Rizal – Man of Mystery

Rizal was really Jack the Ripper. Jack the Ripper is polled as Great Britain’s most evil person on BBC History Magazine. His hatred for women and savage killing of at least 5 prostitutes is a tale of horror still talked about today. His case was never solved thus his identity is one of the world’s great mysteries. How is this related to Rizal? Our national hero Jose Rizal was in London during the killings from May 1888 to January 1889. He was copying a book, â€Å"the Sucesos de las islas Filipinas† staying in the library for the whole day.But not much is known of his whereabouts at night. Other than his mere presence in London, the killings link to Rizal because he was a doctor. Skilled with the surgical knife, he even performed on his mother’s eye. Jack the Ripper’s victims were brutalized with strategic cuts on the neck and incisions that took out the uterus from the abdomen. In his many letters sent back home, not once did he mention the killing s – undoubtedly the biggest news of that time.When Rizal departed from London in 1889, the killings stopped. In 1986, the present day owners of the house Rizal stayed in reported finding preserved human innards and a confession letter from Rizal. Most obvious of all, the links is that Jack the Ripper and Jose Rizal shared the same initials. Illustration depicting how Jack the Ripper cut his victim Reflection I was really shock and horrified while reading this article. I never ever thought that Dr. Jose Rizal our national hero would be a murderer.About the story of Jack the Ripper, I already saw a part of it but in anime form from the anime Black Butler because I am really an anime lover, but I really thought that it’s just a story, not real. That’s why I’m really surprise when I had read the article. I was almost convince by the evidences presented though, as well as the letters by Jack the Ripper that was left at the crime scenes and the preserved human innards found at the house where Rizal stayed. But after thorough thinking, I said to myself that this wasn’t the kind of hero we have.Our hero is not a murderer but a passionate one. If he was that violent, then he would have agreed to Andres Bonifacio have a bloody war using swords, and other deadly weapon against the Spanish colonizers. But, he didn’t agree to Andres Bonifacio because what he wants is a silent war and not the bloody war, where lots of life would be wasted. So, with that perspective of mine, I don’t believe that Dr. Jose Rizal is Jack the Ripper. And, there’s also one question that keeps running in my mind, who name Jack the Ripper as Jack the Ripper that it even coincides to Dr.Jose Rizal’s initial letters to his name? And another is that the preserved human innards at the house where Rizal stayed were only found out almost a century after that is Dr. Jose Rizal left the place in year 1889, and yet it had been discovered only al most a century after that is in year 1986. If it had been discovered sooner, it would have been a strong evidence I guess, but it took a long time before it had been discovered. And if ever it would be true, then I guess it’s not that really a big deal since Jose Rizal is a doctor, and he even operated his own mom.Who knows he’s on a study of something at that time, trying to discover something new for his career. Another is, he has a purpose why he went to London at that time and that is to copy a book entitled â€Å"the Sucesos de las islas Filipinas† and certainly not to murder. To sum it all, I really don’t believe about the content of the article. Though, there are evidences presented, still it’s not enough to judge Dr. Jose Rizal. Because for me, he is a passionate man who even wrote â€Å"Mi Primera Inspiraccion† or My First Inspiration that is especially dedicated for his mother.

Writing and Book Title

Crumples, and Crumples are either Bumpkins or Dumps. Based on this Information. Which of the following statements is/are true? L. II. Ill. IV A BCC A Bumpkin cannot be a Limpkin A Dumpling is always a Crumple A Limpkin can be a Rumple A Rumple can be a Dumpling I, II and Ill only I and IV only Ill and IV only Ill only Questions 2 and 3 refer to the following stimulus.Teachers from Bentley High School are concerned that students show many signs of redness and lack of concentration during the school day, and have blamed the Introduction of TV, Backbone and Namespace as the fundamental cause. A team of researchers, led by Dry Roy Peters, came in to assess the claim of the teachers by conducting a professional study. Dry Peters compiled 80 students at random from Year 9 of the school, and he formed four groups. Group 1 consisted of 20 students who were banned from watching TV for a month.Group 2 consisted of 20 students banned from accessing Backbone for a month. Group 3 consisted of 20 students manned from accessing Namespace for a month. Finally, Group 4 consisted of 20 students banned from watching TV, and banned from accessing Backbone and Namespace. English, Comparative, Guidelines Based on some recent emails, there seems to be a lot of confusion when it comes to approaching the comparative study essay. Understandably, it is quite hard to organism your knowledge of these texts and make it into a coherent comparative.I felt there was no point in trying to write a sample essay, as everyone Is studying different texts. But here Is the bread and butter of It all†¦ In essence, you will be asked to write along the following essay titles (â€Å"modes of comparison†): – cultural context – vision and viewpoint – theme or Issue as explored in 3 texts. Usually 2 of 3 come up every year. This is an artificial division in terms of essay titles. You will end up writing about similar things In each of these essay. Just taking a different angl e each time.A comparative is just that ; don't try to impress the examiner with your in-depth knowledge of the texts – compare them, its okay to be a little superficial, but try to hit the three texts from all the different angles of comparison. To gain an understanding of the kind of organizing you need to do, have a look at my old notes: Comparative road map – my own scribbles. Click on image to enlarge. Don't try to read the details here (this sheet was filled out on the other side too). Just note how I had my 3 texts up across and issues/visions/cultural matters down.

