Intelligence Testing for Special Education

Individualized intelligence tests are usually part of the battery of tests a school psychologist will use to evaluate students when referred for evaluation. Intelligence Testing The two most commonly used are the WISC (Wechsler Intelligence Scale for Children) and the Stanford-Binet. For many years the WISC has been considered the most valid measure of intelligence because it had both language and symbol based items and performance-based items. The WISC also provided diagnostic information, because the verbal part of the test could be compared to the performance items, to show a disparity between language and spatial intelligence. The Stanford Binet-Intelligence Scale, originally the Binet-Simon Test, was designed to identify students with cognitive disabilities. The scales focus on language narrowed the definition of intelligence, which has been to some extent broadened in the most recent form, the SB5. Both the Stanford-Binet and WISC are normed, comparing samples from each age group. In both cases, we have seen intelligence scores going up.  Research shows the mean increasing somewhere between 3 and 5 percent a decade.  Ã‚  It is believed the fact that the way instruction is mediated is directly related to how intelligence is measured.  We dont necessarily teach to the test so much as structure information that way the test scores.  It also means that children with severe apraxia or language difficulties because of autism may score very poorly on the Standford-Binet because of its focus on language.  They may have intellectually disabled or retarded in their diagnosis, whereas, in reality, they may really be Intellectually different, since their intelligence is not truly being evaluated. The Reynolds Intellectual Assessment Scales, or RAIS, takes 35 minutes to administer and covers 2 verbal intelligence indexes, 2 non-verbal indexes and a comprehensive intelligence index, which measures reasoning ability and the ability to learn, among other cognitive skills. Best Known Intelligence Test The best-known product of Intelligence testing is the IQ, or Intelligence Quotient. An IQ score of 100 is meant to reflect the average (mean) score for children the same age as the child being tested. A score over 100 implies better than average intelligence, and scores below 100 (actually, 90) implies some level of cognitive difference. Group Tests Group Tests prefer to bill themselves as ability rather than intelligence tests and are usually used to identify children for gifted programs.  These are generally used for screening to identify children with either high or low intelligence.  Children who are identified for gifted programs or IEPs are often re-tested with an individual test, either the WISC or Standford Binet intelligence tests, to have a clearer picture of a childs challenges or gifts.   The CogAT or Cognitive Abilities Test consists of several sessions, from 30 minutes (kindergarten) to 60 minutes (higher levels.) The MAB or Multidimensional Aptitude Battery consists of 10 subtests scores and can be grouped in verbal and performance areas. The MAB can be administered to individuals, groups, or on the computer. It yields standard scores, percentiles or IQs. With the emphasis on state assessments and achievement, few districts are regularly administering group tests. Psychologists usually prefer one of the individual tests of intelligence to identify children for special education services.

Achievement Gaps, Access, Quality And Floridas Vpk Program

Achievement Gaps, Access, Quality and Florida’s VPK Program Achievement Gaps Each year in the United States four million eager young children walk into a kindergarten classroom with big hopes and dreams of success both academically and socially (U.S. DOE, 2015). But the stark reality facing many of these children is that they are several steps behind their classmates on the journey to success. Even as early as the first grade, 30% - 50% of the black-white achievement gap is already present. (Mead, 2012). Similar size gaps also exist when considering socio-economic levels. â€Å"Before even entering kindergarten, the average cognitive score of children in the highest SES group are 60% above the scores of the lowest SES group† (Mead, 2012). These children are beginning their journey without the reading, math and social–emotional skills necessary for their success. The â€Å"average math achievement is 21% lower for black than for whites, and 19% lower for Hisp anics† (Mead, 2012). These gaps are looming large in the lives of young children. Access/Quality â€Å"Research shows that young children’s earliest learning experiences can have powerful long-term effects on their cognitive and emotional development, school achievement, and later life outcomes† (Mead, 2012). The literature reveals that a strong collection of research exists that indicates children who attend high-quality preschool programs have better health, social-emotional, and cognitive outcomes than those who do not

