Champion Equality, Diversity and Inclusion SHC53 Essay

Equality refers to individuals being treated as equals, and allowing all to have the same opportunities, and to be treated with respect and dignity and to be given the same opportunities to achieve. Inclusion is the process that includes all, while ensuring that the needs of the individuals are met, whilst overcoming the barriers to prevent everyone participating. Social Model The favoured model that is linked to my work is the social model, which focuses on the child or individual and not on their disability, ethnicity, gender, social background, ect; this model looks at the environment as the problem and not the individual thus enabling them independence and empowerment. The health model of disability Focuses on the persons impairments as the problem and not their environment. This can restrict their independence and highlight their disability. Within my area of work I have children and young people who have autisum, globle development delay and mental health diagnosis and some who have suffered great trauma leading to attachment disorders. Both of the above models impact on our young people, we strive to empower our young people to enable them to lead as normal a life as possible. Our company word is ‘Respect’ our ethos is to wrap around the child allowing them to reach their full potential, and supporting them to make informed choices during their time with us and for their futures. We will always advocate for the child to become as independent as they can, this is achived by personal care plans and life skill plans, the children are included in this planning which enables their voice to be heard and involves them in decision making, With the young person always being at the centre of our ethos this ensures they are treated as individuals and listened to. This allows the young person to be ‘empowered’ to identify their own personal choice on decision making about their own lives .For example; a young person with Mental Health diagnosis may not have the capacity to make all decisions about going to college, but can be part of the planning and the communication around this. When needed we would use social stories, pictorial items and arrange college visits. 1.2 Children living within the care system come across barriers of equality and inclusion, in care carries a stigma â€Å"they must be bad† this prejudice happens out of ignorance and the lack of empathy, this prejudice is grown out of assumptions that all looked after children are small criminals . This can have a huge impact on their self-esteem and leave them feeling unable to accesses the community for activities. Discrimination can have a negative effect on children and adults; this can affect their well-being and their mental health. If children and young people lose their confidence, they may become withdrawn and spend periods of time alone, in their bedrooms feeling rejected and that they don’t belong. This will affect their confidence and self-esteem preventing them from engaging in activities within the community and school if this is not addressed then it could  affect their future prospects. The long term effects of exclusion can result in the young person continually thinking they are bad or cannot fit into society, ending up in prison or mental health residential homes because they only feel safe when institutionalised . I feel this prejudice is unwarranted and leads to these children having to try harder to fit in to society. These children often come from low economic homes or have parents who have health problems, they grow up feeling excluded. Becker states â€Å"society labels the individual or group, they are then treated differently† Personal – were your own prejudge can influence you’re practise. Mental health and the stigma this brings .The social consequences of ‘labelling’, according to Becker ‘society labels the individual or group, they are then treated differently. The feelings shown or felt towards the looked after child or the stigma of mental health can give staff or the community a preconception of the young person before they have got to know them. The effects of the stigma on the looked after child comes from being in the care system through behaviours that have come from incidents that are of no fault of their own ,it has come from the trauma of neglet ,abuse or a mental health diagnosis . The looked after child who has the stigma of mental health alongside the stigma of being a looked after child, will need additional support to ensure the opportunities of inclusion and equality are always available to them, enabling any barriers within the community to be overcome. These young people and their behaviours can raise The anxieties of the residents within a community can be raised purely due to the young people being in care within their neighbourhood, making it harder for them to fit in. The role of the care team is to ensure all areas of planning are covered to enable the young people have equality within the community in which they live. 1.3 Best practise within my own area of working means I need to understand the most current legislation ,I need to be familiar with the acts of parliament that inform my policies . These acts are; disability discrimination act ( 1995 ) the NH’s and community care act (1990 ) the mental health act (1983 ) the equality act (2010 ) mental capacity act (2005 ) and best interest assessment articles 1,2 and 14 of the Human rights act (1995 ) sex discrimination act (1975 ) equal pay act (1970 ) race relations act (2000) employment ,equality (religion or belief )regulations (2003 ) The children’s act 1989 –clause which requires authorities to take special account of children’s disabilities and the support needed to enable them to live as near as normal lives as possible. Guidance in the form of ‘no secrets’, (doh,2000) which sets out adult protection policies and recognises adult discrimination as abuse. The documentation working together to safe guard children (doh,2010) which requires PR actions to guard against ‘myths and stereotypes’. Equality, diversity and inclusion are at the core of all that we do, these policies and legislation’s impacts on how I work to support the needs and outcomes of my team and the children within our care. The legislation ensure that people receive equal opportunities, promotes diversity, equality and inclusion, and is a legal requirement that they are implemented within the organisation, this makes it illegal to discriminate against people for any reason . If we did not work following the guidance and legislation it would impact on the staff team and the service user resulting in low morale and confusion, leaving them feeling discriminated against, which could them unhappy resulting in them acting out behaviours, this can then affect how the team continues to work with them.Regular reviews, supervision and appraisals support the team to ensure our working practise is effective. With the changes in legislation the working practise has also changed, children in care are now cared for, gone are the days of work houses and only health care for the rich. Over the years Equality, has promoted the equal rights of all. 2. Be able to champion diversity, equality and inclusion. 2.1 When supporting the rights of children and staff it is important and essential to remember that not all are the same, If you penalise a individual because they are different, this can make them feel unwanted .The rules and boundaries of the home are the same for all, the children’s plans within this are individual to them. The children’s support and care plans ensure our practise meets all criteria of policy to ensure equality, diversity and inclusion for all. Adults who work within our setting should think about their own values and beliefs and how discriminatory comments can affect the home, the child and their colleges. Within our organisation we invest in ongoing training and have policies in place to enable staff to reach their full potential whilst being able to promote diversity, equality and inclusion these include; Allegations against staff policy – to support staff in the event of an allegation leading to a section . Equality opportunities policy –ensuring we are equal to all staff and young people Grievance procedure –to ensure all staff and young people have the right to a process of complaint and grievance Staff recruitment – clear guidelines for staff to see all recruitment meets equality Complaints policy –so all have the right to fairness and equality and the processes to complain if this is not felt Staff hand book –has clear guidance on policy and procedure to ensure staff are supported in their employment and training Young person’s hand book –clear boundaries ,home rules and guidance on what to do when not happy Safe in care policy –this is to ensure all young people living in the home and staff are aware off the needs of each individual person this is followed up with a safe in care agreement were all young people sign up to ,this helps with bulling within a children’s home . 