Discussion Of Strategic Human Resources Management

Discussion Of Strategic Human Resources Management In this particular task we will discuss the Strategic Human Resource Management. What it is, what is the importance of SHRM in the modern business, purpose and the contribution of SHRM in the business. With the increased global competition and the innovation of new technology and knowledge ,human resource management became the most critical function of organisation. Therefore, the workforce which was considered as resources became assets and are valuable for gaining competitive advantage for organisation. HRM helps organisation in aligning individual goals and objectives with the corporate goals and objectives, and rather than working as dictator HRM works as facilitator and promotes participative approach of workforce. In short, the SHRM focuses on the efficient and effective management of people in achieving the organizations vision or purpose. Conceptually, the SHRM goes beyond a set of coordination functions and activities of an organizations human resources. One of the fundamental ideas underlying the SHRM theory is that the organization can create a strategic fit or synergy between its HR strategies and organizational strategies. In other words, the organization should be able to side with its HR strategies and policies with whatever their organization might exist for. SHRM if designed carefully can become the driving force for organizational success. For, it is the HR that stands in the key position to influence growth and development of any organization. Variables such as customers and stakeholders, the quality of products or services, revenues or development outcomes are greatly determined by HR strategies and polices. Definition of SHRM Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. [ezinearticles.com,2010] Task 1.1 Importance of SHRM With the hard core competition and the tough market conditions it is getting hard for the organisations to survive in the market .organisation have to develop themselves in such a way that they can survive and gain competetive advantage over its competitors.this is where shrm comes into picture as SHRM helps in the long term planning of the business.SHRM is a proactive management of people. It is a two way process where organisation meeting need of people and employees meeting needs of organisation SHRM helps in aligning individual goals with that of organisational goals and objectives by developing the skills of the employees by training and motivating employees. SHRM have provided new dimension for training and development by encouraging and facilitating innovation and creativity. Employees are motivated by enriching their work experience . Instead of the performance Appraisal s performance and talent management have taken place. Strategic Human Resource Management blurs the distinction between a specialized Human Resource Management function and core operational activity, SHRM Aims to achieve strategic fit by integrating Hr strategies and business strategies vertically. {Adopted from: People management} DESTS Strategic Human Resource Management Framework According to survey in 2007 by Australian government a DEST Strategic Human Resource Management Framework is designed which explains the development of the department which shows to retain talented people in challenging environment department is introducing new and innovative strategies while delivering fundamental human resource services like the salaries, payroll and recruitment. A strong emphasis on leadership is used as a key strategic element to help and support for department people. the department has built and maintained a creative and engaged workforce able to deliver the growing and diverse education, science and training agenda. {Adopted from: Curtin.edu,2011} This diagram illustrates the HRM function factor are the specific factors that influence the compatability of HR practices ,while firm level factors are analysed as major determinants for matching hr activities with strategy.personal factors which embrace the capabilities of both employees and manager are identified as common determinants for both horizontal and vertical fit. Task 1.2 Purpose of SHRM The aim of SHRM is to ensure that the strategic decisions are made having a major long-term impact on the behaviour and success of the organisation by ensuring that the employees of the organisation are skilled, motivated and highly committed to achieve the organisational goals and also attain the competitive advantage against other rivals. Some of the SHRM activities are listed as below: Resourcing:SHRM main activity is to have right people to do the right job at the rightime.Main emphasis is laid on the efficiency and effectiveness of staff.resourcing is a process and pay.which have planning,recruitment, selection ,induction. Retention: once the staff is hired emphasis is laid on the retention of staff by providing them necessary training and development, by motivating them, by providing them job security ,job enlargement and using the reward management like the the performance related pay. Flexibility: employees are provided with the flxibilty of work life balance, getting job done from home, like the part tiome jobs for students and mums and the maternity or the paternity holidays and the sick holidays to retain staff. Therefore the purpose of the shrm is to deploy right people for the right task and look after the flexibilty and training and development of employees.The purpose of Shrm can only be achieved by proper planning and implementation. Task 1.3 Contribution of SHRM In todays economy the HRM plays an important role in achieving the main objective of the organization. it has lot to contribute as the policies of the organization is set by the Human resource management jointly with the approval of the senior level management hence a lot is depend on the contribution of SHRM in the organization .For any HRM to make positive contribution to the organizational achievements it is necessary that the HRM should know the business ,the core competencies and their competitive advantage along with expectations of the organization and their customers .there is a need to evaluate key drivers in the business performance . This will help the HRM in formatting the stratergic according to the need of the organization .the organizations mission and vision is the key factor For example if the organization is a Fast Food Industry where generally the vision is customer centric, customer satisfaction and the value of time. All these requires a well trained workforce usually available for the job to be done on time hence improving quality of work-life can have a substantial impact by reducing errors accidents, reducing absenteeism turnover, and improving productivity customer service. Thus contribution of the strategic human resource management in todays economy and style of business can makes substantial impact to the objectives of the organization and thus in turn participate in helping the business of the company to grow to higher limits. SHRM contribute to the paradigm of the business.Shrm provides a value added core responsibility of HRM. HR Planning: The ongoing process of systematic planning to achieve optimum use of an organizations most valuable asset its human resources.(investopedia,2011) Hr Planning assist organisations to recruit ,retain and optimize the deployment of the personnel need ed to meet the business objectives and to respond to the external environment.The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply. This may include the development of training and retraining strategies.