Woman in Public Administration free essay sample

This area has experienced quite a lot of trivialization by male colleagues not only in Nigeria but also worldwide. It is important to state that any nation that ignores half of its population in the public policy process does so at its own peril. The challenge of this neglect has spurred this inaugural lecturer’s interest in the study of women and public administration. This has been zealously pursued from 1985 till date, using social sciences and feminist/gender techniques of analysis in researching issues related to women and public administration. The topic of this inaugural lecture, â€Å"Women: the Neglected Force in Public Administration,† is a product of earlier and ongoing work on issues of women’s marginalization in the public realm. The lecture is divided into six parts, namely: i) Stages of Development in Public Administration. ii) Women and Political Citizenship in Nigeria. iii) Women and the Practice of Public Administration. We will write a custom essay sample on Woman in Public Administration or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page iv) Barriers Hindering Women in the Practice of Public Administration. v) Institutional Environment and Affirmative Policy to Enhance the Status of Women in Public Administration vi) Strategies for Enhancing the Status of Women in Politics and Public Administration Stages of Development in Public Administration Universally governments exist to promote the welfare of the citizenry. Public administration is the vehicle by which governmental goals are achieved. Public administration can be broadly defined as the development, implementation and study of branches of government policy. The ultimate end of public administration is to promote public good by enhancing civil society and social justice. The free encyclopedia (http://en. wikipedia. org/wiki/public_ administration) provides a classification of the various stages of generational development of Public Administration. 1. Classical: Plato and Aristotle were the major classical scholars and their works provided benchmarks for subsequent generations of public administration scholars. Before the emergence of a national state, the governors placed emphasis on moral and political dimensions of human nature. Attention was also focused on the structure and organization of the governing body. For example, in Machiavelli’s â€Å"The Prince†, European princes and governors were offered advice on how to administer their governments. This piece of work is one of the major and first western expressions of the methodology of government. As the centuries progressed, scholars and governments continued to explore as well as explain how rulers governed. The development of European imperialism and its military exploits in other continents provided a stimulant for the development of conventional administrative expertise. In response to this need, King Frederick William I of Prussia, created professorates in cameralism. Prussian universities, such as the University of Frankfurt an der Oder and University Hallewere, focused on economic and social discipline, with the goal of societal reform. From western perspective, classic, medieval and enlightened scholars formed the foundation of the discipline of Public Administration. 2. The first generation: This period covered the mid-19th century. Lorenz von Stein, a German Professor is considered as the father and founder of the science of public administration. During this period, public administration was considered a form of administrative law. Lorenz von Stein opined and taught his students that public administration draws its inspiration from disciplines such as sociology, political science, administrative law and public finance. Public administration is conceived by him as an integrative science. Public administrators should be concerned with both theory and practice. Practical operations should be primary in the field, while theory should be the basis of its best practices. Finally, von Stein concludes that public administration is a science because knowledge is generated and evaluated according to the scientific method. During the same period, particularly in the United States of America, Woodrow Wilson is considered as father of public administration. His 1887 article entitled â€Å"The Study of Administration,† sets the pace for rigorous study of public administration using scientific principles. According to Woodrow Wilson, it is the object of administrative study to discover what government can properly and successfully do, and secondly, how it can do these proper things with utmost efficiency (Wilson 1887). Wilson’s influence was much more pervasive to the study of public administration than von Stein’s because of his 1887 article in which he advocated four principles: Separation of politics and administration Comparative analysis of political and private organizations. Improving efficiency with businesslike practices and attitudes toward daily operations. Improving the effectiveness of Public Service through management and by training civil servants. 