Leadership Essay Example | Topics and Well Written Essays - 250 words - 40

Leadership - Essay Example Concern for the people in an organisation entails making sure that the employees have the best working conditions and a given a fair remuneration. Creating favourable conditions in the work place for the employees makes them feel appreciated and increases their loyalty to the organisation, which then translates to them working with a lot of dedication hence more improved performance in the organisation (Kuballa, 2007). Concern for productivity within an organisation entails increase the output levels in the organization. A firm that aims at increasing productivity is mainly concerned with improving efficiency of the production process; however, this may be at the expense of the satisfaction of the employees (Lohrasbi, 2006). Productivity in an organisation cannot be achieved unless the employees are willing to improve the performance; poor treatment of the employees leads to low productivity even when an organisation has put in place measures to improve productivity, this is because those measures that have been put in place require human labour in order for them to work (Sharma & Gupta,

Service Learning (SL) Paper Essay Example | Topics and Well Written Essays - 750 words

Service Learning (SL) Paper - Essay Example ir environment is a morale booster since they know that the government or some institution ( in this case DHA) is attuned to their needs as human beings. The history of DHA has come a long way surviving the war and even some lawsuits that fought for the upliftment of living conditions in these communities. Today, the DHA is a model agency and has contributed to the improved living conditions of low-income earners since they can choose from among the 12,000 units available. Most of DHA’s efforts were geared towards community building as it established partnerships with YMCA, hospitals and daycare-centers that can support the community. In fact, it is the first public housing authority that rehabilitated a shopping center which is really remarkable. By doing so, people who are in the DHA program believe in the intentions of the agency for their well-being which is crucial in earning public trust and credibility. If a country has good agencies, then citizens would be satisfied. The Housing Authority of the City of Dallas, Texas (DHA) provides quality, affordable housing to low-income families and individuals through the effective and efficient administration of housing assistance programs; and by creating and cultivating opportunities for program participants to achieve self-sufficiency and economic independence. This is the reason why I volunteered for this program. When I was younger, I had friends from poor communities whose homes were the typical run-down buildings that were not only unsafe, unsanitary but degrading for a human being to inhabit. It always bothered me to think about people living in the cold streets or in some obscure neighborhood that threatened his health, security and even sanity. I believe that I could make a difference by volunteering into this agency and feel relieved that I was able to help in my own little way to people who searched for decent homes. The target market of this agency are people who are between low-income to

What Should Eastern European Migrants in UK Do In Order To Be More Dissertation

What Should Eastern European Migrants in UK Do In Order To Be More Gainfully Employed - Dissertation Example 20 i. Factors that will make the Eastern European Migrant Workers become More Gainfully Employed in UK †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 21 III. Research Methodology †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 23 a. Primary Research Study Design †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 23 b. Quantitative Research Survey Questionnaire Design †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 23 c. Site Settings, Population and Sample Size †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 24 d. Methods of Quantitative Measurements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 24 e. Research Ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 25 IV. Research Findings and Analysis †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 26 V. Conclusion and Recommendations...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 31 a. Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 31 b. Recommendations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 32 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 34 Appendixes †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦ 45 Appendix I – Research Survey Questionnaire †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦.. 45 Appendix II – Summary of Research Survey Results †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦... 48 Tables and Figures †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 52 Table I – List of Qualifications According to Each Category †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 52 Table II – Out-of-Work Benefits...The ability to work and to live abroad made thousands of people leave their home and go to look for a better living in UK. Hull, like other cities in UK experienced rising number of immigrants coming from East and Central Europe. According to Department for Work & Pensions, the total number of immigrants coming to Hull between 2004 – 2008 from east and central European countries was 6.780. Even though news reports claim that the economic recession in UK has ended (Allen 2011), a lot of Eastern European Immigrant workers are still facing difficulties with employment in UK. To understand why the Eastern European Immigrant workers are still facing difficulties with employment in UK, this study aims to gather secondary research data in order to clarify what is going on in the UK economy today. In order to achieve the aims of this study, a research survey will be conducted in order to learn more about the specific hopes and needs of the Eastern European migrant workers in the UK.

