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Showing posts with label aiou solved assignment. Show all posts
Showing posts with label aiou solved assignment. Show all posts

Sunday, August 23, 2020

Significance and Scope of Establishment of Partnership between the Teacher Training Institutions | Teacher Education | aiou solved assignment | course code 8602

 


Q. 1  Explain the significance and scope of the establishment of a partnership between the teacher training institutions?


CourseEducational Assessment and Evaluation

Course code 8602

Level: B.Ed Solved Assignment 


Answer:


Establishment of Partnership between the teachers training Institutions


Society has developed itself into a complex system of organizations and interactions, therefore the demands on schools and schooling have become greater. The need for professional teachers grew with it. Teaching is formative in nature and one grows within the profession and hence through daily experiences. As a result of this, various countries have over the years developed different modes of school-based teacher training.



Society has developed itself into a complex system of organizations and interactions, therefore the demands on schools and schooling have become greater. The need for professional teachers grew with it. With the recognition of teaching as a profession it has been acknowledged that all teachers require specialised training, to develop the knowledge and competencies necessary to take on teaching. However, educating teachers in specialized institutes was not the answer to the demand for qualified teachers. 



At the end of the 1980s the growing dissatisfaction with ‘teaching practice’ culminated in a UNESCO 
report. (Down, 1995). Teacher preparation was regarded as insufficient, due to a lack of linkages between for instance subject matter and teaching processes, and preparation for diverse class/school situations. Furthermore, the lack of training of cooperating teachers and the lack of credibility of college or university supervisors were seen as a real problem. (Down, 1995). As a result of this, pre-service teacher education practically all over Europe, the USA, and Australia went through vigorous changes. One model that tried to address these concerns encouraged a strong partnership between universities, colleges, and schools. (Down, 1995). Since then, in different countries in and outside Europe, several models of partnerships and types of cooperation between schools and institutes for teacher education emerged, under the general heading of school-based teacher education. (e.g. Furlong, 1996, Bulloch, 1997 and Snoek, 2001).



Therefore the main purpose of the Faculty of Education Professional Development School Partnership will be simultaneous renewal of the teacher education programme at the university and teaching and learning in schools. The setting up of Faculty-School Partnerships offers us the possibility of exploring different ways of learning as a result of which there will be greater relevance to the teaching-learning context (Teitel, 1998; Zeichner and Miller, 1997). 



PDSs create opportunities, which allow us, at the annual Association of Teacher Education in Europe conference 749 as teacher educators, to take on different roles. It is within such a context that we expect beginning teacher educators to feel at their best. They have just left the classrooms and are therefore ideally positioned to establish the necessary philosophical and pedagogical underpinnings necessary for any professional discourse to take place. 



Experience has shown us the need to work together with teachers in schools. On the one hand, we need teachers at the school site who, through their diverse qualities, will be good models to prospective teachers. In this respect teachers can serve as mentors or co-operating teachers, both fulfilling different but complementary roles. On the other hand, the university lecturer has the opportunity to get closer to the school and establish the ground for educational discourse to take place between the student-teachers and lecturers alike. Such opportunities do not only affect the personal and professional development of participants in the classroom context but also address areas that go beyond the classroom and which affect school life in general. 



The contribution by mentors should ascertain a faculty-school partnership in at least the following areas: the training of student-teachers, the development of school programs, and continued teacher formation. In this model, the student-teacher learns from a mentor and a cooperating teacher by spending quality time in the classroom observing the co-operating teacher perform tasks, asking questions and receiving assistance, and gradually assuming increasing personal responsibilities as his/her knowledge and skills develop. 




The cooperating teacher initially models the task for the student-teacher and then provides coaching (i.e. instructions, feedback) as the student-teacher attempts the task, fading the amount of coaching and turning over more and more responsibility for independent task completion to the student-teacher as his/her skills develop. In their experience, Neubert and Binko (1998) found that the PDS internship was more effective than the regular program in preparing teacher candidates to maintain classroom discipline, use technology effectively, and reflect on their teaching. Berrill (1997) and Neubert and Binko (1998) explain that the use of mentors as teacher trainers in schools has actually even had a profound developmental effect on the qualified teachers themselves. They become more skilled at using theoretical discourse as part of their daily practice. 