Artificial Birth Control Essay

Artificial birth control methods have been used for thousands of years. The hieroglyphics of ancient Egyptians show a figure of an Egyptian male wearing a device around the penis to help prevent pregnancy during intercourse. And there are other cultures which use condoms made of linen or animal intestines. Until now, historians and researchers are still debating on whether the condoms are for ritual purposes or not. â€Å"Artificial Birth Control† is most commonly heard in relation to religious teachings on family planning. Many sectors especially religion encourage the use of natural family planning as opposed to artificial birth control because they believe that using artificial contraception is opposite to God’s will. But there are also non-religious people who preferred not to use artificial birth control for personal, ethical or medical reasons. Artificial birth control can be defined as any product, procedure or practice that uses artificial or unnatural means to prevent pregnancy. Barrier methods such as condoms, Intra uterine Devices (copper), diaphragms, cervical cap, and sponge, hormonal methods such as the pill, IUDs (hormonal), and emergency contraception. There are also injections, spermicides, and surgical sterilization procedures such as tubal ligation and vasectomy which are all considered to be artificial birth control methods. This paper includes the different types and examples of artificial birth control and their advantages and disadvantages. Condoms A condom is a device made of fine rubber (latex). It avoids unwanted pregnancies and sexually transmitted diseases (STDs), including AIDS and HIV. The use of condoms is one of the easiest, most reliable and effective methods. But one should take few precautionary measures before using it; they must ensure that it is not torn or ruptured and that they are using it before the expiry date. For a male condom, the man covers his penis with a condom during sexual intercourse in order to prevent the sperm from entering the vagina. A female condom is also made if fine rubber (latex) that when used it must be entirely aligned to vagina. The two types of female condom are the FC or FC2 female condom and the VA w.o.w. Condom Feminine. The FC female condom is a 17 cm (6.5 inches) in length. There is a flexible ring at each end. At the closed end of the sheath, the flexible ring is inserted into the vagina to anchor the condom in place. While at the open end, the ring stays outside the vulva at the entrance to the vagina. The VA w.o.w. Condom Feminine when not stretched is around 9 cm (3.5 inches) – though it is very elastic. It has a rounded triangular frame at the open end and a sponge inside the closed end, which helps to hold the condom inside the vagina. Condoms are easily obtained, cheap, very effective, it protects against sexually transmitted disease, and it possibly reduces risk of cervical cancer. But it interrupts the foreplay, it reduces sensitivity for both or either partner, it requires great care, and it sometimes causes allergy. Intra uterine Devices (IUD) – Copper IUD is a birth control device made of soft plastic and has the shape of the English letter T and is placed in the uterus. It is a long-term method that prevents pregnancy for 3-5 years. Copper is wound on the lower part and on the tip of the T are the two threads. With the help of the threads, women can check if it is inserted properly. Copper T does not create any problems during copulation and it can be used immediately after childbirth. But unlike condoms, it does not protect the user from AIDS and other sexually transmitted diseases. Diaphragm Diaphragm is a thin rubber dome with an elastic and flexible rim. It is inserted into the vagina and fits over the cervix that is hold in place by vaginal muscles. The diaphragm holds spermicide in place over the cervix; spermicide kills sperm and prevents fertilization. Diaphragms are 86-94% effective as birth control. It is cheap, the female partner is the one that takes the responsibility, there is no interruption during intercourse, there is no loss of sensation for either partner, it reduces of bacteria related STDs, couples may feel less inhibited when the woman is menstruating, and pre – malignancy and cervical malignancy are reduced. But it is uncomfortable to insert and remove from vagina, it requires a doctor to fit and check it, it requires preparation, some male partners are aware of the cap and may not like it, there is no protection against viral conditions such as herpes simplex or HIV, it sometimes cause allergy, and it cannot be fitted before first intercourse, if there is a vaginal septum or utero-vaginal prolapsed. Cervical Cap Cervical cap is a device inserted into the vagina that fits over the cervix to blocked the sperm from entering the uterus and prevents fertilization. After intercourse, it should be left in place for 8 hours. Cervical covers are 84-91% effective at preventing pregnancy for women who have never given birth and 68-74% effective for women who have given birth. Cervical cap can be inserted many hours before sexual intercourse, it is easy to carry around, it is comfortable to use, it does not alter menstrual cycle and affect future fertility, and it may help the user to better know her body. But cervical cap does not protect against HIV or AIDS, it requires a fitting in a clinic, it is difficult to insert or remove, it can be dislodged during sexual intercourse, and there can be possible allergic reactions. Birth Control Sponge The birth control sponge is made of plastic foam that contains spermicide. It is soft, round, and about two (2) inches in diameter. It has a nylon loop attached to the bottom for removal and it is inserted deep into the vagina before sexual intercourse. The sponge avoids pregnancy by keeping sperm from joining with an egg. The sponge may cover the cervix and blocks the sperm from entering the uterus or it can continuously release a spermicide that keeps the sperm from moving. The birth control sponge can be carried in pocket or purse, it can’t be felt by either partner, it has no effect on a woman’s natural hormones, it does not interrupt sex play, and it can be used during breastfeeding. But it may be difficult for some women to insert or remove the sponge, it may cause vaginal irritation, and it may make sex too messy or too dry because sponge requires too much liquid. Contraceptive Pills Most hormonal birth control methods contain the hormones estrogen and progestin, although some contain progestin only. Hormonal contraceptive pills work by preventing females from ovulating or releasing eggs from their ovaries each month, and by thinning the lining of the uterus to keep a pregnancy from implanting. Without an egg to be fertilized by sperm, pregnancy cannot occur. Contraceptive pill is a very effective birth control but there are also side effects like significant mood swings and decreased libido. Intra uterine Devices (IUD) – Hormonal Hormonal uterine devices sometimes called Intra Uterine Systems were first introduced in 1990. It releases levonorgestrel, a progestogen, and may be used for five years. Hormonal Intra Uterine Devices do not increase bleeding as inert and copper-containing IUDs do. Rather, they reduce menstrual bleeding or prevent menstruation altogether, and can be used as a treatment for menorrhagia (heavy periods). The use of Intra Uterine Systems results in much lower systemic progestogen levels than other very-low-dose progestogen-only hormonal contraceptives; they might possibly have some of the same side effects like loss of libido, possible cervical cancer, vaginal infection, anxiety and nervousness, and pain in lower abdominals. Emergency Contraception The emergency contraception is also known as the morning-after pill. It is a safe and effective way to prevent pregnancy after unprotected intercourse. It can be started up to five days or 120 hours after unprotected intercourse. The hormone in the morning-after pill prevents pregnancy by thickening a woman’s cervical mucus and by thinning the lining of the uterus. The mucus blocks sperm and keeps it from joining with an egg which could prevent pregnancy by keeping a fertilized egg from attaching to the uterus. Injections Injections are 99% effective that is scheduled every 3 months. Depo-Provera ®, one of the two types that are now available, contains progesterone that is similar to what the body produces. It prevents release of the egg from the ovary and causes changes in cervical mucus and the lining of the uterus. The second one is the Lunelle ® which contains two hormones like the pill, so it has the same side effects as the pill. Spermicides Spermicides can come in different form like cream, gel, foam, film, and suppositories. Most spermicides contain nonoxynol-9 which is a chemical that kills sperm. Spermicides immobilize and kill the sperm before they are able to swim into the uterus. To be effective, the spermicide must be placed deep in the vagina, close to the cervix. Creams, gels, and foams are squirted into the vagina using an applicator. But spermicides are more effective when used with another method of birth control, such as a condom or diaphragm. Spermicides are only effective for an hour, not all women can use it and some have an allergic reaction to the substances. Sterilization Sterilization is a form of birth control and all the procedures are meant to be permanent. For females (Tubal Ligation), a minor operation that blocks a woman’s fallopian tubes, the tubes that carry the egg to the uterus; female sterilization works by blocking the egg from reaching sperm. For males (Vasectomy), requires minor surgery on the scrotum to cut the vasa deferentia, the tubes that carry sperm. This operation keeps sperm from mixing into the semen when men ejaculate. Without sperm, fertilization of an egg cannot occur and pregnancy is prevented. Sterilization provides permanent birth control, allows sexual spontaneity, requires no daily attention, does not affect pleasure, and it is also not messy. But it does not protect against sexually transmitted infections, including HIV/AIDS, it is not immediately effective, it requires minor surgery in a clinic and a possible regret if the couple wish to have one or more child. References: http://www.avert.org/female-condom.htm http://en.wikipedia.org/wiki/Intrauterine_device http://www.tarahaat.com/health_ABC.aspx http://www.livestrong.com/article/201512-types-of-artificial-methods-for-family-planning/ http://www.modernmom.com/article/what-is-the-meaning-of-artificial-birth-control http://www.ehow.com/facts_5004780_what-meaning-artificial-birth-control.html http://www.fwhc.org/birth-control/diaphram.htm

