IDEA Individuals With Disabilities Education Act Essay

In 1991 the Public Law 94-142, the Education for All Handicapped Children Act was replaced by the Individuals with Disabilities Education Act. This law was passed to provide free and appropriate public education to every child with a disability. It requires that each child with a disability â€Å"have access to the program best suited to that child’s special needs which is as close as possible to a normal child’s educational program† (Martin, 1978). The Individualized education program (IEP) was developed to help provide a written record of students’ needs and procedures for each child that receives special education services. The IEP will list all the services to be provided, the students performance level, academic performance, and†¦show more content†¦Until that time, many states had laws that excluded children with certain types of disabilities from attending public school. These included children who were blind, deaf and children labeled emo tionally disturbed or mentally retarded. Many of these children lived at state institutions where they received limited or no educational services. Having a disability does not automatically qualify a student for special education services under the IDEA. The disability must result in the student needing additional or different services to participate in school. For example, a child who is diagnosed autistic. Children with disabilities who qualify for special education are also automatically protected by Section 504 of the Rehabilitation Act of 1973 and under the Americans with Disabilities Act (ADA). Research shows that the Individuals with Disabilities Education Act Amendments of 1997 shifted the focus of IDEA to improve teaching and learning by emphasizing the individual educational plan as a primary tool for educational planning. This increased the role of parents in educational decision- making. Part B of this law provided resources and services for children ages 3 through 5 wi th developmental delays or those with an identified disability. Part C of IDEA authorizes financial assistance to support the needs of infants and toddlers with disabilities and the needs of their families. Agencies are to provide comprehensive early intervention services that focus onShow MoreRelatedEssay The Individuals with Disabilities Education Act (IDEA)536 Words   |  3 Pages2004, President Bush signed the Individuals with Disabilities Education Improvement Act of 2004. This Act is also known as Public Law 108-446. The Individuals with Disabilities Education Act (IDEA) is the law that secures special education services for children with disabilities from the time they are born until they graduate from high school. The law was re-authorized by Congress in 2004. This re-authorization has driven a series of changes in the way special education services are executed. TheseRead MoreHistory of Special Education Law1021 Words   |  5 PagesHistory of Special Education Law Grand Canyon University Special Education Litigation and Law SPE-350 Virginia Murray August 11, 2013 History of Special Education Law Throughout the ages, people with disabilities have been hidden away at homes or institutions and were often not educated. This was common practice and as such, when the education system was designed, children with disabilities were not even considered. Then, starting soon after the civil rights movement in the 50’s, aRead MoreThe Education For All Handicapped Children Act (Eha) Had957 Words   |  4 PagesThe Education for all Handicapped Children Act (EHA) had an overall goal of desegregating disabled children in schools, as well as work on integrating them in classrooms with their non-disabled peers. Until the Civil Rights Movement, not much attention was brought to the fact that children with disabilities had very little rights and were kept isolated and not given a proper education, if any at all. Because of the attention brought to the poor and unjust treatment of children with disabilities andRead MoreThe Importance Of A Special Needs Student849 Words   |  4 Pages educational styles used within special education. The overall success of a special needs student can be improved through parent training, it is vital that parents understand the methods of their child’s teachers and how they can use them to help their children succeed. History History dates back to before the IDEA act according to (Archived: 25 Year History of the IDEA, 2007). According to the site, before the IDEA act, more than 200,000 persons with disabilities were housed in state institutionsRead MoreWhat Are Adaptive Physical Education? Essay1508 Words   |  7 PagesWhat is Adaptive Physical Education? Adaptive Physical Education is Physical Education which has been modified, so that it is as appropriate for the person with a disability as it is for a person without. Essentially, making Physical Education accessible so that every student can participate no matter their skill level or abilities (APENS). APE is something that should definitely be continually funded and is something I believe is important. As an aspiring PE teacher, I fully believe in the benefitsRead MoreThe Field Of Special Education1387 Words   |  6 PagesThe commitment of teaching in the field of special education is challenging. The undertaking is prodigious, but when a child with disabilities flourishes under the direction of a special education teacher’s leadership, the outcome is life altering for both. The main goal for a student with special needs is