How Can Storytelling Improve Communication Skills in a 4...

CHAPTER ONE Introduction This research was carried out in an Early Childhood Care and Education Centre located in an urban community. It is based on a four year old child whose name is Sarah Lall (not real name). She is very loving and helpful but interaction with her peers is limited since she does not speak in clear sentences. Her words do not take the form of complete sentences and sometimes puzzles the teachers and her peers as to what she is trying to say. Based on face to face interviews with her mother it was clear that she is not given much opportunity to communicate at home which as a result her vocabulary is limited. Many young children lack vital experiences in background knowledge that develop vocabulary and other†¦show more content†¦2. How can storytelling improve social interaction in four year olds? Summary In summary this chapter dealt with the background of the child and the purpose of the study. It gave a description of various strategies used through storytelling to improve the communication skills in a four year old child. In chapter two the researcher will explore the literature that surrounds the research study based on the effects of storytelling to improve communication skills in four year olds. CHAPTER TWO Literature Review The purpose of this study is to investigate the extent to which storytelling can improve the communication skills of a four year old child in an early childhood centre. Critical to this examination there would be two main factors contributing to the research. These are storytelling to improve communication skills and developing communication skills. It would demonstrate a clearer understand of the value of intervention at an early age and the effect it has on the child reaching his/her fullest potential. Nelson (2003) explains: â€Å"Infants and toddlers use story to explain and create meaning because that’s what parents and their culture do. Storytelling impacts the development of communication skills that are critical to a child’s success at school. It encourages children to listen actively and analytically, improves verbal skills, increases the child’s taught and boosts their understanding skills.

Electricity in a Box - 622 Words

â€Å"Electricity in a Box† is our new unit in Design Technology. Our MYP Unit Question for this unit is â€Å"How important is electricity in our modern society?† and our significant concepts are to develop a knowledge and understanding of electrical systems, uses, dangers along with a consciousness of electrical safety. We have discussed what electricity provides us by brainstorming. The problems and benefits associated with the electrical systems, both in Bangladesh and also on a global scale are very important even how it can be best supplied and produced is also very important. All the benefits that electricity can provide us are seen in everyone’s daily lives. It can include all types of electronics, appliances, lights, providing power to non-industrial and industrial electric cars, machinery, etc. There are a lot of key things connected to this. One of the key things is the power plant that provides electricity. While some are eco-friendly, some may affect the environment. Many environmental organizations are most recommended as an option for the eco-friendly. The options include wind, hydroelectric, solar, tidal and geothermal. I think solar energy is very popular in a global scale and in Bangladesh. Solar is used my solar panels which absorbs photovoltaic cells and it transfers to electricity. There is this foundation called the â€Å"Bright Green Energy Foundations† and according to that, over 400,000 home systems has been installed for people in the rural areas who cannotShow MoreRelatedEnergy As An Source Of Energy For Electricity Essay 789 Words   |  4 PagesWhat is the idea –Solar Energy as an alternate source of energy for electricity. Why is this important idea -- There are many reasons why l think the installation of solar power should be considered as an alternating source of power in our homes: 1. We must be concerned about the environmental effect and reliance on fossil fuels (Since United State has 67% of its source of power from fossil fuels). 2. We should improve the value of our property by investing in solar panels. 3. We would like to beRead MoreThe Effect Room Temperature Has on a Regular Solar Oven Box728 Words   |  3 Pagestemperature have on a regular solar oven box? 2. Research: www.ask.com/solar+cooker+infomation en.wikipedia.org/wiki/solar-cooker solarcooking-cooker.org/plans/ www.solarcookers.org/basics/how.html solarcooking.wikia.com/†¦/category:solacooking 3. Hypothesis: The greater the room temperature the greater the temperature of the solar oven. 4. Method: 1. Gather a shoe box and paint it completely black all over the box. 2. Wrap the flip of the shoe box with aluminium foil so the sun can reflectRead MoreBehavior Investigation And The Concept Of Reinforcement1403 Words   |  6 PagesSkinner (1938) augmented conduct has a high chance of being fortified, while conduct that is not strengthened becomes brought to an end. Skinner (1948) had conducted an operant conditioning study with rats and pigeons, he put them in a Skinner box. The phrase operant conditioning shows changing conduct through the utilization of reinforcement, for that reason gets to be provided following the perfect reaction. (skinner 1938) B. F. Skinner contended that three classifications of responsesRead MoreHow to Wire a Doorbell1394 Words   |  6 Pagesinstalled at many various locations of a large residence(12). If the bell does not ring using the process of elimination therefore there is a problem in the transformer or wiring so find where the transformer is mounted on or the electrical junction box or sub panel where the bell wires are attached to and exposed terminal screws on the transformer(Doorbell). If a transformer is faulty then de energize the circuit and remove and replace the transformer at the same voltage and wattage(3). ElectricalRead MoreIs Solar Power Energy Feasible? Essay1436 Words   |  6 Pageswill be looking into if it is possible for the everyday South African to be able to afford this type of power and how it can be delivered to households around the country. In South Africa electricity has become expensive and unreliable. It is important