Sociocultural Aspects Essays - Chitto Harjo, Muscogee People

Sociocultural Aspects At the beginning of this semester, I went into a classroom without the intentions of it having any impact of my life. What I did not know was that this course held not only a vision for the future but also answers to my past. Growing up, I was influenced by a society that was inhabited almost entirely by whites. For that reason only, I have been completely unaware of any bias or unfair treatment to minority and female students. Because of this upbringing, I found many incidences discussed in class quite unbelievable. However, my views on our society and the educational system have been broadened which leads me to believe that the teachers of the future now have the key to a fair, unbias education for each student that enters the school. I was also fortunate this semester to engage in mentoring a young African-American student named James. Although this assignment was geared toward working with a student from a different culture in order to examine the differences in our lives as well as our values, I think that it was very fortunate for not only my experience but also for the student's experience that we shared so many of the same hurdles growing up. The death of a sibling as well as the experience at multiple schools as ?the new student? are just a few of the ways in which James and I were quite similar. As many people know, dealing with issues like this can be quite hazardous to how a young child develops into a functioning adult. Because James and I are linked based on our past, we were able to share with each other more honestly than we have before. With that, we grew from one another's experiences and found the answers to our past with and through each other. As I said before, the course discussions and lectures that I experienced had a dynamic impact on my personal beliefs and values. Honestly, I hardly ever had an ounce of belief in the books we read and discussed or even the topics brought up for lecture. I would walk out of the classroom each day either upset at the way people in the class viewed the educational system or the way that they portrayed the minority students being treated. I realize now that I was stubborn to the fact that there are societies other than the one I grew up in tat have it far worse than I have ever seen or even imagined. The way that I took the lectures was as a classroom made almost entirely of minority students blaming all of the problems concerning the educational system on the upper middle class. Having grown up in an upper middle class household and neighborhood I felt defensive yet took it upon myself not to verbalize my thoughts, being very concerned that one might take my comment not as defense but a s a prejudice remark. During class discussion I was able to listen to how the other students reflected on racial injustices. When I first listened to what others had to say, I can remember thinking how lucky I was that I did not live as a minority in our society. I have never had to live day to day waking up scared of what might happen to me simply because of my skin color or the things my family takes pride in. However, simply because I was raised among people who were all the same as me and had the same beliefs does not mean that it was always a good thing. In fact, I see a lot of my up bringing completely different now. For example, I was always among people who did not have to watch what they said in effort to avoid offending someone. So, when a racial comment was said among my peers or even my family, I never thought twice about it. I also made comments of my own. I never had to worry about a minority being next to me or within hearing distance so I never considered the consequences of throwing aroun d racial comments. The class time I have spent with everyone has gotten me to realize that

Physics investigation- stopping distance Essays

Physics investigation- stopping distance Essays Physics investigation- stopping distance Paper Physics investigation- stopping distance Paper Introduction In my investigation I intend to gather enough evidence and explanation to see if and how the mass of a ball will affect its stopping distance. I will carry out a series of tests starting with changing the mass of the ball then changing height which its dropped from. Predictions I predict that the mass of a ball will most defiantly affect the distance it takes to stop because as the mass increases, the amount of friction with the surface will increase which will slow down the ball sooner. I believe if the mass of the ball is doubled the friction with the surface its on will double and therefore half the distance taken to stop. Equipment For my investigation the equipment I will require is: * A ramp and stand ( 1 metre long) * Carpet (2 by 0. 5 metres) * 2 balls of different masses but same size ( ball 1, 2. 8g and ball 2, 44. 9g) * 2 metre rules My setup My setup is pretty simple I will use a ramp with a rule along it and some carpet for the balls to roll along I will then use another rule to measure the distance taken to stop. When I first set up my equipment the balls where rolling around everywhere, to overcome this problem I decided to curl the carpet into a half bowl shape the balls then rolled smoothly down the ramp and along the carpet. Procedure Firstly I will drop the lighter ball 1, and measure its stopping distance and record this result; I will then drop the same ball another 4 times and record those results. I will average the 5 repeated results in order to gain a fair distance for the stopping distance of each ball. I will then repeat this with ball 2 and accumulate an average. All other variables for now will be kept the same (i.e. gradient of ramp, height dropped from) Test 1 In my first test I will be testing ball 1 of radius 2 cm and mass of 2. 8g, against ball 2 of radius 2 cm and mass of 44. 9g. I will be dropping the ball from 30cm up the ramp with gradient of 24. 4i , my results are: Ball 1 (cm) Ball 2 (cm) 1 115 83 2 99 84 3 108 84 4 114 87 5 112 88 Average 109. 6 85. 2 Analysis My first test supports my prediction that the mass of a ball does affect the distance that it takes to stop, although ball 2 is over 16 times heavier so I would have expected the stopping distance to be shorter. Test 2. Again I will use ball 1 and ball 2 but this time I will drop them from a height of 40cm up the ramp with gradient 24. 4i , my results are: Ball 1(cm) Ball 2(cm) 1 137 94 2 122 100 3 130 98 4 123 101 5 121 102 Average 126. 6 99 Analysis As I expected when the dropping height was increased the relationship is the same just the distances are longer, I soon realised a fatly floor in my experiment the 2 balls were made out of 2 different materials so the coefficient of friction between the 2 balls and the surface would be different for each ball making my investigation unfair and inaccurate. I decided to use a toy car and change the mass of the car by adding weights to it, this will mean that the coefficient of friction will be the same for all my tests. New equipment   toy car weights   blue tac (to attach weights to car) Test 3 Here I will be using the toy car of mass 17. 4g, and I will add 17. 4g so the cars mass will have doubled and I will further use the car plus 100g to see how this affects the stopping distance, my results are. Car no added mass (cm) Car plus Analysis From these results it is clear that my prediction is only partially correct as the mass of an object does affect its stopping distance but the relationship is not as linearly as I expected, as the mass is doubled the stopping distance is not halved this is due to the momentum that the object gains, when more mass is added the object gains more momentum proven with the momentum formulae momentum = mass velocity, so the object will travel feather with more mass, this will explain why when the mass of my car had an extra 100g it travelled a further 77. 2 cm. Although its not that simple because we have to take into account friction, as the mass increases the gravitational pull of the earth will increase which in turn increases the amount of friction between the car wheels and the surface they roll on and a greater friction will slow down the car and reduce its stopping distance, this will explain why when I added only 17. 4g the stopping distance was less . In theory there should be a certain mass that when added to an object the stopping distance will not change as the amount of extra momentum it gains will be cancelled out with the increased friction. I will extend my investigation to try and work out this quantity of mass. Test 4 Here I will again be using a toy car and I will change the mass using weights from 20g up to 90g, dropping the car from a height of 10cm and gradien Distance taken to stop (cm) Analysis. Analysing my results soon after the test I noticed a pattern within my results, although at mass 80g this was not true I decided to repeat the 80g run and found that the distance was actual higher and fit in with my other results. Total mass of car (g) Plotting a graph of my results shows the trend more clearly. As you can see from 20g 40g the stopping distance of the car decreases this is where the extra mass produces more friction than momentum, after this from 40g 90g the stopping distance increases where the momentum is now greater than the friction, due to time restrictions I will only be able to make an estimate of the extra mass needed for friction and momentum to balance I will base my estimate on the results collected and my graph, the turning point is in between 40g and 50g so I will extrapolate from these to points in order to make my estimate. Conclusion In my experiment I aimed to find out whether or not the mass of a ball affects its stopping distance and if so how does it. I started out thinking I knew what was going to happened and that friction was the only point to consider, after my second test I knew something wasnt right and decided to use the toy car, using the toy car was a massive benefit as I could change the mass so much easier and all other variables where kept the same (e. g. coefficient of friction). It was my first set of results with the toy car when I realised I had to take into account momentum this then explained everything about my previous results and everything fell into place. Feathering my investigation out of pure interest I decided to work out the balancing mass of friction and momentum but due to time restrictions I am only able to make an estimate of 42g due to extrapolating my graph. I enjoyed my physics investigation and wish I had more time to further it more.