for the student to acquire skills that are vital to achieve placement in a regular education classroom and be able to take part in the class on a daily basis. In order for a strategy of inclusionRead MoreEducating Students With Children With Disabilities969 Words   |  4 PagesMainstreaming in Education â€Å"We must understand that inclusion is first and foremost a philosophy. It is a mindset and a belief that everyone has value and something to contribute. It is a willingness to see the ability in everyone and match skill with challenge. It is an understanding that what our programs really provide at their heart is the opportunity to build relationships, learn who we are, and develop skills†¦Ã¢â‚¬  (Friedman, 2014) Mainstreaming, one of the most controversial topics in the education fieldRead MoreHow Special Education Has Changed Today s Society800 Words   |  4 Pagesarticles presented in Unit One give great insights on how special education has changed in the past 31 years. People are now becoming more aware and accepting of children with disabilities when at one time others were uneducated and uncertain. The Individuals with Disabilities Education Act (IDEA) once named Education for All Handicapped Children Act allows children with disabilities to be educated within public schools for free. Due to IDEA, children are no longer educated within residential centersRead MoreDevelopmental Disabilities and Speech and Language Impaiments1209 Words   |  5 Pagesnon-institutionalized population. Of the 53.9 million children, about 2.8 million (5.2%) were reported to have a disability in 2010. About 1 in 6 children in the U.S. had a developmental disability in 2006-2008 which is a 17.1% incre ase from 1998. Developmental disabilities range from mild disabilities such as ADHD, speech and language impairments to serious developmental disabilities, such as intellectual disabilities, cerebral palsy, and autism. Recently, there has been an increased focus on Autism Spectrum DisordersRead More Learning Disabilities Essay1293 Words   |  6 PagesLearning Disabilities Approximately 10 percent of the adult population have learning disabilities. Learning disabilities also affect about 5 to 10 percent of school-age children. Most disabilities occur in math, spelling, reading comprehension, oral expression, and written language. The most common learning disabilities are in reading. Children with learning disabilities also have problems with attention, memory, and behavioral problems as a result of frustration. The term learning disabilities

Dillard s Inc. Case Study - 1105 Words

Introduction Dillard department stores is one of the smallest retail chains in the nations, however, it is still a widely known department store. Dillard’s Inc. is a family owned and operated company which gives it some competitive edge over the larger, investor owned retail chains. The company operates about three hundred brick and mortar retail stores and about twenty-five discount stores in the United States. These stores are scattered throughout 29 states; mainly in the southeast, southwest, and Midwest. In addition to their physical store locations, Dillard’s Inc. ships to countries around the world through its website, Dillard’s Inc..com. Dillard’s Inc. also owns CDI Contractors, which is a construction firm that builds and remodels the company’s department stores. In addition to these business endeavors, the company owns several small online retailers such as countryoutfitter.com and scrubschopper.com (vault.com, 2016). The company’s stocks are li sted on the New York Stock Exchange under the symbol DDS (Dillard’s Inc..com, 2016). The company has a current market capital of 2.88 billion (NYSE:DDS, 2016). SWOT Analysis SWOT Matrix Strengths †¢ Strong brand recognition †¢ ecommerce Weaknesses †¢ Market positioning †¢ Geographic concentration Opportunities †¢ Global market †¢ Business restructuring †¢ Expanded discount outlet chains Threats †¢ Competition †¢ Economic conditions Strengths Dillard’s Inc. is one of many retail outlets operating in the United States that deal inShow MoreRelatedFive Performance Objectives of Ritz Carlton and Travelodge5446 Words   |  22 PagesOPERATIONS MANAGEMENT CASE STUDY: THE RITZ CARLTON AND TRAVELODGE’S FIVE PERFORMANCE OBJECTIVES Isabel Maria Arroyo Moreno Student ID No.: A10BH014695FE Operations Management Module BSc Business Management with HR Greenwich School of Management BACKGROUND The present report will explore the differences and similarities between the budget hotel chain Travelodge and the luxury hotel chain Ritz Carlton through the analysis, contrast and comparison of the five performance objectives or elementsRead MoreNordstrom’s Success1885 Words   |  8 PagesNordstrom’s Success Beata Anna Kolankiewicz Principles of Marketing-MKT 100 Dr. Ella Carter November 27, 2011 Strayer University Nordstrom’s Success 1. 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Self-Audit on Leadership Theories-Free-Samples-Myassignmenthelp

