Analysis Of Dale ( 2001 ) Looks At Sustainable Development...

Although humans know they are slowly damaging the environment in which they need to survive, they continue to do so. Dale (2001) asserts that it may be as a result of feeling powerless to reverse the situation; therefore their efforts are often futile. In order to truly see sustainable change, Dale (2001) believes there must be collaboration between different levels of government, and aggressive action taken. Throughout the book, Dale (2001) looks at sustainable development through three main lenses: ecological, social, and economic. She asserts that each lens is different, but equal in importance to make a more sustainable future (Dale, 2001). Although this book was written in the context of both Canada and the larger global society, I feel that Dale’s (2001) lessons are relevant to the United States, and are worth sharing for this book report project. Further, based on the examples of cities we have studied so far in Green Government Initiatives, it seems as though many citi es are following her advice. This book review will consist of a further look at the three main components of sustainable development mentioned above, examples of how cities in America are applying the concepts, and will conclude with recommendations for the future. Dale (2001) was especially interested in paradigms surrounding sustainable development. She finds fault in the general public’s acceptance of commonly held environmental beliefs just because it is the narrative they have been fed for theirShow MoreRelatedOrganisational Theory230255 Words   |  922 Pagesintellectual traditions that contribute to our understanding of organizations. Professor Tomas Mà ¼llern, Jà ¶nkà ¶ping International Business School, Sweden . McAuley, Duberley and Johnson’s Organizational Theory takes you on a joyful ride through the developments of one of the great enigmas of our time – How should we understand the organization? Jan Ole Similà ¤, Assistant Professor, Nord-Trà ¸ndelag University College, Norway I really enjoyed this new text and I am sure my students will enjoy it, tooRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesproduct or service development should be What the appropriate time horizons for investments and financial planning are How to implement productive cost reduction How to recognize when regular audits of quality compliance will not guarantee customer loyalty Businesses are growing more intricate and at warp speed. For example, consider the effects of venture capital financing, multiple marketing channel distribution, and entirely new patterns of employee recruiting, development, and training. InRead MoreDeveloping Management Skills404131 Words   |  1617 PagesINTRODUCTION 1 3 THE CRITICAL ROLE OF MANAGEMENT SKILLS The Importance of Competent Managers 6 The Skills of Effective Managers 7 Essential Management Skills 8 What Are Management Skills? 9 Improving Management Skills 12 An Approach to Skill Development 13 Leadership and Management 16 Contents of the Book 18 Organization of the Book 19 Practice and Application 21 Diversity and Individual Differences 21 Summary 23 SUPPLEMENTARY MATERIAL 24 Diagnostic Survey and Exercises 24 Personal AssessmentRead MoreHbr When Your Core Business Is Dying74686 Words   |  299 PagesLeader Expects of You Larry Bossidy A longtime CEO reveals the behaviors that leaders should look for in their subordinates – behaviors that drive individual as well as corporate performance and growth – and what those subordinates should expect in return. 58 66 Finding Your Next Core Business Chris Zook It may be hidden right under your nose. Here’s how to evaluate your current core and where to look for a new one. 78 Promise-Based Management: The Essence of Execution Donald N. Sull

The Problem Of Depression And Its Effects On The United...

Depression is a well-known mental health issue impacting a significant share of the Western population. This particular illness has become a contagious phenomenon, eliciting stigmatisation towards anyone displaying depressive behaviour. Thus, the subject is whether individuals are unknowingly, due to their cultural milieu, confusing and labelling normal notions of sadness with depression. This particular ideology can be concluded through examining the effect of the placebo in juxtaposition to anti-depressants. Results from various studies have displayed how those who rate low on depressive scales, tend to benefit from placebo antidepressant drugs. The priority focus is on female adults (20-45 years) within the western demography, considering they have the highest rates of depression, not only in the Western hemisphere, but globally as well; thus global comparisons amongst women will be necessary. It is important to note, that for the purpose of this analysis the West will constitute as developed countries (mainly the US, Australia and the UK). More so, there have been trends in discussion of genetic depression, yet that will also be disintegrated and exemplified on how easy it has become for women to self-diagnose themselves. Thus, the essay contends to argue that those who are affected by the placebo may be unknowingly and wrongfully self-diagnosed/been labelled depressed when they are indeed simply experiencing normal reactions of sadness. Depression has had a largeShow MoreRelatedLived Experiences Of Women Diagnosed With Human Papillomavirus1737 Words   |  7 Pagesmost commonly spread strains that result to genital warts and cancer are 6 and 11, 16 and 18, respectively. These common strains are currently vaccine-preventable with cervarix (for type 16 and 18) and Gardasil (types 6, 11, 16 and 18). In 2007, Australia led the first vaccine program with Gardasil which have successfully decreased the number of genital wart incidences for both men and women (Basil et al 2011; Read et al 2011). However, those who are not covered in the immunization program would needRead MoreThe Issue Of Teen Suicide1715 Words   |  7 Pagespeople wish they had helped their friend after they commit suicide. Being the victim is scary, being the witness is scarier, and being the bystander is the scariest. Suicide has been a problem for a very long time. It can be caused by stress,anxiety, bullying, and mental illnesses. Teen suicide is a huge problem because there are so many situations that can stress you out and just make you give up, especially as a teen. Almost everyone has or will have a story at some point in their life involvingRead MoreNoise Pollution1508 Words   |  7 Pagesentertainment systems, electric  megaphones, and loud people. 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Australia financial crisis can cause by bankingRead MoreThe Effects Of Homeless Conditions, Drug Abuse, And Mental Illness1464 Words   |  6 Pages circumstances can lead to a homeless situation or nomadic lifestyle. It will also cover issues like how these influences affect societal issues such as crime violence, abuse, health troubles and communication difficulties with others due to the problems that these individuals have with their thinking process. Key words: Drug abuse, Mental illness, Self-Medication, Homelessness We must bring the issue of mental illness out into the sunlight, out of the shadow, out of the closet, dealRead MoreOutline On The Perils Of Cosmetic Surgery Essay1173 Words   |  5 PagesINFS Outline on The Perils of Cosmetic Surgery Specific Purpose Statement: to inform the audience about the negative effects of cosmetic surgery. 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Leadership Annotated Bibliography Essay - 2173 Words

