Consult Forms Delay

Consult Forms Delay January 17 Well be getting back to folks who have filled out consult forms in the last few days shortly. We apologize for the delay. We are a little bit behind on getting back to parents and students who have been filling out our consult forms by clicking on the orange button on our homepage in the last few days. We always think its funny when students and parents fill out the form again. And again. And sometimes, eight times! Oy vey. We got the first one. Were a little delayed in responding right now. We value our existing clients over our potential ones and should you become a client, youll appreciate this. We promise. When the great Nelson Mandela left office, he said, Dont call me, I will call you. And he got quite a few laughs. He was quite the charmer, Nelson Mandela. Well catch up soon and get back to you in short order. As a California surfer would say, hang tight.

The Predators of Sea Turtles

Sea turtles have hard shells (called carapaces) that help protect them, but they still have predators. They are also more vulnerable than land turtles because unlike land turtles, sea turtles are unable to retract their heads or flippers into their shell. Predators of Sea Turtle Eggs and Hatchlings There are some predators of sea turtles as adults, but these marine reptiles are most vulnerable when in the egg and as hatchlings (small turtles recently emerged from the egg). Predators of eggs and hatchlings include dogs, cats, raccoons, boars, and ghost crabs. These animals may dig up a sea turtle nest to get to the eggs, even if the nest is 2 feet below the surface of the sand. As hatchlings start to emerge, there is a scent of egg that still is on their bodies, plus the smell of wet sand. These scents can be detected by predators even from a distance. According to the Georgia Sea Turtle Center, threats to turtles in Georgia include the above, plus feral hogs and fire ants, which can threaten both eggs and hatchlings. Once hatchlings emerge from the egg, they need to get to the water. At this point, birds such as gulls and night herons can become an additional threat. According to the Sea Turtle Conservancy, as few as one in 10,000 sea turtle eggs reach adulthood. Olive ridley turtles nest in huge groups called arribadas. These arribadas can attract animals such as vultures, coatis, coyotes, jaguars, and raccoons, who may gather near the beach even before the arribada begins. These animals dig up nests and eat eggs and prey on nesting adults. Predators of Adult Sea Turtles Once turtles make their way to the water, both juveniles and adults can be prey for other ocean animals, including sharks (especially tiger sharks), orcas (killer whales), and large fish, such as grouper. Sea turtles are built for life in the water, not on land. So adults can also be vulnerable to predators such as dogs and coyotes when they go up upon beaches to nest. Sea Turtles and Humans If turtles survive their natural predators, they still face threats from humans. Harvest for meat, oil, scutes, skin, and eggs decimated turtle populations in some areas. Sea turtles face development on their natural nesting beaches, which means they have to contend with such things as artificial light, and loss of habitat and nesting sites due to construction and beach erosion. Hatchlings find their way to the sea using natural light, the slope of the shore, and the sounds of the ocean and coastal development can interrupt these cues and make hatchlings crawl in the wrong direction. Turtles may also be caught as bycatch  in fishing gear, which was such a problem that turtle excluder devices were developed, although their use is not always enforced.   Pollution such as marine debris is another threat. Discarded balloons, plastic bags, wrappers, discarded fishing line, and other trash may be mistaken by a turtle for food and be accidentally ingested, or the turtle may become entangled. Turtles may also be struck by boats. How to Help Sea Turtles A sea turtles life may be fraught with danger. How can you help? If you live in a coastal area: Dont feel wildlife - you may attract turtle predators.Dont let your dog or cat run loose.Watch for sea turtles when boating.Do not disturb or shine lights near nesting sea turtles.Turn off outside, ocean-facing lights during sea turtle nesting season.Pick up litter on the beach. Wherever you live: Dispose of trash responsibly, and keep a lid on your trash when its outside. Trash even far from the ocean can make its way there eventually.Never release balloons - always pop them and dispose of them in the trash. Use balloon alternatives whenever possible during your celebrations.If you eat seafood, research what you eat and eat seafood that is caught without threatening turtles.Support sea turtle conservation/rehabilitation organizations, even international ones. Sea turtles are highly migratory, so recovery of turtle populations depends on protection in all their habitats. References and Further Information: Network for Endangered Sea Turtles. Accessed May 30, 2013.Sea Turtle Conservancy. Sea Turtle Threats: Invasive Species Predation. Accessed May 30, 2013.Spotila, J. R. 2004. Sea Turtles: A Complete Guide to Their Biology, Behavior, and Conservation. The Johns Hopkins University Press: Baltimore and London.The Georgia Sea Turtle Center. Threats to Sea Turtles. Accessed May 30, 2013.

