Stanford-Binet Fifth Edition Essay Example | Topics and Well Written Essays - 3000 words

Stanford-Binet Fifth Edition - Essay Example The Fifth Edition of the Stanford-Binet Intelligence Scales (SB5) is a relatively new revised method, but has a unique history (figure 1). In 1905, Binet and Simon developed the first formal intelligence test, and Louis Terman created the Stanford-Binet Scale in 1916; this final scale was revised in 1937, 1960, 1986, and 2003. The first versions used items to address functional abilities, and were arranged by levels. The Fifth Edition is a standardized intelligence battery that can be administered to people from ages 2 to 85 years. According to Strauss (2006) the main purpose of the revision was â€Å"to expand the range of the test, to allow assessment of very low and very high levels of cognitive ability†, and to increase its clinical applications (see table 1).The SB5 is based on the Cattell-Horn-Carroll (CHC) theory of cognitive functioning, which is considered â€Å"one of the well-validated, comprehensive models of cognitive functioning† (Fiorello and Primerano, 2 005). Johnson (2007) describes the Stanford-Binet as â€Å"a comprehensive, norm-referenced individually administered test of intelligence and cognitive abilities†. The test is consists of five factors, which include Fluid Reasoning, Knowledge, Quantitative Reasoning, Visual-Spatial Processing, and Working Memory; each factor is further divided in verbal and non-verbal subtests (table 2). The Abbreviated Battery IQ scale consists of two routing subtests: one nonverbal (Object Series/Matrices) and one verbal (Vocabulary) (Coolican, J. et al, 2008).... Johnson (2007) describes the Stanford-Binet as "a comprehensive, norm-referenced individually administered test of intelligence and cognitive abilities". The test is consists of five factors, which include Fluid Reasoning, Knowledge, Quantitative Reasoning, Visual-Spatial Processing, and Working Memory; each factor is further divided in verbal and non-verbal subtests (table 2). The Abbreviated Battery IQ scale consists of two routing subtests: one nonverbal (Object Series/Matrices) and one verbal (Vocabulary) (Coolican, J. et al, 2008). The fifth revision retains the routing subtest technique, and routing subsets and functional levels were redesigned. Johnson (2007) further states that a Working Memory factor was added "because it has been shown to be related to both reading and math achievement". Table 1. Main goals of the Fifth Revision. Restoring the original toys and manipulatives for assessing preschoolers that had been removed in recent versions Increasing clinical utility. Updating materials Increasing non verbal items Increasing the range of domains measured by the test Source: Strauss, E. et al. 2006. Table 2. The Stanford-Binet Intelligence Scales, 5th ed. Factor Measures Fluid Reasoning The ability to solve nonverbal and verbal problems using reasoning skills Knowledge Fund of general information Quantitative Reasoning Ability to work with numbers and solve numerical problems Visual Spatial Processing Ability to see patterns, relationships, and spatial orientations Working Memory Ability to store, sort and transform information in short-term memory. Source: Coolican, J. et al, 2008. How well a test is standardized provides information

Union Grievance Process Research Paper Example | Topics and Well Written Essays - 1000 words

Union Grievance Process - Research Paper Example Union Grievance Process â€Å"A grievance is defined within a collective bargaining agreement (CBA). In general, a CBA may establish that a grievance arises when an employer violates a provision of the CBA, state or federal law, or "past practice"†(Johnson). More precisely, grievance is a written complaint registered by the employee about his employment right violations. This paper analyses various dimensions of union grievance process. Even though the term collective bargaining is quiet familiar to us, it was first used by the renowned economist Sidney Webb in 1891. However, the term collective bargaining gained prominence in the nineteenth century when trade unions were started to evolve in organizational world. Since grievance is accommodated within the CBA’s, the case of grievance or Union Grievance Process was also evolved along with the CBA’s. In fact, by 1944 the Bureau of Labor Statistics showed that 73% of all labor contracts in America contained arbitration clauses and by the early 1980’s that figure had grown to 95%. The purposes of grievance procedures are; â€Å"To resolve disputes arising in the workplace, To provide contract interpretations, To protect the employees' and union's negotiated contract rights, To establish precedent, To ensure uniform treatment of employees, To maintain relative peace in the workplace†(Processing Grievances, p.502). It is difficult for an employee to work positively if he feels that some of his employment rights were disallowed by the employer. Same way it is impossible for the employer to ensure better productivity from the employees if the employer fails to keep positive relationships with the employees. Grievances help both the employer and the employee to settle their issues and strengthen their cooperation for mutual benefits. In other words, grievances are not only beneficial to the employees, but also to the employer. In most of the cases, employee will try to settle the issues with his employer directly or individually. However, in some cases, it c ould be difficult for the employee to argue present his arguments successfully in front of the employer. For example, if an employer dismisses or suspends an employee without genuine reasons, it is difficult for the employee to convince the employer with his arguments. If the employee is a trade union member, he will try to solve his problems with the help of the union, in such circumstances. When a trade union, negotiates with the employer to solve the problems of an employee or group of employees, the process will be referred as union grievance process. â€Å"The grievance process enforces the collective bargaining agreement, which establishes the memberships' terms and conditions of employment† (Johnson). Grievances are taking place in all the departments of an organization even though the details of some of them could be kept confidential. Union grievance process consists of certain procedures. The case of union grievance process begins when an employee approaches his imm ediate supervisor with a problem, dispute or employment right violation complaint. â€Å"If an employee brings forward an alleged violation of the collective agreement, the