11th Grade Essay - 896 Words

Essay Prompt 3 During the founding of the new nation, the United States, there were a number of influential people who made important decisions based on their various opinions. These people, the founding fathers of the United States, would set examples, ideals, and rules for many leaders to come. Our first president George Washington, our 3rd president Thomas Jefferson, and our first Supreme Court justice John Marshall were all very important and influential individuals. Together, their opinions and ideals helped shape the growth of our nation from domestic policy to the basis of the government’s operation. George Washington was the first president of the United States of America as well as one of its founding fathers.†¦show more content†¦One of the most important contributions he made for the Supreme Court was the concept of judicial review. After the case of Marbury vs. Madison, the Supreme Court was given the power to review laws, and court cases in order to determine whether a law or case was constitutional. John Marshall also extended the power of the Supreme Court to cover all matters not explicitly mentioned to be governed in the state. In short, he created most of the power that is invested in the Supreme Court today. The most influential of these three men was John Marshall. He was the most influential person because he created a strong judicial branch, something that is essential to the system of checks and balances. Without the power that currently resides in the Judiciary branch of the United States, the government would be an unbalanced system that would be able to create laws between the executive branch and legislative branch without any chance of rulings on constitutionality from the court. For example, in the case of Dred Scott vs. Sanford (a famous case regarding slaves’ Constitutional rights), the Supreme Court struck down several federal laws, including the Missouri Compromise, which was ruled unconstitutional. While most people today wouldn’t agree with the ruling given in Dred Scott, it still shows the power of the judicialShow MoreRelateduna‚Äà ²ÃƒÅ Ãƒ ²ÃƒËœ1561 Words   |  7 PagesDictionary A good quality thesaurus (optional but strongly recommended) A folder/portfolio to keep all work throughout the semester Grading/Assignments â€Å"Pop† Reading Quizzes or Group Work 10% Citation Assignment 5% Essay 1 10% Essay 2 15% Essay 3 20% Research Assignment 15% Exam 25% Note: Use of internet, cell phones and other electronic devices is not permitted during in-class writing or exams. 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Japanese Employment Practices Free Essays

