Developed Country and American Means Essay Example for Free

Developed Country and American Means Essay For hundreds of years the United States has been attracting immigrants from a variety of different countries, races, and religions to come live in a land full of freedom and opportunity. These people were looking for more than just rights and privileges. Their real desire was to become something that depicts pride and honor, an American. Being an American means much more than living in the United States to me. It means to me having freedom of speech to express your own opinion, freedom of religion, and equality for all, including different sexes, races, religions and status. But most of all it means having different benefits such as, being proud of the privileges we possess, it means a sense of pride for our country , and to be able to choose. First being an American means to me is to be proud of the privileges we possess because many other countries are not fortunate enough to have all these freedoms. Our freedoms are what set Americans apart from other citizens. Americans have the opportunity to acquire a good education and receive a satisfying career. Apart from some countries, American people of all different races and religions can live and work together because everyone is allowed an equal opportunity. This is what being an American means to me. Next being an American means to me that we are united with a sense of pride for our country. All Americans should be proud of what the United States has accomplished. Our country has become a major influence to other countries. For example country like Korea, Japan and China all have things that they try to do the way we do here in America. Our country is the most developed, wealthy, and most advanced country in the world. On the other hand, there are some barriers that divide the American people. But what being an American means to me is too able to choose, no matter who you are. A major dispute found among Americans is political issues. Some Americans may favor the Democratic Party as some Americans may favor the Republican Party. People will have different opinions on issues in their community, and this could cause friction or barriers between the groups. A common example of this division is the ongoing dispute over prohibiting abortion. Americans are divided into two groups over this issue. Pro-life members believe abortion is a wrong and should not be done, and pro-choice members believe that the woman deserves a choice to keep her baby. Although it is very uncommon Americans can seldom be divided by religion or race, but this division is never an extreme occurrence or conflict. But all of this defines me as an American. I have the right to choose what every I want too no matter how others may feel. Being an American has a lot of meaning to me, freedom of speech to express your own opinion, freedom of religion, and equality for all, including different sexes, races, religions and status. By studying our history we could get a better understanding of what being an American means to me. I think it is very important that all Americans study the history of their country because many important and altering events happened hundreds of years before we were born. All Americans should be reminded of what our country and its people have endured. After all the conditions we live in today are the effects of our past.

Assessing The Economic Performance Of Asda Business Essay

Assessing The Economic Performance Of Asda Business Essay ASDA Group Ltd is UK number one largest food retailers. It sold variety of items like food, books, apparel, CDs, electronics and house hold items. Earlier they have started as just superstore and today they have expanded themselves globally. Goal of ASDA The main aim of any organization is to survive or exit in the market .for this they believe in Value for money Competitive prices Meeting Consumer needs Progressive returns on investment. ASDA aims to make goods and services more affordable for the people. Mission statement of ASDA The mission statement of ASDA is to be the Britains best value retailer exceeding customer needs always. It has shown that it value a lot for the respect of the individual, customer service and excellence. Marketing strategy of ASDA ASDA is playing on low price/low cost strategy in the market. They have lowered down their operating cost as well as carbon foot-printing with the help of sustainable development programmes. They are using the strategy in which they are trying to use the best quality products but with the lowered price so that maximum number of customers can be attracted. They have tried their best to maintain a good relationship with the customers. They have improved a lot in the customer services. They have played a strategy of ASDA price guarantee to win the trust of the customers to a large extent. Organization behaviour Organizational behaviour basically deals with the deep study of the impact of all the activities of individuals and groups within the behaviour of the organization. It also deals with the study of the impact of organizational structure on human behaviour. In organizational behaviour there is a integration of many other studies like sociology, psychology, social psychology and economics. Organizational behaviour aims with the study of contribution of human behaviour towards achieving greater efficiency and growth of the organization. Organization behaviour can be defined as systematic study of actions and attitudes that people exhibit within the organization (Stephen P. Robin) Taking the impact of different fields on the organization behaviour its seen that the study sociology deals with the group dynamics. It shows the impact on the group behaviour to a large extent. It also deals with the roles played by the individuals in the organization, power, status, communication, conflict management, group processes, formal organizational theories, group decision-making and norms. Psychology has impacted the organization in studies like job-satisfaction, leadership, individual decision-making, performance appraisal, and work stress and ego state. With the help of study of psychology it helps the organization to change the attitude, improving personal skills and generating positive approach for the development of the organization. Even psychology is also considered important for the selection of the employees as it helps in reading the mind of the person, doing the measurement of the personality aptitude and attitude. As the organization need to keep an eye over the government rules and regulations. Political science helps the company in knowing the position for financial investment, employment and expansion and doing the promotion of international business. Social psychology is the blend of the psychology and sociology to obtain better human behaviour in the organization. It contributes to the ability