Value Orientation as a Thrust In Government Service
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
There is a claim for moral reform in both the public and private sectors as ills are hounding Philippine society. Despite various efforts exerted by concerned individuals there is no clear headway of a moral recovery.
“The age we live in is not poor in knowledge, not very poor in technology”, as Lourdes Quisumbing, a noted educator said, “ but we are poor in values”. It is observed that our values have been eroded by our behaviour.
In government service, the office employee in particular did not join the work ---- just for prestige nor just for money. They have to be value oriented, because employee are not only trained for skills but is the instrument of values function.---------- is the work of an employee and so important is the work of his organizational behaviour in the institution to which he belong. Unless employees have the basic values, they will never be good employees because the values they possess are the number one work material. The most important code that there is in the government institutional system.
The writer of this article would like to remind the reader that the values are universal because human values are in the human person, situated in a culture and therefore we begin with what we are.
People in government service should study their own value system, build on it, strengthen the points in what is to do and be in the government service and correct the defects, limitations of what is to be of service. Begin with great values that will guide one to be ------, self-fulfilled, self-reliant and self-----employees. Therefore personal dignity need economic values of thrift, hard work, fragility, punctuality, regularity of work so that can lend to economic recovery.
Social--------- must be further developed, have gained responsibility and commitment to society. Let us not forget that as employees work is not just a skill or technology but we must first have “love for work”.
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
There is a claim for moral reform in both the public and private sectors as ills are hounding Philippine society. Despite various efforts exerted by concerned individuals there is no clear headway of a moral recovery.
“The age we live in is not poor in knowledge, not very poor in technology”, as Lourdes Quisumbing, a noted educator said, “ but we are poor in values”. It is observed that our values have been eroded by our behaviour.
In government service, the office employee in particular did not join the work ---- just for prestige nor just for money. They have to be value oriented, because employee are not only trained for skills but is the instrument of values function.---------- is the work of an employee and so important is the work of his organizational behaviour in the institution to which he belong. Unless employees have the basic values, they will never be good employees because the values they possess are the number one work material. The most important code that there is in the government institutional system.
The writer of this article would like to remind the reader that the values are universal because human values are in the human person, situated in a culture and therefore we begin with what we are.
People in government service should study their own value system, build on it, strengthen the points in what is to do and be in the government service and correct the defects, limitations of what is to be of service. Begin with great values that will guide one to be ------, self-fulfilled, self-reliant and self-----employees. Therefore personal dignity need economic values of thrift, hard work, fragility, punctuality, regularity of work so that can lend to economic recovery.
Social--------- must be further developed, have gained responsibility and commitment to society. Let us not forget that as employees work is not just a skill or technology but we must first have “love for work”.
REWARDING EMPLOYEES
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
It is evident that money is important to employees. Certainly money is valuable for a number of reasons. It is valuable because of the job and services that it will purchase. Its economic value lies in its being a medicine of exchange for the allocation of economic resources. Money is a status of those who have it and thus save it, spend it correspondingly. The haves can give or not give it generously. When it is received and when it is spent money is given a status value. Money gives status to one employee compared with other employee. What the employer thinks of the employee is also represented in terms of money compared with that of other employees.
In thinking about money as a reward achievement, oriented employee need to keep scare of rewards of their total pay and assess their performance, maintain a synthetic scare card in their minds, monitoring their pay and comparing it with others. It is the measure of their accomplishments. Money relates also to other drives since it can be used to buy our way into expensive club (affiliation) and give as the capacity (power) to influence others such as through practical contributions. Money is a hygiene factor although it may have a short time value as well. Pay is most easily seen as its capacity to satisfy the lower order need (like
Money has extrinsic as well as intrinsic award so it is easily administered to behaviour modification programs. An important task for management is to integrate successfully extrinsic and intrinsic rewards.
One problem is that employees differ in the amount of extrinsic and intrinsic reward that they want. Organizational and job conditions also differ another problem occurs when employers begin paying employees from work they previously found satisfying. It is difficult for managers to administer intrinsic reward on a systematic basis.
There conditions suggest that what is needed is a contingency approach to rewards that consider needs of workers type of job organisational environment and different reward. Special benefits such as recognition of status are especially valuable to employees because they have more psychological and social meaning. It is evident that many complex issues determine has well employees will refund economic reward.