Ethical concepts management Case Study Example | Topics and Well Written Essays - 1750 words

Ethical concepts management - Case Study Example To find out the important management concepts, I carried out an oral interview from a manager to develop an insight into the critical aspects of corporate managerial assignments. This is a report of the oral interview of Mr. Olivia Akani, the founder and chief executive officer of Customs mobile catering company. This interview was undertaken on 5th November 2013 in the office of this Iconic entrepreneur who opened a closed door on a new approach towards service to humanity. This interview was based on business ethical dilemmas which is an aspect of management and is an emerging serious issue in the society. This topic was obtained from the chapter three on the nature of ethics from the given text. Theoretical concepts in this chapter and the case of coming across a person being mugged and pondering over helping will act as the guiding tool in the interview and conclusions. Introduction Ethics is a generally acceptable unwritten way of doing things which is consistent with the social order of any organization. The code of conduct is always defined by that given organization’s cultural beliefs (Trevino, Linda and Katherine 36). This cuts across various communities, corporate world, governments and individual behavior. In this case, an interview was conducted with the chief executive officer as the interviewee and the focus was on how to inculcate the concept of ethics within employees and ways of solving a situation of ethical dilemma like in the case study referred to in the text chapter. Management requires requisite critical analysis ability and in-depth assessment of consequences of any action. Managers may always find themselves in ethical dilemma either directly or through their juniors (Ko?ster 65). Top manager like a Chief executive officer is always bound to make difficult decisions that demands win-win outcome with an ethical concern. In an effort to make profit, there is always the code of ethics practiced by any organization that need to be ad hered to every time in the course of production process (Garsten and Tor 125). This interview would serve as the basis of further analytical concepts of ethical dilemmas in management process. Summary of questions and corresponding responses from the interview Question Response The industry the company belong The company falls within the competitive food, beverages and events catering services industry Management levels in the company The company is headed by CEO, top brass managers, middle managers and supervisors in that order. The management position held Chief executive officer of the company Daily work and overall job description Being the CEO, the daily work entails overseeing the activities going on in the company through reports received from top management team and individual observation. The job description in this case can summarily be defined is act as the overall custodian of all management activities that are meant to propel the organization to greater heights. Persona l management approaches and skills Participatory decision making is the best as it incorporate the diverse ideas of various stakeholders to the company hence ensuring that the decision made serves the interest of the company and its stakeholders in equal measure. Sound interpersonal communication skills are the best tools to apply in success focused management. Personal values and traits that helps in managing the organization Being a strict adherent to the company’s laws, regulations and codes of ethics is one trait that can has brought the company to where it is today. These values can be transmitted to other managers and the non-managerial employees through being a role model which has worked in the company. Interest in details is also a critical tool that has helped in exhaustive resolution of a challenges

Financial analysis case study Essay Example | Topics and Well Written Essays - 1250 words

Financial analysis case study - Essay Example At the same time there is a belief that chairman statement serves no purpose from the point of view of shareholders. It is a sort of ritual to inaugurate the reporting and review process in the annual report. There is no legal requirement for a chairman statement to be a part of an annual report. It is more of a customary part of the annual report. ‘The chairman report is largely qualitative in character. The other documents report what happens, this one offers an explanation of the company’s results. The accounts and other statutory reports present historic information on how the company fared in the previous accounting period, while the chairman will comment on future prospectus and plans.’ (Christopher Murphy, page 177)1 Directors Report is a central section of prime importance of an Annual report. It is prepared annually and in case of parent company directors’ report will be for the entire group called ‘group directors’ report. ‘Directors’ report deals with significant development in the company’s business operations during the reporting period. This is effectively a review of business and an opportunity for the board to comment on the financial results of the company in terms of its sales and profits, and to explain material matters such as exceptional items.’(Thomas A Lee, page 170)2 In accordance with the provisions of sections 415 to 419 of Chapter 5 of Part 15 of the Companies Act 2006, a directors’ report must contain the following information: i) trends and factors affecting company’s future development, performance and position of business, information about environmental matters, company’s employees and social and community issues, and information about important contractual and other business arrangements. ‘In addition to the above legal requirements, a directors’ report should also include information required by the stock exchange. As an option some companies include additional

Atrial fibrillation Essay Example | Topics and Well Written Essays - 250 words

Atrial fibrillation - Essay Example Often characterized by atrial dilatation and the shortening of the atrial ERP, the presence of atrial fibrosis and its structural remodeling changes the normal electrical refractoriness and contractile function of the heart by making the intra-cardiac pressure increase (University of Toronto; Allessie, Boyden and Camm). Because of atrial dilatation, heart-related diseases like hypertension, vulvar heart disease, and congestive heart failure occurs. Individuals who are at risk of AF include those who are more than 65 years of age, individuals with myocardial infarction, and individuals who received cardiothoracic surgery (Allessie, Boyden and Camm). Hypertension, ischemic or non-ischemic heart diseases, and mitral or tricuspid valvular disorders, hyperthyroidism, and alcohol drinking are among the most common factors that could trigger AF whereas atrial septal, congenital heart failure, pulmonary embolism, COPD, myocarditis, and pericarditis are among the less common factors that could trigger AF (Mitchell). Aside from a rapid ventricular response or arrhythmias, patients with mild AF may experience dizziness, dyspnea, diaphoresis, fatigue, and palpitation whereas patients with severe AF may experience chest pain, pulmonary edema, or syncope (Dresing and Schweikert). Using surgical intervention, AV node radiofrequency ablation, control of rhythm using cardioversion or AF substrate ablation, treatments for AF focuses on thromboembolism prevention, rhythm control, and ventricular rate control (Mitchell). Likewise, it is possible to use antiarrhythmic medications such as the angiotensin-converting enzyme (ACE) inhibitor to prevent stress by lowering the atrial pressure when administered to patients (Dresing and Schweikert; University of Toronto). Aside from showing irregular R-R intervals, the ECG of patients with AF is characterized with irregular timing in fibrillatory waves of QRS aside from the absence of P waves (Mitchell). (See