2.2 Part of my role as house manager is having a duty of care, and having the ability to challenge discrimination and exclusion, whilst still working within the our policies. To achieve this it is essential to ensure that the supervision of the team promotes good practise. It is important to involve staff in their individual development plans, ensuring that these are tailored to their individual support needs. Within this process it is important to challenge any barriers that arise preventing exclusion, equality, diversity, the staff member has a right for their voice to be heard, this creates a culture of transparency which allows for growth and good practise. I expect my team to lead by example and show our children  respect and dignity and to be non-judgemental, if discrimination ,bulling or prejudice of any form of is witnessed by child or adult this is challenged. We have a very clear zero tolerance procedure and clear guidelines on how to make a complaint. Policies used to ch allenge; Complaints procedure Bulling and harassment Equality opportunities policy Employment handbook Grievance procedure Supervision and appraisal Allegations against staff Personal harassment policy 2.3 – In 2005 The Office For Disability Issues announced that their vision is by 2005 â€Å" Disabled people in Britain should have the same opportunities and choices as non-disabled people, to improve their quality of life and be respected and included as equal members of society† Their purpose â€Å"We are the guardians within government of the vision of equality for disabled people by 2025† Within our practice we have many policies and procedures to adhere to which all staff are responsible to read and understand. They should also understand that there are many forms of abuse and neglect which could result from discrimination. Emotional abuse within the care system can be very damaging to a young person, Working together to Safeguard Children is a document that care staff are provided with. It states that â€Å"Emotional abuse is the persistent emotional maltreatment of a child such as to cause severe and persistent adverse effects on the child’s emotional development.† Our safeguarding policy describes discrimination as â€Å" Behaviour that is directed at person because of disability, ethnic origin, race, skin colour, culture, sexual orientation, size, gender or age, which could result in the young person’s , Withdrawal Anger/aggression Loss of self esteem Imitative behaviour -The impact of inclusion on a child is that it empowers them and makes them feel that they belong. Many of the young people that we care for have had numerous placements in either foster care, residential homes and schools. This can leave them feeling uncared for unwanted and rejected. One of our clients when first placed with us would spend long periods of time alone in her bedroom playing on one of her 3 DS and was reluctant to send time with the group or engage in any activities. We carried out lots of 1-1 sessions with her and discovered that this was what was expected of her in her previous foster placement. During the 1-1 sessions we were able to identify her likes and dislikes which enabled us to be able to include her in some group activities with others who also shared the same interests. She now attends activities several evening a week and spends the remainder of her time interacting with her peers, and her DS’s are now rarely used. For their time with us to be beneficial to the young people we must follow inclusive practise, this is incorporated in the day to day running of the home, they are allowed full access to all areas of the home, excluding others bedrooms, the rules and boundaries applied are equal to all. If the young person’s behaviours cause them or threatens to cause others harm then they may be sanction to help with the containment off the behaviour, so that they can be included in all aspects of the home and activities. If I felt that a staff member was discriminating a young person or staff member I would address this immediately and this would be discussed during supervision and further training would be offered. We want our young people to feel confident, safe and respected within their home thus allowing them to succeed. The value of diversity means that we respect and value the differences of each other and listening to others opinions, providing that they are not detrimental to any ot her child or adults well being. The staff team are expected to interact with the children equally, while recognising that they are individuals, and have individual needs and support plans. All staff are provided with regular safeguarding training, this gives them information on discrimination, abuse, inclusion and diversity, which along with our policies and procedures promote better outcomes for our young people. In house information Bulling and harassment Equality opportunities policy Employment handbook Grievance procedure Supervision and appraisal Allegations against staff Personal harassment policy 2.4 Our children are supported to ensure they are not discriminated against, they receive weekly key work sessions, and can request a 1-1 with a care member of staff at any time. We have weekly young people’s meetings, where they can write down things that they would like addressed or ask a staff member to write it for them so that others don’t know who has raised an issue. Exclusion is not a practise that is used unless a child cannot access an area due to a behaviour that means they are not safe to self or others .My team are supported to challenge discrimination or exclusion ,this can be done in reflective space ,debrief, team meetings ,handovers. Supervision is a place where there is confidentiality so issues can also be discussed, there is zero tolerance for my team, and we treat each other with respect and dignity, whilst remembering we are all individuals that bring different aspects of experience to the team. There is a clear complaints procedure and staff all have copies of staff handbook and procedure in their individual folders .Young people have the use of worry forms and complaints forms individually and in a folder in communal areas ,these are supported at key work sessions . 3. Understand how to develop systems and processes that promote diversity, equality and inclusion. 3.1 The Equality act is a legislation that is in place to ensure that people are given equal rights and opportunities regardless of their age, gender disability, race, religion or belief and sexual orientation. This legislation promotes diversity, equality and inclusion by making it a requirement that they are commonly practised and incorporated into the social care setting thus making it illegal to  discriminate against a person for any reason . The main acts within the Equality Act 2010 are; The care Quality commission The disability Discrimination Act 2005 Human Rights Act 1998 Equal pay Act 1970 The Sex Discrimination Act 1999 The Race Relations Act 2003 To promote good practise it is essential to follow these Acts if not followed then consequence can be diverse, this could affect the individual a young person or the entire team. This could leave a young person feeling discriminated against, which can lead to negative feelings of isolation, and feeling unheard, leading to problems for them and those around them. They can become unhappy causing them to act out negative behaviours putting the team and young people at risk. We have complaints procedure for staff and children, whoever I feel we do not promote this enough and would benefit from being revised, although the procedure is clear I feel that it does not promote its self to enable change. Our staff team is multi cultural so is able to promote the cultural needs for our clients, this has proved beneficial to the needs of our young people. The staff have taught some of them how the care for afro Caribbean hair and to understand their religious and cultural needs. We ensure our young people are involved in menu planning and we hold a cultural night which enables them to prepare a ethnic meal and share their culture with others. We ensure we have Champions for all young people this ensures our practise continues to be Equal for all and remains open and honest. We hold regular meetings throughout the service, it means we all have a voice and the legislation ensures our voices are heard and respected. Without the use of individual care plans and individual support plans, (Where the young person’s input is included) which are tailored around the individual needs of the young person that also take into account their ability, culture, disabilities and their personal int erests, the young person would be discriminated against. All children have a right to grow up safe from harm and discrimination. Lord  Laming highlighted the importance of frontline professional’s getting to know children as individual people and as a matter of routine, while considering how their situation feels to them. All young people in our setting have weekly keywork sessions and can request 1-1 support from staff at any time, they all have access to worry forms or complaints forms and each have an independent advocate, and all participate in regular activities suitable to their ability. As a staff team we have monthly individual supervision and weekly team meetings where any form of discrimination would be addressed. 