(bnet,2011) Utility of Human Resource Planning in an unstable econonmic environment can be stated as follow: Employee Maintainence: Tha administration and monitoring of workplace.Safety ,Health and welfare policiesto retain competent staff and comply with the statuatory standards and regulations.Employee Maintainence gives access to the employee data in regard to the personal and workplace information. Performance Management:Accordng to Armstrong and baron -Performance Management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. Performance Management should be Strategic- About broader issues and long term goals and the Integrated -which links with the various aspects of the business ,people Management and individuals and teams. Peformance Management helps in the performance improvement and development of the individuals,teams and overall organisation.it also helps in managing behaviour iensuring that every there is better working conditions within the organisation.Performance mangament is a continuous process .Business starts of with the corporate goals and the departmental goals followed by the agreement on performance and development, leading to the development of plans betweenindividual and managers with continouous monitoring and feedback supported by formal reviews. Managers play aa important role in the performance management as they define individual behaviours ang assign duties and responsibilities and inform individuals about their accountibilities. Performance management is continuous improvement of the business processess, skills and behaviour of individuals and groups. Long Term Consequences: HR Planning main purpose is to recrit, retrain , optimise and deploy people.But HR is also responisble ethically to individuals working for the organisations.Ii has its responsibity towards individual for devolping their skills by providing them training .Training should lead the organisational effectiveness. HR is responsible towards the society for its well being following the ethical issues and the corporate governance.HR policies should be ethical and complaying with the laws. Because of the unstable Economic Environment large number of efforts are needed by the organisation sto sustain.Most of the organisations are trying to elimainate wastage like redundacy to get rid of the people who are not doing their job properly, Multitasking is pervailing and companieis are investing only on those employess who are capable and competent of multi tasking to assess sustainability. Hiring and training of new staff need lot of expenditure so companies is trying to train the staff internally from within the organisation. Task 2.1 Business Factors that underpin Human Resource Planning In an Organisation. Different business facors that underpin the Human Resource Planning in an organisation can be stated as follow: Competetive advantage: Human Resources within the organisations are treated as assets than capital.Having the Capable and Competent workforce than the competitor provides a competetive edge to organisation over the rivals. Talent management: Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation-critical roles.(cipd,2011) From Business perspectives hiring those people who have the right skills that will be helpful to the organisation. Labour Market: HR Planning is affected by the labour Market which deals with the demand and supply of the skilled and unskilled workforce available in the market. Due to the Unstable economic Conditions their is to much of supply and less demand for the workforce . Strategy of the Organisation: Depending on the Strategy of the Business if they are the having a leader plan or the survival plan Hr will recruit and train staff. Finance: Heavy investment is needed in recruiting ,training and retaining staff . Different levels of management have Different raes of remuneration.According to the Finances Available to the HR Department Recriument or Training of workforce is done. Expansion or growth: Expansion or growth requires recriument and promoting of the workforce. Law: HR policies and planning has to abide by the law .Law relating to the women working, pay, holidays or the ethical issues. Internal /External Environment: Environment affect the operations and the working of the orgaistions. As the market is turbulent therefore the Hr planning is affected by the economeic conditions . Organisational need : Depending upon the structure or the culture of the organisation HR act . To provide flexibilty there can be number of part timers within the organisation. Apart from these factors HR planning is also affected by the mission and purpose of the organisation and the resource planning of the organisation. Task 2.2 HR Requirement in a given situation In a given situation HR requirement is about the workforce analysis.HR main job is to have right number of people with the right skill available for the job. Any training and development required is also analysed by the HR.HR estimates the cost of training and development. It is the responisibity of the HR to retain the staff.Basically HR is involved in all the activities related to the human resources such as recuiting,selecting, training, retaining . Task 2.3 Develop a HR Plan For an organization Organizational objectives are defined by the top management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resources.   HR Demand Forecast: Helps in estimating future quantity and quality of people required. There are several good reasons to conduct demand forecasting Quantify the jobs necessary for producing a given number of goods Determine what staff-mix is required Asses appropriate staffing levels in different parts of the organization Prevent shortages of people Monitor compliance with legal requirements with regard to reservation of jobs HR Supply Forecast: Supply forecasting measure the number of people likely to be available from within and outside an organisation .Reasons for supply forecast are: Helps quantify number of people and positions expected to be available Helps clarify staff mixes that will exist in the future Assess existing staff levels in different parts of the organization Prevents shortage of people Monitors expected future compliance with legal requirements of job reservations HR Programming Once an organizations personnel and supply are forecast, the two must be reconciled or balanced in order that vacancies can be filled by the right employees at the right time. HR Plan Implementation Implementation requires converting an HR plan into action. A series of action programmes are initiated as apart of HR plan implementation. Recruitment, Selection and Placement- after the job vacancies are known, efforts must be made to identify sources and search for suitable candidates. The selection programme should be professionally designed. Training and development- The training and development programme should cover the number of trainees required and programmes necessary for existing staff Retraining and Redeployment- new skills are to be imparted to existing staff when technology changes. Retention plan- retention plan covers actions which would help reduce avoidable separations of employees. Downsizing- where there is surplus employee, trimming of labour force will be necessary Control and Evaluation Control and evaluation represents the fifth and the final stage of hrp process. It should also clarify responsibilities for implementation and control, and establish reporting procedures, which will enable achievements to be monitored against the plan. Task 2.4 Critically evaluate how a human resource plan can contribute to meeting an organisations objectives: Human Resource Planning plan for the optimum use of its human resources. HR planning therefore deals with having right people for right job at the right time. Therfore Hr is responible for fulfilling the organisational objective. Making best use of people: HR is responsible for hiring right people for the right job. Proper utilization of the capabilities of the individuals help the organisation to achieve its goal. Planning for the surplus and shortage of staff: HR plans helps the organisation about the skill and unskill labour market . If there is excess of staff then staff is made redundant or the early retirements are given to employees .but if the staff is in shortage than than the staff is hired or trained from within . Multiskilling is practised by the organisation. It is the responsibilty of the Hr to have right number of staff for the right job. Efficient utilization of people: Hr helps in the effective and efficient use of the workforce Hr helps the organisation to be cost effective by providing employees with the job rotation, job enlargement and job enrichment.Employees tend to acquire more skills by this. Succession Planning:Wendy Hirsh defines succession planning as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having longer-term potential (long-term successors). Therefore Hr defines the right candidate to be promoted for the right post. Recriument of Efficient Staff: Talent Management is in practice which helps the organisation to gain competetive advantage over its competitors and finding the cabable and competent employee for the job. Creating a fit between the HR Strategies and business Strategy:HR need ritcto follow the policies which will help in the achievemnet of the business objectives.Strategies concerning recruiting, training, deployment and delayering should all be aliged with the business strategy to achieve business objectives. The Development and Retention of the Human resources:Beside recriument and training it is very essential for organisation to retain and develop the staff. Task 2.5 Explain the purpose of HR management policies in organisation Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce.(uslegal,2010) Rules and Norms: HR policy should follow the rules and norms and should comply with the law. Procedures- HR policies provides a clear idea about the procedures relating to the displinary. Support- HR policies provide support in regared to the working hours and the break timimngs etc. Displinary and greviaces-Policies relating to the greviances such as how the greviances by solved and what are the displinary measures and the misconduct and the gross misconduct. Performance Management: Performance management underlines the Hr policies about analysing and measuring the performance of individuals. These underline the probation time , appriasal and the reviews by the management. Employee Relations-HR policies provide support to employees in relation to any problem or information relating to the workplace. Reward Management : HR policies states the pay and remuneration of the employees and how the employees are paid . Task 2.6 Analyse the Impact of regulatory requirements on HR policies in an organisations Regulatory bodies have tremendous effect on the HR hence it is mandatory for the HR to keep the Law and regulatory authorities at priority before finalizing on HR Policies failing to do so would lead the organization into serious trouble with consequences up to heavy penalty and license being cancelled. There are a few of those policies No discrimination policy discrimination of any sort is a crime hence the HR follows the policy of no discrimination policy. Training is been given to employees on this topic which explain them what they can say or do. Equal opportunity policies where the Hr has to plan a structure to offer jobs for everyone irrespective on anything Economic : Hr sholud look after tax policies as well. Any Tax Evasion of wrong Income Shown leads to the unethical bahaviour .therefore HR policies should work ethically towards the government. Sexual or mental harassment policy: Hr takes a serious action against any employee breaking this policy Working HR Restriction policy: Hr Has to proved a contracted hours of job for immigrants that have work hour restriction for their job Social Corporate Responsibilty:it is HR responsibility to look after the welfare of the society or invest in the ecnomic infrastructure or creating jobs for the unemployed in the society. Adequate Resource and Training : HR policies should have proper measures for the training and development of workforce. Respect for employees: HR policies should support diversity in work cultures and the common law for respect for the employees and forbade the use of abusive language at work. Regular performance review: it is mandatory for the Comapnies to perform reviews of employees as it provide the idea of the working of employees. There are various policies and procedure that has to be implemented by the HR due to the legal restrictions of the government . Task 3.1 Impact of Organisational structure on HR: An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims (wikipedia,2010) An organisation s structure is presented as an organisational chart which shows how management is organised vertically with layers of hierarchy and horizontally by function, product or division.There are three main types of organisational structure: tall ,hierarchical,flat hierarchical and matrix.In the centralized structure decision making power is concentrated in the top layer of management and in the decentralised structure decision making power is distributed. HR do not have much power to exercise in the traditional structure but in regard of the decentralised Hr have rights and power to exercise. Hr helps in improving the communication between managers ,supervisors and employees.It helps in allocating the roles ,powerand responsibilities are delegated ,controlled and coordinated. Task 3.2 Impact of organization culture on HR: The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholdersHYPERLINK http://en.wikipedia.org/wiki/Stakeholder_(corporate) outside the organization.(wikipedia,2011) Role culture also known as the Greek temple ; classical structure, bureaucratic nature, roles more important that the people who fill them. Position power predominates and expert power tolerated. This culture serves the cause of structure.This type of culture is normally for the Army or the Home Office. Hr define the role properly for every individuals. Task culture also known as the Net; the focus is on completing the job. Individuals expertise and contribution are highly valued. Expert power predominates, but both personal and position power are important. The unifying force of the group is manifested in high levels of collaboration. NHS nurses and doctor are the examples of the tash culture.There is continouous training needed for the jobs. Person culture also known as a Cluster or Galaxy; a loose collection of individuals usually professionals sharing common facilities but pursuing own goals separately. Power is not really an issue, since members are experts in their own right. This type of culture serves the individual. Accountant,businessman are the examples.No hr is needed for the person culture as the individuals take their own decision and do not require any staff. Task 3.3 How effectiveness of HR is monitored:- Performance appraisal (PA) is one of the important components in the rational and systemic process of human resource management. The information obtained through performance appraisal provides foundations for recruiting and selecting new hires, training and development of existing staff, and motivating and maintaining a quality work force by adequately and properly rewarding their performance. There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data is used to reward high performance. The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data is used for training and development purposes.The effectiveness of HR can be monitored by auditing the following functions of the Human resources like Hiring Procedures/Recruitment/Interviewing:- the quality of the hiring procedure ,recruitment and the interviewing criteria Reference Checking Process :- To thoroughly check the reference provided by the employee New Employee Orientation Program:- the Quality of the orientation programmed for fresh employees Salary Reviews/Compensation Issues :- the Time Taken to provide solution to these issues Employee Benefits Programs :- Are these programmed Worth for the employees HR Policies and Procedures :- their Adherence quality Employee Handbook :- How well it is reviewed Job Descriptions for Key Positions:- if the employees know about their duties and responsibilities. Cross Training :- Quality of Checking if the training was worthy enough for the employee Skills Assessments : criteria to assess the skills of the employee Staff Mentoring : the degree or the quality of mentoring provided to the staff by the HR if situation arises where a staff needs mentoring (htr,2010) Task 3.4 Recommendation to improve the effectiveness of HRM Below are some recommendations Have a check on the composition of the audit team which audits the performance of the HR. have a member of HR in the team representing the HR Review the values and the Mission statements of the HR Review the effectiveness of the Hr policies in getting the polices adhere to the desired result KPIs ( Key performance indicators should be set for Hr functions and should be monitored performance monitoring for the implementation for the planning made by the HR in the next six months also implementation and proper execution of the trading or other activity assigned for the employees. The time or the period taken by the HR to solve or rectify or address a query shall also be monitored and their follow up for the same has to be made. Appointing a consultant to examine the HR of a given Company would be a better option Conclusion Human Resource Planning helps ,in selection,recruiting,training and appraising . HR department helps the organisation to gain competetive advantage over its competitor by selecting the employees with the right skill to do the right job. HR now a days is focussing more on the talent management.Concepts like psycological contract ,learning organisations are getting into practise to increase the efficiency and productivity of employees. Refrences: Inroduction of