| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "TEACHER RETENTION": |
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Male Teacher Retention, 2002.
An examination of male teacher retention in early childhood programs.
1,372 words (approx. 5.5 pages), 5 sources, MLA, $ 45.95
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Abstract
This paper discusses how the prominence of males in early childhood education is low due to a variety of reasons such as low pay, subtle discrimination and social isolation. It attempts to analyze why the five percent of American men that can be found in early childhood education actually remain in the field. It also examines how the views of men in early childhood by staff and administrators impact male teacher retention.
From the Paper
"Further, our society has a wide-spread and overwhelming belief that men are not as adept at educating and caring for young children as are women (Kennedy 1991; Neugebauer 1994). This pervasive belief actively keeps young men from entering the profession. As a result, young men who enter early childhood education often find that their abilities and talents are often negated by parents, teachers and coworkers who assume that their professional abilities are less than those of their female peers. Further, this belief can affect career counseling, hiring decisions and teacher education programs, making it difficult to recruit new male teachers of young children (Seifert 1988)."
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Teacher Retention and Recruitment, 2007.
A discussion on the growing problem regarding the retention and recruitment of teachers.
11,385 words (approx. 45.5 pages), 72 sources, APA, $ 223.95
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Abstract
This paper explains that the retention and recruitment of teachers is an increasingly serious problem in many states across the nation. The paper examines data from No Child Left Behind (NCLB) and Adequate Yearly Progress (AYP) Reports as being unrealistic. It concludes with career and technical education as a recommended cornerstone of NCLB and recommendations to restructure professional development workshops equipping professionals in the classrooms to make AYP. Graphs, tables, and a flow chart are included with the paper.
Table of Contents:
Abstract
Introduction
Safe Harbor - Non-Proficiency Targets
Special Education
Texas Accountability
NCLB History
Accountability for Results
Emphasis on Doing What Works
Expanded Parental Options
Expand Local Control and Flexibility
Eight Misconceptions of AYP
Recruitment and Retention
Technology
Career and Technical Education
Think Multiples
Align with Goals
Evaluate
Get Off-Site
Dedicate Space
Extend Training
Invest in Staff
Encourage Community
Conclusion
From the Paper
"Our government is a cobweb of fractions pulling in opposite directions with the winner being the hardest puller (usually lobbyists). Where is CTE on the tug-of-war of funding? Politicians are urged, swayed, sometimes bought by organizations, whose primary agenda is their personal gains. How do we show and influence Washington with our agenda of a better life for our children through their participation in Career and Technical Education? Maybe if CTE were labeled as a commodity, such as Pork Barrels, it would receive the support of our legislators."
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Teacher Retention, 2002.
Looks at a variety of factors that could help diminish the teacher attrition rate.
1,400 words (approx. 5.6 pages), 7 sources, $ 53.95
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Abstract
One of the greatest challenges of education is simply keeping the supply of new teachers coming, and keeping those people in their jobs. It is the purpose of this paper to examine the forces that are at play which can positively affect teacher retention by looking first at the roles of principals, the use of mentor teachers, and changing the practice of hiring fresh college graduates to hiring seasoned, but non-teaching, professionals to fill classrooms.
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Teacher Retention And Recruitment, 2002.
Reviews literature on strategies for recruiting and retaining good teachers.
2,925 words (approx. 11.7 pages), 8 sources, $ 103.95
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Abstract
Reviews literature on strategies for recruiting and retaining good teachers. Need to reduce treacher attrition and meet the growing demand for more qualified teachers. Causes of teacher attrition; financial and educational costs. Problem of unqualified teachers. Discusses existing programs to retain teachers and their effectiveness. Teacher mentoring relationships and mentor programs.
From the Paper
"TEACHER RECRUITMENT AND RETENTION: A REVIEW OF THE LITERATURE
Introduction
In the next ten years, it is expected that American schools will be short almost 2.5 million teachers (NEA,2001), a statistic that highlights the importance of programs aimed at teacher recruitment and teacher retention. A good deal of the shortfall in American teachers is said to be due to teachers leaving the profession at alarming rates; for example, the National Education Association (2001) reports that about 20 percent of all newly hired teachers leave the profession within three years and about six percent of teachers overall leave the profession yearly.
