![]() Fun free online learning games and activities for kids."I stumbled upon your fun interactive geography games from a link on the Massachusetts Geographic Alliance Website. Since then, your games have become quite a hit with my competitive colleagues!"- -Candice Gomes, Education Outreach Coordinator, Boston Public Library (Sheppard Software's geography games were featured in the Boston Public Library's 2. Exhibition on Mapping)"Terrific online educational games, especially geography."- -Dallas Children's Museum First, let me say I love your website! I have students with learning disabilities that need multiple way to learn math, and your site fills the bill! Darrin, Rose Park Elementary in Billings, MT "Awesome site.. I am passing my World Geography class!"- -Stephen"Our preschool teacher just sent us homework with this new website on it! My twins love it - they are 4 1/2 and can't get enough! The sounds, the action, so many choices and things to do. I bookmarked this for them and have sent the website to numerous friends and best of all it's FREE! Thank you for such a wonderful learning tool."- -- Cherie Ventola"Let me say that you guys have an awesome website. I stumbled across your site one day, and it has been the easiest, most effective, and really. I've. found." - -David Weaver "I am thrilled to have stumbled upon your site! As a homeschooling mom, I love to find sites that encourage brain activity and reinforce the facts I teach during learning time! The range of information is wonderful!!! ClassZone Book Finder. Follow these simple steps to find online resources for your book. QUESTIONS AND ANSWERS: Foxes I. Content Updated: 7th February 2016. QUESTIONS: What is mange? What is rabies and where does the fox fit in? How can I keep foxes out. Keep up the fantastic work!"- Mrs. Ja. Nell Hancock"Your games are AMAZING! Your website has SO much to offer! This site is exactly what I have been looking for! I have four children within five years of age and they can all play your games! I love that you can choose your level of difficulty. The games are colorful and simple, not cluttered like some. The instructions are easy to understand and they cover basic learning that can be neglected with other "too busy" games. I can't believe what a blessing it is to have stumbled upon this site! I looked up "kindergarten math games online." This is the first one that I actually enjoyed navigating around in and that actually kept the kids' attention without discouraging them. This site will be a daily part of our learning! The kids were fighting over who could take the next turn at the learning game! It is reinforcing everything I am trying to teach. THANK YOU, THANK YOU, THANK YOU!!!!"- Jill Grell. Questions and Answers from the Community. It doesn't. The page that you see when you ask a new question is the page that everyone will see. More free team building activities, ideas, team games, exercises, business games and activities for team building, training, motivation, teaching, kids activities and. Team Building Games Training Ideas and Tips. Great teamwork makes things happen more than anything else in organizations. The diagram representing Mc. Gregor's X- Y Theory helps illustrate how and why empowered teams get the best results. Empowering people is more about attitude and behaviour towards staff than processes and tools. Teamwork is fostered by respecting, encouraging, enthusing, caring for people, not exploiting or dictating to them. At the heart of this approach is love and spirituality which helps bring mutual respect, compassion, and humanity to work. People working for each other in teams is powerful force, more than skills, processes, policies. More than annual appraisals, management- by- objectives, the 'suits' from head office; more than anything. Teams usually become great teams when they decide to do it for themselves - not because someone says so. Something inspires them maybe, but ultimately the team decides. It's a team thing. It has to be. The team says: 'Okay. We can bloody well make a difference. We will be the best at what we do. We'll look out for each other and succeed - for us - for the team. And we'll make sure we enjoy ourselves while we're doing it'. And then the team starts to move mountains. People are best motivated if you can involve them in designing and deciding the activities - ask them. Secondly you will gain most organisational benefit if the activities are geared towards developing people's own potential - find out what they will enjoy doing and learning. Games can be trite or patronising for many people - they want activities that will help them learn and develop in areas that interest them for life, beyond work stuff - again ask them. When you ask people commonly you'll have several suggestions which can be put together as a collection of experiences that people attend or participate in on a rotating basis during the day or the team- building event. Perhaps you have people among your employees who themselves have special expertise or interests which they'd enjoy sharing with others; great team activities can be built around many hobbies and special interests. If you are planning a whole day of team- building activities bear in mind that a whole day of 'games' is a waste of having everyone together for a whole day. Find ways to provide a mix of activities that appeal and help people achieve and learn - maybe build in exercises focusing on one or two real work challenges or opportunities, using a workshop approach. Perhaps involve a few employees in planning the day (under your guidance or not according to the appropriate level of delegated authority) - it will be good for their own development and will lighten your load. See also the guide to facilitating experiential learning