of the people in the organization, maintenance of the social norms, group decision-making and managing the change. Anthropology takes into account the cultural and environmental framework for the human behaviour study. People, structure and technology are the three main components of the organization. For the achievement of the goal of the company they need to focus on these three factors. The company should fulfil the desired needs of their employees as well as maintain a good relationship with them. Teams and groups also play vital role in achieving goal of the company. The organization could have formal and informal structure. The formal structures do have some proper set of objectives set to priories whereas informal structure does not have any such objectives to be taken care of. So basically organization behaviour includes the study which involves the management of interpersonal relationship, identification of the needs of the people and application of the appropriate strategies to obtain the best result. VARIOUS ORGANIZATIONAL BEHAVIOUR ISSUES Organization culture of ASDA Organization culture reflects the personality of an organization. ASDA believes that they have a very unique culture. They have defined their values to their customers, employees and to do best of them. For ASDA their customers are the main entity for them. They try to create an understandable and positive environment for their customers. The employees are also allowed to freely present their views for the betterment of the company. The employees participate in different programmes held by the ASDA so that they can very well mix up among themselves and with the top level management. ASDA always try to motivate their employees by giving different schemes and trips. So ASDA have a positive culture with some rules and regulation made to achieve the objective of the company. they also follow all the legal laws and try to produce good variety of product keeping in mind the health of their customers. Organizational change in ASDA RESEARCH LEWIN MODEL OF CHANGE Kurt lewin proposed a three stage theory of change known as unfreeze, change, and refreeze. Stage 1 The unfreezing stage is one of the crucial stages for any organisation. This stage is about getting ready to change. It is basically feeling the presence of necessary change to be made in the company and getting ready to move from current comfort zone. It is said that the more we feel that change is necessary, the more urgent it is, and the more motivated we are to make the change. Unfreezing and getting motivated for the change is all about weighing up the pros and cons and deciding if the pros outnumber the cons before you take any action. This is the basis of what Kurt Lewin called the Force Field Analysis. Force Field Analysis is a fancy way of saying that there are lots of different factors for and against making change that we need to be aware of. If the factors for change outweigh the factors against change well make the change. If not, then theres low motivation to change and if we feel pushed. Stage 2: Change or Transition The next step after unfreezing is the change or transition. It is the inner movement or journey we make in reaction to a change. This second stage occurs as we make the changes that are needed. It is often said that this is the hardest step as people are unsure or even fearful. Its not a easy time as people are learning about the changes and need to be given time to understand and work with them. Members are being supported by providing a full training and coaching. Using role models and allowing people to develop their own solutions also help to make the changes. Its also really useful to keep communicating a clear picture of the desired change and the benefits to everyone in the organization. Stage 3: Freezing (or Refreezing) Kurt Lewin refers to this stage as freezing although a lot of people refer to it as refreezing. As the name suggests this stage is about establishing stability once the changes have been made. The changes are accepted and become the new norm. People form new relationships and become comfortable with their routines. It could take a lot of time. In todays world of change the next new change could happen in weeks or less. There is just no time to settle into comfortable routines. The rigidity of freezing does not fit with modern thinking about change being a continuous, sometimes chaotic process in which great flexibility is demanded. Organization change in ASDA ASDA was the second largest supermarket store in the United Kingdom in 2005. ASDA has positioned itself as a value for money store in the market. Slowly they expanded themselves into apparel, books, CDs, groceries, and other various household items. In the same year they got award for the lowest price supermarket. The competitors of ASDA like Tesco and J. Sainsbury were also trying to increase the market position by expanding themselves into the financial products, newspaper, pharmaceutical products, clothes and petrol. ASDA were having the hierarchical structure. There were eight levels up to the CEO of the store. These were layered like staff members, supervisor, department manager, general store manager, regional operations controller, division director, operations director, joint managing director and chief executive. ASDA were having the formal way of organizing culture of the organization. They were using the bureaucratic way of management. The staff members are kept in separate part of the headquarters to the top executives. The major issues were handled by the top executives only. It was seen that the communication pattern between the head office and the stores was one way with top-down management style. They were using the centralised distribution but still there customer number was declining rapidly. Regarding the quality of food they had tried their best to provide fresh food to the customers but still they were not able to convince the customer up to the expected levels. So they were facing the complexity problem in the management. ASDA did work on recognising their strength through using well IT, up to date effective distribution system and good operating management. To improve the ASDA management they tried to remove the too many layers of the management and creating narrow structure to better understand the organization. They bring in many changes in the organization like: They started working on increasing the price competitiveness Redirection the range and breakthrough in store productivity ASDA started generating the higher volumes to improve in terms of trading Restoring the customer flow They tried to reduce the fixed cost % to sales and increase the traffic sensitive purchases CRITICAL ANALYSIS As the market is not stable, its changing every day. The organization needs to be such flexible that it can maintain its position in the market. Looking at the ASDA they have well