Answer: Universal design for learning
Explanation:
Universal design for learning is described as educational design as regards cognitive basis that guides the development and method of learning environment that can take in individual learning differences. The following are Universal design for learning principles; engagement, representation, action and expression. The main aim for Universal design for learning principles is to produce expert learner's who can get to know their own learning needs, check how they grow and monitor or regulate their interest during the learning process. Examples of universal design for learning are elavator controls, light switch.
I think its the second one
<span>They became more concerned with foreign policy.
hope this helps
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Answer:
The end of the trip is extremely fun.
Explanation:
Researchers Fredrickson and Kahneman studied how positive memories are formed. In their research, they found out that there are three main factors that determine how we recollect past events, whether they're negative or positive:
- There's a peak moment of intense emotion at the start of any event.
- How an event ends is also very important for our future recollections of said event.
- The length of the event is not really important to determine whether it was a good experience or not.
Following the findings of the researchers, <u>Betsy and Janet should try to make sure that the end of the trip is extremely fun</u>, as this ending will have the most impact on how their children will look back on the trip in the future, and associate it with good and fun memories.
In simple definition followership means:
1. the ability or willingness to follow a leader.
2. a group of followers or supporters; following.
Followership is the actions of someone in a subordinate role. It can also be considered as a specific set of skills that complement leadership, a role within a hierarchical organization, a social construct that is integral to the leadership process, or the behaviors engaged in while interacting with leaders in an effort to meet organizational objectives.[1] As such, followership is best defined as an intentional practice on the part of the subordinate to enhance the synergetic interchange between the follower and the leader.
In organizations, “leadership is not just done by the leader, and followership is not just done by followers.” [2] This perspective suggests that leadership and followership do not operate on one continuum, with one decreasing while the other increases. Rather, each dimension exists as a discrete dimension, albeit with some shared competencies.[3]
The study of followership is an emerging area within the leadership field that helps explain outcomes. Specifically, followers play important individual, relational, and collective roles in organizational failures and successes.[4][5][6] “If leaders are to be credited with setting the vision for the department or organization and inspiring followers to action, then followers need to be credited with the work that is required to make the vision a reality.”[7]
The term follower can be used as a personality type, as a position in a hierarchy, as a role, or as a set of traits and behaviors. Studies of followership have produced various theories including trait, behavioral attributes, role, and constructionist theories in addition to exploring myths or misunderstandings about followership.