In terms of the causes of teacher attrition, Ingersoll (1998) states that the single greatest causative factor is ..."
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New Teacher Retention, 2002.
A paper which offers solutions to keep first-year teachers in the education field, despite the many problems.
3,172 words (approx. 12.7 pages), 12 sources, APA, $ 91.95
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Abstract
This paper addresses the many sources and reasons given by novice teachers for dissatisfaction and leaving the field. In addition, solutions are presented from an administrative standpoint, mentoring programs and additional suggestions to reduce the flight of novice teachers from the field of education. These solutions are matched to administrative standards that are accepted within the field of educational administration. Finally, a new teacher mentor program within the writer's school district is discussed and examined as a model of an effective mentorship program.
From the Paper
"Many believe that the first year of teaching is the most critical one as it can determine if a person will remain in the teaching field and what kind of elementary school teacher that person will become. Novice educators are often found alone in their classrooms, with little access to colleagues for problem solving and role modeling; discouragement and frustration can easily set in. Typically new teachers are assigned to the most undesirable classes. A ?sink or swim? environment exists for many new teachers who often leave the profession because they find the work too isolating and unsupported. The result, ?20 to 50 percent of new teachers will quit within the first five years? (Colley, 2002). Continuing carrier dissatisfaction among teachers will pose a serious threat to efforts to raise student achievement. Qualified educators will always be in short supply unless schools and communities address the teachers' reasons for being dissatisfied in their chosen careers."
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Recruitment and Retention of Teachers in Florida, 2005.
A look at the ongoing problem of public school teachers across the nation and Florida, in particular.
1,613 words (approx. 6.5 pages), 5 sources, APA, $ 52.95
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Abstract
This paper provides a positive program for the recruitment, retention, and maintenance of a solid, sustainable core of teachers in Florida, based on the present dynamics of Florida's educational system. The factors in Florida's educational system that work against such a program are also pointed out in the paper.
From the Paper
"Like many states, Florida is experiencing a teacher shortage that is so crucial it requires aggressive and creative ideas and methods in order to reach a satisfactory solution. According to a 17-page report issued by the Florida State Board of Education - "Office of Evaluation and Reporting" - they currently are facing "critical teacher shortages" for the years 2004-2005, and there are expected to be critical shortages for the school years 2005-2006, in: middle and secondary mathematics and science, reading, technical education, industrial arts, physical sciences, English for speakers of other languages, and exceptional education programs. There will also be critical shortages of school psychologists in 2004-2005, according to the report."
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Vocabulary Exercises and Word Retention, 2007.
A critique on an article by K.S. Folse, called "The Effect of Type of Written Exercise on L2 Vocabulary Retention", which discusses word retention following vocabulary exercises.
801 words (approx. 3.2 pages), 1 source, MLA, $ 28.95
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Abstract
This paper analyzes and critiques an article written by K.S. Folse which examines the variable effects of three different vocabulary exercises on word retention, based on a sample of ESL students enrolled in intensive language programs at American universities. The paper concludes by explaining the limitations of the study.
From the Paper
"Implications for classroom practice are extensive. Teachers who base their vocabulary exercises and assessment tools on original sentences, based on the assumption that original sentences will lead to retention, may need to rethink their approach to TESOL. Folse (2006) adds that creating original sentences place undue time and energy demands on the students, which may detract from their actual ability to retain the word. Teachers also have to spend more time on grading original sentences, and poor grammar may impact grades without reflecting whether or not the student actually understood the target word. Writing sample sentences with the target words, teachers can create more meaningful and effective exams that are also easier to grade."
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Employee Retention and the Hospitality Industry, 2007.
A discussion of employee retention in the hospitality industry.
4,352 words (approx. 17.4 pages), 12 sources, APA, $ 114.95
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Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.
Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion
From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."
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Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, $ 110.95
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Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
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Customer Retention, 2004.
An analysis of the strategic business issue of customer retention.
