Child & Young Person Development

0-3 yearsNewborn babies will have next to no control over their own bodies. Very small movements such as sucking and grasping these are all dependent on a series of reflexes; they do these in order to survive. By the end of their first year they would of gain more advanced mobility.Gross motor skills- for using their larger muscles to being into the sitting position without any assistance. And more fine motor skills- for using much smaller muscles like fingers and toes to being able to pass objects from hand to hand.In their second year babies/toddlers will still continue to development stronger muscles and continue to grow quickly. By this age they might be able walk and they will have more control on these movements and maybe able to feed themselves. They will have much enjoyment in playing games and toys such as playing ball, climbing on furniture or on the stairs. By the third year they might be able to dress themselves maybe with little assistance from others. And for fine motor skills with holding and drawing with pencils and pens. Also by this age they should have full ability for feeding themselves. As they continue to grow to grow so does their confidence as well.3-7 yearsBy this age children would of already started school and therefore will be able to show many different co-ordinated movements. Still be growing as a small person in confidence as a result. They should be improving skills already acquired so far but they will learn to have more control on fine motor skills such as using scissors for cutting and a pen for writing. As they continue to develop their gross motor skills will be more refined in more active activities such as running, playing sports and with use of larger equipment.7-12 years By this age group children will still continue to grow and train them skills. And now should have interest and hobbies, in which they will enjoy doing them. They will start to become more experienced in some areas a great example of this could be playing a particular sport such as football or even dance. In these activities much finer movement might be needed and this will be required for playing an musical instrument. As from this early age girls just might have started some signs of puberty, but boys usually start this later on.12-16 years This is when boys usually start puberty where girls will have now to have regular periods. There might be a large variety in height and strength. Boys will tenders to be taller than most girls on average.16-19 years This is when young people are now classed as young adults. Most girls would of now reached physical movement. Where on the other hand boys will still grow and change into their mid 20s.Communication and intellectual development Children will learn and develop at different stages. Language is a link to learning. They pick things up from their own experiences and from opportunities that they might be given from a very early age. Both communication and intellectual development can be s eem from certain tasks, and then will show own strengths and abilities by those tasks. People will have many different ideas/ways about the learning development of the way children learn. 0-3 yearsThere have been many studies shown, that in cases children who have been neglected from an early age; who don’t spend time with adults to those who have time spending time with adults. Those children who have been neglected will find it hard to learn skills and won’t have effective communication in later life. Even though babies are unable to grasp what is being said to them.They will listen and will enjoy songs and dance movement. By the end  of their first year children will start to communicate through odd words then will start to put one and two words together. As they develop so will their vocabulary will increase quite quickly, to on average most children at this age of two will know about 200 words. When they reach 2-3 years old they will still make errors with in th e correct grammar when speaking.3-7 yearsAs children start nurseries and schools as they become more social, they will gain a wider range of encounters, by this they will start to increase the number of parses that are well known and expressing. As they develop more they will start to ask a lot of questions such as â€Å"why† and â€Å"what†. Talking in past and further tenses will become easier and will be spoken with more confidence. And will look for approval from adults when starting a task.7-12 years By this age children will become fluent speakers on their main language(s). Their reading and writing abilities will become more developed. They will start to deliberate ideas they may have. They will start to show learning in more abstract terms. They will start to grasp information and will start in a more intellectual way.12-18 years By this age children would be starting or already started high school and will know what they like and dislike, favourite or least fa vourite subjects at school. And more interest will be shown in these liked subjects and activities and therefore be more absorbed in these. By this age children will be getting ready to select their chosen GCSE’s and A’ levels they would like to accomplish. If young adults lack confidence this maybe with the way it is being truant. Every young adult will feel the need to belong and feel good with what they doing and within them.16-19 years This is the time that most young adults will be leaving education and will start thinking about careers or university. And from them subjects they have chosen what qualifications they have gained. In these areas of interest,  strength will still carry on to develop as they move on.Social, emotional and behavioural development To become confided independent adults, as children we learn and develop from watching and relating to others. By being social from an early age we then learn the rights and wrongs and what is normal for accept able behaviour. In order to develop they will need to feel safe and in a secure setting environment to develop into a confided strong minded adult who advises their best ability.0-3 years As from every early age babies will gain a strong bond or attachment to which they spread most time with e.g. parent or carers. Though this social development as time goes by they will want to start to do for themselves and though disturbance will or may have tantrums of some kind.3-7years Children will still continue to find their identities. They will adore starting to play with others and with using imaginative play they will then be able to socialise. It is vital that they learn boundaries and grade lines, and why they are there. Children will still long for adult approval when given responsibility.7-12years Children will start to gain long term friends and come to be more settled in these relationships. They will be able to accomplished many forms of different activities and learn to solve pro blems. As they gain more experience they will still need to be reassurance and will quickly learn to be aware of what others think of them. All children should be given plenty of praise and encouragement to help them find themselves and nurture.12-16years As children become into young adults there will be a lot of change inside and out, with various different signs of maturity and may become vulnerable. Therefore children will still need adult guidance from many ways. Even  though they are will spending more time with other peeps; they will show some signs of childish behaviour. This age group will find themselves under pressure or stress of growing up, doing well in exams at school and what will or might be expected from them. They therefore might be unaware on how to behave in different circumstances that might occur.16-19years As they leave education and entre adulthood they will require guidance from others. As they start to entre careers and jobs thy will have none or very li ttle experience. This will influence on their emotional development and will have a knock on effect to the way they interact with others. And therefore adults should understand to their needs.1.2 From a child having an ability or disability to do something can have an effect on their development as a whole. A child’s development could be slip into groups, but they interlink with one another. If a child doesn’t develop well in a subject or an area it can affect many different ones. For example if a child is overweight not only can disrupt with their physical development, it could also have a huge impact on their social and emotional. If other peers tease them about either being overweight or by not being able to do some actives, it could make them less social with making friends. Then the child could find it humiliating, embarrassing and become self-conscious and this will affect their emotional side by low self-esteem. But if a child is talented at something it could a lso affect motions of development.Physical development Social, emotional and behavioural development – Fine motor skill & hand-eye coordination – sharing mealtimes with one another – taking turnsCOOKINGCommunication and intellectual development Measuring quantities Deciding on appropriate menus Using language to describe foods Learning how food and nutrition affect growth and health Sitting down to eat together and conversing with one another2. Understand the kinds of influences that affect children and young people’s development2.1 There are many different influences that could effect on a child’s development. These developments are subjective by a range of factors such as their backgrounds, their health and their environment. All these influences will have impact on different areas.Pupils’ background and family environment Many families will go through change within a child’s time at school these may be due to arrange of different e nvironment within family life different cultures and circumstances and school maybe unaware of any changes. These may be a loss of a family member, illness, moving house or even moving to a new country. Anyone of these could have a huge impact on a child’s life by their emotional development and might have a knock on effect on their intellectual development, then this could change a child’s behaviour and to learn as a factor.Pupils Health It is important that adults to be aware of any health problems that arise. If a child/young adult suffers from poor health or as a disability or impairment. This may restrict their development opportunities. A great example is if a child is overweight due to a medical conditions might be less able to take part in some activities. This may start to affect their physical development; this will then affect social activities. The knock on effect to again emotional will also be impacted. So with adults well aware they should be aware of co nditions & circumstances and that the right amount of support can be given.Poverty and deprivation These are likely to have a extreme influence on a child’s development, it’s proven that if a child comes from a deprived background; they are less likely to achieve well in school. They might find it hard due to lack of opportunities due to parents finding it too hard to manage their needs. By this it will have a turn on impacting on all areas of their development, or lack of it, by this the child will respond differently to situations than others.Personal choices As children turn in to young adults they will start to make their own choices on life, friendships and activities and so on. They will need advice and support from adults to enable then to make the right choices that are right for them.Looked after/ care status If a child is in care, this will have an impact on their development in many different ways. Each child should be monitored closely for any change by hav ing regular meetings. This is too able to meet their needs of that child. And to make sure they are making expected levels of progress. For where any concerns that arise they can be addressed straight away.Education Children learn at different stages; but some children may start school without any previous education. Alternatively that child may come from home schooling environment or maybe just a different way of schooling altogether. Therefore the way o child could be taught can be very well different. So as a result that child may need some extra support till they have settled in.2.2 Anyone who works with or raises children, they need to have a solid understanding of a child development and what makes that child tick. As it is very important to know what is normal for that child and what’s not. By looking out for any problems, we will be able to offer the care and support  needed to get that child back on track. For example, if a child is suffering from a break up in the family; it can be very stressful for that child and this could have an influence on their development as they could become very upset, lash out, could stop eating or could stop talking altogether.It is at most importance that the child feels they’re not at fault. There is certain problem that arises that needs to be disclosed with the school so that safety, integrity and respect on how the issue might impact on the child. In effect is to be proactive to let the child’s teacher know the following problems can stave off more severe issues, that including behaviour problems, poor grades or having difficulty to adjust to the situation the child’s family will be facing. The teacher should inform the child’s parents/carers of any concerns they feel they might have. The sooner the parents are aware the easier it will be to step in and help given any additional support that may be needed.3. Understand the potential effects of transitions on children and young pe ople’s development.3.1 Most children/ young adults may experience transitions. This may be long or short term. Transitions is known as a significant stage or experience in the life this could have an effect on their behaviour and development. Some children go through transitions when starting school for the first time or changing from one school to another, moving house can also have an impact on the child, in that they will have to make new friends. Many children make these transitions without prior personal experience. This can seem appear to them as a daunting list of ‘firsts’. For example a child’s first day at nursery or school; first night away from mum and dad etc. All these could affect the different areas of development.3.2 Sometimes transition can happen that can’t be prepared for, and it is important that the school have polices and carry out the right procedure for dealing in these seduction. If there isn’t a procedure to follow t hat it can be quite different to deal with. Sometimes it can be over looked when the  school is informed of any changes; but if we notice any changes within a child who is behaving uncharacteristically it is important that others are informed. Bereavement can have a huge impact on a child, Even if it is expected. Again the right procedure needs to be followed. Parental separation is likely to happen to a child at the school.And we will need to be sensitive when speaking to parents about this and the effects its having on the child. If a new member is being introduced, or if the amount of contact with a parent changes, this can also have a big impact on the child. Again sensually is required again when speaking about this matter. New siblings – this can found to be difficult to cope with. Emotional and behavioural development can change due to vying for parental attention, maybe for the first time.Moving house – a child can find moving house to an unknown school or ar ea to be very upsetting. It is likely that additional support should be given to help settle them. Change of carer – if a child that as moved a number of times this could again be upsetting and the child can become unsettled if they have a change of a career. The school should have both support and advice needed from social services. They both will need to work closely to help support that child. Illness or injury – we need to come to term with it and any changes in circumstances, even though these could be their own or loved one.3.3 It would be great if any advance notice could be given if a child/ group will be going through a transition so that the right opportunity to support them when or how needed. Some find it important to talk to people about their feeling during these periods by having positive relationships available. A child or group of children that are going through a transition may experience different ways. This may be:Become attention seeking Show signs of uncharacteristic behaviour Be very anxious Become quite and withdrawn If a child doesn’t receive any support other development could also be affected; by social and their emotional development. Children could find some transitions potentially traumatic.