3.2 We have previously had issues with our rotas due to staff shortage. This meant that staff were required to work long shifts and also weekends, which makes it hard to achieve a good work life balance. When staff are tired and unhappy it can have a knock on effect on the young people. With an increase of staffing levels it has allowed us to re-look at the shift patterns allowing the rota to change ensuring a good work life balance. This has included many meetings with managers and the principle, in reflection of the rota system and process, we have been able to produce a fair rota ensuring all staff have equal weekends off and this has contributed to the well-being off the team, thus ensuring that staff are not too tired to give the level of care required for our young people. It is important as a manager that I ensure my team are given the opportunity to make informed decisions. The process we have in place has worked well, we work openly and honestly, so the team meeting discussion was taken to the senior management meeting this then resulted in the team sitting down with senior managers and working out a rota together. Staff our now given a rota for six months instead of two weekly, enabling them to make plans within their personal life. 3.3 To improve our service and to meet the needs of our young people, I need to increase our partnership with the cultural community. We have recently had a child placed with us who is a Jamaican, our knowledge in this area is limited, to support us as a team and ensure equality, inclusion, and diversity I have to ensure we Employed staff with Jamaican background Taken advice from a cultural advisor Brought literature to support young person and staff The team have been part of the planning with the young person and social worker and have a set target to re-introduce the young person to her religious beliefs and culture I continually strive to improve our service to our young people, I constantly review and evaluate, this requires a whole team approach ,senior staff within the team are given additional needs to support this ethos. For example life skills, these are planned with the young person and are individual to the abilities of the young person. . 4. be able to manage the risks presented when balancing individual rights and professional duty of care 4.1 working with young people who are encouraged to have a voice, it is sometimes hard for them to understand that parental responsibility does not lie with the care team but other authorities; Section 31 young people it is their placing authority Section 20 young people it is still their parents. This can cause confusion and young people need to know they have a voice and are heard, we do this through network meetings, key work sessions, house meetings, meetings with social workers and contact with parents. Duty of care and ensuring safe practise means all information is shared with the safe guarding team, it is then decided how this information is shared to keep young person and team safe . An ethical dilemma is when a section 20 young person is reaching adult services and the parents push on their mental health labels wanting a more secure placement and excluding them from any part of the decision making. This is hard as parents feel they are acting in best interest but they are often frightened of the young person making the wrong choice. The ethical dilemma means we have to balance the needs of the family versus social care versus the young person. Our key responsibility has to ensure that the individual is in control of their own lives and is at the centre of any decision making, we have to support our young person and if we need to challenge the families views. The documentation and planning of life skills with the young person will allow us to promote the equality and inclusion of the young person. The young person must be given the information in a format that they understand, such as social stories or pictorial schedules. In cases like this we must understand the; â€Å"The mental capacity act 2005 (mea 2005) and Best interest assessment â€Å". The five principles of assessment are; 1. Presume capacity unless established otherwise. 2. Take practical steps to enable decision making 3. Accept that people can make unwise descions 4. Act in persons best interest 5. 5. Use the action least restrictive of the person’s rights and freedom of choice. 4.2 The principle of informed choice the individual is supported to make a decision, they accept a shared responsibility for the choices they make, along with the outcome .Evaluation of the decision have we provided the right tools for this to be communicated. The young person’s values and points are respected; the team promotes an environment that empowers them to make their decision. It is vital that all parties are involved this may require a network meeting, any decisions should be unbiased and taken clearly on facts, and the understanding of these facts will have implications and future consequence of an action. This element of informed choice is risk taking and can often alter the path for young people are we able to take the risk it makes professionals nervous ,as we are asking individuals to balance risk and their own responsibilities against legalities choice and rights of the care system. Within therapeutic working practise trust is essential, so the choices given mu st be able to be achieved and implemented by the young person. They must be given time to reflect on their choices, risks, and potential outcomes. Once they have all the information the choice must be their choice and not influenced by us, however ensuring that they have given all of the relevant information. Within the principles of Equality ,Dignity ,Diversity ,each young person should have the opportunity to make decisions for themselves, even if they make wrong choices as long as they can proceed with full knowledge of risks, while ensuring that the choices given are safe. This I feel is better for the young person, to be able to make their own choices rather that to be told what is best for them. 4.3 Individual capacity affects informed choice ,because of a young person’s mental health, physical health, chronic health,  young people who have been in the care system are supported from a very young age to understand they have a voice ,this is promoted in their reviews . Within the â€Å"Mental capacity Act (2005) A code of practise states; â€Å"Making an unwise decision does not mean that person lacks capacity â€Å". This area can seem very grey, children living in care homes can become institutionalised so decision making is hard, it’s our duty of care to give them as many skills as possible to be part of their care planning, to be able to make the right choices. Young people with mental health labels are far too often deemed unable to be part of any planning or decision making. When they make wrong choice is this capacity or just making wrong choice? â€Å"an individual may not be able to make a judgement about complex treatment decisions, may still be able to express a preference about what they want to eat â€Å".Beauchamp and Childeress (2001) For Children and young people diagnosed with Mental Health issues, as they reach adulthood it can become very complex. The impact of others on the decision making and choices, we often see that parents can become over protective, this can be out of fear of losing control of their child. The young person through mental ability, anxiety, intellectual capacity, may never have been part of making their own choices and now through legislation is being overloaded with choice. To ensure we meet the needs of the young person as an individual, we should work on the facts actual diagnosis, care plans, risk assessments, actual abilities that are documented, for example; can work out their budget for toiletries. This skill can lead to being able to do food shopping, menu planning ect. The statement above is a very clear point, young people with ASD for example can plan their day in an environment they feel safe and secure in, once outside anxiety can take over and crossing the road can be a danger. The young person still needs the choices we just need to ensure the choices are given within their own capabilities. 4.4 To manage risks we have in place live documents that continuously dynamically risk assesses, this allows for mutual accountability. It allows for risk taking by looking at each risk. I have a young person who continually puts herself at risk absconding and asking strangers for cigarettes, this puts her at risk of abduction, grooming and rape, within the network we came to the conclusion we should provide 4 cigarettes a day.  Although the risk to health increased with the 4 cigarettes a day, it decreased in the other areas, but has also dramatically reduced her smoking habit. The young person is always at the centre of any risk assessment and their thoughts and choices are always considered, a high risk for our young people is that they may possibility not be socially accepted, this then increases the risk of them making the wrong choices, within our risk assessing we encourage young people to make the right choice . Through our network meeting risks and planning are always disc ussed this includes the whole network to work collaboratively to manage risk assessments and to ensure a culture that is accountable and does not lay blame. References care quality commission . (2012, june 29). Retrieved may 3, 2013, from www.cqc.org.uk. legistation . (2013, march 10). Retrieved from www.legistation.gov.uk. Caplin, P., Landridge, E., Morgan, B., Platts, R., Rowe, J., & Scragg, T. (2012). Diploma in leadership for health and social care . Cheltenham: Nelson Thornes . Equality and Human Rights commision . (n.d.). Retrieved may 3, 2013, from www.equalityhumanrights.com. J McKibbin, A. W. (2008). Leadership and Management. Derby: Heinemann. http://www.officefordisability.gov.uk/ Acts Equality Act (2010) Mental health Act ( 1983) Mental Health Act and Mental Capacity Act (2005) Disability discrimination Act (1995)

