After reading through course reader 5 on Proffesional Ethics, my inital thoughts are to the three theorists; Aristotal, immanuel Kant and JS Mill, and whether i believe or practice their therories both in my personal and professional life.
Aristotals belief was in virues of character-bad habits/trates within a person, the list below is one of my own identified virtues as well as what i belive to be virtues that chickenshed carry:
Me
Impatience
negative assumption
need for control
Chickenshed
inability to openly acknowledge the negative
insufficent funds for new developing staff
these lists are short, although no reference to say they are? but i found them extremely difficult to complile. Attempting to negativly pick apart my own nature and the subject matter that i am so passionate about that left me emotions in dilemma.My argument to aristotal would be that as the nature of individuals very so much, what if, for an individual the acknowldgement of virtues could not exist? do we then ask others to evalute? or should it be a 'self comfessing' exercise?
'Lying is wrong no matter what the circumstance.' Immanual Kant (1779 )
I think this statement is one that could cause a major contoversy, especially in today's society in terms of its harsh phrasing. Everything in today's society has to now be put on a scale or spectrum due to the sheer diverity of the makeup of our communities.
proffession
crime
religion
race
gender
age
sexuality...these listed are all compnents of society that inform descions and lives on an even broader scale in 2011 than at the time of Kant's statement in 1779.
'Blanket' statements such as his are of the age of 'tick boxes' and 'pigeon holes' a system that insitiutions such as chickenshed are continuoulsy trying to extinguish.
'The mean jusifies the end' JS MILL (1861)
This theory is one that, in my personal life i am aware that i put into practice, for example: in order to fund my placement at Chickenshed i work at a job that i dont partucularly enjoy or want to do. However, i know that in doing this work the money i make will benefit me in the end ie: i can afford to be unpaid at a charity at the busiest times because i save my wages in order to fudn my time when there is no time to work. This job as i see it is a means to end. I am aware that JS MILL probably had a more extreme example to be used but that is my understanding of the statement.
Interms of Chickenshed, however, i am struggling to decide whether this is statment they would use in practice..linking back to my quesion in my blog
http://emmabalaam.blogspot.com/2011/02/task-4a-my-questions.html :
'At what point does the process' of running a charity ever hinder the charity's intent/beliefs? if ever?'
After reading the Kevin Carter photography case it raised a number of quesions for my thinking:
How far will be go before the decion arrises whether to comply with ethics or save a human life?
should be stick by the rules if our own life is in danger regardless of another person if sickness is involved?
is it selfish to consider ourselves? or is it selfish to not think of our own lives and our own implications?
-----------------------------------------------------------
In the context of Chickenshed it is in my oppinion that Morals and Practice go hand in hand. The combination of;
HUMAN NATURE + RECOGNISED STRUCTURE + FOWARD PLANNING =
IMPLENTATION OF MORAL PRACTICE
However, when allowing morality to inform practically how far will/ can they go?
this question links back to one used in my interview pilot
How far does the individual's requirements affect the outcome of work before it become unbalanced?
My understanding of ethics within profession is that the ethics are there to ensure that each profession as a positive effect on society. A contrusctive critism of Chickenshed's work would be to expand their knowledge deeper and further into scoiety so that is a more accesable way of thinking/source of knowlege.
Monday, 11 April 2011
5a: code of practice-my oppinion
The chickenshed practice is one that i would say does not have a 'rule book', however thier policies and regualtions are just necessary if not more so than other establishments, in order for them to continue their unique way of working. In my oppinion there are four key elements that all play a part in the companie's 'code of conduct':
Team delivery
This is something that is an unwritten rule at chickenshed wether delivering a session, during rehursal even on the stage during performance. Delivering as a team, in whatever manner that may be, immediatly creates the feeling of support- no one should ever feel alone or isolated in a chickenshed session. This doesnt mean all of the team are stood at the from speaking one by one, they are there as a form of extended communication for participants. Delivery supported by more than one person allows the communication to be adapted/shaped to the individuals who need that information as clearly and efficiently as possible in order for them to achieve their own personal best in whatever they are doing. This adaptation could come in many different forms, for example:
re-phrasing of a scentance
filtering of information
sign language/physical communication
demonstration of the task itself
This openess to adapt is something that chickenshed must continue to follow in order to adhere to the diverse community of members, staff and students.
