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Diversity and Inclusion

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This posting lists different types of teaching methods and ideas on arrangement of learning in these areas:
1. One each, One Support
2. Station Teaching
3. Parallel teaching
4. Alternative Teaching
5. Team Teaching

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https://brainmass.com/education/physical-layout-atmosphere/diversity-and-inclusion-122493

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As you brainstorm for this project, please allow some of these ideas to guide you:

A:
One Teacher, One Support is a model where one instructor teaches a unit, while another teacher serves as an expert. This method is effective because students have two teachers for questions, feedback, and assistance. Please note that it is easily implemented in a variety of arrangements. Participants involved range from traditional core teachers to specialized instructors pairing with the Special Education experts.

Next, Parallel Teaching involves a more particular layout. Please note how the teacher divides the class into groups and teaches them simultaneously. This method also uses a low student/ teacher ratio. This method also devotes more time to learning versus students waiting for help. It also helpful for re-teaching, immediate feedback, constant communication, teacher ...

Solution Summary

This posting explores issues related to Diversity and Inclusion.

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See Also This Related BrainMass Solution

Global Diversity and Inclusion at Royal Dutch Shell

Harvard Business Case:
9-610-056
June 21, 2010

Sandra J. Sucher
Elena Corsi

Global Diversity and Inclusion at Royal Dutch Shell

1. Should he or the others attempt to respond to negative reactions to the composition of the new Executive Committee? What should they say? To whom? When? How?

2. What goals, if any, should they set for the effect of the restructuring on the composition of Shell's managerial workforce?

3. How should they review the thousands of managers at the different levels of the organization and determine who should remain and who should be let go?

4. What were the pros and cons of using diversity & inclusion aspirational targets to manage workforce composition during the restructuring?

5. Assuming roughly comparable capabilities, should candidates from targeted groups be preferred, even when they were reducing the number of managerial jobs in the organization?

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