12,105 words (approx. 48.4 pages), 8 sources, MLA, $ 234.95
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Abstract
This paper discusses the theory and the practice of customer retention. In addition, the ideas of loyalty, intimacy, and satisfaction are studied to determine their place in the customer retention of today and the future. A better understanding of how organizations and customers define customer retention is vital to this study, as is learning how various firms measure customer retention. The paper examines how customer retention works and identifies what can be done by various companies to determine how best to serve their customers and keep them coming back.
Contents
Chapter One
Introduction
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definition of Terms
Overview of the Study
Chapter Two
Review of Related Literature
Chapter Three
Methodology
Approach
Data Gathering Method
Database of Study
Validity of Data
Originality and Limitations of Data
Summary
From the Paper
"Customer retention has become very important as society continues to grow. When society was very young, there were only a few merchants and they only had certain things that they sold to those that lived and worked nearby. As the population expanded and demand for more things was created, more and more merchants and businesses were established. This created much more competition based on price and other factors, and one of these factors was the treatment of the customers so that they would return to purchase from that shop again. Thus customer retention was born, and it has continued to increase in importance as the population and their demands continue to grow."
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Turnover and Retention, 2005.
This paper discusses the reasons for high turnovers and what companies can do to reduce turnover and raise retention.
5,780 words (approx. 23.1 pages), 31 sources, APA, $ 138.95
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Abstract
This paper explains that retention of employees has become a major task for companies because employees no longer show company loyalty by staying with their employers throughout their career life. The author points out that, whereas years ago employees stayed with their employer for years letting the employer define the quality of their life in terms of salary or satisfaction; today, employees leave their current employer in search of more income, better benefits or career advancement. The paper relates that issues of retention and turnover are all about company culture -- "kinder and gentler" is replacing "do it my way"; examples of companies seeking to change their culture are MasterCard, Great Plains, Inc. and Southwest Airlines. advancement.
Table of Contents
Introduction
What is Retention and Turnover?
Employee Stability
Undervalued and Underutilized
Supervisor issues
Problem Analysis
Employee Symptoms
Labor Shortage
Turnover Costs
Why Companies Fail at Retention
It's not about Money
Other Issues
Raising Retention, Lowering Turnover
Mindset
Survey
Supervisor Responsibility
Work Environment
Feedback
Compensation
Training
Career Development
Bureaucracy
Conclusion
Chart: The Cost of Turnover
Chart: A Sample New-Hire Survey
From the Paper
"Employees who feel undervalued and underutilized will look to change jobs. Employees who feel undervalued and underutilized have lost the meaning of their job. According to Holbeche (2004), employees in general are looking to make their work more meaningful. The author reported a study that stated, "63 per cent of board directors, 72 per cent of middle managers and 69 per cent of directors and senior managers are looking for a greater sense of meaning in their working lives". Based on this study, companies must actively work to help their employees feel valued if they want them to stay. The author also reported that 68% of the people in large organizations have lost the meaning in their work and seek flexibility in their work. However, they were not willing to give up career advancement to achieve the work/life balance. In contrary to that, Knippen and Green (1996) suggest that employees who feel undervalued and underutilized should ask their supervisor for interesting work. Interesting work could be anything from adding more responsibility to simply changing the way a task is done. No matter what the work change is, it is important to outline to the supervisor the benefits of getting interesting work and the consequences of not getting it, which includes quitting."
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Employee Retention, 2002.
An examination the issues of employee retention through improved job satisfaction based on a job satisfaction survey.
1,435 words (approx. 5.7 pages), 7 sources, MLA, $ 47.95
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Abstract
This paper looks at the problem of employee retention in today?s market and discusses the creation of a job satisfaction survey as the starting point in creating an effective employee retention program. It analyzes how employee retention is a difficult problem for many U.S. businesses and how pay-based incentives alone are no longer enough to hold quality employees. It evaluates how non-pay incentives are becoming more and more important in creating effective employee retention programs and how the array of such non-pay incentives, however, is large and an effective retention program should be tailored to company?s specific employees.
