Complete and Utter Idiots Guide to Sending an Email Essay

This may seem like a completely impossible task, but trust me, it’s easy. An everyday completely normal task for most people, but you are not most people, are you? Well, there’s one thing you must do. We are assuming you already own a computer and have an email, so the first thing that is vital in this†¦ find your computer. I know! You have to get up, use those long things on the end of your body made for walking, and look. No†¦ that’s the telly. We are looking for something that looks like a smaller telly with a keyboard and a mouse. No, no, no! Not a real mouse! Now get down from your sofa and look for a screen. Yes, that’s it! Gosh, if it takes you this long to find your computer this is going to be a long day. Congratulations! Now, as you are looking at the computer, sit down on the chair in front of it. Sit on the seat, not the top, bottom or legs, on the actually seat. Yes, that’s a bit more comfy isn’t it? I hope your computer is in fully working order? Supposing that it is, you need to find a big button that turns your computer on. No, that opens up the CD drive. Don’t push it back in! Press the button again so you don’t break it. Oh my, look! It’s right in front of you on that big box. Woohoo! You found it, now login using your password that you thought up so you would remember it. Yes, it is the word written on the sticky note stuck to the wall above you. Now, the long oblong in front of you, that’s your keyboard. No, an oblong is another word for a rectangle†¦ a long square? Yes, the thing with the buttons. Now, press the buttons with the letters/numbers/punctuation that are identical to the ones written on your sheet. Yes, you have to write them in the same order, otherwise itswrong. Thank the lord, you’ve logged on! You’ve just achieved something in your life! Be proud, be very, very proud. The next ‘impossible’ task you have to face is finding the internet icon and using your mouse to click on it. We have already established that this is not a real mouse, so calm down. Now, your computer screen will generally look like this: This may look big and scary but it’s simple really, if you just listen. As you probably don’t know, there are different types of internet service providers. The most common one is internet explorer which is automatically downloaded onto most computers. So we will just stick with that one. The symbol is a blue E. found it? No, that’s not it†¦ yes, the blue E. Good.

Rational Rose Manual

Visualize with Rational Software Architect Create and transform a UML 2. 0 model into code Skill Level: Introductory Eric Long ([email  protected] ibm. com) Software Engineer IBM 21 Mar 2006 Rational Software Architect virtually teems with visual tools to handle a number of development tasks. Of most interest to developers are UML modeling, design patterns, and UML-to-code transformations. After completing this tutorial, you will know how to create a UML model, apply a design pattern to that model, and, finally, transform the abstract model into actual code. Section 1. Before you startRational ® Software Architect provides developers, architects, and analysts visual tools for a wide variety of software development tasks. This tutorial introduces a few of these powerful visual tools: UML modeling, design patterns, and UML transformations. About this tutorial Learn how to create, edit, and analyze UML models using Rational Software Architect. This tutorial demonstrates the followin g Rational Software Architect capabilities: †¢ UML modeling Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 1 of 22 developerWorks ® ibm. com/developerWorks Design patterns †¢ UML transformations This tutorial is intended for software developers, architects, and analysts interested in learning about Rational Software Architect's visual modeling capabilities. If you want to learn how to transform high-level UML models into actual code without even knowing a particular programming language, this tutorial is for you. Objectives After completing this tutorial, you will know how to use Rational Software Architect to create UML projects and models, apply design patterns to those models (new or existing), and transform UML models into source code or into a different type of model.Prerequisites This tutorial assumes that you have some knowledge of Javaâ„ ¢ programming, and design patterns. Knowledge of UML m odels is helpful, but not required. System requirements To run the examples in this tutorial, install Rational Software Architect. If you don't have a copy of Rational Software Architect, download a free trial version. All of the prerequisites for Rational Software Architect are located in the Resources section of this tutorial. Section 2. Create a UML modeling project To get started, you need to do some initial set up. First, create a UML project and model. StepsCreating a UML modeling project is very easy: Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 2 of 22 ibm. com/developerWorks developerWorks ® 1. 2. 3. 4. 5. 6. 7. Open Rational Software Architect. Open the Modeling perspective by selecting Open Perspective > Modeling from the Window menu. Make sure all of your open projects are closed. Select New > Project†¦ from the File menu. Ensure the Show All Wizards box is checked. Expand the Modeling folder. Select UML Project. Figure 1. The New Project window 8. 9. Click Next.Name your project DWorksPatternProject. Figure 2. UML Modeling Project window Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 3 of 22 developerWorks ® ibm. com/developerWorks 10. Click Next. 11. Fill in the Create a UML project wizard as follows: †¢ Select UML Modeling for the File types. †¢ Select Blank Model for the Templates. †¢ Enter PatternModel for the File name. †¢ Leave the remaining defaults. The wizard should look like this: Figure 3. Create UML Model window Visualize with Rational Software Architect  © Copyright IBM Corporation 2006.All rights reserved. Trademarks Page 4 of 22 ibm. com/developerWorks developerWorks ® 12. Click Finish. 13. The Model Explorer view contains your UML Project, DWorksDesignPattern and your blank UML model, PatternModel. emx. Figure 4. Current Model Explorer view Visualize with Rati onal Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 5 of 22 developerWorks ® ibm. com/developerWorks See, wasn't that easy? Now, on to the more exciting part of the tutorial. Let's build the model using RSA's user-friendly visual tools. Section 3. Model a design patternNow it's time to select a design pattern, apply that design pattern to a model, observe all relationships of the pattern, and add attributes and operations to the model. Design patterns in RSA Rational Software Architect comes packaged with support for all of the Gang of Four design patterns. You also have the ability to import and create your own design patterns. Select a design pattern 1. 2. Select Show View > Other†¦ from the Window menu. Expand the Modeling folder and select Pattern Explorer. Figure 5. Select Pattern Explorer Visualize with Rational Software Architect  © Copyright IBM Corporation 2006.All rights reserved. Trademarks Page 6 of 22 ibm. com/devel operWorks developerWorks ® 3. 4. 5. Click OK. In the Pattern Explorer view, expand Design Patterns > Behavioral. Select the Observer pattern. Figure 6. The Observer Design Pattern Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 7 of 22 developerWorks ® ibm. com/developerWorks 6. 7. 8. To learn about the pattern, toggle between the Overview and Short Description tabs at the bottom of the Pattern Explorer view. In the Pattern Explorer view, drag-and-drop Observer onto DesignPattern's blank diagram.The editor should contain an instance of the Observer Design Pattern that looks like this: Figure 7. Observer Pattern Instance Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 8 of 22 ibm. com/developerWorks developerWorks ® Apply a design pattern 1. In DesignPattern's editor, hover over ConcreteObserver and select Enter argument name/value†¦. Fi gure 8. Enter argument 2. Name the parameter Shopper, then press Enter. The Observer instance now has a concrete observer named Shopper. Let's add a parameter using a different approach.From the Palette (right of diagram), click to expand the Class Diagram section. Figure 9. Palette 3. Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 9 of 22 developerWorks ® ibm. com/developerWorks 4. 5. 6. Select Class and click anywhere in the diagram (do not click on the Observer instance). Name the newly created class Order and press Enter. Drag-and-drop Order onto ConcreteSubject in the Observer instance. Figure 10. Drag-and-drop ConcreteSubject Visualize with Rational Software Architect  © Copyright IBM Corporation 2006.All rights reserved. Trademarks Page 10 of 22 ibm. com/developerWorks developerWorks ® 7. Your diagram should look similar to this (you might not see all of the relationships†¦ you'll fix that in the next section). Figure 11. Observer instance Observe the design pattern relationships 1. Right-click on any element in the DesignPattern diagram. Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 11 of 22 developerWorks ® ibm. com/developerWorks 2. Select Filters > Show Related Elements†¦ from the context menu.Figure 12. Show relationships 3. Select Show All Relationships from the Custom Query list. Figure 13. Show/Hide Relationships Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 12 of 22 ibm. com/developerWorks developerWorks ® Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 13 of 22 developerWorks ® ibm. com/developerWorks 4. 5. Click OK You can see all of the elements and relationships represented in this model: Figure 14. Observer pattern 6.Now you are ready to add some elements to your blank Observer design pattern model. Add methods and attributes to a model Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 14 of 22 ibm. com/developerWorks developerWorks ® 1. 2. In the PatternModel editor, right-click the Order concrete subject. Select Add UML > attribute. Figure 15. Add attribute 3. 4. 5. 6. 7. 8. 9. Type -orderNum : String (the â€Å"-† makes the attribute private). Press Enter. Repeat the same steps on Shopper, but name the attribute -custID : String.In the PatternModel editor, right-click the Shopper concrete subject. Select Add UML > operation. Type +makeOrder() (the â€Å"+† makes the operation public). PatternModel's editor should now look like this: Figure 16. Observer pattern Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 15 of 22 developerWorks ® ibm. com/developerWorks Good work ! You have completed your model (a very simple model) and can use Rational Software Architect's tools to transform this model into actual code. Section 4. Transform your model into Java codeNow that you have a completed model within your UML project, you are going to transform that model to actual code. Rational Software Architect supports the Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 16 of 22 ibm. com/developerWorks developerWorks ® following model-to-code transformations out of the box: †¢ UML -> Java †¢ UML -> EJB †¢ UML -> XSD †¢ UML -> CORBA †¢ UML -> C++ However, if you would like more options, there are built-in tools and wizards that let you create custom transformations in Rational Software Architect.You are going to transform your existing model into Java. Transform a UML model to Java code 1. In the Model Explorer view, expand DWorksPatternProject. Figure 17. Expanded pro ject 2. 3. In the Model Explorer view, select both Order and Shopper. Right-click on either of the selected objects and select Transform > Run Transformation > UML – Java. Figure 18. Run transformation Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 17 of 22 developerWorks ® ibm. com/developerWorks 4.In the Run this Transformation window, click Create new Target Container†¦. Figure 19. Transformation window Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 18 of 22 ibm. com/developerWorks developerWorks ® 5. In the New Java Project window, name the project DWorksTransformedJava. Figure 20. New Java project Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 19 of 22 developerWorks ® ibm. com/developerWorks 6. 7. Click Finish.Now that you are back in the Run this Trans formation window, click Run. RSA transforms the model into Java source code. The Model Explorer view should contain this Java project: Figure 21. Transformed Java project 8. Double-click Order. java to see the transformed code. The code should look like this: Figure 22. Transformed Order class Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 20 of 22 ibm. com/developerWorks developerWorks ® Try running a different transformation from UML-to-C++ and explore the results. Section 5. Conclusion Congratulations!In this tutorial, you covered the creation of a UML project and model, selecting and applying a design pattern to a model, adding and editing attributes and operations to a model, and transforming that model into actual code. You did all of this without even writing a line of code! It is easy to see (even with this simple tutorial) how visual UML modeling tools simplify code development. At this point, you might want to explore some of the links in the Resources section of this tutorial. Visualize with Rational Software Architect  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 21 of 22 developerWorks ® ibm. om/developerWorks Resources Learn †¢ Visit the developerWorks Rational zone to expand your Rational skills. †¢ â€Å"Exposing Design flaws in your code: Part 1†³ (developerWorks, August 2005) details the visual tools available to run internal code reviews in Rational Software Architect. †¢ † Visualize with Rational Application Developer† (developerWorks, February 2006) details the visualization capabilities of Rational Application Developer. †¢ â€Å"Discover IBM Rational visual tools for application development† (developerWorks, February 2006) covers all of the different visual tools available in the Rational Software Development Platform. Stay current with developerWorks technical events and webcasts. Get product s and technologies †¢ Download a free trial version of Rational Software Architect. †¢ Build your next development project with IBM trial software, available for download directly from developerWorks. Discuss †¢ Participate in developerWorks blogs and get involved in the developerWorks community. About the author Eric Long Eric Long is a Software Engineer in the IBM Developer Skills Program. Eric graduated from The University of Texas with a degree in Computer Science.He joined IBM in July of 2004 and currently works in Austin, Texas. As a Software Engineer, he provides technical information to developers on open source and industry trends and technologies through speaking engagements, web content, and faculty consultations at IBM Academic Initiative member universities. His work also includes technical courses, demos, articles, and tutorials available at http://www. ibm. com/university and http://www. ibm. com/developerworks. Visualize with Rational Software Architec t  © Copyright IBM Corporation 2006. All rights reserved. Trademarks Page 22 of 22