6 steps to dealing with a forgetful boss

6 steps to dealing with a forgetful boss Every job has a secret component that never appears on a job description or annual review: managing your relationship with your boss. Unless you’re at the very top of your company’s food chain, you have a manager who works above and with you to make sure you’re doing what you need to do. But although this is a highly professional relationship, it’s also a human one, with your personality and your boss’s in play. If you have a boss who tends to forget things, or has a short attention span, the work day can feel a bit like Groundhog Day as you explain and re-explain things- but it doesn’t have to be that way. Let’s go over some strategies you can use to make sure your boss has all the info she needs, while helping you keep your sanity.1. Put it in writingWhen you come out of a meeting, or discuss something with your boss, follow up with notes soon after. That way, you have a record of what you talked about, what next steps were, what eve ryone’s responsibilities will be, etc. When your boss comes to you later to ask about topic X, you’ll be able to say, â€Å"Oh, I have the notes on that from last week. I can resend.† Then it’s just a quick email forward, and not a rehash discussion of things you’d already covered.2. Be proactiveDon’t wait for your boss to come to you with a request like, â€Å"Can you update me on X?† or â€Å"I’m blanking on what you were going to do next for Y.† Sending short, regular status updates on various projects can help keep your boss in the loop (preventing queries and you having to stop and explain things), and jog his memory about what you’re doing, and when.3. Target your informationIf you’re dealing with a boss’s short attention span (or busy-ness, or distraction) keep your discussions focused. If you have a status meeting where you update on a number of projects, send an agenda with the most importan t items highlighted, so that you can keep the discussion focused on specific points. Instead of having large meetings on a range of topics, consider having shorter meetings, each on a separate and targeted topic. Staying on-topic can prevent attention and discussions from wandering too far from the subject at hand.4. Use email more efficientlyNothing gets lost in an inbox faster than an email subject line of â€Å"Hey, quick question† or â€Å"Meeting to discuss.† The ease and portability of email often makes for casual writing, but whether you’re sending an email from your desk or on the fly from your phone, take the time to make the subject line as specific as possible. That makes it more findable in your boss’s inbox, and may help head off follow-up questions that have already been answered.5. Tailor to your boss’s personalityThink about what the core issue is here. Is he forgetful because he’s in constant meetings, and just doesn’ t have time to process information? Does she do better with visual presentations than with long-winded discussions? It’s like how teachers adapt their classrooms to how students learn. If you consider why your boss is forgetful or isn’t paying attention, it can help you figure out how to attack the issue. It doesn’t mean your boss is doing a bad job- just that her style may be different from your own.6. Turn to technologyIf you don’t feel comfortable setting reminders for your boss, there are ways to let tech do that for you. Productivity apps like Asana or Evernote can help you manage your own workload and projects, but they also have built-in tools like the ability to assign tasks to other people, send email reminders, etc. It can be a gentle way to remind your boss that he needs to send you the information you need, or sign off on something before you can proceed. Bonus: it’ll keep you more organized too!If you have a manager whose style can see m absent-minded at times, don’t despair. You can’t necessarily change your boss or his style, but you can work on the way you â€Å"manage up† to help maintain your own productivity and peace of mind.