Leadership Behaviour Andersen, JA amp; Hansson, PH 2011,At the end of the road? On differences between women and men in leadership behaviour, Leadership amp; Organization Development Journal, vol. 32 no. 5 pp. 428 – 441 In this article Anderson and Hansson explore the behavioural differences between women and men in managerial positions and propose explanations for the differences and similarities. The authors used data gained through questionnaires of public managers, that measured their leadership style, decision making styles, and motivation profile as to eliminate any effects of organizational differences on leadership behaviour. This investigation employs three dimensions of leadership behaviour – leadership style, motivation†¦show more content†¦This article is partially relevant to the research I am conducting. While the content may be used in a broad sense, the specifics, that fact that the research was based in the UK, may cause some disadvantages. Leadership Traits Belasen, A amp; Frank, N 2008,Competing values leadership: quadrant roles and personality traits, Leadership amp; Organization Development Journal, vol. 29 no. 2 pp. 127 – 143. The intention of this paper is to validate the number and order of leadership roles and identify the personality traits, which trigger the choice of leadership roles. The authors used a survey addressing classification and measurement questions in each of the competing values framework (CVF), which was administered to a sample of managerial leaders across organisations. Multidimensional scaling representing the underlying dimensions in a spatial arrangement was conducted, which was also used to test the degree-of-fit between the roles and quadrants as well as to examine the relationships between personality traits and leadership roles. The paper demonstrates the effectiveness of the CVF and at the same time draws conclusions about how traits affect the choice of leadership roles, how they influence the extent of managerial effectiveness and to what extent managerial choice of roles is conscious or just a stimulus response. While there is considerable agreement about the overall value of the CVF, recent research about the arrangement and dimensionsShow MoreRelatedEssay on Annotated Bibliography: Leadership1362 Words   |  6 Pagesï » ¿ Annotated Bibliography Yolanda Bowie Grand Canyon University Annotated Bibliography Lilienfeld, S. O., Waldman, I. D., Landfield, K., Watts, A. L., Rubenzer, S., Faschingbauer, T. R. (2012). Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership.  Journal of Personality and Social Psychology,  103(3), 489 -505. http://library.gcu.edu:2048/login?url=http://search.ebscohost.com.libraryRead MoreLeadership and Management- an Annotated Bibliography808 Words   |  4 Pagesmoderating effect of gender on leadership intervention impact: An exploratory review. Journal of Leadership Organizational Studies, 15(4), 325-341. * In this article there are four research questions. The first research question was to evaluate the effect of leadership interventions directed towards developing certain leadership characteristics amidst study participants in leadership roles. The second research question was whether the effect of leadership interventions in laboratory versusRead MoreAnnotated Bibliography On The Implications Of Psychopathic Personality Traits For Successful And Unsuccessful Political Leadership1312 Words   |  6 PagesAnnotated Bibliography and Outline Lilienfeld, S. O., Waldman, I. D., Landfield, K., Watts, A. I., Rubenzer, S., Faschingbauel, T. R. (2012). Fearless dominance and the U.S. presidency: Implications of psychopathic Personality traits for successful and unsuccessful political leadership. Journal of Personality and Social Psychology, 103(3), 489-505. Lilienfeld et al., (2010) examined the attentiveness of psychopathic personality traits that aligned with job performance and leadership of the pastRead MoreAnnotated Bibliography Essay1180 Words   |  5 PagesRunning head: ANNOTATED BIBLIOGRAPHY Annotated Bibliography Annotated Bibliography Barbuto, J. Wheeler, D. (2007). Becoming a servant leader: Do you have what it takes? 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Ten roles for teacher leaders. Educational Leadership, 65, 74-77. Summary Teacher leaders support their campuses in a variety of ways both formally and informally. The article outlines ten ways in which teachers can contribute to the success of their campus. 1. Resource Provider – Helps one another by sharing instructional resources. 2. Instructional Specialist – Helps colleagues implement teaching strategiesRead MoreThe Chicago School Of Professional Psychology Essay1221 Words   |  5 PagesWritten Assignment 4.1: Annotated Bibliography Luis A. Santiago-Gaetan The Chicago School of Professional Psychology Brief Introduction This paper contains a brief annotated bibliography of research articles selected on the specific research topic of the perceived institutional ethical behavior of US-based multinational corporations and its relationship with organizational longevity. Following the five peer-reviewed qualitative research articles. APA Annotation Aleksic, A. (2013). How OrganizationsRead MoreMGT411 week2 Annotated Bibliog Essay656 Words   |  3 Pagesï » ¿ Annotated Bibliography Gilbert Juarez MGT 411 NOV 18, 2014 Professor Martha Alcala Annotated Bibliography Article One: McConnell, C. R. (2007). The Healthcare Managers Human Resource Handbook (1st ed.). Retrieved from UOPX Although this was a Human Resource Management book the topics related to organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communicationRead MoreUsing The Walden University Database766 Words   |  4 PagesComparative Management / Revista De Management Comparat International, 16(3), 335-342. Summary of My Third Reference I chose my third reference because of its work in defining the new leader, or leaders needed in today’s organizational structure. 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How Gambling Has Become The Favorite Distraction Of Americans

Gambling has become the favorite distraction of Americans and could very well be the world s oldest pastime with the dollars spent doubling since 2006 from $57 billion to $116.9 billion in 2016 (Pempus 1; Vacek 1; Finger 1) . Those dollars have been divided between traditional gambling, from brick and mortar casinos such as the Bellagio in Las Vegas, Nevada and Mill Bay Casino in Manson, Washington to Cashman Casino, myKONAMI, and Slotmania, the most downloaded online application (app) of 2012 (Torres 2). With the emersion of virtual worlds, online casino apps have gained momentum with over 230 million users per month based on previous industry reports. So what really is the difference between the two methods of gambling? What has†¦show more content†¦Within 60 seconds of opening the app. You re a millionaire! popped on the screen and a claim now button but then a Hot Shot Sale popped up where coins can be bought, with real money, to purchase fake coins to play for minutes or hours. In the online casino slots, wagering isn t the $1 gamblers would find in a traditional casino, it s usually in the thousands but the wins are larger also, as reflected in Figure 2; a win of $12,217,500 with a bet of $90,000 per spin. Conversely, gambling in a traditional casino doesn t pay $12 million dollars, unless of course you re a high roller with wads of cash in Vegas and that only happens one in 176 million, so no millionaire in 60 seconds applies here. Playing at a local casino requires a little more effort than on an app with pulling a phone out of your pocket or purse and hitting spin. It s more like, don on a t-shirt and a pair of jeans instead of the pajamas you could wear if you were playing online, get in your car, drive 45 minutes, find a parking space, and enter a smoke filled building with noise as loud as a jet engine. Be prepared to walk away a loser. Unlike playing online, with $700,000 starting money, it s more like a $20 bill or a couple hundred to wager. As you take a seat next to a person blowing their cigarette smoke your way, you d put you money in the slot and hit the spin button, just as you would online. Spin after spin after spin, noShow MoreRelatedEssay on Extreme Gambling: Addiction or Obsession?2329 Words   |  10 PagesGambling in the United States seems to be as American as apple pie. Going to the convenience store to pick up your weekly lottery ticket, then day dreaming about what you would do if you won. I have actually calculated how much I would give to each family member, how many houses I would buy and trips I would take. Once a year I take my wife to the casino for her birthday. We take a couple hundred dollars and spend all night at the roulette table, then end the night at the slot machine. It canRead MoreEdgar Allan Poe and His Unique Writing Style1843 Words   |  8 PagesEdgar Allan Poe is a unique writer with a truly unique writing style, which he displays in his work â€Å"The Raven†. 