There is no simple answer for employers in their attempt to create equitable systems. The employees solution is thus complex analysis problem in analysis of cost-reward comparison similar to break-even analysis. The employee identifies and compare personal costs and reward to determine point and which they are higher performance such as more effort them they compare. These costs and reward always are valued for the individual point of view. Management can provide the reward that the individual employee determine their value.
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
It is evident that money is important to employees. Certainly money is valuable for a number of reasons. It is valuable because of the job and services that it will purchase. Its economic value lies in its being a medicine of exchange for the allocation of economic resources. Money is a status of those who have it and thus save it, spend it correspondingly. The haves can give or not give it generously. When it is received and when it is spent money is given a status value. Money gives status to one employee compared with other employee. What the employer thinks of the employee is also represented in terms of money compared with that of other employees.
In thinking about money as a reward achievement, oriented employee need to keep scare of rewards of their total pay and assess their performance, maintain a synthetic scare card in their minds, monitoring their pay and comparing it with others. It is the measure of their accomplishments. Money relates also to other drives since it can be used to buy our way into expensive club (affiliation) and give as the capacity (power) to influence others such as through practical contributions. Money is a hygiene factor although it may have a short time value as well. Pay is most easily seen as its capacity to satisfy the lower order need (like
Money has extrinsic as well as intrinsic award so it is easily administered to behaviour modification programs. An important task for management is to integrate successfully extrinsic and intrinsic rewards.
One problem is that employees differ in the amount of extrinsic and intrinsic reward that they want. Organizational and job conditions also differ another problem occurs when employers begin paying employees from work they previously found satisfying. It is difficult for managers to administer intrinsic reward on a systematic basis.
There conditions suggest that what is needed is a contingency approach to rewards that consider needs of workers type of job organisational environment and different reward. Special benefits such as recognition of status are especially valuable to employees because they have more psychological and social meaning. It is evident that many complex issues determine has well employees will refund economic reward.
There is no simple answer for employers in their attempt to create equitable systems. The employees solution is thus complex analysis problem in analysis of cost-reward comparison similar to break-even analysis. The employee identifies and compare personal costs and reward to determine point and which they are higher performance such as more effort them they compare. These costs and reward always are valued for the individual point of view. Management can provide the reward that the individual employee determine their value.
“ Employee Stress: Its Signifies to Work Performance “
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
Employees in the Division of Science City of Munoz are people who feel pressures in their daily work in the office. Observation and interviews reveal that their job is very stressful. Many see that their work cause strain on their emotions, thought processes and physical condition. One colleague once suffered excessive symptoms of stress that has harm his health and job performance. His ability to cope with the environment was threatened. There were may other who were observed to be nervous, with the development of chronic worry. One was easily provoked to anger, and unable to relax are uncooperative and use alcohol excessively. Although these conditions also occur from other causes, they are common symptoms of stress.
Stress was observed to lead physical disorders such as an upset stomach, stomach ulcers, degenerative diseases of the heart, kidneys, blood vessels and other parts of the body. Therefore, it is important that stress be kept at a level, low enough to tolerate without disorders.
There is emerging evidence that in some organizations can be held legally liable for the emotional and physical impact of the stress on employee and the s.
The above observations imply the importance of improving working conditions, reduce conflicts with supervisors and predominance of traumatic events as well as tensional harassment of employees.
Problem arise in the office when stress of employees is extended period of time, since according to Hans Selge “the human body cannot instantly rebuild its ability to cope with the stress”. As a result, employees became physically weakened trying to combat it. This condition is called “burnout”. In this situation, the employees are emotionally exhausted, became detached from their work and feel unable to accomplish their goals.
When employees became burned out they are more likely to complain, attribute their errors to others and are highly irritable. They thus became alienated to be trained for new careers and to think about learning their jobs and actually to quit.