Nursing Assignment Example | Topics and Well Written Essays - 250 words - 15

Nursing - Assignment Example Nursing research like any other research encompasses the content of quantitative and qualitative reports. This paper answers four questions about nursing research based on the Burns and Grove text Yes, findings from a single study may be used to change nursing practice. Findings in most instances generate conclusions which reflect the current situation in the nursing field. According to Polit and Beck (2008), nurses are expected to use the most current practice, and for nurses to determine what the current practice is, they must read research critically and if possible embrace the latest findings. According to Polit and Beck (2008) statistical significance refers to the fact that the observed mean differences may not have been caused by sampling error. Statistical significances often occur even where very small population differences are observed if the sample size is large. Practical significance on the other hand examines whether the difference between the observed mean is large enough to be practically of a value or have a real meaning. Nursing research findings should be communicated to health visitors, senior nurses, midwives, managers, educators, researchers, advanced nursing students, and the whole nursing fraternity. The mechanisms that can be used to communicate these findings to them include; the use of journals, reports, posters, online databases, memos, and through implementation of policies. Poster presentation in nursing is the art of conveying message about findings from nursing research findings (to Burns & Grove, 2009). This presentation is normally prepared after a nursing research abstract has been accepted. In conclusion, nursing research is essential to the nursing practice and the healthcare fraternity as a whole. This because it ensures that nurses offer the most current services and are able to

Assessment Template Essay Example for Free

Assessment Template Essay A trainer of this Competency Unit must: †¢ have demonstrated competency under this Competency Unit †¢ have at least 2 years related experience in the Manufacturing Industry †¢ be certified competent in preparation, delivery and evaluation of training sessions or relevant National Trainer Competency Standards certification (ACTA) Assessor Requirements An assessor of this Competency Unit must: †¢ have demonstrated competency under this Competency Unit †¢ have at least 2 years related experience in the Manufacturing Industry †¢ be certified  competent in the conduct of competency-based assessments or relevant National Trainer Competency Standards certification (ACTA) Candidates Profile Description of candidates: Age group: 21 to 55 years old Education level: PSLE or equivalent Language: Chinese / Basic English Minimum ability of: †¢ Singapore Workplace Safety and Health requirements knowledge †¢ Follow written and oral work instructions †¢ Listen, read and write English at a proficiency level equivalent to Employability Skills system (ESS) Level 3 †¢ Manipulate numbers at a proficiency level equivalent to Employability Skills system (ESS). Level 3  Special needs of candidates As the candidates are expected to have a varying level of command of the English Language, it is expected that the assessor shall apply the principle of fairness without comprising the validity and reliability of the assessment especially during oral questioning where candidate’s comprehension of the questions may be impacted by the command of English. In this case, the assessor can paraphrase the questions in order to solicit a response from the candidate. Evidence Gathering Plan for Performance Statement. |Performance Statement |Assessment Criteria |Assessment | | |(Candidate is able to) | | | | |Method |Tools | |PS 1 | | | | | | | | | | | | | | | | | | | |PS 2 | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |PS 3 | | | | | | | | | |PS 4 | | | | Evidence Gathering Plan for Underpinning Knowledge |Underpinning Knowledge (UK) |Assessment Criteria |Assessment | | |(Candidate is able to) | | | | |Method |Tools | |UK 1 | | | | |UK 2 | | | | |UK 3 | | | | |UK 4 | | | | |UK 5 | | | | |UK 6 | | | | |UK 7 | | | | |UK 8 | | | | |UK 9 | | | | |UK 10 | | | | Assessment Specification for Practical Performance. |SPECIFICATIONS |GUIDELINES | |Duration |xx minutes | |Venue |Training Provider | |Set-up |Simulated condition / environment with the capacity for up to 15 candidates for conduct of | | |assessment and equipped with, but not limited to: | |Documents to be used |For Candidate – Practical Performance Assessment Paper | | | For Assessor – Practical Performance Assessment Paper (with answers) and Individual Assessment| | |and Checklist Summary record | |Pre-assessment instructions |Prepare the test materials, checklists, hand tools, measurement devices and equipment required| |(Assessor) |for work assignment. Place it at designated locations. | | |Instruct the candidates to retrieve test materials, checklists, hand tools measurement devices| | |and equipment from the designated locations. | |Pre-assessment instructions |Inform candidates the following before commencement of assessment: | |(Candidate) |Purpose of the assessment | | |Assessment duration | | |Performance statements expected | | |Method of assessment – Direct observation | | |Verification of candidate’s identity | | |Appeal procedures | | |Workplace Safety and Health requirements if any | | |Special needs if any | | |If candidates have no further questions or needs, assessment shall