Factors Affecting the Academic Achievement of Freshmen College Students Essay

Achievement of students in schools has been the concern of school authorities. Several solutions have been offered in order to improve the quality of instruction. Some of these prove to be effective for some time, but later new innovations are introduced thus sometimes affect the teaching-learning situations in the classrooms. Science subjects are important because this field have greatly benefited mankind in its efforts to improve the quality of life. In view of this, college education plays a vital role in molding the minds, interest, awareness and concern of an individual to prepare himself for the future. Recognizing that science makes life easier and meaningful, educational institutions, through the mandate of the government, focus its attention on the advance of science and technology in terms of classroom instruction at all levels. Science curriculum must be taught in terms of how it can develop scientifically literate society and how it can make an individual more responsive to the needs of the times. Based on observations, science instruction nowadays placed more emphasis on the mastery of the subject matter. When students did well in written examinations, teachers believe that the aim of the lesson has been achieved, but evaluation should not only be based on written tests but should also include oral and practical examinations to make sure that learning really has taken place. Since researchers are future science teachers, there is a desire to determine what are the factors that affect student’s achievement are. The researchers want to conduct a thorough investigation to come up with a possible solution to the problem regarding the science achievement of freshmen students. In view of this line of thinking, the present study is motivated to look into the factors affecting the achievement of freshmen college students in science which might affect the student achievement whether it would be for good or not. Background of the Study The researchers will conduct this study because according to an international science study by Garrison (2004) Filipino students performed poorly in understanding science concepts and principle. These findings were supported by other study conducted by (Askali, 1994) (Acuna and Dasilva, 1993) stating that college freshmen students are weak in science. All over the fast changing world, people learned to rely on science for their own survival and advancement. Man just willingly admits that without such â€Å"instrument† as propellers for progress, this effort to succeed and achieve would be limited and be made useless. The concept that the more knowledge a man has in science, the greater is his opportunity for change for advancement. It emphasizes that science is essential for national development progress. School curricula are supposed to develop the capabilities of students but according to statistics, approximately fewer than 10% high school graduates have the skills necessary to perform satisfactory in college level in science courses. Attempting to combat trend, nowadays, many science educators are turning to more ‘hands-on’ approach to their teaching. Instead of having their students memorize lengthy formulas they have them to do experiments; starting in the early grades this has been going on for years wherein teachers act as facilitators only. Many students believe that science subjects in the freshmen level are difficult. In fact some do not like the subject. This may be attributed to some factors that underlie student’s attitude toward the subject. The educational qualification of the teacher may also serve as a factor that hinders student’s attitude in their science subject. Students find it more interesting to play truancy than to attend classes especially if the method, strategies or approaches of teachers do not suit the mental ability of the students. Theoretical framework This study is primarily anchored on the cognitive theory by Jean Piaget, specifically †the formal operational period,† in this period the development of the learner’s mind follows concrete stages. Based on the formal operational method of Piaget, this rage of age is the beginning of logical and abstract thinking. According to him, youngsters demonstrate ability to reason realistically and consider possibilities. The learner’s thinking at this stage is propositional. They use statement that contains data. The major theme of Vygotsky’s theoretical framework is that social interaction plays a fundamental role in the development of cognition. Vygotsky (1978) states: â€Å"Every function in the child’s cultural development appears twice: first, on the social level, and later, on the individual level; first, between people (interpsychological) and then inside the child (intrapsychological). This applies equally to voluntary attention, to logical memory, and to the formation of concepts. All the higher functions originate as actual relationships between individuals. Benjamin Samuel Bloom’s Theory is founded on individual differences of the students. He justifies that some behavior or factors affect student’s learning process. In this study, the influence of students variables such as educational qualification of parents, availability of learning materials, attitudes towards science, peer motivation and learning styles are hypothesized that influence the academic performance of freshmen college students in science at Universidad de Manila.

Information Privacy and Electronic Privacy Essay

Information Privacy and Electronic Privacy - Essay Example This type of privacy is however not limited to information stored in computer systems alone but in other electronic devices as well such as fax machines, mobile phones, telephones and even in emails. It pertains to any information that is transmitted or stored electronically in a digital manner. This paper is going to focus on differentiating the two kinds of privacy mentioned above. Even though they seem interrelated, they have their own differences including differences in legislative acts governing them as well as their sources and the potential privacy breaches as well as what measures can be taken to ensure the information remains private unless it is absolutely necessary for third parties to have such information (Eyob, 2009). Information privacy concerns information that is stored in records. This means that it covers only the information that the owner has provided about himself or herself depending on where it was needed for example in hospitals it is the medical records or in financial institutions it is the financial records about transactions among others. However, when it comes to electronic privacy, it is concerned with not only the stored personal information but the information in transit as well. This therefore means information one has just sent to another and even the recipient has yet to receive it but it is intercepted mid-way. Information privacy is mostly breached by individuals and private institutions seeking information that can be sold in industrial espionage or to taint the name of an individual. People seeking this kind of information therefore hire hackers and spies to go through the physical and electronic records in storage containing the information they need about the individual. In electronic privacy, the information is mainly sought by the government and law enforcement institutions in order to incriminate an individual. This is the reason they tap into conversations over the phone as well as

CONSIDERING THE INTIAL ASSESSMENT , RELATIVE STABILITY IN THREE Essay

CONSIDERING THE INTIAL ASSESSMENT , RELATIVE STABILITY IN THREE DISASTER SITUATIONS - Essay Example But since the local administration was already triggered emotionally, there was absolute coordination lapse between the authorities and no strategic plan was there to cope up with such magnified disasters. International organizations, NGOs, UN agencies became active and responded to the call but the lack of proper coordination and affliction estimation proved the initial relief efforts were fruitless. This earth quake was a result of propulsion between the tectonic plates, it was the South American plate getting up over on the Nazca plate. According to geological and seismic specialists, such earth quakes in the region are generated after every 100 years in this region of Peru. As the earth quake smashed the country, the major danger was the tsunami threat to the adjoining areas. The earthquake relative stability was already stranded as all daily life activities appeared to seize in destroyed areas. In order to cope up with such magnified threats there should be master recovery plan for earth quake disaster. The plan should focus on militia training for rescuing people and dealing with such disasters, special rescue teams, department for master management of relief activities so that all governmental, local, NGOs, international efforts can be centralized with a genuine assessment so that efforts can be optimized for maximum relief. 1. Second Situation Assessment and Relative Stability 4rth March 2008 New York, an unoccupied 5 floor building partially damaged in Manhattan Upper region. As far as the building was vacant and it was not totally grounded therefore, no injuries or any other fatality had been reported. Moreover the assessment of engineers and architects claimed that two upper walls and some of the floors had been disturbed or damaged by the propulsion within the building itself. The analysts feared that the building was damaged due to the vibrations that were caused by the sub way railway system. The subway route could further influence on the buildin g, therefore, it was suspended at that time of the event, while passengers were later advised to travel through an alternative route. The building was already in the listings of complaints launched by the vicinity residents to the concerning Department of buildings but still till that time of event no preventive measures were properly made. If the building would had collapsed completely there could be increasing numbers of causalities, because nearby constructions would had been in grave danger. Furthermore as building was partially collapsed, and sub ways were suspended the passengers were facing extreme distress to wait until they were properly channelized. Therefore, relative stability was out of order due to the negligence of concerning authorities. Moreover, rail sub ways should be designed in a way that there should be proper mechanisms which can be vibration proof or vibrant resistant lamination surrounding sub-ways so that adjoining buildings on ground cannot get dismantled by continuous vibrations. Furthermore concern authorities for building must always work for preemptive approaches rather reactive approach that can result in harming relative stability. 2. Third Situation Assessment and Relative Stability Hurricane Katrina was initially formed in 23rd August 2005. This later afflicted Bahamas, Gulfport,