With the introduction of such partnerships, we aim to create and sustain a climate where professional discourse and action take place which will be of benefit to the student-teachers and the schools. Rather than going in for a six-week block teaching practice where the student is in full control of the classroom, we would like to introduce an atmosphere where the student has opportunities to work in several scenarios/contexts with different groups of students. 


It will also create opportunities for students to experience school life and whole school activities/initiatives rather than being involved only with one class. Through this approach, we hope to overcome one of the main problems facing beginning teachers when they are confronted with unexpected aspects of the job which reflect that teaching is by far a complex activity that goes well beyond teaching a subject or class but one that involves countless interacting and changing variables. The scenario we want is one that encourages, develops, nurtures, and sustains professional dialogue which enhances the teaching and learning experience of all participants now no longer involves student, class, and university tutor only, but is extended further to include mentor and cooperating teacher. It also allows the student to engage in developing the skills of reflection and application which was difficult to engage in, given the previous model (Pollard, 1998).





Related Topics 


Monday, August 10, 2020

Expectations and Challenges of Teaching Profession in New Millennium


Q.2 Describe expectations and challenges of teaching profession in new millennium.


Course: Professionalism in Teaching

Course code 8612

Level: B.Ed Solved Assignment 

Answer:


Expectations and Challenges of Teaching Profession in New Millennium. 



It cannot be denied that teaching is a rewarding yet challenging career. It demands broad 
knowledge of subject matter, curriculum, and standards; enthusiasm, a caring attitude, and a 
love of learning; knowledge of discipline and classroom management techniques; and a 
desire to make a difference in the lives of young people.



At Trinity, our teachers are passionate, engaging and committed to their profession. As 
parents we don’t often get an insight into the vast and varied tasks that teachers undertake 
behind the scenes. It is easy to forget that the fun and engaging activities that our children enjoy in the classroom are the result of planning, lifelong learning, and experience that is juggled with many administrative tasks.

So, what are the main challenges facing teachers today?



1. Integrating curriculum with 21st century learning skills

It may be the 21st Century but many schools have yet to make the shift to the new 
millennium’s styles of teaching and learning. An overloaded curriculum can leave teachers 
overwhelmed when trying to develop critical thinking, problem solving skills, curiosity, 
entrepreneurship and digital analysis.


2. Development and growth in Information Communications Technology (ICT)


The students in our classrooms are true digital  natives, spending most of their personal time 
using digital devices for entertainment and communication purposes. Often, they are more 
knowledgeable than the adults in their lives of various social media apps, electronic games 
and multimedia entertainment; and all this from an extraordinarily young age.



3. Collaboration with peers


The very nature of a teacher’s job can be isolating, with many teachers struggling to find time 
in the school day to confer with colleagues and engage in pedagogical professional
conversations.



4. Identifying effective ideas


So many ideas are available on the internet, but identifying which ones are effective is a 
common problem for many teachers who can be overwhelmed by an almost infinite amount 
of ideas, resources and tools available online.



5. Curriculum overload


Schools have become the ‘go-to place’ for many social ills and issues, with continuous 
demands from government to implement new programmes. Adding this to a primary 
curriculum of 12 subject areas, it’s natural and understandable for teachers to feel 
overwhelmed and overloaded.



6. There are more children needing support with fewer resources


Diagnosis of learning needs is more prevalent now than it ever was, with more and more 
children with specific special educational needs integrated in our classes.



7. Time is a scarce resource


Any analysis of a school’s strengths and challenges will identify time as the biggest challenge 
facing a school and its staff, who often don’t have time to converse, plan and research.



At Trinity,  we know that the quality of your son’s education hinges largely on the teachers 
who provide it, a responsibility we take very seriously. It is well documented that highly 
effective teaching improves student outcomes. More than this, teachers have a marked
impact on a child’s enthusiasm for learning and life in general.



