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1. Content: basic principles for the development of projects
What we mean by project?
The development project was born as a result of the desire to improve the reality in which we live.
A project is an early advance of the actions required to achieve certain objectives.
Project is a work plan whose mission is to anticipate, orient and prepare well the way of what will
be done.
A project is a real phenomenon in which students can directly investigate.
In every project it is important to always highlight:
A description of what you want to achieve, indicating precisely the purpose of it.
Project adapted to the characteristics of the environment and the people who are going to perform.
Data and technical information for the better development of the project.
Minimum essential resources for implementation and timing required for the project.
Every project should specify the background, motivation, justification, and its origin, that is, why it
is ...
Any project, whatever kind it is, involves three elements:
A proposal to do or learn something,
Means to implement it and
A product or realization that I can evaluate and improve.
Every project is therefore a process, valid for any time, age and life situation. Throughout life, when
we propose or seek something, we follow this itinerary: plan, implement and evaluate.
The project methodology is related to the topics and units. A theme is usually a broad concept.
Teachers available to students literature, pictures and other materials related to the theme, through
which children can form new perspectives. Situation in a "traditional" approach rarely involve
children in the process of asking questions to answer or to make decisions or initiatives to further
investigate the issue studied.
Units usually consist of preplanned lessons and activities on particular topics the teacher (a)
considers important for children to learn. By providing information in traditional units, the teacher
has a clear plan about what concepts and knowledge that children should learn. As with themes,
children usually do not have a role in specifying questions about the content.
The "small project" is an action plan and implementation, a group of students and their teacher asks
himself, with a clear intention to get a result.
For this we propose:
1) argue, negotiate and resolve:
2) What do we do
3) What we will do
4) What we need
5) What we will do
6) Where to find what you need etc.
Assign responsibilities: who will do each task and how to assess the plan, the steps taken and the
results obtained
Activities of a Project:
According to the age and skills of the students, the activities in which they engaged in during
project work include drawing, writing, reading, recording observations and interviewing experts.
The information gathered is summarized and presented as graphic organizers, diagrams, paintings
and drawings, murals, models, web publications, PowerPoint presentations and other buildings. In
classes of pre-school children, an important component of a project is a dramatic piece in which it
expressed recently and learned new vocabulary is used.
Project Phases:
Defining the task:
a) Define the task.

2. Strategies for information:
a) Find all possible sources of information.
b) Choose the most convenient
Location and access
a) Locate sources.
b) Find the necessary information within the source.
Use of Information:
a) Check adequacy and relevance of the source (read, listen, view, compare, etc.)
b) extracting the relevant information.
Synthesis:
a) Organize information from different sources.
b) presenting information (according to the formats required).
Rating
a) Evaluate the process.
b) Evaluate the product.
A draft work situations where students can make decisions, analyze, reflect, discuss, risk
assumption, contrast, seek information are created ... that is ... think
Types of Leadership
WHAT IS LEADERSHIP?
It is the ability of a person to get their followers to commit to the achievement of common
objectives. Is the ability to inspire and guide individuals or groups.
Leadership is the process of influence on people to achieve the desired goals
WHAT IS MEANT BY LEADER?
The leader is simple, accurate, able to work in a group, can freely express their ideas, able to fight
for their principles, have good human relations, think strategy, etc. .
To be a good leader charisma, intelligence, persuasiveness, sensitivity, integrity, courage, fairness,
be innovative, sympathy, brains and a lot of heart to lead a group of people and go their own will is
required, motivating, stimulating and thus achieve the desired goals, and that everyone is satisfied
and gives you the feeling of profit and no loss.
There are several types of leadership according to certain characteristics such as: how to act, how to
make decisions and how to interact in a team. This time we will do a small study of leadership
styles and characteristics.
The types of leadership are:
1) authoritarian leadership
2) Leadership COMPLACIENTE
3) LEADERSHIP FOR CONVENIENCE
4) INDEPENDENT LEADERSHIP
5) committed leadership
Authoritarian leadership
This type of leadership is characterized by the leader who tries to maintain compliance objectives
through a rigorous authority. In this type of leadership workers or members following the leader
usually follow to the letter the orders without appeal or explanations. This type of leadership often
creates conflicts in the notorious team, thus creating an atmosphere of tension and nervousness.
Leaders who maintain an authoritarian leadership often quickly supplanted by another leader who is
more in line with the requirements and demands of the organization and the group.
COMPLACIENTE LEADERSHIP
In this kind of leadership we find the leader who tries to have the approval of all or be fine with
everyone. This case is favorable for the leader at an early stage. But often happens in this kind of
leadership, workers or supporters of leader often abuse the trust and often feel comfortable and
confident because they know that every demand or request will do almost certain approval of the
leader. Those who disagree with this kind of leadership are usually people who are highly
committed to the organization as managers and senior executives who see this type of leadership