Report On Building and Programming a LEGO Mindstorm Robot Research Paper

Report On Building and Programming a LEGO Mindstorm Robot - Research Paper Example The very first Mindstorms Robotic invention Kit comprised of two motors, two touches of sensors and a single light sensor, and yet performed well, although many improvements made on the kit comprises a number of parts. There has been an increase in the uses of these robots in daily lives (Costlow 47). In fact, engineers use these models to build a model of an embedded system with computer controlled electromechanical parts. In reality, various real life systems have borrowed a lot from these robotic models by embedding them in different systems such as elevators and industrial robots. Increasingly, many of these appliances and equipment borrow from this idea. Therefore, schools have taken to teaching engineering practices using these tools. In a group, students undertook to build a robot. Following is the report compiled after they finished exercise. Before starting the process of building and programming a LEGO, planning the procedure is the initial step of the whole process. Before commencing with the process, deciding what the group wanted to build was the first step (â€Å"Robotics Design Process†). All the required materials should be available and fully meet the requirements of the specific robot in mind. Although most of the items work for different robots, some require special parts. Methodology used in building and programming the LEGO Robot Research Research in LEGO robot building includes conducting a review of the various robots done by different people and the materials they used. Deciding on the various tasks the robot should do was one of the most important researches made. The research is a process that requires deciding on whether or not the robot can go up objects, have two or four wheels and the kind of tasks the robot can handle. Writing down the requirements helped in planning the entire robot and maki ng sure that nothing failed. Before the assembling process begun, all the materials were availed. By conducting a research on the various robots successfully made, it made it possible to add some features to make it work better. The best source of information was on blogs that have written about these robots, analysis of the performance of the robots and the LEGO website. Division the work Assembling a good robot that works properly and handles its intended tasks is not a simple task. It requires dedicated teams that show readiness and willingness to handle on every single task that assigned to them. The team settled on dividing tasks amongst themselves in order to avoid conflict of roles. For the success of any group work, members need to work as a team and show dedication in their roles. Working as a team gives better output and a more quality work as different people perform different tasks with different capacities and have different capabilities. Assembling The assembling proce ss is one of the most exciting stages of the building process. Putting the different parts to the drawn model according to the directions provided by the user manual makes a worker feel excited and happy (The Engineer 26). They started the process from the base and proceeded upwards to other parts. Experts and instructors insist on building a strong base that can hold the material without falling apart. Therefore, they picked the most talented person in engineering to put the entire base together as we contributed ideas on the design and the look of the robot. It had to be big enough to handle many roles and successfully serve its purpose. Although they applied the concepts in initial draft plan, they made a few

Individual privacy vs. National Security Research Paper

Individual privacy vs. National Security - Research Paper Example These efforts by the government were aimed at enhancing national security. The mode or tactics applied by the federal government to ensure national security has raised question from the public concerning the cost the public needs to pay for a secure nation. Civil liberties are personal freedoms and guarantees that are beyond the control and regulation of the federal government. With the current anti terrorism trend, the government has been forced to draw a boundary between civil liberties and war on terrorism. The federal government should promote civil liberties and democracy despite the current security concerns. This analyzes the importance of maintaining personal privacy without compromising national security and war against terrorism. The US patriot act was introduced after the September 11, 2001 terrorist attacks. According to our research findings, the Act was introduced to unite American and prevent any future acts of terrorism (Sunstein, 2003). The Act was therefore meant to prevent terrorism by punishing terrorists across the United States and around the world. Fighting terrorism is a good thing however; the American government seems to have taken the fight to an extreme end. This is because the war on terrorists ended up on people’s doorstep making them to become victims of the war. Since the implementation of the Patriot Act, the First and Fourth Amendment were changed to heighten war on terror. This led to a compromise on people’s freedoms. Firstly, the first and Fourth amendment considered the national security as a priority. Since the implementation of the Patriot Act, the first and fourth amendments were changed to enhance national security. This implied that according to the act the authorities had the rights to vary and at sometimes compromise people’s freedom in their fight against terrorism. Personal privacy is a civil liberty; according to the constitution, the government has a duty to ensure that it protects human righ ts. The national Act was designed to fight terrorism, had little or no concern over individual privacy and civil liberties. Although fighting terrorism to ensure national security is, a good thing for the government it is costly and therefore the government needed to think otherwise. The cost that the government incurred in ensuring national stood out as an opportunity cost. The government needed to consider the opportunity cost that it suffered in ensuring national security at the expense of civil liberties. From the investigations, it was found out that the government incurred heavy costs through Loss of credibility and trust among its people. If the government considered these cost then it could have realized that enhancing civil liberties was beyond national security. Fighting terrorists is the responsibility of the government. I have no any problem with the efforts the government took to fight terrorists. Every American citizen believes that war against terrorist compromises pe ople’s democracy and should have been controlled. Democracy was established to enhance people’s freedom on their movement, speech, and personal privacy among other civil liberties. Personal privacy is a civil liberty and hence a symbol of democracy. From the investigation, it was established that the authorities had difficulties distinguishing terrorists from citizens.