The American Revolution Essay Example | Topics and Well Written Essays - 1250 words

The American Revolution - Essay Example Freedom is one of the basic rights of every person in every nation and is among the longest standing aspirations of the west (McDonald and Hoffmann 143). It is essential to one’s growth as it allows a person to exercise his privileges. However, there was a time in the history that this basic right was suppressed by foreign nations who wanted to enlarge their territories by conquering undiscovered lands. Oppression was their method in order to get by force lands that they want. People resisted their oppression for years, until they woke up one day realizing the importance of liberty. The United States of America nowadays exercises their freedom to the fullest. These liberties are guaranteed by their Constitution through their Bill of Rights (Shain 166). These rights, now enjoyed by the people of America, are the product of years of battle for independence and self-preservation. It is noteworthy to revisit the past and know how difficult it was for the people who shed their lives and blood to get the gift of liberty. Americans nowadays are special because they exercise their freedom to the fullest extent. With the help of the American government, the rights of people are being upheld and afforded protection from any oppression. They are now harvesting the gifts of the bloody American Revolution. This paper will briefly discuss the American Revolution and how they won battle which freed its people and its nation from the oppression of the British. It will also expound on how American people are special for having the gift of independence as quoted by Wood in his book The American Revolution. American Revolution It is worth remembering the past. It is a humble experience to realize what the Americans before did to have free country today. What they planted many years ago was the seed of courage and independence which the Americans nowadays reaped. They fought well not just to reprise from foreign oppression, but to assert their longing for independence. With that, Americans inherited a free nation. For 150 years, the Americans were able to resist the British rule. The American Revolution did not abruptly start. Different events which are cumulative in nature, lead to the eruption of the said war (Burg 3). It involves the global conflicts which affected Europe, Asia and North A merica (Lancaster and Plumb 7). The war broke out on 1754, when the French and American troops clashed in Pennsylvania causing the latter loss. Consequently, France and Great Britain declared war against North America. Americans grew mad upon the imposition of taxes because they knew that such imposts were discriminately applied. This policy was questioned by the Americans for being unconscionable and iniquitous (Bonwick 3). Because of this battle, the isolated groups came together as one. The States formed allies with one another to combat the predicament they were currently facing. These charters, through their meetings, were able to come up with liberal ideas that set the standard of today’s independent United States of America (Lancaster and Plumb Introduction). After the ruthless war and blood shed by the people of the America, George Washington and some of advocates aspired for total independence. Independence on the ways they are going to run the country, and that the people will be able to exercise their natural and moral rights without foreign influence. This means that the people of America may be afforded their full rights and shall be given a safeguard against those who oppressed them. On 2nd of July 1776, the United States of America is declared independent – a free nation. Consequently, Thomas Jefferson, one of the countries prominent statesmen, drafted the declaration of

Assignment should be presented as a Journal opinion article and

Should be presented as a Journal opinion article and address an ECONOMICS issue of current interest to Wall Street Journal readers - Assignment Example This increase is a concern because of a number of reasons. Firstly, since they cannot get permanent jobs, part-timers are unable to access the stability and benefits accorded by fulltime jobs. Overall, unemployment declined sharply in the last 12 months – it fell from 7.2% in October last year to 5.8% the same time this year – but there are too many sections of the population that can only find temporary slots. More concerning is the fact that the number of part-time workers doing involuntary shifts is more than 50% higher than at the beginning of the recession (International Labor Organization 20). There was an identical increase in temporary workers in previous recessions, but it fell quickly. This time it is not dropping, making economists wonder what the outlook will be next year. In fact, during the recovery, some states have witnessed increases of people wallowing in part-time employment who want more. People working part-time are 5 times more likely to live in poverty compared to permanent workers. Currently, about 75% of part-time workers in the country either live in low income or poverty. This is according to government sources and industry experts. In addition, there is a strong positive correlation between unemployment and temporary work; part-time jobs do not often last long. Many temporary workers go through lengthy periods without work. About 30% of involuntary temporary workers are often out of work for more than 3 months or longer annually. According to the International Labor Organization (19), while they are always glad to be working, the reality is that part-time jobs, especially involuntary ones, are just â€Å"subtle unemployment.† For example, if someone works 20 hours each week but needs 40 hours to meet his needs, those unfulfilled hours (20) are spent out of work. The person is therefore half-employed or half-unemployed, depending on how optimistic someone

Market-Based Management Application Essay Example | Topics and Well Written Essays - 1250 words

Market-Based Management Application - Essay Example Moreover, the principles encourage employees to learn from their failures and always think in terms of opportunity cost. Therefore, MBM entails learning how to understand and deal with the human nature and apply the concepts in an organization to ensure that the products or services are viewed positively by the customer since they satisfy their needs. This essay focuses on the concepts of Market Base Management (MBM), overview of Koch Industries and how the company implemented the MBM, MBM relates to Values Theory, challenges involved in implementing MBM and possible Solutions. Concepts of Market-based Management In companies, individuals possess varying knowledge regarding the operations of the company. Therefore, managers are required to learn how to manage the varying knowledge to enhance the performance of the company. Previously, most organizations focused on hiring competent managers since they believed that the persons would be capable of understanding the situation in the org anization and make plans that would apply to the diverse employees. However, this approach has been unsuccessful in most companies since they failed to realize that a single individual could not possess all the skills required for apposite management. On the contrary, the skills are dispersed amongst the various employees. Understanding this led Charles Koch to develop varying concepts that he combined to come up with the Market Based Management, which is opposed, to centralization of management (Gable, Elllig, & Ellig, 1993; Koch, 2007). The philosophy entails setting clear vision and incentives in an organization and measuring the performance of the employees, which results in establishment of an entrepreneur behavior in organizations. The decision making power is distributed amongst employees and individuals do not have to consult the managers or superiors while making minor decisions. However, the company has a clear vision and the employees are encouraged to ensure that their d ecisions aim at ensuring the company’s vision is realized. Since the employees understand what they are required to accomplish, have integrity, and expect some incentives from their efforts, they become focused towards achieving their goals, which are in line with the companies vision (Kratzer, 2000). The incentives aim at ensuring that employees are compensated for their works as well as the value they create for the organization. Moreover, the philosophy emphasizes on having appropriate measures to quantity the individual performance, on time delivery, asset performance, as well as performance of the entire organization. Furthermore, the philosophy highlights the role of market principles in an organization (Gable, Elllig, & Ellig, 1993; Kratzer, 2000). Overview of Koch Industries Recently, Forbes magazine ranked Kochs industries as the largest privately held company in the world. Koch industries is an American multinational and is involved in activities such as trading, in vestments and manufacturing, refining and distribution of products such as petroleum, and manufacture of chemicals energy, polymers, fertilizers, fiber, paper and pulp. Fred Koch co-founded the company with other partners in 1940 but his sons Charles Koch and David Koch currently run it. The company is the best example of how the MBM philosophies have been applies since the

