The Importance of Understanding Learning Disabilities

Every child’s education is important. Regardless of age, income, or ethnicity, they are all entitled to the same access to learning and education. But with the prevalence of learning disabilities like attention deficit disorder (ADD), attention deficit hyperactivity disorder (ADHD), and dyslexia, what are schools and teachers doing to make sure students are getting the kind of help they need?In the U.S. alone, there are 6.4 million children between the ages of 4-17 diagnosed with ADHD, and over 3 million that suffer from dyslexia. To help students who need special requirements, many education companies have taken action to make sure there is a level playing field. For example, the College Board, which administers AP exams, SAT, and PSAT, offers 3 different time options, depending on the disability the student has. Similarly, IBO typically offers a 25% time extension on all exams, while ACT offers a 50% time extension. While extended time is the most sought after option, there are many other options students can request, like large-type exam. But time extensions aren’t a magical cure that can give students the A they want. Extended time serves as a confidence booster, allowing them to be aware of the fact that they can afford to take their time to re-read and understand questions. Allison Schwartz, a graduate student from Columbia, has shared via the Yale Center for Dyslexia and Creativity that â€Å"the extra time can only get a person so far. Trust me, extra time does not make you into a superhero where you can overcome any calculus or philosophical problem in a single leap. You either know the materials from learning them or you don’t.† Though a widely debated issue, many people still doubt these disabilities, some of which can be difficult to prove. Competitive students are led to believe that it is a form special treatment that they would like as well, causing an increase in Adderall usage - now a commonly known study drug. So, what can teachers and school counselors do to help those in need?

Collecting Data for the Problem Behavior

Collecting Data for the Problem Behavior When you are writing an FBA (Functional Behavior Analysis) you will need to collect data. There are three kinds of information you will be choosing: Indirect Observational Data, Direct Observational Data, and if possible, Experimental Observational Data. A true Functional Analysis will include an Analogue Condition Functional Analysis. Dr. Chris Borgmeier of Portland State University has made a number of helpful forms available online to use for this data collection. Indirect Observational Data: The first thing to do is to interview parents, classroom teachers and others who have had ongoing responsibility for supervising the child in question. Be sure that you give each stakeholder the functional description of the behavior, to be sure it is the behavior you are seeing. You will want to explore instruments for collecting this information.  Many questionnaire formats evaluative forms are designed for parents, teachers and other stakeholders to create observational data that can be used to support student success.   Direct Observation Data You will need to determine what kinds of data do you need. Does the behavior appear frequently, or is it the intensity that is frightening? Does it seem to occur without warning? Can the behavior be redirected, or does it intensify when you intervene? If the behavior is frequent, you will want to use a frequency or scatter plot tool. A frequency tool can be a partial interval tool, that records how frequently a behavior appears during a finite period. The results will be X occurrences per hour. A scatter plot can help identify patterns in the occurrence of behaviors. By pairing certain activities with the occurrence of behaviors, you can identify both antecedents and possibly the consequence that is reinforcing the behavior. If the behavior lasts a long time, you may want a duration measure. The scatter plot may give you information about when it happens, a duration measure will let you know how long a behavior tends to last. You will also want to make an ABC observational form available for any people who are observing and collecting the data.  At the same time, be sure you have operationalized the behavior, describing the behaviors topography so each observer is looking for the same thing.  This is called inter-observer reliability.   Analogue Condition Functional Analysis You may find that you can identify the antecedent and consequence of behavior with direct observation. Sometimes to confirm it, an Analogue Condition Functional Analysis would be helpful. You need to set up the observation in a separate room. Set up a play situation with neutral or preferred toys. You then proceed to insert one variable at a time: a request to do work, removal of a favored item or you leave the child alone. If the behavior appears when you are present in a neutral setting, it may be automatically reinforcing. Some children will hit themselves in the head because they are bored, or because they have an ear infection. If the behavior appears when you leave, it is most likely for attention. If the behavior appears when you ask the child to do an academic task, it is for avoidance. You will want to record your results, not only on paper but perhaps also on a videotape. Time to Analyze! Once you have collected enough information, you will be ready to move on to your analysis, which will focus on the ABC of the behavior (Antecedent, Behavior, Consequence.)

Human Resource Essay Example | Topics and Well Written Essays - 1000 words - 2

Human Resource - Essay Example With the help of the human resource management practice, HR mangers around the world measure performances of individual employees. It helps the organization to reach their goal. Human resource is the most important, valuable and complex resource to manage. Measuring their performances with the help of appraisal is also very difficult. Performance appraisal and performance management has very deep rooted relationship between them. According to the article, the term performance appraisal may be a modern terminology but the concept is very old. Over the years, this Human resource management practice has evolved a lot. Like many other human resource management practices this practice is not free from criticism. It is often being noticed that performance appraisal are not proper. There are certain intangible things related with performance which cannot be measured with performance appraisals. The authors state that sometimes performance appraisals are very orthodox. Performance appraisals can create unnecessary mental pressure in the mind of employees. Often performance appraisals are done by human beings. Often human beings are bias in nature. In spite of all these limitations performance appraisal is a very widely used HRM practice for performance management. The above mentioned article will contribute in measuring the performances presented by group members in case of group presentations. Performance management is all about identifying different dimensions related with employee performance. All these dimensions are scrutinized very strictly. It is a very important practice of human resource manager. According to this article, every organization wants good performances from their employees. Here comes the important of performance management. There are many tools for managing performances. The article discusses that performance appraisal is a very competent performance management tool. Modern day business is full of cut throat competitions.