Leading Equality and Diversity Essay Example for Free

Leading Equality and Diversity Essay Be able to understand the commitment to equality of opportunity and diversity 1. 1 – Evaluate the organisation’s commitment to equality of opportunity and diversity Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. Ashley Care LLP is firmly committed to diversity in all areas of our work. We believe that we have much to learn and profit from diverse cultures, experiences and perspectives, and that diversity will make our organisation more effective in meeting the needs of all our stakeholders. We believe that equality and diversity within our organisation contributes to our objectives and we are especially conscious of the fact that effective partnership relationships require a shared commitment to equality of opportunity and valuing and managing diversity. Our Equality and Diversity Policy helps to ensure that there is no unjustified discrimination in the recruitment, retention, training and development of staff on the basis of gender including transgender, marital status, sexual identity, religion and belief, political opinion, race, work pattern, age, disability or HIV/AIDS status, socio-economic background, spent convictions, on the basis of having or not having dependants, or any other irrelevant grounds. Our Policy is an integral way on which we handle our recruitment procedures to ensure a fair and approachable image of our organisation. Ashley Care LLP have an Equality, Diversity and Inclusivity Policy and its purpose is to ensure that its service is fully committed to these principles and values and to communicate this commitment to all stakeholders. The policy should always be referred to wherever differences of view based on lack of understanding or prejudice about diversity, equality and inclusion are evident. Equality, diversity and inclusion means that every service user has their individual needs comprehensively addressed he or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. 1. 2Discuss how behaviour, actions and words of all members of the organisation support the commitment to equality of opportunity and diversity At Ashley Care LLP we are committed to working together to build a community founded on equality of opportunity a social care community which celebrates the rich diversity of our service users and staff populations. Discriminatory behaviour has no place in our community and will not be tolerated. Within a spirit of respecting difference, our equality and diversity policies promise equal treatment and opportunity for all regardless of gender, sexuality, race, colour, disability, religion, age, and ethnicity or nationality. We call on all members of our company to make a personal commitment to these aims. Our Partners of the Company will ensure that its own actions promote equality and diversity. Through their words and behaviours, Partners will aim to provide genuine equality of opportunity regardless of gender, sexuality, race, colour, disability, religion, age, and ethnic or national origin. In considering its own composition and filling vacancies, the Partners will seek to ensure that its membership embraces the widest possible variety of backgrounds and views, consistent with the need to maintain a Partnership with the skills and experience necessary to carry out its responsibilities. Ashley Care LLP expresses its commitment to equality and diversity by: a. especting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. involving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. howing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. Partners will devote time to the development of their own knowledge, understanding and practices to promote and achieve equality and respect for diversity and will see such development as one test of their effectiveness. The achievement of genuine equality of opportunity is at the heart of our mission as a provider of higher education. We aim to build a learning community which exhibits the diverse range of skills and experience which cannot be found within any single group of students or staff. In pursuing this aim, we want our community to value and to be at ease with its own diversity and to reflect the needs of the wider community within which we operate. Although we accept all of our responsibilities under current legislation, we aim to reach beyond the strict confines of the law to provide equality of opportunity for all. We will continue to formulate and implement policies to that end. Every member of our company has a moral and legal responsibility to promote equal treatment within that community and to respect its diversity. Overall responsibility for working with our community in support of these aims lies with the Senior Partner, closely supported by the other Partners. The HR amp; Workforce Development Manager is responsible for matters relating to equality of opportunity in employment, for developing policies which meet legislation and best practice, for monitoring the impact of these policies on different minority groups, and for providing relevant employment statistics. All staff and service users are responsible for ensuring that their actions are carried out in accordance with this policy. They may be held personally to account should their actions fall sort of the requirements of this policy in any way. We are committed to being an equal opportunities employer. We wish to see people from all groups in our society represented at all levels of employment, to ensure that no available talent is overlooked and to provide role models for our staff members. 1. 3Identify organisational and personal responsibilities and liabilities under equality legislation and codes of practice The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what we needed to do to make our workplace a fair environment and to comply with the law. â€Å"This was, primarily , the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. † en. wikipedia. rg/wiki/Equality_Act_2010 The public sector Equality Duty (section 149 of the Act) came into force on 5 April 2011. The Equality Duty applies to public bodies and others carrying out public functions. It supports good decision-making by ensuring public bodies consider how different people will be affected by their activities, helping them to deliver policies and services which are efficient and effecti ve; accessible to all; and which meet different peoples needs. The Equality Duty is supported by specific duties, set out in regulations which came into force on 10 September 2011. The specific duties require public bodies to publish relevant, proportionate information demonstrating their compliance with the Equality Duty; and to set themselves specific, measurable equality objectives. The Equality Act covers the same groups that were protected by existing equality legislation age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity it extends some protections to some of the groups not previously covered, and also strengthens particular aspects of equality law. The Equality Act is a mixture of rights and responsibilities that have: * Stayed the same for example, direct discrimination still occurs when someone is treated less favourably than another person because of a protected characteristic * Changed for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them * Been extended for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation Been introduced for the first time for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability. As a result, I needed to review and change most of our policies and practices. 