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Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCreating a Positive Work Environment 22 †¢ Improving Ethical Behavior 22 Coming Attractions: Developing an OB Model 23 An Overview 23 †¢ Inputs 24 †¢ Processes 25 †¢ Outcomes 25 Summary and Implications for Managers 30 S A L Self-Assessment Library How Much Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure? 24 glOBalization! Does National Culture Affect Organizational Practices? 30 Point/CounterpointRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesYear award in 1988 and received the Siemens Award for Advanced Placement in mathematics in 1999. Chris is a frequent contributor to the AP Statistics Electronic Discussion Group and has reviewed materials for The Mathematics Teacher, the AP Central web site, The American Statistician, and the Journal of the American Statistical Association. He currently writes a column for Stats magazine. Chris graduated from Iowa State University with a major in mathematics and, while acquiring graduate degrees

Introduction to Working with Children Free Essays

string(207) " a different culture or religion which may take them out of the setting for religious events with their families, which must be a decision that you respect, even if the culture or religion isn’t your own\." Unit 1 – An introduction to working with children E1) Statutory care and education must, by law, be provided by the government and be free of charge. An example of a statutory education setting is Primary School. While some Primary Schools are private, there must also be Primary Schools that are free of charge to attend. We will write a custom essay sample on Introduction to Working with Children or any similar topic only for you Order Now Private care and education is education or care that must be paid for. An example of a private education setting is a private Nursery. Most Nurseries are private and require a fee for admitting children. Voluntary care and education settings do not charge a fee for admittance and are staffed by volunteers. They are mainly funded by charities and small donations from parents. An example of a voluntary care and education setting is a Parent and Toddler group. E2) Primary Schools aim to support children in their education, physical development, emotional development, social development and cognitive development. Educationally, they teach children a variety of subjects with much focus on literacy and numeracy skills. Primary Schools help to identify children’s learning needs and relay useful information to parents on their children’s development. They also offer extra support for children who need it. Primary Schools offer family liaison officers and children’s liaison officers should parents feel they need help. Primary Schools also offer the chance for parents to go to work during the hours they’re educating their children. Nurseries aim to support children in their education, physical development, emotional development, social development and cognitive development. Educationally, they teach children colours, numbers, the alphabet and various other skills and subjects children need to help them learn more in the future. They teach using the EYFS. Most Nurseries provide flexible hours so parents can go to work. Some Nurseries provide an out-of-school club, where children can play, be fed and socialise until their parents are able to pick them up. Nurseries also work to help identify any special needs of children and communicate with parents on the best way to deal with any issues their child may have. Parent and Toddler groups aim to support children in social development, helping children gain confidence and make friends, which is a good way to get children comfortable with socialising before they go to a Nursery. Parent and Toddler groups aim to support families by giving them the opportunity to socialise with other parents and, if needed, teach them how to play with children as often, parents are unsure of how to communicate and have fun with their child. In many Parent and Toddler groups, a health visitor will be on-hand to give out health advise and check their children’s physical development. E3) One of the main pieces of legislation in the UK that supports the rights of children is the United Nations Convention on the Rights of the Child (UNCRC). The UNCRC covers all the basic rights of a child including health, education, emotional care, privacy and human rights. The Child Care Act 2006 provides the framework to the Early Years Foundation Stage (EYFS) and the Every Child Matters scheme (now known as ‘Help Children Achieve More’). Under this Act, child care settings have to meet National Standards to help children achieve their full potential. It incorporates the welfare standards that all settings working with children under the age of 8 must comply with. This Act outlines the importance of standards in child care settings and children being kept safe, healthy and being able to enjoy their lives, which are all directly related to articles 19, 23, 24, 28, 29, 36, 33 and 37 in the UNCRC. Education Act 2002 promotes the local authorities’ and educational facilities’ duty regarding safeguarding and child welfare. This relates to protection from physical abuse, sexual abuse, mental abuse and kidnapping. It also relates to the authorities and educational facilities providing privacy and allowing children their dignity. Articles 11, 16, 17, 19, 34, 35, 37 and 39 in the UNCRC also cover this. Education Act 2004 was designed to ensure different services, such as social workers and GPs, work and communicate with each other effectively. This Act was largely a consequence of the Victoria Climbie inquiry, which also was also largely responsible for the Every Child Matters (Help Children Achieve More) programme. Education Act 2004 relates to articles 3, 4, 24, 28, 39 and 40 in the UNCRC. Equality Act 2010 replaced previous anti-discrimination laws, for example, Disability Discrimination Act 1995. The Act was brought in to try to stop discrimination in settings and the workplace. The Equality Act 2010 covers 9 protected characteristics: gender reassignment, age, disability, pregnancy and maternity, marriage and civil partnership, sexual orientation, race, sex and religion or belief. Equality Act 2010 relates to articles 2, 12, and 14. E4) E5) A child should be valued, respected and treated as an individual with opinions of their own. It is easier to value yourself if other people value you too. If you don’t value yourself, you may end up permanently afraid of being rejected so you may push people away for your own protection. All children are different and should be treated for their individual needs so that they can accomplish everything to the best of their ability. All families are different also, and knowing a child as the individual they are, you can help them through situations such as their parents splitting up, as some children cope with things in a different way. Due to all children having different personalities, likes and dislikes, emotions and ways of thinking, you should help them to learn in different ways