established themselves. With the changes in the economy they are changing their strategy and competing in the market. Analysing the competitors strategy ASDA has adopted the different strategy of low price. They have stabled themselves in creating higher volume of products with low prices to gain majority of the customer in the market. LEADERSHIP THEORIES Research McGregor Theory According to McGregor, manager of organization posses two different assumptions about the human nature. He explained these two assumptions in two different theories: Theory X and Theory Y According to theory X The human being has always being inherited for the disliking of the work. They always try to avoid the work either they can do or not. According to him, managers always think that their employees are lazy. Manager has to forced, direct and controlled his people to do work. In this management, usually managers use to punish and threatened their employees to get the work done. They already have thinking that people avoid taking the responsibilities for the work. Whereas in theory Y the manager uses a positive way of approach to get the work done. According to them just the external threatening and punishment is not just the way to bring efforts to achieve the objectives of the organization. They have a mind set about their employees that they are responsible for their work and they take the responsibilities by themselves. Leadership in ASDA ASDA believes in developing its people. They provided lots of opportunities to its people to develop the leadership quality. They believe in McGregor theory y. They totally have a positive approach towards their employee handling. ASDA arranges many programmes for the development of their people. They create awareness among their employees to gather information about different fields. The employees working as ASDA either individually or working as a team learn to face challenges. The different method adopted by ASDA is that they make different teams and make them competitor among themselves by providing the same task and hence see their performance by the results gained for the betterment of the company. So like this ASDA do lots of efforts in bringing their employees the self-esteem. Critical analysis Looking at the approaches adopted by ASDA to get leadership quality in their employees it could be analysed that they are working for the people. They are successfully achieving their target of making the profit, good image and relationship with their customers as well as employees. Motivation Research Frederick Herzberg was a well respected American who proposed the theory behind the managers thinking about motivation at work.  He has given a content theory which explains the factors of an individuals motivation by identifying their needs and desires, what satisfies their needs and desires and by establishing the aims that they pursue to satisfy these desires. He aims to determine work situations where the subjects were highly motivated and satisfied rather than where the opposite was true and his research was later paired with many studies involving a broader sampling of professionals. Herzberg split his factors of motivation into two parts called Hygiene factors and Motivation factors.   The Hygiene factors can de-motivate or cause dissatisfaction if they are not present, but do not very often create satisfaction when they are present; however, Motivation factors do motivate or create satisfaction and are rarely the cause of dissatisfaction.   The two types of factors may be listed as follows in order of importance: Hygiene Factors (leading to dissatisfaction): Company Policy Supervision Relationship with Boss Work Conditions Salary Relationship with Peers Motivators (leading to satisfaction): Achievement Recognition The work itself Responsibility Advancement Growth The dissatisfiers are hygiene factors in the sense that they are maintenance factors required to avoid dissatisfaction and stop workers from being unhappy, but do not create satisfaction in themselves.   They can be avoided by using hygienic methods to prevent them. From the above It is clear that the factors in each are not actually opposing i.e. the satisfiers are not the opposite of the dissatisfiers.  The opposite of satisfaction isnt dissatisfaction but is no satisfaction.   Both lists contain factors that lead to motivation, but to a differing extent because they fulfil different needs.   The Hygiene factors have an end which once fulfilled then cease to be motivating factors while the Motivation factors are much more open-ended and this is why they continue to motivate. He also developed the concept that there are two distinct human needs: 1)  Physiological needs: avoiding unpleasantness or discomfort 2)  Psychological needs: the need for personal development fulfilled by activities which cause one to grow. Herzberg believed that the Hygiene factors causing no satisfaction are not applicable to the task an employee undertakes but are external to that task.   They are the Adam part of the concept where an incentive may be attributed to a fear of punishment or increase in discomfort or as he phrased it A Kick up the Ass (KITA).   He thought that these did work but only as short term motivators e.g. constantly increasing someones salary to motivate them will merely encourage them to look for the next wage rise and nothing else; however, salary may also be a de-motivator where the employee perceives it to be too low or low compared to that of their peers.   The long term motivators are the Abraham part of the concept that lead to satisfaction and are intrinsic to the job itself and the job design.   It is important to understand that the two types of factors are not mutually exclusive and that management must try to fulfil both types of need for an employee to be truly satisfied with their job.   Once the Hygiene factors have been satisfied providing more of them will not create further motivation but not satisfying them may cause de-motivation; unlike the Motivation factors where management may not fulfil all of them but the workers may still feel motivated.   Major companies have recognised this situation when designing their methods of reward and recognition. Probably one of the most important ideas that Herzberg postulated based on his findings of satisfaction is that of job enrichment. This is the addition of different tasks to a job to provide greater involvement and interaction with that job.   It is obviously a continuous management process: The job must use the full ability of the employee and provide them with sufficient challenge Any employee who demonstrates an increasing level of ability should be given correspondingly increasing levels of responsibility If a job cannot be designed to use an employees full ability management should consider employing someone of lesser skills or perhaps automation of the task.   