Answer both parts Essay Example | Topics and Well Written Essays - 1000 words

Answer both parts - Essay Example is worthwhile to bring in some free press which would completely rely on the happenings in the society rather than some business news and health updates which can be worthless to the American public. According to ( Hegdon 70 ) â€Å"Abusing a human being is not easy to do; consenting to do it is not something that comes naturally†. Now the issue here is not easy to understand .The author is trying to justify the reason for the harassing among criminals in Guantanamo and it is not easy to defy the author. We know that the prisoners in Guantanamo are not innocent people and bringing out the truth from these vicious criminals is not an easy task. The interrogation and abusing is a part of prison life and it is the way to bring justice to the countrymen. It is shocking to know that these prisoners deserve such abuses but this is the only way the truth will come to surface. Human right is not an aspect which is alien to people of the 21st century .We are humans and we do have the right to live on earth like any other person. Human rights have been a controversial issue since man has civilized. Generally speaking, the human rights issue covers many subjects and it is still an evolving phenomenon. Why is human right a crucial subject? It is because human have varied culture, race, sexual orientation and religion and all these factors need to be considered when one talks about human rights issue. The human right law in American and Africa is not same and to understand the differences it is important to understand what it means to be a human. Human rights give freedom to individual as he has free will and with human rights alone can one nurture a democratic nation. (Thesis) a) Human rights mean no discrimination and this means there is freedom for people to live on their planet which they own. Frankly speaking, human beings have free will and he can only conduct his life on earth with ample freedom. Everyone, despite of their color, gender or race has complete right to

Article Critique #1--Business Ethics Example | Topics and Well Written Essays - 250 words

Critique #1--Business Ethics - Article Example The myth that people are turning less ethical than an earlier generation has been criticized by the author. Along with clarifying myths prevalent about ethics management, the paper also provides practically applicable guidelines for the mangers to ensure business ethics. This makes the paper locally applicable in a business scenario. The need to understand the ethical culture as recommended by the paper is very important for a manger as today’s business environments are largely turning multicultural. Rather than having a theoretical framework for the code of conduct it is ideal that the manager directly communicate the ethical requirements to the employees. Thus the recommendation made by the paper in this context is very relevant. However, an overemphasis on rewards to encourage the employees to be ethical as recommended by the paper is contrary to the personal value oriented ethical approach. People must follow ethics not merely for rewards but must develop personal ethical responsibilities. This must be self driven and not motivated by materialistic rewards. The recommendation t o promote a culture of ethical leadership will be of high relevance for a manger to ensure ethical management. Interestingly, this recommendation is contrary to the other recommendation to have emphasis on rewards. In totality, the points raised by the paper can be successfully implemented by a manger to practically mange business

It Is Important to Identify and Meet the Individual Needs of Learners Research Paper

It Is Important to Identify and Meet the Individual Needs of Learners - Research Paper Example As a teacher, planning is one of the very essential roles as it helps in directing or guiding me in delivering. My planning depends on the various individual needs identified; that prompt me to apply the necessary teaching strategy. This dependency is due to my requirement to ensure that these needs of my students are all properly attended to within my planning. Without this planning, it would be difficult to meet the individual needs of every of my students, and many of them might not follow in line with the curriculum. Therefore, it may result in dissatisfaction and/or de-motivation to the students and me as the students would feel not well catered for and I may feel I have underperformed in my teaching role as a planner. Also, it is a part of my teaching responsibility to allow the involvement of learners in the planning of assessments. Since learners are not to be subjected to surprise tests, I always involve them in the planning process while giving them chances to make their su ggestions. This way, they may not feel put in overwhelming situations. Furthermore, they will have a feeling of a sense of ownership. That way, the planning process can meet every learner’s individual need, by the consideration of different resources that enhance effective and fair test. It is the responsibility of a teacher that requires me to implement/deliver teaching according to design and plan while including diversity and equality promotion. It is essential for educators to recognize the influence of culture on learning.

The Principles of Job Design Essay Example | Topics and Well Written Essays - 2250 words

The Principles of Job Design - Essay Example A good job design will lead to lower staff or employee turnover as well as less absenteeism. Basically, staff turnover refers to the amount of time a worker spends within an organisation from the first day at that new job to the last (Rollinson et al 2008). When employees are satisfied with their jobs, they will be motivated to stay longer and this will positively contribute to the growth and development of the organisation. This means that there will be lower costs for the organisation and it will make life easier for the HRM. There will also be lower costs in recruiting new employees given that the efforts of the HRM will be specifically focused on training and developing the employees already working in the organisation in order for them to keep pace with the changes that may take place within the company. This will also enable the loyal employees to gain the much needed experience required for them to complete the tasks assigned to them. Job design can affect job satisfaction in many ways. People are more satisfied when certain things are present in a job so it is important for the HRM to identify these things (Rollinson et al 2008). Factors such as opportunity for promotion or the use of an employee’s particular talents or skills can contribute to job satisfaction which will entail lower staff turnover. This translates to mean improved profitability for the organisation as well as general worker satisfaction in the workplace. It can also be noted that job design can affect both physical and mental health of different employees within the workplace. There will be fewer chances of employees suffering from stress related... This paper stresses that the major constraint of adopting a new modern job design is that it may be expensive to the organisation given that a lot of resources would be needed to train the employees to meet the standard expectations of the organisation’s operations. Whilst it is a good idea to give due consideration to the needs of the employees, there is also need for the organisation to have a clearly defined line of authority which can make it easier for the responsible people to monitor and manage performance in the organisation. If everyone is given the power to make decisions in their operations, the organisation may not be able to pull the efforts of all the individuals towards the attainment of the set organisational goals since the individuals have different goals which may not be the same as the organisation’s. Tjis report makes a concluison that the main difference between the modern approach to job design and Tayloristic principles is that the modern job design puts more emphasis on the human needs while the while the mechanist approach is mainly concerned with productivity of the organisation. However, some of the Tayloristic principles are still relevant in today’s organisation depending on the nature of the industry concerned. The likely problem with implementing a modern job design is that it can be expensive for the organisation to train and develop all the workers such that they can be able to make decisions on their own. The other problem is that they may have different views about the organisational goals.

End User Term Paper Example | Topics and Well Written Essays - 250 words

End User - Term Paper Example The staff looks to the manager for direction in all aspects of the business. The staff is the end user in any new technology or programs implemented in the business. The staff’s understanding of new technology or programs implemented depends heavily on the direction of the manager. The responsibility of a manager exemplified in the final outcome of end user information systems is through implementing a system of successful learning. End User Satisfaction (EUS) is critical to successful information systems implementation (Au, Ngai, Cheng 2008) In several studies there has been a proven decline in performance and quality of work when new information systems are implemented. This is due to end users having to learn a new system yet produce if not more the same amount of work. The time and training for learning a system can become costly. To responsibly put this new system into effect a manager should first consider before purchasing the system what’s the ratio of user cont rol to the controlling of the user. In other words better user control would be more adaptable in the end user learning the system than the system controlling the user. The systems are usually developed by designers who don’t know the specific needs of the user. So user control is very important.

