic needs. Teachers committed to this approach understand that the students they teach shape their teaching style and practically believe that students create awareness on teachers how to shape them. The students personality and learning style necessarily influence the instructors teaching philosophy and methods (Tomlinson, 1999). This is the only way to get through them and seems the only possible way that they get to learn things. Creating a model for differentiated instruction requires student centered approach that supports the key elements of interest, readiness, and learning profile (Allan Tomlinson, 2000). The Russian psychologist, Lev Vygotsky, declared that people receive and learn more things when they are ready to learn these things (Daniels, 2001), which is the theory behind the differentiated instruction movement. The differentiated instruction approach matches the individuals interest and methods of learning. This approach supports the student interest, which is one of the key elements of differentiated instruction. Jerome Bruner claimed that the moment a teacher gains the interest of the student is the specific moment that a student starts to learn and the learning experience becomes more rewarding (Tomlinson Allan, 2000). The American psychologist who wrote about the multiple intelligence theory, Howard Gardner, claimed that a human being is a unique individual that possesses different levels of intelligence and perceives learning in different ways. This led him to suggest that schools need to look into the possibility of providing individual-centered approach. The framework tailors the curriculum to the intelligence and preferences of the child (Tomlinson Allan, 2000). This suggestion fits to the different student learning profile key element of differentiated instruction. The context of differentiated instruction supports and integrates the learning styles of the students to the conditions of their brain development. This constructivist learning theory details and analyzes the various factors that influence the readiness, intelligence preferences, and the interest of the students that motivate and engage them to learn at school (Anderson, 2007). Kathie Nunley, an educational psychologist, stated that the movement for differentiated instruction is crucial to the classroom makeover from the 1970s homogeneous groupings to the present heterogeneous learners (Nunley, 2006). Educators using the differentiated instruction approach are able to ascertain and meet the differing needs of the students, help each student in their learning process, and exceed expectations from established standards (Levy, 2008). Tomlinson believed that the need to implement differentiated instruction came from the fact that learners are unique individuals that vary in different ways. The student population is also fast becoming academically diverse, which presents higher probability that diversity will continue for a long time. Pre-assessment criteria for differentiated instruction The most crucial part of the differentiated instruction program is the assessment, identification, and determination of the students skills and knowledge. Educators need to understand the level of their skills for identification and design of the instruction methods and approach. The students skill levels and knowledge base are crucial

Music Censorship Essays -- essays research papers fc

Things are heating up in America. People are protesting outside of the movie theaters, concerts, and book and record stores of this great nation everywhere. What is all the fuss about? Censorship, Government officials, and raving mad protesters alike have been trying to stop the expressive creativity in everything from rap music to Mark Twain. Censorship in music is a topic that has brought about much controversy in the past two decades. There have been many different arguments on the topic, however the question still remains as if it should be censored or it should not be censored. In Paul Blanshard’s book The Right To Read: The Battle Against Censorship, he speaks of censorship as a negative boundary on society. Blanshard argues that people have been given the right to express themselves fully and censorship is incorrect on the basis of the first constitutional right. Martha Bayles, in her article â€Å" The Perverse in the Popular,† discusses a characteristic of society that she calls ‘perverse modernism’, which refers to the public’s attraction to the evils or negatives of society. ‘Perverse modernism’ will cause censorship of controversial music to be unsuccessful. There are several concerns and issues with artistic expression through music, however censorship of the controversial music will not resolve any problems and it will only create more problems. The current state of society would not allow music censorship to be successful. ‘Perverse modernism’, which refers to the public’s attraction to the evils or negatives of society, is a characteristic that has become a standard of today’s society. This characteristic is not something that emerged recently but it has grown slowly through time. For hundreds of years, society has been exposed to negative material through literature, television, or music. People have developed an interest in material that is forbidden. There is a need for people to fulfill their curiosity with knowledge of all material, good or bad. Jeffery Goldstein explains, Violent entertainment did not suddenly arrive on the scene, and it is not likely to depart it any time soon. People become acclimated to the arousal generated by violent images, but they have a continuing need for excitement. Does this mean that we shall have to accept ever-increasing violence and terror for entertainment purposes? It would appear to be... ... Works Cited Anderson, Craig A. et al. â€Å" The Influence of Media on the Youth † Psychological Science in the Public Interest. 