Interview analysis Essay Example | Topics and Well Written Essays - 1250 words

Interview analysis - Essay Example Interviewing Joe, a native resident of Florida, whose early childhood witnessed the effects of Cuban immigration, gave me an insight to the situation back then. It also interested me that what opinions, today after so many years do these locals have regarding the immigrants. Talking about Joe’s early life, he told me he was born in 1959 in Coral Gables. The house he was born in belonged to his mother’s parents which they had bought in 1953. Soon his parents moved out, buying a new house and were not living with Joe’s grandparents anymore. Out of the three houses he lived in, his oldest house, in a further west location, was declared unincorporated during the 1960s. Recalling the name change of the county from Dade to Miami-Dade which was accompanied with the voting of several people exercising their home rule powers, Joe called it ‘one big change in my life’. Joe agreed that the name change validated the acknowledgement of Miami as being internationally recognized and that ‘Miami-Dade County is the most popular County in Florida. He believes that during his lifetime, Miami has become more internationally accessible with loads of immigrants flocking in and people of different races seeking residence in here. I continued the conversation, delving further into the topic of immigrants which he brought into discussion. I asked him that living in Miami-Dade County since his childhood; his interactions with immigrants, specifically Cubans may have been numerous. To this, he started narrating me what had happened on the arrival of two Cuban immigrants when he was in primary school. The whole school threw them a party, welcoming them, since they were the very first Cubans to come to his class and school, Joe told as he indulged in a recollection of memories from his childhood with a smile on his face. I was curious to ask him whether they were very good friends with him or not. On my inquiry Joe let out a little laugh and told me that yes

Open the Social Science Essay Example | Topics and Well Written Essays - 500 words

Open the Social Science - Essay Example tain level of â€Å"cultism† develop around the male population, which causes them to be held in an almost deity-like way for the potential they hold as sources of propagation of the species. We might be surprised to see some very unusual circumstances develop around the males; the â€Å"Amazonian woman,† fiction come to life where a largely female society might â€Å"use† men in way that is now associated with fulfilling sexual fantasies, and for which some people even today might pay a high price to experience. Bizarre â€Å"tribal† ceremonies have historically and anthropologically surrounded the human male/female conditions, and in a society that where the population scales are permanently changed in a way that men would be less accessible to women, we might expect to see some very strange â€Å"ceremonial† tendencies manifest themselves even in a civilized culture. What we probably would not see in a society where the male/female proportions we re permanently altered, is a tendency towards same sex relationships. It is unlikely that because of a shortage of men heterosexual women would turn to lesbianism, especially since it would not propagate the species. To the extent that that did occur, it’s unlikely that we would see it in a pattern of â€Å"permanent relationships,† since a lesbian experience probably wouldn’t be any more satisfying to a heterosexual women in a society where there fewer men than it is in a society where there is a balance in the male-to-female numbers. 5.) Having gone to study a culture, with no knowledge of that culture’s language, and challenged by the rule of not asking questions, yet with the goal of determining what behavior within that culture was deemed by the culture to be â€Å"deviant,† would require employing a methodology of carefully documenting behavior through observation. It would be necessary to employ a methodology that pays strict attention to the emotional responses of the members of the society to the behaviors

Week 3 DISCUSSION QUESTIONS Assignment Example | Topics and Well Written Essays - 250 words

Week 3 DISCUSSION QUESTIONS - Assignment Example Then, the parties having an agreement need to have capacity. Also, the performance and subject matter of the contract need to be steady with public policy and have legality (pp. 131). A contract can be modified when both parties agree in changing the terms found in the original agreement. A contract could either be modified in part or in whole. This depends on the desires of the parties. Promissory estoppel applies when promises made earlier and are relied on, are needed to be enforced (pp. 143). This law applies when there is no use of a formal contract. For example, when an employee is promised to be paid a certain monthly amount for the duration of his work, an official contract may not be applicable unless the employer specifies that this is in exchange for a valued substance. A partial breach of contract is one which applies to an ancillary or minor detail of the contract (pp. 149). For example, this breach would take place if a plumber and a homeowner agreed to have the carpenter use a purple cloth on the chairs but the carpenter ends up using a red one. It is seen to be a partial contract as it does not go to the center of the contract. On the other hand, a material breach may be seen as a serious form of breaching a contract. The value of the contract is affected negatively by the breach. For example, let’s say the agreement between the homeowner and the carpenter was to use mahogany wood in making the chair as it is durable and strong. Because the carpenter wants to save some money, he does not use mahogany and instead uses a cheap wood that is not strong and durable. This is a material breach as the fault in the agreement’s performance goes to the durability of the

The Role of the Deity in the Hebrew Bible or the development of Satan Essay

The Role of the Deity in the Hebrew Bible or the development of Satan in the Hebrew Bible - Essay Example This is far from the beastly and prophetic visions of Satan that come later in the additional Christian texts, for example in Revelations, in which Satan is effectively demonized or polarized, to represent the extreme side of evil, versus the extreme side of good. Satan in the Old Testament is more simple and straightforward, and also has a more direct relationship with God. There are cues about Satan in Genesis and other Old Testament books. â€Å"In Genesis, God not only promises consequences for disobedience but that a battle will be fought-at great cost to God-to set all free from the destructive power of evil and human sin† (Weissenmuler, 2002). However, in terms of explicit mention of Satan by name, to represent an alternate side of God, the book of Job is the book of focus. In the Old Testament or Hebrew Bible, there is not really much explicit mention of Satan before the book of Job. As mentioned above, of course, in Genesis, there is the portrayal of evil, and the representation of evil through the snake which tempts Eve with the apple, but even here the snake is not explicitly identified as Satan. It is a more symbolic meaning. And, although there are occasional uses of â€Å"satan† as a verb or noun to mean terrorize or enemy, respectively in the Old Testament before the book of Job, Job is the first book in which the reader is introduced to Satan as a personage with a direct relationship to God. The reader sees that Job is a man who â€Å"feared God, and eschewed evil† (KJV,Job,1,1), who has been given a bountiful and prosperous life by his God. Satan is introduced early in the book through a series of tests by which God is to measure Job’s faith by taking away the abundance that he has given him; Satan acts as an agent of God in carrying out the disruption of Job’s plenty and the corruption of his body. In this way, the reader can see that, rightfully so in a book

Writer's choice Essay Example | Topics and Well Written Essays - 250 words - 29

Writer's choice - Essay Example It is this particular factor that enhances the delegation of duties thereby enabling the project managers to carryout work systematically. Most importantly, the order of the building components assists the project managers in ensuring that the building are of high performance in terms of health (Sommer, 2010). Safety as well as durability of the structure are key concerns that engineers meet by guaranteeing compatibility of the building components. Top on the list of the challenges that an FPM manager is likely to face due to the disregard for fundamental building systems is misallocation of building systems. FPM managers play a significant role in the project management especially at the construction stage. According to Sommer (2010), in the event that such a manager is unfamiliar with building systems, it will be difficult to identify accurately the category where each of the building components falls. This means that the facility and property manager will not meet both client and user needs. Coupled with the mentioned aspect is the challenge of either under or overestimating the cost of the basic construction components (Sommer, 2010).Ultimately, poor cost estimation interferes with the operations making the project to fall short of delivering strategic needs. The building may be incapable to solving disaster and emergency cases due to poor implementation of basic

Theories and Values System Essay Example for Free

Theories and Values System Essay The objective of the theory is to guide us to make decisions and judgments about actions in certain situations, i. e to try to determine what we and other people ought to do. We not only act as an agent, but also as witness, adviser, teacher, judge, and critic in morality. (we= agent moral). Social Morality Theory The words ethics (ethos) and moral (more which mean customs, habit, courtesy, character, etc. , are connected with regulations and standards followed by society. It is proper we use social morality theory (or traditional/conventional morality) to explain the concept of ethics in a society. Member of a society normally observe a system of moral standards with general ethical principles related to moral norms. According to M. G. Velasquez (1992), these moral standards have many functions in society. 1) The moral standards system in the society identifies situations so that each person wards off self-interest to strengthen a system of behavior that brigs benefit to self as well as to other people. With proper moral standards, members of the society will co-operate and help each other so that there is freedom and justice. When members of the society internalize all the moral standards and live by them, a system of behaviors that ensures the interests of all emerges. 2) Secondly, moral standards serve to resolve conflict in the society by giving justifications that are acceptable to the public as bases for action. This theory is a theory which attempts to relate moral standards, regulation of society, and the countries or universal law with ethical concepts. Stress the individual’s responsibility to follow orders from an authoritative body. This means that to strengthen the system of moral standards, the atmosphere of society becomes rather bureaucratic. Also pays special attention to the interest and benefits of society, not the interest of individual. However, a society that is closely controlled by regulations, particularly regulations that restrict the freedom of members of the society will result in a dogmatic and authoritative.