string(245) " Sources of change Prior to summer of 1997, the Japanese system guaranteed easy access to low-cost capital and raw materials was supplied by a loyal and devoted labour force \(at the time of labour shortage\) which facilitated market expansion\." |International EMPLOYMENT RELATIONS | |TO WHAT EXTENT THE JAPANESE EMPLOYMENT PRACTICES HAS CHANGED AFTER THE ECONOMIC CRISIS? | | |[pic] | | | |SINTHIA NOVA | |Student ID – 2724881 | |14th May 2009 | Table of Contents INTRODUCTION3 TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM4 THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM5 1. Sources of change5 2. Lifetime employment6 3. We will write a custom essay sample on Japanese Employment Practices or any similar topic only for you Order Now Seniority-based Pay and Promotion System7 4. Enterprise Unions9 CONCLUSION9 REFERENCES10 INTRODUCTION In the post-war period, Japanese manufacturing companies significantly increased their share of the global market of automobiles (Automotive News-Market Data Book, quoted in Womack, Jones, and Roos 1991, 69) as well as achieving more than 50 percent of the world markets in cameras, video recorders, watches, calculators, microwave ovens, motorcycles, and colour televisions (Oliver and Wilkinson 1992, 5). Much of this success was attributed to the forms of human-resource Management found in Japanese companies (Abegglen and Stalk 1987; Clark 1987; Dore 1990; Tachibanaki and Noda 2000). However, during the period of Asian Financial crisis and economic recession for most of the 1990s, the typical Japanese features that supported comparatively high performance until the late 1980s came in for severe criticism. Considering the high performance of the US economy in the 1990s, Neoliberals, based on the universal relevance of liberal markets, argue that the Japanese model is dead, and that Japan must (and will) adopt the US liberal market model (Lindsey and Lukas, 1998; Lin, 2001; Dornbusch, 1998; Krugman, 1996). By contrast, many theorists of institutionalism, based on contextualized efficiency and path-dependent national patterns, claim that Japan continues its path-dependent national model due to its unique culture – taken for granted within the culture – the interconnectedness of institutions and agents’ efforts to utilize the comparative advantages of their institutions (Dore, 2000; Green, 2001; Isogai et. al. , 2000; Chesbrough, 1998; DiMaggio and Powell, 1983; Hall and Soskice, 2001). However, neither the neoliberals’ argument for simple convergence towards a liberal market economy nor the institutionalists’ claim for the continuation of the original Japanese model can explain the dynamic changes happening within the Japanese model at the turn of the century. In this report, the recent trends of Japanese employment relations will be examined. Two questions have been addressed here. First, why the traditional Japanese employment system has been changed. Second, to what extent has ER system has been changed? To answer these questions we will first examine the traditional Japanese model and then after considering some issues relating to the reasons of this change, we will analysis the current trends to find out the extent of modification in a number of typical ER practices. A discussion of the implications of these changes is then be presented, followed by the conclusion. TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM Japan is a complex, dynamic society that has undergone enormous change in the past 125 years, converting itself from a feudal state into a modern industrialized nation and an economic superpower. In doing so, the Japanese have been able to copy Western technology, science, education and politics, while still keeping their unique cultural identity. One distinct feature of Japan that separated it from other Asian countries was it collective culture which has been carried over to the companies (Kashima and Callan, 1994). As an employee, an individual identity’s with a larger entity through which one gains pride and feeling of being part of something significant, tying an individual’s prestige directly to the prestige of his or her employer. Typically, the company is seen as a provider of security and welfare. To a large extent, loyalty to the company surpasses the family bond. The core principles of Japanese employment model is the so-called ‘‘THREE SACRED TREASURES’’ (sanshu no jingi) of Japanese management. 1)The lifetime/long term employment system (shushin koyo) The terms â€Å"long-term† or â€Å"permanent† employment are used synonymously to describe lifetime employment, which was established at many companies during the period of high economic growth during the 1960s. The concept of lifetime employment emerged as a result of the peculiar aspects of Japanese employer-employees relations that were supported by narrow labour markets during the post-war period when Japan experienced a labour shortage for the first time in her industrial history. This system developed and was established at many large and mid-sized companies during this period of high economic growth. With rapid technology innovation and expansion of businesses, large-sized companies hired inexperienced manpower directly from the labour market and through in-house training and development programs these workers developed various skills and techniques. (2)The system of seniority-based wage and promotion (nenko joretsu) Here status and seniority are tied to length of service, rather than to job duties or merit. According to this system, the decisive factors determining pay are the length of service, age and educational background, not the work performed. The system goes hand-in-hand with the lifetime employment. Traditionally, the seniority-based reward system had two different aims. The first was to advance an employee’s career and provide financial compensation based on a broad social considerations and personal qualifications, such as the age and education level of employees. The second was to make extensive use of non-cash fringe benefits for employees and their families. 3)Enterprise unionism (kigyobetsu rodo kumiai) Another important characteristic of Japanese employment relations are enterprise-based unions. In Japan, unions are organized at the enterprise level, collectively bargain with a single employer, and conclude collective agreements on the enterprise level. According to Inohara: â€Å"Enterprise-wide unionism specifically expresses the workplace in terms of union mem bership. In principle, it organizes all regular employees of a company indiscriminately into one union, i. e. it is an employee organization on the basis of where they work (company) and not what they do (occupation or skill). Such a labor union is not dominated by the company; it represents the workforce, and as such, enjoys appropriate prestige and benefits provided by the company. Relations between management and the union are between insiders, namely, all the members of the union are company employees. Intervention by outsiders such as industrial and national labor organizations, outside business agents, or attorneys is not tolerated. † THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM Sources of change Prior to summer of 1997, the Japanese system guaranteed easy access to low-cost capital and raw materials was supplied by a loyal and devoted labour force (at the time of labour shortage) which facilitated market expansion. However, the market became saturated and the economy slowed down, these competitive advantages were turned into liabilities. Keiretsu banks found themselves saddled with bad debts from group companies, inter-group purchasing became barriers to cost reduction, and excess size of an albeit loyal labour force was viewed as a burden to struggling companies. Japanese companies were also reacting to the information revolution and were left behind by their American counterparts. Although, most Japanese companies have found change at a quick pace too much to ask they had to adopt foreign practices and policies in order to survive. Deregulation is another force for change. It has made Japanese markets more accessible to competitors, foreign as well as domestic. In heretofore-protected industries like financial services, distribution and agriculture few firms are prepared for the onslaught of competition and uncertainty (Lincoln and Nakata, 1997). The aging population also has clear implications for corporate employment relation practice. With an aging workforce, the permanent employment and seniority system burdens firms with rising numbers of higher-paid and less productive workers. Previously, these systems were more suitable to employers, since the steep seniority escalator resulted in less payment for the relatively young workforce and the permanent employment norm reduced the uncertainties and costs of high staff turnover. Furthermore, the transition to a service economy combined with socio-cultural and socio-economic changes has had a profound effect on Japan’s employment institutions. Even though leading-edge manufacturers are still competitive, their contribution to Japanese domestic employment and income is shrinking, in favor of the emerging service sector as the next great engine of jobs and wealth. Employment practices of sales and service firms are different from those of manufacturing. Their younger workforce is more mobile, less committed to work and the firm. Furthermore, since the organization of work in service firms is less team based, individual performance is more easily evaluated. Also, occupational skills are valued over firm-specific skills, so that broad job experience becomes the main driver of wages and performance rather than loyalty to one employer (Debroux, 1997; Lincoln and Nakata, 1997; Ornatowski, 1998). Lifetime employment One of the distinct features of the Japanese employment relations system is lifetime employment. Japanese workers joins companies at a young age, and spend a larger portion of their life in the company compared to other countries. The figure below can show that Japanese workers in terms of length of service, average number of years and median years compared to workers in other countries was much higher . Table1: Comparative Length of Service [pic] Source: Adopted from Current Labour Economy in Japan. Notes: 1, 2 and 3: Average length of service based on OECD Report, 1995. Other figures from the respective country. From the middle of the economic crisis till 1990, there have been ongoing debates to reform the lifetime employment system. Company attitudes were gradually changing due to increasing labor costs, employees’ age, a growing rise in the number who unable to cope with the rapidly developing new technology and changing globalized markets. Employers now need staff with readily usable skills and workers who have specialized abilities in order to respond to stiffer competition and handle more complex specialized operations. The older workers employed with lifetime contacts are not able to adjust rapidly to new developing technologies typified by information technology. Many companies have begun to adopt more diverse hiring practices over past few years, taking on experienced employees in mid-career in addition to new graduates. Employers prefer to hire mid-career and non-regular workers both in large, mid- and small-sized organizations. The rate of hiring of midcareer workers in non-clerical positions is higher in small businesses. Hiring mid-career workers, on the one hand, minimizes training costs and, on the other hand, companies get workers with ready-made skills who can work with developing technology. In fact, employers are now seeking staff with readily available skills and workers with specialized abilities who can handle more complex and specialized operations so they can respond to stiffer competition. Many employers are arguing for some partial adjustment to the prevailing practice of lifetime employment. The table below shows how companies are changing their attitude toward lifetime employment practices: Table 2: Companies changing their attitude toward lifetime employment practices: Attitude Response |Percentage | |Partial adjustment is inevitable |40. 0 | |Will basically maintain the practice |36. 1 | |Fundamental review is necessary |15. 3 | |Do not have lifetime mployment practice |5. 2 | |No response |3. 3 | Source: Labour Situation in Japan and Analysis 2004-2005, p. 26. According to the Ministry of Labour Special Survey, about 30 percent of all employees in Japan are non-regular as of 2000 (Japan Labor Bulletin, 2000: 1–2). According to the table below, the r ecent trend Table 3 : Changes in Regular and Non-Regular Employees during Recession (10,000) |1985–6 |1991–4 |1997–2001 | | |Regular Non-Regular |Regular Non-Regular |Regular Non-Regular | |Female |24 |15 |47 |64 |-82 |151 | |Male |16 |2 |119 |10 |-89 |55 | |Total |40 |17 |166 |74 |-171 |206 | Source: Wakisaka (2002). towards using non-regular workers is in contrast to the traditional pattern in which non-regular workers decreased during recession while regular workers maintained their jobs due to their skills accumulated through in-house training. In 1997–2001, the number of regular employees in Japan sharply declined by 1. 71 million, while the number of non-regular workers increased by 2. 06 million. The fact that non-regular workers are replacing regular workers indicates that Japanese companies have changed their traditional values of high skills based on in-house training and employees’ loyalty supported by lifetime employment, instead considering labour costs and the flexibility of the labour market. As a Joint Labour Management 1998 survey documents, workplace morale has declined as the number of non-regular workers has increased (Morishima, 2001). Seniority-based Pay and Promotion System Another important characteristic of Japanese employment relations system is the seniority-based pay and promotion system. To understand the main concept behind the seniority-based wage system it is important to know the wage theory presented by Koike. year) where wage refer to: a) salaries that increase in accordance with age and length of service; b) the rewards that are not paid on the basis of the job performed; and c) that are unique to Japan. The main salary determination factor s are seniority and the number of years the employee has been working at the company. Salary increase based on seniority is a general labour practice, and not a â€Å"system. † Japanese companies rarely evaluate academic degrees such as doctorate. Yamanouchi and Okazaki-ward had tried to explain the history and practices of the evaluation system in Japan. They argue that Japanese companies had gone through different turning points in the evaluation system for the sake of pay and promotion. The American system of job analysis and job classification was introduced as a modern, rational management system to rebuild Japanese management in the 1950s which marked the first turning point in the Japanese system. The second turning point came between the 1960s and 1970s when companies introduced a competency-ranking system which almost 64 percent of the organizations followed until 1974. The third restructuring occurred in the 1980s when the competency-ranking system did not work effectively due to the effect of an increase in the value of yen; globalize business activities, deregulation, the maturation of the economy, and an aging workforce. Keeping senior employees became more costly than employing younger employees, particularly those over 40 years old in 1990 due to the recession. This was driven by the need to cut cost. In recent years, growing numbers of companies are clearly evaluating ability and performance over tenure and age in salary decision. Since the early 1990s, some companies have introduced a system of job ability-based wages focusing individual worker performance over one year compared with goals set at the beginning. This new system is quite close to a true performance-based pay system. It has been termed â€Å"Annual Salary System† and has been introduced by about 10 percent of large companies. This system is primarily used for managers and general managers, not for lower level employees. The monetary benefits to employees, if any at all, are typically small (Debroux,1997; Lincoln and Nakata, 1997; Ornatowski, 1998). The attempt to shift to performance pay shows the dilemma between companies who worry that the resulting inequities will destroy morale and unity. Besides, most companies may be do not like to see younger people supervise older ones. Also, there are fears that individual merit pay will ruin the Japanese system of team-based production, where stronger team members assist weaker ones for the good of the performance of the team as a whole (Lincoln and Nakata, 1997). The continuities in the Japanese employment systems are as striking as the changes, especially when one looks at the depth and length of the economic recession. Based on data from 1,618 firms, Morishima (1995) highlights three different types of attitudes and actions of firms toward employment system reform. One group of companies tries to change their wage system from seniority based to performance based and these firms try at the same time to use the external labor market to recruit workers. Although they represent the highly publicized trend away from traditional Japanese employment practices, these companies only make up 10. 8% of the sample. Most firms (56. %) have retained the traditional employment system representing the majority force of continuity. A third group (32. 4 %) shows a mixed picture consisting of firms that are reforming the wage system, while maintaining long-term employment practices. These findings highlight the striking resilience of traditional practices as well as some important changes. Enterprise Unions Japanese unions are organized on an enterprise basis, with only permanent, fulltime employees of the company eligible to join the union. This structure has led Japanese unions to defend job security and the working conditions of their members through company-based mechanisms. The union’s chances of success through such mechanisms is, at this time, somewhat diminished. This has led unions to focus on job security rather than pay increases, which has lessened their appeal to young people, and has alienated unorganized nonregular workers in large companies and the vast majority of employees in small companies (Debroux 2003a). With the decline of lifetime employment and the increase in the number of non-regular workers, not only enterprise unions but the entire union movements are now declining. For example, the unionization rate (union members divided by number of employees) declined from 34. 7 percent in 1975, to 28. 9 percent in 1985, 23. 8 percent in 1995 and 22. percent in 1998 (Shirai, 2000: 20). In addition, the role of conflict resolution traditionally played by Japanese enterprise unions, also declined despite the formal existence of enterprise unions. Recently, individual labour–management conflicts have increased. For example, the num ber of cases concerning workplace disputes over daily employment and working conditions, dealt with by the Labour Standards Inspection Offices, increased to 20,000 in 1994. Similarly, the number of cases of consultation that the Labour Administration Offices and the Women’s and Young Workers Offices deal with have also exceeded 75,000 and 10,000, respectively (Shirai, 2000: 119). It is important to note that since the economic contribution of temporary workers is increasing, it’s necessary to recognize their representation in the labor market by protecting their rights. With increased cost-cut measures adopted by employers due to rising competition, there has been a substantial increase in the employment of non-regular workers in the last few years. The unionization rate of these workers is only three percent. At the same time, employers have become increasingly interested in performance-based systems on the enterprise level. These developments should influence the future role of unions in the regular wage negotiation process. CONCLUSION This report has explored the changes taking place in ER in Japanese firms. A period of sustained economic decline, increased global competition, a rigid employment and business system, a banking system on the verge of collapse, and the occurrence of the Asian financial crisis meant that the 1990s was a catalyst for change and regeneration. While these factors were influential in providing the impetus for change, other factors, such as the aging population, declining birth rates, and the short-term horizons of younger workers, were also important. Overall I have found evidence of the flexibility in distinctive features of Japanese employment relations system, which are lifetime employment, seniority based system and enterprise-based unions. The number of employees under lifetime contract is now in decline as Japanese companies have started to adopt more diverse hiring practices, such as: taking on experienced employees in mid-career in addition to new graduates, recruiting contingent workers e. g. part-time and other types of non-regular employees has overtaken employment of lifetime employees in recent years. In 1982, 84% of full-time workers were â€Å"regular† workers— with long-term careers and good fringe benefits at one company. But 20 years later, the regular workers’ share had shrunk to 68%. Companies attitudes towards seniority based system have been changing as well. Many companies have changed their wage systems to reflect individual performance. They are now adopting â€Å"PAY SYSTEM BASED ON PERFORMANCE,† which represented by the annual salary system and â€Å"JOB-BASED SALARY,† which mainly focusing on people occupying managerial positions or higher. An increasing number of companies are putting a stop to their practice of periodic salary raises based on seniority and introducing systems in which bonuses are influenced by evaluations. Another important characteristic of Japanese employment relations are enterprise-based unions, which is now under threat because of the decline of lifetime employment and the increase in the number of non-regular workers. Moreover, given today’s strict economic climate in which wage increases are difficult, the SHUNTO is shifting from its former policy of seeking wage increases as the highest priority to â€Å"job security and maintenance. † No matter whether it regards performance pay, the elimination of management titles, or reductions of the workforce, the change of employment practices in Japanese companies seems to be slow and incremental, carefully avoiding unexpected or shocking breaks with the past. Furthermore, they are not changing the typical Japanese model completely, trying to make it more effective by modifying them according to the new trend of highly competitive globalized market. REFERENCES Bamber. G. J, Lansbury R D, Walies. N . (2006) International and Comparative Employment Relations: Globalization and the developed market economies. 4th ed. SAGE Publications Ltd, London. BENSON, J and DEBROUX , P (2004) The Changing Nature of Japanese Human Resource Management: The Impact of the Recession and the Asian Financial Crisis. vol. 34, no. 1, pp. 32–51. Int. Studies of Mgt. Org. [online] Available from: Xpert HR. http://xperthr. co. uk [Accessed 28 April 2009] Benson, J. and Debroux, P. – Th e Changing Nature of Japanese HRM: The Impact of the Recession and the Asian Financial Crisis. International Studies of Management and Organization, 34 (1) 2004: pp. 32-51 Selmer, J. (2001) Human resource management in Japan :Adjustment or transformation? Volume: 22 Issue: 3 Page: 235 – 243, MCB UP Ltd [online] Available from: Emerald. http://www. emerald-library. com/ft [Accessed 10 May 2009] Hattori, R and Maeda, E. (2000) The Japanese Employment System (Summary). Issue-January 2000, Bank of Japan Monthly Bulletin, [online] Available from: www. boj. or. p/en/type/ronbun/ron/research/data/ron0001a. pdf [Accessed 10 May 2009] Hyeong-ki Kwon (2004) Japanese Employment Relations in Transitio,. Economic and Industrial Democracy 2004; 25; 325, [online] Available from: SAGE . http://eid. sagepub. com/cgi/content/abstract/25/3/325 [Accessed 10 May 2009] Adhikari, R (2005) National Factors and Employment Relations in Japan. Japan Institute of Labour Policy and Training, Tokyo, [onli ne] Available from: http://www. jil. go. jp/profile/documents/Adhikari. pdf [Accessed 10 May 2009] Kambayashi, R Kato, T (2008) The Japanese Employment System after the Bubble Burst: New Evidence, [online] Available from: http://faculty. hicagobooth. edu/brian. barry/igm/TheJapaneseEmploymentSystem. pdf [Accessed 10 May 2009] Economist (2005) The sun also rises, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Economist (1998) Fallen Idols, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Ornatowski, G. K (1998) The End of Japanese-Style Human Resource Management? Sloan Management Review, [online] Available from: http://sloanreview. mit. edu/the-magazine/articles/1998/spring/3937/the-end-of-japanesestyle-human-resource-management/ [Accessed 10 May 2009] How to cite Japanese Employment Practices, Papers