What is the implication to these? The observations need to identify both the jobs that lead to early burnout and the employees who exhibit some of the stress and burnout symptoms. Sometimes it is necessary to change the parts of the job that contribute to burnout. The supervisors can help employees learn how to cope better with stressful work situations. An important step is to learn how to cope better with stressful work situations, examine and understand the causes of stress.
by: STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
Employees in the Division of Science City of Munoz are people who feel pressures in their daily work in the office. Observation and interviews reveal that their job is very stressful. Many see that their work cause strain on their emotions, thought processes and physical condition. One colleague once suffered excessive symptoms of stress that has harm his health and job performance. His ability to cope with the environment was threatened. There were may other who were observed to be nervous, with the development of chronic worry. One was easily provoked to anger, and unable to relax are uncooperative and use alcohol excessively. Although these conditions also occur from other causes, they are common symptoms of stress.
Stress was observed to lead physical disorders such as an upset stomach, stomach ulcers, degenerative diseases of the heart, kidneys, blood vessels and other parts of the body. Therefore, it is important that stress be kept at a level, low enough to tolerate without disorders.
There is emerging evidence that in some organizations can be held legally liable for the emotional and physical impact of the stress on employee and the s.
The above observations imply the importance of improving working conditions, reduce conflicts with supervisors and predominance of traumatic events as well as tensional harassment of employees.
Problem arise in the office when stress of employees is extended period of time, since according to Hans Selge “the human body cannot instantly rebuild its ability to cope with the stress”. As a result, employees became physically weakened trying to combat it. This condition is called “burnout”. In this situation, the employees are emotionally exhausted, became detached from their work and feel unable to accomplish their goals.
When employees became burned out they are more likely to complain, attribute their errors to others and are highly irritable. They thus became alienated to be trained for new careers and to think about learning their jobs and actually to quit.
What is the implication to these? The observations need to identify both the jobs that lead to early burnout and the employees who exhibit some of the stress and burnout symptoms. Sometimes it is necessary to change the parts of the job that contribute to burnout. The supervisors can help employees learn how to cope better with stressful work situations. An important step is to learn how to cope better with stressful work situations, examine and understand the causes of stress.
Understanding Quality of Work Life of Employee In Government Service
by:STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
The traditional job design of scientific management is focused mostly on specialization and efficiency for the performance of narrow tasks. It used full decision of labor, rigid hierarchy to reach the objective of efficiency. Job performance controlled by a large hierarchy that strictly enforced the best way of work defined by technical people. There is an inadequate attention to quality of work life. Because the job is so specialized, the workers or employees are isolated from their co-workers weakening community of interest. Many employees lack skills run also weakening their pride in their work. Most often in their design, quality declined alienating employees, high turnover and absenteeism. Also, in their conditions. Management tightened controls in order to organized rapidly and rigidly that resulted to dehumanized work. Systems were treated by management rather than the causese of the problem. In many instances, the job became dissatisfying. The more the employees worked, the less they are satisfied with inadequate attention to human need.
However, this writer(also an employee) harbour some ideas on same options for solving this problems suitable for management because of the security and tasks support provided by the above traditional or classical design. Some employees do not object to this form of work but the workers need and aspiration are changing management should afford to share the gain with the workers. Routine job can be mechanized and be automatic so that those who are unhappy in their job can no longer be needed. To have the environment desired by employee, job can be redesigned to have the environment desired, by people work environments and the job with in.
Today the new work force is changing. They begin to reach the high-ads need, Jobs and organization have to keep up with changes in workers aspirations and attitudes. Employees have to redesign jobs and organizations for a better quality of life work. There is a need for employees more advanced skills, more opportunity for growth and more opportunity to contribute to technology. A new set of values and a new way of thinking should faces on meeting the needs of worker to improve the quality of work life, to save the higher order and basic needs, provide as environment that encourage the improvement of skills. The job should not put the stress to employees instead contribute to abilities to perform in other life rules (citizen, spouse, parent). The work should contribute to social advancement. There is a need for regular readjustment in order to obtain the best fit to the job.
The job enrichment need to be emphasized where additional motivations are added to the job, and a wide variety of job to reduce -----. There would encourage growth and self-actualization. The work itself must be challenging, encourage achievement and provide recognition. Tasks variety, -----(control over owntasks) and information about performance (feedback) will improve motivation, satisfaction and quality of work ------ to the reduction of turnover and absenteeism. Those are possible when employee have adequate knowledge and skills, and desire to learn, grow and develop. A significant approach suggest that managers must focus an assessing job changes and job enrichment itself.