Earthquake Preparedness of Staff Nurses Research Proposal

Earthquake Preparedness of Staff Nurses Research Proposal A STUDY TO ASSESS THE EFFECTIVENESS OF AN INFORMATION BOOKLET ON EARTHQUAKE PREPAREDNESS IN TERMS OF KNOWLEDGE AND PRACTICE OF STAFF NURSES WORKING IN SELECTED COMMUNITY HEALTH CENTERS OF GUJARAT STATE   INVESTIGATOR Bhavisha R. Patel ABSTRACT Disaster has been Mankind’s constant though inconvenient companion since time immemorial. The fury of nature can be as disastrously beautiful as the gifts of nature received gratis. Natural disaster continues to strike unabated and without notice and is perceived to be on the increase in their magnitude complexity, frequency and economic impact. India has been traditionally vulnerable to natural disasters on account of its unique geo-climatic conditions. Floods, droughts, cyclones, earthquakes and landslides have been recurrent phenomena. About 60% of the landmass is prone to earthquakes of various intensities; over 40 million hectares is prone to floods; about 8% of the total area is prone to cyclones and 68% of the area is susceptible to drought. The main objective of the study was assessing the knowledge and practice of the Staff Nurses before and after the administration of an Information Booklet on Earthquake Preparedness in the selected Community health centre of Gujarat state. The conceptual frame work is based on System theory model. Materials Method used for the study was after a preliminary study on Earthquake Preparedness of Staff Nurses conducted at Adalaj CHC, a pre-post interventional study was performed on 8 CHCs of Gujarat State. Four districts of Gujarat state i.e. Ahmedabd, Gandhinagar, Panchamahal and Bharuch were selected randomly. Each CHCs of selected districts were randomly selected. While sample selection was done by Lottery Method. One group pre post design used for the study Data collection includes personal data, knowledge of Earthquake Preparedness of staff nurses with help of structured knowledge questionnaires, Practice of Earthquake Preparedness of staff nurses with help of structured observation check list. An Information Booklet was introduced in terms of knowledge and Practice performing by Staff Nurses on Earthquake Preparedness. Reliability of the tool was confirmed by Pearson test and validity was done from experts of different health department. Results of or Forty staff nurses were included from Eight CHCs of Gujarat state. For the knowledge it is reveals the comparison between pre-test and post-test knowledge score obtained by the Samples on Earthquake Preparedness. The mean pre test score is 15.82 and the mean post test score is 29.75. The Standard Deviation of pre test knowledge score is 2.77 and that of the post test is 1.84. The calculated‘t’ is 13.92 and the tabulated’ is 1.68 at 0.05 level of significance. For practice of the samples it is reveals the comparison between pre-test and post-test practice score obtained by the Samples on Earthquake Preparedness. The mean pre test score is 35.47 and the mean post test score is 48.025. The calculated‘t’ is 21.37 and the tabulated’ is 1.68 at 0.05 level of significance There was significant difference between pretest mean score and posttest mean score for knowledge and practice of samples regarding Earth quake Preparedness of Staff Nurses. After administration of an Information Booklet, there was improvement in samples’ Knowledge and Practice. So it was concluded that An Information Booklet on Earthquake Preparedness increased the knowledge and practice of staff nurses working in selected CHCs of Gujarat State. Introduction â€Å"Hospitals Safe from Disasters Reduce Risk, Protect Health Facilities, Save Lives,† (World Health Day). Disaster caused by nature’s fury is not uncommon in this planet, earth. In fact, scientists believe that the birth of this planet, earth was the result of an explosion that occurred in the solar system, from time immemorial this planet has witnessed numerous natural disasters. In the past, man used to view this natural disaster as the â€Å"ACTS OF GOD† Gradually; science opened the doors of knowledge and enabled man to understand the mysteries of nature. On January 26, 2001 Gujarat was rocked by a violent earthquake. Thousands of people died and there was loss of about 400 crore rupees to the nation. It was one of the severest earthquakes to have hit the country. In served to highlight the gaping holes in the nation’s disaster management ability. This devastating incident made the investigator take up the present study. Nurses in any location will be on the front line as caregivers and managers in the event of a damaging, disaster. Having read the views of various authors the investigator is able to visualize that disaster situations are very different from routine nursing care situation. Nurses need to have adequate knowledge and training to work in such a unique, chaotic, stressful situation and to identify and meet the complex, multi various health needs of victims of disaster. India has been traditionally vulnerable to natural disasters on account of its unique geo-climatic conditions. Floods, droughts, cyclones, earthquakes and landslides have been recurrent phenomena. About 60% of the landmass is prone to earthquakes of various intensities; over 40 million hectares is prone to floods; about 8% of the total area is prone to cyclones and 68% of the area is susceptible to drought. In the decade 1990-2000, an average of about 4344 people lost their lives and about 30 million people were affected by disasters every year. The loss in terms of private, community and public assets has been astronomical. At the global level, there has been considerable concern over natural disasters. Even as substantial scientific and material progress is made, the loss of lives and property due to disasters has not decreased. In fact, The human toll and economic losses have mounted. It was in this background that the United Nations General Assembly, in 1989, declared the decade 1990- 2000 as the International Decade for Natural Disaster Reduction with the objective to reduce loss of lives and property and restrict socio-economic damage through concerted international action, especially in developing countries. OBJECTIVES OF THE STUDY: 1. To assess the knowledge of the Staff Nurses before and after the administration of an Information Booklet on Earthquake Preparedness in the selected Community health centre of Gujarat state. 2. To assess the practice of the Staff Nurses before and after the administration of Information Booklet on Earthquake Preparedness in the selected Community health centre of Gujarat state. HYPOTHESES OF THE STUDY: H1: The mean post test knowledge scores of the Staff Nurses after the administration of an Information Booklet on Earthquake Preparedness will be significantly higher than their mean pre test Knowledge scores as evident from the Structured Knowledge Questionnaire at .05 levels. H2: The mean post test practice scores of the Staff Nurses after the Administration of an Information Booklet on Earthquake Preparedness will be significantly higher than their mean pre test practice scores as evident from the structured observational Checklist at .05 levels. OPERATIONAL DEFINITIONS Effectiveness: it refers to the power of the information booklet to bring about changes in knowledge and practice of staff nurses regarding earthquake preparedness. Informational Booklet: A handy written material, which will enhance the knowledge of staff nurses regarding earthquake preparedness improve practice of the staff nurse. Earth Quake: A sudden violent shaking of the ground as a result of movement within the earth’s crust. Preparedness:- is concerned with forecasting and working, education and training of population, organization for and management of disaster including preparation of operational plan, training of relief groups, ensuring adequate supplies of necessary funds. Knowledge: It is the ability of staff nurses to respond to a structured knowledge questionnaire regarding earthquake preparedness resulting as evident from knowledge score. Practice: It refers to the abilities of the staff nurse to guide and provide care to the earthquake preparedness with the use of informational booklet. At Evidence by Structured Observational Check List. Staff nurse: staff nurse (male and female) who are working in community health center. Community health center: In this study CHC refers to community health center covering a population of 80,000 to 1.20 lake with 30 beds and specialist in surgery, medicine, obstetrics and gynecology, and pediatrics with X-ray and laboratory facilities. DELIMITATIONS OF THE STUDY:- The study is delimited to Staff nurse of selected CHC of Gujarat state accessible during the data collection will be selected for the sample. The study is delimited to Staff nurse who are willing to participate in the study. The study is delimited to the CHC of selected district of Gujarat State only. The study is delimited to the 40 staff nurses only. RESEARCH DESIGN Research design selected for the present study was one group pre test post test design. The investigator had developed structured Knowledge Questionnaire and Structured Observational Checklist for evaluation of pre test and post test. RESEARCH SETTING:- The present study was conducted in the selected Community Health Center of Gujarat State. Investigator was divided Gujarat state in five regions (north, east, and west, south and central) and from that investigator will select any four districts by lottery method). From each district by lottery method investigator will select two Community Health Center. ANALYSIS AND INTERPRETATION Materials Method used for the study was after a preliminary study on Earthquake Preparedness of Staff Nurses conducted at Adalaj CHC, a pre-post interventional study was performed on 8 CHCs of Gujarat State.. Four districts of Gujarat state i.e. Ahmedabd, Gandhinagar, Panchamahal and Bharuch were selected randomly. Each CHCs of selected districts were randomly selected. While sample selection was done by Lottery Method. One group pre post design used for the study Data collection includes personal data, knowledge of Earthquake Preparedness of staff nurses with help of structured knowledge questionnaires, Practice of Earthquake Preparedness of staff nurses with help of structured observation check list. An Information Booklet was introduced in terms of knowledge and Practice performing by Staff Nurses on Earthquake Preparedness. The main area of knowledge and Practice include – Introduction of Earthquake, Types and Phases of Disaster, Earthquake Preparedness and Care of Victim. Reliability of the tool was confirmed by Pearson test and validity was done from experts of different health department. Results for Forty staff nurses were included from Eight CHCs of Gujarat state. For the knowledge it is reveals the comparison between pre-test and post-test knowledge score obtained by the Samples on Earthquake Preparedness. The mean pre test score is 15.82 and the mean post test score is 29.75. The table also shows that the Standard Deviation of pre test knowledge score is 2.77 and that of the post test is 1.84. The calculated‘t’ is 13.92 and the tabulated’ is 1.68 at 0.05 level of significance. For practice of the samples it is reveals the comparison between pre-test and post-test practice score obtained by the Samples on Earthquake Preparedness. The mean pre test score is 35.47 and the mean post test score is 48.025. The table also shows that the Standard Deviation of pre test practice score is 3.17 and that of the post test is 2.03. The ca lculated‘t’ is 21.37 and the tabulated’ is 1.68 at 0.05 level of significance There was significant difference between pretest mean score and posttest mean score for knowledge and practice of samples regarding Earthquake Preparedness of Staff Nurses. After administration of an Information Booklet, there was improvement in samples’ Knowledge and Practice. So it was concluded that An Information Booklet on Earthquake Preparedness increased the knowledge and practice of staff nurses  working in selected CHCs of Gujarat State. CONCLUSIONS The following conclusions can be drawn from the study findings. For personal data investigator concluded the results and it is revealed that 18(45%) of the samples are in the age group of 31-40 years, 37(92.5%) are female, 40(100%) has not attend training regarding Disaster Management, 35(87.5%) have the professional qualification of GNM and 17(42.5%) have 6-10 years clinical experience and 39(97.5%) have not any experience related Earthquake Management. From knowledge questionnaire it is revealed that the mean difference in the area related to the Introduction of Earthquake is 3.30, in area related to Earthquake Types and Phases is 1.82, in area related to Earthquake Preparedness 5.42 and while area related to Care of Victim is 3.37. Samples have gained more knowledge in the area related to Earthquake Preparedness and Care of Victim. Obtained mean difference in all area of knowledge the calculated‘t’ is greater than tabulated‘t’ (1.68) and so the investigat or concluded that there is significant increase in the mean post test knowledge score as compared to the mean pre test knowledge score after the administration of an Information Booklet on Earthquake Preparedness which is statistically proved and so the null hypothesis Ho1 is rejected and research hypothesis H1 is accepted.. Mean post test knowledge score is higher than mean pre test knowledge score with the mean difference of 13.92 which is statistically proved that the Information Booklet on Earthquake Preparedness is effective in terms of knowledge among the samples. The calculated‘t’ (13.92) is significantly greater than the tabulated ‘t’(1.68) so there is significant increase in the knowledge of samples after the administration of the Information Booklet on Earthquake Preparedness. For The Observational Checklist It is is revealed that the mean difference in the area related to the Arrangement of infrastructure and equipments is 6.25, in area related to Preparation of Emergency kit articles is 2.025, in area related to Communication Facility 3.75 and while area related to Round the clock inspection of medicine and repair of equipment is 0.53. Samples have gained more practice in the area related to Arrangement of infrastructure and equipments and Communication Facility .Obtained mean difference in all area of practice the calculated ‘t’ is greater than tabulated ‘t’(1.68) and so the investigator concluded that there is significant increase in the mean post test practice score as compared to the mean pre test practice score after the administration of an Information Booklet on Earthquake Preparedness which is statistically proved and so the null hypothesis Ho2 is rejected and research hypothesis H2 is accepted. Mean post test practice s core is higher than mean pre test practice score with the mean difference of 12.55 which is statistically proved that the Information Booklet on Earthquake Preparedness is effective in terms of practice among the samples. The calculated‘t’ (21.37) is significantly greater than the tabulated ‘t’(1.68) so there is significant increase in the practice of samples after the administration of the Information Booklet on Earthquake Preparedness. From all the above mentioned findings, it can be concluded that the administration of an Information Booklet was definite increase in both Knowledge and Practice of Staff Nurses. This clearly indicates that an Information Booklet on Earthquake Preparedness was effective in improving the Knowledge and Practice of the Samples. BIBLIOGRAPHY:- NEWSPAPERS â€Å"Coping with Calamities†. The Times of India, 31st January,2001. â€Å"Courses on Disaster Management Need Upgrading.† The Times of India, 18th January, 2002. â€Å"Networking Relief and Rehabilitation†. The Times of India, 30th January, 2001. â€Å"Press for Quack-Resistance Building Norms† The Times of India, 31st January, 2001. JOURNALES Anne G.H. Coping with Disaster. â€Å"American Journal of Nursing†. 1980 Dec; 80(4): 683. Berglin SL. Emergency Nurses in Community Disaster Planning. â€Å"Journal of Emergency Nursing†. 1990, 16(4): 290- 292. Bhatia, S.C., et. Al. â€Å"A Probabilistic Hazard map of India andAdjoining Regions†. Ann. Geofis, 1999, 42(6), 1153-1155. Bland, John. Superfluous to Requirement. â€Å"World Health†. 1991, 22(1), 17-20. Bittner, Patricia, Disaster Preparedness. â€Å"World Health†. 1991,22(1), 13. INTERNET www.who.int/disaster/repo/5522pdf prehospital disaster search www.redcross.int Disaster and triage http//206.39.77.2/DMCR/triage/rules.htm www.database .disaster BOOKS Best John w. â€Å"Research in Education†. New Delhi; prentice Hall of India Private Limited, 1992. B.T.Baswanthappa.â€Å"Nursing Theories†. 2ndEdition, Jaypee Brothers, New Delhi, 2005. B.T.Baswanthappa.â€Å"Nursing Research†. 2nd Edition, Jaypee Brothers, New Delhi, 2005. C.V.R Murty. â€Å"Preparing for Earthquakes: Where India Stands†. Vol 3, No.3, May 2000. Garrett, H. and K. Woodworth, R.S. â€Å"Statistics in Psychology and Evaluation†. Bombay: Vakils Feffers and Simons Ltd., 1981. Polite, D.F.. and Hungler, B.P. â€Å"Nursing Research; Principles and Methods†. Philadelphia: J.E. Lippincott Company, 1999. W.H.O, â€Å"Coping with Natural Disaster the Role of Local Health Personnel and the Community†, Geneva: WHO, 1989.