Diversity in the Classroom Essay - 888 Words

Diversity in classrooms can open student’s minds to all the world has to offer. At times diversity and understanding of culture, deviant experiences and perspectives can be difficult to fulfill, but with appropriate strategies and resources, it can lead students gaining a high level of respect for those unlike them, preferably than a judgmental and prejudiced view. Diversity has broad ranges of spectrums. Students from all across the continent; students from political refugees, indigenous Americans, and immigrants bring their culture and linguistic skills to American classrooms. Students do not only bring their cultures and linguistic skills, but they bring their ethnics, talents, and skills. In addition, their age and gender are two†¦show more content†¦Every student and teacher has a cultural identity. Their cultural identity is defined by their beliefs, values and behaviors. Their cultures can be different among others, which creates diversity. Classrooms full of s tudents and teachers with different backgrounds can be beneficial for students and teachers themselves. By exploring and accepting many differences and cultures of people among them, they are taught to understand cultural differences, they from a strong sense of their own cultural identity. Once students and teachers are aware of cultural differences, they become aware of racism and can fight to eradiate it. Through their unbiased understanding of the differences between cultures and races, they are able to come to a point of acceptance of themselves and others. If you noticed in my previous paragraph, I mentioned the different types of diversity. Diversity emphasizes how different students and teachers are, but when explored in a classroom, can be used to reveal our similarities. Once students and teachers grasp the concept of diversity, displayed through everyday interactions with diverse groups of students and teachers, racism begins to disappear. 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As educational leaders and administrators, it is our mission to implement a student-centered approach to learning and to facilitate a community of learning. With the students in the center of our decisions and behaviors, it is imperati ve that we consider allRead MoreStudent Diversity and Classroom Management1041 Words   |  5 PagesStudent Diversity and Classroom Management Classroom Management is imperative to a successful school year because it includes all of the practices and procedures that allow teachers to teach and students to learn. Without appropriate classroom management, even the best lesson plans will fail to succeed because it has such a huge impact on student achievement. Successful classroom management should begin the minute students walk into the classroom on the first day of school. Procedures and