3. The second generation: This level was dominated by Luther Gulick, Lyndall Urwick, Henry Fayol, Frederick Taylor, Paul Appbleby, Frank Goodnow and William Willoughby. Among the second generation scholars of public administration, the raging debate was the separation of politics and administration debate. While a group supports the politics and administration dichotomy advocated by Woodrow Wilson, other group challenged Woodrow Wilson’s advocacy for separation of politics and administration. In the 1940s, Luther Gulick contended that Wilson’s advocacy of politics/administration dichotomy was impractical. Gulick advocated a â€Å"seamless web of discretion and interaction†. Gulick is regarded as a truly unique administrative scholar who generated a comprehensive and generic theory of organization. Gulick, during his seventy years sojourn in administrative career differentiated his theories from those of his predecessors by emphasizing the scientific method, efficiency, professionalism, structural reform and executive control. Gulick summarized the duties of administrators with the acronym, POSDCORB, which means Planning, Organizing, Staffing, Directing, Co-ordinating, Reporting and Budgeting. Henry Fayol, another second generation scholar, postulated a fourteen-point agenda of professional administrative management. These are division of labour and task specialization, discipline, unity of command and direction, remuneration, order, equity, stability of tenure, initiative, hierarchy of authority span of control, unity of purpose, subordination of individual interest to general interest and espirit de corps. In general, the second generation theorists drew upon formal private management for administrative sciences. It was believed by these second generation scholars that a monolithic management theory is possible for practice between the formal private and public sector organizations. A general administrative theory operated in the formal private sector and also be focused on government organizations. 4. Third generation: Politics/administration dichotomy remains the central debate in the mid 1940s among third generation theorists. In addition to this debate on politics/administration dichotomy, government itself came under severe criticism. Government was considered ineffective and inefficient. In America, the failed government intervention in Vietnam as well as corresponding scandals at the home front such as Watergate scandal served as examples of government wastage and corruption. In Africa, scholars such as Ladipo Adamolekun, Robert Ola, M. J. Balogun, G Mutahaba, N. U. Akpan and Adebayo Adedeji focused on the institutions of administration especially the transplanted British and French traditional norms of administration in the former colonial countries. They examined the limitations of borrowed administrative institutions in the newly independent nations of British and Francophone countries. They jettisoned the universal concept of public administration in the light of varied political and socio-cultural contexts. Issues of civil and political management in Africa including Nigeria were objects of their writings. . The fourth generation: In the late 1980s, there emerged another generation of public theorists which began to propound another theory to displace the third generation. They propounded a new model of public administration entitled ‘Public Management’. Proponents are David Osborne and Ted Gaebler (Public Administration Review, 1996). I n Africa, scholars such as Dia Mamadou, Joseph Nye, Valerie Zeithama, Mathew Baird and Dele Olowu, like their American counterparts, advocated the use of private sector innovations, resources and organization ideas to improve public sector delivery. In this model, citizens are conceived as customers. This concept of seeing citizens as â€Å"customers† has come under severe criticism. Considering citizens as â€Å"customers† is subject to abuse, as â€Å"customers† are seen as means to an end, rather than an integral part of public policy-making process. In addition, the critics pointed out that citizens are more or less proprietors of government business than private like customers of a business. Under the new public management model, people are economic units and not democratic participants. 6. The fifth generation: In the 1990s the fifth generation scholars focused on citizens’ engagement in the policy process. Citizenship is not considered as an abstract definition as contained in constitutions of different countries. According to existing literature, citizenship is a status bestowed on those who are full members of a community. All who possess the status are equal with respect to rights and duties with which the status is endowed. This definition assists in the understanding of political identity but it ignores the gender dimension of citizenship where justice, entitlement and effectiveness are critical variables. Women and Political Citizenship in Nigeria This inaugural lecturer Olojede (1996) like other fifth generation scholars such as Victoria Mwaka (1996), Maria Nzomo (1996), and Sabah Chraibi (1998) asserts that in practice, women’s rights as citizens are more of denial than their realization. She also asserts that women’s experience of citizenship is treated as a devalued status in relation to men’s citizenship and therefore not feasible in the policy process. In 1986, this inaugural lecturer in an article entitled, â€Å"Women, Power and Political System† (Olojede, 1986) asserted that women’s citizenship in post-independent Nigeria is ineffective in the political sphere, contrary to pre-colonial experience. A cursory observer of Nigeria’s political history is likely to conclude that women are insignificant in the political process. Historians have contributed to this partial view through inaccurate accounts of political organization in pre-colonial societies. But women in pre-colonial Nigeria were not entirely powerless as erroneously perceived. Historical records are a testimony to this contention, although these accounts have been dismissed as mythological by men. Undoubtedly, it cannot be denied that pre-colonial Nigeria is essentially patriarchal. Women nevertheless had access to political participation through a complex and sophisticated network of relationships, rights and control of resources. Women’s political power varies from one society to another. In some societies, women shared equal power with men, while in others their roles were complementary or subordinate.

