Harold and the Purple Crayon Lesson Plan

Grade: Approximately Fourth GradeSubject: Language ArtsLesson Title: Harold and the Purple Crayon Lesson Plan Materials and Resources Needed Harold and the Purple Crayon by Crockett JohnsonPurple crayonLarge sheets of paper Reading Strategies Used Sketch-to-StretchVisualizingRetelling Overview and Purpose Students will use the reading strategy Sketch-to-Stretch to develop concepts, summarize information heard and retell the story through drawing.The purpose of this activity is to gain listening comprehension skills. Educational Standards Students will read, write, listen and speak for literary response and expression.Students will read, write, listen and speak for critical analysis and evaluation. Objectives and Goals Present personal responses to literature that make reference to characters, plot, and theme.Create a story using elements in literature.To motivate children to ask them if they like to draw.Then ask, when you listen to a story how many of you close your eyes and picture what is happening? Then have them close their eyes and try and picture a horse next to a barn. Once they open their eyes ask them what they saw, what color was the horse? What color was the barn?Go around the room and show the children how each person imagined something different.Tell the children that they will be using their imagination when you read a story to them.Introduce the book, Harold and Purple Crayon by, Crockett Johnson.Tell the students that will have to listen carefully to the story that is going to be read because they will be drawing what they hear.Tell the students they will be using their ears to listen and their hands to draw what the character Harold is drawing in the story.Ask the students what t ypes of things do they think they will be drawing?Ask students, do you think everyone will have the same drawing as everyone else? Why? Why not?Arrange for students to find a spot on the floor where they will have a lot of room to draw.Ask students where they should start drawing on their paper once the book begins. What part of the paper, where you draw next when you come to the end of the paper, etc.Retell the name of the book and begin reading.Stop a few times at the beginning of the book and ask what they are drawing. Do this so they understand what they should be doing.To end the lesson, have the students place their drawings at their desks and then have them walk around the room to view everyones pictures.Share and compare their drawings.Have students come up and retell the story through their drawing.Ask questions to compare such as, What did Brady draw in this picture that Hudson left out?Have the students observe how each child has their own perception of what happened in t he story.Assess quality texts using accuracy, objectivity, and understanding of the book. Independent Activity: For homework have each student draw a picture of their favorite part of the story using only their memory. Verification and Assessment You can verify your objectives by looking at the drawings from class and their homework assignments. Also: Compared drawings with one anotherOrally shared their opinion when retelling the story through the drawingDrew a picture of what they thought happened in the book by using elements in the story

The Book Of Genesis A Historical Narrative - 1334 Words

The book of Genesis is a historical narrative. Old Testament narratives serve two main purposes: (1) to chart the ongoing progress of salvation history, and (2) to provide illustrations of God’s nature and purpose and the appropriate responses of the people to God’s purpose (Fee and Stuart, How to read the Bible for all its worth, 2014) There a few main things to remember when reading Old Testament narratives; as the reader need to recognize the levels at which narratives function, keep the focus on God and his purpose for the world, we need to avoid moralizing biblical narratives, and avoid allegorizing the meaning of the text. It is important to be cautious when interpreting the Old Testament narratives. Old testament narratives are not the answers to all of our theological questions, normally does not teach a direct doctrine, and all narratives are selective and incomplete (Fee and Stuart, How to read the Bible for all its worth, 2014) Big Picture- Though the book of Genesis is very early in the biblical storyline a pattern has already developed; people sin, people face the consequences, god redeems, and repeat. As soon as sin entered the world, God began to reveal his plan to reverse the effects of the fall. This began with Adam and Eve in the Garden of Eden, then to their son Cain killing his brother Abel, civilization becoming so wicked that God had to send a flood, and finally, God confusing the human speech because humanity tried to build a tower to the heavens.Show MoreRelatedThe Influences on Genesis1288 Words   |  5 Pagesï » ¿Influences on Genesis To study Genesis in terms of its literary and historical content is not to say that we are in any way being irreverent in our reading of this part of the Old Testament. In other words, it is possible to read Genesis in both a spirit of appreciation for its position as the opening exegetical narrative of the Bible and as a document that reflects literary and historical realities and influences during the time when it was being written down. 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Human Resource Management for Business Process- myassignmenthelp