FLSA Essay Example | Topics and Well Written Essays - 500 words

FLSA - Essay Example Job titles and clear documents that describe role expectations are developed for this purpose in an effort to link job role with a salary structure. Caribou Coffee had classified workers as exempt and therefore received a salary. As part of their obligations, serving coffee and waiting on customers filled their responsibility list daily. Because of the language and/or the interpretation of the FLSA mandates, Caribou agreed to settle. The employees filing the suit argued successfully that because of their job duties, they were actually non-exempt workers (eliinc.com 2010). It would be difficult to over-complicate the FLSA by providing new amended subsections, especially if the nature of what constitutes exempt versus non-exempt were clearly defined through precedent. For example, if it included specific job role functions, the document would be unreadable and certainly irrelevant. Another case involving exempt versus non-exempt status involved Patty Lee Smith v. Johnson and Johnson in the District Court of New Jersey. The Court ultimately found in favor of J&J, believing evidence of her non-exempt status was insufficient to find otherwise (ca3.uscourts.gov, 2009). Smith worked unsupervised for 95 percent of her role, thus with considerable flexibility on the nature by which she coordinated her responsibilities. Further, no definite job role and list of obligations were present in the human resources division, thus Smith could not prove otherwise considering the evidence of her status that are most closely associated with a person in a salaried, executive level role. It was a common sense ruling, however the language of the FLSA is open to even judicial interpretation due to the lack of practicality in constructing supplements. These situations can be avoided in the future by fully categorizing the job title and the specific responsibilities, or ensuring that a sign off

ENVIRONMENTAL SUSTAINABILITY 2 questions Essay Example | Topics and Well Written Essays - 1000 words

ENVIRONMENTAL SUSTAINABILITY 2 questions - Essay Example In addition to that, there are many natural phenomena that play a fundamental role in promoting global warming. Some of them as identified by (Strasburg) are discussed as follows: Volcanic eruptions: Volcanic eruption is a commonly observed natural phenomenon. As volcanoes erupt, they release tremendous amounts of CO2 into the atmosphere. Solar cycles and cosmic rays: Some people hold consent upon the concept that solar cycles and cosmic rays are also a source of global warming. However, there are many who hold controversial views about the role of solar cycles and cosmic rays in aggravating global warming. According to the results of research conducted by some European scientists, â€Å"The chance of the natural cosmic-ray or solar irradiance explanation being responsible for more than 14% of the observed warming is quite negligible.† (Strasburg). Water vapors: Water vapor has been largely recognized as one of the most obvious greenhouse gases. Although it does not contribute towards global warming by adding to the CO2 level in the atmosphere unlike many other causes of global warming, yet it plays the same role as many other greenhouse gases. It is noteworthy that existing CO2 in the air increases the content of water vapors in the air as a feedback. Some misconceptions: People who tend to deny the human contribution in the global warming say also consider plants as a cause of global warming. They base their assertion on the fact that plants generate CO2 into the air particularly when they don’t photosynthesize. However, they are quite ignorant of the fact that they are the fundamental source of O2 in the atmosphere as they consume CO2 released by humans and in turn, produce O2 during the process of photosynthesis. Reason of the controversy about role of humans as promoters of global warming: People all over the world tend to acquire more and more money throughout their professional life. It is indeed, a call of human nature. The technological b oom has facilitated them in fulfilling their dreams in many ways. If people easily confess their contribution in the global warming, they are likely to loose all environment unfriendly facilities that they so frequently utilize. Therefore, in an attempt to defend their unhealthy practices that make them money, they visualize technical measures as the ultimate solution for global warming instead of changing their own attitude towards the world and the nature. However, there is enough scientific evidence to prove the enormous role of humans in promoting the global warming in comparison to the natural phenomena that are commonly referred by humans as the cardinal causes of global warming. There is a need to realize that man only forms a minute part of the vast nature, and is not its owner to exercise rights over it. People should realize that their practices pollute the air and water that in turn promote global warming. How can the supply of water be increased in order to resolve the o ncoming shortage of water fit for human use on Earth? Shortage of pure water is one of the most fundamental environmental calamities humans are encountering in the contemporary age. According to the results of a research conducted by United Nations, an estimated 2.7 billion people are expected to suffer from extreme shortage of water by 2025 provided that the current consumption rates do not decline (Montaigne). â€Å"Severe water shortages affecting at least 400 million people today will affect 4 billion people

TEACHING ENGLISH PRONUNCIATION TO SPANISH SPEAKERS Research Paper

TEACHING ENGLISH PRONUNCIATION TO SPANISH SPEAKERS - Research Paper Example There is no doubt that English speaking requires good amount of understanding of consonants and vowels along with dedication and motivation. The research aims to examine what sorts of difficulties are experienced by Spanish speakers while speaking English and how pronunciation difficulties can be assessed and examined resulting in better pronunciation. Spanish language is a part of Indo-European Language family and is spoken by more than 400 million people across the world mainly in Spain, Latin America and the US. On the other hand, English is spoken in almost every country Ladefoged, 2000). However, when Spanish individuals especially students travel to other countries; they face pronunciation issues while speaking and communication in English. For this purpose, a systematic and logical approach of conducting a research will be taken that will help in investigating pronunciation problems of Spanish students along with identifying ways through which these problems can be assessed re sulting in better pronunciation and understanding of English Language. There is no doubt that incorrect pronunciation leads to little understanding of the meaning of sentences and thus creating confusion and doubts (Ladefoged, 2006). At the same time, conversing requires good understanding of English Language in order to facilitate personal and professional growth in English speaking nations. The next part of the discussion presents theoretical issues related to the research topic. Theoretical Issues Related to the Research Topic In order to investigate how English pronunciation can be taught to Spanish speakers, the researcher will focus on understanding of phonetics, production of speech sounds and difference between English and Spanish speakers by referring to a number of academic books, journals and articles. Jenkins (2002) stated that words are pronounced differently in different countries majorly because of the understanding of vowels and consonants. Coe (1988) stated that the re is a great similarity between English and Spanish language that makes learning motivational and easy. Coe (1988) further believed that both English and Spanish languages have originated from different culture and thus it is quite obvious to have pronunciation differences. Spanish language has only five vowels while English has fourteen vowels. The difference in vowels creates pronunciation issues as Spanish speakers often fail to differentiate between English Vowels. Compernolle (2001) stated that Spanish is syllable times language and English is stress timed language. Spanish speakers face difficulties in recognizing end consonants that create pronunciation issues. Moreover, the verb-grammar agreement is also dissimilar in two languages that often affect the correct pronunciation. Spanish speakers have logical association with the sound and spelling of words that lacks in English language. There are very limited double letters word in Spanish while in English, there are a number of double letter words. All these issues create confusion for Spanish speakers while speaking in English. Avexy, Ehrlich (1992) believed that the role of teeth, jaws, lips and tongue is of great importance considering the fact that correct use of lips, jaws and tongue helps in correct pronunciation of words. For this purpose, it is important to understand the role of phonetics in pronunciation of