buy custom Research - Japanese Quail essay

buy custom Research - Japanese Quail essay The goal of a research project is to establish facts, prove new ideas, and solve new or existing problems, using scientific methods. The main purpose is discovering and then interpreting what you have discovered. One needs to develop systems and methods of human knowledge as well as scientific issues. The results of a research project help the researcher or the in coming up with reliable conclusion from his study. The researcher must make sure that he has accomplished his goals while giving his results. Causation is said to exist when the researcher identifies that a change in a given variable that was measured, directly brought (caused) a change in the other variable. An association on the other hand exists between two variables when a change in one variable coincides or is parallel to the change in the other variable. Association is also referred to as correlation or co variation. Correlation can be either positive or negative. It can also be either proportionate or disproportionate. There are several potential sources of bias and lurking variables in a research project. To understand this, we shall look at the different types of bias. There is intervention bias that mainly occurs in the type of research that compares two groups rather than individuals. The most common intervention bias include, co-intervention bias, timing bias, withdrawal bias, proficiency bias, contamination bias and compliance bias. The other type of bias is the measurement bias. This occurs as a systematic error that mainly occurs while collecting the required data. These biases include expectation bias, instrumental bias, lack of sensitivity bias, memory and recall bias, verification and attention bias. The other type of bias is selection bias. This is where the researcher compares two different groups. Such differences automatically influence the results seen by the researcher. The common typs of this bias include no respondent bias, non-equivalent groups and referral bias. The principles of a research design are three. The researcher must identify similar groups that have similar characteristics. This reduces irrelevant variations that are already know between the units. It thus allows greater precision while estimating the source of variation in the study. Comparison is yet another principle in a research design. Although it is hard to reproduce measured results in an exact manner, it is important to compare against a scientific, standard or the treatment that is traditional and has been used as the baseline to base your outcomes on. The other principle is the use of experiments (factorial experiments. Such experiments are efficient when it comes to evaluation of the independent variables and interaction of other several factors. There are several types of graphs that the researcher can use to represent his data. Graphs help in showing distribution and comparisons. They can be generated using spreadsheet, Microsoft excel and other tools. When representing proportions and percentages, the researcher can use the pie charts. The researcher should make sure that he does not compare more than two variables in a pie chart for the sake of readability. Scatter plots are yet another type of graphs. These are composed of individual dots which represents a specific events value. When you cluster the dots together, you imply correlation. However when the dots are scattered randomly, there is no correlation that can be identified. Line graphs are also types of graphs. They imply the relationship between variables that are quantitative. On the X-axis, the independent variables are plotted and on the Y-axis, we plot the dependent variable. The other common types of graph are the bar graphs. These come in either vertical or horizontal, multiple or sliding bar graphs. The multiiple bar graph shows complex information unlike the other two types of bar graphs. The principles for the utilization and care of vertebrate animals used in testing, research and training are several. These have been given by the U.S government. The first principle states that transportation of animals should be done in accordance t with the Animal Welfare Act and any other applicable laws. The other principle is that the procedures regarding animals must be considered of relevance to both human as well as animal health, the good of the society and advancement of knowledge. Species, quality and the number of animals must be of valid results. Computer stimulation and mathematical models should be considered as well as the systems of vitro biological. When using an animal for test, research, or training, care should be taken and there must be no or the pain on the animal should be minimal. There should be avoidance of distress, discomfort or even pain. Scientific practices must be applied during the procedures. It is important to note, according to the principles that the pain that can occur to human beings can as well occur in animals. Appropriate sedation or anesthesia should be administered in procedures that could be harmful. At the end of the procedure, the animals should be killed painless fully in case it necessitates. This usually happens when the minimal cannot survive after either the training or the research. The living conditions of the animals should be appropriate. The animals should be kept in well-ventilated rooms, they should not be congested and care including veterinary services must be offered. Finally, the personnel handling the animals must be qualified and experienced in handling the procedures. Proper training must be done on those personnel on humane handling of the animals and the laboratory use of the animals during the tests in conducting the research. Buy custom Research - Japanese Quail essay