Question: Discuss about theHuman Resource Management for Business Process. Answer: Every organisation has a human resource department for recruiting employees, training and development and their retention. Effective human resource management gives competitive advantage to the organization. Employee centered culture was found to ensure enormous success when adopted by an organisation. In this context the essay discusses how HRM activities enable organizations to become more competitive in their markets.For this purpose the organisation American Express would be considered as an example as it has been successful in this regard. The essay discusses the HRM practices in the area of recruitment and selection, training and development, reward structure and motivation, and retention. Recruitment and selection process is the value added HRM process. It represents the ability of the organisation to hire new employees and improve human capital. The key aspects of HRM in recruitment and selection process is to find the best recruitment sources, use the job market well to source best talent and keep the company operating so that it gains competitive advantage. An organisation must come up with innovative HR practices for implementing recruitment solutions, measuring and analysing the performance of the recruitment process. In order to gain competitive advantage the mangers and recruiters must be quick in making night hiring decisions (Stone et al. 2015). American Express is recognised as Aon Hewitt Regional Best Employer. The global services and payments company has won several awards, which help it drive top talent. Further engagement of the employee is driven by external validation. American Express has tailored strategies to business priorities, after investigating different business environment in its markets. For instance, it has targeted strategy formulated in Malaysia to recruit Japanese employees. It is the combination of traditional recruitment process and social media hiring. This strategy helped the company to successfully fill all the positions and meet the employee composition in different markets. Recruitment of employees takes place effortlessly through leadership-oriented development, strong employer brand, inclusion initiates and progressive diversity (Jauhari et al. 2013). The company ensures competitive advantage by considering regional variations when hiring and giving leadership position to HRs. Successful organisations in the market are found to have HR practices driven towards employees advancement opportunities. Large companies have clearly defined training and development opportunities and paths for its employees. It gives knowledge to the potential employees on how to advance their careers by meeting set goals of the organisation. It adds not only credibility to the organisational claims but also increases new applicants curiosity. In this process the HRM design training programs by monitoring theemployee activity levels, and customer satisfaction (Wright et al. 2011).The human resource practices of American express is geared towards training employees to equip them with skills to deliver client service excellence. For instance, it adopted global rotation program to allow the high performers to work in different markets for six months alternately. It gives new learning opportunities to the employees and builds new skills. Employees prefer to stay with organisation owing to the benefits gained by building new networks and relationships. This process of training and development is unique when compared to traditional approaches like soft skills/cross-cultural training classes. Hence, the organisation has competitive advantage over others. Using leader centric focus, HRM in American express have created strong culture of leadership. Leadership development programs helped develop leadership qualities in people. It is evident from 91% of senior leadership positions filled internally in 2014 (Hewitt 2018). Rewards and recognitions are the tool to retain employee and prevent them to accept another competitive job offer. If the HR managers provide comprehensive benefits to the employees it acts as tool to retain the experienced employees and recruit dedicated talents. HR must act strategically to design employee performance reviews tools. The role of HRM is to design rewards and motivational programs that ensure competitive recruitment and increase revenue growth of company (Hendry 2012). American Express responds to fast-changing market conditions across the mainland, by setting its compensation and benefits, that is upto level of other best practices. The company could hire best talent by customising its rewards and benefits as competitive as rising companies in same market. The organisations HRM is popular for rewarding meaningful results of the employees, celebrate their loyalty and praise employees work. The rewards comprise of monetary and nonmonetary items, e-buttons, personalised e-cards, Blue Awards allow the workers to redeem gift of their choice. CEO gives congratulatory message and crystal awards to hardworking employees. Employees are motivated to participate in sports events to reinforce their potential (Jensen et al. 2016). HRM plays a crucial role in retaining top performers of the organisation. Top performers give high productivity and retaining them allows company to sustain competitive advantage. In this process the company scrutinise the employees work satisfaction, organisational environment, motivational factors and monetary benefits to develop strategies to retain employees (Terera and Ngirande 2014). American express achieves competitive advantage by using innovative retention strategies. Employee retaining in companies are attracted by opportunity to hone project/time management skills and increase cross-cultural awareness through rotation program. Further, the organisation keeps the employees engaged by its healthy living program that promotes good health to employees and their families. Such employee-centered culture helps organisation drive revenue growth and improves productivity. Further, American Express is known for its flexible working hours. It drives innovation and collaboration amon g employees. The HR managers have worked their best to save commute time of employees. It helped retain the employees and attract more from millennials to women. A very few high potential employees have left the organisation owing to its leader-centric focus. The HRM strategy to attract and retain new talent is Employee-value proposition (Marshall et al. 2015). HR retains employee in company as they perceive it to be a global brand with challenging workplace and leader centric culture. Thus employees perceive career progression opportunities and stay loyal (Heckl et al. 2010). These HRM strategies explain the competitive advantage of the organisation over other successful companies in the market. It can be concluded that HRM plays a crucial role in workforce development. An organisation like American Express gains competitive advantage in financial services sector by relying on its human resource managers for recruitment and selection of best talents, training and development programs, rewards and recognitions schemes and successful retention programs. The HRM practices that lead to competitive advantage of an organisation are leadership-centric model, powerful employee value proposition, effective performance management tools, employee career opportunities and empowerment. References Heckl, D., Moormann, J. and Rosemann, M., 2010. Uptake and success factors of Six Sigma in the financial services industry.Business Process Management Journal,16(3), pp.436-472. Hendry, C., 2012.Human resource management. Routledge. Retrieved from: https://books.google.co.in/books?hl=enlr=id=iTEsBgAAQBAJoi=fndpg=PR3dq=HRM+strategies++american+express+in+financial+sector+ots=EcCaGAKbOBsig=PglJYQXZH83IOnL3W9_mpp0YSdI#v=onepageqf=false Hewitt, A. 2018.Best Employers Regional Case Study American Express. [online] Aon.com. Available at: https://www.aon.com/apac/attachments/talent-organization/best-employers/2013%20Reports/Aon%20Hewitt_BE_Case%20Study_AmericanExpress_final.pdf [Accessed 13 Mar. 2018]. Jauhari, V., Sehgal, R. and Sehgal, P., 2013. TALENT MANAGEMENT AND EMPLOYEE ENGAGEMENT: INSIGHTS FROM INFOTECH ENTERPRISES LTD.Journal of Services Research,13(1), p.161. Jensen, J.A., Cobbs, J.B. and Turner, B.A., 2016. Evaluating sponsorship through the lens of the resource-based view: The potential for sustained competitive advantage.Business Horizons,59(2), pp.163-173. Marshall, A.J., Ashleigh, M.J., Baden, D., Ojiako, U. and Guidi, M.G., 2015. Corporate psychopathy: can search and destroyand hearts and minds military metaphors inspire HRM solutions?.Journal of Business Ethics,128(3), pp.495-504. Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management.Human Resource Management Review,25(2), pp.216-231. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481. Wright, P.M., Boudreau, J.W., Pace, D., Sartain, L., McKinnon, P. and Antoine, R., 2011.The chief HR officer: Defining the new role of human resource leaders. John Wiley Sons.