that suit the kind of person they are. For example, one child may learn better through listening, while another child may learn better by doing practical tasks. Knowing how different children like to learn can help you teach them more effectively and let them get the best of their education. Children should also be valued for being of a different culture or religion which may take them out of the setting for religious events with their families, which must be a decision that you respect, even if the culture or religion isn’t your own. You read "Introduction to Working with Children" in category "Essay examples" Special arrangements must be made for some religions such as Jewish children only eating kosher foods. Decisions made by parents must also be respected as parents are children’s primary educators. If a family doesn’t want something taught to a child, you must respect their wishes. E6) A professional skill needed by practitioners is teamwork. Teamwork is necessary for the care of children because children must be kept an eye on at all times to keep them safe, and in a room of twenty three year olds, one person cannot keep watch on all of them. Also, different people have different knowledge, and collaborating knowledge and ideas is helpful to keep things interesting and new for children. Another professional skill needed by practitioners is organisation. This is because you must keep an organised environment to avoid chaos and also because children must be observed for the benefit of knowing the child’s limitations, strengths and skills so they can be taught and handled accordingly. Problem solving is also another professional skill that is needed in order to keep order. It is needed to solve problems, whether they be between people or the way things are run in the setting. An example of this is staff to child ratios. A manager may need to work out how many children are going to be in the setting and how many staff they’ll need to meet the needs of the children. E7) Study skills such as time management can help in your training because it means you’ll be able to get to your classes and placements on time and get the full benefit of your allotted time in class. Note-taking can help you in your assignments and research, making it easier to do your work and remember what you’ve been taught. It also helps with observations in settings, making it easier to write them up. Flashcards can help you memorise specific terms, words and pieces of information in preparation for exams and essay-writing. This can be helpful in settings for learning children’s names. Communication can help you read and write your essays and work to the best of your ability. Asking someone else how they would word something can give you a good idea of how you should word it. Communication skills in a setting are vital for the welfare and education of the children because a lack of communication can mean that errors that put children in jeopardy can occur. Reading is a good study skill to have, as you can learn much by reading and it can give you quotes and examples for your essays. Being able to read in a setting can help you learn more about children if you’re reading their file. Concentration is essential for studying as becoming distracted could make you late for handing in essays or you may miss something vital in class. In a setting, you must concentrate on your task of looking after the children or accident may occur. Writing skills are important in class as your essays must be clear to read and if you have good writing skills, essays are easier to write. In a setting, writing skills are needed to teach children how to write and so you can write up clear reports and observations on the children. D1) Practitioners should develop and maintain good relationships with parents because that way, it will be easier to communicate with them about the child’s needs and progress and for the parents to listen to them without being hindered by a dislike for the practitioner. Practitioners should also listen to what the parent has to say, as it may be beneficial in getting to know the child, how to deal with the child and how to meet the child’s needs. Relationships with parents should be kept appropriate and professional. Should a practitioner wish to discuss a problem they’re having with a child, the practitioner should do it through appropriate means, such as writing a letter or talking to the parent face to face within the setting, not through a social network site or texting. Arguing with a parent, for example, about the needs of their child would be inappropriate. Practitioners must respect that, as the child’s parents and primary educators, they know what is best for their children (unless it poses a serious risk to the child, in which case a practitioner would have the right to report the issue). Practitioners may make suggestions on what the child needs to parents, but if the parent doesn’t accept what the practitioner is saying, the practitioner must accept the parent’s decision. Appropriate relationships with other practitioners should be maintained also. Maintaining a proper relationship with co-workers will make working as a team easier and allow you to be able to carry out your job effectively. Maintaining good relationships with your co-worker could help you if you have a problem in the setting that you’re not sure how to deal with as they may have knowledge on how to deal with it. You can learn new things from your co-workers which could help you carry out your job effectively. If you’re arguing with a co-worker, this would make for an inappropriate relationship, which could hinder your work and create a bad atmosphere for children. Arguing with your fellow co-workers could cause a problems with teamwork which would not be beneficial to children. It could also make you and your co-workers unhappy and may cause more arguments. If you’re preoccupied with arguing with a co-worker, it may distract you from your job and from meeting the children’s needs. D2) Working in a team with other agencies collaborates different practitioners from different sectors and professions to provide a more effective way of working with children. Children who need additional support can get the right support for their needs. An example of when a multi-agency team would be considered effective and relevant would be if a practitioner follows the Common Assessment Framework because the practitioner believes the child may have some form of learning disability. If proper protocols and procedures are followed, a plan would be tailor-made to suit the child’s needs, which may include agencies such as social workers, Doctors, specialists in the disability, and teachers, who would meet to discuss with the child’s parents how best to deal with the child’s needs. The agencies involved would share information on the child to make sure everybody involved in the child’s care knows how to effectively care for the child and meet the child’s needs. Working with different agencies if beneficial to a child with special needs because each agency specialises in a different sector of care and the information different sectors can provide will be provided to the other agencies involved with the child’s care, meaning new knowledge will be passed to different people which could also apply to caring for other children too. An example of when a multi-agency team has failed and the repercussions of their failure is the Baby P case. Many different agencies had information regarding Baby P, that, if shared, could have saved him from death. Agencies such as social workers and Doctors were involved in the welfare of Baby P, but they didn’t communicate effectively. The Baby P case happened after Children Act 2004 was created, which was largely a consequence of the murder of Victoria Climbie, another case of a multi-agency team not communicating effectively, meaning that there are still flaws within