Teachers need to be able to distinguish between various theories of language acquisition while understanding the processes involved in how and when the acquisition occurs and to what pace and degree. The purpose of this assignment is to outline various theories of language acquisition for teacher colleagues.Create an informative pamphlet of 750-1,000 words for your fellow colleagues in the Birth-Pre-K or K-3 classroom as a resource they can consult throughout the year.In your brochure, address the following:Explain how language develops and is acquired in childhood (define key terms used, such as language acquisition), including an emphasis on language development through socialization and social engagement.Briefly outline the primary language acquisition theories, including Skinner’s behaviorism, Chomsky’s nativist theory of language development, functionalism, and socioculturalism, and explain which theory or theories you would emphasize to support students’ language acquisition in your classroom and why. Explain the role of parents/guardians in modeling and reinforcing language, as well as 2-3 activities teachers can share with parents/guardians to model and reinforce language development.Explain how students who are learning English as a first language are supported in your classroom through specific instructional strategies and tools, as well as how students who are learning English as a second or more language are supported in your classroom through specific instructional strategies and tools.Include a list of three or more language development activities that teachers can share with parents/guardians to reinforce language development at home.Your pamphlet should be organized in a logical manner and include a title, section headings, and visuals. Remember your audience and use appropriate tone and verbiage.Support your findings with 3-5 scholarly resources.Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.Attached: RubricReferences:Read pages 45-51, 157, 228-230, 304-308, and explore Chapter 9. URL: http://gcumedia.com/digital-resources/pearson/2013/educational-psychology_developing-learners_ebook_8e.phpRead “9 Ways to Help Your Child’s Language Development,” by Gardephe, located on the Parents website. URL: https://www.parents.com/baby/development/talking/9-ways-to-help-your-childs-language-development/Read “Supporting ELLs in the Mainstream Classroom: Language Tips,” by Robertson, located on the Colorin Colorado website. URL: http://www.colorincolorado.org/article/supporting-ells-mainstream-classroom-language-tipsRead “What is Linguistic Functionalism?” by Nordquist, located on the ThoughtCo. website (2017). URL: https://www.thoughtco.com/functionalism-in-language-1690809Read “Behaviorist Approach,” by McLeod, located on the Simply Psychology website (2017). URL: https://www.simplypsychology.org/behaviorism.htmlRead “12 Ways to Support Language Development for Infants and Toddlers,” by Luckenbill, located on the NAEYC website. URL: https://www.naeyc.org/our-work/families/support-language-development-infants-and-toddlersRead “The Study of Second Language Acquisition Under Socio-Cultural Theory,” by Aimin, located on the Science and Education Publishing website (2013). URL: http://pubs.sciepub.com/education/1/5/3/Read “Supporting Language Development: Early Childhood Educators,” located on The Royal Children’s Hospital Melbourne website. URL: https://www.rch.org.au/ccch/growthrive/language_and_literacy/early_childhood_educators/Read “Language Acquisition,” from Cambridge Encyclopedia of Child Development (2017). URL: https://search-credoreference-com.lopes.idm.oclc.org/content/entry/cupchilddev/language_acquisition/0?institutionId=5865

Instructions for this Discussion Review this week's readings.  You will need to compose a discussion board post of at least 250 words that addresses the guiding questions below. Remember that your post should not simply be quick answers to each of the questions. In other words, review each question, reflect on the answers, and compose a singular response that shows your understanding of this material. In fact, you may not use all of the questions in your response, but you should show a full comprehension of the material. You should also compose a response to at least two classmates of at least 100 words that adds value to the conversation. Statements of agreement or value statements like “good post” should not be the only thing included in your response. Your entire original post and peer response will be evaluated based on your knowledge of the content, your ability to compose a thoughtful and clear response, and your ability to engage with your classmates regarding the topic. Guiding Questions: Explain the relationship between emotional intelligence and communication styles. Provide strategies to overcome conflicting styles of management and employees. Explain the different types of leadership styles noted in the text. How do these leadership styles affect how the leader communicates and how the receiver of the communication receives the messages of the leader? Explain the role of performance reviews. What are the common performance issues addressed in performance reviews? How do internal and external factors affect those common issues? If there are known internal or external factors affecting an employee’s performance, should those facts be taken into consideration? READINGS: https://open.lib.umn.edu/humanresourcemanagement/p... https://open.lib.umn.edu/humanresourcemanagement/p... THIS IS FOR POST AND REPLY ( 2 CLASSMATES)  Classmate 1: Emotional intelligence is described as knowing your emotions, managing those emotions, motivating yourself, recognizing and understanding other people's emotions, and managing relationships (Human Resource Management, 2016). It allows people to communicate and work better together, with others in the workplace. How does emotional intelligence and communication styles relate? Being able to not only understand yourself and your emotions, but also other people and their emotions allows both people to communicate and know why they are acting, or not acting a certain way. Different communication styles in people allow them to communicate differently, so understanding this in others is important. This goes for styles of communication within managers to employees, as well. Managers must understand their employees' styles of communication before there is conflict between the two. Leadership styles is kind of the same as communication styles, meaning one style is not going to work for everyone. Depending