that we start to look into other means of extracting electricity from the environment. It is a possibility that solar power can be this replacement at a cheaper rate and will be far more reliable. REVIEW OF LITERATURE Article 1 http://wwwRead MoreSea Creatures Categorized as Zooplankton, Nekton, and Benthos1151 Words   |  5 Pageslay down on the sand and wait for their prey to come along. They use their electricity to catch it. Their electricity is from about 8 volts to 220 volts. There are 69 different species of torpedo rays. They have the same effect as dropping a blow dryer or toaster in a bath tub. The electric ray is known to be the most electro-sensitive of all animals. Their eyes are found on the top of their head, so they can sense electricity. Some of the other species have their rays found on their tails. DependingRead MoreThe Affects Of The Alternative Source Of Alternative Sources1664 Words   |  7 Pagesprocess and also alternative to the fossil fuels that we use to pollute the air and water, threaten the public health, and also contribute to global warming. Solar energy refers to was that the sun’s energy can be used to directly generate lighting, electricity, and heat. A simple, use of the sun is to light and heat up our buildings. Commercial and residential buildings account for about more than one-third of U.S. energy use (Union of Concerned Scientists). This type of application used is calledRead MoreReducing Your Energy Bill : The Study Of The Effects Of Heat On Roofs1501 Words   |  7 Pagesin houses. If the sides or roof of a house is hot, that heat will them be transferred to the rooms inside. In the summer a lot of families spend countless amounts of money to maintain their homes cool. If less energy is used it would lower your electricity bill and even decrease the amount of energy we need to cool our homes. Is there a house color that would work best in a climate that is cold year round? What about a climate that is cold year round? I became interested in this topic when I traveledRead MoreRenewable Energy : Improving Solar Energy1510 Words   |  7 Pagescollectors to collect heat energy and disperse it through our heating and plumbing system. This type of solar energy is very cheap and can be afforded by home owners. Solar photovoltaic uses the sun rays to electricity through the use of solar panels. It is the common way of generating electricity through solar energy. Another type of solar energy is the concentrating solar power. Concentrating solar power use mirrors to concentrate the sun s light energy and convert it into heat to create steam toRead MoreThe Importance of Solar Power Essay947 Words   |  4 Pagesinto light, heat, cause air-movement for ventilation or cooling, or store heat for future use. Less thought of, the other type of solar energy is passive energy, which most take for granted. Solar power provides life with heat, light, and now, electricity. Solar power also plays a role in 4 of the 5 areas of green technology: energy, green building, environmentally preferred purchasing, and green chemistry. All in all, solar power is quite a unique form of energy. The most simplest type of solar

Gender Inequality In Workplace Samples †MyAssignmenthelp.com

Question: Discuss about the Gender Inequality In Workplace. Answer: Introduction The report deals with the recent story on gender inequality published on the website, www.hcamag.com on 14 December, 2017. The story deals with increasing efforts by the employees to address the pay gaps and gender imbalances persisting in Australia. The story highlighted that there is a gender pay gap which is in favour of men in all occupations. The story informs about the Australias national gender pay gap, which is 15.3%. It is indicating that the employers are still not doing enough to reduce the gender inequality. The published news informs about the efforts being taken to reduce the issue but could lower the SAPs gender pay gap to only 2%. It is still a long process to eliminate the issue entirely (Hilton, 2018). The thesis of the paper is - There is need of increased effort from the Human resource department, to overcome the gender inequality in workplace. The report aims to analyse the gender inequality issue using relevant theory and literature and provide practical solutions to the issues. For this purpose the report draw on the concepts of the strategic management and literature related to the employee relation challenges. All the arguments are supported with the theoretical discussion. Analysis of the Gender inequality issue: Need of HR efforts There is a need of HR efforts to ensure the gender inequality as most of the data focuses on increased efforts from women to end the pay gap. There is multitude of factors, influencing the pay given to women. It includes nature of their employment, industry, history of wage fixation, and their trade union membership. There is clearly more role to play by the organisation in addition to the womens action alone. Equal pay has been a political debate since ages even after 30 years of equal pay legislation. Women despite focusing more on knowing their worth or doing research or by negotiating effectively may not help the issue to be resolved. Thus, HR needs to develop proactive strategies to mitigate the issue. Gender pay gap can be dealt at the HR level as on an average men are earning 24% more than women (Kahn, 2015).). According to the Federal Government's Workplace Gender Equality Agency, women are taking home a smaller pay packet than men and have poor job design. Also women enterin g into the management roles are denied of part time work opportunities. There are very few women working as senior mangers being part time workers. It is due to lack of flexible working embraced by men. Women take greater role in family care than men. Therefore, women mostly take part time jobs. There are still 30 top companies in Australia that has no women on their boards. Women have the significant potential to offer, which is missed by the Australian economy (Cassells, Duncan Ong, 2017). Role of capitalism and patriarchy Gender inequality in the Australia can be explained by Marxist theory. According to this theory, the segregation of the labour force is influenced by the capitalist system. Marxist believed that women liberalism can be achieved, by dismantling the capitalism. The inequality is arising