4.3 (1999): 81-110 Bayles, Martha. â€Å" The Perverse in the Popular.† Wilson Quarterly 25 (Summer 2001): 40-47.   Ã‚  Ã‚  Ã‚  Ã‚   Blanshard, Paul. The Right To Read: The Battle Against Censorship.   Ã‚  Ã‚  Ã‚  Ã‚  Boston: The Beacon Press, 1955   Ã‚  Ã‚  Ã‚  Ã‚   Goldstein, Jeffrey. â€Å" The Attractions of Violent Entertainment.† Media Psychology   Ã‚  Ã‚  Ã‚  Ã‚  1.3 (1999): 271. Huff, Darrell. Homepage. 2004. http://www.effectivemeetings.com/productivity/communication/statmanipulation.asp Levendosky, Charles. â€Å" President Bush: Make Those Protestors Disappear. † Humanist   Ã‚  Ã‚  Ã‚  Ã‚  64.1 (Jan/Feb2004): 4 Shemitz, Jon. Homepage. June 30, 1994 - June 1, 1997 http://www.midnightbeach.com/jon/US-Constitution.htm Smith, Valerie. Home page. April 19, 2004. http://www.fradical.com/Canadian_copycat_incidents.htm Music Censorship 201:U5 Research in the Disciplines Final Draft Word count: 3,253 F. Nika Hedges Spring 2004

David Fletcher Case Essay

Jenkins, Fletcher Partners (JFP) has the potential to thrive and succeed in the financial service industry with stimulated, productive, and satisfied employees. However, there are small and large issues to be addressed in order to carry that in action. In this specific case analysis, we analyze the issues hindering JFP from further development, and suggest respective and appropriate suggestions to resolve those problems. First, a thorough evaluation of JFP shed light on a number of issues: The inconsistency with JFP’s differentiated and key organizational structure: wide, flat, informal structure for quick decisions. Struggles for autonomy within the company and the pending decision to hire a new research analyst. Anti-cohesiveness and lack of appropriate human resource management. Low team productivity and insufficient and inaccurate incentives within the work teams Although these issues present obstacles for further growth and potential of the firm, JFP is able to resolve th ese issues and consequently differentiate itself from its competitors in the industry with the following suggested resolutions: Further emphasize the informal and quick information sharing in between all the employees. Convince Stephanie to remain with the firm with a larger responsibility to enhance the structure under the assumption that her requirements are met. Hire Robinson based on her qualifications and acceptance by current JFP employees, and develop further evaluation of Fiske’s. Maintain a balance of young and senior analysts to achieve a productive and conducive learning environment. Implement regular and functional meetings at which every employee has an input. Develop performance management instead of performance reviews. Maintain the organizational restructures through work team productivity and implementation of appropriate incentivizing system. With these critical resolutions, JFP will become the unique, successful, and differentiated financial service firm that the founders originally dreamed of. One of the points of differentiation that JFP has from other financial service firms on Wall Street is its unique structure of small, flat, and wide for effective and efficient communication and decision making process. But Fletcher made a mistake to contradict that very principle of JFP. By not communicating with Stephanie and other salient members of the firm with regard to hiring process of Doyle, David Fletcher put more workload on himself, slowed the  decision making process, and disregarded other employees’ opinions and thoughts on Doyle, and practically created the silo effect. Fletcher explains, â€Å"I figured that Stephanie would do the health care and environmental stocks as well as the retail stocks while Brian would focus on his specialty, high-tech†, as he reveals his own â€Å"thought process† without the actual confirmation from Stephanie. Furthermore, Fletcher admits, â€Å"hiring Brian wasn’t coming from her pocket, it was coming from mine†, and demonstrates the contradiction to shared ideas and smooth flow of information he so desperately pursued himself. The employees at JFP are meant to communicate and share information with each other fluidly without any excluded members. However, Fletcher contradicted the ideal environment he desired to create by not communicating with Stephanie throughout the hiring process of Brian Doyle and thus deteriorated the structure he wanted. Although a desire for autonomy and greater success are contributing factors in Stephanie wanting to leave the firm, this significant incident has l ed to her feeling alienated and secluded from Fletcher and the work they used to do together. Another issue that Fletcher faces, looking forward, is whether or not to hire Fiske and/or Robinson. As previously mentioned, Fletcher makes the hiring process ineffective and inconsistent. When hiring Kindred, Fletcher learned from the conflict that had already risen between Doyle and Whitney, and makes sure to receive