begin. | |Process |The work assignment consists of three tasks as follow: | | |Task 1: | | |Task 2: | | |It is suggested that assessors conduct the tasks sequentially starting with Task 1 and end | | |with Task 2 and use the Individual Assessment and Checklist Summary record for Practical | | |Performance Record to rate the observations against the performance statements and criteria | | |Where assessor is not able to ascertain the competency during practical performance, this can | | |be supplemented by oral questioning | | | If candidate  does not demonstrate competence against any PS, the candidate should still be | | |allowed to complete the assessment. | | |The result of the assessment will be made known at the end of the test | |Recording Assessment Result: |Record findings and conclusions in Individual Assessment and Checklist Summary record for | | |Practical Performance | | |Place a tick in the â€Å"C† column for â€Å"Competent† to indicate the outcome of the assessment for a| | |PS. | | |Place a tick in the â€Å"NYC† column for â€Å"Not Yet Competent† to indicate the outcome of the | | |assessment for a PS. | | |Record observations of competence | | |Record any questions asked and the given answers | | |Record reasons for â€Å"NYC† in the event the candidate intends to appeal and these will serve as | | |your supporting evidences. | | |Transfer your results to the Overall Assessment Summary Record | | |A candidate is deemed competent if â€Å"C† is ticked in all Assessment Criteria | | |If any Assessment Criteria is graded â€Å"NYC†, the candidate is deemed Not Yet Competent in the | | |Performance Statement and therefore in the assessment | |Feedback |Give feedback to candidate on the outcome and request for feedback. | | |Candidate is to sign on Individual Assessment and Checklist Summary record for Practical | | |Performance Record at the end of the assessment. | | |In the case of â€Å"NYC†, candidate must be reminded of his / her right for appeal. In case where | | |candidate accepts the outcome of the assessment, the candidate will sign the Overall | | |Assessment Summary Record. If the candidate intends to appeal, the assessor will remind | | |candidate of the appeal process and the candidate does not sign the Assessment Record Summary. | Assessment Specification for Written Questions. |SPECIFICATIONS |GUIDELINES | |Duration |xx minutes | |Venue |Training Provider’s room | |Set-up |Chairs and tables for each Candidate | |Documents to be used |For Candidate – Written Assessment Paper | | |For Assessor Written Assessment Paper (with answers) and Individual Assessment | | |and Checklist Summary record | |Pre-assessment instructions (Assessor) |This section is to be conducted after the Practical Performance. | | |If the candidate is unable to clearly express his / her answer in writing, the | | |assessor can request the candidate to draw or demonstrate. The assessor must | | |indicate in the â€Å"Evidence† column of this method of answering the question | | |A variation in the answer may appear which is not 100% describing the given | | |answers. In this case, the assessor can use his or her own discretion to assess if | | |the answer meets the need of the question. Comments must be written in the | | |â€Å"Evidence† column. | | |All questions must be answered | | |Further questions for clarification must be noted down in the â€Å"Evidence† column as | | |well. | |Pre-assessment instructions (Candidate) |There are a total of xx written questions in this section. | | |In the event that you are unclear of the question, you may ask for any | | |clarification before proceeding to answer the question. You are allow to draw or | | |demonstrate if needed | | |If you have no further questions or needs, we shall begin. | |Process |Assessors are to use the Written Assessment Paper (with answers) to rate the | | |answers against the questions. | | |Where assessor is not able to ascertain the answers , this can be supplemented by | | |further oral questions | | |If candidate is not able to answer any question, the candidate should still be | | |allowed to complete the assessment. The unanswered question will be re-asked again | | |at the end of the final question. | | |The candidate must be given other means to express the answer where necessary. | | |The result of the assessment will be made known at the end of the test | |Recording Assessment Result: |Record findings and conclusions in the Individual Assessment and Checklist Summary | | |record | | |Place a tick in the â€Å"C† column for â€Å"Competent† to indicate the outcome of the | | |assessment for a UK. | | |Place a tick in the â€Å"NYC† column for â€Å"Not Yet Competent† to indicate the outcome of| | |the assessment for a UK. | | |Record answers given by candidate. | | |Record any additional questions and answers given. | | |Record reasons for â€Å"NYC† in the event the candidate intends to appeal and these | | |will serve as your supporting evidences. | | |Transfer your results from Individual Assessment and Checklist Summary record to | | |the Overall Assessment Summary Record | | |A candidate is deemed competent if â€Å"C† is ticked in all Underpinning Knowledge | | |questions. | | |If any UK question is graded â€Å"NYC†, the candidate is deemed Not Yet Competent in | | |the Performance Statement and therefore in the assessment | |Feedback |Give feedback to candidate on the outcome and request for feedback. | | |Candidate is to sign on the Individual Assessment and Checklist Summary record and | | |Overall Assessment Summary Record at the end of the assessment. | | |In