Winter Holiday Activities for Middle and High School

How can teachers, especially in public schools, use the many December holidays to their advantage without excluding any groups of students? One way is to celebrate the rich customs and holidays of the season from around the world with students through a variety of informational activities.   Try these meaningful and fun activities in the weeks leading up to winter break to keep your students engaged and teach them about a few common end-of-year celebrations and customs. Christmas According to Christian belief, Jesus was the son of God born to a virgin in a manger. Countries celebrate the religious aspects of this holiday in very different ways. Christmas is also a secular holiday of which the figure Santa Claus is often the focus. Santa is believed by many children to travel in a sleigh drawn by flying reindeer to deliver them presents on Christmas Eve. Learn more about Christmas around the world by reading the traditions of these countries, both religious and secular. Have your students investigate their unique customs. United States Christmas trees, real or artificial, are usually put up in homes early in December in the United States. They are often decorated with multi-color lights and ornaments. Stockings, a decoration in the shape of a sock, are also hung. On Christmas Eve, many children set out cookies and other treats for Santa Claus and his reindeer. On Christmas morning, children rush to the tree to open gifts. England Santa Claus is known by the name Father Christmas in England. Here, Christmas trees are decorated and stockings are hung as well. A spiced cider drink called  wassail  is usually served. On Boxing Day, celebrated on December 26th, the tradition is to give to those less fortunate. This day is also the feast day of St. Stephen. France A popular dessert called the Bà »che de Noà «l  or Christmas log is consumed on Christmas day in France. Often, a feast called the rà ©veillon takes place just after Midnight Mass, a Catholic time of worship, on Christmas Eve. Gifts are given to children by Pà ¨re Noà «l, which translates to Father Christmas. He travels with a man called Pà ¨re Fouettard, who tells Pà ¨re Noà «l how children behaved during the previous year. In some parts of France, gifts are given on both December 6th (St. Nicholas feast day) and Christmas day. Adults also give gifts on New Years Eve. Italy Christmas in Italy is celebrated with a large feast after a 24-hour fast before Christmas. Children do not typically receive their presents until January 6th, the day of Epiphany. This day symbolizes the day that the Magi visited Jesus Christ at the manger. Gifts are brought by Le Befana or Befana, a woman who flies around on a broom. The legend goes that Befana, a housewife, was visited by the Magi on the night they visited Jesus. Kenya Great quantities of food are prepared and goat is especially abundant during Kenyan Christmas celebrations. A flatbread called chapati is often served. Houses are decorated with paper decorations, balloons, and flowers. Many children in this African country also believe in Santa Claus. Groups frequently go from house to house singing and receiving gifts of some kind from the houses occupants in the days leading up to Christmas. On Christmas day, they give any gifts they received to their church. Costa Rica The weather is warm at Christmastime in Costa Rica, making it a beautiful holiday full of life. As Costa Rica is predominantly Catholic, Christmas is customarily observed as both a religious and commercial affair. Most Costa Ricans attend Misa de Gallo, Midnight Mass, and display nativity scenes. On Christmas Eve, children leave their shoes out to be filled by the baby Jesus or Nià ±o Dios. Tamales and empanadas are commonly eaten at celebrations. Christmas-Related Projects These are only some of the ways that students will enjoy studying Christmas traditions. Remember not to assume that your students celebrate this holiday themselves. Investigate the legend of Santa Claus in a given country.Study different aspects of the Christmas celebration including the tree, decorations, stockings, carols and more.Perform or translate Christmas songs in at least one other language.Research traditional Christmas foods of a culture and make them for the rest of the class to sample.Present skits representing the origin story of each cultures version of Christmas.In many countries, Christmas celebrations are becoming more like those  in America. Debate whether the loss of traditional celebrations is positive or negative.Read O.  