activities. Team- building exercises and activities also provide a wonderful opportunity to bring to life the increasing awareness and interest in 'ethical organizations'. These modern ethical business ideas and concepts of sustainability, 'Fairtrade', corporate social responsibility, the 'triple bottom line', love, compassion, humanity and spirituality, etc., are still not well defined or understood: people are unclear what it all means for them individually and for the organization as a whole, even though most people are instinctively attracted to the principles. Team- exercises and discussions help bring clarity and context to idealistic concepts like ethics and social responsibility far more effectively than reading the theory, or trying to assimilate some airy- fairy new mission statement dreamed up by someone at head office and handed down as an edict. Fundamental change has to come from within, with support from above sure, but successful change is ultimately successful because people 'own' it and see it as their change, not something handed down. See for example the Triple Bottom Line exercise. Ensure that team- building activities and all corporate events comply with equality and discrimination policy and law in respect of gender, race, disability, age, etc. Age discrimination is a potential risk given certain groups and activities, and particularly so because Age Discrimination is quite a recent area of legislation. Team- building facilitators should be familiar with Employment Age Regulations and wider issues of Equality Law and its protections against discrimination for reasons of race, gender, disability, etc. While this is UK and European legislation, the principles are applicable to planning and running team- building exercises anywhere in the world, being consistent with the ethical concepts. Also consider the effects of team building and corporate events in terms of effects on employees' families and people's broader life needs. It is easy to become very narrowly focused on the organization and the community within it, without thinking of the families and social needs outside. Alcohol is another increasing area of risk for organizers of team building and conference events. An employer's duty of care (and potential liability) at corporate events traditionally was fulfilled by ensuring no- one tripped over the electrical cable for the overhead projector. Nowadays organizations have a deeper wider responsibility, which is progressively reflected in law. Alcohol and discrimination are big issues obviously, but arguably a bigger responsibility for employers is to the families and social well- being of employees, which impacts directly onto society as a whole. Today's well- led and ethically- managed corporations understand that divisive treatment of employees' partners and families undermines loyalty and motivation of employees, and creates additional unnecessary stresses for workers in close loving caring relationships, especially for young families, which have evolved a strong sensitivity to such pressures. If you read about Erik Erikson's Life Stages Theory you will understand why parents of young children especially are not helped by this sort of work pressure. Thwarting or obstructing people's instincts - evolved over millennia - to be with and take care of their partners and young families is extremely destructive. Employers who have a blatant antipathy for these crucial life needs of their people are therefore socially irresponsible. Inevitably strong work commitments put pressure on employees' families and partners. This is particularly so in big modern corporations where travel and lengthy absence from home is unavoidable in key roles. Modern ethical socially responsible organizations should be doing whatever they can to minimize these effects, not make them worse. Where possible employers should reward partners and families for their support and loyalty, rather than alienate them by creating selfish staff- only events. Laws are not yet clearly defined about the employer's liabilities arising from such situations, however there are clear principles (e. Moreover, fostering a healthy work and home life balance tends to make organizations run smoother and less problematically, notably in areas of grievance and counseling, stress and conflict, disputes and litigation, recruitment and staff retention, succession planning, company reputation and image. I was prompted to add this item because I received a question about the implications of running a staff- only dinner dance at a conference event. If you are considering a staff- only social event - especially at night, involving alcohol, dancing, overnight accommodation - or you are wondering generally where to draw the line between working relationships and intimacy, or between fun and irresponsible risk, these observations might help you decide. Implications and risks of organizing socially irresponsible events concern chiefly: The risks of running a socially irresponsible corporate event are emphasised if you consider a scenario containing the following elements. Do not run an event containing these elements. This is a negative example for the purposes of illustrating risk and responsibility: You do not need to be a professor of social anthropology to guess that the above circumstances are unlikely to be a useful corporate defence against any of the following problems which could arise, directly, indirectly, or ironically if actually nothing whatever to do with the event itself - try telling that to the offended party afterwards.. You could probably add to this list. There is no limit to human ingenuity when behaving irresponsibly under the influence of drink and any other stimulants of emotion or substance.
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