the case of â€Å"NYC†, candidate must be reminded of his / her right for appeal. In | | |case where candidate accepts the outcome of the assessment, the candidate will sign| | |the Assessment Summary record. If the candidate intends to appeal, the assessor | | |will remind candidate of the appeal process and the candidate does not sign the | | |Overall Assessment Record Summary. | Appeal Process A general practice carried out by assessors is to share the appeal process at the beginning of the assessment. It may give the candidate the assurance that if they fail the assessment, there is a procedure to handle that situation. However, if the candidate is very nervous from the moment he/she enters the room, it is important to assure the candidate that the purpose of the assessment is to assess his/her ability to demonstrate certain knowledge and skills, and to help calm him/her down. It would not be advisable to share the appeal process while conducting the assessment. It would just suggest to the candidate that he/she has failed some sections of the assessment and that may affect the performance of the remaining assessment. If sharing is done at the end of the assessment, it may be redundant especially when the candidate has shown competency according to the assessment criteria. However, if the candidate fails the assessment, he/she might be too emotional to listen to the appeal process. In summary, it is best to share the appeal process at the start of the assessment. Code of Practice for Assessors The National Council for Measurement in Education’s Code of Practice stipulates: 1. The differing needs and requirements of the person(s) being assessed, the local enterprise(s) and/or industry are identified and handled with sensitivity. 2. Potential forms of conflict of interest in the assessment processes and/or outcomes are identified and appropriate referrals are made, if necessary. 3. All forms of harassment are avoided throughout the planning, conduct, reviewing, and reporting of the assessment outcomes. 4. The rights of the candidate(s) are protected during and after the assessment. 5. Personal or interpersonal factors that are not relevant to the assessment of the competency must not influence the assessment outcomes. 6. The candidate(s) is made aware of the rights and processes of appeal 7. Evidence that is gathered during the assessment is verified for validity, reliability, authenticity, sufficiency and currency. 8. Assessment decisions are based on available evidence that can be produced and verified by another assessor. 9. Assessments are conducted within the boundaries of the assessment systems policies and procedures. 10. Formal agreement is obtained from both the candidate(s) and the assessor that the assessment was carried out in accordance with agreed procedures. 11. Assessment tools, systems and procedures are consistent with equal opportunity legislation. 12. The candidate (s) is informed of all assessment reporting processes prior to the assessment 13. The candidate(s) is informed of all known potential consequences of decisions arising from an assessment, prior to the assessment. 14. Confidentiality is maintained regarding assessment results 15. Results are only released with the written permission of the candidate(s) 16. The assessment results are used consistently with the purposes explained to the candidate 17. Self-assessments are periodically conducted to ensure current competencies against the assessment and Workplace Training Competency Standards 18. Professional development opportunities are identified and sought 19. Opportunities for networking amongst assessors are created and maintained 20. Opportunities are created for technical assistance in planning, conducting and reviewing assessment procedures and outcomes. Resources This section provides the reference materials needed to implement and conduct the assessment. Practical Performance Assessment Paper Instructions to Candidates: †¢ Check carefully to ensure you are sitting for the correct paper. †¢ You are required to complete and submit your work assignment within the time allocated to the Assessor for marking. If failure to do so will result in you been considered Not Yet Competent (NYC). Time allocated: xx minutes Task 1: xxx Instruction: 1. xxx Task 2: xxx Instruction: 2. xxx Written Assessment Paper Instructions to Candidates: †¢ There are a total of xx questions. †¢ The candidate shall answer all the questions in this section. †¢ Time allocated: xxmins List of Questions: 1. xx NAME OF APPROVED TRAINING ORGANISATION: |Candidate Name: |NRIC/FIN No. : | |Candidate Designation: |Company: | |Assessor Name: |Date of Assessment: | |Candidate Acknowledgement: |Tick (() | |1. I was given information about the assessment and I have completed the Self Assessment Checklist | | |2. The assessment’s purpose, process and duration were clearly explained | | |3. The assessor checked for my special needs | | |4. The appeal procedure was clearly explained | | |Candidate Signature: Date: | CHECKLIST FOR ASSESSORS |Did I †¦ |Tick (() if you | | |have done so | |Pre-Assessment Preparation | |Ensure the availability and safe working condition of assessment resources such as tools, equipment and materials. | | |Ensure the set-up of assessment site is in accordance with assessment plan and WSH guidelines. | | |Introduce myself in a friendly manner to the candidate. | | |Verify candidate’s identity via his identification documents. | | |Put the candidate at ease. | | |Encourage candidate to seek clarifications if in doubt. | | |Explain the purpose, context