due to exercise of power as per the class analysis. The Marxist feminism theory has emphasised on patriarchy as the cause of gender segregation for gaining greater economic advantage. According to Marxist feminism the inequality in distributing the domestic duties between men and women is beneficial for capitalism. The same extends to the work place (Whatmore, 2016). Marxist argued that this inequality caused the conflict between the labour and capital in various organisations. Marxist theory was however criticised by various feminist scholars for ignoring the gender related issues as his theory did not consider the child care. Child care could not be combined with employment which was the major drawbac k for women. It was the major concern for the radical political feminist theory. As per the radical feminist theory, the oppression in employment was the basis of patriarchy. This is considered the cause of the lower status of women both economically and socially (Bryson, 2016). The status of the women in the employment is also explained by the Dual system theory. This theory is based on the radical feminist theory and the material analysis of history. This theory explains the dual role of the capitalist system and patriarchy in sustaining the gender inequality in labour force. In this theory the job segregation is explained by the intersection of the capitalism and patriarchy. Both together have led to emergence of the dominant capitalist and men. Both the outcomes are similar although emerging from different systems. This theory however, extended the understanding of the gender segregation at work (Carter, 2014). Prejudice and Hiring biases Gender inequality in workplace is also explained by the neo-classical economists. It is known as the human capital theory and considers the differences in human capital possessed by the employees as a reason for gender inequality in workplace. According to the neo-classical economists, employees receives rewards based on their education, capability and training. It means that the organisation based their recruitment decisions depending on the market value of each individuals human capital. The theory explains that women were paid less as they were considered to have fewer skills than men. The challenge here is the prejudice that women had lesser market experience than men and lesser human capital. The reason for inferior skills of women was house chores and child rearing. Men tend to spend more time in paid jobs and thus, the human capital gap widens. Women stay out of labour market due to maternity leave and the human capital decreases. After re-entering the market, inequality in ea rnings is observed between men and women as women lack flexible working. Hiring biases are observed after rejoining from maternity leave (Ochsenfeld, 2014). Employee relation challenges The gender inequality in workplace implies the HR management to have strategic approaches in every organisation. It may be related with area of job design, career support, work organisation and work life balance initiatives. However, HR management faces employee relationship challenges. It is because not every team in the organization can afford to have the members of the same sex. Owing to cultural diversity, there are different customs followed in different parts of the world. It is difficult to meet the expectations of each employee. HR managers cannot control the thought of each employee. The superior employee of the team may not be accessible to his or her team members (Jackson et al., 2014). According to Sharma (2016), lack of cross-cultural communication skills is the barrier for HRD to identify the inequality. There is a need of capability approach to manage the diversity and gender equality. In this regard the HR needs internal capabilities to act in response to the issue, w hich is secured by the numeracy, literacy, education and training. Minorities and women lack adequate training program in par of the men. One of the examples of the capability approach is to combine the internal capabilities with external structural conditionsto develop flexible work arrangements. HRM needs to address the needs of the diverse group of people to avoid conflicts and tensions. The HRM should not consider the us verses them strategy. There should be a difference between the equality policy and diversity policy. Diversity management is focused on valuing the organisational initiative on respecting every employee in the workplace irrespective of gender and other variables. Equal opportunities are associated with employee treatment that is right based and tolerant. It includes initiatives that are entrenched in conformity of legal rules (Kulik, 2014). There is bulk of literature available on managing both equality and diversity. It is critical in workplace as it influences all the members working in the organisation. Managing both the aspects leads to increase in forms competiveness. It is possible if the diversity is not considered as public relation tool. Employees are motivated in every organisation using the performance appraisal method. It helps to maintain both equality and diversity. Some organisations do not uncover the origin of potential biases. This implies HRM for conducting the culture and management systems audit. Lack of such audits keeps certain members of the organisation at disadvantage as per Rees Smith (2017). There are incidents of racial discriminations that inhibited the formation of the constructive group. Appraisal system with gender biases was also found to increase the disadvantage position of women. It may be associated with the stereotyping attitude of HR, and other factors such as low expectation and double standards. Therefore, the racial and diversity audit is considered to be useful in reducing gender-based discrimination.Employee from diverse communities such as African-American female managers may have to work harder than Australian male manager owing to the biasness in performance appraisal. There ar e some firms such as seven-Eleven that manipulated the performance appraisal scores of the employees to reduce the rewards. Women mostly received low scoring than men and led to job dissatisfaction. Women rejoining after maternity leave were expected less productivity than men. They had poor flexibility in working. It affected their acceptance in workplace and income