Historical relation between Islam, Christianity and Judaism Essay

Historical relation between Islam, Christianity and Judaism - Essay Example Religion helps to provide a driving force for every man’s existence on Earth – it is a belief of faith that people indulge in, in order to feel secure and protected in terms of their actions with relation to others around them. Islam, Christianity and Judaism are three of the world’s oldest religions, perhaps stemming and growing from each other initially as per historical evidences; however, today, the three have created a niche for themselves in the world with great followings of their own. It is said that Judaism was the backing that gave way to Christianity and Islam and that is why most of their teachings and beliefs are very much similar. The three religions share a stark relationship with each other in terms of their history with a connection between their messengers, texts and teachings. If checked properly, one can also notice the similarities between their rites and rituals, and how it is only different names and the use of different languages that sepa rates the three from each other. The commonality between the three is that each religion believes in its own God, and has put major emphasis on the higher supreme power that rules the faith. It is said that these Gods were the creators of heaven and hell, and of man’s existence on Earth, and that is why each religion has its own set of beliefs and laws for every man to dedicate his life to serving God.. Traditionally speaking, all three religions are bound by history because of their connection with Prophets like Abraham, Moses, Jesus and Muhammad. They each were the servants of their Gods, and came as messengers to people in order to reveal the truth about life that God imparted to them. Abraham gave his people the message provided to him by God, Moses provided the Israelis with the Ten Commandments, and Jesus was the harbinger of the teachings of God and Hebrew prophets. Finally, Muhammad is said to have combined the above messages of God and reject any kind of idolatry whi le simply establishing some required laws for the rest of humanity to follow. According to history, it is said that Judaism formed the roots of religion from which Islam and Christianity grew with the help of Messiahs. All three religions had their own Messiahs that delivered messages of truth and peace to the rest of their followers. While taking the literal meaning of the word ‘God’ into account, all three religions date back to their creations; The Hebrew word for God is ‘Elohim’ which in Arabic or Islam can be translated as, and means, ‘Allah’. Jews were said to come from Isaac, the son of Abraham, and the Arabs from Ishmael, another son of Abraham. According to this theory, all three religions were born out of the brainchild of a single God, despite having branched out into separate entities. Thus, all of mankind is a child of Abraham. On reading the holy books pertaining to each religion, i.e., the Holy Bible or the Qur’an, many hi storians as well as people specializing in theology have pointed out that the texts and readings of all religions contain the same teachings in different languages. The names of the Prophets are also strikingly similar, with a few changes in the pronunciation due to being spoken about and written in different languages and scripts. With respect to history, taken from a pragmatic point of view, there is only one God and his sons were the ones to have brought his message to the rest of mankind, and this was done by three different elements, thus leading to the creation of different religions. Judaism, Christianity and Islam, gradually developed into powerful tools used for the purpose of politics and monarchy in different countries, among different people. Preaching to the people became a widely known concept in the early centuries of the world, and more and more people began to take to power just in order to be able to gather mass following. This came as a threat to the identity and existence of the religions as the purpose of existence for

Intelligence Community Credibility- How do we get it back Research Paper

Intelligence Community Credibility- How do we get it back - Research Paper Example Therefore the accent in activities of intelligence community was shifted to a multi-perspective consideration about challenging issues of American society and the main goal of this organization is currently seen in serving American nation and not only to respond to the President. For the majority of people Intelligence Community is associated with films about spies. In America 14 agencies and organizations are united in a group where its participants develop their intelligent activities for provision of national security. Intelligent Community has a regulative basis specified in Executive Order 12333, which was signed by President Ronald Reagan on December 4, 1981 (Intelligent reform, 2008). In accordance with this order Intelligence Community provides American government with the information appropriate for foreign, defense, and economic policies. There are â€Å"four methods of intelligence collection: human, signals, imagery, and measurement and signatures intelligence (HUMINT, S IGINT, IMINT, and MASINT)† (Intelligent reform, 2008). All activities of IC are conducted under the guidance of the Director of Intelligent Community. Since 1947 Intelligent Community experienced numerous reforms. The most recent reform was conducted in the beginning of the XXI century, in 2004. After a dreadful terroristic act on September 11 the main claim of the act was a propagation of "unity of effort" (Intelligent reform, 2008). It was necessary to integrate and develop information sharing. Potential threats facing American society had to be more properly considered by Intelligent Community. Information is the central focus of representatives of intelligence community, policymakers, enforcement officers and other participants of this organization. A more detailed discussion of information is a way out to forecast potential terroristic threats. Intelligence community currently is supposed to perform the following function: â€Å"The threats posed today by terrorist group s, rogue states and transnational criminal networks are severe and daunting, and the increased effectiveness of the intelligence community is helping us combat these threats† (Fixing Intelligence: for a More Secure America, 2003). Currently a mutual collaboration of DNI and CIA is directed on an intelligence community efficiency increase. In such a way, ‘group think’ may facilitate ideas competition, which is relevant to intelligence analysis. Moreover, DNI is supposed to undermine power and authority of the Defense Department and intelligent support may be neglected. Nevertheless, DNI confirmed expectations and shifted its accents to consideration of community-wide matters. Consequently, management aspect of intelligence community is also better regulated now. A creation of the National Counterterrorism Center is another modern innovation introduced in the activities of the intelligence community, because it is directed on facilitation of terrorism-related intell igence analysis and deals with counterterrorism efforts regulation on behalf of the federal government. A modern generation of intelligence analysts is surrounded by enormous possibilities and tools facilitating their work. Electronic resources and information technologies facilitate a process of information sharing/discussing (Herrington, 2008). With regard to a wide-spread occurrence of social networks, officers of intelligence

Industrial Relations & Collective Bargaining Essay Example for Free

Industrial Relations Collective Bargaining Essay Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. . Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. v4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors infl uencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. . Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective

Introduction To Law And Legislation Social Work Essay

Introduction To Law And Legislation Social Work Essay Referring to case study 2: Helen, a 78 year lady, a Section. 2 and a Section. 5 of The Community Care Delayed Discharges Act 2003 have been issued and Social Services have 72 hours before they are cross charged. This Act penalises local authorities who cannot provide for discharged hospital patients, as it ensures NHS patients receive adequate care when being discharged from hospital. It sets out timescales which Social Services have to comply with and if there is a delay in discharge whereby Social Services are to blame they will be cross charged  £100.00 per day under s.6 of the Liability to make Delayed Discharge payments. This is the main provision of this Act along with on-site multi-disciplinary working. However, if the delay in service provision is down to the NHS then reimbursement does not apply and if during this process there is a dispute then this is under s.9, Dispute Resolutions of the CC(DD)A 2003. The law states that if a s.2 and a s.5 of CC(DD)A 2003 have been issued together then the process is as follows: This section applies where a section 2 notice has been given. Subsection (2) ensures that the NHS body responsible for issuing the section 2 notice to the social services authority, and any other NHS body which may need to provide services to the patient upon discharge, must consult the social services authority before deciding which services it will make available upon discharge. This is to ensure that a complete package of care can be put in place smoothly and without duplication or omission of any particular service. The responsible NHS body will in the first instance normally be a hospital but the majority of NHS services upon discharge are likely to be provided by the patients Primary Care Trust. The social services authority must be consulted about all NHS services that are to be provided The first step in the case of Helen would be to have a statutory meeting with the social services manager to discuss Helens situation and to establish the legal framework and service delivery to be applied. The NHS and Community Care Act 1990 (NHSCCA) was enacted as a result of unfair treatment of older people, as it gave them the right to an assessment to services. The main principle and rational of the NHSCCA 1990 is to provide people with relevant services to enable them to live independently in their own homes, rather than moving them into a residential setting. Although this piece of legislation is considered to be complex it has a number of powers and duties imposed on local authorities. The primary role of local authorities with community care responsibilities is to ensure that: Adult social care is delivered effectively Services users wishes are taken into account, and Services are delivered safely (Brayne Carr, 2010:508). The main statutory duty for social workers of the NHSCCA 1990 is Section 47. Under s.47 (1) as social workers we have a duty to do a needs lead assessment and this is a must in the case of Helen. The National Service Framework for Older People provides a framework for health and care services for older people, and this is an important development whereby social work assessments are integrated with health care assessments. As the duty social worker when doing an assessment there are two aspects that should be considered. First, there is the assessment of Helens needs not wants; second, bearing in mind the outcome of that assessment, the decision to provide (or not) particular services. However, during the NHSCCA 1990 s.47(1) needs lead assessment, if Helen is identified as being disabled, she has additional rights as set out in s.47(2). During this assessment the local authority must, under s.47(3)of the NHSCCA 1990, inform the Health or Housing authorities if it appears Helen may req uire services which they could provide (Braye Preston-Shoot, 2010). The roots of social care and social work lie in the National Assistance Act 1948 (NAA). Section 29, Part 3 refers to specific groups such as older people and to qualify for services under this Section the law states: A local authority may, with the approval of the Secretary of State, and to such extent as he may direct in relation to persons ordinarily resident in the area of the local authority shall make arrangements for promoting the welfare of persons to whom this section applies, that is to say persons aged eighteen or over who are blind, deaf or dumb, or who suffer from mental disorder of any description and other persons aged eighteen or over who are substantially and permanently handicapped by illness, injury, or congenital deformity or such other disabilities as may be prescribed by the Minister (www.legislation.gov.uk/ukpga/Geo6/11-12/29/section/29). It is clear that where there is a legal statutory duty, you have to consider the implications of accountability within the social work profession and this in turn can cause tensions between legal framework and the General Social Care Councils codes of practice. For example, it is difficult to reconcile the values of anti-discriminatory and anti-oppressive practice with some of the terminology utilised in the National Assistance Act 1948, such as deaf or dumb. However, as Helens needs meet this definition, as she is considered to be a s.29 service user and any provisions for Helen will be made under The Chronically Sick and Disabled Persons Act 1970 s.2. This places a duty on local Authorities to assess the individual needs of everyone who falls within Section 29 of the National Assistance Act 1948 (Brammer, 2010:402). In addition older people can be offered residential care under the National Assistance Act 1948 s.21 and home care and laundry services under the National Health Service Act 2006 Schedule 20(3). Under s.2 of the CSDPA 1970 the provision of welfare services, local authorities are required to provide services such as an occupational therapist (OP). The OP can do functional assessment to establish the provisions required and to aid in the transition from hospital to the home. The main provisions do not include personal care but assesses how the service users function, for example get dressed, and get out of bed in hospital or at home. The fundamental rational is to power and enable the service user to get back to their former ability. The Health and Social Services and Social Security Adjudication Act 1982 s.17, provides local authorities the power to make reasonable charges for non-residential services. Under this legislation the first six weeks of intermediate care is free, NHS is free at delivery social services is not. Intermediate care or reablement is a term used to represent a range of integrated health and/or social care services that as part of an agreed care plan aim to: Promote faster recovery from illness Prevent unnecessary admission to hospital Support timely discharge following an acute hospital admission Prevent premature admission to long-term residential care Maximize your chances of living independently (www.ageuk.org.uk ). It was introduced to bridge the gap for people who were medically fit for discharge but were unable to return to independent living. Reablement typically it lasts for no more than six weeks and is provided without charge to the service user. Helen will receive the reablement service for six weeks and if further support is required, then Adult Social Care services may be chargeable. Research evidence confirms that reablement schemes are well placed both to meet the preferred outcomes of service users and to achieve cost effectiveness in service delivery, when compared with alternatives such as longer term care (Braye et al., 2004: 113). Once a community care assessment is carried out, we need to make decisions about what support will be provided for Helen. Helen would be required have a financial assessment by a Financial Assessment Benefits Advisor (FABA). The FABA will carry out an assessment on Helens financial situation and ensure she is claiming any state benefits she may be entitled to. They will need to see proof of her income and, savings and will ask for details about her expenses. This assessment is straightforward and the officers will try to make it as pleasant as possible. National guidelines published by the Department of Health called Fair Access to Care Services (FACS) provides Social Services with an eligibility framework for Adult Social Care to identify whether or not the duty to provide services under this framework. The national FACS policy states that local authorities may take account of the resources available to them in deciding which needs to meet. FACS divides need into four categories: critical, substantial, moderate or low. Thus the concept of need is determined by factors such as the availability of resources and this in turn causes tensions between policy, practice