Company Director Essay Example | Topics and Well Written Essays - 2000 words

Company Director - Essay Example Normally, the directors of a company are not required to own any of its shares. Economists have analysed the problems, which may arise when the people managing a business do not own all of it. Managers in this position are believed to manage the business less efficiently than if they did own it.1 In broad terms the duties can be distilled into three propositions: Firstly, directors are under a duty to act bona fide in the interests of the company. Secondly, to exercise their powers under company's constitution for the proper purpose. Finally, to avoid conflict of interests and to profit from their position. For the first time, however, all the duties owed by directors to their company have been set out in statute, in Part 10 (ss.170-177) of the CA 2006. Section 171 of Companies Act 2006 states that duty to act within powers. A director of a company must (a) act in accordance with the company's constitution, and (b) only exercise powers for the purposes for which they are conferred. The constitution of the company is one or more documents setting out the rules by which the company is to be operated. While the constitution is subject to the Act, it sets out what powers directors have and how they are to exercise them. Directors must abide by these rules. If this power is given for one purpose, they cannot exercise it for a different proper purpose, even if they think that to do so would be in the best interests of the company.2 In Re Smith & Fawcett Ltd Lord Greene MR went to add that Directors must not exercise their powers for any "collateral purpose". This is called the proper purpose doctrine. The facts of Extrasure Travel Insurances Ltd v Cohen3, afford a clear illustration of a power being exercised for an improper purpose. More generally, however, the issue of whether Directors have used a power for a proper purpose arises in relation to their authority to issue shares. If shares are allotted in exchange for cash where the company is in need of additional capital the duty will not be broken. But where Directors issue shares in order to dilute the voting rights of an existing majority shareholder because he or she is blocking a resolution supporting, for example a takeover bid, then the duty will be breached. The Privy Council in Howard Smith Ltd v Ampol Petroleum Ltd4 subjected the content of the duty to through scrutiny. The Directors allotted shares to a company, which had made a takeover bid. The effect of the shares was to reduce the majority holding of two other shareholders who had made a rival bid from 55 to 36 percent. The two shareholders sought declaration that the share allotment was invalid as being an improper exercise of power. The court held that it must be unconstitutional for Directors to use their fiduciary powers over the shares in the company purely for the purpose of destroying an existing majority, or creating a new majority, which did not previously exist. Section 172 of Companies Act 2006 introduces significant change in common law. This Act states that duty to promote the success of the company. Section 172(1) a director of a company must act

BURGER KING CASE STUDY Term Paper Example | Topics and Well Written Essays - 1000 words

BURGER KING CASE STUDY - Term Paper Example Thus, in modern marketing strategies, marketers have mastered the art of creating a need for their product or service offerings or constantly surprising the marketplace, an area where they have a high level of dexterity (Boone and Kurtz 11). The â€Å"Whopper Freakout† marketing campaign of Burger King is one of them. Although the forefront intention behind this was to find out if Whopper was the market’s favorite burger sandwich, the basic goal was still to create a need because this potentially resulted to word-of-mouth promotion highlighting the major justifications of the said product. The â€Å"Whopper Freakout† marketing campaign was a promotional strategy underlying the concept of viral marketing campaigns. Thus, aside from this, there are other principal advantages and disadvantages of using viral marketing campaigns to promote a product. One possible disadvantage of viral marketing campaign is the risk of flooding negative opinions associated with a cert ain product or brand. Viral marketing could potentially be successful on the part of the company if it is associated with positive conversation on a certain product or brand (Faheem 3). ... Thus, applying viral marketing would just ensure giving more to its advantage while ensuring at some point a fast-paced promotion. Therefore, it is clear that the major advantage of viral marketing campaign is speed (Schirmer 33). Through the word of mouth, if information is just only associated with positive opinions, viral marketing campaign is reliable based on the effectiveness of the speed of promotion. Thus, this would further minimize the additional cost that should be incurred in the dissemination of information that would be associated with the product or service offerings or brands. 2. Discuss the factors that resulted in the success of the Whopper Freakout campaign. Also enumerate the possible drawbacks of the campaign. One of the elemental factors that made Whopper Freakout campaign a success is the fact that Whopper was already one of its market’s favorite burger. In the event that this burger would have substantial issue, it would eventually become an integral co mponent of consumers’ conversation in their daily lives, especially among those who have positive experience with this product. This is due to the fact that Whopper is a consumer good in a form of food. Considering that every people need to eat daily, Whopper Freakout campaign is such a strong strategic marketing campaign in order to reinforce customers regarding the prevailing status of the said product. Furthermore, when consumers would be informed about the status of the said product and they have important concerns as in line with their relevant impressions of it, application of viral marketing campaign would make sense. In fact, the success of this marketing activity is highly dependent on consumers’ first impression (Allen 151). As stated earlier, since