Henrys The Gift of the Magi and discuss its meaning.Journal prompts such as:Worst/best Christmas experienceFamily traditionsImportant aspects of the holiday for themHas Christmas become too commercialized?Should people be allowed to say Merry Christmas wherever they want to? Hanukkah This holiday, also known as the Festival of Lights, is celebrated over eight days beginning on the 25th day of the Jewish month of Kislev.  In 165 BCE, the Jews, led by the Maccabees, defeated the Greeks in war. When they arrived to rededicate the Temple in Jerusalem, they found only one small flask of oil to light the  Menorah. Miraculously, this oil lasted for eight days. Hanukkah Traditions Today, Hanukkah is celebrated in many different ways. One common tradition is, for every night of the eight days of the festival of Hanukkah, lights are lit on a  Menorah  to commemorate the miracle at the Temple over 2000 years ago. While working during this time is no longer prohibited as it was many years ago, people generally refrain from working while Hanukkah lights are lit. However, working within one hour of lighting the candles is not allowed. The  dreidel  is used by many Jewish families to play a game. This game is said to have been invented as a way for Jews to conceal their Torah studies from Greeks in a time when this was outlawed. There are many rituals performed by Jews in their homes with only their families, such as reciting blessings each night and lighting the candles. Those celebrating the holiday traditionally eat  Ã¢â‚¬â€¹oily foods, such as gefilte fish and fried potato pancakes, to commemorate the miracle of the oil. Children are often given presents and money during this holiday, often for each day of the Hanukkah festival. This custom arose as a way to reward children for studying the Torah. Hanukkah-Related Projects Try these Hanukkah-themed projects with your students to get them thinking about this religious holiday. Research the origins of Hanukkah.Compare and contrast Hanukkah with another major Jewish holiday.Study the traditional foods of the holiday and prepare them for the class.Identify differences between how Hanukkah was celebrated shortly after its origin and how it is celebrated now.Study the relationship between the Jews and the Greeks around 165 BCE.Research the Jewish calendar and note key differences between that and the Gregorian calendar.Speculate as to why the oil was meaningful to the Jews that celebrated the first Hanukkah. Kwanzaa Kwanzaa, which translates to the first fruits, was established in 1966 by Dr. Maulana Karenga. This professor wanted to give African Americans a holiday dedicated to preserving, revitalizing, and promoting African American culture. Though not as old as other holidays, it is rich in tradition. Kwanzaa focuses on seven principles: unity, self-determination, collective work and responsibility, cooperative economics, purpose, creativity, and faith. The most emphasis is placed on the unity of the Black family. This holiday is celebrated from December 26th through January 1st. Kwanzaa Traditions On each of the seven days of Kwanzaa, greetings are exchanged in Swahili. People celebrating Kwanzaa ask Habari Gani?, meaning What is the news?. The answer is the principle of that day. For example, the first days answer would be Umoja or unity. Gifts or zawadi are given to children and these include a book and a heritage symbol.  The colors of Kwanzaa are red, black, and green. Seven candles in a kinara are lit, one for each day of the holiday. These are called mishumaa saba. The candle that is lit first is black and represents the people. Three red candles are placed to the left of the black candle representing the struggle of African Americans. Three green candles are placed to the right of the black candle representing the future and hope of African Americans. After the center candle, the black candle, has been lit, the rest are lit from the outside in, alternating from left to right. Kwanzaa-Related Projects This holiday might be unfamiliar for many of your students and thats why its especially important for them to explore. Discuss each of the seven principles of this holiday and why they are important to Black Americans.Invite speakers to come in and share about Kwanzaa and how it is celebrated.Discuss the role of group identity in this holiday.Study traditional Kwanzaa celebrations and choose one to recreate.Talk about the Civil Rights movement in relation to Kwanzaa.Examine the ways that the origin of this holiday differs from the origins of others such as Christmas.Debate whether Kwanzaa should be considered a public holiday.

The Effect Of Emotional Intelligence On Decision Making...