Monitoring clinical research

Monitoring clinical research has been recommended by several organizations that funds clinical research to the Research Ethics Committee. Through monitoring clinical research the Research Ethics Board is able to ensure that approved standard in theory are applied. It has been suggested that reviews should be done on a yearly regular basis. Reviews should require series of research aspects like consent process, adherence to approved protocols, and data integrity. The sole purpose of monitoring is to educate research staff, quality assurance, and to avoid research misconduct.   The government of Canada is one of the pioneers of this monitoring program. In response to the issues mentioned above, the government research funding bodies issued the Tri Council Statement: Ethical Conduct for Research Involving Humans in 1998. The policy suggests that annual status reports must be submitted to the Board. Also, the review of research projects exceeding the threshold of minimal risk should include: formal review of the informed consent process, establishment of a committee to monitor safety, periodic review of a third party of the documents generated by the study, review of reports of adverse events, review of patients’ charts, and a random audit of the informed consent process. In this study St. Mary’s Hospital Centre was subjected to monitoring. Review of research activity in the hospital is coordinated by the Research Review Office in the Department of Clinical Epidemiology and Community Studies. The research framework or policies of McGill University in 1994 was the basis for creating hospital research policies. The monitoring policies and activities in the year 1997 are described in this study. Before a new research protocol is approved, investigators are required to describe the characteristics of patients who would be qualified for the protocol. An informal check is also done to determine overlap with patient populations of protocols under way. The Research Ethics Committee specifies the duration of approval which is usually 1 year after the initial approval. The committee will also set other conditions and decides the most suitable type of monitoring by taking into account such factors like the type of protocol and the experience of investigator. By investigator we mean the staff member of St. Mary’s Hospital Centre who is designated by the Research Ethics Committee to be the primary contact person responsible for the protocol. This investigator may be the principal investigator, co-investigator, or local collaborator. Decisions are communicated with the investigator by the monitoring assistant to explain the details of the procedure. Consent form audits are asked routinely for protocols involving written consent. Any consent form must be filed in the patient’s medical record with a brief summary of research interventions and outline of any potential risk including the name and phone number of one investigator. To ensure that documentations are being filed as required, the medical charts of the sample are checked periodically. For research protocols that do not require hospital patients, but for which the Research Ethics Committee has undertaken responsibility, consent forms are reviewed in the investigator’s office. The monitoring assistant validates that the consent form is approved by the Research Ethics Committee and that the signatures and dates for every form is completed and consistent. Then the monitor assistant informs both the committee and the investigators about the results. Interviews with research subject may be asked for protocols with minimal risk. The protocol is reviewed to determine an appropriate time to contact the subjects and the type of question to be asked. A meeting is arranged with the investigator to organize a method of contacting the subject. Subjects that are eligible are selected sequentially from the subject log provided by the investigator. The monitoring assistant contacts the subject and request verbal consent to conduct the interview. The Research Ethics Committee requests from each investigator an appropriate plan to assure and evaluate the quality of protocol data over the duration of data collection. In a survey to evaluate monitoring, an anonymous evaluation was sent to 34 investigators in February 2000. A Likert-type response scale was given which includes 6 statement and comments on aspect of hospital monitoring. From this survey results show that there were several instances in the monitoring of recruitment log in which the same individual have participated in more than one protocols. However the Research Ethics Committee concluded that this did not pose an undue burden on the patient or the caregiver. It was also revealed that the Research Ethics Committee help to negotiate an agreement with the investigators to achieve their enrollment targets, while preventing the same patients for being approached for more than one protocol. This is with respect to the situation here two protocols were approved for two protocols. Results from the consent forms audit reveal that required forms were missing or incomplete for a substantial proportion of 123 hospital charts. A discrepancy between the age and age criteria of the protocol has been found out also to be legitimate due to a change in protocol approved by the funding organization. In this case the investigator did not coordinate this to the Research Ethics Committee. Overall Assessment In this study the subjects such as the hospital patients, the investigators are said to be the independent variable for the results obtained from the protocols would be based on the perceptions given by the hospital patients, and the investigators. The dependent variable would be the problems with regard to clinical monitoring. Factors that were considered to be answered by the hospital patients are said to be the dependent variable. As an assessment statistical parameters for this study were not defined. Sampling of the study is said to be done sequentially and it was based on the recruitment log of the investigator. Interviews of subjects were also done. This method tends to open its doors for the investigator to manipulate his or her data. Moreover the study did not define how many samples should be taken and it did not consider the eligibility of its samples. The stud did not give a clear idea of what kind of protocols were given to the subjects and what are those factors to consider in evaluating monitoring. The problem that this study tries to address in not even clearly defined.   However this paper were able to present the anomalies that happen among the subjects and the investigators during data gathering. Works Cited McCusker, J., Kruszewki, Z., Lacey, B., Schiff B. â€Å"Monitoring Clinical Research: Report of One’s Hospital Experience.† Canadian Medical Association Journal: (1 May 2001). Vol.164 n. 9 pag. 1321.

Business: Management and Different Stakeholders

You have been asked to produce an article on two contrasting businesses covering purpose, ownership, organisational structure, trategic planning and how businesses interact with their environments. Task 1 (Pl ,P3, P4) submtsston date: w,'C 7/10/13 Business organisations exist for many different purposes and have a range of aims and objectives. Privately owned businesses usually aim to make a profit for the owner(s); publicly owned organisations work to deliver services and there are many businesses employ staff and use other resources and are important to the economy ofa region.As part of your duties you and three colleagues have been asked to produce a presentation to local Chamber of Commerce. You and your team members have been asked to research and compare one Public Sector Organisation and one Private Sector Organisation and produce a short PowerPoint presentation of the above of no more 10 minutes duration and of 8 to 12 slides. Covering the following areas: a) (Pl) Describe th e type of business (what does the business/organisation do? b) (Pl) Describe the purpose and ownership (including liability for any business debts) of each business. c) (P3) Describe how two businesses are organised d) (P4) Explain how their style of organisation helps them to fulfil their purpose. note you will need to hand in a copy of the powerpoint and notes at the end of the presentation and answer questions from your tutor) Task 2 (p2) Submission date: wc 11/11/13 All organisations have groups or individuals who are said to be stakeholders in the business.This means that they have an interest in the actions, performance or plans of the business. For example, a decision to move location affects staff, suppliers, neighbours and customers, all of whom are stakeholders. Produce an article for the paper covering the following: a) (P2) Describe the different stakeholders of each of he selected contrasting organisations. b) (P2) Describe how each one influences the purpose of each of the organisations. ) (MI) Explain the points of view of different stakeholders seeking to influence the aims and objectives of these two contrasting organisations. d) (Dl) Evaluate the influence different stakeholders exert in one of your chosen businesses.

Foodmart, Inc. Paper Research Example | Topics and Well Written Essays - 500 words

Foodmart, Inc. - Research Paper Example Contractual capacity is an important element of a contract. Thus an insane, bankrupt or a person not of legal age cannot make a valid contract. In this case if Jeremy was not of legal age yet, then the contract was invalid and a Smooth Sales Used car has no legal claim for breach of contract. The only remedy for the car seller lies in equity which comes in to cure the hostility of the common law of contract. An equitable remedy would require Jeremy to give back the car and also forfeit the sums paid as he had already used the car. There is no legal remedy for the breach of contract as the lack of capacity makes the contract void. If Jeremy never returned the car out of his own volition then it would be hard for the car seller to claim breach of contract. The most important elements of a contract are offer and acceptance. In this scenario the question is whether a contract can be implied on the basis of the promise that Brian made to harry. The common law doctrine of promissory estoppel operates to imply existence of a contract in this scenario. Promissory estoppel comes to existence where a person by his word makes a representation which is relied on by the other part to his or her detriment. In such a case the maker of the stamen is precluded from denying what he represented. In this case Brian represented to harry that he would sell the trains to him. Harry acted on this representation to his detriment as he borrowed money from his aunt to build a room for the trains. Thus in this case the doctrine of promissory estoppel operates to preclude Brian from denying the existence of a contract to sell the trains to Harry. The most important element of promissory estoppel is that the other person has to rely on the representation and suf fer harm because he acted on the representation. These two requirements have been fulfilled in this case. The question here is whether there was a contract between

Answer the questions Case Study Example | Topics and Well Written Essays - 250 words - 2