How an Organization Would be Without the Establishment of any form of

Question: How an organization would be without the establishment of any form of leadership? Answer: Introduction Think of how an organization would be without the establishment of any form of leadership? What would be experienced is an instance where there is inefficient allocation of resources, poor communication and coordination in the business, fraud instances in the accounting record, there can also be theft of company resources because of the in availability of any leadership process. Hence, the establishment of leadership tends to be the primary spine in the conduction of daily business activities for the purpose of customer satisfaction. Different definitions have been brought up to at least try and define what leadership entails. According to Mitchell (2015), leadership allows the collaboration and assessment so that there can be an understanding how the developments tasks challenge constraints, while they explore new possibilities so as to ensure there is accountability and support for the purpose of business aims and sustainability development. Tartell (2014) defines leadership as an individual or persons whose responsibilities are selecting, equipping, training and influencing individuals who are in possession of diverse abilities, skills and gifts for the purpose of attainment of business mission or objectives. Therefore, leaders use their ethical means and seek greater good of their employee so that they can be develop, process and implements their actions steps. Hence, in this study my aim is on the providing a detailed scenario about Enron Scandal. Founded in the year 1985, it was one the global leading firm in electricity, natural gas, communications, pulp, and paper firms before its collapse in late 2001. Thus, its annual revenues had risen from about $9 billion as of 1995 to more than $100 billion in 2000. Therefore, during the end of 2001, it was revealed by its annual reports that the financial condition had been sustained sustainably through institutions, and it was a systematically and creatively planned accounting fraud. According to Amara (2007), Enron stock dropped from $90 per share in the mid of 200 to less that $1 per share as of 2001. In this case, the shareholder estimated a loss of close to $11 billion. After they had revised their financial statement for the last five years, it was certain that the company had lost more than $586 million. As a result, this triggered the fall to bankruptcy on December 2001. Perhaps, it would be of significant purpose to at least try and outline some of the major problems that might have led to the downfall in this case study, they include: It was identified that the chief finance officer has more than $30 million for self-dealings. Hence, it was regarded that the CFO had taken money for his personal usage which was a not good according to the governance of the company (Bryce, 2002). There was also the disappearance of $700 million total net earnings. As a result, such a scandal means that the accounting system has some form of fraud, thus leading to the bankruptcy of the company (Bryce, 2002). A total of $1.2 billion shareholders equity got lost in the accounting process. There were also hidden liabilities by the accountants which were close to $4 billion. Hence, many of the recorded assets and profits in Enron Company were inflated or perhaps there was also some fraudulent and non-existence in the records. In the case of debts and equities, entities they were recorded offshore and werent included in the final companys financial statements (Bryce, 2002). There were also some sophisticated financial transactions that took place between Enron and other firms which were used in the elimination of unprofitable entities in the companys books (Amara, 2007). Hence, such acts are deemed to have been the problems that faced the firm. Thus, in this study our focus will be primarily focused how leadership plays a major role in order to build the organizational culture as well as behavior. In addition, it will still focus on highlighting why leaders in such a firm like Enron need to maintain their ethical practice and proper leadership models that would direct the company. 1. How can be explained by some of leadership theories happened at Enron? Contingency model theory- the theory tends to offer theoretical model that focus on leadership based on leaders character and situation. Therefore, the situational factor tends to interact with the leaders traits and behaviors so that there can be some form of leadership effectiveness (Normore Fitch, 2011). Therefore, the theory outlines that the leaders can be effective in terms of task orientation and relationship orientation. As for our case, it is a total different case. For instance, it is observed that management characters and relation to the employees wasnt effective (Amara, 2007). Therefore, such factors may be the escalating factors to what happened at Enron Company. Thus, using the theory leaders should ensure that they are up to task and they have a good relationship between them and the employees so that there can be free communication and respect. Path goal theory- this theory focuses on how leaders motivate their followers so that they can achieve their desired goals. Hence, it tends to focus on the relationship between the leadership style and characteristics of the followers in the organization setting. Hence, the leader is imperative to use a leadership style that meets the followers motivation. All this is possible if there is complementation of what is missing in the work setting. Therefore, leaders try and enhance the followers to the goal attainments (Goethals, 2004). Considering our case, leaders of Enron failed to motivate their employees in any manner towards the attainment of desired goals. For instance, we observe Mr. Skilling a leader promoting a culture of fraud, so most of the employees embraced this fraud culture and failed to accomplish the desired goals. Other employees who at least tried and make claims that there were emerging issues because of fraud were dismissed. Hence, it meant that the leaders failed to motivate employees towards the desired goals; as a result this led to the continued escalation. 2. In what ways does leadership influence culture? Whether a leader comes up in any organization or is brought from the outside of the organizations, different ways emerge on how leaders impact the company culture. Hence, I will briefly look at some of the ways in which leaders can influence the culture of an organization. Walking the talk- as a leader people tend to observe what you say, do and the values you posses, not just in a way that you say it. Looking at the then Enron CEO, Kenneth lay and his management group they were stealing from their shareholders, thus a lot of traders were laughing at them because of how they were going bankrupt little old ladies so that they can heat their bills. Such an instance tends to be very tough for a leader; this is because a lot of people fail to have respect for them (Normore Fitch, 2011). Hence, there is the need of developing a culture by the Enron leaders where they focus on doing something that they say and ensure that they follow it through. Rewards and enforcements- as a leader there is the need of valuing what we recognize. Therefore, Enron leadership may adopt a new culture where they reward and recognize employees. Thus, they will be a collaboration and team work culture compared to before where employees where working against each other for the purpose of safeguarding their job (Bradley, 2011). There is also an instance where employees in Enron Company worked towards the maintenance of their jobs rather than focusing on the achievement of organizational goals. Hence, this developed the culture of fraud, but we observe that the current leadership of the firm has decided to reward effective employees. Therefore, if people are promoted the leadership influence will have conformed in a successful way that creates a hierarchical culture. Being passionate- passion tends to be contagious and most people often like to be associated with it. As some scholars argue on leadership programs, people can follow you because they have to or because they want to because of your capabilities (Elliot, 2002). Therefore, if one has the capabilities to inspire people for change you tend to reprogram their brains thus they will take some form of ownership so that they can ensure success in the firm objectives. Communicating efficiently- it may sound obvious but if there is no clear communication, there is the likelihood of unclear and informal communication (Smith, 2009). Consider the case of Enron Scandal, poor communication culture in the firm was a escalating factor to downfall. Looking at an example, there was no evidence because of poor communication culture by the leaders that when the CEO told the employees that stock would rise that he could disclose that he was selling stock. Hence, it meant the duty was owed to one's good faith and disclosure (Bradley, 2011). Moreover, in this case, the employees would not have known of the stock sales within days or weeks in such an ordinary case. Thus, only the under investigation after the bankruptcy was it known that the CEO is selling stock. Perhaps, such a factor could be stated that it increased the level of bankruptcy. Therefore, people tend to appreciate if there is honest and straightforward communication to them even if it is negative so that they could at least try and develop a positive influence. All these can be possible if only the leadership system decides to adopt an effective communication culture. Leadership and employees engagement leads to innovation- having an amazing form of leadership makes people motivated in the success of achievements. More importantly, you have the freedom to undertake any duty and this creates some form of redundant task that you would have to normally do (Normore Fitch, 2011). Based on this, a leader who engages his employees brings some positive atmosphere in an organization and makes the work a lot simpler. Know think of a company where the employees are disengaged along with poor leadership (Lumby Coleman, 2007). What is likely to be seen is an instance similar to the Enron Scandal. Here, we are likely to experience instances of negative results, as a result the company becomes awry, work become gruel and tasks become daunted, rather than a place where people can develop an learn new things. Therefore, it is up to the leaders to make decisions on what shape they would like their work place to be, this is what separates great companies from the bad companies. Therefore, to make positive cultural influences those are objective to the organization aims leader should be transparent, clear and fun company that most people often feel to go and work for (Lumby Coleman, 2007). Hence, leaders should maintain that they influence cultures that make companies to thrive. 3. How should unethical behavior be reduced at the workplace? What should be the recommendations? In our case scenario, we observe that weakness of human beings. The executives in this company were smart guys, but unfortunately they destroyed the fortune they had built for 16 years because of unethical characters. Unethical characters tend to develop some disastrous consequences in any organization. Therefore, as a leader there is the dire need of avoiding such practices from happening (Normore Fitch, 2011). Hence, Enron should consider avoiding some of the unethical behaviors within the organization. These are as follows: Proper corporate culture Firms should critically look at their corporate culture because the culture found in an organization will affect the decisions made by the employers and employees in any ethical dilemma (Koletar, 2003). Considering our case study, Enron culture led to bad result which increased levels of fraud and bankruptcy. It is also noted that Enron had competitive environments and rigorous performance in evaluating their standards. Besides that they focused more on their financial goals. Therefore, if Enron had given more job securities to their employees, instances of cheating could have been less. Therefore, the employers could not have made decisions if they cared about the interest of their employees and stakeholders. Hence, building a healthy corporate culture tends to be a necessity for the firm. Robust ethics infrastructure There is the need of establishing a robust ethnic infrastructure that should be followed daily. Therefore, having ethical codes tend to be far from enough (Normore Fitch, 2011). For instance, our case company had written code of ethics, but there were many unethical behaviors still happening. Hence, when firms write down their codes of ethics they should also communicate it effectively to all employees. Hence, leaders should make sure that a companys ethical standards are common to each persons mind. Establishment of business ethics theories and models Businesses need to learn the significance of business ethics theories and models because of their capability to reduce levels of unethical characters. For instance, in these models and theories, impacts for your decisions and interest tend to be emphasized. Hence, the ethics models develop good ways in which you balance the interest of all parties, so that they can assist in the making of a right decision in an instance of ethical dilemma (Elliot, 2002). Hence, having proper business ethics theories and models lower levels of unethical dilemmas once you know what should be done. Hence, to avoid any other case of Enron, firms should opt whether they possess a healthy business culture, whether they have their written codes of ethics and if they follow the codes, and if they employers and employees have sufficient knowledge about the business ethics (Normore Fitch, 2011). Conclusion In this study there is an in-depth understanding on how proper leadership is the spine towards the conduction of business process. There is also observation of how leaders can influence the culture of an organization to either the positive or negative side (Normore Fitch, 2011). Lastly are recommendations of how companies can handle instances of unethical behaviors. Therefore, effective leadership is a significant necessity for any firm in the business world. References Tartell, R. H. (2014).A test of the path goal theory of leadership. House, R. J., University of Toronto. (2009).Retrospective commentary: The Path Goal Theory of Leadership. Toronto: Faculty of Management Studies, University of Toronto Goethals, G. R., Sorenson, G. J., Burns, J. M. G., Sage Publications. (2004).Encyclopedia of leadership. Thousand Oaks, Calif: Sage Publications. House, R. J., Mitchell, T. R., United States. (2015).Path-goal theory of leadership. Seattle: University of Washington.. Bryce, R. (2002).Pipe dreams: Greed, ego, and the death of Enron. New York: PublicAffairs. Swartz, M., Watkins, S. (2003).Power failure: The inside story of the collapse of Enron. New York: Doubleday. Lay, K. L., Newcomen Society of the United States. (1990).The Enron story. New York: Newcomen Society of the United States. Gibney, A., Kliot, J., Motamed, S., Coyote, P., Hauser, M., Elkind, P., McLean, B., ... Magnolia Home Entertainment (Firm). (2006).Enron: The smartest guys in the room. Los Angeles, CA: Magnolia Home Entertainment. Amara, E. (2007).The Enron scandal. New York, NY: Filmakers Library.