equality. Exploitation of the black or ethnic minority women was evident from the cost benefit analysis. It is attributed to the managers attitude towards equal opportunity. It implies for fairness and AA edicts in managing gender discrimination (Sharma, 2016). Recommendations- Practical solutions HRD can overcome this issue by initiating gender-focused HR management. There are mediating effects of the gender diversity. Gender-diverse workforce results from the human resource policies and practices that is gender-focused. It has great impact on the management as well as non-management levels. At the non management levels the gender diversity leads to higher productivity and higher market performance. A firm engaged in gender-focussed HR practices is the signal that it values gender- diversity. Such workforce gives competitive advantage. Hence, this implies for practical implications (Ali, 2016). HR managers can eliminate the pay disparities by determining the level of knowledge of each employee and the value they add to the organisation. HR managers should ensure that the job offers are not based on what an employee earned previously and maintain the internal equity (Meijerink et al., 2016). Correll (2017) suggested that promotions and biases should be bias free and ensure equitable development of talent. Both women and men with similar qualifications should be proportionately assigned to jobs that have better promotions opportunities. Both should be recommended for opportunities such as management training to increase skills that can impact the advancement. HR managers should give similar opportunities to both genders including bonuses, add-ons and similar increases. According to Tam (2017) HRD should perform an annual pay equity analysis at the time of merit increase. It will ensure that the pay is based on market value, last three performance ratings, past experience, and others factors. It is the duty of the HR to adjust the pay of the employee as per the projected pay. Bonuses should be given based on the annually established goals. Both the managers and HR partners should set the realistic goals. They must engage in open discussion with the employees if one demographic is getting too less. The mangers should be accountable for the development of the team members. The compensation should be transparent; it means that there should be clear formula determining the pay increases along with the pay range. This strategy helps provide a rationale and dispel the misconceptions. It is recommended by the, Australias Workplace Gender Equality Agencythat the HRD practice need to be explicit about the person responsible for equitable pay. Every organisation should have a remuneration review committee to recognise the discrepancies in pay equity. Accountability includes roles and responsibilities of the HR managers in the remuneration process. A company having competitive edge means it has level paying field. It helps to get largest segment of top talent. Strategic HR management should focus on promoting the flexible working, focus on measurement, promote female leadership, and eliminate the salary negotiation. There is a need of quick fix solution to address the gender pay gap. HR together with manager should consider the where the employees are heading towards (Javidmehr Ebrahimpour, 2015). Conclusion It can be concluded from the above discussion that HR is not doing enough to address the gender inequality. The factors that contributed towards the gender inequality in workplace in Australia as per the literature are capitalist system, patriarchy, stereotyping attitude by HRM, and prejudice. The other factors include lack of cross cultural skills, capability approach, biased performance appraisal system by HRM. The challenges faced by the women as a cause of these factors are gender pay gap, lack of flexible working environment, misevaluation of their capabilities during performance appraisal and hiring biases. Based on literature, gender-focused HRM practices are recommended. It is recommended to HRD to overcome the gender inequality by performing an annual pay equity analysis, focussing on promoting flexible working hours and, female leadership, and eliminating the salary negotiation. References Ali, M. (2016). Impact of gender-focused human resource management on performance: The mediating effects of gender diversity.Australian Journal of Management,41(2), 376-397. Bryson, V. (2016).Feminist political theory. Palgrave Macmillan. Carter, B. (2014).Capitalism, Class Conflict and the New Middle Class (RLE Social Theory). Routledge. Cassells, R., Duncan, A. S., Ong, R. (2017).Gender equity insights 2017: Inside Australias gender pay gap(No. GE02). Bankwest Curtin Economics Centre (BCEC), Curtin Business School. Correll, S. J. (2017). SWS 2016 Feminist Lecture: Reducing Gender Biases In Modern Workplaces: A Small Wins Approach to Organizational Change.Gender Society,31(6), 725-750. Hilton, J. (2018).Is HR doing enough to address gender inequality?.www.hcamag.com. Retrieved 4 February 2018, from https://www.hcamag.com/hr-business-review/leadership-development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Javidmehr, M., Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences.International Journal of Organizational Leadership,4(3), 286. Kahn, L. M. (2015). Wage compression and the gender pay gap.IZA World of Labor. Kulik, C. T. (2014). Working below and above the line: the researchpractice gap in diversity management.Human Resource Management Journal,24(2), 129-144. Meijerink, J. G., Bondarouk, T., Lepak, D. P. (2016). Employees as active consumers of HRM: Linking employees HRM competences with their perceptions of HRM service value.Human resource management,55(2), 219-240. Ochsenfeld, F. (2014). Why do womens fields of study pay less? A test of devaluation, human capital, and gender role theory.European Sociological Review,30(4), 536-548. Rees, G., Smith, P. (Eds.). (2017).Strategic human resource management: An international perspective. Sage. Sharma, A. (2016). Managing diversity and equality in the workplace.Cogent Business Management,3(1), 1212682. Tam, P. T. (2017). Determinants affecting human resource development of small and medium enterprises in Dong Nai province.Social Science Learning Education Journal,2(01). Whatmore, S. (2016).Farming women: Gender, work and family enterprise. Springer.