and duration of assessment to candidate. | | |Brief candidate on the assessment requirements and process, including clear instructions on the assessment to be | | |taken. | | |Establish the evidences that will be gathered during the assessment. | | |Check with candidate for any special needs. | | |Brief candidate on his rights and process of appeal to the assessment outcome. | | |During Assessment | |Use assessment plan and tools to carry out the conduct of assessment. | | |Use evidence gathered to decide if the relevant criteria are met and make assessment decision. | | |Comply with the Code of Practice (ACTA-CU6) for Assessors when conducting assessment and making assessment decisions. | | |Assess and record candidate’s competency for all assessment criteria (AC) promptly and accurately. | | |Record outcomes in summary record page. (Candidate is considered competent only when he/she is rated ‘C’ for all the | | |ACs. ) | | |Feedback results to candidate. | | |Sign on appropriate pages. | | |Ensure candidate sign on summary record. | | |Check and submit completed form to appropriate person in organization. | | Assessment Record – Practical Performance [Durations: xxmins] |Performance Statements | |Please tick (() |REMARKS | | |Assessment Criteria | | | | |(Candidate is able to) | | | | | |C |NYC | | |PS 1 | | | | | | | | | | | | | | | | | | | | | | | |PS 2 | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |PS 3 | | | | | | | | | | | |PS 4 | | | | | |Remarks: | | | | | | |Assessor Signature: | |Date: | | Assessment Record – Written / Oral Questions [Durations: xxmins] |Underpinning Knowledge|Question |Suggested Answers |Please tick (() |REMARKS | | | |(may include) | | | | | | |C |NYC | | | | | | |. | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | |Remarks: | | | | | | |Assessor Signature: | |Date: | | Overall Assessment Summary Record Competency Unit : xxx Assessment Duration: x Hrs xx mins |APPROVED ASSESSMENT CENTRE: |xxx | |Candidate Name | |NRIC Number | | |(As in NRIC) | | | | |Performance Statements |Assessment|Overall |Date |Assessor Name |Assessor | | | |Method |Result | | |Signature | | | |Indicate |Indicate | | | | | | |C or NYC |C or NYC | | | | | |PS 2 | | | | | | | |PS 3 | | | | | | | |PS 4 | | | | | | |. PP – Practical Performance WQ – Written Questions OQ – Oral Questioning Assessment Outcome: COMPETENT NOT YET COMPETENT Feedback on outcome: | | | | | | Assessor’s Signature: _________________ Date: __________________ Candidate’s Signature: ________________ Date: __________________ * Candidates would be certified with a Statements of Attainment (SOA) only when they have achieved 100% skills competency, as stipulated in the course, and score 80% and above in their post-test (if applicable). Pre-Assessment Information for Candidate. XXX is required to provide candidates with relevant pre-assessment information which include but are not limited to: 1. This assessment covers the following competency unit: †¢ xxx 2. The eligibility to sit for this assessment which include: †¢ Candidates should have at least 6 months of industrial working experience within the last 2 years from the date of application for assessment, or †¢ Candidates should had received training or on-the-job training or personal coaching on topics that are relevant to the selected competency elements of the competency unit 3. The purpose of this assessment is to assess candidate’s competency level in applying products’ assembly skills at operational level in their work places. 4. The assessment duration and methods for the competency unit must be clearly explained and communicated to candidates. 5. For candidates intending to apply for certification under WDA’s Assessment Only Pathway (AOP) they should do a self-evaluation of their competency against the competency unit standards before registering for assessment. (see next Section) 6. The implication of the assessment results which include: †¢ Awarding candidate who passed the assessment sitting with Statement of Attainment (SOA) for the respective competent unit by Workforce Development Agency (WDA). †¢ Obtaining a pass in this assessment does not automatically qualify or imply that the candidate is a R1 pass holder. There are other criteria that to be fulfilled by the candidate as stipulated by Ministry of Manpower (MOM). 7. The disciplinary actions against cheating in the assessment or performing unsafe act despite repeated warning in the assessment must be clearly explained and communicated to candidates. 8. Candidates have the same right of appeal as other candidates who are assessed under the learning pathway. The process of appealing must be clearly explained and communicated to candidates. 9. The conditions of granting a deferred assessment on: †¢ Medical grounds – a medical report or certificate from registered medical practitioners †¢ Unexpected and exceptional grounds which may include (but are not limited to):  ­ accidents (sporting, motor vehicle, etc) where an injury is sustained  ­ bereavement. Unexpected and exceptional circumstances does not include where a candidate had mistaken the day, time or venue of assessment. The process of deferred assessment must be clearly explained and communicated to candidates. Self-Assessment Checklist for Candidate Instructions and Advice 1. This self-Assessment Checklist is designed to assess your competency in the area of xxx. 2. In this self evaluation, you are advised to reflect your current or past work experience where you have acquired the competency in the following good practices at the workplace in your area of responsibility. 