SHRM available[online] http://www.rim.edu.bt/Publication/Archive/rigphel/rigphel2/people_mgt.htm [accessed 24th January 2011] Image of organisational culture adopted [online]http://changeworksblog.com/category/viral-change-change-management/ accessed [14th January 2011] defination of personnel management available [online]http://www.businessdictionary.com/definition/personnel-management.html accessed[ 14th January 2011] HRM Available[online]http://humanresources.about.com/od/glossaryh/f/hr_management.htm [accessed 24th January 2011] Defination of SHRM avaliable [online]http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585id=549585 accessed [14th January 2010] HR Planning Available[online]http://www.bnet.com/topics/human+resource+planning accessed[24th January 2011] Image of HR Available [online] http://rphrm.curtin.edu.au/2006/issue2/strategic.html[Accessed 18th January 2011] HR Planning Available(online)http://www.investopedia.com/terms/h/human-resource-planning.asp [accessed 24th January 2011] Utility of HR Planning available[online]http://www.cipd.co.uk/subjects/perfmangmt/general/perfman.htm [accessed 24th January 2011] Talent Management Available[online]http://www.cipd.co.uk/subjects/recruitmen/general/talent-management.htm?IsSrchRes=1 [Accessed 25thJanuary 2011] Human Resource Policies Available[online] http://definitions.uslegal.com/h/human-resource-policies/ [Accessed 25th January 2011] Organisational structure Available[online]http://en.wikipedia.org/wiki/Organisational_structure [Accessed 25th January 2011] Defination of Organisational Culture Available[online] http://en.wikipedia.org/wiki/Organizational_culture [Accessed 25th January 2011] HR Effectiveness Available[online]http://www.htr.org/hrmanagement.asp [accessed25th January 2011] Doherty N.,Tyson S.,1999Human Resource Excellence.,Cranfield School of Mnagement.,Financial TimesManagement. Anthony P.W.et al.,1995.Strategic Human Resource Management,Dryden Press. Image of Evolution of SHRM available [online] http://www.brighthub.com/office/project-management/articles/77199.aspx?p=2 [accessed 18th January 2011] DEST Strategic Human Resource management Framework Available[online] http://www.annualreport2007.dest.gov.au/chapter_eight/people_management.htm [accessed 18th January 2011] Workforce planning Available[online] http://www.cciq.com.au/Business-Skills/Adult-Learning/What-training-is-right-for-your-business[ Accessed 19th January 2011]

The Childcare Act 2006 in Early Years Education

The Childcare Act 2006 in Early Years Education Unit 3: Building Positive Relationships Every child deserves a good start in life and support to fulfil their potential. Children develop quickly in the early years. A secure, safe and happy childhood is important in its own right. High quality early and pre-school learning, together, provide the foundation children need to make the most of their abilities and talents as they grow up. Childminders and childcare providers registered on the Early Years Register must meet the legal requirements set out in the Childcare Act 2006 and associated regulations in order to remain registered. The Childcare Act 2006 provides for the Early Years Foundation Stage Learning and development requirements to comprise 3 elements: The early learning goals. The educational programmes the matters, skills and processes which are required to be taught to young children. The assessment arrangements for assessing young children to ascertain their achievements. The requirements laid down must be delivered by the child care provider with no exceptions. Document published by the Department for Education on 27 March 20012 states that â€Å"there are seven areas of learning and development that must shape educational programmes in early years settings†. Personal, social and emotional development involves helping children to develop a positive sense of themselves, and others; to form positive relationships and develop respect for others; to develop social skills and learn how to manage their feelings; to understand appropriate behaviour in groups; and to have confidence in their own abilities. Physical development involves providing opportunities for young children to be active and interactive, and to develop their coordination, control, and movement. Children must also be helped to understand the importance of physical activity, and to make healthy choices in relation to food. Communication and language development involves giving children opportunities to speak and listen in a range of situations and to develop their confidence and skills in expressing themselves. Literacy development involves encouraging children to read and write, both through listening to others reading, and being encouraged to begin to read and write themselves. Children must be given access to a wide range of reading materials – books, poems, and other written materials, to ignite their interest. Mathematics involves providing children with opportunities to practise and improve their skills in counting numbers, calculating simple addition and subtraction problems, and to describe shapes, spaces, and measures. Understanding the world involves guiding children to make sense of their physical world and their community through opportunities to explore, observe and find out about people, places, technology and the environment. Expressive arts and design involves supporting children to explore and play with a wide range of media and materials, as well as providing opportunities and encouragement for sharing their thoughts, ideas and feelings through a variety of activities in art, music, movement, dance, role-play, and design and technology. Parents and carers play an important role in assisting children to build self-respect, and then through the childs personal understanding of that experience develop the values and skills needed to express respect to others. This interactional process becomes a continuous cycle, as children with strong self-respect engage in constructive positive behaviours towards themselves and others, attracting praise and reinforcement, thus building further self-respect and further facilitating the capacity to demonstrate respect for others. Of course the counter to that occurs when a child experiences continuous disrespect, fails to build healthy self-respect, and then responds to those destructive and negative feelings by treating others in similarly disrespectful ways. It is important that children learn about other people’s feelings and that we show them how we behave in society and to except all walks of life. We could help them to do this by having resources that show the different types of people. For example wheelchair users, people who are hard of hearing and other disabilities etc. You could also celebrate festivals from different cultures or religion. It is good to read the children stories about friendships and display posters that shoe diversity. Showing a child praise when they behave in a socially acceptable manner will give them more confidence and make them feel respected themselves. Introducing a child to their own culture, traditions, and heritage helps the child valuing themselves and then others. Researchers (for example, Brown, 2008; Hughes et al., 2006) consistently find that young people from minority groups have better life outcomes when they develop a sense of pride in their own heritage and culture. As parents, we can cultivate this strength by helping our children participate in meaningful activities and rituals, spend time with others who share their culture or tradition, or use their native or first language. It also comes from having positive messages and role models in the media and culture that reinforce the value of one’s heritage, culture, and identity. If I was caring for a group of children from diverse cultural or ethnic backgrounds I would encourage them to explore their heritage and make it an educational project for the whole group. By making the approach inclusive rather than exclusive it would foster a greater understanding of cultural differences and backgrounds amongst all the children. For example: each week could be devoted to an individual child’s particular background with that child encouraged to explore and learn about their culture (traditions, religion, celebrations, food, history) – the depth of research being determined by the child’s age. The child could make a presentation to the group and be encouraged to find photos and other items to help present their culture. The child could possibly be encouraged to bring a family member with them to help with their presentation (if possible). The other children in the group would engage with the activity by making their own posters, drawings and deco rations with the theme of the culture being presented. This activity would carry on for several weeks depending on the size of the group. As an alternative, if the group was not primarily multi-cultural the above plan could still be used with a cultural theme being decided on in advance and the children being encouraged to learn about the culture and share their findings with the group. Consistency in parenthood and for children is having the rules, routines and expectations the same over the course of time. This helps the child better understand rules and discipline, and it helps the childs world stay predictable and allows it to be a less confusing situation. Consistency helps children learn to be accountable for their actions. Consistency is extremely important because children need set limits. When a child is allowed to do things and then reprimanded it is confusing to them. These children will push limits of adults while thinking it is okay to do so. Consistency will help the child to understand what is tolerable and what is not. What is acceptable and what is unacceptable. Being fair is only right. Children should be taught that for every action there is a consequence. It is also important for these children to help set the guidelines for what is a consequence. This should be done before the consequence is needed, not the moment of. Positive reinforcement allows for the children to continue to have appropriate actions and become intrinsically motivated to do these actions. Positive reinforcement should be reduced over time otherwise the children will always seek the reinforcement instead of just doing the good deed in itself. With negative behaviour it is important that you always give a reason for when you say no. The child will then know that it is not safe to cross the street because they might get hurt, or it is not safe to stand on the table because they might fall. If a child is given a reason for negative behaviour it is usually understood better and therefore will likely not happen again. And if you must give a child a limit follow through, or it will not work again the next time. The child will then push your limits and try to again get off of the hook. In my opinion quiet time is a perfect time for children to just sit quietly and calm down and it helps you to simply get on with your work with minimum disruption. A child can be taken to quiet time without the whole class knowing and it is most effective when you simply, quietly and calmly walk up to a child and ask them to come to quiet time. Quiet time is not to be confused with the naughty spot or naughty chair. There is a different negative feeling to being on the naughty spot, than there is to having quiet time. The naughty chair implies that the child is naughty, which is of course negative and unhelpful. Quiet time is not about making a child feel bad but an opportunity for a child to be taken out of a disruptive situation and as a consequence for unwanted behaviour. This way you are far more likely to end unwanted behaviour rather than temporarily distracted a child from it. Another good strategy is to acknowledge and praise good behaviour and mature interactions with others, rather than only acknowledging bad behaviour and aggression. Often, a child will engage in bad behaviour, including fighting with others, in order to gain the attention of nearby adults. Only paying attention to negative behaviour reinforces the idea that negative behaviour gets results. Conflict between children and adults or between children can be very distressing. In child care settings conflict is very common for children having trouble with an adult authority. Over the years many behavioural theorists debated whether conflict has a positive or negative impact on child development. Some of them felt that conflict is a natural part of life. Others viewed conflict as a negative occurrence instead of being accepted as part of being human. Research carried out by Dennis, Colwell and Lindsey from the Texas Tech University found that there are gender differences between children identifying areas of conflict. The girls tended to have more conflict with their peers over the things that had been said displaying a child to child conflict, whereas the boys manifested themselves in the form of disobeying the teacher. Research supports work of Vygotsky who find that â€Å"†¦ conflict provides for a learning experience for children when they have correct modelling or â€Å"scaffolding† from adults† (Travick-Smith, 2003,p54). The research showed that there were certainly gender differences, with girls’ conflicts arising from reaction to â€Å"words† and boys’ conflicts with â€Å"actions†. Among the many tasks of early childhood, two stand out: to communicate needs in a respectful way to other children and to listen with respect to the ideas of others. These areas of learning are important to all young children, but especially to those who participate in group settings away from home – preschool and child care programmes, playgroups, or summer camps. With the support of knowledgeable adults, children are able to learn the skills necessary for effective communication within peer groups. As children learn to be together in a group, they will inevitably experience conflict with another child. Many adults find conflict among children frustrating and feel uncertain about how to be helpful. However, when adults are thoughtful and skilled in their approach to classroom conflict, children benefit. Conflict resolution is an important foundation for future growth and learning.   References Department for Education, 2012. Statutory Framework for the Early Years Foundation Stage. Runcorn: Department for Education. Riddall-Leech, S. (2010) Home-Based Childcare, Oxford, Pearson Publ Oxford Heinemann. Statutory Framework for the Early Years Foundation Stage (July 2006) the Child care act 2006. Tassoni, P. Beith, K. Bulman, K. Eldridge, H. (2007) Child Care and Education. Publ. Heinemann.

The Great Gatsby :: essays research papers

An American Dream; The inspirer.   Ã‚  Ã‚  Ã‚  Ã‚   In The Great Gatsby, but F. Scott Fitzgerald, a great man is reduced to a corpse because of a jealous lover. In the novel, the American dream is referred to time and time again. The fact that if one works hard, he or she will become rich and achieve their dreams is the notion that the American dream is based upon. In some cases this is true, but for every case where this has happened, there is a case for which it has not. For Daisy, Tom, and Gatsby, the American dream has become a way of life; spending recklessly and living an envious life.   Ã‚  Ã‚  Ã‚  Ã‚  For Gatsby, the spending on himself is not so much as great as the spending on others, in the hope to find his lost love, Daisy. By no means to Gatsby live a frugal life, but the possessions he has within his house are not as elaborate as one might think them to be. Gatsby started out as a nobody, and that was when he met Daisy. After he came out of the military, he went on a series of endeavors to become rich in a hope to win back Daisy, who had left him essentially because he could not provide what she desired. Most of the dealings that Gatsby had seemed questionable, and these suspicions were enforced by the amount of wealth he appeared to have acquired over such a short amount of time. â€Å"I was in the drug business, then I was in the oil business. But I’m not in either one now.†(Ch5, pg 95) This quotation from a conversation between Nick and Gatsby about Gatsby’s enterprises reaffirms the doubtful legality of his accomplishments. The fi rst impression of Gatsby is given by the larger-than-life house he possessed opposite that of Nick. However, the greed of Gatsby was much more selfless then that of either Daisy or Tom, because the majority of Gatsby’s spending was on elaborate parties in order to one day catch a glimpse of Daisy there.   Ã‚  Ã‚  Ã‚  Ã‚  The American dream of Daisy was no better or worse then the next person. The only difference was how she went about getting it. Owing to her immense beauty, Daisy would not have to work to achieve her American dream; she could simply attract a mate who already posses the wealth she would most readily spend. Throughout the novel, the reader is given the impression that Daisy and Tom share a happy relationship, but not more then a few times is talk of a child concerned, so it is a huge shock in the scene that Daisy beckons her child to come toward her.

