Category: News Update

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Women\’s History Month Lesson: Your Place in the Race

A race is a work of art that people can look at and be affected in as many ways as they\’re capable of understanding ~ Steve Prefontaine

As educators, we often try to teach our students more than just facts and formulas. Being an avid female runner, there is a certain historical story which holds great meaning to me and teaches a lesson that cannot be graded through any test or quiz. Not only have I found personal inspiration from it, but I also found it has great ties to the classroom.

It wasn\’t that long ago that women were denied entry into distance running races. Despite records of women having completed marathons in the late 19th and early 20th centuries, prior to 1968 women were not allowed to compete. Many believed that females simply weren\’t fit for such athletic feats. And so, decade after decade, officials declared that women had no place in the race.

This didn\’t stop women from running, of course. There\’s an almost primal drive that compels some humans to move, to push, and to explore. Despite my love for my comfy chair, blankets, and lap dog, I feel that drive. I run to think, to quiet my thinking, to let out stress, to see the world, to appreciate nature, to feel alive. I race myself, I cheer on others, and I love going further than I\’ve ever gone before. I simply can\’t fathom being told I\’m not cut out for the challenge.

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Get "Lost" in Your Lesson Plans

Lost is back and ready to bring some island mystery to your classroom!

In honor of the long-awaited last season of the hugely popular show, here are some Lost-inspired lesson ideas across grade levels and subjects.

Since Lost watchers are so passionate about the show, it seems like a fun way to teach a lesson that includes watching an episode in class (yay!), offering some extra credit to older students, or just using the get some thinking-outside-the-box lessons.

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Classroom Management: The Modern "C’s” of Learning

Collaboration, communication, critical thinking, and creativity – these four “C’s” of learning have guided and directed the curriculum trajectories of several generations of educators.

But as the teaching profession has evolved — especially with regards to technology and all the elements it brings to the classroom – it’s time to recognize a new set of “C’s” and how your classroom toolkit can morph with them.
Today, frequent TeachHUB.com contributor Jordan Catapano adds five more “C’s” to the table, including competition and character.
Learn About Some New Classroom Management Tips >>
The Anti-Bullying Classroom: Advice for Educators
Elsewhere on TeachHUB.com today, anti-bullying advocate Jodee Blanco offers up 10 top anti-bullying tips that teachers can enact today to put an end to this perpetual problem.
Blanco, the noted author of “Please Stop Laughing at Us,” says a few words that teachers should NEVER say to a bullied student: “Ignore the bully and walk away; they’re just jealous; twenty years from now those bullies will probably be in jail and you’ll be successful; I know how you feel; or be patient.”
With that, Blanco dives into her 10 tips, which include:
Contact the parents
Be a friend
Use compassionate punishment
Get All of Jodee Blanco’s Anti-Bullying Classroom Advice >>
Teacher Interview Questions, Answers
TeachHUB.com is your go-to site if you are seeking a teaching job.
One of our consistently popular articles, 6 Common Interview Questions for Teachers and How to Answer Them, offers up the most frequent teacher interview questions according to our educational experts, and gives suggestions on well-researched answers.
Other helpful employment-related articles we’ve published include How to Survive a Group Interview, 3 Proven Ways to Get a Teaching Job, and Interview Disasters and How to Avoid Them. Study these articles and ace your way through the hiring process!

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Academic Leadership – Journal

Academic Leadership Journal (ISSN 1533-7812): is a peer-reviewed refereed monthly journal that publishes papers on diverse areas of management such as Human Resource Management, Organizational Behaviour and Organizational Management, International Business, Knowledge Management, Environmental Management, Data Analysis and Decision Making, Technology and Operations Management, Strategic Decision Making, Negotiations and Competitive Decision Making, Ethics in Management, Corporate Governance, Corporate Social Responsibility, Public Management, Rural Management, General Management, Hotel Management, Intellectual Property Rights, Education Management, Communication Management, Lifecycle Management, Spiritual Management, Tourism Management, Hospitality Management, Leisure Management, Inventory Management, Waste Management, Hospital Management, among others.
The objective of the Academic Leadership Journal is to disseminate knowledge, which ensures good practice of professional management and its focal point is on research and reflections relevant to academicians and practicing managers. The Journal enjoys a pan India reach and a discernible international subscriber and readership base.
Send papers for publication in this journal to editor@academicleadership.org
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Sneak Peak: Mrs. Mimi\’s 2nd Grade Adventures

Mrs. Mimi has been sharing her second grade adventures with undeniable wit and endearing honesty on her blog It’s Not All Flowers and Sausages for the last two years, but now she\’s gone big time. Her book by the same name hit stores Sept. 1.