Human Resource Information Systems Essay Example for Free

Human Resource Information Systems Essay Employees’ retention and keeping them satisfied so that they work on their full capacity and be productive for the company is very important. They should be well motivated and the programs like compensation, training and development and base salary should set such that employees feel that the company values them and their hard work a lot. For all this, the company’s human resource department has to put in all of this data into the computer system and then to manage it for further references in future. This information is then saved in the company’s system and special software’s are there to handle them for the company. Since the human resource department happens to bear the responsibility of the organization in the terms of the range of tasks for the employees and how the employees are supposed to interact with each other depending on their assigned designations and with other businesses. The software’s used in the human resource department have a range which starts from performing a primary function, to all complete software suits which are designed to solve all the needs of human resource department may have. These software target all the functions of human resource like payroll, benefits, for employees, recruiting, compliance and many more. This information maintained is so sensitive that it must be and should be handled by the human resource department only, and should be uploaded on their network map drives rather than on every other department’s, which might cause trouble as they would be able to access it. In this report, it would also be discussed that which of the software the companies use would be the best for them because of their efficiency and the time they consume to give out results to them. Human resource information technology faces many needs. Like mentioned above, human resource department has to solve many assignments related to the payroll of the employees, the benefits the employees get on their performance they show for the company. Other software or the multi task software check about the employees and keeps a record of their designations and the promotions they get further in their careers. The last part of compliance software is used to ensure that the policies they are making do not abuse the company mission and other goals they really want to achieve. For the payroll part of human resource, human resource department needs those softwares that can do the basic function for them like calculation all the employees pay according to their given designations. This software must also be able to take calculations of the employees hourly and monthly pay. It should also be able to calculate the compensations and the uncompensated time given by the employee and added and adjusted in the employees’ salaries ( . Kavanagh and Thite, 2008) These softwares should be such that they automatically cut the taxes from the salaries of the employees of the company, and this tax should be both pre tax income and post – tax income of the employees especially when the employees have elected for the pre – tax deduction, which are known as the 410K, cafeteria, plan and medical deductions. Deduction management should also take place in this software, so that the employees do not have to do it manually, which cause some man error in calculations. If this is done manually, it would take a lot of time to get done with every employee of the company and their might be some errors too. The other department of human resource where they need information technology is at the benefits area. Softwares which is multi tasking or who performs solely benefit functions helps the human resource employees by making them track every other employee of the company, its accrual and the usage of benefits they get. This would also count paid time off, and the payments which are given on time. This software would also help the human resource employee to check whether the other employees’ are eligible for the medical and health related benefits. All those fringe benefits provided by the company like health clubs, to its employees may also be tracked the human resource department at the need of information. That is why, the companies’ need a software which would help them out the benefits for all the employees of the company and keep a record whether they are eligible for it or not. The third part is employees. This is an important part since it’s the duty of the human resource department to do the hiring and selecting of the employees and then later retain them for the company. Since the company is not run by only two or three department but by many, the number of employees is a lot too then. To keep a track on all of the employees, who are currently employed by the company is very hard and that too by their designations. Softwares help the human resource department people as they set a range of the designation for the employees and to the employees group at very different level of the organization. For employees, the human resource department would need few basic functions from the softwares. Human resources would like the softwares to have tracking system and also feature recording of employees’ performance, their attendances and absences and lastly the development and the work they are putting in for the company. This would help the company as they would know how much effort is been put in by the employees and who then becomes eligible for the compensation or the bonuses. This software may also have these features such as management of compensation, time information system, software which could do assessments on employee skills, on their training and education and a record on their behavior with other employees, especially if they got themselves into conflicts or an incident in which they have resolved things. Recruiting is another part of human resource department which requires software to do their task on every process of the recruitment. This software would have every employee’s job descriptions according to the designations and this may also help in future while hiring new people on those posts. Software might also help the human resource staff by storing extra information of prospective background and relocation of the employees among the departments and lastly, about the new employees who had been hired by the company. Lastly it’s compliance which is to be dealt by the human resource. Any software related to it would help the department by letting them know that whatever the company they are working for is complying with, is actually applicable with the laws or not. This includes the process of hiring new employees, so that no nepotism occurs and the qualified people are not left behind. No employee is fired or terminated without any legal reason. The education criterion matches the job post requirement and should also store information complaints regarding sexual harassment. Also that the company complies with all of the federal regulations they are supposed to follow. For human resource department, the best softwares they have found so far for their work to be done very efficiently are the OrangeHRM suite software and the other software is by the Microsoft, named Microsoft Dynamics suite which also happen to be single-source providers. These are considered to be the best softwares for the companies to complete their human resource related tasks. These softwares are such that they not only manage the tasks of the human resource department very efficiently but they also consumer less time to complete the assignment. The other softwares are Ajiva Simple HR which is considered to be a least expensive product and does all the functions required by the human resources. The information of this is available in the forms of graphical dashboard. Other software is of People-Trak HR which is affordable too and gets more expensive on adding more features ( Rashid, 2009). There are other softwares too for the human resource departments. There are other softwares too available for the completion of human resource department task. They are mostly related to the payroll like mentioned above, then work time of the employees, and the benefits administration to keep a track of who is eligible to get one or not. Recruiting softwares are also available and training and learning management system softwares are there too to help the employees the human resource department to sort out their things more easily (Sleezer, Wentling and Cude, 2002). Performance record softwares are also available for the human resource department that sorts out the bonuses or the incentives the employees would get according to their performance they have shown for the company. Lastly, appraisal softwares are also there so that the human resource department can collect online information about the views the employees hold for their company and their jobs and then make policies out of them so that the employees are highly motivated. Before selecting the software technology, the company must make sure whether the software they are going to get from the other source has enough flexibility and scalability for the human resource department and its tasks or not. The employees should determine that whether the data could be imported from the excel spread sheets, its databases and other paper documents, all those things which contain important data that needs to be put into computer, otherwise it would create a problem. The software should also be able to take in the information and do filter of things which it needs to take in and store in specific data bases. Companies should also check whether the software is able to accommodate the human resource department of the companies. If true software is picked out for the enrollment, it will evaluate the enrollment activity and impose all the necessary rules and combination of rules, messages and other ways to meet and fulfill the eligibility of the requirements which are desired.