and law. Essex local authorities are just meeting critical needs at present and although having rights which are legally enforceable do not necessarily imply the need will be met due to funding within Social Services. to ensure that older people are treated as individuals and they receive appropriate and timely packages of care which meet their needs as individuals, regardless of health and social services boundaries (Department of Health, 2001a, Standard 2). Social Services are required by law to provide equipment for the home free of charge if the service user does not have any liquid assets. However, Helen does have an owner occupied property but does not have any savings, so therefore community care services will be provided by Social Services free of charge. Local authorities have the power, and in some cases a duty, to charge for certain community care services, under the National Assistance Act 1948 and the Health and Social Services and Social Security Adjudications Act 1983 (White et al, 2007). Community equipment includes aids such as raised seats, walking sticks; grab rails and shower mats, commodes and minor adaptations that assist daily living to promote independence in the home. If Helen wishes to have help managing her affairs, then provided she has mental capacity she can appoint someone else to make decisions on her behalf. The Mental Capacity Act 2005 (MCA) makes it possible to produce a Lasting Power of Attorney (LPA) to continue beyond any future loss of capacity by Helen. The LPA can cover property and financial affairs, or personal welfare (including health care and treatment) or both. However, this must be registered with the Public Guardian before it can be used. (www.direct.gov.uk/en/Governmentcitizensandrights/Mentalcapacityandthelaw/Makingarrangementsincaseyoulosementalcapacity/DG_185921) The more capable older people are mentally the less likely it is that others will intervene in the choices which they make. However, for relatives these decisions may provoke anxiety and quilt. In such situations the capacity of the service user becomes an important factor in the decision process. Everyone has capacity unless stated otherwise and under the Human Rights Act 1998, Article 5(1) grants a general Right to liberty and security of person. This Article covers rights to liberty, which has self-evident relevance to the detention of people with mental health problems. Under Article 5(1)(e) three conditions must be met, except in the case of an emergency: A true mental disorder must be established before a competent authority on the basis of objective medical expertise; The mental disorder must be of a kind or degree warranting compulsory confinement; The validity of continued confinement depends on the persistence of such a mental disorder (Johns, 2010:32). With regards to the allegations that Helen has dementia we must have reasonable belief before making judgements on Helens mental capacity. However, it is necessary for Social services to investigate, for example look at her medical records to see if this has been confirmed by a medical professional, such as her General Practitioner. However, there is the issue of confidentiality to be considered and as such we would require Helens consent in obtaining this kind of information. The Data Protection Act 1998 is concerned with the protection of Human Rights in relation to personal data. The aim of the Act is to ensure that personal data is used fairly and lawfully and where necessary, the privacy of individuals are respected. It sates: An Act to make new provision for the regulation of the processing of information relating to individuals, including the obtaining, holding, use or disclosure of such information (http://www.legislation.gov.uk/ukpga/1998/29/introduction). It is important to note that the Human Rights Act 1998, encompasses every single act within the United Kingdoms legal system. For health and social care it enables the legal framework to meet the requirements of service delivery. Due to allegations and concerns made by Stephanie, Helens daughter, it is necessary to undertake a formal documented assessment under the Mental Capacity Act 2005 (MCA) Section.1. This assessment is known as the MCA model and has to be conducted by two professionals of different agencies in order to confirm Helens mental capacity. The MCA 2005 codes of practice sets out five statutory principles and these are: A person must be assumed to have capacity unless it is established that they lack capacity. A person is not to be treated as unable to make a decision unless all practical steps to help him to do so have been taken without success. A person is not to be treated as unable to make a decision merely because he makes an unwise choice. An act done or decision made, under this Act for or on behalf of a person who lacks capacity must be done, or made, in his best interests. Before this act is done, or the decision made, regard must be had to whether the purpose for which it is needed can be as effectively achieved in a way that is less restrictive of the persons rights and freedom of action (www3.hants.gov.uk/adult-services/health-wellbeing/adultmh/mental-capacity-act/mca-principles.htm). Case law refers to cases which have changed legislation and the story of an autistic man detained in Bournewood hospital under the Mental Health Act 1983, changed the rights for people who lack capacity. His carers successfully challenged his unlawful detainment and deprivation of liberty, by taking the case to the European Convention of Human Rights (ECHR). In 2004 the European Court judgment of the appeal of R v. Bournewood Community and Mental Health Trust, ex parte L [1998] 3 ALL ER 458, was forced to change and the Bournewood ruling and now provides extra protection for the human rights of people who lack capacity and find themselves deprived of their liberty (Brammer, 2010). There are two statues to consider when looking Helens case, the Mental Health Act 1983 (MHA) and the Mental Capacity Act 2005 (MCA) (both amended by the Mental Health Act 2007 (MHA 2007)), which provide different kinds of powers and duties for Social Services with regards to Helens mental capacity. Fennell (2007) indicates that both acts provide safeguarding against arbitrary deprivation of liberty which would contravene Articles 5 and 8 of the Human Rights Act 1998. Helen may be medically fit but mentally not ready to go home and if this were to happen this can delay discharge as this would require waiting for assessments to be completed and therefore, the NHS would now be responsible for the delay. As the service user/patients circumstances would have changed, the NHS would have to withdraw the existing notice and re-notify social services under s.2 of the Community Care (Delayed Discharges) Act 2003. Re-notification of this kind cancels the previous notice and restarts the process, meaning that social services must reassess the patient and, after consulting the NHS body, decide when the patient will be ready to be discharged. Social care services, which are provided by public authorities, provide support for individuals, families, carers, groups and communities. In most cases, whenever you need healthcare, medical treatment or social care, you have the right not to be discriminated against because of your age, race, gender, gender identity,  disability, religion or sexual orientation. On the 1st October 2010, the Equality Act became statute. It provides anti-discriminatory law and has replaced the Disabilities Discrimination Act 1995 and the Chronically Sick and Disabled Persons Act 1970. provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update, simplify and strengthen the previous legislation; and to deliver a simple, modern and accessible framework of discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society (http://www.equalities.gov.uk/equality_act_2010.aspx). In summary when Helen is medically fit to leave hospital, social workers are responsible for ensuring the transition from hospital, back home is managed in a sensitive way. Helen is currently receiving meal on wheels and although additional support may be needed it is clear she will require continuing care. This is the name given to the care needed by an adult who requires help over an extended period of time to assist in their daily life. This package of care involves services and funding from both the NHS and Adult Social Care. There are many aspects to consider when working within legal frameworks in Adult Social Care, such as statutory duties, service users rights and tensions which can occur when working a multi-disciplinary setting. In order to determine a sufficient and accurate care plan, the legal statutory duties and the codes of practice laid out by the General Social Care Council should guide practice but ultimately the needs of the services user should be at the fore.