Answer the questions - Case Study Example Working knowledge on law becomes an advantage in transactions or even agreements among individuals and even states. For instance, a small businessperson ought to be in a position to know the regulations of the council where his business is located. Basic regulations on when to renew business permits are essential for anybody in business. A key factor to note is that law should never be treated as a static concept. The legal dynamics that predisposes a judge in some instances to mount legal pronouncements from a range of sources portrays the dynamic nature of the legal process. In conclusion, learning of the law is an important source of knowledge but its integration with other methods makes a lawyer more competent. The court system has also its procedure in place that govern its daily undertakings as they dispense their rulling.The legal sector just as other spheres too has its own challenges to endure and these are best exposed in legal

Fast food case study Essay Example | Topics and Well Written Essays - 2500 words

Fast food case study - Essay Example Furthermore, changing lifestyle of young generations have also played considerable role in the growth of the industry (Report Linker, 2013). Industry growth is characterised by following dominant factors of increasing urbanisation; increasing number of working parents leading to reduced cooking time at home; and changing lifestyle. Mobile foods stalls and fast food service providers are expected to grow with fastest pace mainly due to time and price benefit. Mobile food service is forecasted to outdo $2.5 billion by 2017. Attraction of China to world requires no emphasis. Most recently World Bank has raised the economic growth forecast for the year 2013 to 8.4% as compare to forecast growth of 8.1% issued in Oct 2012 (China Daily, 2012a). Though restaurant industry is not only dominated by the economic growth but the fact remains that growth is highly dependent on the economic as disposable income constituting the main driving factor. China’s full service restaurant industry (expectedly) generated 61.0% or $287.8 billion of the total $471.8 billion of catering subsector in 2012. The restaurant industry reported 16.5% of steady growth in revenue in last five years. Opportunity in Chinese restaurant industry can also be gauged from high fragmented characteristic with 2.8 million above restaurants in this industry in the year 2012. Further, four major players only accounted for 0.7% of total industry revenue while chain and franchising operations accounted only 3.0% of revenue in 2012 (IBIS World . (2012). With above statistics giving highly attractive picture of global growth as well as regional hot cake China in restaurant industry; the underlying report develops assessment of Chinese external environment for restaurant launching. The assessment is aimed to prepare homework grounds for the fast food restaurant to

Quality Function Deployment of Dell Company Coursework

Quality Function Deployment of Dell Company - Coursework Example The E-Business unit is in charge of running the company’s website, which is the primary source of order information. The Manufacturing department is also integrated into the production system and takes orders from clients through the primary website. Also, Suppliers have a strong partnership with Dell and this enables them to keep various stock levels of Dell products at different time intervals. There is the Customer Service unit that is outsourced and tries to ensure that customer satisfaction is at its maximum(Spulber, 2007). In the UK, like other parts of the world, Dell operates through online sales. Normally, Dell takes orders from its websites. Through these sites, Dell customers give them specifications of what kind of computer they actually want. For orders that are already in stock, the nearest available supplier ships it to the customer and it should arrive in less than 2 weeks. For customized orders that are not already in stock, the details are sent to the nearest manufacturing department, which assembles it and ships it directly to the client in about two weeks. When the customer receives an order, and s/he has some issues with it, the next point of call is to get in touch with the customer care department and present a complaint. This complaint is transferred to the technical and after-sales unit which gets in touch with the customer either directly or through the customer care and makes the necessary move to rectify the problem(Khosrow-Pour, 2004). This process is illustrated in the diagram below: The main competitors of Dell UK are HP and Acer. These two companies also provide similar products and specialize in the same activities that Dell handles. Although this is done with some differences, they are neck-to-neck with Dell in terms of market share and service delivery.  

Economics of UAE Essay Example | Topics and Well Written Essays - 2500 words

Economics of UAE - Essay Example The study also focuses on those factors which can be improved with the aim of increasing the economic stability of the nation. It has been observed in this regard that UAE strongly believes in diversification of the economy, followed by strong resources for supporting the initiatives for development in fields of education towards enhancing the overall competency of the nation. The economy of UAE is one of the fastest growing economies in the world (Ministry of Economy, 2008). Contextually, the economy of UAE offers large scope to foreign investors. The scope of Foreign Direct Investments (FDIs) is very high in UAE which makes the nation one of the most potential hubs for foreign nationals to penetrate through business outsourcing. As UAE has been developing vibrantly, there are many areas or sectors of development which are rendered with utmost priority by the government such as banking, education, industrial and infrastructural development, oil industries among others (Heyzer, 2009) . The keys sectors in UAE that has achieved excellence within the last ten years will be highlighted in this study along with the areas where UAE is criticised to be lacking behind. Correspondingly, an effort will also be made in this study to identify the areas in which future development will be much promising to ensure economic prosperity of UAE. Macroeconomic Performance of the UAE The macroeconomic performance of UAE can be assessed with reference to the major indicators including the GDP growth rate, inflation rate, population rate and its leading industrial components with due significance to the dimensions of oil reserves and oil exports. Contextually, the attributes signifying the diversification and the composition of GDP, international trade (with respect to its performances in terms of exports and imports), unemployment level, BoP, fiscal policies and all the major sectors of growth i.e. industries, infrastructures, banking and education can also be considered as useful when assessing the macroeconomic performance of UAE. With this concern, the economic performance of each of these indicators has been conducted through a brief discussion in the below sections. GDP A degradable growth in GDP has been observed in UAE over the past few years. For instance, in the recent years, its GDP has been falling from 5% in 2012 to 3.7% in 2013. It is worth mentioning in this context that economists have been arguing that the main reason for the decline is largely due to the enactment of new policies which are formed with the sole intention to control oil productivity, ensuring limits over the environmental hazards caused by this particular industry sector, which is often regarded to be the main source of national income in UAE. According to a global report, UAE’s GDP has been observed to have increased by 6.8% in 2012, quite admirably after its steep fall in the year 2008 owing to the occurrence of global recession as can be observed in the pictorial repr esentation below (Mubasher Info, 2013). With an increased rate of GDP in 2012 it can be expected to have more increase in the GDP rate in the year 2013 which can be considered as strength of the economy. But at the same time, the GDP growth rat

Economical crisis facing the banking Industry Essay

Economical crisis facing the banking Industry - Essay Example However, some revenue comes from banking charges among other sources. The banking sector has developed due to some favorable factors like increase in population, hence customers, Good interest rates as stipulated by the central bank, improved security, advanced banking technologies and increase in banking professionals among other factors (Morr 2009). However, the same sector is compromised by some economic factors like the global financial crisis, increased unemployment rates and unstable interest rates among other factors. This work focuses on some of the economic crisis facing the banking industry. Different types of banking have different economical challenges. This work will consider both the retail and the mobile banking systems. The financial crisis is one of the major limitations facing the banking industry. It is defined as a situation where a certain banking institution in not in a capacity to run its operations due to lack of sufficient funds. Financial crises come in diff erent forms, for instance, currency crises, where there is insufficient currency in a certain nation (Angelides 2011). Here the banking institutions are forced to operate in different currencies which might be expensive in the long run. Bank crisis on the other hand applies if a certain bank has insufficient funds to lend its customers and pay its employees among other statutory obligations. Then there is the twin crisis which is a combination of currency and bank crises. Currency crises may result from unfavorable internal or external factors. A calamity or disaster like war and earthquake is likely to limit internal business operations which may lead to fall of economy in that nation. The country will have to pay more for its imports and this could lead to reduced currency. Cutting ties with super power nations like U.S may also compromise the strength of a certain currency. Bank crises on the other hand, are subject of both micro and macroeconomic elements. A bank is likely to la ck sufficient funds to perform its obligations due to bankruptcy, business merges; this is a scenario where a bank loses its business control on forming partnership with another business entity, or nationalizing the entire banking sector or a section. Global financial crisis left some huge France and U.S banks with suspended bonds due to incapability to do the valuations due to the frozen market. The banking default levels increased and this hiked the interest rates by an estimate of 5%. Global financial crisis (2007) limited the operations of the banking sector. The U.S legislators through President George W. Bush authorized financial institutions to provide some unsecured loans to the U.S citizens who wished to construct their own residential facilities. The problem arose when the citizens or real estate sectors failed to repay the loans (loan defaulters). The crisis affected the banking sector on a global scale. Although the government directed some state funds to settle the loan s, the financial facilities adopted some strategies to recover such loans. The central bank hiked interest rates for more revenues (Proctor 2000). This had some negative implications with the banking customers. Several agencies and businesses stopped operations waiting the interest rates to fall. Some opted to seek financial assistances from a micro - finance industry whose interest rates were not greatly affected. The crisis made some financial institutions close their operations for the lack of adequate finances. The banks had insufficient funds to loan its customers and even pay the employees. President Bush ordered for a committee comprising chief economists and financial managers to suggest for

The Intermountain Region Essay Example for Free

The Intermountain Region Essay The Intermountain Region is a region that is located in parts of Canada and America, while lying between the Rocky and Coast Mountains, the Cascades and the Sierra Nevada. The high plateaus and isolated mountains with the only deserts in the US of A are very sparsely populated (excluding major cities). In Canada, this region is consisted of the interior plateau valleys of BC and the Yukon. The economic development of the Intermountain Region is greatly affected by its topography which is full of streams and rivers which instead of flowing into the sea, instead flow into the brackish lakes or disappear into desert sinks. However, there are still some that do reach into the ocean. The dry deserts of parts of the Intermountain Regions do not do well when it comes to agriculture- farming operational costs have increased greatly because of the need for irrigation which means that contrastingly irrigation companies generate lots of income for the region and nation as a whole. But this may be dangerous as the companies are going into long term debt from rushing to upgrade their systems in the next century. Death Valley does just fine though with its lack of water, do to being a large tourist attraction with its warm climate in that area, contributing to the economic development. As before mentioned, the climate in the Intermountain Region varies with elevation and location, in some parts it is cold and wet or dry and hot in winters. Going southward winters are lacking in precipitation and are dry and short. North, precipitation is also scarce but the climate is more moderate with dry, hot summers and moist winters. Also in the north, because the summers are shorter the growing season is shorter as well, which does  not help the agriculture industry. As you go farther down the eastern slopes of the mountains, air retains moisture and warms up. The Intermountain Region is so dry because of this rain shadow effect. As a cause of this, vegetation is made up largely of sparse grassland and plants that do well in semi-desert or desert climates. The Intermountain Region is full of contradictions however, as the areas that are higher up are covered in forests full of pine trees. These pine trees cover over 60 million hectares contributing 15 Billion dollars to the foresting industry, but because of the industrys clear cutting of old growth forests and damaging logging practices, approximately 36 million hectares are now protected. Now, will be moving on to the settlement patterns of the Intermountain Region. Climates in the Intermountain Region also make for an unappealing living area, going from extremes of being either cold and wet or hot and dry. As these climates are so inhospitable, vegetation is few and far and do not make for easy access to produce, etc Most areas of the Intermountain Region are thinly populated because of the deserts and high mountains. They are more densely populated around major cities such as Salt Lake City, Las Vegas, Phoenix, and Denver in the south. In the north there is Prince George and Williams Lake. In conclusion, Topography, climate and vegetation greatly influence the economy of regions as well as the settlement patterns. The Intermountain Region is diverse in its ways of economic gain and topography.