The Functions Of Community Mental Health Social Work Essay Essay Example

The Functions Of Community Mental Health Social Work Essay Essay This bureau study will concentrate upon the intent and maps of a Community Mental Health Team ( Older People ) ( CMHT ( OP ) ) . It will research the responsibilities and duties of the squad, trying to analyze the CMHT ( OP ) part to run intoing the demands of their service users. Outline of the Agency. Based in the north-east of England, this CMHT ( OP ) is one of five vicinity squads, who are portion of a model lending to the proviso of specialist mental wellness services for older people, within this distinguishable geographical country. Basically, a multidisciplinary squad supplying intervention and support for older people with complex and/or long term mental wellness jobs and their carers within the community, directed through an appraisal of demands upon referral. The squad consists of three community psychiatric nurses ( CPNs ) , two societal workers and societal work helper, who carryout such appraisals of demands under the way of the Care Programme Approach ( CPA ) and Single Assessment Process ( SAP ) . Whilst, an occupational healer ( OT ) and an occupational therapy helper ( OTA ) utilise the appraisal procedure to back up in the proviso of specialist equipment to ease rehabilitation. The support worker helps the service user with practical demands in order to back up t heir recovery. We will write a custom essay sample on The Functions Of Community Mental Health Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Functions Of Community Mental Health Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Functions Of Community Mental Health Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A Principal Social Worker is straight responsible for the direction of the societal work staff and they are in bend accountable to the Local Authority s ( LA ) Community Partnership Manager. The CPNs and back up worker are managed by a Team Manager, who is accountable to a Clinical Services Manager from the NHS Foundation Trust. Both the OT and OTA are managed by a Principal Occupational Therapist whom is accountable to an Assistant Commissioning Services Manager from the NHS Foundation Trust. For the intent of this study, it is of import to clear up that the relationship that appears to be between the LA and NHS Foundation Trust is based chiefly upon the joint commissioning of services. The operation of the CMHT ( OP ) is such that the wellness and societal attention professionals who compose the squad operate from the same base, nevertheless, the services they deliver run aboard one another but are non genuinely integrated , as in the entirety depicted by Lingard and Milne ( 2004 ) . Agency Provision within the Policy and Legislative Context. In recent old ages, the demands of older people with mental wellness jobs have been comparatively neglected with support and resources afforded to the spheres of Mental Health and Older Peoples, insufficiently achieving to the alone demands of this group ( Audit Commission, 2002 ; Marshall and Tibbs, 2006 ) . A permissive legislative model nowadayss in run intoing the demands of older people, so, merely those with the most advanced demands appear to profit, with no specific support towards the demands of older people with mental wellness jobs. Yet, the hopes of righting this balance have been set against a background of current policy that strives towards raising criterions, equity, authorization, societal inclusion, bar and partnership ( Department of Health 1998 ; HM Government, 2007 ) . While such rhetoric agreements with the intrinsic beliefs that permeate the value base of societal work ( BASW, 2002 ) , the world of the clime in which they intersect nowadayss an wholly contradic tory discourse in mundane societal work pattern, as will be farther discussed in this study. Notably, the huge array of policy tendencies and statute law which guides the CMHT ( OP ) is founded upon the rule of seamless attention . Basically, supported through wellness and societal attention professionals working together to enable people to populate independently within the community, as outlined within the NHS and Community Care Act ( NHSCCA ) ( 1990 ) . Indeed, the policy jussive mood of integrating between wellness and societal attention was furthermore established with the debut of the National Service Frameworks for Older Peoples ( NSFOP ) ( Department of Health, 2001 ) . Standard 7 of the NSFOP kind to guarantee that older people with mental wellness jobs could entree integrated services for mental wellness which were efficient and effectual in their bringing. Supplemented further through the debut of the SAP, whereby, older people s wellness and societal attention demands were to be responded to in a well reasoned, efficient mode avoiding unneeded duplicate of appra isals from other professionals ( LAC ( 2002 ) 1 ) . At roundabout the same clip as SAP was being introduced, the modernization of the CPA was besides happening with precise mention to the effectual attention co-ordination of the demands of older people with mental wellness jobs ( Department of Health, 1999 ) . Agency policies and processs are a direct reading of such counsel and are farther underpinned by the rules of the Human Rights Act ( 1998 ) and Data Protection Act ( 1998 ) . Further still, the squad must guarantee that older people with mental wellness jobs receive the attention and intervention they need for their ain wellness or safety and for the protection of other people ( Mental Health Act, 1983 ) . Conversely, it is necessary to follow with the Mental Capacity Act ( 2005 ) , determining that the individual has mental capacity ; nevertheless, it should be presumed that the individual does so unless otherwise called into inquiry. Upon referral the squad is duty edge to supply and an appraisal of the service user s demands under the NHSCCA ( 1990 ) . The point of referral, service user s demands and history, find whether or non the appraisal is based upon the SAP or CPA ( Department of Health, 2004 ) . Even though, policy counsel is in topographic point to turn to the troubles of the interface between these two appraisals procedures ( Department of Health, 1999 ; Department of Health, 2004 ) , research suggests that it has proved vastly debatable with much duplicate across their boundaries ( Hughes et al, 2001 ) . Intelligibly, a deficiency of comprehension around the application of these tools has lead to uncertainness of professional functions and duties doing defeat and confusion to service users and their carers likewise, as they can be left experiencing that their positions are non readily being listened to ( Care Services Improvement Partnership, 2005 ) . Assessed service users demands must run into with certain eligibility standards, prior to being allocated a service. This is based upon clinical eligibility for wellness co-workers and societal attention co-workers are bound by the Fair Access to Care Services counsel ( FACS ) ( LAC ( 2002 ) 13 ) . FACS counsel