a multi-agency team working for the welfare of children. C) Early Years practitioners should listen to the views and opinions of children because what children have to say is important in learning about the ersonality of the child, and knowing the personality of the child will let you care for them more effectively because you will know how the child learns best and what their likes and dislikes are. Listening to the views of children and valuing their opinions will also higher the child’s self esteem and make them rightfully feel like their opinions have worth and are important to people. It will give them confid ence to speak up for themselves and the ability to communicate their opinions and ideas more effectively. If a child feels that their opinion doesn’t matter, they could become hesitant to join and contribute in social groups and feel shy and feel unable to stand up for themselves and what they believe in, which may upset and frustrate them and make it hard for them to make friends. B) Education Act 2002 relates to safeguarding children and making their welfare top-priority. Knowing the boundaries and limitations of your job will help you conform to this piece of legislation and make sure that what you’re doing for a child will not put them in danger or put you in danger of going against this Act by accident. It is important that practitioners understand limits and boundaries of their role. An example of when limits and boundaries should be set is with confidentiality. You must know when it’s okay to share information about a child and when it is not. Sharing information with another parent about a child that isn’t theirs would be inappropriate and would break confidentiality rules but sharing information about a child with another practitioner in the setting would be appropriate as long as the practitioner is also involved in the care of that child. The setting a practitioner is working will also have their own set of policies and procedures. Not following these policies and procedures may get the practitioner into trouble in their workplace and/or put children in danger. Some settings may ask that their practitioners not hug or kiss children. While some parents are happy to let the people who also care for their children to hug and kiss their child, it may go against the setting’s policies. When working in partnership with parents, it is essential to know your limits and boundaries as a practitioner. Practitioners must remember that the parent is the child’s primary educator and carer and that they have the right to do what they think is best for the child, even if it goes against what the practitioner thinks is best (unless it would put the child in danger). Some parents may not wish for their child to eat certain things, and as a practitioner this must be respected; if you gave their child a food that a parent has requested their child not eat, this would be crossing boundaries. A) A child centered approach promotes the child’s right to make connections, communicate and make decisions for themselves. It gives children the freedom to experience, question, search for answers and think independently in a safe environment. Practitioners take a role in letting play develop without them directing it. This enhances a child’s creativity and enhances their communication skills. An example of a popular child centered approach is the Reggio Emilia Approach. This educational philosophy was created by Loris Malaguzzi, a teacher, and the parents of the villages around Reggio Emilia, Italy, after World War II. A school was built from the ruins of the villages because it was the belief of Loris Malaguzzi and the parents of the children who attended the school that the education and care of their children was paramount to rebuilding their society. The Reggio Emilia Approach puts at the heart of its system the image of a child being powerful in their own right. â€Å"Children are seen as expressing themselves in varied ways – known as the hundred languages of children. † (www. leixs. gov. uk/using_the_reggio_Emilia_approach_to_personalise_learning. df) Reggio educators do not see children as empty vessels that require educating. They see children as capable of building their own knowledge and being full of potential and competence. â€Å"Time, and how adults use it, is central to Reggio philosophy. The rhythm and pace of the child is always given overriding importance†¦ This means really having time for children’s thoughts and ideas, and giving value to their work, their conversations and their feelings by slowing down to listen to them†. The Reggio Emilia Approach, page 21) Reggio schools allow children to direct their own projects and have free reign of materials and methods. They are watched over by Reggio teachers, but not guided by them. The children learn creativity, communication and problem solving without the guidance of adults. Loris Malaguzzi believed â€Å"Our task, regarding creativity, is to help children climb their own mountains, as high as possible†. (www. community How to cite Introduction to Working with Children, Essay examples

Financial Reporting Incentives Conservative Accounting

Question: Discuss about the Financial Reporting Incentives for Conservative Accounting. Answer: Introduction With the gradual movement of time, there has been a major reliance and compulsion of having a level of transparency as it leads to a greater projection and enhances the goodwill. This not only provides a better environment but also leads to competitive advantage. This has attracted both threat, as well as opportunities because of the vast presence of issues pertaining to environmental, social, etc. hence; this needs the attention of the accountants and demands better practice. Accountancy is concerned with the formulation of rules and policies thereby addressing the issues in a well defined manner thereby curtailing the risk to a considerable extent. The performance of environment is in tune with the natural capital that can be termed as the natures resources and the method undertaken by the management to deliver the goods, as well as services. On the contrary, the social performance highlights the effect of the organization on human and social capital while human capital deals with the efficiency, skills and motivation. Sustainable development Sustainable development is defined as the development that satisfies the needs of present without compromising the needs of the future generations. It is also said that sustainable development is the rational management of human, natural and economic resources that aims to satisfy the essential needs which are required by everyone in the long run (Slaper Hall, 2011). It is an act of management that uses the resources in a manner so that the future generation are not devoid of the benefits. It aims at creating a balance between present and future economic development by ensuring conservation of natural resources and environmental pollution. It requires integrating the economic and environmental goals (KMPG, 2016). However, the focus of sustainable development is not only to protect the environment but also to create a strong and just society. There are certain sustainable development goal which are to take an action and end poverty, protect the planet and ensures that all people enjo y peace and prosperity. This sustainable development is also known as global goals. Sustainable development can be conceptually broken into three parts: environment sustainability, economic sustainability and socio-political sustainability. There are certain principles which need to be followed to achieve the global goals (Oates, 2009). Some of the principles are-The principle of social responsibility- In the long run, unsustainable patterns of production and consumption must be changed to improve the standard of living (ACCA, 2009). The polluter pay principle- It means that the party responsible for