Instructional Strategies for Teaching English Language...

Instructional Strategies for Teaching English Language Learners Math EDU 534: Diverse Family Structures October 10, 2012 Abstract This paper investigates and examines the needs of English Language Learners (ELL) in our classrooms today. It defines who they are, gives statistics at three different levels, nationally, statewide and at the school level. A few general concerns about ELL are discussed and also some positive indicators are given to give a foundation to work from. Academic goals in English language development, reading and math; that can be applied for all students, and assessment considerations are reviewed. Finally, proven instructional†¦show more content†¦Enrollment for Spanish speaking is low, but rising. When a child starts school in Pre-K, achievement gaps lessen with government supported programs like Head Start and Even Start. Studies have shown that kids who enter Pre-K become independent learners earlier and develop better language skills. The benefits are not only academic, but social, too. (Discovering the benefits of Pre-K 2007) Academic Goals If teachers look, they will find many instructional techniques and strategies that will help the ELL. We need to consider many variables like: age, native language, cultural and academic backgrounds, parent literacy and English proficiency, when choosing the proper teaching instruction for our ELL students. We need to have high expectations and set achievable goals for all students, in all academic areas. In English language development, students need to improve; vocabulary development, listening comprehension, grammar and syntax. In reading; vocabulary development, word reading, fluency and accuracy when reading, and reading comprehension. In math; vocabulary in context and achievement, understanding of concepts and procedures and their applications and word problems. WWC Evidence for Review Protocol for Interventions for English Language Learners, Version 2. (2009) Assessment Ideally, before any instruction begins, assessment should take place, although this is not always the case. A few things toShow MoreRelatedEnglish Language Learners1162 Words   |  5 Pagesthe lowest 25%. An instructional focus on these students would result in increased student achievement and overall gains for the school. Instructional Strategies for English Language Learners Colorin` Colorado is the premier national bilingual site in the United States for ELL educators, ELL students, and their families. According to an article on the site, â€Å"Mathematical reasoning and problem-solving are closely linked to language and rely upon a firm understanding of basic math vocabulary (as citedRead MoreEsl Classroom Observation845 Words   |  4 Pagesstudents were of Mexican descent and labeled as intermediate/advanced English language learners. The classroom environment itself was very warm and welcoming. There was a bulletin board that displayed pictures of students and their families along with autobiographies. There was another bulletin board dedicated to celebrating Mexican culture and people. The teacher was a Caucasian women in her mid twenties with three years of teaching experience. The second classroom I observed was a first grade classRead MoreEnglish Language Learners : Education, Cognitive Abilities And English Proficiency1090 Words   |  5 PagesEnglish language learners are students who are unable to communicate fluently or learn effectively in English. They require specialized or modified instruction in both the English language and in their academic courses. As a future teacher I have the responsibility to provide adequate instruction that help build on students’ education, cognitive abilities and English proficiency. I will recognize and understand that ELL students come with their own language and culture. This is a benefit to theirRead MoreImplementing A New Program For Students And Staff Achieve The District Vision And Goals924 Words   |  4 Pagescollaboratively, all JUSTCo leaders will assume the following responsibilities to implement this new program designed to help students and staff achieve the district vision and goals. Superintendents Heifitz purposes the superintendent be a leader of learners and â€Å"lead with questions rather than answers† (Heifitz, 2006, p.512). Therefore, the program outlined in the following pages is organized by critical questions that the JUSCo district leadership felt were critical to ask in the pursuit of excellenceRead MoreThe Importance Of Instructional Improvements In College1517 Words   |  7 Pagesproficiency rate in 2017-2018 will amount to 161 out of 354 students. The data from Figure 1 in tandem with Table 1 are evidence that significant instructional improvements need to be made to achieve the school’s goals for the 2017-2018 school year. Instructional Strategies for Economically Disadvantaged Students What are the best school-wide instructional improvements that can be made in Algebra 1, while taking into consideration that 100% of the students taking the course and exam are economicallyRead MoreCentral Primary Serves Pre K Through 5th Grade Students Essay1717 Words   |  7 PagesAscension Parish on Parker Road in Prairieville, Louisiana. Prairieville has a population of 26,895 individuals. English is the most predominate language that is spoken. Of the 26,895 82% or 22,174 are Caucasian and 12% or 3,315 are African American. The remaining population is broken into the races of Hispanic, Asian, and others. School: Prairieville Primary is a place where students are, â€Å"Learners today, leaders tomorrow; and the future begins here.† Prairieville primary serves Pre-K through 5th gradeRead MoreDiversity and Equity Audit in My First Grade Classroom Community932 Words   |  4 Pagestwenty-four students, three of them are English Language Learners. Additionally, eight students receive tier two interventions and two receive tier three interventions in reading. In math, five students are tier two and four are tier three. I also teach one student who receives ECE services for a developmental delay. Within my class there is a wide achievement gap. In order to improve my instructional practices, I analyzed instructional data from district math diagnostic and proficiency assessmentsRead MoreThe Art Of Teaching And Learning883 Words   |  4 PagesIntroduction The art of teaching involves different styles and methods of instructing. An educator’s ability to apply effective instructional strategies should understand how students learn. There is no single learning approach or style that works for every student.(Cetin) This paper will reflect upon my observation and participation during my field experience and demonstrate how it relates to the concepts of course material studied during this semester, â€Å"EDUC 2130, Exploring Teaching and Learning†. FieldRead MoreThe Extent to Which Teachers Help Their EC Students in Regular Classroom Settings1647 Words   |  7 PagesReview The main purpose of the study is it to determine the extent to which teachers help their EC students in regular classroom settings. When speaking of EC students I am more addressing the ESL students. Literacy Before children learn to use language to let their needs and wants be known they first learn to read, how can a child communicate without the resources they need to express themselves before they have the skills needed to do so? Studies show how to overcome one challenging situationRead MoreMath Context For Learning Information893 Words   |  4 Pagesthe School Where You Are Teaching 1. In what type of school do you teach? (Type an â€Å"X† next to the appropriate description; if â€Å"other† applies, provide a brief description.) Elementary school: ___X__ Middle school: _____ Urban: __X___ Suburban: _____ Rural: _____ 2. List any special features of your school or classroom setting (e.g., charter, co-teaching, themed magnet, classroom aide, bilingual, team taught with a special education teacher) that will affect your teaching in this learning segment