Twelve Hours Essay -- Papers

Twelve Hours 6.42 p.m. January 17th The doors signalled the end. They signalled the end of the journey, the end of the obsessive excuse making and theory-formulating process that had lead him here. It was these doors that told him it was over; he had now to face reality. He often considered them as the gates to hell, by the very nature of what goes on behind them. His hatred for the place ran deep; it was a constant occurrence on his timeline that now rested at June 17th, 1989. 1989, he thought to himself. 2 years now this place had been part of his life. Two years of visits, crying and emotional breakdown. Two years of constant fluctuations in his marital life that lead him to question his sanity. The close examination of the degree of sanity that he may possess that had brought him here thus far. Madness? He sometimes thought so. Now, yet again, the outlook was bleak. Was this a chapter in his life that was going to be closed here tonight, on this very godforsaken night? So, here he was, in front of those doors again. I look back fondly. When life was to be lived and where death was something that never touched you or affected you in anyway. Death? Here, yet again I find myself talking about death. Maybe it's the nature of the situation that death is obviously the outcome. Have I a right to speak like this? No? I believe I have. Two years in the spectrum of life is a long time. Wars are fought in less time, friendships forged and relationships ruined. Two years ago, two long years, which now I look back and try and gather some reason for the time I have spent savaged by my own emotions. Often it is the sun dappled path ... ...mself, question why he left it so late to tell the woman he loved just how much he loved her. The scene rests on the moment he laid himself over his wife. We sit still watching the quiet crying of a man in great pain. The memories he held of her would be with him forever. As the scene gently fades into obscurity and the colour is washed out into a grey nostalgic item a sense of calm quells up inside. The loss of human life means so much more than this sentence would suggest. No words can describe what emotions we have without someway distorting the truth and removing the uniqueness and individuality of the love. That is why I will not end this story with a common and mediocre ending, for it deserves so much more. That is why I will leave it up to you and let you decide an ending that is justified and meaningful to you.

The Timeless Power of Les Miserables Essay example -- Les Misérables M

The Timeless Power of Les Miserables      Ã‚  Ã‚   The book Les Miserables, written by Victor Hugo in 1862, created a sensation throughout the world (Royston and Schlesinger 2). That impression continued through theatrical productions and most recently the musical, but the book contains greater detail and adds a deeper understanding of Hugo's epic story than the movie or musical portray. Regretfully, few people in World society take the time to relish this masterpiece. Living in a fast paced world, many people today consider reading a time-consuming, senseless activity, and those who still read most likely choose a shorter novel rather than the 1500 page story of Les Miserables. However, the author states, "I don't know if it will be read by everyone, but it is meant for everyone" (Royston and Schlesinger 2). This statement applies to this time period as well. The sincere characters, intriguing sub-plots, and moral theme of Les Miserables relate to people today even 130 years after its publication.    Popular characteristics that today's reader admires coincides with the characteristics of the characters in Les Miserables. Readers look for a hero that they relate with, so the hero who possesses admirable qualities as well as demeaning faults appeals to most people. The heroes of Les Miserables, Jean Valjean and Marius, both portray average men with flaws in their character. Jean Valjean, the main character, steals from a bishop who treated Valjean decently when other people only saw him as a convict. This single act makes Valjean appear ruthless, but later in the novel, his eagerness to help people and his willingness to accept punishment makes Valjean's error seem trivial. Valjean's mistake secures his r... ... and moral theme. Written over 130 years ago, it remains influential even today. Although the book requires an immense amount of time to read, the outcome proves beneficial and invigorating to anyone who chooses to embark on the adventure of Jean Valjean's life in Les Miserables.    Works Cited Hillis, Newell Dwight. Great Books as Life-teachers: Studies of Character, Real and Ideal. New York: Fleming H. Revell Company, 1899. Grossman, Kathryn M. Les Miserables: Conversion, Revolution, Redemption. New York: Twayne Publishers, 1996. Lee, Rob. The Barricade on the Rue de la Chanvrerie: Les Miserables - The Novel. Internet. 1997. Available: www.users.cloud9.net/~rlee/lesmis/welcome.htm. Royston, Peter and Sarah Schlesinger. About the Novel Les Miserables. Internet. 1997. Available: www.lesmis.com/inspiration/author/aboutnovel.html.   