causing pollution is made liable to pay for the damages caused to the environment. This principle is also known as Extended Polluter Responsibility. The principle of utilising local resources-Efforts should be made to supply the needs of communities on a local level from local resources. Utilisation of manmade resources and cultural heritage are also very important tasks (Eccles Krzus, 2010). The principle of public participation- Peoples knowledge about sustainable development, its social and economic implications and about sustainable solution should be enhanced and clarified. Role of Accounting in sustainable development Accounting directly and indirectly contributes towards the sustainable development. It is like a sub category of financial accounting which discloses the non financial information about the firm. It gives an account of the social responsibilities carried out to encourage sustainable development. It is a tool used by an organisation to become more sustainable (Ibrahim et. al, 2013). The inclusions of environmental considerations as a part of corporate strategy improve corporate performance. It helps in creating awareness of how they can help an organisation address issues of sustainability and more fully incorporate their issues in business strategy. Accounting for sustainability involves linking sustainability initiatives to company strategy, evaluating risks and opportunities, and providing measurement, accounting and performance management skills to ensure that the sustainability is embedded into the day to day operations of the company (Ibrahim et. al, 2013). There are certain performances that are assessed with financial measures include personal income and expenditure, employment, taxes and business climate factors. Establishing a healthy business and cash flow is an important aspect of the business. The main reason why business exists is to satisfy the needs of people. To achieve this, the company need to invest a lot of resources for formulating strategies that can enhance customer satisfaction. The company also has to divert significant amount of resources in promotional activities so that they can ascertain that their clients are well advised concerning their products. Wage and benefits are primary motivating factors for employees in most of the companies. There is a comparison between other benefits such as pension and health that are given to employees. Training is very essential in sharpening the skills of the employees and also motivating them. This component pre determines the programs that are necessary for fostering the participation of employees in taking decisions. The ratio for the budget of training to that of annual operating costs needs to be included only when the training has been carried out. The aspect of employment usually focuses on the financial aspects of jobs being offered with the aim of making sure that the companys resources are not mismanaged and are used in an effective manner. It entails assessing the total workforce in terms of the employment type, the number and rate of employment as well as the region. The measure must include any benefits provided to full time employees which temporary worker does not receive. Social measures are made in reference to the community or a particular area. This variable covers employment rate, median household income, relative poverty, life expectancy as well as the rate of crime. When the company demonstrates its contribution social responsibility then it can increase its profitability. Social initiatives can be taken by staff, community or the suppliers (Integrated reporting, 2016). The key benefits of following the social measures includes the long term profitability, improved retention of staffs, building strong image of the company as well as gaining customers loyalty and confidence. Such variable measure the natural resources and can reflect the potential influence in terms of its effectiveness. Internal factors may include the energy consumed per employee or consumer, spills, penalties and fines. The external factors may cover aspects such as quality of air, water, solid and toxic waste, natural resources, energy consumption as well as use of land (Integrated reporting, 2016). There are certain specific measures that are taken into account when making an assessment of the environment component and these include solid waste management, hazardous waste management, electricity consumption and alterations in the usage of land. There is a comparative analysis done of the cost of different sources of energy and its effectiveness. The use of energy directly affects the environment and its affects are extended to the global level. The use of non renewable resource should be minimised to safe the future generations from deprivations of such resources. Integrated Reporting in Australia The scandals in the corporate arena has highlighted that the ESG management that is the environment, social and governance matter of a company influences the performance that is in tune with the finance and this leads to a strong influence over the value of the shareholder. Thereby, integrated reporting goes beyond the traditional time span and inter links both financial, as well as non-financial data so that proper information can be provided to the stakeholders that deals with the performance of the organization. The IIRC has strongly provided an integrated framework that helps in proper communication that helps the stakeholders. When it comes to the point of view of Australia, firms of internal advisory such as Deloitte, PwC has provided their consent to the matter of integrated reporting after proper identification of the utility of information of non-financial nature (Carol et. al, 2016). It is of the view that when an organization is integrated in nature, it leads to a policy, as well as vision that heads in a proper direction and helps in disclosing information that pertains to financial, as well as non-financial. Innumerable companies have opined that the concept of integrated reporting is of great use because it has a dual nature as it signifies the deficiency present in the present framework and even projects how the management of financial can and non-financial information can be done (Barbu et. al, 2014). When it comes to Australia, there are regulations prescribed by ASX and the companies need to adhere to it. But, when it comes to the prospect and benefits of integrated reporting, there is huge requirement for disclosing the information. This is due to the fact that the plan of integrated reporting helps in covering a major chunk of the company in terms of parameters and information thereby overtaking other financial details. Moreover, taking into view point the current market scenario of Australia, it can be commented that the there are various s takeholders group like investors, agencies, etc. that require valuable information and it helps in the evaluation of the company. Hence, for such group it is imperative that the awareness should be increased and advocated so that the importance of other factors can be known (Barbu et. al, 2014). Hence, in such a situation, integrated reporting can be of great use that helps in providing valuable information in terms of challenges and opportunities. Importance of Integrated Reporting Reporting in Australia has tend to be investor friendly that helps in value creation together with the concept of high governance and sustainability. It leads to a better show inn terms of leadership and generation of values. Moreover, as per ICAA, the IR concept even facilitates the emergence of teams of finance and CFO. The participants were not present in initiative that was done on a voluntary basis. Further, there is no reporting structure that will accommodate the concept of Global reporting Initiative (GRI), World Resources Institute, etc (Druckman, 2016). Hence, amidst the entire scenario, it can be said that