History Of Copyright Law With Indian Context Essay

HISTORY OF COPYRIGHT LAW WITH INDIAN CONTEXT: India has one of the oldest academic traditions with formal education finding a place in its ancient history. The universities of Takshila and Nalandaare great centers of learning in the early world, teaming with students and teachers from all parts of the world, not to say about the great Gurukul tradition in the age-old past. However, those are the days when learning was considered as gift of God, freely received and freely given. Over the centuries, the learning approach gradually changed. Old traditions paved way for new ones. New economic models and institutional structures emerged. Concept of copyright in literary works found a place inIndia by the nineteenth century. India had its first Copyright Law enacted on 18th December 1847 much earlier than many other countries. The scope of the Act covered books only and no other kinds of creative expressions. It isinteresting to read the title of that legislation: â€Å"An Act for the encouragement of learningin the territories subject to the Government of the East India Company, bydefining and providing for the enforcementof the right called copyright therein† .The scope of that Act covered only books and no other kinds of creativeexpressions. It is, however, remarkablethat the Act provided for compulsory license to publish a book, which theoriginal publisher had refused to republishso that books in demand are not withheld from the public. Although suchlegislation existed, the BombayShow MoreRelatedAccusation And Defense Of The Salem Witchcraft Trials1658 Words   |  7 PagesRESEARCH PAPER Accusation and defense in the Salem witchcraft trials Suraj Gamal History 1301-73001-73002 JOE L. MCCAMBRIDGE - HISTORY 1301-1302 One of the most infamous Trial in history took place on March 1, 1692. According, to the Library of Congress, Massachusetts authorities catechized Sarah Good, Sarah Osborne, and an Indian Slave, Tituba regarding their practice in witchcraft. The trial resulted in more than 150 men and women in and around Salem jailed on charges of practicing WitchcraftRead MoreThe History of Semantics2495 Words   |  10 Pagesleading proponents include W. H. Goodenough, F. G. Lounsbury, and Claude  Là ©vi-Strauss. In philosophy, semantics has generally followed the lead of symbolic logic, and many philosophers do not make a distinction between logic and semantics. In this context, semantics is concerned with such issues as meaning and truth, meaning and thought, and the relation between signs and what they mean. The leading practitioners have been Gottlob  Frege, Lady Welby, Bertrand  Russell, Otto Neurath, RudolfCarnap, AlonzoRead MoreEgt12776 Words   |  12 Pagescompleted. From the perspective from traditional U.S. customs this action might be misunderstood as a lie but, because of cultural hierarchal tradition, they desire to not upset their superiors by saying they are unable to complete the task. Although the Indian culture encourages and actually enjoys negotiations or bartering, it is important to acknowledge that aggressiveness is considered improper. U.S. culture typically takes an aggressive stance when negotiating, being aware of these cultural differencesRead MoreSwot Analys is It Industries in India3210 Words   |  13 PagesStudy of Indian Software Industry based on SWOT Analysis HUANG Feixue1, LI Zhijie 1 Department of Economics, Dalian University of Technology, Dalian, P.R..China, 116024 2 Research Institute of Nonlinear Information Technology, School of Computer Science and Engineering, Dalian Nationalities University, Dalian 116600, China huangfeixue@yahoo.cn Abstract This study’s objective is to probe of Indian Software Industry issue. The method is formulated as basedon SWOT(Strengths, Weaknesses, OpportunitiesRead MoreCrime is Part of Everyday Life2242 Words   |  9 Pages1.1 CRIME Crime, as we would believe, is a salient fact that is a part of our everyday life. Both the law and the lay man believe that crime is associated with harm and destruction to humans and property alike. It is true that both crime and criminals are looked upon with the greatest hatred across all sections of society, but it is also true that the study and research of the law of crimes has always been one of the most attractive branches of jurisprudence since