American Indian Essay Example | Topics and Well Written Essays - 250 words

American Indian - Essay Example We do not want to hear what that man has to say. Be seated.†(Pope) That sealed the fate of the Medicine Man, and he meekly obeyed the order without protest. The women of the house had powers to get rid of an abusive man and a man with negative traits. Social rules and regulations were so liberal and the author writes, â€Å"A woman shouldn’t be ostracized if she has a baby out of marriage.† (Pope)This shows how progressive the society was and as such I think this is a great article, that gives the true picture of women in the Indian Society and how forward looking it was. In the second article, â€Å"Writing and Art by North American Indian Women,† it is explained, with the advent of colonial powers, how the Indian Society suffered and their traditions and social structure were adversely affected. When Attakullakulla, Cherokee chief reached out to the whites to negotiate a treaty, his first question to the white delegation was, â€Å"Where are your women?†(Awiakta) Issues have changed much, and the advent of materialism has deteriorated the conditions of women in the society in real terms. The author laments and asks â€Å"I turn to my own time (1983). I look at the Congress, the Joint Chiefs of Staff, the Nuclear Regulatory Commission . . . at the hierarchies of my church, my university, my city, my children’s school. †¦.Where are your women?†(Awiakta) Even the U. S. Constitution does not include equal rights for women. Both the articles throw light on the gender equality, how women enjoyed great powers in the Indian Society, before the advent of colonial powers and how the powers and status of women were on the wane gradually. A woman is an economic unit now, not the important social and spiritual entity that she was once upon a

Police officer Essay Example for Free

Police officer Essay Inspector Goole has an air of mystery around him from the start. Mr. Birling is on the bench and knows all the police officers but has never seen Inspector Goole. The Inspector tells him that he is new Only recently transferred. This makes us wonder, is it a coincidence that he has just started working in Brumley at the same time as this investigation is going on? Or maybe he knew Eva Smith personally and wanted to find out more about what drove her to suicide. We dont really know who he is and there is no evidence that he is a real Inspector so the audience are confused whether to believe him or not. We do not know enough about his character to trust him. He also has a very mysterious nature for example the way he talks to people. He chooses his words carefully and speaks weightily. He does this so that he makes sure that he is saying what he wants to say and means it. Everything he says has a rather matter of fact tome to it making the other characters think that he is always right and knows what he is talking about. Also he has a disconcerting habit of looking at the person that he is talking to. This makes them uneasy. It is like the Inspector is searching them internally and can see what they are thinking. The name of the Inspector Inspector Goole adds to the dramatic tension of the play. The name Goole is a homophone to the word ghoul which is often related to a ghost. A ghost is a disembodied spirit of a dead person i.e. it is not really there. Ghosts and ghouls are thought to be fictional to scare children. Therefore is the Inspector real or not? Is Goole his real name or is he just using the name to scare the Birlings? These questions remain unanswered throughout the play. Inspector Goole has a very awkward yet methodical way of questioning each member of the family. He concentrates on one person at a time and does not let them go until he is satisfied with the information that he has gained. When he is questioning one person he does not like to disturbed. He has a photograph in his pocket which he says is of Eva Smith and he says he found it in her lodgings. He only shows it to one person at a time and makes sure that no one else can see it. When he shows Mr. Birling the photograph Gerald and Eric are eager to see it as well but he blocks their view. When they ask him why they cant see the photograph he replies Its the way I like to go to work. One person and one line of enquiry at a time. Otherwise there is a muddle. This shows the methodical side to his questioning. Throughout his enquiries, the Inspector has remained in control. At times he has massively taken charge. In social status, the Inspector is lower than the Birlings although throughout most of the play the Birlings are inferior to the Inspector as they do not know all the information like he does. What we do not know is how much the inspector already knows before arriving at the house. Whenever he asks a question, he already seems to know the otherwise he would not be questioning them. The information he has gathered before coming to the house is by reading the diary that Eva Smith left. Maybe some pages of the diary were missing, hence the lack of information in the Inspector. There is not really any evidence that what the inspector says is true apart from everyone admitting to what they did to Eva Smith. He doesnt even show the Birlings so called diary. Therefore we arent sure if there even was a diary or if he made it all up. We are force to believe that he is telling the truth because how else would he have got that information? The audience answer to it Anyhow I already knew. He obviously has bits of the puzzle missing do not learn a great about Inspector Goole in the play. All they learn about is his character and personality; he is imposing and intimidating. We do not know any background information on him e.g. where he is from. All this does not matter because even though he is the main character the play is not about him it is about Eva Smith. The audience probably do feel a bit curious about the mysterious Inspector but their curiosity soon subsides as they try to keep up with the fast pace of the play. Before the Inspector goes he says One Eva Smith has gone but there are millions and millions of Eva Smiths left with us. From this, the family learn that they might have led someone to suicide but there are plenty more vulnerable people like Eva Smith left in the world that needs their help.  John Priestley was born on September 13th 1894. He grew up into a family who enjoyed debates. At a very young age he was caught up in debates with his friends. They all discussed politics from a socialist point of view. He expresses these ideas and beliefs in the play. In the play his socialist ideas are expressed through the characters and by exploiting some techniques and devices. Now I am going to write about the social and political climate of the day. Priestley wrote this play An Inspector Calls in 1944, but the play was set in 1912. Priestley took into account the political and social climate of not just 1944 but also when the play was set in 1912. Because of the time in between the two periods Priestley could use historical events and facts for his own use in the play. An example of this is when Birling says, Im talking as a hard headed, practical man of business. And I say there isnt a chance of war. And in the Inspectors final speech when he talks about everyone being responsible for each others actions and the world is a whole and people shouldnt be divided up into classes and social groups. I tell you that the time will come when, if men will not learn that lesson, then they will be taught in fire and blood and anguish. In both these quotes Priestley touches on the subject of war. This would have attracted the audience to what Birling was saying and they would have started to dislike him and his ideas, since the Second World War would have just finished the audience would have been upset about their lost ones and would have been interested in peoples opinions and views leading up to the start of World War One.