Skill and Leadership Development

Question: Discuss about the Skill and Leadership Development. Answer: Introduction: The current article describes the critical challenges in the current New Zealand environment and implications for the managerial skills. The review of the article starts with determining the question or thesis statement from the current article, followed by identifying the strengths and weakness of the material. While analysing force and weakness, the researcher has tried to share own view to establishing a logical justification. The agreeability has been made considering the key points and rational explanations. Three academic resources have been discussed to critique the article as evidence-based evaluation. The thesis statement of the current article is Three fundamental management skills such as managing uncertainty, leading people resources and managing the stakeholders are needed to meet the challenges in the complex business environment. The similar proposition has been stated by Boxall and Purcell (2011), which indicates that fast-paced and ambiguous change needs diversified management skills to be synchronised with the volatility of the market demands. The questions about the articles have been extracted as follows: How the fast changing, and ambiguous business environment of New Zealand is characterised by the constrained funding? Which types of managerial skill set are required to manage organisational uncertainty? How the redesigning of HR module can foster and model the regulatory development process to support the diversified administrative skills? The major strength of the study is that it is an integrative approach, through which the integration with different themes has been made. The idea of managerial uncertainty and the renewal has been discussed considering the combination of different leadership and environmental context. Also, a quantitative study has been conducted and results showed a correlation of organisational behaviour with the managerial effectiveness. The second theme also reflects the movement of the business environment. The descriptive analysis also enables the readers to understand how the countrys political skills can influence the people and internal resource of an organisation. De Menezes et al. (2010) also supported the fact and stated that the outside business environment significantly affects the overall landscape of the New Zealand. The overall study has been conducted, including a survey method and qualitative approach as well. However, the more secondary analysis could have provided a better resul t of the review (Fortune, 2012). The lack of adequate secondary analysis can be considered a major weakness of the current study. Also, the study has been conducted on a particular target mass only (for New Zealand). A comparative study of Asian and European regions would have even more authentic information regarding the study.The scholars in the present article have managed to evaluate on the HRM (Human Resource Management) technique with several lucrative techniques. It managed to emphasise the importance of the HRM perspectives and the effective determination required from the managements side to increase the employee-employer relationship. In the context of the similar statement, Gberevbie (2008) determined that the employee motivation has become an integral part of the organisations. The majority of the SMEs (Small Medium Enterprises) and the MNCs (Multi National Companies) are experiencing a slaughter regarding the employee retention ratio. Since, the business models of the o rganisations are exclusively focusing on attaining competitive advantage in the market (Mignonac and Richeb, 2012). Therefore, the firms are initiating the methods that indirectly lead to employee exploitation. The present article has managed to explain the relevant HRM methods with useful primary data collection approach that might facilitate the International and the New Zealand based firms to increase the stakeholders values. The thesis statement of the present article is highly acceptable. The thesis statement determines on the three fundamental skills like managing uncertainty, leading the employees and resource handling to mitigate the demands of the stakeholders. According to Sale (2015), the organisational productivity highly depends on the motivation aspects and the contribution of its internal resources. Therefore, the HR manager of the organisations highly necessitated implementing effective employee beneficial measures that serve the objectives of both the employers and the employees. The key points of the present article are detailed below: The chief executives report of New Zealands are characterised by the rapidly changing environment and constrained funding options. To sustain the above change, the managers are required to have the potency of implementing innovative techniques. The managers also require having the interpersonal skills to handle the complex relationship with the internal stakeholders. The managers need to inbuild the systematic approach skills to manage the entire organisational process with limited resources The HR manager needs to design the developed the internal process with efficacy to support and appreciate the employees expertises. The above key points emphasises on the proficient HRM concept, which is highly required to sustain the fierce competition of the market. The key points carry effective HRM technique that often guides the HR managers to initiate productive methods to handle the tricky situation of the organisations. It has been observed in the current study that the most of the New Zealands management is currently fronting critical challenges while implementing management skill within the organisation. According to oft the opinion of Okech and Nedelea (2010), a complex environment of the fluctuating market situation and the technological development is the foremost factor to for this ambiguous change. It is essential for the management skill to develop three major skills such as managing stakeholders and business partners, managing uncertainty and renewal, managing people and limited sources (Catchings, 2015). To increase the employee capability, learning and development are essential to foster the organisational business goals. Thus, Sang Long (2011) mentioned that competency management is the pulsation of the performance improvement in the corporate levels. The competency management assists to establish a strategic talent management practices like acquiring talent and skilled workforce, workfo rce planning and developing the employees. On the other hand, Stacy and Dempster (2013) cited that one of the major challenges of the management competencies is that the skilled management proficiency treats as an HR progression rather than an authoritative business practice. Adding to this, the identification of the critical competencies is very difficult for the business. Investment in the competency management also has less priority in regards meeting the business goals and objectives (Catchings, 2015). Therefore, it could be deduced that the chief executives of the New Zealand have faced multidimensional challenges in a regular way. The major benefits and challenges of the HRM practices have been discussed in the class. The concepts to management capabilities for nurturing the talents, improved efficacy of the workforce has also been discussed in the classroom which is completely aligned with the current topic. Furthermore, a critical skill for managers for improving the performance of the organisation is also one of the most similar subjects which have discussed in the class and directly associated with the current analysis. The primary assertion of the study indicates that the New Zealand's chief executives are facing some challenges in the business environment. The study has identified that the organisational management team has tackled awar for talent to uphold the leadership position. It has been scrutinised that the private sector chief executives continuously reconstruct the business models to survive in the economically challenging environment. On the other hand, the outcome of the study fails to draw an in depth analysis regarding the current topic. The lack of secondary analysis fails to establish the relationship between how the ambiguous business environment of New Zealand is characterised by the constrained funding. However, more secondary data collection would have given real life scenario regarding the ambiguous business environment faced by different enterprises. Reference: Boxall, P.F. and Purcell, J. (2011) Strategy and human resource management: Third edition (management, work and Organisations). 3rd edn. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Catchings, G. (2015) A practical coaching model for critical thinking skill and leadership development (C/CTSLD), Management and Organizational Studies, 2(4), pp. 120122. De Menezes, L.M., Wood, S. and Gelade, G. (2010) The integration of human resource and operation management practices and its link with performance: A longitudinal latent class study, Journal of Operations Management, 28(6), pp. 455471. Fortune, T. (2012) Should higher education curriculum develop political acumen among students?, Higher Education Research Development, 31(4), pp. 611613. Gberevbie, D. (2008) Employee retention strategies and organisational performance', IFE PsychologIA, 16(2), pp. 129138. Mignonac, K. and Richeb, N. (2012) No strings attached?: How attribution of disinterested support affects employee retention, Human Resource Management Journal, 23(1), pp. 7290. Okech, R. and Nedelea, A. (2010) Critical issues in sustainable tourism development in Romania: Challenges and lessons for Kenya, Ethiopian Journal of Environmental Studies and Management, 3(1), pp. 2224. Sale, J. (2015)Mapping motivation: Unlocking the key to employee energy and engagement. London, United Kingdom: Gower Publishing. Sang Long, C., Khairuzzaman Wan Ismail, W. and Mohd Amin, S. (2011) Internal consultation skill and linkage with the critical strategic roles of HR practitioners in Malaysia, Journal of Management Development, 30(2), pp. 160174. Stacy, L. and Dempster, M. (2013) Challenges of skill acquisition and maintenance for paediatric critical care nurses when technology usage is low, Australian Critical Care, 26(2), p. 97