Mrs. Mimi and her publishers were kind enough to let us peak inside the first chapter “I Love Naughty Boys.”

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

THE CHRO\’S GUIDE TO SUCCESS IN THE DIGITAL AGE

The digital transformation has had a massive impact on the role of nearly every employee, and even the CHRO is not immune.
A CHRO at the top of his or her game is a close confidante of the CEO and therefore has to think about many of the same things that a CEO does. To empower her team to make personnel decisions that are in line with the CEO\’s business strategy, the CHRO must be knowledgeable, confident and well-versed in the technological changes that are driving today\’s workforce.
Here are the key tech trends that are reshaping the role of a successful HR leader.

The Workforce Is Now Global—Is Your CHRO?

To be successful, CHROs must be fully entrenched in what drives their organization internally, and have an understanding of the company\’s commercial and competitive pressures. But work today is fast-paced and, thanks to greater digital connectivity, integrated across departments. That\’s why by the time that CHROs accept their positions, it\’s important for them to have clocked up experience across all other areas of the business. Some 63 percent of executives in a Visier study said that the best CHROs come from finance, legal or other non-HR backgrounds.
Today\’s workforce is also dispersed and global, due to the possibility of remote work and collaboration. As a result, international experience is also increasingly important for CHROs, because it gives them a more well-rounded perspective. SpencerStuart research found that 36 percent of today\’s CHROs have direct international experience, up from 23 percent just three years earlier.

Data Is the Language of the Digital Age

It\’s hard to over-estimate the importance of being data-savvy. Today\’s CHRO must not only to be competent at analyzing data, but also a master at knowing what to do with it. They must bring to bear their experience and judgement to interpret the data, and have the confidence to apply that knowledge in a way that can influence future behaviors in their company.
Too often, HR leaders use data to look at past behaviors—that\’s no longer good enough. What\’s key now is to develop the technological prowess and the soft skills necessary to use predictive data to hire the best talent and manage existing workers.
Even artificial intelligence technology is only as objective and effective as the people that deploy it—CHROs must know how to interpret and apply the insight in front of them, and anticipate pitfalls. For example, they must be aware of bias in their hiring data to prevent biased practices from influencing their hiring practices.

Digital Disruption Is Creating a Cultural Shift

There are only two speeds in business today: fast and faster. That\’s why rather than constantly trying to keep up with the fast pace, CHROs need to shift from “managing change to leading it,\” according to a Gartner article.
Digital transformation is disruptive, and CHROs need to embrace that mindset as well. That means not being afraid to experiment with new tools and technologies, and finding ways to embrace changes to the traditional view of work life, such as more flexibility for remote work.
“Culture eats strategy for breakfast,\” world renowned consultant Peter Drucker once said. While CHROs alone cannot alone change company culture, they do play a central role in creating and molding a culture in which people perform to the best of their ability, while maintaining a keen eye on strategic objectives.
Getting to a point where HR is positioned to drive change and disruption isn\’t easy, HR needs to first gain the trust of the rest of the business. But, by making a tangible business impact with the right experience and mindset, they will gradually gain the respect and confidence of other business areas.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Top 10 Teacher Facts That\’ll Make You Proud

With public education currently under attack from many different sides, it is important that we as educators, become advocates for our profession. We need to arm ourselves with the facts, with why we should be proud of what we do, and how well we do it.

With that in mind, here is a list of ten interesting facts that teachers should be proud of. Read them for yourself…and then share them with everyone you know!

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Teaching: What I Didn\’t Learn in College

I was an adult student, attending college in all of my seriousness, so eager to learn everything there was to know on how to be a teacher. I wanted to be good, great even, and I studied, and I planned, and I reflected my little heart out. And then I graduated, got my first teaching job and realized that I had very little idea of what it meant to really be a teacher.

So what I didn\’t learn in college is really quite a lot. I didn\’t learn how to gain my students\’ trust, interest or even attention. Instead I learned systems of control, management, and planning that would force students to listen. I didn\’t learn how to teach a child that consistently gets 5 hours of sleep every night because of parent job situation and therefore puts his head down on his desk every day. I learned that each child better pay attention to me because that is what children are supposed to do.