Wild Strawberries

Diverse people/cultures constitute this world and such diversity is reflected via the cinematic experience. Film emanates the entire infrastructure of a people’s culture (gender, age, creed, race, personal impressions, ideas, emotions, prejudices and religious/political/ economic/educational institutions, etc.).Advertising We will write a custom essay sample on Wild Strawberries specifically for you for only $16.05 $11/page Learn More At the height of the 20th century, many countries witnessed a rise in cinematic prominence and Sweden was no exception. Gustaf Molander, Alf Sjà ¶berg, Victor Sjà ¶strà ¶m, Mauritz Stiller and most recently Lasse Hallstrà ¶m  as well as Lukas Moodysson brought prominence and popularity to Swedish film. Among this distinguished cadre of Swedish filmmakers is the accomplished and prolific Ingmar Bergman. A repertoire comprised of over sixty documentaries and films (television and cinema) as well as one hundred an d seventy theatrical plays, Bergman’s work featured a typical element of Swedish film – slow pacing and austere landscapes. His distinctive style/attribute and contribution, however, was exploration of human emotions and its vast landscape with death, illness, betrayal, and insanity as the focus. Bergman’s 1957 film, Wild Strawberries, is superbly characteristic his style. Wild Strawberries was written and directed by Bergman and has an acclaimed cast of Swedish actors, among them Max von Sydow. Deemed a classic and one of Bergman’s best films, thought-provoking themes such self acceptance and discovery as well as human existence constitute the thematic core of the film. Bergman wrote the screenplay while hospitalized and such experience served as an impetus. Wild Strawberries is character and plot driven in that the two intertwined bring the fundamental themes to the surface and explain them. The film chronicles the emotional voyage of an elderly physici an named Eberhard Isak Borg (Victor Sjà ¶strà ¶m). This emotional journey filled with self introspection/re-evaluation is introduced at the onset of the film with Borg’s opening statement – â€Å"In our relations with other people, we mainly discuss and evaluate their character and behaviour. That is why I have withdrawn from nearly all so-called relations (Wild Strawberries). At seventy years old, Borg appears to have come to a point in which evaluation of his behaviour and character is of primary concern rather than others. The journey unfolds as he travels to receive an honorary degree/award at Lund University. Such accolade, however, has no value and does not bring him happiness for he comments prior to his trip â€Å"Honorary Doctor! They might as well appoint me Honorary Idiot (Wild Strawberries).†Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More During the 400 mile sojourn from Stockholm to Lund, in which he is accompanied by his daughter-in law – Mariaane (Ingrid Thulin), Borg seventy eight years old, undergoes a life assessment or revaluation process. The various people he meets along the way force him to confront various personas about himself (aloofness, loneliness, etc.), his past and relationships (mother, son, etc.) that contributed to his behaviour. Self examination also comes in the form of nightmares and daydreams throughout the film. At the conclusion, Borg comes to terms with himself (past, present, self acceptance) and immanent death which in the beginning he greatly feared. Smultronstà ¤llet is the original Swedish title for the film and translated literally means wild strawberry patch. Idiomatically the title refers to something underrated or devalued yet possesses sentimental or personal value. Self awareness, value, acceptance, and even love appear to be the sentimental and personal emotions at the core of Bergman†™s focus/message and for this reason Ingmar Bergman Wild Strawberries’ impact will remain indelible. Work Cited Wild Strawberries (1957). Web. This essay on Wild Strawberries was written and submitted by user Jacey Jensen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Geox Essays

Geox Essays Geox Paper Geox Paper Geox main competitive advantages are: Technology: constant focus on the product with the application of innovative and technological solutions developed by Geox and protected by patents. Focus on the consumer: cross-market positioning for products, with a vast range of shoes for men, women and children in the medium to medium/high price range (family brand). Brand recognition: strong recognition of the Geox brand thanks to an effective communication strategy and its identification by the consumer with the breathing concept. Internationalization: a growing presence on international markets thanks to easy replication of a business model already tried and tested in Italy. Distribution: a network of monobrand Geox Shops in Italy and abroad which has been developed according to each countrys distribution structure and calibrated to the widespread network of multibrand clients. The goal of both networks is to optimize market share and, at the same time, to promote the Geox brand to end-consumers on a consistent basis. Supply chain: a flexible delocalized business model with considerable outsourcing, capable of efficiently managing the production and logistics cycle while the Company maintains control over critical phases of the value chain, so as to ensure product quality and timely deliveries. Geox is the 1st shoe brand in Italy and the 2nd in the world. Since the start of 2008 the company is a member of the S/MIB index, the leading blue chips index for the Italian stock market. Lets take a look at Geox 2008 results (the images are taken from Geox 2008 financial statements): :