Peter Principle in Human Resources Management

Peter Principle in Human Resources Management Peter Principle can be defined in these words such as; Peter Principle is a well-known principle in Human Resources Management according to that in a hierarchy people tend to rise to their level of incompetence (citation). Accordingly when employee is promoted to higher rank, he or she inclines to become less competent because competence of an employee in one rank does not ensure his or her competence in another higher one. This principle was presented by the professor Dr. Laurence J. Peter and also named after him, who formulated this observation in his book The Peter Principle. Overview In a Hierarchy, Every Employee Tends to Rise to His Level of Incompetence (citation) is the main core of the Peter Principle that was popularized by Dr. Laurence J. Peter and Raymond Hull in their book, which is actually seems an amusing piece of writing. In their book they also introduced one more concept of salutary science of Hierarchiology, unintentionally established by Peter. This concept illustrates that in a hierarchy, members are promoted so long as they work competently. Sooner or later they are promoted to a position at which they are no longer competent (their level of incompetence), and there they remain, being unable to earn further promotions (citation). The concept of Hierarchiology is theoretically authentic. According to this concept Peter explains that every rank in a Hierarchy is inclined to be occupied by an incompetent employee who is not capable to effectively perform his duties, he also said, the work is done by those people who have not yet touched the height of their incompetence. What does incompetence mean is a question to be identified? To describe incompetence it is considered that an incompetent is an individual who is delineated by his oversight. This description requires explanation, though every person can commit occasional mistakes or wrong decision or fail in assessment but this is not incompetence. It turns into incompetence when failure becomes the habit and the person is attributed by this habit whether it would be the sub-standard performance in dozens of projects, or ones individual catastrophe that demolish ones popularity. Each instance, when others start attributing one with these characteristics, he would be regarded an incompetent person. Moreover, if people start defining someone by his mistakes, then he would be definitely an incompetent one. According to the one research conducted by a professor and psychologist Justin Kruger, Nobody is incompetent in everything. This defines that no one can rise to the standard of competence without being adapt at any number of basic skills as the most of people are not incompetent at a huge number of things. Contrary to this as no one is incompetent at everything likely no one is apt at everything and consequently according to the Peter Principle majority of the people will finish up in ranks for which we are not congenitally proficient. . As HR consultant Bill Catlette comments, All of us, at some things, at some point in our lives, are incompetent maybe at work, maybe at home (citation). It does not matter if this characterization is based upon peoples observation to define him actually an incompetent person, thus incompetence is defined as the inability of ones to do the job. This is not necessary that the exposed incompetence of an employee would be a result of the high ranking job promotion that would be more demanding. Despite that job is not the same as the previous one; the higher rank would demand the higher work skills which may not be possessed by the employee. For instance, an employee of the factory is competent and excellent in his job and it can cause promotion to the rank of manager, but at this point the skills and excellence that caused his promotion would not be applied to this new rank. A question arises here that are the incompetent employees aware of their incompetence? Certainly this incompetence is not only due to the modern workplace. However, the principle provides that in the hierarchy, promotions change proficient employees into incompetent superiors. Furthermore, incompetence begets incompetence (citation), Superiors who have poor judgment skill hand give assignments in the wrong hands, entrust sensitive objectives to them who can not effectively achieve those targets. Regardless of the growing popularity of the personality evaluation at workplace as mentioned above organizations keep hiring the incapable people in jobs. Consider all the cases about interacting with bosses who were not humane, at any stage, promoted to some higher rank as some individuals are not good material for being good managers, no concern how much they are qualified and conducting daylong seminars. The Peter Principle is a humoristic treatise which describes the drawbacks of the hierarchic administration. According to the actual statement of the principle in an administration hierarchically systemized, people tend to be promoted up to their level of incompetence. The Peter Principle provides with the observation that in an organization new employees are usually hired in the lower jobs but gradually when they prove themselves to be competent in the job in which they are primarily hired, they get elevated to a higher job. This system of ascending to the height of hierarchy can persistently continue till the time employee gets the rank where the employee is no longer competent (citation). At one point this process naturally ends, since the established principles of the organization make it difficult to reduce someone in rank, even though that person be adapt and much comfortable in previous lower rank. Consequently, it is apparent that most of the elevated ranks of the hierarchical structure are appointed by incompetent employees, on the basis of their previous work because they were quite better in doing different jobs than the one they are appointed. The generalization of the Peter Principle in not much distrustful in its insinuation, since evolution does not have the hierarchical inertia that promotes and sustains people in an inappropriate rank. But there will certainly remain the systems, which would be confronted by evolutionary problems, will rapidly fix the easy one, but incline to get stuck in serious problems. The more adaptive, fit, competent system is that, the more rapidly it will fix all the easy issues instead finally get stuck in all the complex issues. However, getting stuck in complex issues does not mean being unfit, it only describes that it has just touched the heights of its competence, and had great problem in advancing further. This also explains man, being most adaptive and complicated creatures, is still struggling for survival in its niches as much vigorously as is the most primitive organism, like bacteria. If any creature would have the ability to resolve its evolutionary problems in a whole then the Re d Queen Principle would ensure that new and comparatively harder problems would arise, therefore a creature would keep on struggle to balance on the edges of its sphere of incompetence. In a nutshell, it can be concluded, the generalization of Peter Principle presents that in evolution systems tend to reach the point of their adaptive competence. This concept is quite disturbing as according to the Peter Principle since every one tends to rise to his level of incompetence. This concept is usually overlooked by most senior managers since to confess it is to confess that they may also be at their own level of incompetence. Consequently the end result is that static organizations are most probable to have incompetent employees at many different levels in the organizational structure. Whereas in growing organization, new positions and employees are added fast enough that the consequences of the Peter Principle, which are expected unavoidable, are behind as long as the organization is continuously growing. Probably it requires some explanation regarding this concept such as if an organization imply this concept then how does an organization survive? What is observable is the work in this organization is being done by people who have not reached the level of their incompetence. Doctor Peter provides its explanation in the words that in time, every post tends to be occupied by an employee who is incompetent to carry out its duties (citation). In organizations when someone is perceived as incompetent one, he is promoted up, or to make vacancy for a competent employee. The new person replacing the incompetent one would not be at his level of incompetence and would be able to serve better as he is expected to do. The implication of this Principle, in my opinion, is not right. It is considerable that mentorship would discontinue the Peter Principle such as more training in new enhanced positions could bring positive results. According to the Peter Principle, appointing a new employee who can perform well would increase total productivity of the organization. This can be true but what should be done with the all people who reached the level of their incompetence? I find it morally and financially more appropriate to utilize the existing resources. Through providing enhanced relevant training and mentors utilization of the existing resources can be achieved well. In Peter Principle, Dr. Peter points out that people do not intend to be incompetent, but they are provided higher ranks that put them into their level of incompetence (citation). It is unexpected that a person knows that incompetence would happen ahead of time. Nevertheless, an offer is made to that employee because the management knows that this employee can execute this job better but such managers too are at their level of incompetence therefore they are making such poor decisions.