sought to develop a more just distribution of services by spliting eligibility into four sets. An single whose demands fall in moderate or low stria will be re-directed through signposting to other services. Upon run intoing the significant or critical sets, a service user will undergo a fiscal appraisal to find their part to service proviso and a attention bundle will be devised to run into their identified demands. The efficaciousness of FACS can be seen as a combative issue, peculiarly in the field of mental wellness service proviso. Recent research by Huxley et Al ( 2008 ) suggests that the incompatibility and confusion around the application of FACS by professionals has resulted in reenforcing a turning separation between the subjects of wellness and societal attention within CMHTs. Soon, the LA steering the operation of the societal attention staff within the CMHT ( OP ) is undergoing a immense restructuring of its services. The Personalisation Agenda and greater integrating between wellness and societal attention is the driving force behind this. It will see personal budgets to be the pillar of service proviso, how successful they will be in run intoing the demands of older people with mental wellness jobs will stay to be seen. I predict that unless there are extra resources targeted towards handiness for this group, uptake will be slow, as in that displayed by Direct Payments ( Department of Health, 2005 ) . Service Users and Their Needs. Service users inhabit what can be categorised as a preponderantly rural country made up of little towns. It is of import to observe this CMHT ( OP ) is runing within the boundaries of a LA identified as one of the most economically deprived in England ( Index of Deprivation, 2007 cited in LA and NHS Trusts, 2009 ) . Appreciably, this service user group is likely to be more exposed to the impact of poorness and societal exclusion which correlates straight with increasing mental wellness jobs. Recognition of such factors coupled with a service user s alone history, should let the context of the service user to be more accurately understood and their demands met. Hence, the CMHT ( OP ) presenting on the person-centred attention so aspired to by the NSFOP ( Department of Health, 2001 ) , and back uping the societal worker value to esteem human self-respect and worth, in peculiar with respect to guaranting that service users and carers participate in decision-making procedures ( British Association of Social Workers, 2002 ) . This CMHT ( OP ) works with people over the age of 65 with a important mental wellness job and those under 65 with a cognitive damage ( early onset dementedness ) life within their boundaries, who appear to be in demand of community attention and/or wellness service proviso. As this is a specialist service for older people, the squad does know apart on the footing of age, though non on gender, ethnicity or faith. However, the construct of category is unfastened to challenge ; if we refer to an person s ability to pay for services, demoing how indirect favoritism may inadvertently happen. Frequently, referrals come straight from GP patterns that are aligned to the CMHT ( OP ) ; internal referrals made from other LA societal services squads or as a consequence of an single petition. The squad besides receives referrals from community infirmaries, whereby, it is perceived that patients will necessitate community attention services upon discharge as laid out by the Community Care ( Delayed Discharges ) Act 2003 ( s2 ) . Similarly, in instances where the patient is due for discharge after being detained under Section 4 of the Mental Health Act ( 1983 ) ( MHA 1983 ) , whilst support duties are located with the NHS, a referral will be made to the squad to run into their responsibility of supplying such services under Section 117 ( MHA 1983 ) . Whilst, funding agreements for service proviso under Section 117 ( MHA 1983 ) mean that services are provided free at the point of bringing to such service users, so, this is non the instance for most societal attention proviso. Obviously, funding agreements for such societal attention services are a important concern for service users and their carers, as they are normally capable to a agencies tested fiscal appraisal. Upon finding a service user s part it may do some people to worsen services, particularly those on the borders of eligibility, even when an evident demand exists ( Marshall and Tibbs, 2006 ) . At this point as a societal worker, confined to the worlds of the structural restraints of the bureau, we should oppugn out ability to keep the values of anti-discriminatory pattern ( Thompson, 2006 ) . We would necessitate to see whether we would merely accept the restraints that we were working within, rationalizing that we would be run intoing some demands and keeping some de gree of effectivity. Otherwise, should we dispute the system and advocator for services on behalf of the service user, concomitantly seeking resoluteness of their demands through any gettable step. Obviously, the latter affords more congruity with our societal work values but it does non truly history for the capacity of an single societal worker to contradict wider affairs of resource allotment and handiness, frequently, beyond their control ( Trevithick, 2005 ) . Partnership. Integration of wellness and societal services was made possible through the flexiblenesss of the Health Act ( 1999 ) ( s31 ) , subsequently replaced by the NHS Act ( 2006 ) ( s75 ) , through the undermentioned steps: Lead commissioning Pooled budgets Integrated proviso These possibilities enabled the formation of the CMHT ( OP ) . Although, joint commissioning has been the preferable endeavor of these spouses and their degree of incorporate proviso is besides questionable. It is of import to place the collaborative relationships which exist with the CMHT ( OP ) and other services ( see Appendix 1 ) . Services and their employees may convey their ain dockets or values which can do clash within and around the interactions between such services. Ultimately, they should be working to run into the demands of their service users to the best of their capablenesss ; unluckily this is non ever the instance. Partnership with service users and their carers is profoundly embedded within the operation of the CMHT ( OP ) . The CMHT ( OP ) collates service user feedback through the usage of questionnaires, studies, meetings and ailments processs that they have in topographic point. However, the success of these tools in regulating alteration in the bringing of services is dependent upon service user and carer consciousness of their possible impact. Frontline employees, who are the chief point of contact for most service users, need to be to the full committed and endeavour towards the publicity of constructive feedback. This is an of import portion of the societal work function given their value base and the duties they have towards service users ( BASW, 2002 ) . Agency Activity: Theories and Methods Within the bureau assorted elements of theories and methods are