the present, as well a future performances can be achieved when IR concept is put into implementation. IR is relevant in every respect because it leads to enhanced level of performance. In reality, creativity, as well as learning leads to enhanced level of performance (Bushman Piotroski, 2006). It prepares the organization with a strong model that is ready to adapt to a ny situation and hence, benefits the long term perspective of the company. IR projects the developments that happens in the recent times and report the actions that are undertaken by the company such as traditional report, CSR, sustainable development, environmental report, etc (Melville, 2013). Conclusion The report sheds light on the concept of sustainability and integrated reporting. Both the concept are of paramount importance because it is directly in tune with the future prospect of the company. All these are characterized by different dimensions that affect performance and these include financial, social and environmental. The performance measures under the environmental dimensions are greenhouse gases, waste, energy as well as water while performance measure for social dimensions includes managing the supply chains and social initiatives involving the community (Spiceland et. al, 2011). Finally, the dimension of economics and finance is concerned with performance measures such as customer satisfaction, employment, employee training, wage benefits. The company may face any kind of challenges which may be related to any of the category but it should carry out its operations intelligently. Therefore, both the concept IR and sustainability holds a special importance and it is the d uty of the company to have a strong hold over these concepts so as to have a strong reporting. References ACCA 2009, Key Issues in Sustainability Assurance, Research report 115, The Association of Chartered Certified Accountants. Barbu, EM, Dumontier, P, Feleaga, N, Feleaga, L 2014, 'A Proposal of an International Environmental Reporting Grid: What Interest for Policymakers, Regulatory Bodies, Companies, and Researchers?', The International Journal of Accounting, vol. 49, no. 2, p. 253. Bushman, R. Piotroski, R 2006, Financial reporting incentives for conservative accounting: The influence of legal and political institutions, Journal of Accounting and Economics, vol. 42, pp. 107-148. Carol, A.A, Brad, P, Prakash J. S, Jodi Y 2016, Exploring the implications of integrated reporting for social investment (disclosures), The British Accounting Review, vol. 48, no. 3, pp. 286-296 Druckman, P 2013, Integrate reporting framework aims to promote lasting sustainable change, viewed 24 October 2016, https://www.theguardian.com/sustainable-business/blog/integrated-reporting-framework-sustainable-change Eccles, R.G. Krzus, M. 2010, One Report: Integrated Reporting for a Sustainable Strategy, Wiley, New Jersey, USA. Ibrahim M, S Osama F Attayah, P 2013, Critical Factors Influencing Voluntary Disclosure: The Palestine Exchange PEX, Global Journal of Management and Business Research Finance, vol. 13 no. 6, pp. 9-15 Integrated reporting (IR) 2016, What? The tool for better reporting, viewed 28 November 2016, https://integratedreporting.org/what-the-tool-for-better-reporting/ KMPG 2016, Performance insight through Better Business Reporting, viewed 28 November 2016, https://www.kpmg.com/Global/en/IssuesAndInsights/ArticlesPublications/Documents/road-to-integrated-reporting.pdf Melville, A 2013, International Financial Reporting A Practical Guide, 4th edition, Pearson, Education Limited, UK Oates, T. 2009, Jigsaw must be complete, Sustainable Business, Sydney. Slaper, T. F., Hall, T. J. 2011, The Triple Bottom Line: What Is It and How Does It Work? Indiana Business Review. vol. 86, no. 1, pp. 6-10. Spiceland, J., Thomas, W. Herrmann, D 2011, Financial accounting, New York: McGraw-Hill/Irwin,University Press.

Understanding the Significance of Performance Appraisal Systems

Question: Describe the significance of performance appraisal systems in enhancing employee performance and overall organisational efficiency. Answer: Introduction In todays organisations, performance appraisal has become a vital human resource practice and has considerable impact on employee motivation, commitment and overall performance (Armstrong, 2012). The effectiveness of a performance appraisal system depends on how well it is linked to organisational goals and performance objectives, and how well its purposes are accepted, understood and strived to be achieved by organisational members(Neely, 2007). A favourable and effective performance appraisal system will have a positive impact on employee workplace behaviour, attitude towards work and workmates and on overall organisational efficiency. Major Stakeholders involved and their perception about the existing performance appraisal system Stakeholders are individuals and groups that are interest in the business and are affected by activities of the business (Brown, et al., 2013). Stakeholders can have considerable impact on companys objectives actions and policies. Key stakeholders within an organisation are owners, investors, managers, suppliers, partners, workers, customers, society and the environment(Paladino, 2011). Workers and Managers are the two main stakeholders identified in the case. Workers who are being rated perceive the current performance appraisal system as unfair and forced. According to them they are not being rated as per their performance but based on the type of relationship they share with their managers. Workers perceive the current performance appraisal system as a source of conflict. Once they get to know each others ratings there is a considerable change in their behaviour towards their co-workers. It gives rise to feelings of envy and reluctance to communicate and cooperate. Workers who are rated 3 feel highly de-motivated as they feel they are average performers, and so most of them quit the company. Workers how are rated 5, express that managers should lenience while treating employees who belong to a union, when it comes to termination and salary hikes in comparison to employees who are non-union members. Thus, workers at Yarra Bank perceived its performance appraisal system as a system that is based on favouritism and not on performance evalu ation. Managers who are responsible for rating their employees perceive the performance appraisal system as unfair and a source of conflicts and ill feeling, as it forces them to divide their employees in five different ranks. Managers who are politically more powerful refuse to follow the system and rank anyone as a 4 or 5 as they feel their department is different and most of their workers deserve to be rated as stars or starlets. Managers who follow the performance appraisal system strictly feel their workers are disadvantaged as an outcome. Managers feel that owing to a lack of training, promotion and some loop holes in the performance appraisal system it is failing to deliver desired results and enhance employee motivation and performance; rather it has become the primary source of tension, conflicts and dissatisfaction among managers and workers of Yarra Bank. A number of external and internal environmental factors affect the effectiveness of performance appraisal systems at Yarra Bank such as Union government, culture of the organisation and workers and managers attitude towards the system. Strengths and weaknesses of current performance appraisal system Strengths A performance appraisal system evaluates employees based on their performance over a specific period of time(Cooper Burke, 2011). They help management differentiate between performers and non-performers and accordingly make important decisions regarding salary increments and promotions. It helps the management in designing improvement plans and relevant training and development programs for non-performers(Deeprose, 2006). Performance