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Original Valentine\’s Day Lessons for All Grades

Although it’s tempting to treat Valentine’s Day like Halloween and simply throw a party and call it a day, there are some ways that you can gear your lesson plans toward Feb. 14.
Recently we ran a piece on how to do just that – so you don’t have to give up valuable learning time to just throw a class party. Our ideas included:
  • Create Valentines with a Curriculum Twist
  • Reading & Writing Love Stories, Poems, Sonnets or Songs
  • Cupid & Love in Mythology
  • And More!

What are your go-to classroom activities for Valentine\’s Day?
Check out our Valentine’s Day lesson plans>>
Classroom Management: Solve the Hand-Raising Problem
Today, we examined the problem of the chronic hand-raiser – that student who, despite what else is going on in the classroom, keeps his or her hand in the air with an expectant question or comment.
The problem is that the chronic hand-raiser is wasting valuable amounts of time with his or her hand in the air while you are tending to other things. For instance, he or she could move ahead and study other things while waiting until you are free.
Frequent TeachHUB.com contributor Janelle Cox uses some classroom management techniques today to address the problem of the chronic hand-raiser, including:
  • Using signs or signals rather than hand-raising
  • Use craft sticks rather than hand-raising
  • Try the Quantum learning method
  • And more!

What do you do when your students raise their hands too much in class? Do you have any tricks or tips that you would like to share?
Learn how to redirect the energy of a chronic hand-raiser>>
Video: Learning Retention for the Special Education Teacher
Check out this video that we recently published on TeachHUB magazine, always available for free, in which we outline ways that ways that the special education teacher can increase their students’ rates of learning retention.
Not surprisingly, learning retention doesn’t differ that much from student to student regardless of his or her academic acumen, but there are some unique ways that a special education teacher can insure that the lessons they administer won’t be forgotten after the test is over.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

One of the best time-tested ways to build up the academic abilities of students is by creating teaching strategies that engage parents. When mom or dad (or both) gets actively involved in the classroom setting, it almost always leads to report card success. The publication School Community Journal even acknowledges, "There is a sizable body of research literature supporting the involvement of parents in educational settings and activities." Of course, getting parents involved in your class is no easy task. But today on TeachHUB.com, frequent contributing writer Jacqui Murray, who is also a technology teacher, outlines several ways that educators can engage parents in their classroom goings-on, including: Create a family-friendly environment Hold parent classes Communicate with parents And more! Overall, Jacqui notes that in addition to their classroom roles and teaching strategies, teachers need to be parent resources and that they need to be accessible to them. How do you involve parents in your classes? How successful is this effort? Learn more teaching strategies that will engage parents>> Top 12 Things You Learned In School That Your Students Won’t One of the most-commented upon articles we’ve ever published has been a rundown of the top 12 things that “older” folks learned in school that are now viewed as practically academically obsolete. Some of these endangered classroom species include: Cursive writing Typing Paper-based reference materials And more Are you fighting to keep these lessons alive in your classroom? What did we miss on the list?

Back in the day, multitasking was a badge of honor amongst educators. The more things a teacher could handle at once—grading papers, creating a curriculum, disciplining students – the better he or she was at the educational profession.
But that mindset has been eroded over time. These days, studies have shown that concentrating on one task at a time makes humans much more effective in any working environment, not just the classroom.
Today on TeachHUB.com, frequent contributor Jordan Catapano  spells out the downfalls of multitasking. Jordan notes several common multitasking pitfalls, including:
  • You’re more likely to produce errors
  • Your creativity is diminished
  • Your IQ actually decreases
  • And more!

All in all, Jordan notes that teachers (and all other professions) should stop honoring multitasking, and quit pretending that it works: “Technically speaking, it’s impossible for our brains to do two major tasks at once. What we’re really doing when we think we’re multitasking is “task switching,” which means we alternate between tasks,” Jordan notes.
What are your tricks to increase focus and limit multitasking with yourself and your students?
Learn about the problems with multitasking>>
Yoga Pants & the School Dress Code
Dress code debates and figuring out acceptable attire have been around since the invention of school. Today, fashionable female students are donning Yoga pants, those tight, form-fitting-yet-comfy piece of apparel that pushes the boundaries of the school dress code in many districts.
In many circles, Yoga pants, spaghetti straps, bare midriffs, and the like are viewed as being distracting to male students, a point that is well-taken by many in the education field.
Still others argue that “dictating that young women change their appearance because they are ‘distracting’ men inherently objectifies them, and it teaches girls to be ashamed of their bodies.”
So the debate rages on. Today on TeachHUB.com, frequent contributor Jordan Catapano (also a high school English teacher) points out the arguments on both sides of the pantleg (his joke) in a great think piece that will get you to respect both debate teams. Check it out – it’s an excellent school dress code op-ed article.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Name of Conference: National Level Multidisciplinary Conference on Business and Humanities â€" Opportunities and Challenges