2. Be able to understand the application of equality of opportunity and diversity 2. 1 – Describe the organisation’s equality and diversity policies and how these are communicated within the workplace To ensure equality and diversity is no longer viewed as something only affecting minority groups, any issues need to be viewed not as issues, but as something to be explored and celebrated. Staff could be personally affected by stereotyping, prejudice and/or discrimination when attending work, which could lead to non attendance or non achievement. As a manager I need to ensure all my staff value one another and that the basic rights they are entitled to, for example to learn in a comfortable and safe environment are met. The Pre-Employment Induction to Ashley Care LLP include details of all policies and procedures, including equality and diversity, which are brought to the attention of the staff members during their initial interview and during the induction session. Having a policy is not enough, Ashley Care LLP also have a working group to ensure that the policies are promoted, monitored and regularly reviewed. Policies are also communicated to all staff through the following mechanisms: * Staff handbook * Contract of Employment * Application Form * Team meetings * Staff meetings Ashley Care LLP fully supports all principles of equality and diversity, and opposes any unfair or unlawful discrimination on the grounds of ability, age, colour, culture, disability, domestic circumstances, employment status, ethnic origin, gender, learning difficulties, marital status / civil partnership, nationality, political conviction, race, religion or belief, sexual orientation and/or social background. Ashley Care LLP aims to ensure that equality and diversity is promoted among all staff and service users and that unfair or unlawful discrimination, whether direct or indirect, is eliminated to promote a climate of equality and respect. All staff can expect to work in an environment free from harassment and bullying. † Taken from Ashley Care LLP’s policy on Equality and Diversity 2. 2 – Assess the application of the organisation’s commitment to equality of opportunity and dive rsity The evidence that Ashley Care LLP have collected over the years clearly demonstrate our commitment to equality and diversity. The application form states that â€Å"Ashley Care LLP is an equal opportunities employer and we welcome applications from all sections of the community. We are committed to a policy of equal opportunities for all work seekers and shall adhere to our policy at all times. We review all aspects of recruitment to avoid unlawful or undesirable discrimination. † Our policy states that â€Å"Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. † Within our policy we also state that â€Å"Ashley Care LLP expresses its commitment to equality and diversity by: a. respecting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. nvolving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. showing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. † 2. 3 – Review the diversity of the workforce against the local and/or national population and identify areas for review. Diversity is about valuing and respecting the differences in the workforce, regardless of ability and/or circumstances or any other individual characteristics they may have. If you have more than one member in your workforce you will experience diversity. I am also different from my workforce in many ways, and they are different from one another, therefore they are entitled to be treated with respect, wi th their differences taken into consideration. Combined together, equality and diversity drive an organisation to comply with anti-discrimination legislation as well as emphasising the positive benefits of diversity such as drawing on a wider pool of talent, positively motivating all employees and meeting the needs of a wider customer base. Differences should be acknowledged, celebrated and embraced, to ensure all employees feel included in the process to be followed, and that the working environment is suitable for all. Examples of these differences are: * ability| * disability – physical or mental| * age| * domestic circumstances| * belief| * educational background| * colour| * employment status| * class| * ethnic origin| clothing worn| * experience| * confidence| * gender| * culture| * intelligence| * language, accent, dialect| * race| * learning difficulties| * religion| * marital status / civil partnership| * sexual orientation| * nationality| * social class or identity| * occupation| * talent| * parental status| * tr adition| * physical characteristics| * transgender| * political conviction| * wealth| Promoting diversity in the workforce is about attracting and retaining the best people, regardless of what group they belong to. â€Å"There is considerable evidence to show that inclusive organisations benefit from diversity through: enhanced competitiveness, attracting and retaining more competent employees, who understand the needs of their workforce and respect differences; * improved performance and outcomes, creating a working environment in which everyone is encouraged to perform to their maximum potential; * improved customer services, being able to reflect and meet the diverse needs of the workforce and; * improved staff relations, which reduced the risk of costly tribunals by complying with anti-discriminatory legislation. † www. lluk. org. uk/3167. htm As a manager working within the Health ;amp; Social Care Sector, I agree with the above statement, particularly creating a working environment in which everyone is encouraged to perform to their maximum potential. An inclusive organisation will ensure that their workforce are not excluded for any reason, either directly or indirectly, from part aking in a chosen programme. All the workforce will bring with them valuable skills, knowledge and experiences, I try to incorporate these within any training sessions and treat everyone as an individual. I am always positive and proactive where equality and diversity are concerned, even if my opinions differ from those of my workforce. I have to challenge my own values and beliefs. However, as a professional, I am first and foremost a manager, and my personal opinions must not interfere with the employment process. I must also be careful not to indulge the minority to the detriment of the majority. 3. Be able to understand the needs of others in relation to equality of opportunity and diversity 3. 