feedback from Whitney and other employees before moving forward with Kindred. Fletcher also maintains an incredibly packed schedule and the hiring process is overly crucial and overwhelming for him to do by himself. Moreover, because of his overwhelming schedule, Fletcher cannot possibly to train all the new hires on how evaluate stocks and consider the investment strategy. On a greater scale, throughout JFP there is an extreme lack of group cohesiveness and issues with conflict management. Members of the company compete to achieve the identical goal to become portfolio managers. Members of JFP have a power struggle to achieve their own individual goals; consequently, pay compensation directly associates with individual accomplishments. The very structure of Wall Street that Lodge dislikes includes silos with high departmentalization, and members with their own agendas. JFP requires a group cohesion for an effective decision making, yet the firm rewards for self-fulfilling achievements. Therefore, presented is a â€Å"Rewarding A while hoping for B†Ã‚  issue. Also, a clear relationship conflict versus task conflict is evident. There are personal and social disagreements that hinder employees to expend effort and resource on discussing vital company tasks and objectives. There are also many interpersonal and organizational conflicts that arise through peripheral transactions within JFP. One simple example includes Stephanie’s concern about where her desk is located. And yet, there are no company procedures to address and resolve these conflicts in a systematic way. Another example is lack of employees’ input about new hires. Unrest and social disturbances are within an organization present obstacles for employees to work efficiently and to be creative which affects their performance and in turn JFP’s success. The final issue to be address is JFP’s lack of effectiveness in work teams and motivation on both the individual and group le vels. More attention can increase productivity and motivation according to the Hawthorne Effect. Fletcher’s decreased attention toward Stephanie, demonstrated in Doyle’s hiring process, reduces her motivation and attachment to the firm and develops negative feelings about Doyle. Because Doyle and Stephanie have relationship conflicts, they cannot properly address task, including feedbacks for investment choices, which leads to decreased productivity and creativity within the firm. When Stephanie finds personal fulfillment and interest in her work, intrinsic motivation, Doyle’s hiring process situation diminishes it significantly. Because she is less secure and satisfied, Whitney is less motivated, which falls in line with Herzberg’s motivator-hygiene theory: hygiene factors, including security and working conditions, â€Å"operate primarily as de-motivators if they are insufficient† (175). Stephanie also has extrinsic motivation—Fletcher’s attention, praise, and guidance—which increases her intrinsic motivation as well as job satisfaction and a sense of purpose at JFP. Whitney’s lower job satisfaction results in a poor job performance and her attachment to JFP. In order to better achieve the wide, flat structu re for efficient and effective decision making, Fletcher should attempt to keep Stephanie Whitney with the firm because she has already gained expertise within the industry, and training and molding another new employee in place of Whitney bears immense opportunity cost for the culture and productivity of the firm. Additionally, Whitney has consistently performed at a high level, and the success she’s attained transitioning from  an administrative assistant to a portfolio manager can be leveraged as an effective tool to inspire others to work. Since Whitney has expressed a desire to leave, Fletcher needs to intrinsically and extrinsically motivate her to. In order to keep Stephanie motivated at JFP, Fletcher should have Stephanie with a team of her to delve into an industry that she is curious and enthusiastic about, so long as that industry has an investment potential for the firm. Since monetary incentives can be sufficiently satisfied with firms other than JFP, Stephanie needs to have the extrinsic motivator of autonomy. This reward for staying would be unprecedented in a firm where most decisions come down to David, and would be an indication that she is incredibly valued and essential to the organization. Permitting Stephanie to recruit her own team will also serve to widen the st ructure of the firm and delegate more tasks. Fletcher also needs to highlight the tie that they have shared in the past, apologize for not being transparent with her completely, and express respect towards her career development. Despite the possibility that Whitney will decide to pursue other opportunities, Fletcher needs to convince her to stay because of her credibility and the value lost from the firm’s perspective. There is an argument to be made that Whitney was at the root of personal issues in the past, but Whitney’s conflict was task-oriented, not personal. Her disagreement with many of Doyle’s investment strategies causes problems when Fletcher failed to address her concerns. In the end, Whitney ends up being right about Doyle, and it is not to be understated that she gets along very well with everyone else in the organization. Building a strong culture is a key for JFP in hiring new employees. Whitney, who already gets