Abstract In recent years, the emotional intelligence has become a very hot topic, especially in regard to how it affects today s decision making. In fact, many experts now believe that a person’s emotional intelligence quotient may be more important than their intelligence quotient and overall happiness. The current study design is a quantitative correlational study, aiming to measure the effect of emotional intelligence on decision making among head nurses. Methodology, The sample was composed of 77 head nurses, working in inpatient departments of the Mansoura University Main Hospital (52), Beni Suef University Hospital (25), and using two tools 1) The emotional intelligence quotient profile questionnaire, and 2) the decision making questionnaire. The results of the present study revealed that, there was a highly statistically significant correlation between emotional intelligence and decision making. 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Human Resource Development Organizational Diversity in Workplace

Question: Discuss about the Human Resource Development Organizational Diversity In Workplace. Answer: Introduction Diversity management plays a vital role for ensuring success in todays unpredictable marketplace. Firms at present is contended with strong growth, ability to hire qualified people, generating fresh ideas and should have positive image of the firm. The organizations are characterized by increasing diversity in relation to workforce by attracting and retaining employees that is now a priority. When a workforce is diverse it can have a competitive edge in competition by transforming the organization. This helps in producing leaders for future that works best in increasing profitability, reducing turnover and cost thereby, enhancing market value. Hence, diversity managing is about diagnosing how to manage the workforce by generating benefits by enhancing learning and effectiveness. When development and learning occurs it should be ensured that it is well managed as workers with the right time and skills will be delivering the objectives as per the outcome set. Thus, it helps in meeting challenges by implementing HR policies that are effective in approach. Diversity in Workplace- Development and Learning Strategies Diversity is growing at a faster pace in workplace than it is associated or addressed as the beliefs and culture is constantly changing (Littrell and Salas, 2005). Human resources (HR) have to be utilized fully by taking their optimum use and managing their heterogeneity. In simple terms diversity is a combination of differences and similarities that includes but is not limited to geographical location, religion, race, gender, working style, education and income level, sexual orientation, age, disability, marital status etc. Globalization is changing the faces of either small or large companies by increasing competition from the foreign organizations for sustain in the competitive marketplace. A change in the workplace related to diversity cannot be incorporated unless management is moving forward by being susceptible by being associated with groups that can be outside or within workplace (Cummings, 2004). In the modern workplace diversity is linked with what the organization achieves has direct link with the policy set by human resource department. This is nothing less than a challenge as the commitment is fostered by top management by implementing in organization as it is a continuous process. The employees should feel safe and secure by having an opportunity for growth by working on the benefits. When working in teams individuals generate fresh ideas by solving the problem creatively as they have diverse backgrounds. Employees are having varied experience and knowledge that is used in a collective mode for generating ideas. When workers are satisfied with their job the effectiveness of the workplace increases as potential of the individuals combine with their talents that gives rise to innovation and productivity (Bassett-Jones, 2005). As the firms are expanding their reach in the international or global market the business is improving its image by attracting workers from different locations. The organization invest on public relations by having a positive attitude by valuing diversity as it helps in attracting employees, customers and investors. Diversity management is associated with community welfare by generating interest in the business. Thus, HR should retain skilled workforce by recruiting skilled workforce from diverse background for meeting and filling needs. Equal Employment Opportunities Equal Employment Opportunity (EEO) ensures that employees are free from all sorts of harassment and unlawful discrimination. Another is conducting programs by assisting EEO groups by overcoming disadvantage that has occurred in the present or past (manly, 2006). This policy is framed by the Council for potential employees and all employees so that they are treated fairly at workplace. It involves benefits, ensuring all is equal in terms of qualification and skill and opportunities for training in organization. In simple terms it is recognizing of cultural and social backgrounds of staff, employment practices resulting in staff satisfaction and improving productivity by developing and training as per employee needs. The policy is about providing employment opportunity to ethnic minorities, Torres Strait Islanders, people facing disability, aboriginal, minority groups from NESB and women too. The ethical implication states that when discrimination takes place whether direct, systematic or indirect it affects employee. Judging an individual on the basis of racial background should not be the HR policy of the workplace as it distorts diversity (Maier, 2005). When an employee is excluded in workplace the work gets affected in terms of productivity. The performance degrades as the work environment is not cooperative by making the workforce engages. Practices and Policies by HR in Ethical Context Additionally, diversity is termed as differences that may be invisible and visible existing between people that belongs up on the perception of individual within the working environment. The policies incorporated by CPA Australia for having an inclusive and diverse workforce are