Accounting and Financial Reporting-Free-Samples-Myassignmenthelp

Question: Clarify the relationship between the various components of the AASB/IASB conceptual framework. Answer: Introduction: This report briefs the user about the objectives, characteristics, financial statement elements and measurement of financial statement elements. In this report AASB/IASB conceptual framework has been concerned to perform this study. AASB/IASB relationship: AASB/IASB is an accounting board which briefs the professionals about the preparation of financial statement and also depict that how must the financial statement must be presented. Map: Explanation: The above map depict about the objectives, characteristics, financial statement elements and measurement of financial statement elements. In this report, objectives of general purpose financial reporting, qualitative characteristics of financial information, elements of financial statements and recognition and measurement of financial statement elements have been studied. While conducting this research, IASB and AASB framework has been considered. Objective of general purpose financial reporting: General purpose financial reporting has come into consideration to provide financial reporting and presentation standards to the professionals as the professionals were using their own standards and knowledge to prepare and present the final financial statement. More, the objective of this is to make decisions about the financial statement in a better manner by the internal and external stakeholder of the company. More, it becomes easy to the stakeholder to collect the information (Kothari, Ramanna Skinner, 2010). Thus it could be said that the main objective of the company is to offer financial information in a good manner to the stakeholders. Qualitative characteristics of financial information: This concept of IASB and FASB depict about the Relevance of the financial statement, Materiality concept which depict that irrelevant information must not be shown in the final statements, faithful representation depict that the statements must be faithful and relevant for the stakeholders, comparability describe about the competence of the final statements, verifiability depict that the statements must be verified and must offer the true knowledge and information about the company (Schrand Zechman, 2012). Elements of financial statements: Financial statements are essential for every public limited company to manage to offer a true, faithful and relevant information to the stakeholders. Assets, Liabilities, Equity, Income, Performance, Expenses, Capital maintenance adjustments etc are the main elements of the company which must be described and presented into the final statements of the company. It depict about the true information of the company and a better decision could be made by the internal and external stakeholders through it (Bohusova Nerudova, 2009). Recognition and measurement of financial statement elements: It is required by the company to recognize and measure the following elements and concept of the company to make a better final financial statement so that the true information of the company get by the internal and external stakeholders and a better decision could be made by the internal and external stakeholders through it (Deegan, 2012). Probability of future economic benefits must be measured in a proper manner, measurements must be reliable, assets must be recognized in a proper manner, liabilities must be recognized in a proper manner, income must be recognized in a proper manner, expenses must be recognized in a proper manner, historical cost measurement must be done in a proper manner etc. Conclusion: Thus through this study, it could be concluded that the statements must be prepared in such a manner that a better decision could be made by the stakeholders of the company References: Bohusova, H., Nerudova, D. (2009). US GAAP and IFRS convergence in the area of revenue recognition. Economics and Management, (14), 12-19. Deegan, C. (2012). Australian financial accounting. McGraw-Hill Education Australia. Kothari, S. P., Ramanna, K., Skinner, D. J. (2010). Implications for GAAP from an analysis of positive research in accounting. Journal of Accounting and Economics, 50(2), 246-286. Schrand, C. M., Zechman, S. L. (2012). Executive overconfidence and the slippery slope to financial misreporting. Journal of Accounting and Economics, 53(1), 311-329

Managing the Transition

Introduction Change in normally brought about by globalization and advancing technology, as the organizations try to fit in the competing market by attaining a market share and a competitive advantage. However, change may not be appreciated by employees, as some view it as a threat to their jobs due to the expectations that accompany change.Advertising We will write a custom essay sample on Managing the Transition specifically for you for only $16.05 $11/page Learn More Employees find it hard to adapt to change especially when change is forced on them other than discussed with them. In addition, employees may resist change if it has unrealistic expectations and is threatening to their jobs. However, for change to be acceptable, it has to be healthy and has employees interest at heart, otherwise change may contribute to decrease in employee’s morale and performance (Houdmont and Leka, 2010 pp 125). Job demand should be realistic; otherwise, it may be a source of stress to the employees, which may also contribute to absenteeism. If your organization were planning a major change, such as a merger, what steps would be necessary to manage the transition? Change in an organization should be aimed at improving the organization’s performance and it should not be aimed at meeting a manager’s personal interests. According to Piederit (2000, pp 795), sometimes, opposition to change may be aimed at protecting the organization’s interests. When implementing change, for instance a merger, the managers should be able to communicate with the employees about this change before it is implemented. This way, employees will not acquire negative ideas about the change; instead, they will get to understand the importance of a merger to the organization. The management should engage the staff in the implementation; hence, they would be in a position to manage change. In addition, effective communication is important between the management and the staff regarding the change in mergers. A well-elaborated plan should be created, which should involve the employees, as they will be affected by this change. Even if the management may not consider the employees’ opinions in the final decision-making, it is important that the employees feel that their views are considered, hence avoiding resistance.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The management should also support employees with full support in regard to their opinions by ensuring that effective communication exists in both teams. In most cases, employees fear change due to its uncertainties, however, the managers may give room for employees’ views and establish forums in which employees can learn more on the proposed change. In this case, the management should be able to provide the employees with relevant information on the importance of mergers and how they will impact on the organization and the staff. According to Kerfoot (2005 pp 271), â€Å"effective change must be built on the foundation that is already in the organization; diffusion of changes are only effective when the seeds of change are planted in people throughout the organization.† Employees have to own the change first, hence adapting to it and being able to operate under a new change. In case an organization decides to merge with another organization for a profit making purpose, it should inform employees about the plan and the benefits to it. It is obvious that employees may fear the uncertainties of being part of another company or even leadership; however, if this idea is communicated well to the employees and they are allowed to air their views, it will be an easy task. Piederit (2000, pp 786) proposes multi-dimensional attitudes as responses to organizational changes in employees, which portray both emotions and feelings that could either be negative or positive regarding the proposed change. Conclusion Change in an organization proves to be necessary due to the technology advances and it may be of use to the organization; however, change is not always welcomed with open arms especially by employees, as they fear the uncertainties associated with it. It is however the duty of management to implement change effectively by also engaging employees in the implementation process, ensuring effective communication of the proposed change, and informing employees on the impacts of the change, for instance, rewards may be inclusive in the new change. Therefore, employees may learn to appreciate and embrace change, as it is also beneficial to them.Advertising We will write a custom essay sample on Managing the Transition specifically for you for only $16.05 $11/page Learn More References Houdmont, J. and Leka, S. (2010). Contemporary Occupational Health Psychology: Global Perspectives on Research a nd Practice. NJ: John Wiley and Sons Publisher. Kerfoot, K. (2005). Leadership; the jonny apple seeds of organizational change. Web. Piderit, S. (2007). Rethinking resistance and recognizing ambivalence: a multidimensional view of attitudes toward an organizational change. NY: Academy of management publisher. This essay on Managing the Transition was written and submitted by user Samson Barton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.