along with Robinson, can help to develop the environment in which portfolio managers work creatively and get along on a personal level as well. By treating Whitney as more of a thought partner than protege, Fletcher should keep Whitney for the benefit of JFP. As Kindred’s case reflect, new hires are more effective in their roles in hiring them. Therefore, the hiring process should be structured in a way that all existing employees get to meet the candidate before the decision is made. Organization’s small scale will allow such procedure that will result in more effective hiring process. More attention should also be paid to the current employees, not only to ensure new employees’ transition, but also to deal with the hiring process more  effectively. Whitney’s insistence upon leaving can be circumvented entirely had Fletcher heeded her concerns and addressed the issue earlier. JFP should also aim to balance between experienced and new hires, and encourage the experienced portfolio managers to act as mentors. Fletcher cannot possibly serve as a mentor for everyone; but forging mentor/mentee roles amongst the portfolio managers will lead to more cohesiveness in the organization, experienced employees leading by example and contribute to the flat structure of the organization with reduced risk of employees’ uneasiness. Fletcher has already taken a step in the right direction by seeking the approval of other employees for hiring Robinson, but needs to continue with evaluating Fiske. Moreover, JFP should feel confident about hiring Robinson because the other employees think highly of her and Robinson offers a unique background and valuable expertise. Despite Fiske’s experience, his ability to collaborate with his colleagues is the critical point to evaluate in the hiring decision. And thus Fletcher must turn to the rest of JFP for advice. In terms of cohesiveness and people management, JFP should implement work teams to emphasize the outcome is greater than the sum of individual ’s effort. Also, work groups can be particularly utilized in the new research analyst candidates’ environment because their primary task is to share information. Cohesiveness can be developed by rewarding employees as groups, increasing the time that employees spend with each other, stimulating competition amongst groups, benchmarking JFP’s performance to that of a competitor firm, and by increasing the exclusivity. Furthermore, JFP requires regular meetings at which everyone is involved and present to facilitate increasing the time employees spend together and resolving conflicts within the organization. Group successes and failures can be discussed and evaluated. In order to successfully restructure JRP, performance management is essential because it is another method for conflict resolution. Performance management will also bring a continuous flow of feedback so the employee can adjust his or her performance. An increase in employee satisfaction within the workplace will follow. Additionally, the Hawthorn Study states that non-financial incentives are more effective than financial incentives; also, attention from leaders has been pr oven to be 63% effective, praise from managers 67% effective, opportunities to lead projects 62% effective. â€Å"†¦(P)eople will  feel competent if they obtain feedback that indicates progress in their work or suggests ways that can increase their competence†. (176) The delegation of autonomy within JFP can also be addressed because autonomy is easily assessed and provided to employees if management constantly evaluates employee’s performance. Lastly, Fletcher needs to address work team productivity and motivation within JFP. As an example, Stephanie demonstrates enjoyment and a sense of fulfillment in her job, and Fletcher needs to develop these motivations further. He also needs to ensure a good team dynamic. Intrinsic motivation is conducive to creativity and result in more unique, productive and creative analysts. According to â€Å"scientific management†, extrinsic motivation is strictly positive; however managers often create undesired behaviors in their employees by utilizing this incorrect statement. (181) Therefore, Fletcher has to give critical feedback and attention to his analysts to provide them with some continuing extrinsic motivation. In addition, Fletcher should foster an environment in which analysts develop enjoyment and attachment, that will contribute to intrinsic motivation as well. Hackman and Oldham’s model of job enrichment (1976) suggests different ways to increase employee motivation. For example, task identity, task significance, and feedback are a number of them. Developing task identity means to increase an analyst’s sense of meaningfulness in one’s work and growing task significance means to increase the sense of importance of their work. Additionally, ongoing feedback will also contribute positively to the analysts’ motivation. Fletcher should focus on these methods, as well as an appealing work environment and good group dynamic, to increase his analysts’ motivation. With these constructive resolutions—further consolidating the unique organizational structure, effectively recruiting new employees, critically addressing conflicts and cohesiveness within the group, and appropriately maintaining the balance of motivation—JFP is assured to thrive as a differentiated, outperforming, and attractive financial service firm.

