achievement gap

Examples of achievement gap in the following topics:

• Gender Bias in the Classroom

  • Gender-based achievement gaps suggest the existence of gender bias in the classroom.
  • Gender-based achievement gaps (especially in math and science) suggest the existence of gender bias in the classroom.
  • Although most people would like to believe gender bias in the classroom is no longer a problem, evidence points to a persistent achievement gap between boys and girls.
  • If test score gaps are evidence of gender bias, where does that gender bias come from?
  • Analyze both the possible root causes of gender-based achievement gaps and its proposed solutions

• Barriers to Organizational Diversity

  • The glass ceiling represents an invisible barrier to employees of minority backgrounds, one that keeps them from achieving executive positions in corporations.
  • The consistency of the gap between wage and education levels in males and females offers concrete evidence that the barriers to diversity in the workplace still exist.
  • Though this gap highlights gender inequality in particular, the strength of the empirical data suggests that a glass ceiling could apply to any minority group.
  • Developing a heterogeneous company culture, through effective communication and well-informed organizational behavior concepts, is the most effective approach to achieving a more equitable and diverse workplace.
  • Wages grouped by gender and education reveal a "glass ceiling" for women in the workplace, and the wage gap between men and women only grows as educational attainment increases.

• Introduction to Monetary Policy

  • A monetary authority will typically pursue expansionary monetary policy when there is an output gap - that is, a country is producing output at a lower level than its potential output.
  • Without a policy intervention the output gap may correct itself, if falling wages and prices shift the short-run aggregate supply curve to the right until the economy returns to the long-run equilibrium.
  • Alternatively, the monetary authority could intervene in order to increase aggregate demand and close the output gap.
  • Expansionary monetary policy consists of the tools that a central bank uses to achieve this increase in aggregate demand.

• Setting Team Goals and Providing Team Feedback

  • Periodic performance assessments help a team identify areas for improvement so it can better achieve its goals.
  • Because how they work together is so important to achieving the team's goals, members need to be attentive to how they interact and collaborate with each other.
  • Feedback from the team assessment can be used to identify gaps between what it needs to do to perform effectively and where it is currently.
  • Once they have identified the areas for improvement, members of the team and others (such as managers) can develop a plan to close the gaps.

• Maintaining Control

  • Controlling requires taking an aerial view of operational processes, identifying gaps and weaknesses to improve efficiency.
  • Maintaining control is about identifying deviations from intended results and improving the process to achieve desired outcomes.
  • How can we bridge the gap between the two?
  • According to Mockler, the purpose of control is to ensure that human and other corporate resources are being used in the most effective and efficient way possible in achieving corporate objectives.
  • Planning is a process which establishes an organization's objectives and the methods to achieve those objectives.

• Human Resource Planning

  • The planning processes is loosely about determining what will be accomplished within a given time frame, along with the numbers and types of human resources that will be needed to achieve the defined business goals.
  • When appropriate, human resource managers may note experience and/or competency gaps or the need to create new roles or hire new individuals to ensure proper functioning.
  • These skills and abilities are measured against those needed to achieve the vision, mission, and business goals of the organization.
  • Targeted human resource strategies, plans, and programs work to address these gaps in the organization's workforce through:
  • These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organization in the desired direction, including closing employee-competency gaps.

• Gap Junctions

  • Gap junctions are also called communicating junctions, macula communicans, or nexuses. 
  • The number of gap junctions shared between two cells can vary as well.
  • The channels in a gap junction aren’t always open. 
  • Gap junctions are found in many places throughout the body. 
  • Gap junctions are responsible for electrochemical and metabolic coupling.

• Defining Strategic Planning

  • Strategic planning is concerned with defining company goals and determining the resources needed to achieve them.
  • —is critical to achieving competitive advantage, and it should be answered clearly and practically in the planning process prior to extensive investment in resources.
  • Planning is concerned with defining goals for a company's future direction and determining the resources required to achieve those goals.
  • What is the gap between today's situation and the ideal state, and why?
  • Think: What specific actions must be taken to close the gap between today's situation and the ideal state?

• Learning the Gender Gap

  • This implies that the gender gap stems from social, rather than biological, origins.
  • In order to determine whether the gender gap is a result of implicit or explicit discrimination, we can look at the adjusted and unadjusted wage gap.
  • The remaining part of the raw wage gap that cannot be explained by variables that are thought to influence pay is then referred to as the adjusted gender pay gap and may be explicitly discriminatory.
  • The total wage gap in the United States is 20.4 percent.
  • This PSA by the European Union illustrates the gender pay gap in Europe.

• The Gap Model

  • The Service Quality Model, also known as the GAP Model, was developed in 1985.
  • Gap between consumer expectation and management perception: This gap arises when the management or service provider does not correctly perceive what the customer wants or needs.
  • Gap between service quality specification and service delivery: This gap may arise in situations pertaining to the service personnel.
  • Gap between expected service and experienced service: This gap arises when the consumer misinterprets the service quality.
  • The diagram shows the different gaps in the model, including the Knowledge Gap discussed here.