D para trabajar en cruceros en Estados Unidos

Visa C1/D para trabajar en cruceros en Estados Unidos La visa C1/D, tambià ©n conocida como de tripulacià ³n/trnsito, es utilizada por las personas contratadas por cruceros para poder transitar y embarcar en Estados Unidos. En este paà ­s la industria turà ­stica de los cruceros es enorme. Ms de 20 millones de personas se embarcan al aà ±o en un puerto de los Estados Unidos para disfrutar de sus vacaciones. En este contexto se precisan trabajadores en distintos mbitos (meseros, limpieza, entretenimiento, cocineros, barmans, belleza, mantenimiento, etc.). Entre las empresas de cruceros que necesitan un flujo continuado de trabajadores (tripulantes) se encuentran: AIDA Cruises, Azamara Club, Carnival Cruises Lines, Celebrity Cruises, Costa Cruises Lines, Cunard Line, Disney Cruise Line, Holland America line, MSC Cruises USA, Norwegian Cruise line, Princess Cruises y Royal Caribbean International. Y muchas de estas empresas contratan a trabajadores en otros paà ­ses, directamente o a travà ©s de agencias autorizadas. Cà ³mo se solicita la visa C1/D Primero se necesita pasar por un proceso de seleccià ³n y ser contratado por la compaà ±Ãƒ ­a del barco crucero en el que se va a trabajar. Es indispensable tener una carta oficial en la que se especifica que se ha sido contratado y presentarla en la Embajada o consulado en la que se tramita la visa. A continuacià ³n, llenar por internet el formulario DS-160. Est en inglà ©s, si no se entiende bien ese idioma ir  al ToolTip en la parte superior derecha de la pgina y elegir la opcià ³n de espaà ±ol. Si asà ­ se hace al poner poner el cursor sobre la pregunta aparecer la misma traducida al espaà ±ol. Dependiendo del consulado lo ms comà ºn es que hay que subir una foto digital durante este proceso. En algunas ubicaciones la foto se lleva a la entrevista. Fijarse bien en lo que se pide en cada caso. Al finalizar de llenar el formulario, imprimir la confirmacià ³n ya que este es un documento esencial que hay que llevar ms tarde a la entrevista en la Embajada o Consulado. Seguir las instrucciones que se indican al llenar el formulario para el pago del arancel (cancelacià ³n), en cada paà ­s se siguen reglas distintas, pero como al iniciar a llenar el documento se elige la ubicacià ³n pues simplemente se siguen las instrucciones a este respecto. Sin pago del arancel no ser posible realizar la cita para la entrevista. En la actualidad el costo de la visa C1/D es de $160 (aunque en algunos paà ­ses es ms por criterios de reciprocidad). Es posible, pero no ocurre siempre, que la compaà ±Ãƒ ­a reembolse esa cantidad. En algunos consulados tambià ©n ser necesario hacer una cita para que le tomen las huellas digitales antes de la entrevista. A continuacià ³n se programa una cita. En muchos consulados es necesario registrarse con un servicio de courier (mensajerà ­a), ya que si la visa es aprobada se enviar por este medio. Seguir las instrucciones cuando se llena el formulario DS-160. Entrevista en el consulado o Embajada El dà ­a de la cita a la hora programada, llevar: Pgina de confirmacià ³n del DS-160Una foto (a menos que se haya tenido que enviar digitalmente al llenar el DS-160, cada consulado tiene sus propias reglas).Pasaporte vigente en buen estado. Las compaà ±Ãƒ ­as de cruceros piden, en general, que la vigencia sea de al menos por un aà ±o.Pgina de registro con courier, cuando es necesario.Una carta formal del empleador con membrete impreso de la compaà ±Ãƒ ­a, lo ms especà ­fica posible.Tambià ©n llevar documentacià ³n que sirva para probar que se tiene la intencià ³n de no quedarse en Estados Unidos (lo que sirva para probar lazos fuertes econà ³micos o familiares en el paà ­s de residencia). Tambià ©n se puede pedir demostrar que se tiene dinero suficiente para pagar el boleto para unirse a la nave en la que se va a trabajar, si esta parte de un puerto en USA. La visa C1/D es una visa no inmigrante y el oficial consular puede negarla si considera que el solicitante es inadmisible. Adems, o bien el dà ­a de la entrevista o bien antes (dependiendo del consulado) se tomarn las huellas del solicitante. Los là ­mites de la visa C1/D La visa C1/D es vlida por el tiempo que se especifica en la misma. Si caduca antes el pasaporte viajar con el nuevo y tambià ©n con el expirado en el que se encuentra la visa. La visa C1/D, aà ºn cuando està © sin expirar, no puede ser empleada para emplearse legalmente en Estados Unidos en otro tipo de trabajos (sà ­ que se puede cambiar de cruceros). Por ejemplo, un mesero contratado para un crucero con ese visado no puede quedarse en tierra para trabajar en un restaurante sin antes   obtener una visa distinta una que permita trabajar (lo cual no va a ser nada fcil). Tampoco sirve para permanecer en Estados Unidos si no hay un contrato vigente con una compaà ±Ãƒ ­a de cruceros. El problema de la visa C1 En algunos aspectos se considera que es una visa que puede ser problemtica porque no permite ajustar el estatus a las personas que entraron a los Estados Unidos utilizando ese tipo de visado. Eso quiere decir que si una persona ingresa con la C1 y decide quedarse en el paà ­s puede tener un problema grande si su estancia ilegal supera los 180 dà ­as, y mucho ms si supera el aà ±o. Asà ­, aunque se casase con un ciudadano americano o con un residente permanente legal o tuviera una ofera para una visa de trabajo o un empleador estuviese dispuesto a patrocinar una tarjeta de residencia no podrà ­a ajustar el estatus y tendrà ­a que salir del paà ­s. Y ahà ­ vendrà ­a el problema. Al salirse aplica el castigo de los tres y de los diez aà ±os y durante ese tiempo no podrà ­a regresar, excepto que pudiera pedir y ganar una waiver I-601, que no es fcil conseguirla. Ni siquiera pueden arreglar los papeles por medio del Parole in Place que aplica a los esposos de ciudadanos que son militares.   Para las personas que entrar con una C1 y se quedan en el paà ­s hay muy pocas opciones: asilo, cancelacià ³n de la deportacià ³n o withholding of removal. Pero son todas muy especà ­ficas y no fciles de obtener. Por estas razones, si tienes una C1 y ests pensando en quedarte en los Estados Unidos hazte un favor a ti mismo y consulta tu caso con un abogado de inmigracià ³n y entiende bien los problemas que pueden derivar de una decisià ³n de ese tipo. Cunto se gana trabajando en un crucero Estos son los salarios medio para tripulantes de crucero segà ºn tipo de profesià ³n que se desempeà ±e. Tambià ©n se incluye un listado de agencias especializadas en encontrar trabajo en cruceros a trabajadores extranjeros. Otras opciones de trabajo Puede considerarse las visas H-2A para trabajar como temporero en la agricultura o la visa H-2B que permite desempeà ±arse en labores tipo ferias, resorts de verano o invierno y similares. Este es un artà ­culo informativo. No es asesorà ­a legal.

E-commerce Essay Example | Topics and Well Written Essays - 3000 words - 3

E-commerce - Essay Example The Author of essay "E-commerce" describes features and benefits, that can be obtained with the usage of this method. Also, the writer claims that the world largest computer network is the internet. With the astonishing growth of the Internet nowadays, many companies are finding new ways to expand their business opportunities. One can even say that there are almost all companies used computers in their everyday business. Thus, E-commerce is emerging as an increasingly important way for businesses to reach potential customers. Rapid deployment of their cyber security measures helps to provide added security to their online resources such as e-commerce websites, extranets, and intranets. It is essential for these resources to operate in the safe, secure and stable environment as organizations work on huge stores of data and it is important to ensure to ensure the integrity of the data and protect the company’s e-commerce and IT infrastructure. With the dramatic evolution of communication and computing technologies and their standardizations, e-commerce has been more on the boom. Lowering of operation costs, enhancement of speed of transactions, and ease of global reach to vendors and customers are some of the major reasons for the increasing popularity of this emerging way of commerce today. The project analyses some of the major issues in terms of security of transaction and assets in e-commerce activities and components. This work is written by professional and includes all structural parts that will help you to get the A+!... The importance of information security for effectiveness of decision making for managers; its importance from the perspective of honour and goodwill of the organization and also from the technological perspective is discussed in the project. Security in E-commerce- Overview A secure e-commerce system accomplishes its tasks and goals without any unintended side effects. An insecure and unsafe e-commerce system may generate access to unintended complexities and threats which can have the potential to damage its intentions or purpose. In the software industry, security can be understood from two different perspectives. Software consumers regard protection of their information as one of the crucial and specific features of the system. Integrity, confidentiality and availability account for three of the main concepts in the protection of e-commerce system. This is crucial from both the perspectives of both the client and the vendor. A safe and secure e-commerce system not only allows easy and effective transaction between the vendor and the service provider but also adds to the goodwill and reputation of the company for being cautious about securing its clients’ information and data. It demonstrates its worth as being a reliable company which serves as its competitive strength in the market (IBM, 2005). The impact of Security on E-Commerce on the management of organizations It is important to understand that security is not only about technology. The security of e-commerce activities ultimately reflects through proper decision making and management of the organization. The primary essence of the management in any organization is decision making. Managers are

Other Assignment Example | Topics and Well Written Essays - 1000 words

Other - Assignment Example While buying the television, the seller will have spent on something else thereby boosting the local economy. Therefore, in the perspective of the observer of these events, the ill behavior of the man’s son or breaking of the television set has stimulated the economy; however, according to Bastiat, the entire understanding exposes a fallacy. Looking at the concept brewed in this case, breaking of the television reduces the man’s disposable income that he may not be able to purchase; for instance, a new shirt or commit to other luxuries. Nonetheless, the breakage of the television is helpful to others; for example, the seller or the person repairing the television. It should be noted that despite the breakage of the television set being helpful to others; it robs industries and reduces the spending on other goods and or services. Replacing an item that was already bought is regarded as the maintenance cost as opposed to buying new items or items that the owner has never had (Rockwell and Ludwig Von Mises Institute, 2008). ... in Making Financial Decisions The most significant means in decision making including financial decision-making are the application logical and systematic decision-making processes. Application of application logical and systematic processes helps in time value analysis since they provide systematic and planned analysis. Therefore, it is vital that health care organizations to deploy organizational approach that incorporates application logical and systematic processes in making vital financial decision (Skousen, 2009). Applying this concept will ensure that they never miss profound factors in their decision-making. Six steps and practices can help the health care organizations to curb their challenges in financial decision-making. Creating a constructive environment for financial decision making A constructive environment for decision-making incorporates the establishment of objective of such decision making process. In other words, it is vital that the management of such health car e organization to define the parameters the health organization could achieve with their desired financial decision. Additionally, the management must thereafter agree on a working process to be deployed and this will call for the incorporation of the significant stakeholders in such decision-makings. Generating applicable and relevant alternatives This process shall provide the decision makers with more options to choose from towards comprehensive financial decisions. Generation of alternatives allows the management or the decision makers to have numerous ways of solving financial challenges. Therefore, unreasonable alternatives will only worsen the problem. Finally, generating alternatives will help organizations of ideas. Exploration of the alternatives This process ensures that only