Organizational Theory and The Heart of Change Essay Example for Free

Organizational Theory and The Heart of Change Essay The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory would be evident in a book about how to bring about positive change in an organization. Discussion A transformational leader essentially is about growth through change, about challenging the status quo, and staff to grow and perform it is about empowerment and all of those things are important in regards to the approach put forth in The Heart Of Change. A key theme in The Heart Of Change is that change is not brought about by statistical analysis or common sense, but it comes after changing the way that people feel about an issue. It is about connecting with the individual and bringing about an emotive response that motivates a change in behavior. And that is in line with one of the focal traits of a transformational leader. They are visionary leaders who focus who create the mission, focus and goals for the organization. Their approach to leadership is centered around the individual. This is important because for a leader to effectively implement change based The Heart Of Change they would have to be aware of they motivational factors of their employees so they know how do best address the intrinsic needs to change the attitudes of employees. The Heart Of Change shows that change does not happen simply by instituting different systems, but that people are the  force that ultimately determines how well an organization adapts change. That also relates to the leadership style of the transformational leader. They focus on the people as the key elements to bring change to an organization. Group Emotional Intelligence is a topic that we discussed in class that is essential to the type of change discussed in The Heart Of Change. The second stage of change is about putting together a team that is able drive the company towards its specific goal in regards to instituting change. There needs to be a strong force pushing the change and keeping the urgency up. It is understandably to much for on person to handle so there needs to be a team of interested, motivated people to act as that driving force. The three ideas of trust, sense of group identity, and group efficacy are essential to group effectiveness. The group that is at the forefront of the change action in an organization needs to exhibit a high EI. Not only because they need to be efficient, but because they are a model for the rest of the organization. This again relates to the character traits of the transformational leadership theory. Being a role model, showing others behaviors to emulate are what transformational leaders do, and this is what the change guiding group does as described in The Heart Of Change. Empowerment is an issue that is imperative to the change process. We touched on the idea of empowerment while exploring power, and politics in the workplace. Empowerment is important in regards to The Heart Of Change, because it is also about ownership. For change to be effective it takes an entire organization to believe in the change process. Through empowerment of the staff in the change process you are creating a sense of ownership for them in the process of change. Once they feel like they are an important part of the process it creates a sense of pride in their part of the process. In the workplace a sense of pride usually leads to a commitment to excellence in working towards the goals of the organization. Again this is a trait of transformational leadership. Transformational leaders encourage their teams and staff to be innovative, creative and encourage them to take risks. Empowerment is a tool, which is used to elicit the abovementioned traits in the staff, and drives the c hange. Organizational socialization is the way values; abilities, expected behaviors, and social knowledge of a organization are shared. It is based on creating an uniformity in mission, beliefs and actions. Socialization, in regards to the organizational change does not seem that it is an important issue in regards to affecting change in an organization. However, it is an integral part in sustaining any positive gains that have come from organizational change. After any sort of change occurs it must be accompanied with a change in the formal and informal socialization procedures to ensure they reflect the new organizational structure and culture. Effective socialization is imperative to ensure the change is long lasting. Updating Standard Operating Procedures for existing staff, as well as orientation procedures should reinforce the new changes for current staff, and introduce them to the new staff. Changing a system in simple. Sustaining a new culture and behavior in the workplace is difficult. People tend to revert to what is comfortable to them. In organizations that are in the process of implementing change is systems or culture, new people to the organization are the easiest to accept and adapt to the new changes. A new active socialization procedure needs to be adopted to address the veterans in the organization. They are the group that will be more apt to fall into old habits. Communication in the workplace is key to change, and is a theme that is throughout The Heart Of Change. Communication is important throughout several different stages of the change process as described in The Heart Of Change. There is a chapter in The Heart Of Change where they concentrate on communication of the vision and goals to the organization as a whole to motivate the members to buy into the vision. However, communication is very important during the first stage of change. In this stage the message communicated is the catalyst that will inspire the rest of organization to want to change. The communication should be tailored to evoke an emotional response, to motivate staff. The message can be we need to change, but the delivery of the message is has much to do its effectiveness. Also communication is important in the socialization aspect of sustaining  change. Within an organization communication comes in different forms. Procedures and rules are in the employee handbook, emails and memos. The culture of a workplace is transmitted through symbols and actions. The latter of the aforementioned communication is difficult and requires more effort to see that it is carried out in a manner that supports the organizational change. If there is a specific message, and vision that is to resonate with people and motivate them, all the actions of the leaders in the in the organization should reflect the message. Conclusion Change is a difficult process for an individual, but for an organization the difficulty grows exponentially. For an organization to change the actions and culture of everybody within the organization must change as well. There are the logistics involved in changing organizational structure. Then there is the task of changing the behavior of the employees as well. That is where the most obstacles will be found. The Heart Of Change offers a variety of experiences to highlight their theory in regards to the steps of successful change. Rooted in their theory are concepts that were discussed in class. Most of concepts that are evident in the change process theory are progressive and reflect ideas indicative of transformational leadership theory. The Heart Of Change has brought the individual concepts together and shown how they can work together to affect successful change in an organization. Reading The Heart Of Change shows how the powerful and effective the ideas that we learned about are, and how they can benefit us as we take leadership positions in our organizations.

An introduction to the Nestle Company

An introduction to the Nestle Company Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.1: PURPOSE OF RESEARCH The study of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. This report will be helpful for students who want to conduct a research as well as the company improving or solving the problems. 1.2: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.3: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. 1.4: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.5: LEVELS OF CONFLICT 1.5.0: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.5.1: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.5.2: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.5.3: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.6: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.7: CAUSES OF CONFLICTS 1.7.0: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.7.1: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.7.2: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.7.3: Personal factors 1.7.3.0: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.7.3.1: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.7.3.2: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.7.3.3: Physical This escalation results from anger or frustration. 1.7.3.4: Verbal This escalation results from negative perceptions of the annoyers character. 1.8: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.8.0: AHYPERLINK http://en.wikipedia.org/wiki/Accommodationccommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.8.1: AHYPERLINK http://en.wikipedia.org/wiki/Avoidance_(conflict)voidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.8.2: CHYPERLINK http://en.wikipedia.org/wiki/Collaborationollaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.8.3: CHYPERLINK http://en.wikipedia.org/wiki/Compromiseompromise Finding a centre point where each party is partially satisfied. 1.8.4: CHYPERLINK http://en.wikipedia.org/wiki/Competitionompetition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.0: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. According to the researcher, possible solution; it is obvious that a perfect communication system is unlikely. But also per fection like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers says that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.0: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.1: data collection We will be collecting our data by using two sources which are as follows. 3.1.0: Primary data Our primary data is collected through conducting interviews and designed questionnaires from directors, managers and employees of Nestle. 3.1.1: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.2: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. 4.1: ANALYSING FOR CORRECTION OF DATA We had conducted unstructured interviews for analyzing of questionnaires which we had made for collecting data from employees and managers to check whether the answers given by them are right or wrong. We had found no matches; the interview opposes the answers given by them in questionnaires. We have analyzed our data through frequency tables and bar charts. 4.2: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.3: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.4: ANALYSIS OF QUESTIONNAIRES 4.4.0: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.4.0.0 Graph: 4.4.0.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.4.0.1 Graph: 4.4.0.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.4.0.2 Graph: 4.4.0.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.4.0.3 Graph: 4.4.0.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.4.0.4 Graph: 4.4.0.4 4.5.1: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.5.1.0 Graph: 4.5.1.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.5.1.1 Graph: 4.5.1.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.5.1.2 Graph: 4.5.1.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.5.1.3 Graph: 4.5.1.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.5.1.4 Graph: 4.5.1.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts in Nestle found out through the unstructured interviews and through questionnaire with the directors the managers of NESTLE Peshawar are as follows: The first thing which found, was the lack of training given to the employees, managers said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time managers said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, manager said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management (directors) interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the managers the directors on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation salary decisions then, there may be conflicts, and these must be taken by the top management (directors). The manager of NESTLE also raised the point of communications problem. They believe that every information must be communicated from their tables. If in any case any employee bypasses the manger, there may be a conflict between them. Manager also said that there is no need of any employee who bypasses the manager to access to the top management (directors). Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The managers presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the managers Some of them had a bit different views. Director held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. Director said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. One of the director also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the anger from the employees due to Ethnic affiliations to some dresses. Directors were strongly in favor of Coordinator, they said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.0: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, taking samples (convenience) analysis of the data gathered. Some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top (Directors), middle (Managers) lower management (Employees) were totally contrary with each other. For this purpose structured questionnaires (covering both open ended and close ended questions) and unstructured interviews were conducted. That made the deductions possible by comparing the verbal and non verbal responses, rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to KHYBER PUKHTUNKHWA are very low tempered. Their frequency of jobs switching is higher than others. It proves that they cannot work in teams and work with an arrogant manager. To conclude, who should be held responsible for conflicts, the manager is the key person who channels the communication whether upward or down ward. 5.1: RECOMMENDATIONS The current thinking should be for the maximum utilization of the companys resources and to push the power and decision making authority down the hierarchy of the organization. This can create more power and flexibility within the company as a whole. Good leaders should not have any problem in delegating power and responsibility. Disagreement with the supervisor should be encouraged as long as it leads to productive results. It is critical for the manager to get diverse work force to work well together and respect their differences. Diversity should be encouraged because it can help the organization in future to adapt to the changing global market. All problems can be prevented from happening and/or rectified, if the middle management (Manager) of the company justifies its position. Middle management plays an anchor role. Manager should be able to deal with all the employees who have different cultural backgrounds, personalities priorities. Hiring experienced and matured managers and providing them training could help the case. On job training of the employees. Open house discussions should be there at least one a month. While assigning the groups to the employees for tasks, it must be assured that all the groups are properly matched. REFERENCE B R Siwal, S 1995, Conflict Resolution Strategies, last viewed date 16 dec, 2010, http://www.scribd.com/doc/19166679/Conflict-Resolution Jacob.Bervich, S 1997, Conflict and Conflict Management in Organizations, last viewed date 12 dec, 2010, .http://docs.google.com/viewer?a=vHYPERLINK http://doc