Technology Management And Social Media Management Essay

Technology Management And Social Media Management Essay The world is changing and the changes that are taking place are having an impact on business organizations all over the world. One big change is the advancements in technology. New technologies such as social media are changing or improving the way business gets done. (Module SHRM, 2004, p.g.2-6) According to the Garavan, et al., (1999), p.g.174 other big changes may include product or market changes, external and internal labour market changes, changing skill requirements within industries and the availability of skilled workers from outside the organization. Furthermore, the size of these changes can be big and the speed of these changes can be fast. How are organizations responding to such changes? Organizations have to change along with the environmental changes. One way they can change is to change the way they think about people. It has often been said that people are an organizations most important asset. On the surface, this saying seems to be consistent with one of the most important ideas of SHRM-that an organizations competitive edge and ability to succeed is derived from its intellectual assets, which are found mainly in the people working at an organization but in the face of the big environmental changes, the saying does not seem to be totally correct. The reason is that the value of the assets is not likely to stay constant in the turbulent environment. For example, in order to use the new technologies that are now available, the people of an organization will have to have the right skills. Organizations with the right peopl e will have the ability to take advantage of the new technologies while those that do not may eventually lose out. According to the assignment Standard Chartered Bank case study illustrates the employees into five categories which are high-potentials, critical resources, core contributors, underachievers, and underperformers. The reality is that there are underperformers in practically every organization and they cannot be rightly considered as assets, and as suggested in the Standard Chartered Bank case study, the underperformers may have to be managed out. An organization can get the right people through several ways. One way is to hire but this could turn out to be an expensive option. Another option is to upgrade the existing human assets through human resource development (HRD) activities. HRD activities are concerned with the training and development of people as well as their education. Such activities can be formal or informal and all may be categorised more or less as learning. According to Garavan, et al., (1999), p.g.174 HRD practitioners dream of creating learning organizations-organizations that learn adapt and innovate as cohesive units. HRD practitioners are strong supporters of learning organizations because they believe, as one management guru puts it, that the ability to learn faster that ones competitors may be the only sustainable competitive advantage. In short, sustainable competitive advantage is an important HRD outcome. Garavan, et al., (1999), p.g.174 stated that another important outcome is organizational innov ative capacity, but before competitive advantage and organizational innovative capacity can come about, learning has to happen first. HRD can play several key roles in helping organizations achieve learning. To illustrate how HRD can help companies do well in the current environment, I will use the case of a fake but nevertheless believable Malaysian company. This Malaysian company has a relatively large presence in the region and it has decided to introduce teams as part of its response to the environmental changes. The main reason for doing so is because the top management felt that teams are able to respond more quickly to customers and their frequently changing needs. It should be pointed out that for a long time, the company has been hierarchical and bureaucratic in its management style, so adopting a new organizational form is quite a big change as well as a big challenge. HRD can help the fake Malaysian company in several ways. Firstly, it is obvious that the workers need to learn new skills in order to remain effective in the new team environment. HRD can help to identify the skill gaps and address those gaps at the individual, team and organizational levels or whatever level that is relevant (Module SHRM, 2004, p.g.291-293). In the case of the Malaysian company, part of the learning has to include hard technical training. That is because it has offices all over the region so it has no choice but to go virtual and its workers need to learn how to use information and communication technologies effectively to make the teamwork work. In addition, the learning will have to include cross-cultural communication and teamwork. Many nationalities work in that company and different nationalities communicate and do things differently. Therefore, the people at the company need to be trained so that they can communicate and work effectively as a cohesive multi-cu ltural team. Secondly, according to the module SHRM, (2004), p.g.291-293, HRD can act as catalyst for change and in the case of the fake Malaysian company, cultural change may be especially critical. Culture is the way people do things at a particular organization. Culture can also be considered as the wisdom and knowledge that an organization has accumulated throughout the years of its existence. The change from a hierarchical, bureaucratic style to a team-working style is in part a cultural change. Culture is however difficult to change partly because it has contributed to the organizations past successes. Imagine telling a 20-year veteran in the fake Malaysian company who has risen to a fairly high level, a person who is so used to the hierarchical and bureaucratic style of working, that he now has to work in a team. It is very likely that he will resist the change. So, the veteran needs to learn to accept the need for change and ultimately change himself. In this case, training may not the be st learning solution. More informal HRD activities such as coaching or counselling may be more appropriate in this sort of situation. Indeed, the correct choice of HRD activities is critically important in ensuring that learning really takes place. In this particular context, learning means that the skills picked up by the participants of a training programme are immediately put into use at the office. It can also mean people showing the behaviours that an organization considers highly desirable and important for organizational success, such as teamwork. The transfer to the workplace however does not happen automatically and HRD practitioners can play a role to ensure that the transfer will eventually take place. HRD can do so by getting things right from the start, by making sure that the content and delivery are right, which is HRDs third role in helping an organization achieve learning. Take training as an example. In most organizations, some of the training can be conducted by in-house experts but not all of it. So HRD practitioners will have to source for training solutions from the outside and they will also have to perform some sort of quality control on the solutions. That is the content side of things. Great trainers complete the picture by giving great delivery. Some people think training equals HRD, but is that true and is training always the best solution? The truth is this, training is not the only solution and it is not always the best solution. Lets look again at the 20-year veteran case. As mentioned, I do not think training is the best solution in that case. What may be more appropriate for the veteran is one-to-one coaching or counselling. Coaching, counselling and mentoring can be considered as delivery mechanisms. Other delivery mechanisms include e-learning or formal education. HRD practitioners need to know the strengths and weaknesses of each mechanism and make the right choice. In addition, HRD practitioners cannot assume managers automatically know how to train, coach, counsel or mentor. HRD practitioners can help the people involved get trained in both content develo pment and delivery. At the end of the day, HRD practitioners need to know what works best in any given situation and give their recommendations and they should never forget that the learning outcomes of the selected content must be in alignment with the organisational objectives and that the delivery should be good so that the transfer of learning is likely to occur. Finally, HRD can play a role in the creation of a learning climate or environment. This is important because a learning climate can help embed learning within an organizations culture. Learning can take place anytime, anywhere. However, as implied above, learning may not be an easy thing for some people and if we look back at the 20-year veteran, some people may even resist learning. In that particular case, it is probably more of an unwillingness to learn than an inability to learn but in the case of the fake Malaysian company, they are now told more or less that their way of working is no longer good enough. The implication is that they are incompetent, an implication that will likely hurt the self-esteem of many a veteran. Therefore, in order to encourage learning, organizations have to make it safe to learn. The safety that we are talking about is psychological safety. HRD practitioners have a less direct role to play here. It is the top management, the leaders, who will have to play a major role. They will have to lead the way. For example, leaders have to find ways to encourage people to take risks. As pointed out by Garavan, et al., (1999), p.g.174 innovation will only take place in organizations where the organizational culture empowers individuals and accepts risk taking. In the same way, when people learn, they may in fact be taking risks but risk-taking can result in failures and when people fail in their attempts at learning, they become open to attacks, especially from their bosses. For instance, the 20-year veteran may need relatively more time to learn the new technologies and he may well experience some hiccups along the way. So before people are willing to learn, people must be confident that they wont be punished when they fail, that they wont be attacked when they are down. In short, learners have to place great trust in their bosses, especially during times of failures. So leaders have to somehow show that it is OK to make mistakes and fail. It is easier said than done, but the adoption of this leadership style may pave the way towards innovation and sustainable competitive advantage. All in all, HRD can play four roles in helping companies achieve SHRM and organizational outcomes and the most important outcome may well be learning itself.