Police service Essay

What do you think the key role of the police service is and what skills do you bring to the service to execute that role? The key role of the police is to prevent criminal activity to occur in society. This is demonstrated through the use of detecting criminal behaviour, investigating crime and stopping individuals or groups that create a threat to others. Police enforce the law to provide safety and a sense of security. The key role of the police service is to maintain social order through the guidelines of legislations and government policies to enable a safe environment for society to live in. I think Police service requires officers to engage in other communities, treating them equally as any other. This is because it is essential for officers to develop a diverse sense of understanding for one’s culture and religion. Police are given powers to use discretion whilst performing their duties, this is a very important tool that allows officers to make decisions based on their own choice or knowledge and knowing another’s religion can help to use the tool of discretion effectively. An example can be seen through the religion Sikh, where some of the Sikh religious man may wear a small sword on them. This sword is not used for harm but it is just a religious belief for Sikhs. If police do not have any knowledge of the religion, then it is difficult for them to use discretion in a positive manner. One major skill that I would bring to the service is to develop a good understanding of other cultures to assist those who are struggling in the community. Australia is a very multicultural society the different in backgrounds in the police force allows for better communication with society because they know you have a better understanding of who they are which allows you to help them beyond just being a police officer. A key role of the police is to protect society by the use of police powers under the law enforcement powers and responsibilities act 2002 such as arrest. This police power allows the officer to arrest a person either based on suspicion or if one commits an offence. This is done through police investigation whereby police may patrol the streets via walking, driving, or riding a bicycle. Police investigate crimes such as break and enter, property theft, domestic violence, and malicious damage. By investigating and solving criminal offences in the community, the police are giving protection to others and  maintaining social order. The skill that would be used effectively to execute this role is to talk to the offender about the situation and using good negotiation skills, treating him with respect or use reasonable amount of force if necessary depending on the situation. Good negotiation skills may be extremely effective when resolving disputes between neighbours or family members. This skill is important in carrying out policing duties because if society is treated with respect, you will also be treated with respect. If officers do not have the power to arrest, it would be difficult for police to keep society safe from criminals and offenders as they may re-offend. A key role of the police is to be honest, respectful and a trustworthy person. This is important because you may need to work with officers you have never met before. For them to trust you it may be important to share information. At all times truth must be told, as police matters may result in court hearings, and it is only the truth that can distinguish between whether a person is innocent or guilty. In response to this I would behave with discipline and respect those who work around me, if someone is wrong show them the right path to follow. This is important because you are not only looked upon by your colleagues but also others as you may be a role model for others in society. An important key role for the police service is to enforce the law by following and keeping upto date with legislations. Legislations are used to assist those in society. Legislations allow us to understand the law and for the police service to fulfil the required duty as a police officer through following the procedures of acts and amendments.

Events Leading Up To World War 2 Essay

World War II killed more people, destroyed more property, disrupted more lives, and probably had more far-reaching consequences than any other war in history. The war, which ended in 1945, eventually involved 61 countries, claimed 50 million lives, and completely changed the geopolitical landscape. The causes of World War II can be easily traced back to many of the unsolved issues from the end of World War I and the treaties that ended it also created new political and economic problems. Forceful leaders in several countries took advantage of these problems to seize power. The desire of dictators in Germany and Italy, and Japan to conquer additional territory brought them into conflict with the democratic nations. After World War I ended, representatives of the victorious nations met in Paris in 1919 to draw up peace treaties for the defeated countries. When the Germans heard about the Treaty of Versailles anger raged throughout the country. They had not been allowed to take part in the talks yet, they were being forced to sign the treaty. The Germans felt they were not to be blamed for the war. Even the soldier sent to sign the Treaty refused to sign it â€Å"To say such a thing would be a lie,† and only after the treat of being invaded did they sign. The Treaties were worked out in haste by these countries with opposing goals; and failed to satisfy even the victors. Of all the countries on the winning side, Italy and Japan left the peace conference most dissatisfied. Italy gained less territory than it felt it deserved and vowed to take action on its own. Japan gained control of German territories in the Pacific and thereby launched a program of expansion. But Japan was angered by the peacemakers’ failure to endorse the principle of the equality of all races. The countries that lost World War I–Germany, Austria, Hungary, Bulgaria, and Turkey–were especially dissatisfied with the Peace of Paris. They were stripped of territory, arms and were required to make reparations (payments for war damages). The Treaty of Versailles, which was signed with Germany, punished Germany severely. The German government agreed to sign the treaty only after the victorious powers threatened to invade. Many Germans particularly resented  the clause that forced Germany to accept responsibility for causing World War I. World War I seriously damaged the economies of the European countries. Both the winners and the losers came out of the war deeply in debt. The defeated powers had difficulty paying reparations to the victors, and the victors had difficulty repaying their loans to the United States. The shift from a wartime economy to a peacetime economy caused further problems. Italy and Japan suffered from too many people and too few resources after World War I. They eventually tried to solve their problems by territorial expansion. In Germany, runaway inflation destroyed the value of money and wiped out the savings of millions of people. In 1923, the German economy neared collapse. Loans from the United States helped Germany’s government restore order. By the late 1920’s, Europe appeared to be entering a period of economic stability. A worldwide business slump known as The Great Depression began in the United States in 1929. By the early 1930’s, it had halted Europe’s economic recovery. The Great Depression caused mass unemployment, wide spread poverty and despair. It weakened democratic governments and strengthened extreme political movements that promised to end the economic problems. Two movements in particular gained strength. The forces of Communism, known as the Left, called for revolution by the workers. The forces of fascism, called the Right, favored strong national government. Throughout Europe, the forces of the Left clashed with the forces of the Right. The political extremes gained the most support in countries with the greatest economic problems and the deepest resentment of the Peace of Paris. Nationalism was an extreme form of patriotism that swept across Europe during the 1800’s. Supporters of nationalism placed loyalty to the aims of their nation, above any other public loyalty. Many nationalists viewed foreigners and members of minority groups as inferior. Such beliefs helped nations justify their conquest of other lands and the poor treatment of minorities within their borders. Nationalism was a chief cause of World War I, and it  grew even stronger after that