Free College Essays - Change of Characters in Shakespeares Othello :: GCSE Coursework Shakespeare Othello

Change of Characters in Othello Othello's character during the play is first shown as a hero of war and a man of great pride and courage. The other main characters in the play all form their own opinions of him and as the play continues, his character begins to deteriorate and become less noble. Chronologically through the play Othello's character changes from a flawless military leader, to become a murderer. Also as the play progresses, the other characters in the play change their opinions of Othello which causes the plot to happen the way it did. Throughout the first act of the play, Othello was shown as many different characters depending on who was speaking. Iago complains of Othello's pride and "bombast circumstance" and is angered by the appointment of Cassio, and educated military theoretician of Florence to lieutenant, instead of himself. Although he knows Othello is a proud man, his open and trusting nature in the beginning of the play will be eroded by the conclusion of the plot. As Iago is spe aking to Brabantio about Othello, he uses the term "white ewe" to represent Desdemona, and "black ram" when referring to Othello. By using these terms, it shows that he is trying to give a bad impression of Othello when he is speaking to the royal family in Venice, because Othello is a Moor or a Negro. Iago shows his black hatred for the Moor, and his jealousy of Cassio in his first soliloquy and also reveals his evil intentions. As the act continues and Othello is being searched for by a group of people, Iago attempts to incite Othello into anger against Brabantio, but Othello does not take the bait. He feels that he (Brabantio) may do his worst because Othello is assured that his military services to the government will outweigh Brabantio's complaints of him marrying Desdemona. These answers to Iago's persistence show that he is still a character of calmness and dignity, and he still has the self-assurance suitable to command armies of men. When Othello is foun d by Cassio, he seems to be relieved because he does not like personal conflict, which would have occurred if Brabantio had found him instead. After he is found, Othello is taken to Brabantio where he is interrogated on how he possessed Desdemona enough in order to make her run off with him.

Critique of A Biography of the Continent Africa by John Reader Essay

A Critique Abstract   Ã‚  Ã‚  Ã‚  Ã‚  A Biography of the Continent Africa, written by John Reader is an extensive chronological and topical study of Africa. Support reveals the earliest corroboration of the existence of human antecedents was discovered in east Africa at locations scattered north and south of the equator. The discovery shows fossilized bones, stone tools, and the most significant of all, a trail of footprints in the preserved mud pan surface. The trail shows they walked across the pan more than three million years ago toward what is now called the Serengeti plains. â€Å"These human ancestors made their living from and among the animals with whom they shared the landscape. They were neither diminutive, large nor numerous- who existed nowhere else on earth for over four millions years. The modern human species, Homo sapiens, with large brain and a talent for innovation, evolved from ancestral stock towards the end of that period.† (p.1)   Ã‚  Ã‚  Ã‚  Ã‚  Africa, also know as the â€Å"dark continent† encompasses the second biggest landmass but it has only twenty-two percent of the earth’s land surface. (The United States could fit within the Sahara desert alone). About a 100,000 years ago family groups left the continent for the first time and progressively colonized the rest of the world hence â€Å" the cradle of civilization† term for Africa. The Reader states that it was estimated that â€Å"about 1 million people inhabited African when the emigrants left the continent 100,000 years ago†¦and by A.D. 200 numbers are said to have risen to 20 million- of whom more than half lived in North Africa and the Nile valley.† (p.5) Book Organization Overall composition The book contains eight parts, which have several chapters each that outline the history of Africa from the first knowledge of the continent to the â€Å"Dreams and Nightmares† (p.663) along with a large number of references, notes, appendixes, preface, and prologue. The book is a fine documented copulation of fact and information that any Reader from the novice of the general public to the serious history student would find as a great tool for their enlightenment and study. (Part 1) Starts with the known beginning history of the continent as well as the first recognized history of humankind. Africa is the Earth’s most ancient and perm... ...around the world. Representative countries The regions, of the continent have been uniformly represented by the text. There is however, missing information on a few of today’s countries in the book, this might be the result of the Copyright or the change in the status and control of these countries, as a consequence of internal struggling for power and Sovereignty. To date there are thirty- three different countries including the Canary Island within the continent. Conclusion Africa is continent with few rivals in size or in a history as ancient as the beginning of the World, it would be very difficult indeed to cover every detail and aspect. The text of the book is a marvelous and thought-stimulating piece of work. A cornucopia of information, rich in diversity, evolution, and triumphs for the environment of a continent and the legacies of her people. The renewed interest for conservation of land and animals within the interior of Africa shall leave for the world and future generations a magnificent place to live and visit. Like the Alaskan wilderness of North America it is truly â€Å"God’s country†.