If a persons skills cannot be used to the full they will experience problems with motivation. Motivation at ASDA The employees at ASDA are being motivated intervaly. The organization makes sure that that all the needs of the members are fulfilled and they are satisfied so that they can work properly without any fear of demand of the economy. The ASDA gives the worker on job training which let them know more about the new technologies being used and helps in building their self-esteem. If the persons self-esteem is achieved the person has a thinking that he has gained in his life all the desires he wish to have. Critical analysis ASDA has done good job in motivating its employees but it could do more by providing many options in front of them. They can motivate their employees more by increasing the slary time to time and according to the level of the job done by the person. They can give various gifts to their employees which will help ASDA to make good relationship with the employees. Well I believe Tesco had done a great job in terms of motivating their employees. If the basic need of a person is fulfilled properly he is able to perform well at his/her work. Tesco is making their full effort to fulfil their employees need by providing them various schemes and gifts. Due to this their employees are working properly. Training and development a)Theory behind training and development Frederick W. Taylor. Taylor was the first modern efficiency expert in world history. Around the Twentieth Century, he formalized the principles of Scientific Management and developed a set of ideas designed to get employees in manufacturing industries to produce more output. Scientific training is one of the most important principles of scientific management. According to Taylor an organization should trained its employees more of scientifically rather than leaving it to themselves because Workers do not naturally enjoy work and so need close supervision and control. Taylors approach matches with the concept of an autocratic management style (managers take all the decisions and simply give orders to those below them) and Macgregors Theory X approach to workers (workers are viewed as lazy and wish to avoid responsibility). It aims to unearth and cultivate workmens endowment, let them have the best performance in their work and obtain the highest efficiency farthest. At crew level ther e is considerable initial and ongoing training that is consistently applied to everybody in the business, whether part, full time, hourly paid staff or salaried managers undergoing their compulsory restaurant training? Scientific management has become a more powerful asset for a company to increase its efficiency. Training and development at ASDA ASDA has a strong belief on providing training to its employees. It has always tried to develop some new skill in the employee so that it can do its best in the future and becomes the member of the company for its betterment. When a new employee is hired there is a proper induction programme held in which the employee is introduced to the organization and to the other members. Then there is a 12-week on job training provided by ASDA trainer who tries to generate the appropriate skills required to do the different job in the store. Even during the training the employee is made to sit with the manager and see how they work in the company. once the training of the particular department of the person is finished the trainer makes sure that the employee is also ensure about the other valuable knowledge required to become the part of the company. Once the employee is trained, ASDA dont feel that the job is done it tries to update their employees on the regular basis and see how they are pe rforming. For the development of the people, several programmes are held by the company. CRITICAL ANALYSIS ASDA is spending a lot on providing training to its employees. They are taking training and development as an important part of their business. With the help of proper training and development its employees are more comfortable with the environment and they are able to handle the customers very well. Conclusion I believe that first of all customers create some expectation of value and then they start to make a purchase on a belief that whatever they perceive the product or service , must gives benefit in terms of the total cost involved. This may include not only the time, but may be some efforts and difficulties. Therefore a better customer value is provided when the buyer is favorable in the product received from us in comparison to the same product with the competitors. And ASDA has proven this when compared to Sainsbury or tesco. Taking into account the objectives of ASDA I felt that to a large extent they had fulfilled their objectives. As one of their important objective is to be globally accepted by the customers. They are placing a good image in front of the customers by maintaining a good relationship and keeping in mind the health of their customers as priority. Recommendation I examined the organization and the nature of the work in the ASDA stores, the employment relationship and the characteristics of the workforce in U K. After doing research on the organizational behavioural issues at ASDA I believe they should more emphasize on human requirement and performance standard because that would help human resource in making better job description and job specification. Increasing transparency can help clarify rumours and allow people to understand the ASDA very well. As far as I have seen ASDA is using trend analysis method for future forecasting if computerized forecasting is done in place of it , they could save time as well as they would know better about their employees through computerized system. Moreover the recruiting and selection process in ASDA is very fine but still I believe that while recruiting communication skill of the employee must be the first priority as its a field in which communication with customers demands a lot in making good relationship with customers. Summary ASDA has always tried to capture the major market by concentrating on the lower class and middle class people. With the help of this strategy they are able to compete with the other major player in the market like TESCO. Most of all the greatest advantage is the vision or the dream with which the company was started. Sustaining this dream over the years is any companies greatest advantage. A brand usually revolves around this vision sustaining this vision and working in lieu with it is a great SCA. The vision was to provide quick service, cheap products and quality satisfaction. Although the work offered at ASDA have some positive elements, but very often people choose employment there in context of having few attractive options. ASDA manages the employees relationship by a complete spectrum of controls, from simple, direct controls to the management of subjectivity.