Development of the Individual
In order for chickenshed to devlop as a company they need to recognise the contuious development of their participants. The care and time needed to do this is something that other companies dont have but it is in chickenshed's belief to do so.
I have often heard the saying 'Look at your own bigger picture' being used around the building, often after casting has been released. In my oppinion it is the companies way of asking people to focus on the significant development of themselves rather than others in order to understand why certain casting descions have been made (descions that would often conflict with 'mainstream' arts ideals). The word 'development' however can often be misunderstood as a negative process, meaning that development is needed because you are awful at something. It is my understanding that chickenshed 'develop' people/skills by combing positive attributes that will compliment eachother and create an outcome greater than one positive skill alone.
Quality
In order for chickenshed to be known and respected as a 'pionerring' company, the work they produce must be of absolute excellece. It is easy, in my oppinion, to become complacent and safe with the buzz word that is 'inclusion' and use the same stragegies to demostrate this over and over again. However, as part of their work, both process' and performance's should never by hinderd by inclusion, the goal should always be to enhance it therefor contiuously demonstrationg the belief and need for the work to exist.
The push for and demonstation of such quality can only boost chickenshed's profile, advertising their work and interest in the company which inturn leads to outside understanding of the methodology...
'One day this will be the way the world works' chickeshed.
Emotion
This words seems juxdaposed to 'codes of conduct' and 'regualtions', however there is no escape from the fact that chickenshed was build with the foundations of real emotion and belief from real people.
without the constant acknowledgement and engagement of feelings from the individual the company would not be able to convey the work that they produce.
Kindness
respect
generosity of spirit
listed above are core qualities that chickenshed belive should be in every individual within the company. I think this final element to my outlook onn chickenshed's code of conduct enforce that unique nature that Chickenshed carries with it both in reputaion and practice.
Team delivery
This is something that is an unwritten rule at chickenshed wether delivering a session, during rehursal even on the stage during performance. Delivering as a team, in whatever manner that may be, immediatly creates the feeling of support- no one should ever feel alone or isolated in a chickenshed session. This doesnt mean all of the team are stood at the from speaking one by one, they are there as a form of extended communication for participants. Delivery supported by more than one person allows the communication to be adapted/shaped to the individuals who need that information as clearly and efficiently as possible in order for them to achieve their own personal best in whatever they are doing. This adaptation could come in many different forms, for example:
re-phrasing of a scentance
filtering of information
sign language/physical communication
demonstration of the task itself
This openess to adapt is something that chickenshed must continue to follow in order to adhere to the diverse community of members, staff and students.
Development of the Individual
In order for chickenshed to devlop as a company they need to recognise the contuious development of their participants. The care and time needed to do this is something that other companies dont have but it is in chickenshed's belief to do so.
I have often heard the saying 'Look at your own bigger picture' being used around the building, often after casting has been released. In my oppinion it is the companies way of asking people to focus on the significant development of themselves rather than others in order to understand why certain casting descions have been made (descions that would often conflict with 'mainstream' arts ideals). The word 'development' however can often be misunderstood as a negative process, meaning that development is needed because you are awful at something. It is my understanding that chickenshed 'develop' people/skills by combing positive attributes that will compliment eachother and create an outcome greater than one positive skill alone.
Quality
In order for chickenshed to be known and respected as a 'pionerring' company, the work they produce must be of absolute excellece. It is easy, in my oppinion, to become complacent and safe with the buzz word that is 'inclusion' and use the same stragegies to demostrate this over and over again. However, as part of their work, both process' and performance's should never by hinderd by inclusion, the goal should always be to enhance it therefor contiuously demonstrationg the belief and need for the work to exist.
The push for and demonstation of such quality can only boost chickenshed's profile, advertising their work and interest in the company which inturn leads to outside understanding of the methodology...
'One day this will be the way the world works' chickeshed.