The Major Themes of Joseph Conrads Heart of Darkness Essay -- Heart D

The two major themes of Heart of Darkness are the conflict between â€Å"reality† and â€Å"darkness,† and the idea of restraint and whether or not it is necessary. Conrad’s passage describing the restraint of the hungry cannibals exemplifies both themes:   It describes how reality shapes human behavior, and contrasts the characters of Kurtz and Marlow.   â€Å"Reality,† as it is used here, is defined as â€Å"that which is civilized.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Conrad emphasizes the idea of what is real versus what is â€Å"dark,† what is civilized versus what is primitive, what colonizes versus what is colonized, repeatedly throughout Heart of Darkness.   As stated above, â€Å"real,† in this case, contains all the implications of a civilized society:   clothing which covers a person’s sexual organs, restraint from gluttony, a constant reliance on clocks as dictators of action, etc.   The cannibals in the aforementioned passage face a horrendous conflict between what is real and what is â€Å"dark,† or, in their case, what is natural and what must be restrained.   Marlow cannot fathom how these â€Å"big powerful men, with not much capacity to weigh the consequences† could restrain their desires to consume him and the pilgrims:   â€Å"Restraint!   What possible restraint?   Was it superstition, disgust, patience, fear – or some kind of primitive honor?   N o fear can stand up to hunger, no patience can wear it out.†Ã‚   The â€Å"darkness† these men restrain is the part of every person that wants fulfillment, the Id in psychoanalytic terms, the part almost every orthodox religion looks down upon.   Along with every civilized society, one which requires some form of government, the citizens are expected to restrain, to a certain extent, their most basic desires.   This theme can be taken a step farther, and c... ...ssage describing the cannibals exemplifies both.   The cannibals are practicing a sort of enigmatic restraint that keeps them from fulfilling a basic human need; on a second level, they are facing the issue of what is reality (what is civilized) versus what is natural.   Although there is no concrete evidence that these peoples are cannibalistic, the natural solution to their hunger is to eat, and they do not.   Marlow, the character symbolic of the reality of civilization, practices this restraint, a sort of religious emulation of what he has seen of civilized peoples up to this point.   Kurtz, on the other hand, has abandoned his restraint, has stepped into the â€Å"darkness† so to speak.   â€Å"The horror! The horror!† he utters on his deathbed, perhaps expressing contempt at his own actions, perhaps at all existence.   Perhaps at the reality and restraints of civilization.  

William McKinley Essay -- essays research papers

William McKinley 25th President of the United States. William McKinley was born on January 29, 1843 in Niles, Ohio, a town of about 300 people. He was the 7th child born to William and Nancy Alison McKinley His family moved to Poland, Ohio when he was nine years old so that the children could go to a private school called the Poland Academy. In school William liked to read, debate, and he was the president of the school’s first debate club. When he was 16 he went to Allegheny College in Meadville, Pennsylvania, for a while before he got sick and had to return home .he did not go back to Meadville, because the family had no money. Instead, he worked as a postal clerk for awhile. When the Civil War started on April 12, 1861, he taught at Kerr School near Poland, Ohio. He and a cousin, Will Osbourne enlisted as privates in the 23rd regiment, Ohio Volunteer Infantry, which was under the command of Rutherford B. Hayes, the future U.S. president, Because of this acts of bravery, he was promoted to the rank of second lieutenant. By the time the war was over he had attained the rank of brevet major. William went back to Poland, Ohio where he studied law with Judge Charles Glidden. In 1866 he went to law school in Albany, New York, but he did not graduate. In 1867 he was admitted to the bar in Warren, Ohio. He moved to Canton, Ohio where two of his sisters were schoolteachers and he got a job working for Judge George Belden. Belden was so busy with cases that he offered one to McKinley. McKinley won the case and so impressed the judge that he was paid $25.00 for the case and was given a job. Later, McKinley opened his own law office and got into the politics of the Republican Party. He was elected Prosecuting Attorney of Stark County in 1869. While also doing business at a local bank where he met Ida Saxton, she was the daughter of his boss, and was also the Belle of Canton. They got married in January, 1871 and their first daughter, Katherine, was born on Christmas day. Their second child, Ida, was born in 1873 and died at the age of 4 Â ½ months. That same year, Mrs. McKinley’s mother also died. Two years later, their first daughter, Katie, died of typhoid fever. Mrs. McKinley got sick with depression, phlebitis, and epilepsy, which left her needing constant care. Mr. McKinley was always concerned about her and he was known for his devotion to her. McK... ...he president was waiting for medical aid, he said to his secretary, my wife, be careful, Corte you, how you tell her-oh, be careful. He also told the aide not to let the crowd hurt the assassin. McKinley was rushed to a nearby hospital for emergency surgery. . The president was operated on but they could not find the bullet, so they closed him up and sent him to the home in hope that the president would recover. He started to improve for a couple of days but then he took a turn for the worse and died on September 14th from infection. Doctors had decided not to use Edison’s X-ray machine to find the bullet because they were not sure of what effects it might have had on the president. The president’s body first went to the Buffalo City Hall to be seen by the public for a couple of days, then to Washington D.C. for two days and finally to Canton, Ohio on September 18th where he was buried at Westlawn Cemetery. He was the third president to be assassinated: the others w ere Lincoln and Garfield. The assassin was tried, found guilty, and was electrocuted in Buffalo shortly after the shooting. McKinley’s wife, Ida, returned to Canton where a sister cared for her until her death in 1907.

To Say This Is Enough :: essays research papers

Novels present different views about life. They often consist of stories about events that may be totally imaginary, or fictionally realistic. Writers usually write novels to present their ideas and comments about human behavior. Three literary works that poignantly shows their authors' perceptions about life and human behavior are 'The Lame Shall Enter First';, Joy Luck Club, and To Kill A Mocking Bird. Flannery O Conner shows what really matters in life in 'The Lame Shall Enter First';. The importance of faith and courage in a patriarchal society is imprinted in Joy Luck Club. Lastly, in To Kill A Mockingbird, Harper Lee presents an agathistic assumption about human behavior. Literature is said to be the mirror of human behavior, as a form of art, it can also be used to show the quirks and flaws of society---such is the case in these pieces.   Ã‚  Ã‚  Ã‚  Ã‚  The assumption made by the character in 'The Lame Shall Enter First'; is that it is enough for a person to appear morally right, as if faith in God is not necessary. The belief that there is no God is presented by the protagonist, Sheppard. For Sheppard, intelligence and morality are the most important values in life. It is not important for him to believe in God. He does not believe in the after life, nor does he believe that he has to follow the Bible. For him, the Bible is another book written by a fanatical society that preceded his. Sheppard introduces that premise that God should be replaced by science by trying to impress its wonders to Rufus John. He reasons that since there is neither physical nor scientific evidence that god exists. Rufus should stop believing in God and the bible. Because of Sheppard's lack of faith, he gauges his value according to how many people he has helped.   Ã‚  Ã‚  Ã‚  Ã‚  Flannery O'Conner defies everything that Sheppard stands for by taking everything that Sheppard value at the end of the story. Rufus  Ã‚  Ã‚  Ã‚  Ã‚  John, the focal point of Sheppard's obsession on helping others, shows Sheppard the error of his ways by going back to prison. By refusing to be taken by Sheppard's persuasion of looking at the world in a scientific viewpoint, Rufus shows that faith is more important than being free---if being free means not believing in God. From the story, Flannery O'Conner takes the side of Rufus. 'The lame shall enter first…'; is the cry that Rufus yelled at Sheppard.