Name of Conference: National Level Multidisciplinary Conference on Business and Humanities â€\” Opportunities and Challenges
Date of Conference: 19th February 2020
Venue: Department of Commerce & Management and Humanities, ST Pauls College, Bangalore
Organized by: Department of Commerce & Management and Humanities, ST Pauls College, Bangalore
URL of the Conference: https://archives.tpnsindia.org/index.php/sipn/issue/view/152
Brief of Conference: National Level Multidisciplinary Conference on Business and Humanities â€\” Opportunities and Challenges

Organised by Department of Commerce & Management and Humanities, ST Pauls College, Bangalore on 19th February 2020

Conference Committee

CONVENER

Dr. V. Babu

CO-CONVENER

Sr. Nirmala Joyce

Ms. Savitha
Theme and Sub-Themes: Multidisciplinary Conference

https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

USE \’THE INTERRUPTION STRATEGY\’ TO TACKLE THE DIVERSITY GAP

When looking at the statistics presented by some of the most innovative companies in the world, the picture is painfully clear. Google reports that 3 percent of its employees are Hispanic and just 2 percent are black (compared to 17.4 percent Hispanic and 13.2 percent black in the general population). Apple\’s employees are 55 percent white and only 2 percent black, not to mention 70 percent male. LinkedIn\’s employee base is only 3 percent Hispanic and 1 percent black.
That\’s all in spite of the fact that the U.S. population will soon be more diverse than ever: Census data suggests there will be no ethnic majority in the next 10 to 30 years.
So, how can HR leaders address this problem? As Joan C. Williams writes, “When an organization lacks diversity, it\’s not the employees who need fixing. It\’s the business systems.\”
There are many emerging strategies to increase diversity and eliminate bias in organizations — including several focused on using big data to tackle the problem. Let\’s take a look at one such data-based method: the \”Interruption Strategy.\”

The Interruption Strategy

In her Harvard Business Review article, “Hacking Tech\’s Diversity Problem,\” Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. “The Interruption Strategy\” aims to break what she calls the “diversity industrial complex\” — the common approach of making a few token hires, implementing sensitivity training, creating mentoring programs and other similar vague changes. Rather than relying on conversations and extensive training, the Interruption Strategy is based on implementing “bias interrupters.\”
Bias interrupters are things that change basic business systems in a way that stops a pattern of bias where it begins. Here, three steps your organization can take to implement the Interruption Strategy:

Step 1: Determine Whether There\’s a Problem

Using a focus group, determine if minorities in your organization are facing common discrimination and biases. Are minorities hired at the same rate? Do they have equal pay to their majority counterparts? You should also run a data report on the state of diversity in your workforce: If, like LinkedIn, you run a data report showing that only 1 percent of your global workforce is black, then you have a diversity problem.

Step 2: Identify Key Metrics

Once you\’ve identified a problem, you must identify your metrics. If you\’re not sure where to start, take a look at these four things: how people are hired, how work is assigned, what happens during performance evaluations and how compensation is determined.
For example, you may look at your hiring practices and find that your minority applicant pool is significantly smaller than your competitor\’s. Your key metric is now your minority applicant pool, and your next step is to experiment with different ways to interrupt the process leading to such a small applicant pool: How can you expand your recruiting reach? Is something preventing minorities from considering your organization a desired place to work?

Step 3: Experiment, Measure Success and Keep Trying

Once you have determined a point of bias and related key metrics, it\’s time to experiment. Come up with a bias interrupter, try it out and measure the results. If it wasn\’t successful, try something else. If it was moderately successful, look at what led to its success and optimize your strategy.
To continue with the applicant pool example above, what basic business system can you change in an attempt to attract more minority applicants? Look at how job postings are written. Is it possible that changing the tone or language could remove a barrier for minority applicants? For example, when giving an overview of the organizational culture, do you mention a commitment to creating a work environment that reflects the community in which it is located? Is your organization committed to celebrating the uniqueness of each employee?
Long term, the Interruption Strategy can be used on a continuous basis to ferret out instances of bias that are preventing organizations from reflecting the diverse U.S. population. With a creative and focused team, various metrics can be tested, and the blockades of bias that minorities face in the workplace will begin to crumble
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