Prisoners Normative Reintegration into Society Essay -- Social Issues,

Normative reintegration into society and the resocialization of released prisoners has long been a prominent problem in society. With recidivism rates in the United States upwards of 69% it is quite clear that released prisoners are having difficulty readjusting and returning to normative lives in society (Bureau of Justice Statistics, 2008). Prison aims to serve retribution, incapacitate, deter, and rehabilitate offenders, but much of the research on recidivism rates criticize the idea that â€Å"prison works† (Dhami, 2006). However, it seems with so many prisoners returning to prison within a year of being released, the prison system is not providing inmates with the rehabilitation and therapy needed to function once they return to society. In the past many studies have shown that inmates who take place in vocational and therapy based programs are more successful with reintegration into everyday life upon their release. Additionally, there have been numerous studies that h ave shown the healing and therapeutic abilities of animals when used in programs with deviant, sick, or mentally ill individual(Deaton, 2006) (Dell, 2011) (Field, 1951). So it would seem that the combination of vocational programs with the use of animals would be the next logical step in prison programs. While animal therapy programs are relatively new in the justice system, there are quite a few currently in use in prisons around the United States (Furst, 2006). The proposed study would be exploratory in nature and seeks to answer the following question; are prisoners that complete animal therapy programs while incarcerated more successful with normative reintegration into society when released? The researcher proposes that inmates who complete animal th... ...olees who experience homelessness are far more likely to return to prison than parolees that have a place to live (Visher, 2003). The emotional health, well being, and social comfort of a parolee is very important to reintegration into society as well. Many parolees have a difficult time controlling anger, relating to people, adapting to new situations, and maintaining friendships and family relationships. Programs with animals teach prisoners social and emotional skills that may help ease the transition for a parolee into society upon release. According to a study done on an animal therapy program in Virginia women’s correctional facility, in the last three years the prisoners that completed the program have a 0% recidivism rate and 100% employment rate, which is a far cry from the statistics of prisoners who did not participate in like programs (Deaton, 2005).