3. states of comfort that go against the achievement of goals, achievements and objectives of the
organization.
LEADERSHIP FOR CONVENIENCE
This type of leadership is characterized by the leader pursuing their personal goals rather than the
goals of the group or organization. Not interested in anything but always leave with a personal
benefit. It is common for this type of leader is not accepted in a team or organization as the way that
makes the decisions often generate much mistrust of other team members.
INDEPENDENT LEADERSHIP
This type of leader is characterized by a self sufficient, usually do things in isolation. For an
organization to grow there must be an interaction between leaders and followers. This type of leader
does not usually last long in the organization because it does not guarantee success to the team. This
type of leader often creates an atmosphere of disorder, confusion, chaos and motivation that are not
consistent with the goals and objectives pursued by the organization.
COMMITTED LEADERSHIP
This is the kind of leadership we need every organization. In this type of leadership, the leader is
committed to passion and dedication with the responsibilities of his office. People who follow this
type of leader often feel commitment, security, purpose and satisfaction. All these positive feelings
are given because they perceive clearly the leader in its purpose and vision with the team and the
objectives of the organization.
ROLES IN TEAM
Within a team it is easy to find very characteristic roles, some positive for team performance, while
others can be very negative.
Among them are:
POSITIVE PERSON: pushing forward looking team success and engages resolutely in the project;
his enthusiasm spread to other peers.
The head must publicly acknowledge its work, seeking to follow their example.
THE CRITICAL: is a destructive person, everything looks bad but does not provide solutions; peers
are useless unlike him it's perfect. He is a person that deteriorates the work environment.
If the head exceeds a certain limit will have to give a warning.
THE argumentative: you do not agree with anything, always defends another thesis. It is a heavy
destructive mood but, unlike the previous person. It is a permanent maverick and even seeks the
good of the team gets only getting people riled.
We must encourage him to think positive contribution to practical solutions.
The hassle: is inconvenient, always with an unfortunate comment in less time,
annoying colleagues. Although it is not very heavy destructive mood.
As the critic, if the head exceeds a certain limit you will have to call the attention.
Largemouth: it is never quiet, discussed but not understand the topic, difficult and longer meetings,
permanently interrupted, prevents people from focusing on the task.
The meetings can not tolerate their interruptions. If necessary you will be called to order.
Smartass: he knows everything and indeed often have a level of preparation above the average,
although a type of very superficial knowledge, very creaky. Sometimes their contributions are
appropriate, but most of the time are insufferable.
We will have to encourage him to delve into some of their valid considerations.
Rogue: It takes advantage of the other partners, is a problem on the computer, but does so subtly, so
that his teammates barely notice. His contribution to the team is null and usually ends deteriorating
the working environment.
It is preferable to cut to the chase: a touch of energetic attention and remove him if the team does
not react.
THE GRID: is a well established mindset from which it is very difficult to move him. You do not
have the flexibility to accept or at least consider other approaches.
Usually a person surrendered to equipment that requires patience and persuasion.
THE QUIET: her involvement or just not participate in many cases despite dominating the field.

4. You need a first push the rest of his teammates, especially the boss, to launch. If you manage to
break that initial barrier can be a great asset to the team, if not their contribution will be greatly
reduced.
We must encourage the outset to participate in the debates.
The funny: not often lacking in equipment. His professional contributions are often very discrete
but instead plays a fundamental role: it relaxes the atmosphere, removes tension, creates a warm
atmosphere, which can contribute to a more cohesive team. Sometimes it can be a little nuisance.
You have to leave some leeway, but also pointing limits.
The ORGANIZER. It is crucial within the team, always concerned that things work, we advance,
that will be overcoming the difficulties, that time is not lost.
Have him, consult, enhance their role (this is a real asset to the team).
The underemployed: is assigned some tasks well below their capabilities. Finish bored and lose
interest.
We must seek new responsibilities. Are valuable people not to let go.
Incompetent: just the opposite of the above; assigned tasks clearly outweigh its capabilities. Not to
recognize its limitations shall be assuming new responsibilities will not know address, which ended
generating inefficiencies.
We must support him with others and in any case be very clear what their competition ceiling not to
be crossed.
There is nothing to lose when you have nothing to offer,
everything in this life nothing is superfluous because if everything happens for a reason
by: one god Zeus.