set up on different parameters. The first being recruitment, selection and promotion for specific roles when hiring candidates. No discrimination is entertained in the above process for any position. The second being compensation that will be on the basis of work received in exchange. Third is reviewing performance based on the work provided as per set standards or benchmark (cpaaustralia, 2011). Fourth being work flexibility by providing them such responsibilities and roles that are able to manage work-life balance. The policies and practices have to be measured on the existing human resource management practices for developing effective policy. Training and Development of Supervisors and Managers The challenges associated with the changing workplace and nature of job requires the employees to be knowledgeable and skilled by focusing on future. With this the employees has to be focused, flexible and adaptable. Diversity in workplace is a challenge to manage so manager and supervise needs to be trained in each department by functioning properly. A supervisor is having the responsibility of managing both people and processes. They help in building specialist skills by training and developing the staffs for enchaining their knowledge and skills (Fujimoto, 2013). The companies promote itself as knowledgeable and productive by providing the opportunity for growth in career by retaining them. This contributes towards business growth by aligning it with organizational goals. Thus, it helps in acquiring new skills and competencies by using the human resources efficiently. Factors Associated with Failure and Success in Link to Diversity Management Programs The success of organizational diversity is dependent up on integration on the quality and nature of leadership. It is associated with training and developing the workforce for achieving the objectives. In conducting effective operations multinational companies have to conduct the operation overseas too so diverse groups have to be formulated. On the other hand, failure is due to the fact that the programs are not designed as per the requirement of the individual. According to Au, (2016) in Australia it is stated that the diversity is a strategic objective for 56.5% of hiring managers in HR. The two biggest challenges that are seen at present in Australia for long-term are attracting the right talent for achieving the objectives and collaborative leaders by being inclusive. Diversity Challenges in Workplace Diversity sounds simple but the term encompasses how people are perceived by others and themselves. Managing diversity is a challenge in itself as it promotes a new way towards thinking by setting a frame of mind by being excited and potential in workplace. This perception is governed by interaction by communication with others irrespective of any hindrance in the process. One of the most crucial is discrimination that can be sexual, direct, indirect and systematic (Patrick and Kumar, 2012). When an employee is discriminated the needs are not being fulfilled and the individual does not feel secure and safe. It affects workers performance as they are not treated at par with others. Sometimes the manager has to take legal action that loses the personnel by losing its value too. A management has to support diversity implementation for generating profits, being competitive and managing workforce. The decision should come from the top management to middle and lower level by making the workers incorporate it. They have to recruit and select people from varied culture and background for expanding their reach. If the organization is unable to implement it its reach is very limited within the specific zone. The management has to understand the importance of diversity as it results in reducing the cohesiveness in groups ultimately that result in employee turnover (Patrick and Kumar, 2012). For example the male workers working in environment that is homogeneous are more inclined to jobs and co-workers. The organization might be suffering from cultural issues a biggest hindrance when the organization is expanding. A workplace should not be culturally bound as it will not attract diversity in management in terms of employment contract, arranging positions, conducting interviews, employment conditions etc. An employee should not be discriminated under color or race, origin (ethnic, descent and national). 1 in 5 Australians in their lifetime have experienced race talk and to handle racism 86% of the Australian population takes action (humanrights, 2014). Discrimination is faced more by individuals in workplace who are born in countries where English is not the primary language. The two main challenges faced in cultural diversity are people and knowledge management as recognizing people talents and valuing them is difficult in approach. Similarly, knowledge acts as a resource so it needs to be enhanced by providing value so that is does not get diminish. Managing people is an art that is not every individuals cup of tea as it has various advantages for being competent. In the labour market people needs to be attracted, selected and retained efficiently by being competitive at the same time. When enterprises implement strategies for diversity management for the minority it benefits by reducing annual turnover, improving reputation, retaining skills and saving money in the industry the business resides (amf, 2010). But, it is not the truth in Australian society as the workplace is having social problems towards minority groups by displaying racist attitude and discriminating. Another barrier that is invisible is glass ceiling that is separating minorities and women from rising to positions in top management. These obstacles are present in the society that is blocking the advancement of some groups mentioned above. Therefore, diversity in organization should be valued by extracting the benefits by inculcating it in the system. The employees attracted should be recruited by reaping the benefits of the fruits by boosting the employee skills and attitude. The workforce has to be protected by governing their rights as per the legislation by incorporating strategies to build them for future needs. The employees should be treated equal in all aspects in workplace by communicating