From the Paper
"McQuarrie argues that market research is relevant to business strategic planning because it results in focussed, company specific information. (1996). Rossi et. al. provide a detailed and complete guide to the effective use of surveys in market research. (1983). This work covers not only the use of closed versus open ended questions for obtaining desired information, but also explains various methods in analysis. Finally, Edmunds (1996) and Edwards, et al. (1997) give a step-by-step guides to choosing the proper research method, appropriate use of various question forms in surveys and choosing the appropriate degree of analysis to fit within relevant time and budget constraints."
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Second Language Retention, 2007.
A literature overview of attrition and retention of second/foreign languages.
1,487 words (approx. 5.9 pages), 12 sources, APA, $ 49.95
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Abstract
The paper discusses the attrition and retention of languages. In the paper, attrition refers to a gradual or marked loss of the understanding ,or the ability to converse and communicate, in a language. The paper examines language retention, which is the way that language is acquired and maintained. The paper further examines the way that this retention is affected by various linguistic, socio-linguistic and psychological factors.
From the Paper
"Another theory that is encountered in the literature on second language learning is the Frequency of Use theory. The theory refers to the view that things learn best are most often retained. A study by de Bot, Gommans, and Rossing (1991) of Dutch learners in a French environment found that language attrition was related to the amount of contact that the Dutch learners had with other people who spoke their language in the French environment. "They discovered that the length of time away from the Netherlands would not cause attrition for this generation of immigrants if they had many regular first language contacts."
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Retention of African-American Males in Universities, 2007.
This paper explores the factors affecting retention of African-American males in predominantly white universities.
1,896 words (approx. 7.6 pages), 7 sources, MLA, $ 60.95
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Abstract
This paper examines the retention rate of African-American males in predominantly white universities. The paper compares the factors influencing African-American women versus men in completing their university studies. The author states that the purpose of this research is to find out exactly what the retention rate of African-American males in white universities is, and what explicit and implicit factors influence the retention rate.
Outline:
Research Question or Alternative Hypothesis
Independent Variable
Dependent Variables
Possible Confounding Variables
Research Design
Participants
Instrumentation
From the Paper
"The retention rate of African American males has been a hotly debate topic in the college domain. Although statistics have shown that the overall retention rate of African Americans within college has progressively increased, few studies have specifically focused on the African American male student within a predominantly white university. Michael J. Cuyjet explains in his book, "Helping African American Men Succeed in College", that African American males are different from females in several different categories that include course learning, exposure to campus activites, use of student unions, involvement in clubs and organizations, etc (Cuyjet, Chapt. 1). The goal of this research study is to find out exactly what the retention rate of African American males in white universities is, and what explicit and implicit factors impact the overall impact the retention rate. We will conduct a research design that will consider the multiple factors within retention rates and develop a quantitative metholodgy to measure the factors contributing to African American male retention rates."
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Employee Retention, 2007.
This paper discusses the need for greater emphasis on employee retention in human resource management.
4,417 words (approx. 17.7 pages), 34 sources, MLA, $ 116.95
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Abstract
This work is an exploratory project based capstone that addresses the issue of employee retention and the evolution of its importance for employers, individuals and society. It initially draws conclusions about changing trends in employee retention and its general importance as an issue in the overall employment arena. The writer then moves on to discuss its importance to the success of the individual as well as to its greater impact on society. Lastly, the work makes note of the need for greater emphasis of employee retention in human resource education.
Table of Contents:
Outline Abstract
Introduction/Statement of Problem
Review of Literature
Discussion
Conclusion
References
Appendix A
Appendix B
From the Paper
"One of the most foundational issues facing businesses of any size in the modern economic world is employee retention. Gone are the days where one individual keeps the same job for their entire working career retiring with 30 years of service and a gold watch. The current business climate in both small, medium and large companies includes one of transitional employees, both intentional and unintentional. On the whole much more funds are spent on the job and external training than has been spent in the past as a result of the fact that most people now work one job or career for no more than about ten years and then either move forward in the company to a completely different position or more commonly move on to another company or even to a completely different career."
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