1 – Explain the requirement to understand individual’s needs, feeling and motivations and to take an interest in their concerns The fundamental reason for promoting equality is to meet the needs of the workforce. Individuals are at the heart of the company and meeting their needs requires an active approach to equality of opportunity at all stages of their employment. It is about the removal of social and economic barriers to participation. Good equal opportunities ensure that all employees: * are respected and not discriminated against; * become aware of equality and inclusion; * benefit from high quality opportunities * work in an environment that supports their development. The Learning and Skills Council (LSC) look to employers and learning organisations they fund to help promote equality of opportunity, widen participation and improve performance. They recommend the following. â€Å"Explicit references: equality of opportunity should be promoted and discrimination tacked so that all employees achieve their potential, * guidance and support should be sensitive to quality of opportunity, * organisations should have effective measures to eliminate oppressive behaviour, including all forms of harassment, * companies should be socially inclusive, ensuring equality of access and opportunities for workforces, * managers should use materials and methods that promote equality of opportunity, * there should be explicit aims, values and strategies promoting equality for all that are reflected in the organisation’s work. Implicit references: staff should have access to relevant, effective support on personal issues, * staff should understand their rights and responsibilities, * resources and accommodation should allow all staff to participate fully, * organisations should promote good working relationships, * programmes should be responsive to local circumstances, * the organisation’s values should be fully understood by staff, including sub contractors and work placement organisations, * the performance of different groups of staff should be used to guide programme development. As a manager I need to take positive steps to promote a culture of equality and diversity in everything that I do that may affect the employment process. 3. 2 – Evaluate the impact of showing respect to others, recognising their value and upholding their rights An example of showing respect to others, recognising their value and upholding their rights could be: An employee has declared to me during this Common Induction Standards training that he is transgender and wants to know which toilet facilities he can use. He has not asked this information remain confidential. This declaration by the employee means that my whole organisation is deemed to know under the Equality Act 2010, and will need to make reasonable adjustments so that the employee has access to toilet facilities he is comfortable with. I may suggest that the employee can use the disabled toilet which is accessed by both males and females. If I am unable to respond to the employee’s needs, he may feel that under the Gender Reassignment Regulations (1999) his needs have not been given the same consideration as those of male and female gender. Some employees may not want to may not want to complete the section on the application form (pre 2008), which required them to disclose details such as a disability, ethnic origin, date of birth etc. Although it was not compulsory, the information often helped our organisation support the workforce, as well as collect data for purposes such as funding and statistics to inform policies. 3. 3 – Describe the need for integrity, fairness and consistency in dealings with individuals When considering forms of harassment, it is important to bear in mind that different people have different cultural and social perceptions as to what they consider to be hostile or degrading. If possible, deliver sessions with your workforce to try to address these perceptions or assumptions. During the recruitment and selection process, I often ask the interviewers what they understand by equality and diversity and how they ensure it in their interviewing. Very often the response is that they would treat everyone the same. However, diversity, fairness and equality are about treating others as they would wish to be treated, rather than making assumptions on their behalf. The workforce is all different and therefore have different needs and different degrees of need which will lead to equal outcomes at the end of their training. Language has a fundamental role to play in treating people fairly. Words you use should give a clear message to all the workforce that myself and my organisation value diversity and respect individual differences. Carefully examining the language I use and the way I use it will help ensure that I treat my workforce as individuals and not merely as members of staff. Communication is not just about words, however, and I also should ensure that my tone of voice, demeanour and body language convey the same message of inclusiveness. An example may be: Gemma has been asked to plan, design and deliver a four week Job Skills programme as part of a Support and Achieve Programme for Lone Parents. The clients are referred to the programme from JobCentrePlus and the aim of the project is for the one parents to return to work. The very title of this project typecasts these clients into a particular group. They are immediately identified as lone or single parents. Gemma therefore suggests the title be changed. Reports from the media project an image of lone parents as predominately young mothers or fathers with children living on their own and claiming state benefits. There are many diverse people who find themselves as lone parents due to different circumstances, for example, widows, windowers or divorcees. The title of a programme can therefore affect who will apply for it, in this example it is positive discrimination in favour of lone parents. However, the content will be based around returning to work and could easily be adapted to suit others, and the mix of workers will help promote inclusion and equality. 3. 4 – Outline a process for dealing with others whose behaviours, words or actions do not support a commitment to equality of opportunity or diversity When an inspection is planned, the Care Quality Commission (CQC) uses the provider’s annual self-assessment report, along with other information such as data on achievement and development plans. Inspection reports include judgements on self-assessment and the self-assessment report. During the inspection the self-assessment report will continue to provide CQC inspectors with crucial evidence to support judgements about the Essential Standards of Quality and Safety’s main aspects, the contributory grades for equality and diversity, safeguarding and the provider’s capacity to improve. Inspectors will use the report to assess risk, monitor standards and plan for inspection. Where subject areas are to be inspected, the report will help the lead inspector select the areas to inspect. Findings during the inspection will be compared with those in the self-assessment report, and a conclusion reached on the accuracy of those judgements. Judgements on the accuracy and use made of the self-assessment report contribute to the grade awarded for the provider’s capacity to make and sustain improvements. A provider that is judged to be outstanding in this area will have a self-assessment report that is highly accurate. The process of self-assessment will be comprehensive and inclusive. It will be used very effectively to secure sustained improvements in all aspects of the provider’s work. A provider that is judged to be good in this area will have a self-assessment report that is largely accurate. The process will be thorough and used well to secure improvements in most aspects of the provider’s work. A provider that is judged to be satisfactory in this area will use self-assessment well to identify most of the provider’s strengths and weaknesses and bring about improvements. A provider judged to be inadequate in this area may be one where quality improvement and self-assessment do not lead to demonstrable improvements. After inspection you must review and update your plans to take account of the inspection findings. Providers are required to set out clearly what actions are needed and to link this explicitly to the inspection findings within two months of the publication of the inspection report.