Early Years Foundation Stage Guidelines

Early Years Foundation Stage Guidelines Hasana khan Explain the observation, assessment and planning cycle. The EYFS requires practitioners to plan activities and play opportunities that will support children’s learning while supporting the areas of learning within the EYFS. Practitioners must plan carefully so that individual children’s needs are met and that the activities and play opportunities help children progress towards their early learning goals. Planning, observation and assessment contribute to supporting the learning and development requirements of children. Observing individual children carefully can help to identify what their needs and interests are. To ensure that practitioners meet the needs of individual children it is important that the follow the observation, assessment and planning cycle. Observation is when practitioners observe/watch children to understand their interests, needs and learning styles. Observing children is a useful process as it provides information which the practitioners can use to support the children when planning and preparing activi ties for them. Observations should be made in a range of contexts, for example they should be done during independent play, during everyday routines and also when the child is engaged in play with others. EYFS MAY 2008 â€Å"planning should be flexible enough to adapt to circumstances†. Observing children will also enable practitioners to understand what their current stage of development is. Without the process of observation practitioners will not be able to fully support the children as they will not have a clear idea on what the child’s needs and interests are. Practitioners must ensure that they gain parent’s permission before they carry out any observations on the children because some parents may not want their child to be observed. During observation practitioners need to look, listen and record what they see in the observation, they must not involve themselves in the observation as it may affect what the child is doing. An assessment is when practitioners analyse observations to see what they tell them about a child. Accurate assessments enable practitioners to make judgements which lead to action to support individual children. They help each child to de velop and learn by ensuring that the practitioners provide children with appropriate experiences and opportunities. Practitioners gather the information in their observations to identify aspects of the child’s learning and development. By doing this it will enable them to assess what a child’s needs and requirements are and how well they can be supported. The final part of the cycle is planning, this is when practitioners then use the information that they have gathered to plan for the child. This could include planning experiences and opportunities that the child could benefit from and also ensuring that the environment is suitable and the child has access to appropriate resources. The practitioner will also need to plan what their role will be in supporting children with their learning and development. Practitioners must ensure that they include each area of learning and development through planning, purposeful play and through a mix of adult-led and child initiated activity. Practitioners must ensure that their planning reflects and supports children’s current interests, learning styles and the stage of development of each child. The planning process enables practitioners to contribute and understand the experiences that they have planned for the children. Practitioners can also ensure that parents and children have a voice in the planning process, for example children can share their feelings and activities that they want to take part in. Parents can also share their knowledge of their child and any additional support that they may require. Observation, assessment and planning all feed into one another and contribute to our knowledge about the child enabling the practitioners to fully support the needs, requirements, learning and development of each child. Describe how to develop planning for individual children. When working with children practitioners will find that they are required to plan activities and experiences for children which support their learning and development. EYFS MAY 2008 â€Å"good planning is the key to making children’s learning effective, exciting varied and progressive†. Practitioners need to ensure that they plan activities which are linked with the different areas of learning within the EYFS. Practitioners must also ensure that they plan and prepare activities which meet the individual needs and requirements of the children. When planning for the children the practitioners need to bear in mind that whatever is planned for the child is age and stage appropriate and suitable for the child to take part in. There are many different sources that an individual can use the help them when planning for the children, for example each child has their own interests and preferences and they may enjoy playing more with some toys that they do with others. A practitio ner can use a child’s interest and make an activity more exciting and challenging for the child. This will also enable the child to learn new things as well as taking part in something that they enjoy doing. Regular observations and assessments support the practitioner when planning for a child because a lot of information can be processed as the practitioner is able to physically see what a child likes/dislikes doing. Observing the children helps the individual indentify a child’s needs, interests and any additional support that they may require to support their learning and development. EYFS MAY 2008 â€Å"planning should include all children, including those with additional needs†. Practitioners must ensure that they make full use of the observations gained in order to support the child and ensure that their needs are fully met. Within the setting the practitioners can work in partnership with parents/carer’s as stated in the EYFS in order to ensure that they are also included with their child’s learning and development. Parents/carer’s will be able to share information with the practitioners about what the child is like at home and what interest and needs that they may have. Parents/carer’s can help the practitioners with planning