The five outcomes of every child matters

The five outcomes of every child matters Within this resource pack, I aim to guide practitioners and parents to implement the five outcomes of every child matters for children age four and five years in their care. I will begin by given the historical background of Every Child Matters and Policies and Legislative material in order to outline the definitions of social justice and inclusion. Also, I will discuss the significance and possible barriers of inclusion. Portions of the resource pack will reflect critically on Every Child Matters agenda which led to the enactment of The Children Act 2004 linking it to the five outcomes. In 2003, the government initiated Every Child Matters which was launched in the United Kingdom followed by the death of Victoria Climbie. It was a significant plan of the government to change and improve the lives of children and childrens services. The idea of the plan was to safeguard children; however it went beyond and expands the prospects available to young people from birth to 19 years. After the death of Victoria Climbie, there was a long meeting of all the various professionals working in children services. The outcome of the meeting underlined a lot of failure of the system, such as not being able to protect vulnerable children from purposeful harm. As the above has not being the only or a one off incident this was based on professionals not communicating with one another therefore Lord Laming suggested a structural reform which means different agencies working together (DfES, 2003). Following the consultation, the Government published Every Child Matters, the next steps which gave way to the Children Act 2004 which provided the legislative backbone for developing more useful and within reach services, focused around the needs of children, young people and families. The document carried 108 recommendations for fundamental changes. It aimed at supporting all children to have the support they need, no matter whatever their background or circumstances. This Act brought in a change for children. In 2005 a Childrens Commissioner for England was assigned to stand for the views of children. The Every Child Matters agenda was further developed in 2007 through the publication of the Childrens Plan. This plan was a ten year strategy ensuring that every child gets the best in life and helps parent into work as well as making an informed choices about child care and family life. Also it aims to improve childrens educations, health and eradicate poverty (DfES, 2004). Every Child Matters focuses on the well being of children and young people. It lays emphasis on better outcome for children, hence the five outcomes a guideline every practitioner should follow. Being Healthy requires that Early Years settings must show that practitioners are enabling children to be in an environment that let them to enjoy physical, mental and emotional health. All settings have the responsibility to make sure children learn how to achieve these things for themselves and live healthy lifestyles and understand the importance of being healthy (Knowles 2009:59), this has significance to Article (24) (27) of the UN Convention on the Rights of the Child (UNCRC) which recommends that all children should have right to health, clean water and environment, nutritious food, and have a good standard of living that meets moral and social needs (Bruce and Meggitt 2007). One will include that children should be supported through various measure, ensuring that they are mentally and emotionally healthy, practitioners must promote, encourage and set good example through the curriculums and its policies and practice as well as attracting children in physical activity in order to educate them on how to wash their hands and what to eat and drink. Also families should be provided with other health-care support needed which represents the good multi agency practice already in place at Children Centres (DfES, 2004c). (Practitioners should refer to appendix A for illustration of promoting a healthy environment for children). The next key outcome is Staying Safe which enables children to be safe from maltreatment, neglect, violence and harm. Practitioners should ensure that there is policies and procedure in place that clearly demonstrate an ethos of zero tolerance to bullying. Children should be protected from maltreatment, ensuring that providers and all relevant staff are appropriately trained in order to contribute to their safe from any harm. This is in relation to UNCRC article (9) (19) which states that all children should be protected from violence, abuse and neglect and Government should protect them (Meggitt and Bruce 2007) One could argue that providing a safe and secure environment will enable the children to achieve their full potential. (Practitioners should refer to Appendix B for the illustration of keeping safe). Enjoying and achieving is the third most crucial outcome which stresses that children of all potentials are to be helped to achieve personal and social development with particular focus on those with special and additional needs and also to those in disadvantage and isolated areas (Bruce and Meggit 2007). Practitioners in early years settings should make available for all children to achieve their full potential despite their educational needs. Also pupils should be provided with an environment regardless of any physical disability so that they can access the social and educational aspects of school. Furthermore practitioners should promote and support inclusive learning, gender, culture, social and emotional desires. Lastly children with special education needs (SEN) should be encouraged by practitioners to experience equal opportunities to achieve and attain their ultimate goal (Knowles 2009) This is eminent of the UNCRC, article (28) (29) stresses that all children have the right to an education and the purpose of education is to develop every childs personality, talents and mental physical abilities. (Practitioners should refer to appendix C for illustration of the above). One could agree that taken education to some extend will teach children to respect individuals, their own and other culture and also prepare children to live responsibly and peacefully in a free society. Within the policy document, the section on enjoying and achieving cited in (DfES 2003:para1.8) meaning that out of the five outcomes this does give a highlight on leisure time whilst the rest is mainly about educational attainment. Children imagine Enjoying as playing yet within this document it seems to be more emphasising on education. Enjoying appears to be one of the most vital outcomes requested by children. If children are seen as the citizens of the present why not pay particular attention to them. It is important to respect their views (William 2004:412 cited in Hendricks: 2008). In additional to this, making a positive contribution to childrens life is most important this include taking part in decision making and supporting the community, being law abiding, developing positive relationships with others being, self confident and able to deal with challenges and enterprise behaviour (Bruce and Meggitt 2007). In essence practitioners should encourage children to partake in planning and development of activities. This correspond to article (12) of the UNCRC which requires that the views of children must be sought after and given due weight in all matters affecting them. Lastly, achieving economic well-being helps children to conquer income barriers and achieve their full potential (Bruce and Meggitt 2007). Consequently, practitioners should make sure that children are given the best start in life. Evidently, educational attainment is the most effective route out of poverty. Within article (24) of the UNCRC achieving economic well-being the standard of living for children should meet their physical, mental, spiritual moral and social needs (DfES 2004). (Practitioners should refer to appendix E) The reason for writing this resources pack is to guide and support early years practitioners, parents and carers to implement the five outcomes of every child matters in the settings. Although Every Child Matters agenda outcomes seeks to promote the well being of all children which is underpinned by social justice and inclusion, practitioner still needs some ground rules to follow. Social justice is a theme in the United Nations and the European agenda for young children (Jones et al 2008:106). In Britain social justice is a belief that is currently in used to support public policies and practices with a view of making sure that all have equivalent chance to achieve the necessary goods and provisions they need to thrive and achieve well. This idea of fairness is embedded in the concept of social justice (Knowles 2009). Many young people as citizens take their rights and responsibilities seriously as it is necessary to keep hold of the belief in freedom and rights. Undesirably, some o f the policies linked to social welfare are challenge by beliefs of rights and justice (Jones et al 2008). In an ideal and fair society all children and families should have an equal chance of achieving well being yet the society we live in is homogenous entity. This encompasses of huge number of smaller groups between which is unequal distribution of power and access to goods and as part of the unequal power distribution some groups will knowingly and unknowingly discriminate against others. In this way some are prevented from being able to achieve well-being (Knowles, 2009:5). The achievement gap between boys and girls is smaller than that between working class children and middle class children. The focus on underachieving boys hide the fact that boys who come from the different class background and that some middle class boys gain well and some working girls do not. Practitioners should promote a healthy environment for all the children in their care. (Practitioners should refer to appendix A), practitioners should engaged and also supervised the children when they are washing their hands. A child needs water to stay healthy therefore practitioners should make water fountain accessible. Being healthy is in line with Emotional Healthy and Well-being, (2008 cited in Knowles 2009:60) which states that promoting positive health and well being of children helps them to understand and express their feelings as well as building confidence. In other words practitioners should listen and respect children views. According to Rinaldi 2001 (cited in Abbott, 1999), listening means being open to differences and recognising the value of different points of view and the interpretation of others. Children should be allowed to play and rest anytime they want to. As I have mention earlier practitioners should promote a safer environment for the children. Practitioners should support learning with symbolizing materials for children who are not able to read text. This helps them to understand what is required in different situation. According to Piaget (cited in Penn 2008 :42) It is the teachers job to provide a well resourced classroom, where children could have lots of opportunities to learn for themselves how things worked, with guidance and suggested from the teachers. Every child has the right to enjoy and achieve, practitioners should make play a high lead as this is central form of learning. Children should have the opportunity to play for thirty minutes this must involve children with special needs. Also, both boys and girls need to be allowed to experiment wider range of play. For example if a boy wants to ride a pink bicycle he should be permitted to do so. According to Vygotsky (cited in Penn 2008 :43) play is a mental kind of support system which allows children to represent their everyday social reality and therefore enables them to think and act in more complex ways to invent their own rules and narratives. In regards to achieving economic well being practitioners must make sure that neutral advice and quality information are available to children and their families in order to make a thriving move to further learning. In addition to this Practitioners should ensure that children are provided with access to different facilities and safe spaces where they can meet and engage in positive activities. For example play grounds with various facilities. At the centre of all these lies inclusion, this has been one of the vital problems in the early years framework. Social Inclusion is a focal point within the early years education and care policy documents. The Government has stomp inclusion as the Keystone to good practice (DfEE 1998:8). It is the process by which early years settings develop their ethos, policies, and practices to include all learners with the aim of meeting their individual needs. Historically, inclusion has been seen as a process that is relevant to those groups who have been marginalised, but now it is about all children, and it is closely linked to the Governments personalised learning agenda that lie at the heart of the EYFS. Practitioners should deliver personalised learning development and care to help children to get the best possible start in life (DfES, 2007a, paragraph 1.7). One would argue that social Inclusion denotes that all children are involved in appropriate activities making sure that they will not feel isolated or excluded from taking part in any learning performances for whatever reason. This link up with what Roffey (2001) proposes that inclusion does not only take charge of a few children but all. She went on to say that one of the main achievement of the last twenty years legislation has been the increase focus on the desirability of inclusive practices rather than the segregation of children with special education needs which is backed by the 1994 Salamanca statement that pose the Government to agree to the principle of inclusive education and make it a policy (www.unesco.com). Children who find it hard to communicate in class often feels excluded I believe that when practitioners introduce symbol cards in the settings it will help children who feels shy to talk in class and also, it will raise confidence among children and enable them to deal positively with life changes and challenges. Again it will stop practitioners wrongly labelling children as being slow. For example my little boy is very loud at home but very quite in school so when he was introduced to the symbols cards, at his nursery he began to involve in the classroom activities. Practitioners will send newsletters to the parents to inform them about family evenings. In the interest of the child, practitioners and parents should work together to see how best they can understand each other. Helen Penn (2008) noted that working together will not only help the child but also make the individuals understand each others professional rareness and work together this will not isolate the child. After the peer assessment group discussion, I went home to read over the comments my peers made about my resource pack. My peers noted both positive and negative comments therefore I decided to correct the negative ones. Within my resource pack, I explained the five outcomes of Every Child Matters but I had not planned for the activities so I started to gather information about the activities. I had written down my points which I have not yet linked to theory and practice and also had to expand on my points. I found it a bit difficult finding books for the assignment and there was no evidence of critical thinking in my resource pack. During the Christmas break I borrowed books from the university library so I started rewriting my whole work again. Moreover I had already written down notes of what I was going to write for the resource pack so I added some little information from the books I had borrowed. Although I had planned wanted to do, it was still not easy for me to do, as I did not know where to begin. However, the comments given by my peers really helped me to get started. An activity I had planned for the practitioners was for them to give the children in their care all the telephone numbers of people and organisation to contact when they feel unsafe. Later on I changed my mind, to make a poster which can be on the classroom walls so that children can always revisit when they need help. I had read children story book on what they should do when they are in trouble and I found it very good which I wanted to include in the main essay however I was advised by my colleague to put it in the appendix and then refer it in the main essay. Also, I had printed out some pictures which I was going to use for my activities but was told by the initial group not to use them. However, during the second group discussion in lectures, I joined another peer assessment group who were pleased with the pictures and I was told to use them. I found the peer assessment very helpful because I met different people and got various feedbacks regarding my course work. To conclude this, practitioners should ensure that the resource pack is followed as required, because it provides vital and timely contribution to the development of children between the ages of four and five. As laid out in the Every Child Matters agenda every child has the right to education irrespective of his or her background that is cultural, religion and gender or needs. Practitioners should develop a very good relationship with parent and carers this is very important on childrens achievement as well as leading them into adolescence and better adulthood. Part of healthy and successful education comes from home. Involving parents and the community will have a good impact in the setting. Similarly, it makes parents feel a part of the setting and their children education. Also, practitioners should recognise individual needs of each child and respond to them by organising extensive teaching strategies to help them. Conversely, practitioners should also create and work in multicu ltural settings which ought to demonstrate an understanding of the value of diversity and respect for difference.