war. Nationalism went hand in hand with feelings of national discontent. Many Germans felt humiliated by their country’s defeat in World War I and its harsh treatment under the Treaty of Versailles. During the 1930’s, they enthusiastically supported a violently nationalistic organization called The Nazi Party. The Nazi Party declared that Germany had a right to become strong again. Nationalism also gained strength in Italy and Japan. The Peace of Paris established an international organization called The League of Nations to maintain peace. Each country backed its own interests at the expense of other countries this prevented The League from working effectively.. Only weak countries agreed to submit their disagreements to The League of Nations for settlement. Strong nations reserved the right to settle their disputes by threats or, force. The political unrest and poor economic conditions that developed after World War I enabled dictatorships to arise in several countries. Especially in those countries that lacked a tradition of democratic government. During the 1920’s and 1930’s, dictatorships came in to power in the Soviet Union, Italy, Germany, and Japan. They held total power and ruled without regard to law. The dictatorships used terror and secret police to crush opposition to their rule. People who objected risked imprisonment or execution. In the Soviet Union, the Communists, led by Lenin, had seized power in 1917. Lenin had set up a dictatorship that firmly controlled the country by the time he died in 1924. After Lenin’s death, Joseph Stalin and other leading Communists struggled for power. Stalin eliminated his rivals one by one and became the Soviet dictator in 1929. In Italy, economic distress after World War I led to strikes and riots. As a result of the violence, a strongly nationalistic group called The Fascist Party gained many supporters. Benito Mussolini, leader of the Fascists, promised to bring order and prosperity to Italy. He vowed to restore to Italy the glory it had known in the days of the ancient Roman Empire. By  1922, the Fascists had become powerful enough to force the king of Italy to appoint Mussolini premier. Mussolini, who took the title il Duce (the Leader), soon began to establish a dictatorship. In Germany, The Nazi Party made spectacular gains as The Great Depression deepened during the early 1930’s. Many Germans blamed all their country’s economic woes on the hated Treaty of Versailles, which forced Germany to give up territory, resources and pay large reparations. In 1933, Adolf Hitler, the leader of the Nazis, was appointed chancellor of Germany. Hitler, who was called der Fuhrer (the Leader), soon made Germany a dictatorship. He vowed to ignore the Versailles Treaty and to avenge Germany’s defeat in World War I. Hitler preached that Germans were a â€Å"superior race† and that such peoples as Jews and Slavs were inferior. He began a campaign of hatred against Jews and Communists. He promised to rid the country of them. Hitler’s extreme nationalism appealed to many Germans. In Japan, military officers began to hold political office during the 1930’s. By 1936, they had strong control of the government. Japan’s military government glorified war and the training of warriors. In 1941, General Hideki Tojo became premier of Japan. During the 1930’s, Japan, Italy, and Germany followed a policy of aggressive. They invaded weak lands; that could be taken over easily. The dictatorships knew what they wanted, and they grabbed it. The democratic countries responded with timidity and indecision to the aggression of the dictatorships. Japan was the first dictatorship to begin a program of conquest. In 1931, Japanese forces seized control of Manchuria, a region of China rich in natural resources. Some historians consider Japan’s conquest of Manchuria as the real start of World War II. Japan made Manchuria a puppet state called Manchukuo. In 1937, Japan launched a major attack against China. It occupied most of eastern China by the end of 1938, though the two countries had not officially declared war. Japan’s military leaders began to speak about bringing all of eastern Asia under Japanese control. Italy looked to Africa to fulfill its ambitions for an empire. In 1935, Italian troops invaded Ethiopia, one of the few independent countries in Africa. The Italians used machine guns, tanks, and airplanes to overpower Ethiopia’s poorly equipped army. They had conquered the country by May 1936. After Hitler took power, he began to build up Germany’s armed forces in violation of the Treaty of Versailles. In 1936, Hitler sent troops into the Rhineland, a region of Germany along the banks of the Rhine River. Under the treaty, the Rhineland was to remain free of troops. In March 1938, German soldiers marched into Austria and united it with Germany. Many people in Germany and Austria welcomed that move. The acts of aggression were easy victories for the dictatorships. The League of Nations proved incapable of stopping them. It lacked an army and the power to enforce international law. The United States had refused to join the League or become involved in European disputes. Great Britain and France were unwilling to risk another war so soon after World War I. The two powers knew they would bear the burden of any fighting. The aggressors soon formed an alliance. In 1936, Germany and Italy agreed to support one another’s foreign policy. The alliance was known as the Rome-Berlin Axis. Japan joined the alliance in 1940, and it became the Rome-Berlin-Tokyo Axis. The Spanish Civil War from 1936 to 1939. In 1936, many of Spain’s army officers revolted against the government. The army rebels chose General Francisco Franco as their leader. Franco’s forces were known as Nationalists or Rebels. The forces that supported Spain’s elected government were called Loyalists or Republicans. The Spanish Civil War drew worldwide attention. Yet during the war, the dictatorships again displayed their might while the democracies remained helpless. Hitler and Mussolini sent troops, weapons, aircraft, and advisers to aid the Nationalists. The Soviet Union was the only power to help the Loyalists.  France, Britain, and the United States decided not to become involved. However, Loyalist sympathizers from many countries joined the International Brigades that the Communists formed to fight in Spain. The Spanish Civil War served as a military testing grounds for World War II. Germany, Italy, and the Soviet Union used it to test their weapons and tactics. The war in Spain was also a rehearsal for World War II, in that it split the world into forces that either supported or opposed Nazism and Fascism. Hitler prepared to strike again soon after Germany absorbed Austria in March 1938. German territory then bordered Czechoslovakia on three sides. Czechoslovakia had become an independent nation after World War I. Its population consisted of many nationalities, including more than 3 million people of German descent. Hitler sought control of the Sudetenland, a region of western Czechoslovakia where most of the Germans lived. Urged on by Hitler, the Sudeten Germans began to clamor for union with Germany. Czechoslovakia was determined to defend its territory. France and the Soviet Union had pledged their support. As tension mounted, Britain’s Prime Minister Neville Chamberlain tried to restore calm. Chamberlain wished to preserve peace at all cost. He believed that war could be prevented by meeting Hitler’s demands. That policy became known as appeasement. Chamberlain had several meetings with Hitler during September 1938 as Europe teetered on the edge of war. Hitler raised his demands at each meeting. On September 29, Chamberlain and French Premier Edouard Daladier met with Hitler and Mussolini in Munich, Germany. Chamberlain and Daladier agreed to turn over the Sudetenland to Germany, and they forced Czechoslovakia to accept the agreement. Hitler promised that he had no more territorial demands. The Munich Agreement marked the height of the policy of appeasement. Chamberlain and Daladier hoped that the agreement would satisfy Hitler and prevent war–or that it would at least prolong the peace until Britain and  France were ready for war. The two leaders were mistaken on both counts. The failure of appeasement soon became clear. Hitler broke the Munich Agreement in March 1939 and seized the rest of Czechoslovakia. He thereby added Czechoslovakia’s armed forces and industries to Germany’s military might. In the months before World War II began, Germany’s preparations for war moved ahead faster than did the military build-up of Britain and France.