3. Please answer all the questions truthfully, and to the best of your knowledge and ability, by putting a tick on either â€Å"YES† or â€Å"NO† column respectively. 4. If you answer â€Å"YES† to all the questions, it is likely you have acquired the required level of competency and ready to take the assessment. You may apply for a certification of your competency through the Assessment Only Pathway with ATOs. 5. You are encouraged to read the Assessment Only Pathway guide (which can be obtained from ATOs) thoroughly to find out more about the assessment for this competency unit before enrolling for the assessment of this module. 6. However, if you have not achieved the expected level of competency through this simple self evaluation, you are also advised to gain more experience, attend a relevant training program, or take on self development before enrolling for the certification. 7. Please note that this self evaluation checklist is not exhaustive. It is meant as a guide only. Please also note that the actual assessment under the AOP certification framework is much more rigorous, consisting of a written test on underpinning knowledge and a comprehensive competency based assessment (CBA) using various CBA methodologies. You must be able to demonstrate or provide evidence that you have acquired the various competency elements within the competency unit during the actual assessment. SELF-ASSESSMENT CHECKLIST xxx For each performance criterion, you should evaluate your knowledge, skills and attitude (KSA) described. If you have the KSA, put a tick (() on the â€Å"YES† column and if no or not sure tick the ‘NO† column. If you do not have the required KSA, write the details of the areas that are needed to learn. Competency Unit: xxx |Performance Statement |Self Evaluation Questionnaire |Your answer (Tick ()|Details of KSA that I | |(Requirements) |(Knowledge, Skills ,Attitude (KSA) I must be able | |don’t have yet | | |to show and tell during the assessment) | | | | | |YES |NO | | | |I know how to †¦ | | | | | |I know how to †¦ | | | | | |I know how to †¦ | | | | |PS 2 |I know how to †¦ | | | | | | | | | | | |I know how to †¦ | | | | | |I know how to †¦ | | | | | |I know how to †¦ | | | | | | | | | | | | | | | | |PS 3 | | | | | | | | | | | | | | | | | |PS 4 | | | | | | | | | | | End of Self-Assessment [pic] ASSESSMENT RECORDS for Competency Unit: xxx Code: (TBA) Self-Assessment Checklist For Competency Unit:

The Pearl by John Steinbeck Essay Example for Free

The Pearl by John Steinbeck Essay This Essay will discuss the use of symbols in the novel The Pearl by John Steinbeck. In this novel there are many themes explored. These include the destructiveness of greed, how love can give someone great courage and strength, knowledge is power, but a power which can be abused, and how a dream is good until it starts to destroy the things of value in a person’s life. The destructiveness of greed is shown when the doctor comes to Kinos house and heals Coyotito after Kino has found The Pearl. When Coyotito had been bitten by the scorpion, his father and mother take Kino to the doctor in order to get a treatment. But the doctor refuses to heal Coyotito because Kino is poor. Later On, after Kino owns the pearl, the doctor automatically comes to Kinos house and offers a treatment for Coyotito. After he treats Coyotito, he pretends that he does not know that Kino has found a pearl and asks Kino about the medical expenses. You have a pearl? A good pearl? The doctor asks with curiosity. The reality is that the doctor cares more about Kinos pearl more than giving people treatments. The doctor does this because he values materialistic things more than he cares about others. Although the doctor has a lot of money and he has an abundance of everything he needs and wants in his life, he still wants more and his is dissatisfied. Obviously, the greed had already controlled the doctors mind and the way he acts towards people. Another example of the destructiveness of greed is seen in Kino As Kino tried to find a way to gain wealth and status through the pearl. During this, Kino transforms from a happy, comfortable father to an unhappy criminal. In this quick transition Kino displays the way the ambition of success and greed can destroy innocence. Kino’s desire to gain wealth changes the way we see the pearl. When we first visualize the pearl we see it as a natural beauty and good luck. As the story continues we start seeing it as a symbol of human destruction. Therefore, Kino’s greed leads him to behave violently towards his wife and it also leads to his son’s death. During his mission he loses sight of his cultural traditions and his society. His dreams start to destroy him. This leads the theme of how a dream is good, until it begins to destroy the things of value in a person’s life. Because Kino believes The Pearl will help him achieve all the dreams he has in store for his son Coyotito Kino does not want to give up the pearl. Juana, who is smart enough to figure out that the pearl is going to cause trouble, asks Kino to throw the pearl away multiple times. And even tries to get rid of it herself. Juana says, This pearl is evil. This pearl is like a sin. It will destroy us all! † Even though Juana warns Kino that the pearl will bring great misfortunes to the family and asks him to throw the pearl away, Kino decides not to listen or take the advice his wife is giving because Kinos mind is already overtaken by his dreams he wishes of achieving with The Pearl. He is blinded by the dream of: Juana and Coyotito and