Differences Between Male and Female Orientated Magazine Articles Essay

Investigating the Difference Between Male and Female Orientated Magazine Articles For my investigation I decided to take stories sent in by readers to the magazines FHM and Cosmopolitan. FHM is aimed at men aged around 16 to 30, while Cosmopolitan is aimed at women of the same age. I thought it would be interesting to look at the differences between the two formats because I read FHM quite a lot, and some female friends of mine read Cosmopolitan, and I have often wondered what and how many differences and indeed similarities there are between the two magazines. I was also interested in the different ways similar topics were portrayed for the two different sexes. It helps me understand some of the language and gender issues I dealt with last year in English Language, and that is why I chose a stories page, it tells me more about the people who actually read the magazines than the people who write them. The stories I hoped would reflect the people who wrote them, and therefore the people who bought and read the magazines. It is also interesting for me because I want to become a magazine journalist when I leave university. Doing this investigation allows me to take a more in-depth look at what kind of people enjoy these kinds of magazines, and also it gives me a chance to look at the way these types of articles are presented in magazines, looking at things such as layout. I aim to find differences between the subject matter of the letters, the lexis used by the writers, the differences in grammar, the layout of the letters pages in the magazines and the general tenor of the stories. I also aim to reach a conclusion as to what... ... and "freezing my arse off". These slangy informal descriptions are very suitable for the FHM stories but hardly sensible for the Cosmopolitan story. Overall the articles conform closely with my hypothesis. The variances in the tenor were often and obvious. The male stories also conformed to my hypothesis in that they were competing as an incentive to win a prize, whereas the woman was not. The subject matters also matched my hypothesis. The male stories use mostly a different style of writing to the female articles, and indeed these contribute to them having very different effects on the reader. I think that my investigation has been a success. I have proved many of my hypotheses and my aim has been met. There is a large difference in male and female orientated magazine articles, in both style and substance.

Coal and Iron and the Unification of Germany in 1871 Essay -- Blood an

Coal and Iron and the Unification of Germany in 1871 In 1862, Bismarck said that ‘the great questions of the day will be settled by blood and iron.’ Although there is undoubtedly some degree of accuracy in this statement, the most important reason for the unification of Germany, which ended ‘the great questions of the day,’ was ‘coal and iron.’ This is a quote from British economist John Maynard Keynes, who argued that the industrial and economic preparation before the wars, which united Germany, were more important. This is because the economic strength created by the rapid industrialisation enabled the creation of a powerful Prussia. It was under this powerful Prussia, with some skilful diplomacy and opportunism, that Germany was successfully united in the wars of German Unification. Without such economic development and prosperity, it is questionable whether Germany would have been united by 1871. The main reason for the unification of Germany by 1871 was ‘coal and iron.’ This includes important factors such as the presence of raw materials in Prussia, the development of the railways and the Zollverein in Germany, and the industrialisation, which took place in Prussia, particularly in the 1850s. This economic strength, stems back to the Congress of Vienna, where Prussia was given mineral rich land. It gave Prussia the coal and iron producing areas of the Rhineland, and the mineral rich Ruhr and Saar. The availability of such natural resources created an economic take off in Prussia in the 1850s. As a result, Germany became Europe’s largest producer of key industrial commodities, such as coal and iron. New mines and iron works w... ...d, stable financial environment. This enabled a strong and successful Prussia to emerge. Prussia was then able to progress to unite Germany. This was because the strong economy permitted the establishment of a strong military force. This strong military force was then able to go forward and unite Germany by ‘blood and iron.’ This process was undoubtedly assisted by the skilful negotiation and opportunism of Bismarck. The longer-term factors – the economic and industrial factors – enabled the shorter-term reasons for unification to occur. Without a strong financial backdrop, Prussia would not have had such a powerful and efficient army, which was clearly important in the unification of Germany. It was ‘iron and coal’ that enabled the new German Reich to be proclaimed in the Hall of Mirrors, Versailles on 18th June 1871.