Franklin D. Roosevelt and the New Deal - 1289 Words

Franklin D. Roosevelt was one of the most powerful and influential democratic presidents that the United States has ever put into office. Though he was diagnosed with polio and had to be confined to a wheelchair, for many years Roosevelt tried to regain the ability to walk by swimming . He still managed to lead this country out of the worst economic depression the country had seen in its young life. Many Americans were out of work with the depression going on and banks were closed because people kept withdrawing money so they would not be affected by the economic downfall. Roosevelt wasted no time upon his presidential start and immediately started working with Congress to get out of this depression. With both of his â€Å"New Deal† plans he started to turn the country around and make plenty of enemies while doing so. Roosevelt took action quickly as he reached the oval office because of the famous â€Å"First 100 Days† in which Roosevelt met with Congress one hundred times to pass laws that would start the recovery process . He was inaugurated on March 4th, 1932 in the middle of a serious bank crisis which he quickly started to act on by passing the Glass-Steagall Act which created the Federal Deposit Insurance Corporation. This corporation was founded to insure customers that their money would stay their money if anything happened; up to $250,000 would return to you . Now that he had begun to rebuild the trust people had in banks, he had to turn and face the out of controlShow MoreRelatedFranklin D. Roosevelt And The New Deal1116 Words   |  5 PagesHyde Park, New York, Franklin D. Roosevelt was stricken with polio in 1921. He became the 32nd US president in 1933, and was the only president to be elected four times. 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Roosevelt New Deals1681 Words   |  7 Pagessocial blow to the American people, people were out of job, food, money and homes while society turned everyone against each other it was everyman for himself. President Franklin D. Roosevelt new deals were effect in providing jobs to the men of the families starting from the oldest to the youngest men in the family. The New Deal improved both the economic and social lives of the American people. The Great Depression caused a deafening blow in the economy of America as people raced to the banks toRead MoreFranklin D. Roosevelt and the New Deal Essay990 Words   |  4 Pages† After the Election of 1932, the new president, Franklin D. Roosevelt, was elected. Franklin D. Roosevelt along with his advisor group called the â€Å"Brain Trust† proposed the revolutionary policy known as the New Deal which drastically changed the basics of American society by distributing wealth as well as giving rights to the disadvantaged. 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Roosevelt, assumed the Presidency in 1932 and intended to revive America with his economic stimulus plan, the Ne w Deal (Tindall Shi, 2013). Although Roosevelt’s New Deal did not end the Great Depression, Roosevelt’s New Deal cannot be deemed as a failure, but rather a success, as the New Deal provided short-term economic relief and long-term structural reform. When Franklin Roosevelt took office, the Great Depression was nearly at itsRead MoreFranklin D Roosevelt s New Deal2091 Words   |  9 Pages I spent a little time on you tube during my research for this essay in order to get an idea of how several current documentaries portray Franklin D Roosevelt’s New Deal implementations during his presidency throughout the Great Depression. I felt that many of the documentaries seemed only to highlight the benefits of FDR’s leadership as president. I couldn’t help but disagree because some of the mentioned â€Å"benefits† just didn’t sound like benefits from my perspective. I also noticed the overwhelmingRead MoreFranklin D. Roosevelt s Impact On The New Deal939 Words   |  4 Pages3.)Franklin D. Roosevelt was elected into office in 1932 and promised a new deal for Americans. From a social welfare perspective he was viewed as the best president because he advanced social welfare policies. Initial proposals were timid at this time and focused on balancing budgets, similar to prior thinking. Once Roosevelt was elected into office, the activism of those suffering helped push this period in a more progressive era. In 1933 Roosevelt initiated a variety of programs and policies duringRead MorePresident Franklin D. Roosevelt s New Deal1279 Words   |  6 Pagesnation was in a state of crisis when Franklin D. Roosevelt took office in 1933. The Great Depression had caused severe unemployment (up to 90% in some cities!), business failures, and serious disruptions in international trade. It’s no understatement that Roosevelt had a lot of work to do to fix the nation and restore trust in the government! This is when FDR’s New Deal comes in. As an AP US History student, it is important for you to know what the New Deal is, but also why it is important. ThisRead MorePresident Franklin D. Roosevelt s New Deal1374 Words   |  6 PagesPresident Franklin D. Roosevelt’s New Deal did not solve the problems of the Great Depression and slowed economic recovery for America until World War II. The Great Depression brought about a high unemployment, and the New Deal did not deal with it successfully. The Democratic Party benefited from the New Deal’s social and work programs because it shifted the African American vote from Republican to Democrat. (Powell, 2003) Some of the programs from the New Deal that exist today are broken and manipulated