Macbeth: How Money Killed :: Macbeth essays

Macbeth: How Money Killed Many of our friends at Wall Street have serious heart problems; some of them even die years before they should because of the stress that is brought on by the money and greed of Wall Street. Money is also evident as a health risk in Macbeth and The Merchant of Venice, both written by William Shakespeare. On Wall Street people are driven by the greed of the people they represent, their own greed, and a general atmosphere of greed. In Macbeth, Macbeth is driven by personal ambition and his wife to become king at any expense, including slaying some of his personal friends and their families. Also, in The Merchant of Venice, Shylock the Jew is driven by a hatred for Christians and personal greed. In both plays the character with the greed driven personality end up on the short end of the stick. Macbeth's and Shylock's drive of greed is revealed after just the first few scenes. Macbeth's drive of greed is evident after his encounter with the three witches; after which he tells Banquo that he is eager to learn more about his future as king. Shylock's greed is revealed when we learn that unlike Bassanio, Shylock charges interest on all his loans, and that he is quite ruthless in getting payments for money owed. "Three thousand ducats. 'Tis a good round sum./ Tree months from twelve, then let me see, the /rate--" (1.3.112-114). Upon this Bassanio asks Shylock if he will really owe him any interest; Shylock reacts as almost offended, and further explains that Bassanio will indeed owe him interest. For both Macbeth and Shylock, this is the beginning of the end. Macbeth's greed starts to become a problem when people start figuring out the truth behind Duncan's death. Macbeth realizes that he is well beyond to point of no return and that the only thing left to do is to keep eliminating people whom may potentially stand in his way, or hurt his political figure such as when Macbeth sends orders to have Macduff's family assassinated because Macduff hurt Macbeth politically by not showing up at the party. "The castle of Macduff I will surprise/Seize upon Fife; give to th' edge o' th' sword/His wife, his babes, and all unfortunate souls/That trace him in his line" (4.2.150-153). Macbeth plots to kill Macduff's wife and child just because he didn't show up at his party where he was being blundersome any way. Shylock's greed goes from being a problem for Antonio to being a problem for himself. As Antonio's ships

Compare & Contrast Taming of the Shrew Essay

The couples in Taming of the Shrew all have various personalities. They all can be determined in different ways, through actions and emotions. Katherine and Petruchio are both similar when it comes to being dimwitted and arrogant which brings them both together emotionally. Katherine and Petruchio are both very different beings, yet also the same. They have different views of life and intentions but the way they express it is mutual. Comparing them is quite easy; because Katherine is actually they way she is because she covers it up with her true emotions that she wants to show. For example, her father favors her sister Bianca also the fact that she fears of never being able to get married to someone who can deal with her. She comes off as a Shrew not because that’s how she really is, it’s because it’s really a cover up of her emotions. Men back in the day looked down to her for being intelligent, and Katherine being hard headed showed them that they can’t tame or mess with her. Her having a mouth and being strong minded ended up molding her personality to the public, as some rude, uncontrollable woman. The one and only Petruchio, has intentions of only taming her for her money but in the process he ends up enjoying the ride and the company of â€Å"Kate†. With him being selfish and horrible it ends up actually being a good compare for the two because their personalities fit each other, either one can benefit from the other or nonetheless. Petruchio thinks that he can tame Kate, and that marriage is just about controlling wives. With both of them bumping heads all the time, one eventually has to give in because a person can only take so much until they reach their boiling point. He doesn’t care about anyone else but his self; compared to Kate she still has morals to certain people. But Petruchio only talks to or deals with anyone who can benefit him. But when Kate intervenes in his life it all changes, slowly to both of them. In conclusion, the two or both bad for each other yet good. Katherine has found someone to actually deal with her and her wittiness and Petruchio ends up having feelings for her, and not just being mainly focused on her money.  The couple rarely has differences in characteristics; the only thing they differentiate in is their intentions for each other. The main thing they are mutual in is their feelings and attitude to the outside world and each other.

Homemade Lava Lamp Essay

My science project is on the No Light Lava Lamp. I will record what happens when I mix vegetable oil and water in an empty water bottle. Most materials are classified into two different categories in relationship to the way they mix water. Hydrophobic substances are chemically unable to mix with water (the word hydrophobic means â€Å"water-fearing†). Hydrophilic (meaning â€Å"water-loving†) substances, can easily dissolve in water. In addition to the density difference, the reason that you will always see a distinct oil layer above the water layer is because of oil’s hydrophobic nature. Vegetable oil is a fatty substance obtained from certain plants. Manufactures obtain most vegetable oils from seeds and fruits. Most of these oils are liquids, but a few including cocoa butter, coconut oil, and palm oil are solids at room temperature. Water is the most common substance on Earth’s surface. It also covers then seventy% of the Earth’s surface area. It fills the oceans, rivers, and lakes and it’s in the ground air we breathe. Water is also everywhere. When you put the water in then put the vegetable oil in the jar the vegetable oil will float straight to the top because the vegetable oil is more dense then the water. Water and vegetable oil are like magnet’s that don’t like to stick to each other. If you shake the water and vegetable oil hard then it will get mixed up. When you put the salt in the bottle it will look like it’s going to stay at the top, but it will float to the bottom. When you put the cap on while some of the gases are still forming the lid will come off and you would have to clean up the mess and the bottle will start to break in half. Salt is a very small mineral, and can be used in many different foods, and it also has been used in ancient times. Salt also consists of the elements such as sodium and chloride. Salt also has a nickname the nickname is Halite. Halite or salt usually forms clear crystals that are almost shaped like cubes or circles. When salt is put in with ice the ice point is lowered. Salt is also used in a wide range of other products those products include ceramic glazes, livestock weed, medicines, oil refining, and water softening. Trucks spread salt by driving on highways during the winter to melt snow and ice. Twenty percent of salt is consumed in the United States for the deicing.  Seawater consists about two point five percent salt and about one percent other minerals in the water, mostly compounds of calcium, potassium, and magnesium.