employed, tailored towards a better apprehension of the service user s state of affairs, the troubles encountered and the context in which they occur. One theoretical position used by the CMHT ( OP ) is based upon the work of Carl Rogers. Roger s relationship-based position ( 1961 ) sought to set up that behind the labels created by society people have their ain strengths and capablenesss ; nevertheless, this can merely be amplified through reliable contact, communicating and relationships. Kitwood ( 1997 ) concurred with such thought and proposed a person-centred attack to the attention of people with dementedness ( Kitwood, 1997 as cited in Jacoby et Al, 2008 ) , enabling the curative relationship to be used as a tool to emancipate the service user s capableness. Kitwood suggested that through person-centred attention people with dementedness were non reduced to the restrictions of dementedness but did in fact enjoy a better quality of life from acknowledgment of their alone personhood ( Kitwood, 1997 cited in Jacoby et Al, 2008 ) . Within the CMHT ( OP ) , societal workers use the relationship to follow an individualized attack to measuring and run intoing the demands of the individual with dementedness, the empowering nature of such an attack agreements with the societal work values of human self-respect and worth ( BASW, 2002 ) . Within the attention program, they support the individual to stay every bit independent as possible but with respect given to run intoing the demands of the individual s disablement as required. The CMHT ( OP ) may set about a task-centred attack to actuate alteration within a relationship-based position. The benefits are such that it is short-run, time-limited, seeking further to heighten the capablenesss of the service user through job resolution in partnership with the practician ( Trevithick, 2005 ) . Research suggests that there are benefits to following this attack with older people, whereby, ends directed at resources that enable the individual to stay within their ain place improve their quality of life ( Challis and Davies, 1989 in Coulshed and Orme, 1998 ) . Crisis theory is employed within the CMHT ( OP ) , when a service user is faced with the trouble imposed by such an event. Distress in otherwise stable fortunes is the definition given to crisis, being that a individual may experience unable to get by because of such alteration ( Chui and Ford, 2000 in Stepney and Ford, 2000 ) . Within this, it is believed that the individual meeting the crisis has the competency for problem-solving but at this precise clip they do non hold the capacity for call uping such operation, at this point the societal worker intervenes. Crisis intercession, ab initio, struggles with our societal work value base as it can be seen to be intrusive and oppressive through application ( Lishman, 2007 ) . Payne ( 2005 ) criticises this intercession for being excessively brief, avoiding the venue of long-run jobs and social unfairnesss. This is important given the multiple subjugations that older people with mental wellness jobs are obviously still sing within socie ty ( Brooker, 2008 in Jacoby et Al, 2008 ) . Appropriately, the CMHT ( OP ) appreciates this point and is able to understand the service user s place through an ecological position. By working in partnership with service users, societal workers seek to analyze the structural disadvantage faced by older people with mental wellness jobs and see the wider societal support webs that could be harnessed for their benefit ( Jack and Jack, 2000 in Stepney and Ford, 2000 ) . This meets with the societal work value of advancing societal justness ( BASW, 2002 ) . Measuring the Agency. The squad may transport the rubric CMHT ( OP ) and be runing under a multi-disciplinary, interagency formation but the degree of operation and integrating is badly compromised by the clear divisions bing at both a managerial and operational degree. Evidence suggests that such weaknesss are common amongst such squads ( Audit Commission, 2002 ; Lingard A ; Milne, 2004 ) . A recent survey undertaken by Tucker et Al ( 2009 ) further emphasised that, frequently, societal work staff were non managed by a individual lead for the CMHT ( OP ) , nor did they use the same certification for appraisals as their wellness co-workers. Opportunities to advance joint working were progressively exacerbated by the mutual exclusiveness of IT systems within the squad for sharing information and the absence of an in agreement operational policy for the squad, such incongruousness resonates within this CMHT ( OP ) . Staff within the squad effort to countervail such troubles by furthering good working deali ngss with their fellow co-workers and informally sharing information where IT system restrict entree, whilst still adhering to policies around consent for sharing information. Given the structural lacks of the CMHT ( OP ) , so, we should non undervalue the important degree of support and committedness provided by the professionals within the squad. Neither should we disregard the value this service holds for service users and their carers. One service user commented that we d be lost without [ the societal worker and service ] and we did nt cognize if there was any aid out at that place but [ mentioning to the societal worker ] pointed us in the right way . The CMHT ( OP ) undertakes a batch of valuable preventive work with respects to early sensing and attach toing support for service users and their carers, which proves good in footings of consistence of attention, as an person s illness develops. Unfortunately, the model pattern and benefits of the service are lost in the LA s unequal appraisal of the societal work part. Given that public presentation information associating to work undertaken for older people with mental wellness jobs is non avail able individually as it is included in the information for all older people aged 65 old ages and over ( LA and NHS Trusts, 2009 ) . Decision. Presently, the proposals of a joint scheme for the commissioning of services for older people with mental wellness is doing major service reconfiguration with the purpose of better functioning the demands of the country. This program is seeing the move of this CMHT ( OP ) from its current site to another some 11 stat mis off, at the terminal of this fiscal twelvemonth, 2009/10. Whilst, I can appreciate the demand for reconstituting I can non understand how the demands of this vicinity will be better met by professionals who have to pass more clip going to make them. Surely, it would be better to aim resources at a managerial and operational degree, seeking better communicating between the directors of the squad, so to cut down the sum of duplicate taking topographic point and the cost deduction from this. Futile as this may be, if the issues around the appraisal procedure remain unsolved, but it may be deserving trusting that the recent audience around the possibilities of a Common A ssessment Framework for Adults ( Department of Health, 2009 ) , will travel some manner towards rectifying such jobs.