Periodic Performance Review Essay

DEFINITION: A periodic performance review (PPR) is a self-assessment of standards all of which are applicable to a health care organization. The Joint Commission of Healthcare Organization conducts triennial surveys of health care organizations. The PPR involves an annual assessment of an organization’s performance. The PPR show the organizations performance in relationship to the standards set forth by the Joint Commission. The standards are measured by elements of performance. Some elements of performance require a simple response of yes or no while others require multiple possible responses (e.g., compliant, partial, and noncompliant). The PPR helps determines and organizations readiness for an accreditation audit PURPOSE OF PERIODIC PERFORMANCE REVIEW An integral component in the Joint Commissions accreditation process, PPR promotes continuous standard compliance through ongoing internal monitoring. Beginning in January 2006, the Joint Commission expects organizations to conduct annual self-assessment against applicable Joint Commission standards, develop plans of action to address identified areas of non-compliance and identify measures of success in the identified problem areas to validate resolution. At the mid-cycle point, the organization is expected to share information with the Joint Commission. The staff at the Joint Commission will work with the organization to refine its plan of action to assure that the corrective efforts are on target. To address concerns about the potential discoverability of PPR information, particularly where it is shared with the Joint Commission, the Joint Commission has established three options to the full PPR, for accredited-health care organizations: Option One: The organization performs the full self-assessment, develops the plan of action and measures of success (MOS), but does not submit PPR data to the Joint Commission. At the time of the complete on-site survey, the organization provides its MOS to  the Joint Commission surveyor team for assessment. Option Two: The organization remains accountable for conducting a full self-assessment and developing plans of action and applicable MOS, but does not submit PPR data to the Joint Commission. The organization undergoes an on-site survey, which will be approximately one-third the length of a typical full on-site survey. The organization receives a report of the survey activities. Option Three: The organization remains accountable for conducting a full self-assessment and developing plans of action and applicable MOS, but does not submit PPR data to the Joint Commission. The organization undergoes an on-site survey, as in Option Two, but no written documentation or written report of the survey is provided to the organization. Nightingale Community Hospital is completing a PPR to assess the readiness of the hospital for an upcoming accreditation by the Joint Commission. This analysis will include: 1. The current compliance status of the hospital. 2. Trends evident in the case study that may cause the organization to not be in compliance with regards of patient care as set forth by the Joint Commission. 3. A review of staffing of the hospital’s patient care unit with regards of the performance improvement standard by doing the following: a. An analysis of the data to determine the staffing patterns of the patient care unit. b. A plan to develop a staffing plan to minimize the number of falls in the patient care unit. CURRENT COMPLIANCE STATUS In reviewing the data of Nightingale Community hospital, there are a number of compliance standards the hospital will need to address to remain in compliance with the Joint Commission standards which fall into several broad accreditation functions 1) Environmental Care – the environment of care is made up of several areas in terms of patient care including the he building or space, including how it is arranged and the special features that protect patients, visitors, and staff, equipment used to support patient care or to safely operate the building or space, and people, including those who work within the hospital, patients, and anyone else who  enters the environment, all of whom have a role in minimizing risks. The self-assessment noted deficiencies with interim life safety measures (ILSM) which refers to the health and safety measures that are put in place to protect the safety of patients, visitors, and staff who work in the hospital. Environmental factors that include signs and pathways to an egress point, fire protection systems including smoke detectors (specifically noted in the self-assessment), fire suppression, fire extinguishers and fire alarm systems, smoke barriers, emergency evacuation plans, in additi on to many other items that contribute to the well-being and safety of occupants in the hospital or healthcare facility. 2) Nursing leadership – this specific deficiency noted out of compliance showed inconsistencies in nurses documentation and timeliness which affected morale 3) Record of Care – this compliance standard refers to all the data and information gathered about a patient from the moment he or she enters the hospital to the moment of discharge or transfer. The particular deficiency noted is verbal orders are not authenticated within 48 hours. This particular problem is noted under on several floors within the hospital 4) Life Safety – A particularly critical standard in terms of patient care that is crucial in terms of patient and staff safety. The self-assessment noted clutter in hallways and carts in the hallways as noted in the observations during the PPR rounds. 5) Information Management – this patient care standards refers to the whether the hospital has a written policy regarding the privacy, security and integrity of health information. The deficiency noted prohibited abbreviations found in nursing notes and or physician orders as noted in the chart review conducted the PPR rounds 6) Medication Management – this is an important component in palliative treatment of many diseases and conditions. To minimize harm, the hospital needs to develop an effective and safe medication system. The hospital deficiencies with this standard was noted in the staff interviews where it was shown nurses did not follow range order policy or could explain how this is executed. It was also noted the syringes were found unlabeled in the OR and Cath labs. 7) Provision of Care, Treatment and Services (PC) – these standards revolves around assessing patient needs and planning, providing and coordinating treatment and services. Several deficiencies noted in audit included day of procedure reassessment inconsistencies and absence of documented plan of  anesthesia 8) Universal Protocol – Hospitals are charged with developing guidelines for the implementation of the universal protocol for the prevention of wrong site, wrong procedure and wrong person surgery. There were several sentinel events noted in the self-assessment which appear to demonstrate an absence of a guideline for this crucial standard. A sentinel event is an unexpected occurrence involving death or serious physical or psychological injury, or the risk thereof. These events included lung biopsy side unmarked and a knee arthroscopy site not marked. 9) National Patient Safety Goals – The National Patient Safety Goals (NPSGs) have become a critical method by which the Joint Commission promotes and enforces major changes in patient safety in thousands of participating health care organizations around the world. The criteria used for determining the value of these goals, and required revisions to them, are based on the merit of their impact, cost, and effectiveness. Two findings noted in the observation during the PPR included unlabeled basins and pre-labeled syringes. 10) Medical Staff – The organized medical staff and the governing body collaborate in a well-functioning relationship, reflecting clearly recognized roles, responsibilities, and accountabilities, to enhance the quality and safety of care, treatment, and services provided to patients. This collaborative relationship is critical to providing safe, high quality care in the hospital. To meet this standard and to remain in compliance, the Joint Commission (JCAHO) requires accredited hospitals to examine and evaluate performance data for all practitioners with privileges on an ongoing basis as part of their Ongoing Professional Practice Evaluation (OPPE) initiative. It was noted in the interviews with the medical staff the OPPE process does not meet standards. CURRENT TRENDS IMPACTING COMPLIANCE In preparation for the audit, the self-assessment analysis included a review of current trends that may cause the organization to not be in compliance. Several major trends noted in the case study include Fire Drill History ( Environment of Care) – the data shows that the fire drills were not routinely performed in Nightingale Community Hospital that requires one drill per shift per quarter. There was an average of three drills per quarter with no consistent methodology for conducting the drills per shift  or floor. This environment of care standards observation as noted above in the previous section indicated smoke wall penetrations which could have been discovered in there were routine fire drills. Moderate Sedation Monthly Audit (Provision of Care, Treatment and Services) – Moderate sedation provides a minimally reduced level of consciousness in which the patient retains the ability to independently and continuously maintain an airway and respond appropriately to p hysical stimulation or verbal command. The data showed in the Endoscopy Department a lack of pre-sedation ASA (American Society of Anesthesiology) and no documentation plan of anesthesia noted in endoscopy. The data shows that in pre-procedure, during procedure, and post-procedure no documentation was consistently recorded. The trends show the first quarter had a high of 100% and low of 75% and a fourth quarter high of 100% and low 79%. Pain Assessment Audit (Provision of Care, Treatment and Services) – Pain assessment is diagnostic tool to measure the pain level of a patient before administration of a medication and following administration. The goal is assess the patient’s pain relief and thus the effectiveness of the therapy. The data shows that pain assessment and reassessment is consistently missing in the Emergency Department(ED). The data shows a trend of this occurring with a range of 65% to 82%. The data shows the other departments listed have a higher a level of compliance. 3E shows a range of 90% to 97%, whereas the Post-anesthesia care unit (PACU) shows a higher range of 95% to 99%. PI (Patient Injury) Data Falls 4E (Life Safety) – Falls in 4E were highly prevalent. The target goal for falls with injury is 0.62 per 1000 patient days. Several months (January, February, April, July, and November) experienced 0 falls. In contrast, the other months experienced rates varying from 1.72 to 5.6. Data suggest trends show a marked increase over the last 7 months as compared to the first five months of the year that the data was collected. The target goal for all falls is set at 3.21. This number was achieved in five months, with 2 months (January and August) experiencing 0 falls. The data for falls overall in 4E appears to conflict with the data shown for fall with injury. The data shows no falls for the month of August, however, August also reports 4.5 falls with injury. Also, the month of October shows 4.1 total falls vs. 4.37 falls with injury. This brings to mind the reporting of the data, which has to be in error. PI (Patient Injury) Data falls For the Entire Hospital (Life  Safety) – Overall, the hospitals falls and falls with injury are lower than that of 4E. That being said, trends show there is a rise in both categories over the course of the year. In total falls there were peak months in March and September showing 5.1 and 4.9 respectively. In falls with injury, three month April thru June showed no injury related falls. Overall, the falls with injury are below the target as a mean total for the year. That being said, data clearly shows a trend towards increase of falls with injury. Prohibited Abbreviations (Information Management) – The Joint Commission has sent forth a list of prohibited abbreviations that should not be used by healthcare organizations. This list includes but is not limited to medical terminology, disease states, units of measurement, and drug dosage forms. The use of abbreviations can lead to a misinterpretation of meaning which could use lead to an adverse event. The audit monitored the abbreviations â€Å"cc† and â€Å"qd† because they are the most frequently used prohibited abbreviations. Cubic centimeters are a measurement of volume and are abbreviated†cc†. It is the cubic amount required to hold 1 milliliter of water. If poorly written it can be misread as â€Å"U† for units, ml should be used instead of cc. The term qd† means once daily. However, it is often misinterpreted for â€Å"qid† which means four times daily or â€Å"qod† which means every other day. The word daily should be written out. Aggregate data for the audit included the ICU, Telemetry and floors 3E and 4E. These abbreviations should never be used. The data suggest a high prevalence of the u se of these abbreviations. The abbreviation â€Å"cc† was used far more frequently than â€Å"qd†. The monthly range for its use was 20 to 47 times monthly according to the data. By contrast the monthly range for the abbreviation â€Å"qd† was 10 to 25. The data suggest a steady trend in the use of prohibited abbreviations. Staffing Effectiveness (Nursing Leadership) – Effective staffing by definition is the competency, number, and skill set of staff in its relation to patient care and treatment. The data used by the hospital to measure effectiveness utilizes key indicators from clinical/service screenings and human resource screenings. This data is then analyzed to look at ways to access and improve staff effectiveness on a continuous basis. Clinical indicators include patient falls, patent falls with injuries, ulcer prevalence, and ventilator associated pneumonia (VAP). Human resource indicators include nursing care hours and overtime. The  care areas associated with this data were ICU (intensive care unit), 3E and 4E. The data suggests no trends in relationship to nursing hours and falls and nosocomial ulcers in 3E. In ICU, data shows a decrease in falls from previous year from 4.1 to 1.9 per 1000 patients. Of the 1.9, which represents seven falls, five occurred in the first quarter of FY09. VAP increased from 2.2 per 1000 ventilator days to 3.0 for current year. Trends show a decrease in falls however an increase in VAP. Trends also show a decrease in nursing care hours. In 4E, there was an increase in patient falls and nosocomial pressure ulcers. Falls increased to 4.37 per 1000 patient days as compared to 1.47 per 1000 the previous year. Trends shows there appears to be relationship with falls and nursing care hours which shows an increase. There was also a slight increase in nosocomial ulcers during the period which appears to be a relational trend. Verbal Orders Authenticated Within 48 Hours (Record of Care) – Data indicates a trend showing a decrease in verbal order authentication during the year collected. Quarterly averages show: Q1-84%, Q2-87%, Q3-73%, and Q4-81%. The first half year average is 85.5% as compared to second half year average of 77%. PERFORMANCE IMPROVEMENT STANDARD: STAFFING A) STAFFING PATTERNS – DATA In analyzing the data, 3E (Oncology) maintained a relative consistent range of hours in nursing care over the course of the year. Peak nursing hours were used in the month of October which corresponded with the lowest amount of fall prevalence. However, the second month with the highest amount of nursing care hours had the highest amount of fall prevalence. There is also a linear trend showing an increase in falls over the course of the year. Data shows a decrease in nosocomial ulcers over the same time period. Prevention of falls and nosocomial ulcers are a focus point of this unit due to patient population. Several staff members attended the NICHE program. The name stands for Nurses Improving Care for Health system Elders and is designed to improve recognition of age-related changes and increase nurses’ sensitivity. Nursing staff members who attended program shared knowledge with their colleagues and changes were implemented to improve patient care and outcomes. Changes included nurses prompting patients every two hours to  void while awake to decrease urgency which could lead to falling or incontinence which could lead to pressure ulcers. The unit’s nosocomial ulcers decreased from 2.76% in FY08 to 1.23% in FY09. The units’ year end falls average was 5.45 compared to previous years 5.57. The linear trend which shows an increase in falls over the course of the most current year indicates that more training is needed. 4E experienced an increase in nosocomial ulcers and falls during the past year. The relational trend in nursing hours shows an increase through the year. The trend towards ulcers also shows an increase in through the year. However, the peak month for nosocomial ulcers shows occurred during the month that the third fewest nursing hours were used. This does not indicate a relational trend. The number of falls in 4E increased sharply in the year compared with the previous year. The current year showed an increase average to 4.37 as compared to the previous year’s average of 1.47. The peak month occurred in December showing an ever increasing trend. The nursing hours increased over the course of year. Data appears to suggest a relational trend with nursing care hours and patient falls. ICU showed an increase in falls from 1.9 from the previous year’s average of 0.41. Five of the seven falls that occurred happened in the first quarter of FY09. There appears to be no correlation between nursing care hours and patient falls. VAP (ventilator associated pneumonia) increased from 2.2 per 1000 ventilator days to 3.0. This number indicates two infections versus one infection during the respective fiscal years. There appears to be no relational correlation with VAP and nursing hours. Due to the increase in VAP, the following actions were implemented that included: * VAP bundle implementation including sedation vacation * Mouth care protocol * Daily rounds with the intensivist B) STAFFING PLAN – MINIMIZE FALLS Based on the data, an initial conclusion can be drawn the number of falls decreased in 3E based on nursing staff after attending the NICHE Program and sharing information learned with colleagues the increase of falls prevalence through the year suggests more training is necessary. The other units could also benefit from more training conducted on a monthly basis with the  desired outcome to reinforce policy and to impact future accreditation reviews. Inpatient working conditions have deteriorated in some facilities because hospitals have not kept up with the rising demand for nurses. This situation has motivated some state legislatures to enact or consider regulatory measures to assure adequate staffing. These regulatory measures assign some minimum level of staffing that all hospitals must meet regardless of the types and severity of patients. The number of nurses is not always a mitigating factor in the reduction of patient falls. However, there are a number of variables which should be factored in reviewing the falls such as fatigue from mandatory overtime with patient care and time consuming but necessary administrative tasks such updating patient records and documenting physician and other medical orders etc. Model Staffing Patterns — In researching, various staffing models several require acute care hospitals maintain minimum nurse-to-patient staffing ratios. Required ratios vary by unit, ranging from 1:1 in operating rooms to 1:6 on psychiatric units. Most state legislation also requires that hospitals maintain a patient acuity classification system to guide additional staffing when necessary, assign certain nursing functions only to licensed registered nurses, determine the competency of and provide appropriate orientation to nurses before assigning them to patient care, and keep records of staffing levels. The Joint Commission recommends all nursing units be supervised by a registered nurse. Nursing Staffing Plan Based on Type of Care — Another factor for consideration is the knowledge, skills and ability of the individual nurse. The safety and quality of patient care is directly related to the size and experience of the nursing workforce, Such as thoroughness in documentation, following protocol, and work pace. A comprehensive staffing pattern will have to take this into account in terms of reviewing the effectiveness of the individual nurses to reduce the occurrence of incidents. The chief nurse must monitor the performance of the nursing staff on a continuing and ongoing basis.