Emotion
This words seems juxdaposed to 'codes of conduct' and 'regualtions', however there is no escape from the fact that chickenshed was build with the foundations of real emotion and belief from real people.
without the constant acknowledgement and engagement of feelings from the individual the company would not be able to convey the work that they produce.
Kindness
respect
generosity of spirit
listed above are core qualities that chickenshed belive should be in every individual within the company. I think this final element to my outlook onn chickenshed's code of conduct enforce that unique nature that Chickenshed carries with it both in reputaion and practice.
Saturday, 9 April 2011
explain myself
across my wokr: blogs, journals, workshops. SIG'S etc i have often talked about 'alternative's' and, in reference to my award title rationale, 'alterative assesment methods'. Because i use these methods everyday i have become ingnorant in the assumption that others who read or engage with my work will have the same understanding as me so thought it was time to explain myself.
Within the mainstream arts there is a massive emphais/use/history of the AUDITION which has become a traditional tool for assesment for various levels of the three disaplines. This method is used as a fliltering process..desifereing between the 'good' and the 'bad'.
as well as the expectations within an audtion there are also set ideas on perceptions on how to judge the level of talent....how deep can they strceth? how high can they sing? how loud can they shout?
all of these qurestions, in my oppinon have become accepted in the performance world due to complacency..
'its tough in the arts'
'thats just how it is'
but my interest starts with the questioning of the 'AUDITIONTRADITION'
how are we measureing talent? is it right?
is an audtion the right way for everyone to show maximum potential?
how far does a 'look' get you?
if we follow the 'un spoken rules' of audtion will we get through regardless of telent?
thoughts to begin with.....
Within the mainstream arts there is a massive emphais/use/history of the AUDITION which has become a traditional tool for assesment for various levels of the three disaplines. This method is used as a fliltering process..desifereing between the 'good' and the 'bad'.
as well as the expectations within an audtion there are also set ideas on perceptions on how to judge the level of talent....how deep can they strceth? how high can they sing? how loud can they shout?
all of these qurestions, in my oppinon have become accepted in the performance world due to complacency..
'its tough in the arts'
'thats just how it is'
but my interest starts with the questioning of the 'AUDITIONTRADITION'
how are we measureing talent? is it right?
is an audtion the right way for everyone to show maximum potential?
how far does a 'look' get you?
if we follow the 'un spoken rules' of audtion will we get through regardless of telent?
thoughts to begin with.....
Monday, 28 February 2011
task 4d: award title rationale
BA Professional Practice: Inclusion in Education
the eduactional rescorces in my work placement have led me have a first hand introduction to how inclusion and education can be developed hand in hand. The line of inquiry that i am now exploring is how this reationship is developed in a 'maintstream' educational setting.
My interest lies within the merge of these two concepets and what can be impelemented in order to achieve a succesful outcome.
Teacher training is a huge contributoer this and, in my oppinion, would allow schools to build a collective understanding of inclusion and how it can best develop an individuals achievment. Alternative assesment methods and the introduction of different resorces for both teaching and practical purposes are something that i would love to introduce and discuss within a maintstream school setting.
the eduactional rescorces in my work placement have led me have a first hand introduction to how inclusion and education can be developed hand in hand. The line of inquiry that i am now exploring is how this reationship is developed in a 'maintstream' educational setting.
My interest lies within the merge of these two concepets and what can be impelemented in order to achieve a succesful outcome.
Teacher training is a huge contributoer this and, in my oppinion, would allow schools to build a collective understanding of inclusion and how it can best develop an individuals achievment. Alternative assesment methods and the introduction of different resorces for both teaching and practical purposes are something that i would love to introduce and discuss within a maintstream school setting.
Sunday, 20 February 2011
TASK 4C: SIG'S
Having created my own WIKI, joined the facebook SIG and commented amound people within the course, i decided to take my SIG into the professional community at Chickenshed.
I used the questions that i had formulated in my previous blog to to set up a series of different interview/discussions with a variation of staff memebers within the compnay.
My questions:
I used the questions that i had formulated in my previous blog to to set up a series of different interview/discussions with a variation of staff memebers within the compnay.
My questions:
Wtihin my workplace, how is the measure of standard procedure balanced with our own methodology?