Some employees may not want enriched job if they are unable to fabricate increased responsibility, if they dislike more complex duties if they are uncomfortable with group work, if skills are not adaptable and they prepare to quit jobs.
This paper would like to suggest a quality of life work program trying to ----into employee needs and attitudes; like the desire of employee to tolerate responsibility, strength of employee needs, attitude toward working and stability.
The above program would seek data provide a system of employee enrichment.
by:STELLA MARIE C. DUMALE
DIVISION OF SCIENCE CITY OF MUNOZ
The traditional job design of scientific management is focused mostly on specialization and efficiency for the performance of narrow tasks. It used full decision of labor, rigid hierarchy to reach the objective of efficiency. Job performance controlled by a large hierarchy that strictly enforced the best way of work defined by technical people. There is an inadequate attention to quality of work life. Because the job is so specialized, the workers or employees are isolated from their co-workers weakening community of interest. Many employees lack skills run also weakening their pride in their work. Most often in their design, quality declined alienating employees, high turnover and absenteeism. Also, in their conditions. Management tightened controls in order to organized rapidly and rigidly that resulted to dehumanized work. Systems were treated by management rather than the causese of the problem. In many instances, the job became dissatisfying. The more the employees worked, the less they are satisfied with inadequate attention to human need.
However, this writer(also an employee) harbour some ideas on same options for solving this problems suitable for management because of the security and tasks support provided by the above traditional or classical design. Some employees do not object to this form of work but the workers need and aspiration are changing management should afford to share the gain with the workers. Routine job can be mechanized and be automatic so that those who are unhappy in their job can no longer be needed. To have the environment desired by employee, job can be redesigned to have the environment desired, by people work environments and the job with in.
Today the new work force is changing. They begin to reach the high-ads need, Jobs and organization have to keep up with changes in workers aspirations and attitudes. Employees have to redesign jobs and organizations for a better quality of life work. There is a need for employees more advanced skills, more opportunity for growth and more opportunity to contribute to technology. A new set of values and a new way of thinking should faces on meeting the needs of worker to improve the quality of work life, to save the higher order and basic needs, provide as environment that encourage the improvement of skills. The job should not put the stress to employees instead contribute to abilities to perform in other life rules (citizen, spouse, parent). The work should contribute to social advancement. There is a need for regular readjustment in order to obtain the best fit to the job.
The job enrichment need to be emphasized where additional motivations are added to the job, and a wide variety of job to reduce -----. There would encourage growth and self-actualization. The work itself must be challenging, encourage achievement and provide recognition. Tasks variety, -----(control over owntasks) and information about performance (feedback) will improve motivation, satisfaction and quality of work ------ to the reduction of turnover and absenteeism. Those are possible when employee have adequate knowledge and skills, and desire to learn, grow and develop. A significant approach suggest that managers must focus an assessing job changes and job enrichment itself.
Some employees may not want enriched job if they are unable to fabricate increased responsibility, if they dislike more complex duties if they are uncomfortable with group work, if skills are not adaptable and they prepare to quit jobs.
This paper would like to suggest a quality of life work program trying to ----into employee needs and attitudes; like the desire of employee to tolerate responsibility, strength of employee needs, attitude toward working and stability.
The above program would seek data provide a system of employee enrichment.
Coping up with hyperactivity of your students...
By: ALONA GASCON
TIII- Maligaya ES
Many child has been diagnosed with attention deficit hyperactivity disorder (ADHD) . He has difficulty making decisions,is absentminded, and he jas trouble listening and following request-and when he wants something he wants it now.Now to keep ypur hyperactive students from becoming a headache, you’ll neeed to apply this seven disciplinary rules.
1. Be firm and establish clear ground rules.
2. Make a choice o your students rather than flooding him with petty time consuming decisions.
3. Establish one or two routine chores your students must do.
4. Be prepared for your student’s absentmindedness.
5. Be sure your student hears you and understand what you have said.
6. If your students tends to be disorganized in his thinking and behavior, you may have to calmly ask”who,what, when,where”quetios to get the necessary information.
7. Teach child manners. He can learn to wait for his turn and not interrupt.
Once you begin to use these rules and find other methods that work, you may have to occasionally run interference that workfor you overactive sudents.but the most important thing you must remember is that your student, despite his disabilities , needs your acceptance in order to feel personal value.