Leadership Styles in Professional Nursing Essay

Leadership is a very important aspect within the realm of Nursing. With constantly evolving technology, poor economics leading to major hospital cutbacks, and healthcare reforms, strong nursing leadership has never been more important or necessary. Hood (2010) defines leadership as a process of influencing others to attain mutually agreed upon goals. We will discuss the differences between leadership and management. In addition, we will examine 2 types of leadership styles: Transactional and Transformational and address the effectiveness of both styles in achieving high quality of nursing performance. Leadership vs. Management Many people think of management and leadership as interchangeable. However, there is a stark difference between the two. In defining leadership and management, the one crucial difference is that a person with leadership has the ability to persuade/influence others into following their vision and putting the needs of a group ahead of an individual’s own personal needs (McGuire & Kinnerley, 2006). Leaders have this ability to inspire by employing enthusiasm, hope, optimism, and innovative methods. Leadership does entail having some management characteristics, but lacks the positional power to bring their visions to life. Management is usually an appointed position within a company (Hood, 2010). Performance standards for managers often require emphasis on transactional projects such as budgets, productivity, and quality monitoring (McGuire & Kinnerley, 2006). Management does not equate to having leadership abilities because an organization’s structure often dictates that a manager’s priority should be facilitating and promoting smooth operations within a workplace (Carney, 2009). Managers are troubleshooters and problem solvers, who are more or less interested in maintaining production and profits. Transformational Leadership In 1978, James McGregor Burn (1978) developed the theory of transformational leadership and described it, â€Å"A process that motivates subordinates by appealing to higher ideals and moral values†. A transformational leader is someone that helps shape development of staff through empowerment and stimulating creativity and innovation within the workplace (Sellgren, Ekvell, & Tomson, 2006). Under this style of leadership, relationships to employees and concern for their well-being is just as important as completing the tasks (Hood, 2010). The transformational leader often uses their enthusiasm, close underlying interpersonal relationships, and vision to increase the motivation of their peers/co-workers to stay persistent and diligent through completion of organizational goals and tasks. This type of leadership can be equally effective under the most stressful circumstances by keeping focus on employee satisfaction and promising the employee a better future (Allen, 1998). According to S. Sellgren et al. (2006), studies have shown a correlation between transformational leadership and nursing quality. Transformational leadership has been proven very effective in increasing productivity and staff cohesion. As a result of staff cohesion, consensus amongst staff evolves and develops. Consensus is effective because all persons feel that they have made a contribution in the decision-making process regarding unit practices/policies. And although it takes more time to reach a consensus, the participants have made a commitment to execute the decisions (Hood, 2010). Transactional Leadership Transactional leadership uses strategy that is founded on the principles of incentives and punishments (Hood, 2010). Motivation is thought to be derived from responses to positive and negative reinforcers. If employees or subordinates perform hard work and meet certain criteria or expectations, then they are rewarded with something of value (i.e. increased salary, bonuses, promotions, etc†¦). However, if they fail to meet goals or expectations, then they face some form of punishment (i.e. probation, demotion, termination). This type of leadership system is much more task oriented and focuses very little on employee relationships (Hood, 2010). A transactional leader is much more focused on structure, role expectations and the possibility of reward to staff (Sellgren, Ekvell, & Tomson, 2006). It seems however there are benefits to this type of system. According to B.M. Bass (1985),† The ultimate outcome of such contingent reward behavior is enhanced role clarity, job satisfaction, and improved performance†. This style of leadership appears to be most effective in occupations relating to sales and commissions. Commission based jobs that rely on strong job performances to either establish income or supplement salaried income respond effectively to this style of leadership. However, the disadvantage to this type of leadership is that commitment is variable and negotiable, and any personal incentive/motivation an employee may have to increase job performance diminishes until it’s rewarded (Sellgren, Ekvell, & Tomson, 2006). In addition, because this leadership style is so structured, it leaves little room for creative expansion or employee job satisfaction (McGuire & Kinnerley, 2006). Leadership Styles and Nursing Within healthcare settings, skill and knowledge are vital ingredients needed by a nurse in a leadership position. Because of the many medical advancements and changes that take place in healthcare, it necessitates that nursing leadership become more results oriented, creative, and innovative within their respected units (Gellis, 2001). Within nursing, transactional leadership would have few benefits if applied. It does benefit healthcare organizations in combating staffing issues relating to nursing shortages. Incentive pay to pick up extra shifts has always been instrumental for organizations in need of nursing coverage. However, the overall methods of rewards and punishment would do very little to inspire nurses to increase their quality of nursing care. Patient outcomes would be greatly compromised if care was solely based on reward. Compromising patient care based on lack of reward and/ punishment would be highly unethical and in complete violation of the ANA’s standards of care. Research has always supported that transformational leadership is more effective than transactional leadership because it increases a supportive climate where individual differences are recognized, two-way communication is promoted, and effective listening skills are valued (Bass, 1985). This leadership style also increases conformity, adaptation, diligence, and commitment from employees/followers. The need for transformational leadership in nursing is great because it encourages nurses to become improved problem-solvers, visionaries, communicators, researchers, and educators. Transformation leadership is often a process that is learned and cultivated through experience, empowerment, and self-exploration (Hood, 2010). However, when nurses are placed into leadership positions reluctantly or prematurely, the lack of education for the role and uncertainties about what leadership in nursing means takes place and leads to ineffective leadership abilities (Carney, 2009). Nurses receive informal on-the-job training for leadership positions by learning self-management skills, social capabilities, and job proficiency skills (Hood, 2010). It must be noted that shared leadership is probably the most effective way for providing staff the effective skills/ tools needed for problem solving (Kerfoot & Wantz, 2003). However, not all nurses have the self-belief or confidence to apply these acquired skills to leadership positions. One way of encouraging more nurses to assume leadership positions is by formalizing leadership training sessions which would help nurses learn and/ reinforce skills relating to communication, motivation, conflict resolution, organizational analysis, and building effective teams (Kerfoot & Wantz, 2003) . By investing in formalized leadership training, it helps to empower nurses while also promoting future growth of inspirational leadership which could lead to improvements in patient care/outcomes and organizational advancements for futu re generations. Conclusion There are two different styles of leadership: Transformational and Transactional. Transformational leadership influences followers to place their personal needs aside for the benefit of a leader’s vision/goals through empowerment, inspiration, and motivation. Transactional leadership is founded on the incentives of reward or punishment and offers little incentive to become a visionary. Transformational leadership appears to be more effective in nursing because it promotes adaptation, communication skills, visionary pursuit, and occupational growth to a rapidly changing industry. Efforts should be made to formalize leadership training for continued improvement in delivery of nursing care and patient outcomes, and organizational advancements. References Allen, G. (1998). Leading. Retrieved from http://ollie.dcccd.edu/mgmt1374/book contents/4directing/leading/lead.htm Bass, B. M. (1985). Leadership and performance beyond expectation.. New York, NY: The Free Press. Burns, J. M. (1978). Leadership. New York, NY: Harper & Row. Carney, M. (2009). Leadership in nursing: current and future perspectives and challenges. Journal of Nursing Management, 17(4), 411-417. Gellis, Z. D. (2001). Social wok perceptions of transformational and transactional leadership in healthcare. Social Work Research, 25(1), 17-25. Hood, L. J. (2010). Conceptual Bases of Professional Nursing (7th ed.). Philadelphia, PA: Lippincott Williams & Wilkins. Kerfoot, K., & Wantz, S. L. (January-February 2003). Compliance Leadership: The 17th Century Model That Doesn’t Work. Nursing Economics, 21(1), 42-44. McGuire, E., & Kinnerley, S. M. (July-August 2006). Nurse Managers as Transformational and Transactional Leaders. Nursing Economics, 24(4), 179-185. Sellgren, S., Ekvell, G., & Tomson, G. (2006). Leadership styles in nursing management: preferred and perceived. Journal of Nursing Management, 14(11), 348-355.