Our Practice of Teaching at Trinity (POTT) ensures teachers are supported, empowered, 
prepared and constantly learning and exchanging ideas to provide the best learning 
environments for our students. Our pastoral care extends to nurturing and supporting all staff 
and families  –  not just students. Our educators’ length of tenure is a testament to their 
commitment and dedication – with many teachers serving for 10 years or more.

Related Topics of 

Course: Professionalism in Teaching (8612) 

Part 1

Q. 1  Explain the concept of profession. Discuss teaching as profession?

Q. 2  Write in detail about professionalization of teaching profession?

Q. 3  Describe the code of professional conduct and values in teaching profession.

Q. 4  Discuss professionalism and teaching profession in Islamic teachings?

Q. 5  Critically comment on changing the role of teacher in 21st century.



Part 2


Q. 1  Explain the relationship of ethics and education. What are the responsibilities of a teacher in this regard.

Q. 2 Describe expectations and challenges of teaching profession in new millennium.

Q. 3  How social and culture context influence upon teaching profession. Comment keeping your own context in mind.

Q. 4  Examine the situation of professionalism in teacher education institutions of Pakistan. Comment with reference to your experiences?

Q. 5  Discuss ethical issues pertaining to the role of a teacher?

Sunday, February 2, 2020

Course Code 8612 | Describe the code of professional conduct and values in teaching profession | Professionalism in Teaching (8612) | BEd Solved Assignment

Q. 3: Describe the code of professional conduct and values in teaching profession.


Course: Professionalism in Teaching (8612)
Semester: Spring, 2019
Course Code: 8612
Level: B. Ed (1.5 Years)
ASSIGNMENT No. 1

Answer:


Yes, in most cases businesses will combine both of these documents into one as there is significant overlap between them. It is rare to find businesses that have two separate policies.


Whilst they are technically different documents, employees will have less difficulty recalling important points around conduct and ethics if they have a single document to refer to.

Code of Ethics and Professional Conduct 

Sample Template:

1. Be inclusive.

We welcome and support people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.

2. Be considerate.

We all depend on each other to produce the best work we can as a company. Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions.


3. Be respectful.

We won't all agree all the time, but disagreement is no excuse for disrespectful behavior. We will all experience frustration from time to time, but we cannot allow that frustration become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.


4. Choose your words carefully.

Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behavior aren't acceptable. This includes, but is not limited to:
        Threats of violence.
        Insubordination.
        Discriminatory jokes and language.
        Sharing sexually explicit or violent material via electronic devices or other means.
        Personal insults, especially those using racist or sexist terms.
        Unwelcome sexual attention.
        Advocating for, or encouraging, any of the above behavior.

5. Don't harass.

In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.



6. Make differences into strengths.

We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes and blaming each other doesn’t get us anywhere.


Different kinds of standards in teaching profession:

Commitment to Students and Student Learning:  Members are dedicated in their care and commitment to students. They treat students equitably and with respect and are sensitive to factors that influence individual student learning. Members facilitate the  development of students as contributing citizens of Canadian society.



Professional Knowledge:  Members strive to be current in their professional knowledge and recognize its relationship to practice. They understand and reflect on student development, learning theory, pedagogy, curriculum, ethics, educational research and related policies and legislation to inform professional judgment in practice.



Professional Practice:  Members apply professional knowledge and experience to promote student learning. They use appropriate pedagogy, assessment and evaluation, resources and technology in planning for and responding to the needs of individual students and learning communities. Members refine their professional practice through ongoing inquiry, dialogue and reflection.



Leadership in Learning Communities:  Members promote and participate in the creation of collaborative, safe and supportive learning communities. They recognize their shared responsibilities and their leadership roles in order to facilitate student success. Members maintain and uphold the principles of the ethical standards in these learning communities.




Ongoing Professional Learning:  Members recognize that a commitment to ongoing professional learning is integral to effective practice and to student learning. Professional practice and self-directed learning are informed by experience, research, collaboration and knowledge.