To Be Accepted Essay Example for Free

To Be Accepted Essay Eric Berne a Canadian-born psychiatrist mainly known as the creator of transactional analysis and being the author of Games People Play, once said, â€Å"The moment a little boy is concerned with which is a jay and which is a sparrow, he can no longer see the birds or hear them sing. † What Berne stated was that when you see life in your own perspective but are once given the reality of it you no longer will receive that chance again. The novel, The Kite Runner, by Khaled Hosseini reveals a story about discrimination and acceptance in the life of a Pashtun-Hazara friendship. Amir, who is a rich Pashtun, and Hassan, a Hazara, grew up together like brothers but always had the boundary of discrimination and tradition that Amir couldn’t seem to disregard like his own father had. Dealing with the life of being a Hazara can be deadly living in Afghanistan and for Amir to accept Hassan as a friend seemed unreal. Holding him back to protect his own friend over himself was never his own intentions, which lead him to live years in guilt. The conflict between the discrimination against Hazaras and Pashtuns is that Pashtuns believe that Hazaras are not real Afghans and therefore cannot be accepted thus leading many Pashtuns, such as Amir, to follow traditions that which he choose to ignore. Amir struggled throughout the novel to accept Hassan as a Hazara and tried every possible way to remove Hassan from his life. In Amir’s own eyes he did love Hassan like a brother but because of his jealousy towards Hassan he seemed threatened because Amir’s own father seemed to favor Hassan more. Although Amir lied and set Hassan up to get in trouble so he would no longer be a part of his life he consistently stated to himself, â€Å"There is a way to be good again† (2). Due to his duties as a Pashtun, Amir was told to believe that Hazaras are worthless in life. At first Amir meant for â€Å"good† to be as if Hazaras and Pashtuns shouldn’t be friends. Not having such a dramatic view towards Hazaras he still seemed to loathe them, although he told himself this towards the end of the novel again it was a way for him to show how he could redeem himself. Although Amir was successful in no longer having Hassan in his life and as much as he tried to follow his traditions as a Pashtun, he dwelled with guilt and yearned for redemption. By seeing Hazaras are nothing but sins, Amir learned the true value of acceptance and that wanting them dead would not settle his hatred towards Hassan. Loyal Miles stated that, â€Å"Amirs cultural identity relies on the context of a traditional past compared against the realities of ethnic divisions and a war-fractured present. † Miles declares that Amir’s capability to accept Hassan is clouded by the reality of what is real. Amir’s â€Å"cultural identity† demands duty and tradition but his â€Å"realities of ethnic divisions†, such as him being friends with a Hazara and allowing himself to frame his best friend by saying Hassan stole his watch, speaks otherwise allowing him to realize the importance of redeeming himself. Rahim Khan, Amir’s father’s best friend, had once told Amir a story about a romance he had with a Hazara girl and how his family looked down upon him because of his decision to love someone who they pity upon. Khan said to Amir that, â€Å"In the end, the world always wins. Thats just the way of things. † (99). From what Khan said in the novel his mother fainted, his father spit on him and his sister threw water at him to make sure he was actually telling the truth about his love for a Hazara. Khan could sense that his choice in life was not acknowledged and that â€Å"the world always wins† was true. Khan used the word â€Å"world† to describe how the Pashtuns have their own lifestyle and rules where trying to break and change traditions, such as having a romance with a Hazara, was not something that would be accepted. In the world of Pashtuns the only contact you have with a Hazara is master-slave, to be friends let alone fall in love with one is declared wrong in their world. Thus allowing the worlds decision overpowering your own. When we first met Khan, we assumed he was similar to Baba, Amir’s father, who accepted the Hazaras. Our assumptions though didn’t think to know that Khan had a relationship with a Hazara slave and he had to follow duty as a Pashtun and to end their love affair. While discussing his past problem to Amir Khan told him that â€Å"You don’t order someone to polish your shoes one day and call them ‘sister’ the next†. Thus connecting to the power of â€Å"the world† and the traditions you face as a Pashtun. Harold Bloom stated, â€Å"Rahim tells Amir the world is very strong and always wins but that, nonetheless, the matter probably worked out for the best. † By agreeing that Khan believes that breaking up with his Hazara girlfriend would have worked out for the best shows that most Pashtun follow what their family traditions and life values demand from them. After years of guilt and grief and learning of the truth about Hassan being his half -brother, Amir’s acceptance rates towards the Hazaras and the reality of his lifelong problems soon came to his realization of what truly mattered. While waiting to find out news about his nephew Sohrab, Hassan’s son, Amir began to pray, â€Å"There will be no floating away. There will be no other reality tonight. † (345). By declaring that there be â€Å"no other reality tonight† we relate back to what Eric Berne stated about no longer seeing the birds or hearing them sing because this is where Amir’s reality had finally set in. He now has learned that without Hassan it would have been a life changing experience. Knowing the reality of it all makes him acknowledge what he has got now that Hassan is dead. For Amir to have accepted Hassan at an earlier stage in his life instead of trying to remove he wouldn’t have learned the true meaning of redemption of acceptance. Pashtuns mainly choose their family virtues not their own personal views because they are aware of the degrading consequences. Amir may have learned too late for Hassan but realized that it was his time to make things right with Sohrab to save him from slavery. Meghan O’Rourke stated that Amir had â€Å"His hands are already stained with Hassans blood and that they cannot be stained with the blood of his son as well. † Amir left behind Hassan when he came to America, thus leading to Hassan death in the future. At the time not caring about what would happened to anyone but himself, Amir could have cared less let alone the fact that he never he knew Hassan had died until later on. After fighting for Sohrab’s survival Amir learned to take him in and care for him for who he is and what he means to him, not what his cultural background is. Relieving Sohrab from child labor and the brutal lifestyle of a Hazara, he learned to remove his selfish being from himself. The conflict between the discrimination against Hazaras and Pashtuns is that Pashtuns believe that Hazaras are not real Afghans therefore cannot be accepted thus leading to the slavery, beatings and fatal causes towards Hazaras. Acceptance is key in the life of Amir, without learning to relieve himself from his traditions his life would have been forever filled with guilt.

A Tool that Enhances Education Essay -- Teaching Computers Argumentati

A Tool that Enhances Education Computers have been instrumental in improving the quality of life for many people all over the world. Computers have enhanced education to make teaching and learning more productive. Such a technology has given people more opportunities for gathering information and developing education in all subjects like English, science, math, history, and the arts. People like myself have benefited from the variety of programs that the computer has brought in this century such as writing and office programs, encyclopedias, the Internet, email, and online communities. In the century we live in today, the computer is not only considered to be an important tool, but a necessity in a business oriented society. Computers have also been and continue to be a productive tool, especially in the world of education. In a critique titled "The Computer Delusion," Todd Oppenheimer, Associate Editor of Newsweek Interactive, argues that "the tremendous emphasis on computers and technology in elementary and secondary schools, and especially in the lower grades, can actually decrease the effectiveness of learning and teaching" (255). I disagree with Oppenheimer because with the proper use of computers, education can out do itself. Computers have and are still used productively in the classrooms to improve teaching and learning. Oddly enough, Oppenheimer included studies that he disagreed with on the five arguments that campaign the computerization of the nation's schools: Computers improve both teaching practices and student achievement. Computer literacy should be taught as early as possible; otherwise students will be left behind. To make tomorrow's work force competitive in an increasingly high-tech world, l... ...he home. With the proper use of computers teachers and students can use computers to help them with the curriculum. It is important for teachers to be guided and instructed on how to help benefit their students through the use of computers. The computer cannot take the place of a teacher because computers cannot speak or instruct students to read, write, and add, the way a real teacher would in a live situation. The presence of a live teacher is unique and necessary for a well-rounded education. People should not fear computers because they cannot replace the importance of a professional teacher. The computer should be used as a tool to enhance education and not replace it. Works Cited Oppenheimer, Todd. "The Computer Delusion." The Presence of Others. Ed. Lunsford, Andrea A., John J. Ruszkiewics. Boston/New York: Bedford/St. Martin's, 2000. 255-285.