Question: Discuss about the Self audit on Leadership theories. Answer: Introduction: Leaders can be defined as the individuals who develop the capability to guide a team of subordinates in way that motivate them to work beyond their capabilities and hence meet the organizational goals successfully (Zhu et al., 2016). They have the capability to engage with the employees in a way by which they can effectively participate in feedback sessions with the employees sharing their concerns and helping them to overcome barriers. Researchers are of the opinion that effective leadership has many positive impacts on the employees in the workplace. They help in development of the employee morale and influences employee dedication to the organization. Employees feel satisfied with their job and do not burn out easily under the guidance of the employees (Banks et al., 2016). Moreover, it also helps in employee retention as employees feel that the organization care for them. They also get the scope to learn important things that helps them to enhance their career and develop their k nowledge in their fields making them expect in their working domains. Therefore, expert leaders can help in preparing the employees for overcoming the barriers both mentally and emotionally which prevents them from feeling burned out or stressed (McCleskey, 2014). Leaders help the organization to reach its objectives by providing focus and thereby driving the team forward, empowering the team members for working their full potential, taking responsibility for decision-making and others (Rouche, Baker Rose, 2014). Therefore, this assignment will show how the theory of transformation leadership helps in developing the organization towards betterment and will depict two of my experiences that had helped to develop my leadership traits effectively. Expert named James McCregor Burns in the year 1978 first developed transformational leadership. Researchers have since then supported the application of this leadership in every organization as it had brought out the best outcomes both in terms of organizational productivity and in terms of development of workplace climate. The expert Bernard M Bass further developed the concept of this leadership style where he based the style of leadership on the model of integrity as well as fairness (Dong et al., 2017). It helps the leaders to set clear goals for the employees and has high expectations or the employees to meet the goals. The leaders mainly help the employees to meet the organizational goals by encouraging others, providing support and recognition by stirring the emotions of people. Such leader inspires the employees to look beyond their self-interest and motivates them to reach for the improbable. Researchers are of the opinion that four important aspects remain associated with t his form of leadership (Breevaart et al., 2014). Individualized consideration is one of the aspects. This aspect mainly describes the ability of the leaders to meet the needs of each individual follower and thereby act as a mentor or a coach to the subordinate. They listen to the needs, require of the followers, and provide them with empathy and support (Gorman Messal, 2017). They respect the subordinates and always keep communication open with the employees by effective feedback sharing. They also celebrate the contribution of each of the followers in the teamwork and encourage them in ways by which employees develop will and aspirations for self-development. Thereby, subordinates develop intrinsic motivation for the tasks. The second aspect of the transformational leadership is the intellectual stimulation. This is the way by which transformation leaders develop the capability to challenge the assumptions and even take risks and solicits the ideas of the followers (Schimmt et al. , 2016). A leader of this style is seen to stimulate as well as encourage the creativity of the followers, thereby nurturing and developing people who think independently. Such leaders put huge significance on learning and consider taking unexpected situations as the opportunities for the subordinates to learn. The subordinates are influenced to think deeply, ask questions and develop better ways for executing their tasks (Frieder, Wang Oh, 2018). The third important aspect is inspirational motivation. Researchers are of the opinion that transformational leaders have the capability to articulate a vision effectively that appeals and inspire the followers largely. Such leaders are seen to engage in inspirational motivation that challenge the followers to meet high standards along with communicating with the followers about the future goals and ensure that they provide meaning for the task. Such leaders put importance to development of strong sense of purpose for the employees to meet their goals and this gives them the energy to drive the group forward (Qu, Janssen Shi, 2015). Such leaders have high skills of communication that makes the vision understandable, powerful yet precise and engaging. The main benefit of this aspect is that the followers become more willing to invest more efforts in their tasks. They remain highly encouraged as well as optimistic about the future and thereby believe in their abilities. The fourth aspect of this leadership style is called the idealized infl uence. The leaders themselves try to act as the best example about what they deserve from the employees (Van et al., 2014). This makes the subordinates develop an understanding about the skills and knowledge necessary for them to comply with the organizational culture and the patterns of working that help to gain high productivity and ensure job satisfaction. The role model ensures high ethical behavior, instilling pride, gaining respect as well as pride. Recent day leaders are facing severe, challenge where they cannot develop managerial effectiveness by absence of certain skills of the employees like proper time management, strategic thinking, decision-making, prioritization, getting up to speed with job so that they can be more effective at work (Mittal