Friday, January 10, 2020

Course Code 8605| BEd | Role of different wings of Federal Education Secretariat| Solved Assignment | Educational Leadership and Management | aiou


Q.4 Discuss the role of different wings of Federal Education Secretariat.

Topic:  Wings of Federal Education |
Course: Educational Leadership and Management | 
Course Code 8605
Bachlors/Masters/M.Phil/MS in Education
BEd/ MEd/MA Education
Allama Iqbal Open University
BEd Solved Assignment Course Code 8605| AIOU | 1.5 Year | 2.5 Year | 4 Year
Part 2

Answer:

Administration/Finance/Coordination Wing


SECTION OFFICER (ADMN/NIP)

i) Establishment matter relating to gazetted /non-gazetted   employees (BS-1 to BS-22), i.e. appointment/promotion/transfer etc.
ii) Matters regarding hiring of residential accommodation of   employees (Officers/Officials) of main Ministry
iii) Preparation and maintenance of Service Books of officials
iv) Disciplinary cases under E & D Rules, 1973, Government Servants Conduct Rules, 1964.
v) Cases of honorarium of Officers/Officials of Ministry of Professional Technical Training
vi) Appeal/Service Tribunal cases of BS-1 to BS-22   
vii) Declaration of assets of officers/officials of M/o Education and Trainings (Main Ministry)
viii) Delegation of administrative powers.
ix) Creation and continuation of Posts of officers and officials      
x) Distribution of Work 
xi) Circulation of general office order, directive of Minister/Secretary/Additional Secretary/Joint Secretaries regarding discipline & punctuality.
xii) Re-organization of various wings of M/O Education and Trainings as and when required.
xiii) Maintenance of performance evaluation reposts/ACRS of officer/officials of Main Ministry M/o Education and Training.
xiv) Policy matter relating to general administration/establishment.
xv) All cases of local and foreign training seminars, deputation and visits/tours abroad etc. in respect of officers/officials of Education and Trainings.              
xvi)  Nomination of officers/officials for NIPA and Secretariat Training Institute etc.
xvii) Grant of GP Fund advance, Motorcar, motor cycle, cycle and house building advances and maintenance of accounts in this regards.
xviii) Preparation of pension cases, final payments of GP Fund, group insurance and benevolent
fund.



SECTION OFFICER (General/Protocol)
i) Procurement of stationery, and other Misc items  maintenance and Photo copy machines etc.
ii) Purchase, repair and maintenance of office furniture, maintenance of  office buildings. 
iii) Purchase, repair and maintenance of machines/equipment etc.
iv) Maintenance and repair of staff cars and motorcycles.
v) Circulation  of  general  office  orders,  directives  of Minister/Secretary/Additional  Secretary/Joint Secretaries    regarding  protocol duties, meeting clearance.
vi) Installation and disconnection of official telephones and     maintenance  of accounts    in respect
thereof.
vii) Gazette of Pakistan.
viii) Issuance of summer/winter uniform to the entitled class-IV employees   ix) Arrangements of
meetings and seminars etc.
x) Office accommodation for the main Ministry and repair. xi) Supervision of R & I Branch. Late/night duty arrangements. xii) Maintenance of WEBSITE and Network Administrator.

SECTION OFFICER (Budget/Cash & Accounts/DDO)

i) Demand for grant- Ministry of Education & Trainings.
ii) Demand for grants of all Autonomous/ Attached Departments.
iii) All  accounts  matter  in  respect  of  all  grants/departments  of  the  Ministry,  including monthly/quarterly statements,  watching reconciliation,  appropriation of accounts, audit observations, draft paras, public accounts committee and their follow up.
iv) Foreign exchange budget of the Ministry of Education & Training.
v) Demand for grants- Other expenditure of the Ministry .
vi) Handling of cash, disbursement of salaries, preparation of bills, budget of the main Ministry, actual expenditure register, settlement of audit objections, appropriation, reappropriation and
reconciliation.
vii) Grant of house rent and conveyance allowance to the staff of Education &
Training.
viii) General coordination including exchange matters.