HISTORY: “Remembering The Past or Understanding The Past”
By; RANDY F. DEL ROSARIO
Teacher III-Muñoz National High School-Annex
Spanish Colonization; American Occupation; World War II; Martial Law; People Power Revolution, Ferdinand Marcos, Ninoy Aquino and Corazon Aquino. People, places and events.Different times and different stories. Why do we have to study the past? Do they really matter to us?
They say that “the past is the key to the future”. We cannot solve the mysteries of today if we don’t know our yesterday. But how important is history? Is it enough to know the past or should we understand the lessons of our past?
Some take history for granted. History is boring according to some students. Mainly because we are studying events that had already happened and we are talking of something that was already gone. What we are dealing with history is already “dead and buried”. Non-sense as it seems.
Yes it is true, that everything that we are studying in history are all gone and buried, but the truth is,it is inescapable. Because every minute, every hour and every day that passes us by will be part of our history. It will serve as the pieces that will build our identity in the future. What had happened before should not be taken for granted. They should be remembered and be valued. They should serve as reminders for us not to do the same mistakes that we have done before.This makes history unique from other disciplines. It connects us from our past. It gives us answers to our present questions.
More importantly, our experiences in the past give us the lessons that are vital for our future. The mistakes and failures that we had in the past will help us in our preparation for today and it will serve as our weapon to face the harshness of the future. It will make us more prepared and more equipped in dealing with our fast-changing world. It really holds the key to unlock our wisdom for the future.
Now tell me is it enough just to remember the names, the places and events? I don’t think so. There is a saying that “history repeats itself”. But if ever it repeats itself, with us understanding the lessons of the past, we will be ready.
PERSONAL PHILOSOPHY OF EDUCATION
RANDY F. DEL ROSARIO
Teacher III-Muñoz National High School-Annex
As a teacher, I regard education as a KEY. A key to unlock and free the minds of students from ignorance, because I think education is the only way for them to realize their true potentials and capacities, to achieve their dreams and aspirations in life.
As an idealist I believe that man has his/her own knowledge, and that knowledge have been there since birth. Every individual possesses different talents and skills which will equip them in facing the harsh realities of the fast changing world. However, that knowledge, skills and talents are kept and locked inside the individual’s mind, it needs to be freed, and this is where education comes in; to unlock the knowledge of every human being. To draw out that knowledge which is certain from the day an individual was born and to polish and use that knowledge as tools towards success.
To achieve this, I have to teach the students good values of being a man. The students should also be taught the value of morality, the love and respect not only for himself but for others as well. Being responsible and hardworking are the traits that they should learn, to be self-dependent and resourceful, to be able to utilize everything that is within reach.
Nationalism and patriotism should also be inculcated in every student’s mind. To be socially and politically functional, the students should be informed about the current issues and situations in our country because I believe that each and every one of us plays a great role in nation building. And most importantly, they should learn the fairness and equality when it comes to judgment.
I also have to work hand-in-hand with the parents and the community, our number stakeholders. They too, like the students, are part of our nation building. I should also be respectful of my colleagues, especially my superiors in school because I believe that education is not only confined in the four corners of the classroom.
With all these things to consider, I can say that this is my personal philosophy of education.
By: ALONA GASCON
TIII- Maligaya ES
Many child has been diagnosed with attention deficit hyperactivity disorder (ADHD) . He has difficulty making decisions,is absentminded, and he jas trouble listening and following request-and when he wants something he wants it now.Now to keep ypur hyperactive students from becoming a headache, you’ll neeed to apply this seven disciplinary rules.
1. Be firm and establish clear ground rules.
2. Make a choice o your students rather than flooding him with petty time consuming decisions.
3. Establish one or two routine chores your students must do.
4. Be prepared for your student’s absentmindedness.
5. Be sure your student hears you and understand what you have said.
6. If your students tends to be disorganized in his thinking and behavior, you may have to calmly ask”who,what, when,where”quetios to get the necessary information.
7. Teach child manners. He can learn to wait for his turn and not interrupt.
Once you begin to use these rules and find other methods that work, you may have to occasionally run interference that workfor you overactive sudents.but the most important thing you must remember is that your student, despite his disabilities , needs your acceptance in order to feel personal value.