Dhar, 2015). Many of the employees possess negative behaviors and thereby been extrinsic motivators as salary, incentives as well as work flexibilities cannot ensure them to be motivated. Leading huge team and guiding change are also some challenges faced by leaders. Lack of honest feedback and lack of emotional intelligence among the employees are also barriers to high productivity in workplace. Therefore, in order to overcome the challenges, the four aspects of transformational leadership is highly successful by effective mentoring, communication skills, leading by example, engaging in corporate learning, guiding them in their difficulties and attaching them on an emotional levels (Boehm et al., 2015). The leaders should put focus to certain important strategies that will ensure development of high productivity work output in every organizations. Therefore, leaders who would be adopting the transformational leadership style should make sure that they develop a challenging as well as an attractive vision along with the team of employees and thereby tie the vision with the strategy for its achievement. Moreover, they should develop the vision and thereby specify and translate it to other actions. They should express confidence, optimism as well as decisiveness about the vision and its implementations. They should also take the initiatives to develop small planned steps for the employees and thereby develop success in the path for its implementation. There are a number of benefits for this type of leadership style on the working climate. This form of leadership helps in developing exceptional people skills through effective motivation that helps to complete assignments successfully. I t increases employee morale and job satisfaction that thereby makes the employees feel that organizations are indeed thoughtful about their career advancements and thereby reduces turnover and increases retention. One of the most important advantages of this form of leadership is that this becomes highly suitable for the times of organizational changes (Muenjohn Armstrong, 2015). Such leaders are able to respond to ever-changing needs of the organization as well as the team. They can empower the employees to participate and adapt themselves to the new changes in the organization by realizing their full potential. Researchers have stated that transformational leadership is excessively helpful for organizations where changes are required like those organizations that are outdated and requires severe retooling. Corporate learning is one of the domains where transformational leadership is highly advantageous. Moreover, it was also seen that such leadership brings effectiveness to staff when he engages in corporate learning improving the skills and knowledge of the existing employees and thereby equipping new employees for productive work (Mittal Dhar, 2015). Experiences: One of a negative experience that I had during my placement years had helped me develop an insight about the importance of leadership traits in leading a team. During the placement, I was given the opportunity to lead a team of fresher who had been appointed as interns in the organization. I had to complete an assignment with the help of teamwork. This was my first leadership opportunity but I was quite confident about my knowledge and skills. After assigning the tasks to each of the team members, two of the members came towards me and tried to suggest that they would like to swap their work, as that would help the team to meet the deadlines. Moreover, another of the member suggested me to conduct the team meeting as that would help in meeting the goals effectively without resulting in overlapping of the work. Another individual came to me for feedback on a presentation that she had prepared for the final day. However, as the time was quite short and the deadline was near, I cut them short and asked them not to waste any time on suggesting me and rather concentrate on the jobs assigned to them. I thought these would help them to learn to face challenges of working in short deadline. However, although the project did not fail entirely but the quality of work was very poor and the work of each of the members did not align with that if the other members which reflected improper teamwork. Moreover, many of the employees were suffering from poor morale, were emotionally down, and stressed on the work floor. One of them was even thinking of leaving the organization. My mentor called me and advised me to find out the cause of failure and such low morale of employees. To these I came to realize one of the most important aspects that was completely missing from my leadership. This aspect is effective feedback giving and receiving. I did not entertain the suggestions that were made to me by the employees. If I had put significance to the suggestions, the quality of the w ork might have been better by several folds. Moreover, as I was cutting down the feedbacks of the employees midway, they felt disrespected and their ego was hurt. They felt that they are junior to me in position; they had no right to suggest and provide feedbacks in the team. This made them feel that they had not been accepted in the organization and therefore these affected their employee morale. Moreover, they also felt that i was unsupportive to them in their decisions that made them feel that they would never get any help from me in the future. Hence, I should have followed the traits of proper transformational leadership and should have conducted