SECTION OFFICER (Council/Coord/Legal)


i) Focal person/Coordination work among sections.
ii)Implementation   of   President/Prime   Minister’s   Directives/Cabinet   Decisions  
iii) Coordination/Liaison in respect of Government instructions, circulars etc. received from various Ministries/Divisions
iv) Periodical returns/reports to be furnished to various quarters.
v) Secretaries’ Committee meetings - supply of material.
vi) Compilation of Year Book.
vii) War Book
viii) Matters relating to Services Book Club.
ix) National/Civil Award
x) Population Census.
xi) Library.
xii) Record Room
xiii) Any other matters that may be assigned by the higher authorities.
 xiv) Overall coordination of court/litigation cases.
xv) References from Law & Justice Division/courts regarding cases pending trial in different courts.
xvi) Miscellaneous petitions received from the President/ Prime Minister Secretariat.
xvii) All matters relating to National Assembly/Senate work and issuance of Security Passes/duty passes of officers/officials gallery cards etc.
xviii)  All matters relating to National Assembly and Senate Standing Committees.

ACCOUNTS OFFICER   (Finance & Accounts/PAC/DAC)


i)  Maintenance of accounts and their timely reconciliation with actual of the Audit Department
and maintenance of liability registers in the Ministry, its Attached Departments and subordinate offices and to watch the progress of the expenditure and receipt and furnishing monthly figures of departmental expenditure to Financial Adviser attached to the Ministry.
ii) Coordination and internal scrutiny of the budget estimates of receipts as well as expenditure of
the Ministry, its attached departments and subordinate offices including, Budget Orders and New Item Statements in accordance with the “Budge Call Circular” from the Finance Division and proposals for additional funds to be metout of Supplementary Grant.
iii) Audit reports on the accounts of MET and its attached  departments/sub- ordinate offices.
iv) Material for Departmental Accounts Committee/ PAC relating to MET and its attached departments/Sub-ordinate offices.
v) All work relating to Public Accounts Committee and audit observations on appropriation
accounts and ensuring compliance with the Committee’s observations/recommendations.
vi) Settlement of audit objections,
vii) To exercise internal check on irregularities, waste and fraud provided in Para-13 of GFR in respect of Main Ministry & attached departments /organizations.
viii) To ensure compliance of all other rules and orders contained in the Treasury Rules, General Financial Rules and instructions issued by the Finance Division from time to time.


Course Code 8605| Different Kinds of Registers at school and their Roles | Educational Leadership and Management | solved assignment

Q.3 Briefly discuss the different kinds of registers at school and their roles.

                Topic:  Different Types of Registers at School| Roles of Registers at School |
                Course: Educational Leadership and Management | 
                Course Code 8605
                Bachlors/Masters/M.Phil/MS in Education
                BEd/ MEd/MA Education
                Allama Iqbal Open University
                     BEd Solved Assignment Course Code 8605| AIOU | 1.5 Year | 2.5 Year | 4 Year
                     Part 2

Answer:

Again, there are several types of educational records maintained in the form of registers in a school. Some of these include:

(a) Attendance Registers:


As for as possible, only one attendance register should be kept by a teacher. Usually, students’ attendance register is maintained by their class-teacher and it maintains a record of students’ names with their attendance on every working day.

Great care should be taken to see that attendance is regularly and properly marked. Attendance should be, ideally, marked twice a day, one in the morning or beginning of the school day and the other at the end of the school day.

No blank spaces should be left in the register and no dots in pencil should be marked in it. It should be filled in with ink only. However, one can use some letters to make the process of marking the attendance faster such as ‘P’ for being present, ‘A’ for absence, ‘S’ for sickness and ‘L’ for leave.

Usually, names of boys and girls are entered separately though it does not serve any specific purpose. For the sake of convenience, students’ names should be entered in the register in an alphabetical order. Holidays need to be shown in the attendance register along with the nature of the holiday, e.g. Sunday; Diwali, Christmas etc.

If a student wishes to remain absent, application for leave must be signed by his\her parent or guardian. The application must clearly specify the reason for absence and vague reasons such as ‘urgent domestic work’ should not be accepted.