with them for creating a friendly work environment (Nataatmadia and Dyson, 2007). Conclusion From the above discussion it can be concluded that organizational diversity is varied in nature and aspects. A workplace should incorporate policies and practices that are beneficial for the employees. Human resources have to be deployed efficiently and effectively so that it meets the needs of the organization. A diverse workforce attracts talent and ideas by solving problems faster than any other organization not having diverse workforce. Hence, a good management implements modern practices in different cultural groups by sharing work and knowledge. Understanding knowledge by sharing it between employees from different backgrounds including race, religion, language etc. leading to collaboration successfully (Groschl, 2011). The human resource development (HRD) professionals should properly train their staffs by handling complains as generated. When a workplace is free of any discrimination it attracts diverse talent by contributing to its success. A healthy environment attracts competitive advantage over other workplace by involving full optimization of human resources, creating opportunities, fostering creativity and innovation, solving problems and having career development. Cultural diversity is about managing the needs of the individual rather than managing groups in workplace. The major components of diversity are organization structure, flexibility, policies and empowering employee through mentoring and training. In todays environment organization is getting better by developing it effectively and generating alternative ways for managing workforce (Groschl, 2011). Hence, it is recommended that workplace should change their method by taking initiative for having open attitude. In the long-term leadership positions should be promoted by encouraging employees to express ideas. The policy of diversity should be shaped as per the management policy by utilizing it properly. In the long-term the strategies adopted is having customized approach for employee satisfaction by being successful by building it. The economy is becoming global with the diverse workforce as it is increasing for the success and competitiveness. References Amf.net.au. (2010).Managing Cultural Diversity Training Program Resource Manual. [online] Available at: https://amf.net.au/library/uploads/files/MCD_Training_Program_Resource_Manual.pdf [Accessed 21 Sep. 2016]. Au.hudson.com. (2016).Why Are Workplace Diversity Initiatives Failing? | Hudson Talent Management. [online] Available at: https://au.hudson.com/for-employers/talent-management/talent-management-workplace-diversity [Accessed 21 Sep. 2016]. Bassett-Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and Innovation Management, 14, 169-175. cpaaustralia.com.au. (2011).Organisational Diversity and Inclusion Policy. [online] Available at: https://www.cpaaustralia.com.au/~/media/corporate/allfiles/document/about/organisational-diversity-inclusion-policy.pdf [Accessed 21 Sep. 2016]. Cummings, J.N. (2004). Work groups, structural diversity, and knowledge sharing in a global organization. Management Science, 50, 352-364. Fujimoto, Y. (2013). Organizational Diversity Learning Framework:Going Beyond Diversity Training.Academy of Management Proceedings, 2013(1), pp.15341-15341. Groschl, S. (2011).Diversity in the workplace. Burlington, Vt.: Gower. humanrights.gov.au. (2014).CULTURAL DIVERSITY. [online] Available at: https://www.humanrights.gov.au/sites/default/files/FTFCulturalDiversity.pdf [Accessed 21 Sep. 2016]. Littrell, L.N., Salas, E. (2005). A review of cross-cultural training: Best practices, guidelines and research needs. Human Resource Development Review, 4, 305-334. Maier, C. (2005). A conceptual framework for leading diversity. International Journal of Human Resources Development and Management, 5, 412-424. manly.nsw.gov.au. (2006).Equal Employment Opportunity Policy. [online] Available at: https://www.manly.nsw.gov.au/IgnitionSuite/uploads/docs/Equal_Employment_Opportunity_Policy%5B1%5D.pdf [Accessed 21 Sep. 2016]. McMahon, A.M. (2006). Responses to diversity: Approaches and initiatives. [online] Available at: https://www.shrm.org/hrresources/whitepapers_published/CMS_017028.asp [Accessed 21 Sep.2016] Nataatmadia, I. and Dyson, L. (2007). Managing the Modern Workforce: Cultural Diversity and Its Implications.Journal of Information Technology, [online] pp.580-582. Available at: https://www.irma-international.org/viewtitle/32666/ [Accessed 21 Sep. 2016]. Patrick, H. and Kumar, V. (2012). Managing Workplace Diversity: Issues and Challenges.SAGE Open, 2(2).

Is the U.S. Economy Healthy free essay sample

This paper is an analysis of the health of the current American economy. This paper examines several components of the U.S. economy from 2000-2002 in order to gage whether or not it is healthy. The economys health prior to 2001 is discussed in detail in order to give the reader a good basis for understanding why certain materials are included in this paper. The author looks at GDP, the unemployment rate and inflation in order to examine their affect on the current economy. Any new monetary and fiscal policies that have been introduced to help deal with problems arising are then presented and analyzed in order to judge their efficiency. According to Encarta Gross Domestic Product is defined as total value of goods and services produced in a country over any given period of time. GDP is calculated in one of three ways: (1) by adding up the value of all goods and services produced, (2) by adding up the expenses on goods and services at there sold, or (3) by adding up manufacturer earnings from the sale of services or goods. We will write a custom essay sample on Is the U.S. Economy Healthy? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This variable is important when examining the health of the economy because it measures the countrys standard of living. If GDP increases at a higher rate than the population, standards of living are rising. If the population is increasing at a greater rate than GDP, living standards are falling. (Encarta) The following table shows U.S. GDP over the last 18 months: Starting with the fourth quarter of 2000 ending with the fourth quarter of 2001.