Nvq 5 Equality and Diversity Essay

Champion Equality, Diversity and Inclusion Unit 503 1.) Understand Diversity, Equality and Inclusions in own area of Responsibility 1.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility. see more:models of practice that underpin equality diversity and inclusion The social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitudes and their surrounding environment. Society often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. Medical model of disability which views adults has having an impairment or lacking in some way Person centred – views the person as individual and unique and places the person at the centre of there care whether this be physical, psychological, social, spiritual. Qualities, abilities, interests, preferences and needs. Offering the personal whole involvement in there care and input to completing there support plan and how they like to receive this, where they want to live and who with. As a manager I am responsible for ensuring that the ethos within the home promotes equality and diversity through training, policy and procedures, support plans and health files. In line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998 And enable staff to have the confidence to challenge discrimination. Ensure that all care and support is personalised – individual having control of own personal budgets. There is partnership. Support is delivered in partnership with individuals from communities. Voluntary and private sectors the NHS and housing. Protection. Safeguarding against the risk of abuse or neglect 1.2) Analyse the potential effects of barriers to equality and inclusions in own area of responsibility Lack of finance Independence Language Attitude Isolation/Segregation Lack of Access Fear/Ignorance BARRIERS Social Myths Offensive Images of Disabled People. Lack of education Adapted housing Lack of employment Over protective families Labelling Prejudice Lack of anti Discrimination Legislation 1.3) Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility As a manager the impact of legislation on any service can only mean good things in promoting good quality care ensuring that all staff, families, friends and professionals are working together and putting the service user at the heart of service provision, eg providing active support, promoting individuals’ rights, choices and wellbeing, anti-discriminatory practice, empowering service users; dealing with tensions and contradictions; staff development and training; practical implications of confidentiality, eg recording, reporting, storing and sharing of information. Active promotion  of anti-discriminatory practice: ethical principles; putting the service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferences * supporting individuals to express their needs and preferences, empowering individuals, promoting individuals’ rights, choices and wellbeing; balancing individual rights with the Rights of others ; * dealing with conflicts; identifying and challenging discrimination Personal beliefs and value systems: influences on, eg culture, beliefs, past events, socialisation, * environmental influences, health and wellbeing; developing greater self-awareness and tolerance of differences; committing to the care value base; careful use of language; working within legal, ethical and policy guidelines 2) Be Able to Champion Diversity, Equality and inclusion 2.1) Promote equality, Diversity and inclusion in policy and practise. PCP- Support plans- This is to ensure all care is given as the service user would like to be supported and how they would like to be supported, when they would like to be supported, where they would like to receive support, by whom they would like to support them and there chosen way of support Regular Supervisions every 6-8 weeks- this is to monitor each staff member individually and monitor there practises and ensure that policy and procedures are being followed at all times and challenge this when staff are not following job description and guidelines and policies. Yearly Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Staff Training and yearly updates- Staff training is very important in providing staff with the tools to complete there roles in line with the care standards and the safety of all staff and service users. And ensure that the staff demonstrate this in there role and performance which is monitored  through supervision and appraisals Regular updating of policy and procedures- it is important that all policies are monitored and regularly review of the contents to reflect the care standards, Health and safety, the Law and updates are made to reflect any changes in the standards and Law All staff to read and sign all policy and procedures yearly – Its important that staff read and sign the policy and procedures as this outlines there responsibility in health and social care to follow the standards set out and that there actions are lawful and in line with the health and social care act. They must be made aware of any changes and updates and they must demonstrate that they can follow the policies in there role they must read and sign every year to keep updated Weekly service users meetings- staff are encouraged to support all service users to plan and be involved in weekly service users meeting the meeting must be set out with clear goals all service uses must be given the opt unity to have input in the meeting and express themselves in a form of communication that they are familiar with and all meetings must be documented and must reflect on any completed actions from the last meeting .the meeting must contain sections on organisational changes, Home changes, changes to the staff team, health and safety, menu planning , activities planning, Personal section for service users to raise anything they would like to raise that is specific to them, any other business, and a good news section, service users forum Quarterly staff meetings –staff are informed of any o rganisational information, Health and safety, changes to policy and procedures or cqc information, service users information, staff forum feedback, any other business. Good news section Regular managers meetings-to keep the manager updated on organisational information,CQC information, look at paper work or new paper work to be implemented , staffing, HR, Training, Finance, Purchasing and supplying each meeting will include all manger from each home and area managers, operations manager, managing director, maintenance manager, finance manager, training manager, and HR manager, Regular senior meetings – this is to maintain consistency between each shift and ensure information is being passed between shifts and that both shifts are receiving the same information this can be organisational, changes to care, input or changes from professionals changes in support plans. Structures changes ensuring that all QA is being maintained ensuring that the cleanliness of the home is maintained and is kept safe. 2.2) Challenge discrimination and exclusion in policy and practise. Support plans- ensuring that all support pan reflect a person desires and wishes and are regularly monitored and challenge staff when record are not kept appropriately or followed correctly in line with the service users wishes and that there are no bad practises reflected in the care being given ensure that all support plan are written to reflect the persons dignity and that there wishes are respected at all times. Training- All staff complete training around discrimination and the effect this has on them as a staff member and how this is to be reflected in the care they will be providing to service users and give them the information to be able to challenge when practises are not followed or they suspect discrimination or abuse may be taking place. Staff must then demonstrate there knowledge in there working practise which is monitored in the home and the training is updated yearly and this will also work alongside our organisational policy and procedures. Supervisions-all staff receives supervisions every 6-8 weeks or weekly and monthly if the need arises this is to monitor performance and challenge any bad practise and helping to work on resolving any concerns in performance this allows the manager to support the staff to set up a training programme and look at expanding on there knowledge also look at working towards progression in there role. Concerns and complaints policy- all staff are trained on concerns and complaints and will read and sign the complaints policy we also follow our policy by providing a complaints and concerns file and guidelines to follow when making a complaint or raising a concern or supporting some with a compliment or a complaint if they so wish to make one this is without prejudice and is maintained with full co-operation and will be fully investigated and the person will be fully notified of any outcomes. Team meetings-reminding staff in staff meetings about policy and practises and informing the team of any changes to practises reminding staff about the complements and complaints file reinforcing the importance of the policy and the whistle blowing policy and what as a manager I espect from each team member in there role to providing support from discrimination or conflict. Reminding the team about our no tolerance to discrimination and  that all service users, staff, visitor must be supported in a professional manner in line with the policy and procedure and that this is monitored by managers and shift leaders and any concerns or complaint in this area will be taken very seriously and will be dealt with following the policy which could lead to disciplinary action being taken against staff member if it is found that they are found to be involved. Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a pe rsons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. 2.3) providing others with information about * The effects of Discrimination * The impact of inclusion * The Value of Diversity Staff meetings Valuing People white paper Department of health Shift meetingsCare standards frame work Human rights act Job DescriptionEquality Act Policy and procedures Service users weekly house meetings CQCstaff forum Meetings Internet Managers meetings GSCCservice users forum Training local authority 2.4) promote others to challenge discrimination and exclusion Ensuring through recruitment that no applicant or employee receives less favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexuality or responsibility of dependence this is reflected through the organisation through vigorous recruitment and selection procedures training in policy’s, supervision and appraisal processes Ensuring good levels of abilities and strengths and dynamiques in staff teams while Promoting diversity amongst the team. Good clear staff job descriptions and working guidelines Regular staff meeting and senior meeting to challenge areas of concerns and offer support and encouragement to other senior staff. Quality assurance. The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assurance manager who completes 6 monthly audits on all the homes with in the organisation to ensure that all areas of the standards are being met and are regularly reviewed and clear evidence and record are shown. as a quality assurance manager they are responsible to ensure that the company is regularly updating on the latest information from the government and local authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain high levels of health and safety and good practises and high levels of care are received in line with the care standards. Legislation and key points| Policy and Procedures| Example of how policy and procedures are implemented in practise| Example of How Compliance is monitored in the work place| CARE STANDARDS CARE ACT 1990| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment | * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings * staff meetings * service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation meetings *  Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks | HEATH AND SOCIAL CARE ACT 2008| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment| * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings staff meetings service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation 18 meetings * Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks medication signing in and out of control medication * Monthly monit oring of risk | INDERPENDENCE WELL BEING AND CHOICE 2005| * Care standards act * Valuing people * Advocacy * Health and safety * Finances * Abuse * Human rights| * Advocacy * Pcp care plan * Individualised finance plans * Activity time table * Service users meetings * Transition reports * Risk assessments * Involved in recruitment and selection * Personalised bedrooms * Choice of GP * Yearly medical reviews| * Yearly care reviews * Weekly finance audits * Monthly risk assessment and care plan reviews * service users questionnaires * Yearly medical reviews * Service users meetings * Health and safety audits * Monthly quality assurance audits * Monthly service user reports * Staff training | CODES OF CONDUCT| * Codes  of conduct * Human rights * Record keeping * No secrets policy * health and safety * coshh * Drug and alcohol policy * discrimination * Confidentiality * Bullying and harassments * Recruitment and selection * Disciplinary * equal opportunity * Abuse * finances| * Codes of conduct * Policy and procedures * Staff training * Supe rvisions * Induction * CRB * Staff references * Compliments and complaints * Statements of purpose * Risk assessments * Care plans * Team meetings * Red crier| * Monthly supervisions of all staff * Staff 12 week induction * Recruitment and selection * CRB * Yearly policy revise * Monthly staff file monitoring * Health and safety audit * Monthly quality assurance audits * Monthly training * Red crier training| DEPRIVATION OF LIBERTY SAFEGUARDS| * Deprivation of liberty * Human rights * Abuse of a vulnerable adult * Health and safety * Whistle blowing policy * Confidentiality policy * Discrimination | * Service users meetings * Choices of gender support * Pcp care plan * Mca assessments * Abuse risk assessments * Activity timetable foe each service user * Service users questionnaires * Advocacy * Policy and procedure * Staff training in deprivation of liberty and abuse of vulnerable adults * Incident accident reports * | * Monthly audits on accident incident reports * Monthly training and yearly updates for staff * Monthly reviews of all care plans and risk assessment * Policy and procedure revisited yearly * Monthly service users reports * Monthly health and safety audits * Advocacy * Yearly service user care reviews * Yearly health checks | SUPPORTING PEOPLE | * Advocacy * Pcp * Human rights * Deprivation of liberty * Compliments and complaints| * Pcp care plan * Weekly service user meetings * Advocate * Compliment and complaints file * | * Staff training in deprivation of liberty, human rights, pcp, complaints, safeguarding, * Monthly audits on abuse policy and service user risk assessments * Monthly care plan audits * Monthly meeting with advocates * Yearly service users reviews| VALUING PEOPLE | * Discrimination * Equality and diversity * Equal opportunities * Abuse of a vulnerable adult * Bullying and harassment * Human rights * Advocacy * Deprivation of liberty| * Pcp care plan * Advocacy * Risk assessments and care plans around family and friends * Communication care plan * Pcp finance  file * Key working meetings * Key working file and goals| * Advocacy meetings * Monthly reviews of care plan and risk assessments * Staff training * Health and safety audits * Family contact * Service users meetings * Service users and family and friends questionnaires * Monthly key working meetings | 3.) Understand how to develop systems and processes that promote diversity, equality and inclusion 3.1) Analyse how systems and processes can promote quality and inclusion or reinforce discrimination and exclusion * Using relevant legislation; ant discriminatory practice to combat Racism, -Help to provide and implement policy and procedure by following legislation provided by government and cqc * Ageism-as an organisation we can monitor this by providing a policy and awaness amongst the staff team and ensure our own practises reflect this by ensuring a robust recruitment process that promotes the policys * Sexism-the organisation will combat this by providing a robust policy and reflect this in our practises and processes with regular monitoring and providing good systems to challenge sexism with in the company. * In-house policies-all in house policies will be written and implemented with a no tolerance to discrimination with in the organisation with clear procedure to combat any discrimination that may be suffered by a vigorous complaint and whistle blowing procedure , all staff will work and follow all guidelines set out, training will provided with yearly updates * Codes of practice- support organisations to provide clear working guidelines for staff to prevent discrimination and providing quality care while ensuring that all staff and service users are supported in a diverse environment and are respected and provided with full support in an environment that is of benefit to there support and needs and promotes there wishes and desires without discrimination and all information and care is supplied in a confidential manner in line with the data protection act. * Audit of practice-As the manager I am responsible to ensure that all care is monitored and the quality of care and service provided is to a high standard in line with care standards. and this is monitored regularly by revaluating policy and procedure updating information in line with care standards 6 monthly visits from quality assurance manager who will look through everything and evaluate against cqc requirements to ensure we are covering all areas. If we comply then we are given a percentage if we are not fully compliant we are given dates to ensure that this is completed then revisited by QA manager. * Staff appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. * Client/family questionnaire actions from questionnaire results – yearly questionnaires are sent out to families to monitor the quality of the care provided .service users also are supported to complete this questionnaire also a questionnaire about the menu and choices available ect once the questionnaires are gather as the manager I will look at any areas that require actions or areas that may be of concerns and look at rectifying this staff are also given a questionnaire to look at what support is provided and how we can make changes to provide better support to staff. * Sharing good practice and partnership working- communicating clearly with other managers and homes and sharing ideas. proving support to outside agencies providing information working tom consistent plans when supporting service users this can be done during managers meeting, QA visits etc professional meetings friends an family visits. 3.2) evaluate the effectiveness of systems and processes in promoting equality and diversity and inclusion in own area of responsibility. * Specific improvements to individual Service Users/staff –monitoring through team meeting and supervisions, reviews * Health- this can be monitored through regular heath checks and monthly service users reports staff meetings and supervisions, service users meeting and key working meetings. care plan reviewing * Self esteem-evaluating changes to service users moods and input in to involvement and challenge this look at this with gp as could be medical set some goals have a review meeting with care manager and possible advocacy maybe an agreement to how the service users is involved and participates. * Self-concept-this can be monitor through questionnaires and family questionnaires , family communication, service users meeting, key working meeting * Staff happiness and productivity- this is monitored through evaluating paper work and structure with in the home. Supervision, appraisals questionnaires , sickness levels and staff moral * Timescales-are monitored through regular meetings and supervision to monitor progress * Effective communication of others- checking that the system in place are being used correctly and that staff are following guidelines set out reviewing this through team meetings and supervision monitoring performance of individuals etc * Evaluations and use of for reforms in processes and systems- regular monitoring and evaluating team meeting getting staff on board with system monitoring to ensure that they are working and that staff are finding them useful tools or reviewing the way they are used 3.3) Propose improvement to address gaps or shortfalls in systems and processes. As a manager I am responsible for monitoring and making changes in areas that require changes in the care we are supporting, I do this by evaluating weekly monthly and arranging meetings encourage staff involvement ensuring any shortfall mare addressed to a timescale and making sure that the team are involved to make it productive * Plans * Team meeting * Roles and responsibilities * Timescales * Audit policy reform * Allocation of resources 4.) Be able to manage the risks presented when balancing individuals rights and professional duty of care. 4.1) Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. As the manager I have the responsibility and duty of care to ensure the service users are receiving good quality care in line with the care standards while promoting independence and PCP, I am also responsible for positively representing Dolphin homes and I do this by ensuring that all staff , visitors and service users are fully supported in a positive manner in line with care standards and staff are provided with guidelines and policy and procedures that maintains there safety and the safety of the service users and home while promoting individuality, friendly supportive environment and offer guidance freedom of speech and offer support to staff to grow in there role and promote progression . Providing and supporting staff with training ensure all staff receive 6-8 weekly supervisions and yearly appraisals often there are areas of conflict but as a manager I have to manage this in a professional manner that is non detrimental to the service users and staff where possible. Below are areas where this can happen and the impotence of following policy and procedure available and regular monitoring? * Confidentiality versus disclosure * Protection issues relating to individuals and to communities * Sharing data between professionals * Conflicts between principles of good practice and the values of others this can be very apparent where families are heavily involved in there child’s care * Rights and responsibilities of users of the service versus care workers and others * Challenging behaviour * Conflict * Facilitator * Advocate * Advisor * Counsellor * Mentor * Personal values and beliefs; * Legal responsibilities 4.2) explained the principles of informed choice. Is that everyone has the opportunity to make choices that will effect them as a manager it is very important that all service users are given this opportunity to do this in a form of communication that they understand. And judgment should not be considered informed choices must be proven to be provided where possible and be non conflicting from other individual unless proven to be in the best interest of the service users however evidence should support this. Below is a list of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented . * Professional * Family * Individual * The elderly * Enabling environment * Supporting others to make informed choices about the services they receive making an informed choice * Implementing an informed choice * Decision making for both short term and long term * Culture * Values * Views * Unbiased information * Evidence-based information * Options 4.3) Explain how issues of individuals capacity may affect informed choice. Below is a list of concerns that may contribute to the capacity of an individual around making informed choices and how this would be considered. This is done in the best interest of the person and is without prejudice. * Physical health * Mental health * The law * Social class * Culture * Religion * Age * Ability * Gender * Location * Family support * Carer support * Social mobility * Communication and interpersonal skills * Education * Financial situation * Criminal background * Social Background 4.4) propose a strategy to manage risks when balancing individual’s rights and duty of care in own area of responsibility As the manager it is my responsibility to ensure that in the interest of the service users choices are considered in the interest of the individual and that this process in only followed once the following have been assessed first, this provides evidence that the person has been fully supported in all areas by the home before decision are made * Risk assessment * Appropriate procedures * Action plans * Team meetings * Monitoring and review; * Relevant legislation; * Roles and responsibilities; * Partnership working to include family and friends * Staff job description * Quarterly questionnaires * Compliments and complaints * Staff forum meetings * Monthly service users meetings * Training * Policy and procedures * Supervision * Appraisals * Service user’s reviews * PCP Meetings * Health Review * Advocacy