HISTORY: “Remembering The Past or Understanding The Past”
By; RANDY F. DEL ROSARIO
Teacher III-Muñoz National High School-Annex
Spanish Colonization; American Occupation; World War II; Martial Law; People Power Revolution, Ferdinand Marcos, Ninoy Aquino and Corazon Aquino. People, places and events.Different times and different stories. Why do we have to study the past? Do they really matter to us?
They say that “the past is the key to the future”. We cannot solve the mysteries of today if we don’t know our yesterday. But how important is history? Is it enough to know the past or should we understand the lessons of our past?
Some take history for granted. History is boring according to some students. Mainly because we are studying events that had already happened and we are talking of something that was already gone. What we are dealing with history is already “dead and buried”. Non-sense as it seems.
Yes it is true, that everything that we are studying in history are all gone and buried, but the truth is,it is inescapable. Because every minute, every hour and every day that passes us by will be part of our history. It will serve as the pieces that will build our identity in the future. What had happened before should not be taken for granted. They should be remembered and be valued. They should serve as reminders for us not to do the same mistakes that we have done before.This makes history unique from other disciplines. It connects us from our past. It gives us answers to our present questions.
More importantly, our experiences in the past give us the lessons that are vital for our future. The mistakes and failures that we had in the past will help us in our preparation for today and it will serve as our weapon to face the harshness of the future. It will make us more prepared and more equipped in dealing with our fast-changing world. It really holds the key to unlock our wisdom for the future.
Now tell me is it enough just to remember the names, the places and events? I don’t think so. There is a saying that “history repeats itself”. But if ever it repeats itself, with us understanding the lessons of the past, we will be ready.
PERSONAL PHILOSOPHY OF EDUCATION
RANDY F. DEL ROSARIO
Teacher III-Muñoz National High School-Annex
As a teacher, I regard education as a KEY. A key to unlock and free the minds of students from ignorance, because I think education is the only way for them to realize their true potentials and capacities, to achieve their dreams and aspirations in life.
As an idealist I believe that man has his/her own knowledge, and that knowledge have been there since birth. Every individual possesses different talents and skills which will equip them in facing the harsh realities of the fast changing world. However, that knowledge, skills and talents are kept and locked inside the individual’s mind, it needs to be freed, and this is where education comes in; to unlock the knowledge of every human being. To draw out that knowledge which is certain from the day an individual was born and to polish and use that knowledge as tools towards success.
To achieve this, I have to teach the students good values of being a man. The students should also be taught the value of morality, the love and respect not only for himself but for others as well. Being responsible and hardworking are the traits that they should learn, to be self-dependent and resourceful, to be able to utilize everything that is within reach.
Nationalism and patriotism should also be inculcated in every student’s mind. To be socially and politically functional, the students should be informed about the current issues and situations in our country because I believe that each and every one of us plays a great role in nation building. And most importantly, they should learn the fairness and equality when it comes to judgment.
I also have to work hand-in-hand with the parents and the community, our number stakeholders. They too, like the students, are part of our nation building. I should also be respectful of my colleagues, especially my superiors in school because I believe that education is not only confined in the four corners of the classroom.
With all these things to consider, I can say that this is my personal philosophy of education.
5. MEPSTA.SCM GAZETTE
TPS Strategy
Divina Capinpin /Calabalabaan ES
Ability of comprehending a message in the text is the goal of reading in a language instruction. However, comprehending a text message is not easy, especially in English. Students are not able to understand texts when they encounter unfamiliar words.
Referring to this problem, it is essential to implement a method or strategy that can solve the problem, that is, a method that can bring students out of boredom, competitive and individual class atmosphere, and is more student-centered, and that can improve students’ reading comprehension.
TPS strategy includes three steps, namely, thinking, pairing, and sharing.
1. In the thinking step the teacher poses a question or issue associated with the lesson and asks students to spend a minute thinking alone about the answer or the issue. Students need to be taught that talking or walking about is not part of thinking time.
2. In the pairing stepthe teacher asks students to pair off and discuss what they have been thinking about. Interaction during this period could be sharing answers if a question is posed or sharing ideas if a specific issue is identified. Normally, teachers would allow no more than 4 or 5 minutes for pairing.