frequent meetings of feedback exchanging sessions that could have developed the quality of the project by the amalgamation of the ideas of my subordinates. This teaching helped me to develop my communication skills and incorporate this aspect as one of the most unimportant criteria in my leadership abilities. Once in my university years, I was placed in an organization for my internship where I had to lead a team of five members and groom them for making them perform better quality work. My mentor said that they are quite negative in their behavior as they are low on morale and think that they can never develop the skill properly. When I heard, that they are negative in their attitude, I developed a feeling that I need to be strict by them if I want them to develop their capabilities. Therefore, from the very beginning I incorporated autocratic leadership style. I took the authority to make decisions and did not consult them while taking the decisions. I took all the decision and dictated them of all the work methods as well as the processes. Although, they tried to interact with me and provide suggestion, I did not listen to them. I could not trust them at all and thereby instructed them their job roles and did not allow any feedback. I provided them a highly structured work method that was rigid. I told them clearly that rules would be very important for working in my team. I clearly outlined the rules and instructed them to abide by them. I made decisions on my own behalf and only allowed my choices to be put to implementation. Therefore, the entire result of my leadership style was very negative as not only the negative attitudes of the employees became more negative but the project also failed. I realized that such autocratic traits had made more destruction to the morale of the employees. They were not satisfied with their jobs and they became confirmed that the organization do not care for them in anyway. Had I allowed them to exhibit their skills and thereby helped them to identify the loopholes and transform them in better professionals, the entire project would have not felt. They lost their self-esteem and confidence on their own abilities and could not share their concerns and issues that they were facing while conducting the tasks. They burned out easil y and could not maintain proper emotional stability required to work properly fir meeting the goals. The rationale of my choosing autocratic leadership style proved me wrong and my mentor stated that I should have been more empathetic towards them and tried to transform them with proper corporate learning an developing their skills and knowledge by effective corporate learning. Hence, from this experience, I learnt that autocratic leadership traits can never be applied in such situations where change is required. It is only required in times of crisis and hence I made a mistake by applying this style. Conclusion: From the entire discussion, it becomes quite clear that transformational leadership is one of the most important leadership that needs to be taken up by every leader in the 21st century. Four important traits are important for this form of leadership like the intellectual stimulation, individualized consideration, idealized influence as well as inspirational motivation. Such aspects ensure employees to be high on morale. It also increases job satisfaction as employees feel that they are understood and their leaders share their emotions. This leadership style also helps in development of the career of the employees by engaging them in corporate learning as well as development of skills and knowledge. Such style influences effective feedback sharing sessions that make employees feel that they are cared and wanted by the organization that increases their dedication towards the organization. Employees are highly motivated, which make them work beyond their potential and thereby help them to achieve organizational goals with much ease. Autocratic leadership style is now highly criticized as it does not influence employee engagement. Transformational leadership is therefore advised for all leaders to take up for effective leading and management. References: Banks, G. C., McCauley, K. D., Gardner, W. L., Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy.The Leadership Quarterly,27(4), 634-652. Boehm, S. A., Dwertmann, D. J., Bruch, H., Shamir, B. (2015). The missing link? Investigating organizational identity strength and transformational leadership climate as mechanisms that connect CEO charisma with firm performance.The Leadership Quarterly,26(2), 156-171. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Dong, Y., Bartol, K. M., Zhang, Z. X., Li, C. (2017). Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership.Journal of Organizational Behavior,38(3), 439-458. Frieder, R. E., Wang, G., Oh, I. S. (2018). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model.Journal of Applied Psychology,103(3), 324. Gorman, C. A., Messal, C. A. (2017). Inspiring the Helpful Self: How Transformational Leadership Motivates Organizational Citizenship Behavior. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Mittal, S., Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing.Management Decision,53(5), 894-910. Mittal, S., Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing.Management Decision,53(5), 894-910. Muenjohn, N., Armstrong, A. (2015). Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers.international Journal of Business and information,2(2). Qu, R., Janssen, O., Shi, K. (2015). Transformational leadership and follower creativity: The mediating role of follower relational identification and the moderating role of leader creativity expectations.The Leadership Quarterly,26(2), 286-299. Roueche, P. E., Baker III, G. A., Rose, R. R. (2014).Shared vision: Transformational leadership in American community colleges. Rowman Littlefield. Schmitt, A., Den Hartog, D. N., Belschak, F. D. (2016). Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain.Journal of occupational and organizational psychology,89(3), 588-610. Van Dierendonck, D., Stam, D., Boersma, P., De Windt, N., Alkema, J. (2014). Same difference? Exploring the differential mechanisms linking servant leadership and transformational leadership to follower outcomes.The Leadership Quarterly,25(3), 544-562. Zhu, W., Avolio, B. J., Walumbwa, F. O. (2016). " Moderating role of follower characteristics with transformational leadership and follower work engagement": Corrigendum

Department of Materials and Metallurgical Engineering

Question: Discuss about the Department of Materials and Metallurgical Engineering. Answer: Introduction This is a reflective writeup that seeks to discuss the impact of the engineering activities in society over the years. The paper gives reflections based on positive and negative impacts on that the activities have had on the society. It goes further to discuss the professionalism in engineering and ethics involved in the Australian contexts. The society has been advancing from the traditional setup, to the industrial age, and to the current software dominated or the internet age. Some of the greatest inventions and innovations were done within the 18th to 20th century. For instance, the construction of structural buildings, transport or commuter structure, and service equipment. I have reviewed different engineering projects in the society and some have very positive impacts. For instance, engineering projects have made labor much easier through the invention of high performance equipment. The equipment are used in farm work or other agricultural activities. Communication has been eased with the invention of the telephone for long distance hence information is passed faster. Bell felt that the traditional methods of communication were no longer going to be efficient especially with the industrial age coming to be. Such activities have improved the lives of people(Howard, 2008). Every innovation solves a problem. Engineering has constantly provided solutions such as cheap well drilling, provides irrigation schemes that are very efficient, it enables building of structures for public use and drives the transport system. More innovations have been directed to meeting social needs such as wind farms, solar power or energy, eco-friendly automobiles and household equipment. Some engineering innovations have caused catastrophic destructions in the society. Engineers make weapons for use in battle. Some engineers can join terrorist or cultic groups and use their innovations to destroy property or even destroy lives. Other activities have caused air, water, and soil pollution. Factories spill wastes to the rivers and some dispose their scrap materials some with radioactivity to dumpsites. I consider professionalism and ethics to be very crucial in all fields. Engineering is not an exception in and it works hand in hand with other facets in the society. Engineers are involved in the construction for weapons for military arsenals. Such weapons are needed to help a nation fight to defend its borders. As an engineer, I could use the weapons for destruction or to supply them to terrorists who use them to destroy property and lives. I find it more ethical to ensure that any engineering activity is performed to standard and with a moral standing. Just like any other field, engineers need to uphold professionalism by obeying the rules of trade, the working principles and protection regulations, as well as the code of conduct. I would be keen to ensure that I meet the requirements of every task to ensure the safety of life. Consider, a project to construct a bridge that crosses a wide river. I would ensure that the resources are procured and disbursed on time. Ethic demands that these engineers make good designs to protect the lives of hundreds and thousands who consume such products. engineers design and implement large structures which may destroy the lives of many if found faulty. Some of the engineers have invested heavily in designing automobiles which have contributed to the adverse changes in climate. Ethics requires that one looks at engineering field as a profession whose outlook is essentially objective and disinterested, where the motive of making money is subordinated to serving the client in a manner not inconsistent with the public good (Lawlor, n.d.). I think it is not plausible to think of remuneration as motivation to be a vice. I think what would be considered unethical is in the case of bribery. I would consider it unethical when an engineer fails to make a prompt or urgent decision based on ignorance. One should portray respect for life, the law, and ensure that their work is for the good of the public and they should h ave responsible leadership skills(Howard, 2008). References Howard, P. P. S. M., 2008. Engineering's Impact on Society, South Dakota, Rapid City, SD: Department of Materials and Metallurgical Engineering . Lawlor, R., n.d. Engineering in Society. In: 2nd, ed. Royal Academy of Engineering. Australia: Inter-Disciplinary Ethics Applied, pp. 1-44.