How far does the individual's requirements affect the outcome of work before it become unbalanced?
At BTEC level, is it necessary to formally equipp a student with the knowledge of the company's beliefs before the arts training begins? should it be and ongoing process?
At what point does the process' of running a charity ever hinder the charity's intent/beliefs? if ever?
I have recorded these discussions and saved them for my personal diaries as they're aswers and opinions are more for my own interest. However what it showed me was the use of extending my special interest group out of the 'study' group. Talking to people who are proffesional within my subject and are working in ways that inspire me, was an eye opener into how my education can be turned into the reality of a proffesion.
This may sound like a 'corney' comment but i was genuwinley suprised at how in oare i felt.
Of course as with any interview process i was then able to compare and contrast the responses to the questions which then led my inquiries down other avenues.
for example: my orgional question was:
How far does the individual's requirements affect the outcome of work before it become unbalanced?
after analysing and evaluationg my responses my new question is:
how should an workshop leader's training be supported in order to avoid trial and error? or should error always be part of the process even at the cost of a participant?
I have recorded these discussions and saved them for my personal diaries as they're aswers and opinions are more for my own interest. However what it showed me was the use of extending my special interest group out of the 'study' group. Talking to people who are proffesional within my subject and are working in ways that inspire me, was an eye opener into how my education can be turned into the reality of a proffesion.
This may sound like a 'corney' comment but i was genuwinley suprised at how in oare i felt.
Of course as with any interview process i was then able to compare and contrast the responses to the questions which then led my inquiries down other avenues.
for example: my orgional question was:
How far does the individual's requirements affect the outcome of work before it become unbalanced?
after analysing and evaluationg my responses my new question is:
how should an workshop leader's training be supported in order to avoid trial and error? or should error always be part of the process even at the cost of a participant?
Tuesday, 8 February 2011
Task 4a: my questions
Chickenshed being a charity run establishment, automatically creates and interdiserplinery environment. However the term 'interdiserplinery' could refer to the cogs of a chartity:- the disapline/practice
- fundraising
- business acknowledgement
- practical maintence
- members/staff etc
Of course these are all elements of practice that Chickenshed adhere to and completley acknowledge the importance of, however there also elements that we believe to be just as vital in order for the charity to run:
QUESTIONS
Wtihin my workplace, how is the measure of standard procedure balanced with our own methodology?
How far does the individual's requirements affect the outcome of work before it become unbalanced?
At BTEC level, is it necessary to formally equipp a student with the knowledge of the company's beliefs before the arts training begins? should it be and ongoing process?
At what point does the process' of running a charity ever hinder the charity's intent/beliefs? if ever?
Professional Inquiry course reader 4: my views
After reading the course reader on 'Proffessional Inquiry' it got me thinking about the '3 way interest' in my own workplace:
This quote is one that reflects the nature of the both the thought and practical process' used by Chickenshed and is the summary of "anti-pigeon holing" for me.
A wall that i constantly face from outside/'mainstream' practitioners is the need to put my work and methodolgy into a box. But has the above states, how can any of us by equipped for a "box" when the world around us is constantly changing through influence of its indivudials?
Fincance Development of the work, spreading the method
As outlined in the reader, our WBL courseuses the workplace as a 'content of learning' and uses a 'problem based approach'. At firs this approach seemed a fairly negative one to me as the nature of my work consists of trying to avoid probelms from the outset in order to maintain the comfort and accessability for both the work and the individual. However, on reflection i realised that in order to to avoid problems they must be considerd in order to put the corrrect strategies in place to avoid them.
A quote that caught my eye in the reader was this:
"Being equipped with multiple “tools of learning” may not be sufficient a
preparation for a world that is characterized also, increasingly, by uncertainty (Barnett,
2000, 2007)"This quote is one that reflects the nature of the both the thought and practical process' used by Chickenshed and is the summary of "anti-pigeon holing" for me.
A wall that i constantly face from outside/'mainstream' practitioners is the need to put my work and methodolgy into a box. But has the above states, how can any of us by equipped for a "box" when the world around us is constantly changing through influence of its indivudials?
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