for the children as they will be able to identify what area a child may need support with. Sharing ideas with colleagues can be useful during planning as an individual may have noticed something about the child which was not noticed by anyone else, this can be useful as a child may be more close to one member of staff than they may be with another staff. There may be times when a practitioner is not always with the children so it is important that information is shared to ensure that all members of staff are aware on the child’s needs and interests. Within the setting some children may also be under the care of other professionals this is useful because the practitioners are then able to work alongside the professionals to share and also learn new ideas on how the child can fully be supported within each setting. The practitioners must ensure that at all times their planning reflects the different needs and interests of the children, the planning must also provide opportunities for the children where they are able to learn and gain new skills. Differentiate between formative and summative assessment methods. EYFS MAY 2008 â€Å"make informed decision about the childs progress and plan next steps to meet their development and learning needs†. When working with children practitioners will find that settings will carry out progress reviews on children’s development, these can be done every six months or on an annually basis. The practitioners will be required to provide parents with a progress report about the child’s learning and development. This will give the parents an idea on what stage their child is at with their learning and development and whether or not they may require any additional support. Practitioners must ensure that they meet the individual needs of all children through following the requirements of the EYFS and it is important to deliver personalised learning, development and care to help children get the best possible start in life. There are two formal assessments, these are a completion of the progress report at age two and also completing the lear ning and progress journey of each child during their time at the nursery. To ensure that practitioners assess the children effectively they must analyse and review the information that they have about each child’s learning and development. They then need to plan next steps to meet the individual needs of children. A formative assessment is when a practitioner keeps a record of the child’s learning and development. The practitioner will take daily observations of a child using notes and photo evidence and keep them in an individual record of the child. The record will be available for the parents to view, this will enable them to review their child’s learning and development within the setting. It will also give the parents a chance to see what their child has achieved and what stage of development they are at. Practitioners must ensure that they regularly update children’s records by including the appropriate information. Formative assessment: This is an assessment based on observations, photos, work from children or any information that a practitioner receives from the parents. It is also an ongoing assessment of children and is carried out on a regular basis through observations that practitioners gather from children. Children are also required to have a progress check done when they are aged two, this is a summary of information that has been gained about the child. Practitioners compare children to the learning areas to identify whether or not a child has achieved their learning goal for their age and stage of development. The progress checks will be given to parents as it will be a summary of the development stages a child has achieved. They will also consist of targets/goals a child will have for the future and how they will be achieved. Summative assessment: This assessment is a summary of any evidence that a practitioner gains through carrying out a formative assessment. This type of assessments are used to review childrenà ¢â‚¬â„¢s developmental progress over a period of time, they are also used to identify if a child has achieved their target/goals for their age and stage of development. This is a summary of all the formative assessments done over a longer period and makes a statement about a child’s achievements. The EYFS Profile is the summative assessment used to review children’s progress along the early learning goals. Explain the two statutory assessments that must be carried out on all children. EYFS MAY 2008 â€Å"all effective assessment involves analysing and reviewing what you know about each child’s development and learning†. When working with children practitioners need to carry out two main assessments of the children in their care, one is the EYFS progress check which is done at age two. The second assessment is the EYFS profile which summarises and describes a child’s achievements and is a record of their development. This profile is a record of the child up to the age of five up until the child leaves the nursery. These two statutory assessments check the children’s development against the seven areas of learning. The EYFS progress check requires the practitioners to make a summary of the child’s development, achievements and also state any targets or goals that need to be met in order for the child to make further progress with their development. The progress checks show the parents and practitioners any additional support that a child may require. The practitioners are required to review the children’s progress and also ensure that parents receive a written record, this will enable them to see what the child has achieved and what stage they are at with their learning and development. The key workers have the role to complete the progress checks for all of their key children. In some settings the practitioners set up parents evening where they discuss the child’s progress and also hand out the progress checks to the parents. This also gives the parents a chance to discuss their child’s learning and development and also share information or ask and questions. The progress checks are useful as they enable parents to see how they can support their child at home and also identify their needs and interest. In order to complete the progress checks the practitioners should use the findings from their