Social Psychology essays

Social Psychology essays Chapter nine brings out a very important and scary part of society, deindividuation. In this chapter individuation is defined as the loosening of normal constraints on behavior when people are in a crowd, leading to an increase in impulsive and deviant acts. Acts of violence seem to be the dominating act in many of these situations. The fact that people seem to lose their individuality when they conform to the crowds behavior is disturbing. To somewhat confront this issue, a part in the chapter that we should review in class is the Great Person Theory. The Great Person Theory states that certain personality traits make us better leaders and therefore, we are less likely to deindividualize ourselves. Theories such as Contingency Theory of Leadership, Task-Oriented Leader, and Relationship-Oriented Leader provide great points on how to prevent conforming to the bad element. The study on Social Facilitation surprised me, when James Michaels tested his theory at the pool hall and found that the more comfortable the player was at playing pool the better he/she performed with an audience. I would have thought that it wouldnt have mattered how good you are at pool, the player would play the same, with or without an audience. The use of negotiation is a topic that I use frequently. I have used it to try to negotiate extra points in some of my classes, I have used it to get my out of trouble, and I have used it to barter for better things. ...

Me, Myself, and I - Business Grammar Rules Explained

Me, Myself, and I - Business Grammar Rules Explained Me, Myself, and I is one of the most common business grammar errors we see in business writing training sessions. What is the Difference between Me, Myself, and I? I recently found this illustrative error reading one of my favorite blogs (unnamed now, since I don't want to link the error to this otherwise wonderful blog): Can you find the error? My sister-in-law and brother surprised Eric and I with some personalized cards along with a rubber, address stamp this week from Nameless Print. The text on the cards are coral - one of my favorite colors and also the color of the bridesmaid dresses along with the rubber stamp ink. I was semi-dreading writing out all the thank you cards from the wedding (my handwriting leaves a lot to be desired), but after receiving these, I think I may enjoy it a little. The error is here: My sister-in-law and brother surprised Eric and I with some personalized cards along with a rubber, address stamp this week from Nameless Print. The text on the cards are coral - one of my favorite colors and also the color of the bridesmaid dresses along with the rubber stamp ink. I was semi-dreading writing out all the thank you cards from the wedding (my handwriting leaves a lot to be desired), but after receiving these, I think I may enjoy it a little. It should read: My sister-in-law and brother surprised Eric and me with... hbspt.cta._relativeUrls=true;hbspt.cta.load(41482, 'bf4ee473-8e6b-46bf-b9e3-368d74d60b44', {}); Grammar Rules According to The Gregg Reference Manual and AP Style Guide: Use I, we, you, he, she, it, they (nominative/subject form personal pronoun): When the pronoun is the subject of a verb.I wrote to Eileen McIntyre. Use me, us, you, him, her, it, them (objective form personal pronoun): When the pronoun is the direct or indirect object of a verb. Larry gave Maris and us tickets for the opening.My sister-in-law and brother surprised Eric and me with... The reflexive personal pronoun myself gets tricky but just remember that myself is always used as the object of a sentence and/or as an intensive pronoun to add intensity to a sentence. Myself is never used as a subject pronoun. All personal pronouns have a matching reflexive pronoun: me - myself you - yourself you - yourselves her - herself it - itself he - himself one - oneself our - ourselves they - themselves An easy rule to remember is that the reflexive pronoun myself is always used as the object of a sentence, never the subject. I (subject) see (verb) myself (reflexive objective pronoun) eating a big chocolate cookie. You'd never write "Myself ate a big chocolate cookie." Use myself to direct the action expressed by the verb back to the subject.She found herself the only one in favor of the move. Use myself as an intensive pronoun to highlight a noun or pronoun already expressed.I will contact her myself."I will contact her" has the same meaning, but adding "myself" adds intensity. Me, Myself, and I Grammar Tip Here are two tips that will help you avoid this common me/myself/I business grammar error: Simply omit all words between the subject/verb and pronoun:My sister-in-law and brother surprised Eric and I.My sister-in-law surprised I... sounds odd to the ear. You'll know immediately that My sister-in-law surprised me... is correct. Omit the injected words for a quick check. If you were, for some odd reason, rarely allowed to include myself in business documents, you wouldn't miss it much.So, if you are confused, just don't use myself unless you are certain the usage is correct. This way, you will never write the common error:Please send the report to Karen and myself.You will know that the correct sentence is:Please send the report to Karen and me.

The Common Goal and the Overall Productivity of the Organization Research Paper

The Common Goal and the Overall Productivity of the Organization - Research Paper Example The above performance appraisal form has been prepared for the supervisors to estimate his/her performances on a regular basis. The rating scale consists of nine parameters ranging from Excellent to Low. The supervisor will be evaluated based on the performance within a certain stipulated time. Seven performance factors have been taken into account since they are the key skills that a supervisor needs to possess. These factors are administration, knowledge of work, communication, teamwork, decision making, leadership and scheduling. It is to state that greater weight has been provided to the decision making, teamwork, leadership, communication and knowledge of work because these are the most essential skills that the supervisor’s job demands. Communication relates to how efficiently a supervisor is listening to his subordinates. It also intends to identify whether the supervisor demonstrates his ideas orally and in writing or not. The other factor to consider is whether the su pervisor reports to the management regarding the co-workers on a regular basis. Conversely, comparatively less weight has been provided to scheduling and administration since they are comparatively less significant; however, are important skills that are required. After having assessed the performance of an employee, it is vital to provide feedback on the performance that needs improvement and thus plan the activities that the organization along with the supervisor needs to take to make advancement in the performance. The plan can be to provide training to the supervisors. The evaluator also needs to check the reason behind the unsatisfactory performance and thus plan their actions accordingly.