The Differences Between The Rebels essays

The Differences Between The Rebels essays The Catcher In The Rye, and Rebel Without A Cause were two very distinct stories, with the same meaning. In this, they have many differences, yet also many similarities. Jimmie in the Rebel Without a Cause had a family that was trying to be a part of his life, while Holden, from The Catcher In The Rye, had a family that shipped him off to different schools whenever he messed up, and were never really there for him. They both felt their families did not understand them. Holden and Jimmie had very different environments, yet some what alike backgrounds. In The Rebel Without a Cause, Jimmie had moved from town to town with his family, because of problems he had. His family thought they could run away from the reality that he needed help. They tried to stick by him when he was in trouble, but he usually pushed away from them. Unlike Holden's family, who felt that pushing him farther away would be better for him and themselves. Holden needed his family, the farther away he was, the more phoney he thought them to be. Holden got kicked out of every high school he went to, yet they still continued to ship him off over and over. His parents were never there for him, unlike Jimmies, who were smothering him. Although Jimmies family offered him the love and support he needed, Jimmie continued to screw up and just get angrier. Jimmie saw what was going on in his household, and he did not like it. The father never stood up for himself, and Jimmie knew that they did not understand him. As for Holden, he was never around for the parents to get the chance to know him. A clear example of this, is when Holden's mother sends him a pair of ice skates he really wanted. Holden notices that they are the wrong kind, he told his mother specifically which kind he wanted, yet she still got him the wrong kind. From that, he knew that his parents didn't understand him. Holden had a background of flunking school, and not caring about things. One of the ...

Can We Do We Should We essays

Can We Do We Should We essays Can we, do we, and should we legislate morality is a question that rings in the ears of many Americans. It seems that there are more factors, conditions and answers to this frequently asked question than the common person is willing to consider. Lets attempt to take the best ideas from the top scholars on the issue. In order to answer the questions presented, one must fully understand the idea of morality and what it means to legislate it. What is morality? According to Webster, morality is A doctrine or system of moral conduct: or particular moral principles or rules of conduct: or conformity to ideals of human conduct. This definition leaves much to be answered, such as: Who sets up this system? Is it relative to ones personal preferences? And can morality be forced on an individual? To further understand morality let us discuss it in more detail. Is morality relative? What laws would be considered laws of morality? Can a democratic country consider morality while writing laws? To deal with the question of relativism we will turn to the writings of Dr. Stephen Schwarz, who is a medical doctor and a writer for Ohio Life, a non-profit pro-life organization. While responding to the idea that people should not impose their morality on others Dr, Schwarz replied, The morality of not raping, and of not murdering a fellow human being is not my morality or our morality but morality itself. This implies that there is an absolute morality, m aybe we are not capable of achieving it, but it seems that the gray area between white and black is not as large as most would hope. Now on to the next question of: What exactly constitutes morality? We have already discussed that morality is not relative and at some point becomes absolute. C.S. Lewis gives an in-depth analyzes of morality in his book Mere Christianity he talks about morality being the deciding factor between ...

Gender and Surrealism Essay Example | Topics and Well Written Essays - 2750 words

Gender and Surrealism - Essay Example The paper "Gender and Surrealism" analyzes surrealism art in the context of gender. It would equally be necessary to indicate that surrealism had emanated as a movement, which encompassed both literature and art, and had flourished in Europe in between the first and Second World War. It should clearly be noted that surrealism, as many believe, is not a negation theory, but a positive expression through different literature and art, that support certain positive attributes in the society. It depicted directly the scenario as it was in the post world war Europe, where politics and culture had enjoyed great dominance. In the early 1900, surrealists had a dear tendency to shape constructions to relay and depict sexuality and gender, and to be more specific, masculinity. Many feminist personalities by then had forged criticism on the surrealist approaches of gender, where the woman’s body had been deemed to be of symptomatic of the man misogyny. The man, during that time, was seen to have great influence on how the woman thought about him, considering the man had been integrated fully in the vision to bring peace during and after the World War I. The feminists continue to criticize surrealism, insisting that it was meant to be a male movement and fellowship. This is amidst the celebration of women surrealists such as Dorothea Tunning and Leonora Carrington, who liven between 1971 and 2011. The critics have been on the basis that the movement has continuously pioneered negative attributes relating to women.