Operating Theatre Practice Reflective Assessment

Operating Theatre Practice Reflective Assessment Activity 1 Register nurses who work in the operation theatre where they are trained to care patient before, during and after surgery. There they gain both classroom learning and hands on experience. Strengths: â€Å"Strengths-based learning is the process of acquiring knowledge or skills by applying what makes you strong. Put simply, it is new learning that builds on past success.† (Dunedin, 1960) There is strength that is available in my private hospital such as the library, it is to provide better understanding example as Berry and Khons books. The staff or student to get will be able to get information regarding the surgical field. Question and answer are also given by the nurse instructor regarding what procedure is done by the student or staff. Each week every staff has their own date given by the nurse manager to do presentation. Presentation can be done any topic regarding the surgical field. Internet access is also available to acknowledge staff or student to find out information. Staffs are also been sent for fire safety program and advance cardiovascular life support to be able to perform during emergency. Challengers: In every job there are challengers that will give us experience to procedure further. Moreover, in my department as well there is a popular reason of staff shortage. It will be difficult for the any staff to go for training due to no replacement. Too many new learners will also increase the stress level to the mentor because she or he could not handle by observing each student and more mistakes will be done by the student example during the surgical field even though the student or staff are been though to perform swab count but due to lack of supervision mistake may occur. Working long hours in the operation will lead to stress and tiredness to the staff due to dragging of cases. Next day the particular staff couldn’t perform well and more error will occur example medication error during general anaesthesia. There are also some of the surgeon will complain about the staff performance to the nurse manager this will prevent the staff to be assign with the particular surgeon aga in by the nurse manage end up the staff finally couldn’t learn the way of the surgeon operate. During the school holidays there will be increase number of cases in this period most of the staff and student will have though time to perform their theory session only rushing to finish the cases, end up no improvement in knowledge. Opportunities: The main opportunities working in the operation theatre is the willingness for the staff and surgeon to except the particular person with the way she or he perform their duties. There are the learning methods that are available such as the internet and library. Log books are provided for the new staffs to make sure they are able to learnt each skill during the probation period. By practicing they will learn faster other than only memorizing, and observing but this actually also depending individually. Barrier: There are the barrier between the staff and the working environment, depending on the staff. Some person will encounter difficult in communication in understanding their task given due to different language. If proper orientation is not given to the new staff they will be lack of confident in performing their duties. Teamwork can also lead to barrier example how the person getting along with each other to achieve goal to improve the quality of life and the outcome. Mentor is also a very important person in the practice area to organize and coordinate student learning, supervising student and providing feedback if they are lack of knowledge the junior staff will not be guided in a proper way to provide good service to the patient. Activity 2 My main strengths As a professional in practice: I have been working the private hospital since year 2008.I has completed my operation theatre practice and diploma in nursing sponsor by the private hospital. I have also done my fire safety program, advance cardiovascular life support and standard people practice course. I am also trained in the central sterile supply department, catheterization lab, general anaesthesia, circulating and also scrubbing. Area for improvement and action plan: I would like to improve in my scrubbing area to do better in the orthopaedic cases and neurologic cases because usually for this cases special instrument and machine are required. For the orthopaedic case mostly screws, plating and on loan instruments will be use from other company such as Johnson and Johnson or Stryker depending on type of surgery. Moreover, for the neurologic cases different machine are use example selector which is to suck the tumour from intracranial. The instruments that are used are tumour forceps, brain retractor or dora retractor. Action plan: I have to scrub neurologic and orthopaedic cases more often. I also must do note book and prepare presentation to be presented with other staffs to exchange idea and knowledge.I can also ask for the instrument broacher from each company so I will be more familiar with the instrument and able to handle in future. As a learner: As a learner there have been dreams for me to increase my knowledge and experience. I would strictly love to continue my degree in nursing because education is the most useful thing to the people, especially as a result of complex nature of the day. After completing degree I will happily go forward to continue my master in nursing. I also would like to go for the AO trauma course to be more familiar with the types of fracture. Areas for development and action plan: I would like to increase my education level because education is important to national development in that it allows to further progress in the nation. Education promotes better ideas for management and experience. I would also like to more into the management site. The AO trauma is important to make sure I am able to manage fracture and also will be trained in the techniques for management of common fracture .In my action plan I must first apply degree in a university which the program has been approved by the Ministry of Health and Malaysia Nursing Board and also an affordable price. Which currently I am studying and happy with it, I would also like to continue my master here. For the trauma course that I wanted to attend I must apply though internet and inform my nurse manager about it once the application is open I can go it is only for 3 days course. As a mentor or educator in practice: As a mentor having a interpersonal and professional working relationship to support the learning environment. Organizing and coordinating the learning activities by supervising the student or new comers. Assessing the student’s skill, attitudes and behaviour enable me to provide the evidence of achievement. Areas of development and action plan: Coaching involves regular discussion between the mentor and mentee to improve their performance example develop a plan to improve the employee skill and knowledge. Counselling is a discussion to help the mentee to sort out problems. Teaching with revolves soft skills which can be build such as focus on communication skills, interpersonal skills ,problem solving and professionalism. Show them why they should develop a career plan and help them see their future role in the organization Activity 3 I am working in one of the private hospital more than 2 years, I am trained in the operation theatre and also completed my certificate as a trained theatre technician. My hospital is a place to learn and practice all the facilities of learning are available and practical there is superb but there are also areas of improvement .When I was a junior I had an experience that I learn from it. It was a spine endoscopic surgery which was done by a new surgeon, assisted by a junior staff nurse, this surgery was a new procedure in our place using scope for disectomy. The junior staff did very well , the surgery went smooth and at the end when the skin already stitch then the scrub nurse noticed that one of the patties is missing when the patient was already on the trolley extubated, on the way to recovery. The junior nurse got scared and immediately she informed the surgeon. Once again the patient was push back in to the operation room, incubated the patient and he reopen the surgery site, th ere was patties retain in the patient. This was a major mistake because final count was not done before closing and this is considered as a medical error. From the experience above, I would like to reflect upon three areas for improvement using the Gibbs Model of Reflection. At that time, I felt that the induction program was not done properly because the scrub nurse didn’t count the patties. It was a bad experience for the staff because it was her first time doing Endoscopic Disectomy. On the other hand, this experience also though her about the important of proper patties count. At the situation the scrub nurse was so nervous and anxious because was her first time scrubbing with a new surgeon. In my view, I decently think that the induction program that usually done only for 2 months should be increase to at less 4 months to make sure the new comers absorb the input and also know the important of counting the swab or patties before, during and before closing the skin to prevent retain of foreign body. The scrub nurse was also new staffs who were left all alone with no supervision. It was very unfair for the nurse manager to do such an assignment with no any senior staff. From the positive site, the staff is trained to be alone to build her confident level and the negative site without supervision error happens which is also unfair to the patient. To prevent any error in future the nurse manager must assign senior staffs who are able to bring a new staffs and guide in a proper manner. Furthermore, I also suggested the nurse manager to prepare a competency checklist because the staff was not given any chance but immediately inform to scrub for the case. She was also new staff afraid the nurse manager would get angry if she refused it. From this experience, everyone and even I realized that if the staff was done a competency checklist by her mentor or senior staff, we can identify which area she is weak and does she knows the important of patties count. In future I hope this incident will never occur again, during the investigation was done towards the junior nurse no senior or even the nurse manager stood by her. Everyone was just blaming the junior staff from that situation I did the analysis where the mistake happened. I even suggested to the nurse manager for improvement of these three areas before we could blame the junior staff but finally she was sent to the recovery area and no more scrubbing again. am I.I also felt that the nurse manager was so unfair to us for not giving us any senior staff. I also felt miserable because i didn’t remind her about the count and even didn’t perform the patties checklist.There was also no