In case of absence for a longer duration on account of sickness, a doctor’s medical certificate should accompany the application for leave. If a student remains absent for a longer duration i.e. about a week or longer without intimation, the principal should be informed immediately.

At the last day of the month, the total number of working days along with the number of days each student has remained present in school need to be entered in the register in a separate column.                                                                                          

(b) Teachers’ Attendance Register:


This is generally kept in the principal or supervisor’s office. It should show the time of arrival and departure of a teacher. It should be regularly signed by a teacher twice a day, once when he/she arrives at the school and once at the end of the school day.

Holidays and their nature should be entered in this register. It should also indicate the number and nature of leave taken by teachers such as casual leave, sick leave, leave without pay, duty leave, etc. All applications of leave must be filed in the school office.

In case of medical leave, a doctor’s certificate must accompany the leave application. Leave application needs to be sanctioned by the principal.

At the end of each month, the number of days’ casual or sick leave taken during the month should be entered in the register. Names of the teachers are usually entered in this register in order of seniority along with their dates of appointment confirmation.

In addition to these two, there are some other records to be maintained by a school. These include:

(c) Records of Time-tables:

(d) Examination Result’s Records:

(e) Teachers’ Log-book:


It is a record showing details about the daily teaching- learning activities of a teacher. It contains details about the date, class, chapter, objectives of the lesson, teaching points, teacher’s activities, students’ activities, audio-visual aids used, home-work given to students, students asked question at the time of recapitulation and evaluation of the lessons questions the tests conducted.

It also contains space for supervisor’s and principal’s remarks, if any, while supervising teacher’s lessons in the classroom. This log-book may be in the form of a printed book or loose sheets papers to be kept neatly in a file. Nowadays, instead of a book or sheets of paper, some schools use computers for recording such details.

A Log-book helps in advance planning of weekly teaching-learning activities, in ensuring that teaching of lesson is as per these plans and in maintaining a record for future reference. It is aimed at making daily work of a teacher more systematic and organized.

(f) Conduct Register:

In which the general conduct of all students is recorded. However, if regular progress reports are maintained, such a register may not be kept.

(g) Punishment Register:


In which a record is kept of punishments give by the principal or teachers. However, this register is meant only for serious infractions of rules or misconduct or breaches of discipline.

This register should include name and class of the student, date of misconduct, nature of the breach
of discipline, nature of punishment and signature of the principal. All cases entered in this register
must be reported to the parents concerned and the date of reporting to parents must be entered in
the register.

The principal can also enter in this register, at a later date, his/her remarks concerning the effect of the punishment-positive, negative or indifferent on the student.

(h) Cumulative Records:

The importance of adequate student records cannot be over emphasized as they give assistance to a  teacher  in  improving  his/her  instructional  programme  by  understanding  the  make-up  of individual student in his or her class better.

Individual development trends and academic achievement patterns become clearly discernible through and cumulative record card. Proper placement and objective scheduling of student is possible through the use of cumulative record cards. The more a teacher knows about his/her student, the greater is his\her interest in their Welfare.

A central cumulative file should be organized by the clerical staff so the teachers are spared from this continuous responsibility of receiving and issuing records to other interested personnel. Cumulative records should be kept up-to-date and absolutely confidential.

A good cumulative record card should contain the following information about each student:

(1) Name in full, date and place of birth, name of the previous school attended and its location.

(2) Photograph of the student, general registration number of the student.

(3) Academic achievement in terms of marks and/or grades obtained from KG class onwards.

(4) Scholastic aptitude test scores, scholastic ability test scores.

(5) Results of personality and interest inventories and aptitude tests.

(6) Home address.


(7) Information about home background, number of family members, Ziblings, step-parent (if any), languages spoke l, occupation of parents or guardian and his\her office address, family and 

      home relationships.

(8) Attendance data, health record, maturation characteristics, accomplishments and honours, interests and actives, educational and occupational aspirations and other comments.


Course Code 8605| Different Kinds of Registers at school and their Roles | Educational Leadership and Management | solved assignment

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