daily assessments and observations that they complete on the child, this will help to give an overview on what a child can and cannot do based on their learning and development. The summary must include the information that the practitioner has gathered about a child over the period of time the child has been at the nursery. The early years profile is an assessment of the child that is done at the end of the foundation stage, practitioners must ensure that they complete a profile for every child at the end of the term. This assessment will normally be completed by the reception class teachers, it will be assessed against the seventeen learning goals which can be found in the EYFS. The early years profile will be completed using observations of the child that have been gathered on a regular basis. The profile will consist of targets that the child has met or need to meet during their time at the nursery. The practitioners must ensure that they share the Early years profile assessment with the parents so support them so that they are able to understand their child’s lea rning and development. The parents will also be able to see what their child does within the setting and any progress they are making. To ensure that practitioners fully understand on how to complete the early years profile, it is a requirement that appropriate training is given to those working within a childcare setting. http://www.northamptonshire.gov.uk/en/councilservices/children/early-learning-childcare/Pages/Observation-Assessment-and-Planning-Cycle-in-the-EYFS.aspx http://eye.boltonlea.org.uk/observation-assessment-and-planning/oap-cycle/overview http://www.ncca.biz/aistear/pdfs/guidelines_eng/assessment_eng.pdf

Abortion :: essays research papers

ABORTION This topic has always been a concern between the people and the government. There are approximately 1.6 million abortions. Abortion means â€Å"Induced termination of pregnancy and expulsion of an embryo or fetus that is incapable of survival. I think that basically, people can do whatever they want to do, as long as they know what they are doing. What abortion is, is that if a woman has a baby in her stomach, and she does not want to have the baby, she can go through abortion or have the baby and put the baby for adoption. The main reason for aborting a baby is because that they can not handle the responsibility, another one is because they can not afford it. There are three stages in a woman’s pregnancy. The first stage is when the baby is still a small egg kind of growing. The second stage is when it actually gets their feet and hands and a heart. The third stage is when it is actually living off of your body as another human being. think that if you are too youn g to have a baby, and you are pregnant, then I think it should be ok for the person to abort the child. One of the side effects for having an abortion is that you feel the pain and you can get diarrhea, nausea, also it increases chances of getting cancer, anemia, and lung disease. Another effect that has on the women is the psychological effects. About ninety five percent of the women who had an abortion had a negative psychological effect, and ninety seven percent thought they have taken a human’s life. There are many ways to abort a child, most of the time the doctor would just prescribe medication to take. If medication does not work, they will pull it out. Most of the time, the medication would kill the baby and the woman would just have to give birth to a dead baby, or they can make it so that you have a miscarriage. However, if the baby is in its first trimester, a vacuum can suck it and it will have hardly any damage to your body, except for that if a part of a fetus i s left behind, it can infect. The main reason there are debates over this issue is because it is a new life in a stomach, never seen the outside world before.

Organic Biofumigants Essay -- Agriculture Biology Farming Farm Essays

Organic Biofumigants In recent years, production of many crops has become inhibited by taking several herbicides and pesticides off the market. If a producer wishes to be in organic production, this is even further inhibited by products useable to stay within organic guidelines. Biofumigants are basically any product used to control pests and competing weed species within a crop. This has become a hurdle for many producers due to labeling issues as well as the desire to keep the crops and their land feasible for â€Å"organic† production. There has been a great deal of research and discoveries pertaining to alternative methods of controlling the crop inhibitors (weeds and pests) in a more organic matter. Organic biofumigants have become one of the most feasible options for carrying out this daunting task. A big problem that today’s producers face is the control of nematode populations. Certain crop rotation systems may greatly increase the control a producer has over these problems. There are several crops that can be implemented into a rotation that can perform several tasks including: bio-fuel production and the control of pests and weeds organically. According to Klein et al. (2006), glucosinolates are natural products that when degraded in a soil can have profound impacts on the defense of insects and fungi invading a crop. Many of the crops that contain glucosinolates are in the Brassicaceae family. One of the most popular cover crops for the purpose of releasing glucosinolates is mustard and its different varieties. Mustard can be planted as a cover crop before several different crops. The crops that we found to benefit the most from this type of system were tap-root crops such as potatoes and sugar beets. ... ... Mohammad , Akhtar, Abdul Malik. "Roles of organic soil amendments and soil organisms in the biological control of plant-parasitic nematodes: a review ." Bioresource Technology Volume 74. Issue 1.August 2000 Pages 35-47 . 03/27/07 5&_user=2532480&_coverDate=08%2F31% 2F2000&_rdoc=1&_fmt=&_orig=search&_sort=d&view=c&_acct=C000057783&_version=1&_urlVersion=0&_userid=2532480&md5=0f8465d8d83ce62f9ccf3fa585e54c76>. Zasada, I.A. and Ferris, H.. "Nematode suppression with brassicaceous amendments: application." Department of Nematology, University of California 18 February 2003 3/27/07 . Wilson, D. â€Å"Lecture: Mutualism.† Given 28 March 2007. University of Wyoming Department of Agriculture.