on the employee, that kind of tells you which style of leadership you need to show. If the employee is very independent and trustworthy, the manager may utilize the delegation style, where the manager can assign a task and not really have to follow up on it. This style wouldn't necessarily work on employee that has low self-esteem and confidence, as they may need more supervision. There could potentially be a conflict if a manager was to use the same management style on all employees who are all equally different. There are different types of leadership styles: task-oriented, people-oriented, participatory, teamwork, autocratic, participative, and free-reign. Task-oriented managers are focused on the tasks of the job, whereas people-oriented managers are focused on the relationships within the workplace (Human Resource Management, 2016). Participatory managers are a happy medium between task-oriented and people-oriented. They are focused on the tasks, but also having a good relationship with employees. Teamwork managers wish for people to work in teams, versus working independently. This is a type of people-oriented style. Autocratic managers focus on getting things done and have a "my way or the highway" approach (Human Resource Management, 2016). This is a task-oriented approach, as well. Participative managers wish for input from employees, which falls into the people-oriented style. Free-reign managers allow employees to make their own decisions, which falls into the people-oriented style, more than task-oriented. Performance is an important aspect of a job. Having routine performance reviews is also another Important aspect. Regardless of good or bad performance, regular reviews should be help routinely. Performance reviews evaluate employees at least on an annual basis. It has a list of policies and rules that the organization has set forth to measure the employee's overall performance (Human Resource Management, 2016). Common issues faced are: arriving late/leaving early, doing personal things while on the clock, inability to keep private work information secure, family issues, drug/alcohol abuse, not performing, conflict with other employees/managers, theft, breaches, harassment, and conduct outside of work. There are a few ways that influence these issues: personal goals not being met, conflicts faced within the workplace, employee is not able, employee believes there is unfairness, time management, dissatisfaction, no access to the right tools, lack of motivation, lack of support, and mismatched skills. Internal factors should always be addressed and considered before hiring, if possible. External factors can easily be fixed and addressed. References Human Resource Management. (2016). Minneapolis, MN: University of Minnesota. Classmate 2:There are five main aspects to emotional Intelligence such as, knowing your emotions, managing your emotions, motivating yourself, recognizing and understanding other people's emotions, and managing relationships. The different communication styles are the expresser communication style, the driver, the relater, and the analytical communication style. The expresser tends to get excited while talking and focus on people's emotions, the driver likes to have their own way and tends to be decisive, the relater likes positive attention and wants to be regarded warmly. Someone with an analytical communication style will ask a lot of questions and behave methodically. The relationship between emotional intelligence and communication styles is you have to understand other people's emotions and your own before you can pick up on these different styles. The different types of leadership styles are directing, coaching, supporting, and delegating. Based on the leadership styles model by Ken Blanchard supportive behavior is what these leadership styles fall under. So S1 would be directing/telling which means, "Leaders define the roles and tasks of the “follower” and supervise them closely. Decisions are made by the leader and announced, so communication is largely one way" (9.2 Management styles). S2 would be selling/coaching which means that leaders would define roles and tasks but seek suggestions from the followers. S3 is participating/supporting is when leaders pass day-to-day decisions, such as task allocation and processes, to the follower. S4 is delegating which means leaders are still involved with decisions and problem-solving but the follower has control. These leadership styles affect how the leader communicates because you are either telling them to do something, helping them with it, or letting them do for themselves. "A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job" (11.1 Performance Evaluation Systems). This is important because when someone evaluates a person's performance it gives them the motivation to keep up the good work or find out where they need to step up their game. Some performance issues addressed in a performance evaluation would be things like not showing up to work on time, leaving early, taking too long to complete tasks, failure to complete tasks, etc. Internal and external factors affect these issues because the employee could have problems finding child care, they could be going through a divorce, they could even be using alcohol or drugs. Yes, these internal and external facts should be taken into consideration. The employees should be counseled on how the company can help but if the person does not do better after being counseled and possibly reprimanded then he or she may need to be let go. “9.2 Management Styles.” Human Resource Management, University of Minnesota Libraries Publishing Edition, 2016. This Edition Adapted from a Work Originally Produced in 2011 by a Publisher Who Has Requested That It Not Receive Attribution., 22 Mar. 2016, open.lib.umn.edu/humanresourcemanagement/chapter/9-2-management-styles/. “10.1 Handling Performance.” Human Resource Management, University of Minnesota Libraries Publishing Edition, 2016. This Edition Adapted from a Work Originally Produced in 2011 by a Publisher Who Has Requested That It Not Receive Attribution., 22 Mar. 2016, open.lib.umn.edu/humanresourcemanagement/chapter/10-1-handling-performance-2/. “11.1 Performance Evaluation Systems.” Human Resource Management, University of Minnesota Libraries Publishing Edition, 2016. This Edition Adapted from a Work Originally Produced in 2011 by a Publisher Who Has Requested That It Not Receive Attribution., 22 Mar. 2016, open.lib.umn.edu/humanresourcemanagement/chapter/11-1-performance-evaluation-systems/.