Engage in personal development in health, social care or children Essay

Outcome 1 Understand what is required for competence in own work role 1) Describe the duties and responsibilities of own work role To assist service users with everyday tasks such as washing, toileting, dressing, eating, drinking. To assist with mobility and disability. To help in the promotion of mental and physical activity through talking and reading with them, taking them out, hobbies and recreation. House cleaning and laundry. Read and write reports. Take part in training updates regularly. Follow policies and procedures at all times. Report any changes to service user’s health or circumstances. Encourage service users to be as independent as possible. Be mentor to new staff and complete their supervision plans. Carry out medication duties. Complete methodologies, action plans and evaluations for individual residents on a monthly basis. 2) Explain expectations about own work role as expressed in relevant standards There are two main standards that I am expected to be able to comply with – National Miniumum Standards The purpose of these Standards is to set out the National Minimum Training Standards for Healthcare Support Workers and Adult Social Care Workers in England. These standards define the minimum you should know, irrespective of your individual work role. Often you will gain this knowledge during a period of induction in the first weeks or months of your employment. While meeting these minimum standards is not the same as being competent in your role, they do provide the foundation for safe and effective practice. The  standards do not seek to set out competences for workers, but correspond to the underpinning knowledge within the Core Competences for Healthcare Support Workers and Adult Social Care Workers in England. The National Minimum Standards consist of 10 Standards – 1. The roles of the Healthcare Support Worker and Adult Social Care Worker 2. Your personal development 3. Effective communication 4. Equality, diversity and inclusion 5. Duty of care 6. Safeguarding 7. Person-centred care and support 8. Health and safety 9. Handling information 10. Infection prevention and control Each Standard has several units within. For example, the first Standard has 4 units – 1. Understanding your own role 2. Your relationship with others 3. Working in ways that have been agreed with your employer 4. Working in partnership with others Each unit then has it’s own elements. For example, the first unit has 3 elements – 1.1.1 Understand your main duties and responsibilities 1.1.2 Understand the standards and codes of conduct and practice that relate to your role 1.1.3 Be aware of how your previous experiences, attitudes and beliefs may affect the way you work National Occupational Standards National Occupational Standards have been developed in most industries. They – Describe best practice in particular areas of work Bring together the skills, knowledge and values necessary to do the work as statements of competence Provide managers with a tool for a wide variety of workforce management, quality control and specification tasks Are the basis of training and qualifications. Skills for Care and Development develops standards with the care sector that focus on all levels of work, with an expectation that the standards will be used at least as much in human resource and operational management, as they will be in the development of qualifications. Skills for Care and Development works with employers and others to contribute to and promote the developing uses of the standards. I am expected to be able to carry out my duties to the best of my ability, competently and to at least the minimum standards set out in both of the above Standards. Outcome 2 Be able to reflect on practice 3) Describe how own values, belief systems and experiences may affect working practice Everyone has different values, beliefs and experiences which are important to them and what we see as acceptable or desirable is an important part of who we are. For example, Someone’s religion, diet, class, sexuality and ability are individual to them. The way we respond to people is linked to our beliefs, what we class as important and what our interests are. We are more likely to respond positively to someone who shares our values, than to someone who has different values. It is natural to want to make friends and spend time with people who share our interests and values. In a work place, problems can arise when we start to assume what we know is ‘right’ or ‘normal’ for someone. Everyone sees things in different ways. For example, if i was to put ‘songs of praise’ on the tv, I am forcing everyone to watch a program following MY own religous beliefs. As a professional, it is my duty to provide the same quality of care and support for all, regardless of their values, beliefs and what they consider to be important. If I was to allow my own preferences to interfere with my work, I will be failing to perform to the standards of the Code of Practice for social care workers. All Care Workers are to respect and promote people’s individual views and wishes. Outcome 3 Be able to evaluate own performance 1) Evaluate own knowledge, performance and understanding against relevant standards To be able to evaluate my own knowledge, performance and understanding, I need to be able to reflect on what I do and the way I work. I also need to know my own weaknesses and strengths. Once I am able to do this, I can learn to think about the way I work, in a constructive way, and use this to identify areas for improvement. For example, during the day, I would make a cup of tea for all the residents. But, after reflecting on this, I can see that I should have given the residents a choice of drink and not assume that they all wanted tea. This would then be in accordance with Standard 3, of the National Minimum Standards. Outcome 5 Be able to use learning opportunities and reflective practice to contribute to personal development 1) Evaluate how learning activities have affected practice Although I had been a carer for a while, when I became a carer for residents with dementia , I was unsure of how to communicate with them. I shadowed the Senior Carer for a while and learnt quickly that although the residents have dementia, most can communicate verbally on a basic level . I learnt how to communicate through not only speech, but using hand signs as well. I learnt that some of the residents are quite hard of hearing, so I have to speak up. If I had not of shadowed the Senior Carer, It would of taken me longer to adjust to communicating with the residents in a way that they would understand me, and I would understand them.