Introduction to Strategic Management Essay

The threats facing health care organizations vary in scope and nature (Authenticity Consulting, 2007). It is therefore a critical requirement that healthcare organizations adopt strategic plans that are capable of helping guard against such threats. To be able to do this, however, every individual organization has to identify the threats that face it and move to find ways of mitigating or managing the risks associated with the threats. This paper discusses four types of threats facing the National Alliance on Mental Illness (NAMI). These are environmental, economic, governmental, and demographic threats. Discussion  NAMI is specifically involved in the fight against mental illness through different methods. In this endeavor, the organization is faced with the following threats: Environmental Threats As an organization that deals with mental issues, the main environmental threat has been the rise in the number of people who are committing suicide because of their mental condition. This has been especially noted among teenagers (NAMI, 2010). For different reasons, it has been a threat to the continued successful operation of the organization which seeks to reduce the problems associated with mental illnesses, including death. According to the organization, teenage deaths have been on the rise, threatening to reverse the gains so far made. For instance, suicide committed by teenagers and adults with mental illnesses of different kinds accounted for more deaths in the country compared to the combined causes from cancer, stroke, pneumonia, birth defects, heart disease, Aids, and lung diseases (NAMI, 2010). This is a pointer that unless appropriate measures are taken to halt and reverse this trend, then the organization risks failing to achieve its objectives. An associated threat is that the cause of the high number of suicide among people with mental illness has not really been underpinned. This has made it even more difficult for intervention to be done effectively (NAMI, 2010). Economic Threats In its endeavor to fight against mental illness, NAMI usually employs the use of increased awareness through training and education on mental illness (NAMI, 2010). Do be able to do this the organization needs a lot of money. As a nonprofit, NAMI relies on the goodwill of sponsors such as charitable organizations and other well-wishers. In the recent times, however, this support has been waning, posing the threat of drying up. This threat has been more real during the global economic crisis than at any other time before because the ability of people to spend money has been greatly reduced due to economic hardships all over the world (Comerford, 2007). With a declining economic outlook, the organization is faced with the threat of having to reduce its advocacy campaigns and narrow down on the implementation of only those programs that are deemed very critical. Yet every program of NAMI is equally important. This lack of financial support threatens to curtail all the organization’s activities unless it is checked now. Demographic Threats NAMI deals with people from different backgrounds each of which has its own unique challenges (NAMI, 2010). Owing to different cultural practices and beliefs, different people with mental illness are treated differently by the society, a move that affects their chances of leading fulfilling lives. Stigma, for instance, is more rampant in certain communities than others. The threat of increased stigma against people with mental illness has been there for a long time now. This is in spite of efforts by NAMI to demystify some of the myths associated with mental illness (NAMI, 2010). Over time, stigma is likely to become a leading cause of death among people with mental illness. Another demographic threat is rampant rise in the population of the world which is making the resources available to people with mental illness to be reduced. Finally, the other threat is the high turnover of experts in the mental health care field (NAMI, 2010). Fewer professionals than are required have remained in the field to take care of the ever-increasing cases of mental illness. This has been exacerbated by the many professionals who continue leaving the field for different reasons (Begun, Kaissi & Sweetland, 2005). Government Threats Government policy has impacted NAMI in many ways. However, the greatest threat posed by government is its failure to pass policies that assist the mentally ill to get better health care services (Swayne, 2006). For instance, there has never been appropriate funding for mental health institutions especially those that are not-for-profit. This is in spite of the commendable work they do in ensuring that there is appropriate healthcare for the mentally ill. That aside, the government has always been coming up with new legislation regarding the health care sector from time to time without really caring what impacts such legislation has on the operations of organizations like NAMI (Begun, Kaissi & Sweetland, 2005). Then there is no appropriate health care insurance for people with mental illness because they hardly ever get to be among the main groups that are insured by the government or by their employers. As most people with mental illness never engage in gainful activities, they are faced with the threat of being ignored in major government plans. NAMI is also threatened by policy changes that might require it to meet certain minimum requirements to be eligible for funding (NAMI, 2010). Conclusion Given these threats facing NAMI, there is a need for appropriate strategies to manage them. As with all other threats, these particular ones are outside the control of NAMI and call for proper strategic planning to address them. Risk mitigation and change management are some of the approaches that can help deal with the threats and minimize their impacts should they actually come to happen.

History of Calculus Essay

Calculus is an integral part of the mathematics world. Various mathematicians coming from all parts of the world have shaped this theorem but the two main contributors are Sir Isaac Newton and Wilhelm Von Leibniz. The reason they are considered the inventors of Calculus is because they were able to give a unified approach to tangent and area problems unlike the others who used specific methods. Both of these mathematicians developed general concepts Newton was associated with the fluxion and the fluent as for Leibniz, he produced the differential and the integral. Isaac Newton was a self-taught mathematic student who studied at Trinity College in Cambridge starting in 1661. He shaped his work in optics, celestial mechanics and mathematics, including calculus. His early work consisted of Analysis with Infinite Series in 1669 but his most famous work is the Mathematical Principles of Natural Philosophy published in 1687. Newton only introduced his notions of calculus in detail until the years 1704 to 1736. Gottfried Wilhelm Leibniz was a German who at first, concentrated on the topics of philosophy and law but was introduced to advanced mathematics during a brief stay at the University of Jena in 1663. He worked on his calculus from 1673 to 1676 and revealed his work on differential calculus in 1684 with the integral calculus in 1686. There has been much controversy over who deserves the credit for the primary inventor of Calculus. Some say since Newton started his work earlier, Leibniz may have plagiarized some of the work. Others explain that Leibniz worked on his theories alone and published his work before Newton. This rift destroyed Leibniz who left the world with almost no one by his side, while Newton was glorified. It is important to state that Leibniz concepts were easier to use and that the name of the theorem is due to him. He also created the symbols used for differentiation and integration. Needless to say, it is due to both of their incredible work that millions of people have discovered the complex and interesting world of calculus!