himself standing and kneeling at the high alter in the new white clothes holding a Winchester carbine and ‘’Coyotito sitting at a little desk in a school. It is now clear to us that he is slowly starting to become greedy and that his selfish thoughts are suddenly starting to control his actions and what he says. After Kino has found the pearl of the world, everyone is eager to own it and they all begin to start thinking of their own dreams and what they can achieve if they had a pearl like Kino’s, Every man suddenly becomes related to Kino, and Kinos pearl [goes] into the dreams, the schemes mans enemy. And so, the narrator says, For it is said humans are never satisfied, that you give them one thing and they want something more. In the scene where people try to steal Kinos pearl after the pearl is found, they do whatever they can possibly do in order to steal the pearl. Jealousy has grown in the heart of these people and jealousy has turned them into greedy, selfish people. But in the end Kino was only trying to help his family. This relates to the theme of how love can give someone great courage and strength. Kino loves Juana and Coyotito and he wishes to provide them a luxurious and comfortable life style. Through Juanas character we can see the she was chosen to be shown as an â€Å"iron lady† figure. Being a decent wife and the woman behind his man, Juana chose to remain quiet on their long mission. She shares the joy and sorrow with Kino and Coyotito. When Kino acts offensively towards her, she quietly bears the emotional and physical pain she’s being put through. She pledges her loyalty and faithfulness to Kino and her son Coyotito. Her love for Coyotito gave her courage to suck out the venom from her sons shoulder when he was bitten by the scorpion. When Kino is ready to set off to the ocean, Juana insists in following him because she wants to prepare poultice. The traditional cure made of seaweeds. Compared to Kino, her idea of family love is far safer than Kinos ideas of family values. But Kino’s lack of knowledge stops him from being able to provide a luxurious lifestyle for his family. This is linked to the theme of how knowledge is power. Kino believed that if he could afford to give Coyotito an education, Coyotito would move up in social status and he and Juana’s lives would have improved also. â€Å"And my son will make numbers and these things will make us free because he will know-he will know and through him we will know,† Because of his simple lifestyle and their lower social status in life Kino felt powerless against the doctor. Because of his status Kino could not question the doctor’s procedures or his motives. â€Å"Kino felt the rage and hate melting towards fear. He did not know, and perhaps this doctor did. And he could not take the chance of pitting his certain ignorance against this man’s possible knowledge,† Kino knew that if he had a higher social status he wouldn’t have been manipulated. In conclusion there are many symbols in this novel. The symbols are shown through the use of different themes. The symbols help us to realize the main idea of this novel; that materialistic things can change a civilized man.

Literature Review on Childhood Obesity and Treatment

Literature Review on Childhood Obesity and Treatment Obesity has become a huge problem within the Western World over recent years. (34% of the adult population in the US in 2007 (Barness (1986: 75)). It is known from the general media that the incidences of childhood obesity are also on the increase. This review aims to evaluate the ideas and concepts from two Journals. Barness, L.A. (2007) Obesity in Children. Ells et al, (2005) Prevention of Childhood Obesity. Childhood Obesity According to Barness (1986: 75-76), there are a number of tools used to define the obese child. weight for height is the most common used as it uses a chart and the skinfold thickness becomes very erroneous in the obese child due to errors in measurement. The BMI uses charts to which take into account the gender and age of the child which then encompasses more of the variables within children (not apparent in adults) resulting in increased accuracy. There is some debate as to causes of obesity. Some causes are thought to be (Ells et al. (2005: 443)) gender, race, socioeconomic status, special educational needs, environmental factors and genetics (although Ells et al. (2005: 442) states that fewer than 1% of childhood obesity cases are directly caused by a genetic disorder). There are also a number of disease states causing secondary obesity which need to be ruled out prior to attributing the unexplained weight gain to the above causes. These include neurological lesions, endocrinopathies and congenital syndromes (Barness (1986: 82)). There are various factors affecting the obese child including psychological as Obese children often suffer from low self esteem and some can go on to develop depression (10% become clinically depressed Barness (1986: 77)) whereas others comfort eat leading to obesity. There are a number of risk factors which can result from an obese child which include hypertension, diabetes mellitus and dyslipidemia. (Chu et al. (1998: 1141) Dyslipidaemia includes hyperlipidaemia, elevated low-density lipoproteins, and decreased high density lipoproteins (Barness (1986: 81)). Sleep apnoea a common cause of pulmonary insufficiency Barness (1986: 77). The child can wake up many times a night resulting in constant sleep deprivation. This can be life limiting as it puts a strain on the heart also. It has been reported that some children can