appraisal systems play a very vital role in enhancing overall organisational efficiency by increasing employee motivation and performance. Performance appraisal system at Yarra Bank is a five-level system that used a forced-ranking distribution. It presence somewhere motivates employees to deliver good performance as they would not like themselves to be ranked as 4 or 5. Also, as the rating allocated by the performance appraisal system has direct influence on salary hikes and bonuses employee make best efforts to deserve a rating of 1, 2 or 3. As it is a forced ranking distribution systems it require managers to evaluate their employees very closely and then provide relevant ratings to them(Truss, et al., 2013). It helps managers know their employees better and accordingly allocate tasks to them. It also facilitates development of a competitive organisational culture where employees continuously strive to deliver high performance to stay ahead of each other(Shields, 2007). The current performance appraisal system helped managers in monitoring the activities of workers and show them their weak points which would not have been possible otherwise. Weaknesses As depicted in the case study the current performance appraisal was a forced ranking distribution system. No pre-performance appraisal meetings were conducted by managers to discuss performance criteria with workers and their performance over the last year(Saks, et al., 2010). Post-performance appraisal meetings were also not conducted to discuss ratings with individual employees, receive their feedbacks and plan further improvements The company had not defined clear performance targets and expectations. Roles, responsibilities, work duties, accountabilities and activities related to performance appraisal systems were not clarified(Paladino, 2011). It became difficult for managers as well as employees to measure and deliver results when desired results were capricious or unclear. The current performance appraisal system failed to establish effective ways in which results are to be measured and evaluated, thus making is appear as an unfair system where workers were rated based on managers favouritism(Zaffron Logan, 2011). No training was provided to managers or workers on how the performance appraisal system actually functioned(Zaffron Logan, 2011). Managers were not trained in their responsibilities for completing performance appraisal and employees were not trained to clarify work expectations. No efforts were made to communicate the benefits of having a performance appraisal system to workers and managers and how it can influence performance of the organisation as a whole. Also, the current performance appraisal system, failed to maintain the confidentiality of ratings allotted to different employees, which resulted in conflicts among workers and managers. Recommendations for improving the performance appraisal system In order to make the performance appraisal system more effective and derive desired results, it is important to make considerable improvements in it. Firstly, it is needed to design specialised training program for both managers and workers, in order to provide them complete knowledge about the functionality of the system (Barrows Powers, 2008). Secondly, it is important to link the performance appraisal system to desired organisational goals and objectives. During this step performance criteria should be finalised and it must be different for different departments. Performance targets must be clearly defined for all five ratings and it is important to ensure that these performance targets do not overlap. Thirdly, performance criteria must be made transparent to all managers and employees and they must be well trained to enquire about the performance criteria (Armstrong Stephens, 2005). In this step it is also important to effectively communicate the benefits of using performance a ppraisal systems to workers and managers. The purpose of using a performance appraisal system should be clearly defined and communicated showing how it will be beneficial for the workers and managers as well as for the organisation as a whole. Fourthly, it is important to define strict deadlines for each step in the performance appraisal system. For example, employees and managers must be informed at least 30 days before the beginning of performance appraisal process. This will give both workers and managers to prepare point they want to discuss and consider while reviewing worker performance. On the first day of the performance appraisal process a self-evaluation form must be provided to employees, which they have to fill and submit to their manager at least 15 days before the evaluation meeting. Evaluation meeting with workers must be completed before fifteen days the final ratings are shared with employees. The performance appraisal process should end with the post evaluation mee ting where employees feedback must be collected, along with their level of satisfaction with their ratings and how they will be planning improvements in the coming year. Maintaining the confidentiality of ratings allocated to different employees is the most important element of any performance appraisal system. Any violation to confidentiality of rating should be considered a violation of ethical code of conduct leading to termination of the employee. Employee and managers must ensure that they do not share any information related to rating provided to individual employees. Consequences of violating this ethical code of conducts should be clearly communicated to employees during training sessions. Conclusion Workers and managers should be motivated and encouraged to develop a positive attitude towards the performance appraisal process, rather than viewing it as an unfair process which lacks transparency. Managers must ensure that they follow the performance evaluation process ethically and do not show any form of favouritism towards specific employees. It is important to inform workers and managers that they can achieve their career objectives only when the desired goals of the organisation are achieved. Performance appraisal system not only help managers in differentiating between performers and non-performers but also help workers in identifying their skill gaps which when reduced will help them achieve desired career goals. References Armstrong, M., (2012) Armstrong's Handbook of Reward Management Practice: Improving Performance Through Reward. London: Kogan Page Publishers. Armstrong, M. Stephens, T., (2005) A Handbook of Management and Leadership: A Guide to Managing for Results. London: Kogan Page Publishers. Barrows, C. W. Powers, T., (2008) Introduction to Management in the Hospitality Industry. New Jersey: John Wiley Sons. Brown, S., Blackmon, K., Cousins, P. Maylor, H., (2013) Operations Management: Policy, Practice and Performance Improvement. New Jersey: Routledge. Cooper, C. L. Burke, R. J., (2011) Human Resource Management in Small Business: Achieving Peak Performance. Cheltenham: Edward Elgar Publishing. Deeprose, D., (2006) How to Recognize and Reward Employees: 150 Ways to Inspire Peak Performance. New York: AMACOM Div American Mgmt Assn. Neely, A., (2007) Business Performance Measurement: Unifying Theory and Integrating Practice. Cambridge: Cambridge University Press. Paladino, B., (2011) Five Key Principles of Corporate Performance Management. New Jersey: John Wiley Sons. Saks, Saks, A. M., Haccoun, R. R. Belcourt, M., (2010) Managing Performance Through Training and Development. New York: Cengage Learning. Shields, J., (2007) Managing Employee Performance and Reward: Concepts, Practices, Strategies. Cambridge: Cambridge University Press. Truss, C. et al., (2013) Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), pp. 2657-2669. Zaffron, S. Logan, D., (2011) The Three Laws of Performance: Rewriting the Future of Your Organization and Your Life. New Jersey: John Wiley Sons.