Mrs. Beth Namara

Encouraging an individual to communicate their needs, preferences and personal beliefs affecting their personal care is very important in health and social care. As care workers we have to always consider people’s preferences even if it is not what we would like as individuals. There may be cultural considerations that I might need to think about as a person but this does not stop me from encouraging an individual to communicate what they want.When I realize that the service user is not able to communicate their needs, preferences and personal beliefs with ease, I am always patient and give them more time or use other methods of communication to find out. (58. 1. 1) As a care worker it is my responsibility to promote effective communication at work by being able to understand both verbal and non verbal messages the service users use. I know how to communicate well with the service users and to listen to their needs attentively in order to understand the message they put forwar d for me.For example I maintain eye contact all the time with the person I am talking to, listen carefully, use my body gestures to show them that I am listening and interested in what they are telling me. This gives them the assurance that I am listening to what they are telling me and I respect what they are telling me. (58. 1. 1) Sometimes I ask the family, friends or previous care workers for advice or seek for information about their needs, preferences and personal beliefs. For instance some service users prefer a bath to a shower or a strip wash, I have to respect that even If I feel that it is more practical to have a shower than a bath.Some service users prefer to have a bath three times a week I respect their choice and do exactly what pleases them as long as it is what they want and it is their choice. I avoid imposing my own views on them even if their choices conflict with what I feel is right. (58. 1. 1) Some service users have their religious beliefs or cultural needs regarding their personal care , It is my responsibility to always find out about these beliefs and respect them to avoid offending the service users I support and their family without intending to do so.There are some service users who prefer care workers to be of the same gender as them. For example there is a female service user who does not accept male carer workers in her house. This is respected by the company I work for and every service provided to her has to be a female because that is what she prefers (58. 1. 1) In conclusion , by listening to what the service users want or prefer , following their choices or getting information and advice from their family and friends is very important in health and social. By doing this, the service users will be satisfied with the level of the care they receive.In order to be able to provide support for personal care safely, care workers have to know how to help the individuals understand the reasons for hygiene and safety precautions. S ource of support in personal care can influence people’s habits and values, for instance some service users bathe or shower daily while for others it is twice a week or once. People’s attitudes to the care of their teeth, hair, nails, shaving also differs and it my duty as a care worker to explain to them the reasons for hygiene and safety precautions. (58. 2.1) Service users who usually have little contact with the public are not so much into grooming themselves like those who keep going out to mix with others. Those who stay home most of the time are usually less motivated to pay attention to personal hygiene. For example one of the service users I support is disabled but very active, he is involved in many charity organisations and loves going out to socialize at different events. He pays too much attention to his hair, teeth, nails and shaving so that he can look his best all the time.When ever I am doing his personal care I do everything according to his choice as longer as it is in line with the safety and hygiene policy of health and social care. As a care worker it is my responsibility to promote healthy and safe practice in relation to hygiene rather than imposing my own standards to service users I support daily. (58. 2. 1) I do make sure that the skin of an individual is washed and kept clean because any breaks to it leads to a risk of infections entering the body.I know very well that the outer layer of the skin is constantly being renewed, the shed cells are replaced with new cells. The skin also produces sweat and sebaceous glands that produce sweat and other oily substances that maintains the water proofing of the skin. If I do not take good care of it the dried sweat, dead skin and sebum can build up and be a breeding area of a range of bacteria or leading to bad smell which can be unpleasant. (58. 2. 1) I always make sure that the teeth of the service users are cleaned at least twice a day so that food particles can be  removed .If the teeth are not cleaned properly this can lead to mouth infection, tooth decay and gum disease caused by the decomposed food particles. It is my responsibility as a care worker to support the individual to understand the reason for keeping their teeth clean or oral care hygiene. (58. 2. 1) I do make sure their hair is washed and dried properly, most of the people I support are aged and their hair is dry and more brittle. I use mild shampoo with conditioner mostly to wash the hair then rinse it well and dry it.Some prefer their hair to be dried with the hand drier and others demand that I use the towel to dry it. Some service users get hair care services from hair dressers and it is my responsibility to ring and book for them hair appointments. (58. 2. 1) When I am doing hair care, i check for head lice which can be easily spread between people who have close head to head contact. Well conditioned hair makes it more difficult for the eggs to latch on to the hair. In conclusion, personal hygiene is not only about preventing the spread of infection, it also improves the way people feel about themselves.Service users usually feel better when I give them a bath or a shower, washed hair and cleaned boost their self esteem. The feedback I get from them shows that they really feel good after a nice bath, creaming, hair care, oral care and clean clothing. As a care worker it is my duty to promote and demonstrate good hygiene practices and be positive role models. Some service users I support need to be sensitively reminded and educated about hygiene and I do that when I see it is necessary the person has no idea about the importance of hygiene. (58. 2. 1)It is very important that I use protective equipments, protective clothing and hygiene techniques all the time when I am doing personal care in order to minimize the risk of infection. Germs can spread very easily from one person to another especially if they get onto clothes, hair, beddings and other materials. Therefore, it is my responsibility to limit the spread of infection by making sure I use correct precautions such as washing and protective equipment, gloves and aprons when supporting people with personal care to reduce the spread of infection.Most of the service users I support are aware of these universal precautions that they are in place to protect them and everyone involved from infections. I also apply hand gel to clean my hands and rinse my hands when I remove gloves and put them in the correct bin provided according to waste disposal policy. (58. 2. 2) I use protective equipments all the time when dealing with bodily fluids, clinical wastes or hazardous substances . Then after I dispose all used personal protective clothing either in the bag supplied by health services or in a plastic bag which I tie up and place in the main bin.I also make sure that I put the dirty laundry such as soiled bedding or clothes in the correct laundry bag provided to use. I avoid putting the dir ty laundry or the soiled linen on the floor because the soiled linen can spread infection. More to that , I always use people’s own toiletries when helping them with personal care, I do this mostly when I am supporting some one in a communal or a sheltered home. Germs can harbor in creams, make up, combs, hair bands, hats, hair nets and can easily spread from person to person if shared.Sharing toiletries and equipments among so many people also compromises a person’s individuality. As a care worker my own hygiene has also to be of high standard, I make sure I wear clean clothes each day which have been washed and ironed properly. After worker I change into a clean wear to go in home and this helps to reduce the spread of infections. Each day work clothes are washed separately from other clothes in the house, I use a hot wash and conditioner to kill all the germs and bacteria. (58. 2. 2)Reporting concerns about the safety and hygiene of equipments or facilities used for personal care to the manager or any body else concerned is very important not only for the safety of the service user but for the carer and others people involved. (58. 2. 3) Facilities and equipments used for personal care have to be in good working order, safe and clean to use otherwise, there can be accidents. As a care worker I also have a responsibility under health and safety law to ensure the safety of all people using the premises, I have to be observant so that I do not put anyone at risk of danger or harm.I have to make sure that equipments are checked regularly and all electrical equipments are tested and confirmed to be safe. As a care worker I have to be familiar with the correct working of equipment, such as the hoist, the chair lift, the electric bath chair and others because this will help me to know when things are not right. (58. 2. 3) I do make sure that I check every equipment before use and I do not use anything that might cause harm. If I check and notice that the equipment is faulty, I take them out of use make report and record the faulty as my employer’s policy or social and health care policy requires me to do.I know very well that dripping taps can be a hazard and if hot water drips from a tap while a person is bathing the service user can suffer serious burns. I also report other concerns like those of sharp edges on bath seats which can cause skin tears not only to the service user but to the carer and other people. (58. 2. 3) I do also report Items such as dirty or unhygienic bath mat, commodes, bath hoists, electric bath chairs and other unclean items that can easily spread infections to my manager or any other appropriate person.For the dirty bath tub, I do make sure that I scrub it with the cleaning materials before using it, this reduces the level of infection and makes the bathing place clean and pleasant to use. During the induction, I was told the benefit of reporting any concern about the safety and hygiene of equi pments or facilities, If I do not report it, that means I will be answerable in case of any thing, therefore, in order for me to cover my back in case of anything happens, I have to make sure I report to my manager or supervisor about any concern. (58. 2. 3)Control and exposure to hazardous waste is taken seriously in health and social care, this is about protecting the carer workers, the service users and others against hazardous substances such as the bleach, incontinence materials and other body wastes. COSHH is an abbreviation for Control of substances Hazardous to Health, the dangers of using such substances can be skin irritation, nose and throat irritation, allergic reactions and inhalation. (58. 2. 5) Waste materials I encounter during my daily care job include urine, feaces, incontinence pads, catheter and stoma bags, sanitary items, sputum, vomit and blood.During the induction it was clearly explained to me and other carer workers who attended that such body wastes should not pose any risk therefore, it should be wrapped properly, ensure that it is free from any excess liquid and disposed off properly. (58. 2. 5) All waste materials have to be handled with care because there are risks involved such as contracting gastrointestinal infections resulting in diarrhea and vomiting.The policy also emphasizes that all care workers  should know that it is important to safely dispose the waste because other people have to deal with it after it is disposed. Therefore, it is my duty as a care worker to make sure all the waste is wrapped and disposed in a bag or container provided. According to my work place policy, bags containing wastes should not be overfilled as these can be a risk to moving and handling as well as splitting open and contamination. Therefore, I always make sure the waste bags are filled up to the right and recommended level then tie them properly and make them ready for disposal.Keeping people safe is my priority as a care worker , liquid w astes such as urine, feaces, vomit and blood I dispose them in any normal sewage system, Incontinence pads, sanitary items, wound dressings, used gloves and aprons I dispose them in the yellow bag, soiled foul linen in the red bag which has inner dissolvable liner. I put the linen in the white bag which is usually provided for it, dispose house hold waste in the black bag and the sharp equipments such as needled and pins in the yellow sharps box.I make sure before I handle any wastes, I wear my apron, gloves and after I wash my hands properly. (58. 2. 5) Supporting individuals to make themselves clean and tidy after using toilet facilities is my responsibility as a care worker. After assisting service users to use toilet facilities, I have to make sure that, I support them to cleanse thoroughly to prevent them from becoming sore. I know very well, if the traces of feaces and urine are not cleaned properly can cause soreness and infections.I always make sure that there is enough toil et paper and wipe the service user from front to back, this is referred to as the correct way because it prevents traces of feaces being drawn towards the vagina and urethra which can cause infections. (58. 3. 2) There are individuals who always ask for running water to cleanse themselves after using the toilet this is either their culture or it is according to their religious faith. This is very common with service users who are Muslims by faith or have a culture of washing themselves after toileting rather than using toilet tissue.When the bidet facilities are not available, I provide them with water in small buckets or big bottles to wash themselves after using the toilet. Some of the service users I support prefer using moist baby wipes or toilet tissues after suing the toilet. (58. 3. 