benefit from tonsillectomy and adenoidectomy Barness (1986: 77). However, Zafer et al. (1999: 33) have concluded that this treatment is associated with an increase in weight, height and BMI. Obesity Treatment As the causes of obesity are varied, so the treatment also needs to be varied. As well as dealing with the causes of obesity there maybe other health issues to be dealt with also. (see above) . The major treatment options involve diet, exercise and behaviour modification (Barness (1986: 83). The dietary requirements need to be under strict medical supervisions as the child is still growing and requires essential nutrients for growth. Barness (1986: 83) states that a protein-sparing modified fast (PSMF) diet has been used and appears safe and can stimulate the respiratory system and blunt the appetite due to ketones being released as the diet is also low in carbohydrates. Barnes does not, however, go into details of behaviour modification or exercise programmes. Obesity Prevention There a number of factors which cause obesity, as stated above. A holistic approach is required to ensure obesity does not occur in the child. According to Ells et al. (2005: 441) evidence supports measures which ensure physical activity and a healthy diet as well as adequate behavioural support for the child to reduce the risk of obesity. Interventions which will aid children to live and grow healthily can come from a number of different sources. School Intervention Schools can influence a childs behaviour and therefore help in the health prevention of obesity. Ells et al. (2005: 444) that a review highlighted a number of health prevention programmes. One of these was based on children being taught via a national curriculum to reduce their sedendatory behaviour. This showed a reduction in obesity. Another two were based on physical activity programmes which showed that there was no significant reduction in obesity over a control group. The multi-faceted approach of nutrition, education, behavioural therapy and physical activity showed that this may help to reduce obesity, especially in girls. Ells et al. (2005: 444) concluded that much more research is needed in this area. Research carried out by Nauta, Byrne and Wesley (2009: 16-17) concluded that school nurses had an awareness of childhood obesity but were unable to set up treatment programmes. Family Intervention There are a number of different behavioural causes within the family environment, including the mothers knowledge of nutrition and opportunities to share family meals. Ells et al. (2005: 445 446) also cited studies undertaken to examine the efficiency of family based behaviour modification programmes and health promotion which did not support any significant decrease in weight in the obese child. Goodfellow and Northstone (2008: 117) found out that children from the Isle of Man were more likely to be obese than in Avon, showing that external influences will have a bearing on the family and individuals health. Preschool / Anti-Natal Intervention A significant number of children are obese at pre-school age. However there is little evidence to support the need for intervention within the pre-school age chilidren. Ells et al. (2005: 446 447) questions whether obesity prevention should begin during the ante-natal period and cited a study finding maternal weight to correlate to preschool obesity but another found that breast feeding had a protective effect on childhood obesity. A study by Rossem et al. (2010: 7) supports the link between breast feeding and reduced obesity in the child. Morgan (1986: 34)) cited that expectant parents should be alerted to the dangers of childhood obesity as there is a strong link with a parent and childs body weight. Government Policies Ells et al. (2005: 449) indicates that in order to prevent the growing trend of obesity Governments must have a key role. For instance Ells et al. (2005: 449) a number of UK police documents including the Health Select Committee Report on Obesity (2004). Monitoring To Ensure Prevention is Working It is vital that preventative measures in place are monitored to ensure that they are reducing both the incidence and severity of childhood obesity so that resources can go to the appropriate measures. Ells et al. (2005: 449) stated that monitoring in most countries consists of only occasional surveys. The UK Essential Core Database for child health have recommended that monitoring (BMI) be carried out on children at entry and exit from both primary and secondary schools. Research carried out by Levine et al. (2008: 255), however, showed that monitoring of primary school children was achievable but that of secondary schools was not. Conclusion It can be concluded that childhood obesity is a large, increasing problem within the western world which will follow on into adulthood. This essay has aimed to give an overview of the theories and evidence surrounding childhood obesity including associated diseases, treatments, preventative measures and people involved in supporting the obese child as well as those factors thought to cause the obesity in the first place. This is a complex issue with evidence currently emerging. This review was mainly focussing on the use of two articles Obesity in Childhood and Prevention of Childhood Obesity which between then cover all the issues surrounding childhood obesity. Where there is further supporting or refuting evidence I have added this. The literature included here is by no means comprehensive and the reader may wish to research an aspect of childhood obesity in greater depth.