3. In the sharing step the teacher asks the pairs to share with the whole class what they have been talking about. It is effective to simply go around the room from pair to pair and continue until about a fourth or a half of the pairs have had a chance to report.
Think-Pair-Share is a cooperative learning strategy that is effective in changing the discourse pattern in classroom. It challenges the assumption that all recitations or discussions need to be held in whole-group settings, and it has built-in procedures for giving students more time to think, to respond, and to help each other. Besides, it encourages individual participation and is applicable across all grade levels and class sizes in addition to being helpful in organizing students’ knowledge and motivating in learning new topics. As one of the cooperative learning strategies, Think-Pair-Share strategy encourages students to work collaboratively faster and more efficiently, have greater retention, and feel more positive about the learning experience
TPS strategy has been proven to improve the students’ reading comprehension especially low achievers in addition to enhancing students’ motivation and participation, particularly in terms of sharing ideas, asking and answering questions.. However, this success will not be reached if teachers have no willingness to bother themselves preparing the media and materials in using the strategy. Therefore, it is first suggested to the English teachers to change their mindset about teaching. Teaching does not only mean coming to class and teaching the students the way it is, but teaching also means that teachers should prepare all the right things i.e. strategy, media, material to teach their students. By having willingness to teach and trouble themselves in the teaching preparation, even a simple strategy, such as TPS can prove to yield benefits. In relation to the effectiveness of the implementation of the TPS strategy in teaching reading comprehension, it is suggested that the English teachers, particularly those who have similar situation where the students fall into low achievers category, to apply the TPS strategy. Besides being effective in improving students’ reading comprehension, the TPS strategy is also essential in encouraging and motivating students to read and work together in pairs. Furthermore, the teachers should consider the principles of TPS so as to reach the expected outcome.
Referring to this problem, it is essential to implement a method or strategy that can solve the problem, that is, a method that can bring students out of boredom, competitive and individual class atmosphere, and is more student-centered, and that can improve students’ reading comprehension.
TPS strategy includes three steps, namely, thinking, pairing, and sharing.
1. In the thinking step the teacher poses a question or issue associated with the lesson and asks students to spend a minute thinking alone about the answer or the issue. Students need to be taught that talking or walking about is not part of thinking time.
2. In the pairing stepthe teacher asks students to pair off and discuss what they have been thinking about. Interaction during this period could be sharing answers if a question is posed or sharing ideas if a specific issue is identified. Normally, teachers would allow no more than 4 or 5 minutes for pairing.
3. In the sharing step the teacher asks the pairs to share with the whole class what they have been talking about. It is effective to simply go around the room from pair to pair and continue until about a fourth or a half of the pairs have had a chance to report.
Think-Pair-Share is a cooperative learning strategy that is effective in changing the discourse pattern in classroom. It challenges the assumption that all recitations or discussions need to be held in whole-group settings, and it has built-in procedures for giving students more time to think, to respond, and to help each other. Besides, it encourages individual participation and is applicable across all grade levels and class sizes in addition to being helpful in organizing students’ knowledge and motivating in learning new topics. As one of the cooperative learning strategies, Think-Pair-Share strategy encourages students to work collaboratively faster and more efficiently, have greater retention, and feel more positive about the learning experience
TPS strategy has been proven to improve the students’ reading comprehension especially low achievers in addition to enhancing students’ motivation and participation, particularly in terms of sharing ideas, asking and answering questions.. However, this success will not be reached if teachers have no willingness to bother themselves preparing the media and materials in using the strategy. Therefore, it is first suggested to the English teachers to change their mindset about teaching. Teaching does not only mean coming to class and teaching the students the way it is, but teaching also means that teachers should prepare all the right things i.e. strategy, media, material to teach their students. By having willingness to teach and trouble themselves in the teaching preparation, even a simple strategy, such as TPS can prove to yield benefits. In relation to the effectiveness of the implementation of the TPS strategy in teaching reading comprehension, it is suggested that the English teachers, particularly those who have similar situation where the students fall into low achievers category, to apply the TPS strategy. Besides being effective in improving students’ reading comprehension, the TPS strategy is also essential in encouraging and motivating students to read and work together in pairs. Furthermore, the teachers should consider the principles of TPS so as to reach the expected outcome.