2) Most of the female service users use feminine wipes because they are soft, gentle and non irritant to clean their genitals after using the toilet. I always make sure a hand washing liquid is re adily available and I encourage the service users to use it to wash their hands properly.Some of my service users do not like to wash their hands after using the toilet, in this case I do remind them about the importance of washing hands. It is my responsibility to ensure that soap and hand washing liquid is provided at all the sinks in the house to make it easy for the service users to wash thoroughly, then a hand towel is provided for drying the wet hands. In conclusion, it my duty as a care worker to support individuals to make themselves clean and tidy after using toilet facilities. (58. 3. 2)Whenever, I enter service user’s home, after checking if the individual is ok, I check the room temperature to make sure it is ok for the person I am going to support. Sometimes I do ask them if the temperature is the right one or there is need to regulate it. This depends on what they want at that time, I usually do this in winter season or when the weather is too cold for the indiv idual. I also make sure the area where personal care is going to take place is warm and free from draughts. First, I close the windows then after prepare and make sure the heating is on to warm the room.  (58. 4. 1)After a bath or a wash most service users feel cold , therefore, it is my duty to make sure that I keep their bodies warm. I usually spread their towels and clothes on the sides of the radiator to take the chill off and make sure they are not too hot. I also ensure that the spread clothes are just on the sides and do not block the warm air flow from the radiator into the room. When ever I am running baths, I run the cold water first and then the hot water last, the reason why I do this is because hot water can cause serious burns or scalds to service users.I was warned by my manager to be careful when running hot water in the bath because a number of burns accidents or scalds in the health and social care sector have been reported to the health and safety Executives. (5 8. 4. 1) The hand book about guidelines on safe water temperatures were handed to all the care workers who attended the induction with me. The people I support are vulnerable and more at risk of burns, some of them have dementia, others are old with health problems like diabetes. All those mentioned may not be able to judge or control the water temperatures on their own.Most of the people I support have limited mobility and cannot be able to get out of the bath quickly if the water is to hot, therefore it is my duty to always do risk assessment before taking anyone for a bath and take measures to reduce the risks. I make sure the water is at an appropriate temperature, for the bath it has to be 44 °C, for the shower it has to be 41 °C, for the wash basin it has to be 41 °C and 38 °C for a bidet. Thermometers are provided for the care workers to check the water temperature, it is my duty to report the water that is not within the recommended temperatures.It is also my respons ibility not to leave the tap running because this does not only waste water but can also cause scalds. Service users do not only need support in baths but also in oral care to prevent tooth decay and other dental problems. (58. 4. 1) As a care workers, It is my responsibility to encourage and support service users to manage their own personal care so that they are independent as much as possible. Supporting personal hygiene activities in ways that maintain comfort, respect, dignity and promoting active participation is very important in health and social care.It is my responsibility to find out how much a service user can do independently, I usually get this information from their care plan , family or friends and by being observant as individuals’ condition and needs keep changing. (58. 5. 1) I encourage service users to participate actively and help them by giving the right level of support. For example, those who can manage to clean themselves after toileting I let them do it independently and some who are not able to, I give them the required support while maintaining respect and dignity.I avoid giving less support to those who need it because this leads to individuals feeling neglected or not supported. I know very well it is also not good to give too much support that is not required because this takes away individuals independence. I make sure whatever I do for the service user shows respect and dignity, I avoid taking over their independence because this shows disrespect or devaluing an individual. (58. 5. 1) I make sure that I offer the service users the opportunity to use toilet facilities before they wash, bathe or get a shower, this helps in minimizing unnecessary hustle or pain that can be caused by movements.I ensure that individuals, who are experiencing pain, do not move unnecessarily and the prescribed pain killers are given to them before the shower, bath or any wash. By doing this I am maintaining comfort, showing maximum respect and dignity. (58. 5. 1) I always make sure that the area where the personal hygiene is going to take place is private, I get all the required materials to use ready before hand, offer the service users a choice to decide on their own what they prefer, either a bath or a shower and I respect their cultural and religious beliefs.When it comes to toileting I always ask them to find out which kind of toiletries they like to use, I ensure all the equipments for use are safe and in good order. I do find out how much the service user can do independently, make sure the person knows how to call for help in case they need it and I do not rush them. Last but not least I give them maximum respect and dignity which is very important because this makes them feel secure, loved and cared for properly. Some times an occupational therapist can be needed to offer the service user advice on how to use some equipments and how they can manage independently.  (58. 5. 1)Most of the individuals I support liv e in their own homes and some are in sheltered accommodation but in separate apartments. After doing laundry work, I sort clothes properly, put all the clean ones neatly on hangers and in drawers. I always make sure that service users’ hair combs and brushes are kept clean after use, sometimes I encourage service users to remove any hair in them as a way of killing boredom.For example last week I used the following sentences to encourage Mrs. T to clean her hair equipments â€Å"It seems your combs needs your attention Mrs.  T, can you have a look† she laughed so loud and immediately started to remove the hair and dust from them. (58. 5. 2) I do make sure that all the old creams and make up are discarded because they can harbor germs and cause infections. Some of the service users do no like throwing away their stuff, therefore in this case i use persuasive words such as â€Å"Mrs. J, don’t you think this old cream or make up will cause an irritation on your skin, it is not advisable to use any cream if it is expired†.I always make sure that I hand a tissue to the service user to use and remind them that make up can create stains on clothes which can be difficult to remove or wash clean. For example, Ms. L was putting nail vanish on her finger nails, I gave her a napkin to protect her skirt from the vanish spills, at first she did not want to use it, but I said to her with a smile that â€Å"Ms L, let me hope you this skirt will not be in the bin on Friday†. She asked me, why? I replied to her, I do not this vanish we will be able to remove this vanish from this fabric once it spills there.She immediately asked for the napkin to protect her beautiful skirt from the vanish stains. (58. 5. 2) I do make sure individuals I support use clean razors which are in working order and foils of electric and safety razors used for wet shaves are clean and not blunt. Some service users have a tendency of not discarding their razors even if they are blunt, in this case I use my persuasive communication language to help me sensitize them about the dangers of using such gadgets.For instance Mr.  G had an attachment to his Phillips old shaving razor despite of the fact that it was blunt and not working properly, I said to him in a calm and polite way that his razor was responsible for his blisters that come up after every shave. He defended his razor and suggested changing the after shave, I made it clear to him that his idea will not solve the problem unless the new razor was bought. I gave him the names of places like Argos where he can get the same razor on sale and cheap, he listened to my advice and replaced the old one. (58. 5.2) I encourage individuals who prefer doing their personal care independently to keep their combs, shaving razors, make up, creams and clothes in their respective places because this makes their rooms to look neat and organized. By giving them praises such as well done Ms. L your bathroom and bed room look very beautiful today and everything is in order, such statements motivate them. For those who cannot tidy their rooms or bathrooms, it is my responsibility to do it for them the way they like them to be. Some Individuals like their personal care items to be near them all the time or on the table next to their chair.If it is their choice I do respect it as longer as they are safe and will not be harmed by any item. (58. 5. 2) During the training and the induction as care workers we were trained to tell what is normal for an individual and what is not, this helps in preventing discomfort or any serious health problem happening. Because of individuality, what is normal to Mr. J can be abnormal to Mrs. M and it is always my duty to notice and note any changes or concerns and report immediately. Since my work involves providing daily support to service users, I can easily tell if there is even any slight change in some oneshealth. (58. 6. 2) For instance I know the nor mal urine has to be clear and straw coloured, however it usually stronger in the morning and appears more yellowish or orange. I understand very well that passing urine should be pain less and normal, if I observe that the individual is finding it difficult, I report to the manager immediately. If I realize the individual’s urine is cloudy and smells fishy, this is a sign that the individual has an infection. I report this immediately to the manager and write it down in the log sheet.Sometimes I do contact the individual’s doctor to book an appointment for the service user to be examined. For example some months ago I noticed that Mr. D’s colour of urine had traces of blood, I informed my manger who told me to ring the service user’s GP and book a medical appointment for him. Later on it was found out that he had the infection in his urethra which was treated and his urine colour is normal now. (58. 6. 2) I always record any abnormal urine colour in the l og sheet and report to my manager or the supervisor the concerns immediately.I make sure the service user is informed of any abnormality or changes in their urine and for those who are independent I always keep reminding them to check the colour of their urine and inform me if they have any concerns. As with urine, what is normal feaces with one service user may be abnormal for another, therefore, it very important that i keep an eye on the colour and texture of their feaces. If I observe that the feaces of the service user are dry that means they are constipated, then I have to encourage them to take fluids and to eat plenty of fruits and vegetables.During the food and nutrition course, we were trained that it is important to give service users a diet of food with enough fibre to prevent constipation. (58. 6. 2) Laxatives have been prescribed to some service users with constipation problem, I was advised to always record the food and drink taken by each service user. I usually ask the service how their stool nature is and if they are going toilet normally. Doctors have often been referring service users to dieticians so that they can recommend changes to their diets.Since most of the people I support are elderly, I have not been encountering women of child bearing age who need help with their menstruation periods. But still I do support ladies to keep themselves hygienically clean as women. I support them to wear panty liner or incontinence pads. to keep themselves clean. (58. 6. 2) Recording and reporting on an individual’s personal care in agreed ways is very important in health and social care. According to my work place, all care workers must record any personal care if necessary they can be asked to report what has been done as personal care .It is vey important to record accurately on any sort of support that I give service users and note down all the health changes that I notice. The organisation I work for provided each service user with a care plan and a log sheet. It is the log sheet where each and every task done daily has to be recorded down and the name of the carer signed against it.. (58. 6. 3) As a care work I have to make sure that the recorded information is accurate because there could be serious consequences as a result of poor record keeping.For example one service user declined a bath and I recorded it down, but when the social worker came to visit him, he complained that he has not been getting personal care. The recorded bit of information worked against him because I had put down all the excuses he was giving me to avoid a bath. When they read for him what was in the log sheet he remembered that he was the one who declined a bath but not me the care worker who did not do my duty properly. By recording all that information saved me so much or else I could have faced the disciplinary committee or expelled from work. (58. 6.  3)According to my work place policy all the recorded information has to be true, for instance there is a care worker who was suspended because of recording what he had not done. He recorded what was to be done on Friday in the log sheet on Wednesday, unfortunately the service user was rushed to the hospital on Thursday night by the ambulance. On Friday morning the carer did not turn up because he had to do his private business, the office was called by the family member of that service user to inform them that his door locked door was locked and is in the hospital the carer should not go in on Friday.When the social worker read the information in the service user’s log book was showing the carer was in the house Friday and found the service user ok which was not true. The manager was informed about the contradicting information in the log book then the care worker was called to the office to come and explain what exactly happened and found all the inaccurate information, it was considered to be fraud because the care worker wanted to earn money he had not worked for. Dishonesty is not allowed when recording information and he was warned after facing the disciplinary committee. (58. 6. 3)