the early years of human civilizationRead MoreWife Novel of Bharathi Mukherjee2831 Words   |  12 Pagesin seventeenth-century America and India. The Euro-American women protagonists of this work have lovers who are from other cultures or countries. A significant number of her stories and novels present the encounters between cultures in the context of encounters between women and men either of different root cultures or from the same root culture. Some of these very personal encounters have the poignancy of underlying affection, some of them range from gentle humor to an attempt at broad satireRead MoreLaw Enforcement in the 21st Century15936 Words   |  64 PagesLaw Enforcement in a Democratic Society cha pt er 1 ISBN 0-558-46766-0 Law Enforcement in the 21 Century, Second Edition, by Heath B. Grant and Karen J. Terry. Published by Allyn Bacon. Copyright  © 2008 by Pearson Education, Inc. st Chapter Out line INTRODUCTION The Themes of the Book The Police Function: Social Control and the Use of Force Policing Within the Rule of Law: The Challenges of Discretion The Delicate Balance: Crime Control versus Due Process The Levels of Law Enforcement MunicipalRead MoreEthics of Information Communication Technology (Ict)27618 Words   |  111 Pageshuman activities, and undermining the feasibility and legitimacy of applying laws based on geographic boundaries. The new boundaries, which are manifested in the monitor screens, firewalls, passwords, intruder detection, and virus busters, have created new personalities, groups, organizations, and other new forms of social, economic, and political groupings in the cyber world of bits. Traditional border-based law making and law enforcing authorities find this new environment of cyber boundaries veryRead MoreJuvenile Crime Issues in Today’s Criminal Justice System18893 Words   |  76 Pagespart 5 Special Issues ISSUES FOR THE FUTURE The accused has these common law, constitutional, statutory, and humanitarian rights that may be threatened by technological advances and other developments:  ©  ©  ©  © chapter 15 Juvenile Justice chapter 16 Drugs and Crime chapter 17 Terrorism and Multinational Criminal Justice chapter 18 The Future of Criminal Justice These individual rights must be effectively balanced against these present and emerging community concerns: Widespread drug abuse amongRead MoreVaccine1952 Words   |  8 Pagesneeded to distinguish references. Punctuation ââ€" ª When an author-date citation appears at the end of a sentence, place the period after the parentheses. ââ€" ª When an author-date citation appears mid-sentence, punctuation depends on the context. Secondary Sources Indicate in the text when you are citing from a secondary source in one of the following ways: ââ€" ª Place both authors in the same citation at the end of the sentence: (Smith, 1976, cited in Carrington, 1989); or cite them

Human Resource Management Critical Evaluation of HR Information

Question: Discuss about the Human Resource Managementfor Critical Evaluation of HR Information. Answer: Introduction: Human Resource Management (HRM) is a new facet of contemplating about how people must be guided as artisans in the workplace. HRM is not just a single theory but also a bunch of ambitious theories. It is a traditional thought of managing people. There are two schools of thought under HRM, such as hard HRM and soft HRM. Both these are used in any kind of organizations or sectors where hard one is used to manage the employees to meet with the organizational needs and the soft part focuses on the requirements of the employees and the importance of the commitment of the artisans to their workplace. A. Evidence-based HRM, a specific application of the broader term, evidence-based management, is a cornerstone in this subject. Using at least two information sources from academic journals, explain what is meant by this term. Why is this important in HR practice? Evidence-Based HRM: Evidence-based HRM is a term that can be defined in many ways. Some of them are as follows, This is a practice by the human resource, of recognizing and recruiting HR inventions. The approaches that have the robust premise of factual assistance for obtaining desired outcomes. In other words, evidence based HRM is a way of style of working using the best proofs, expertise and significance which matters for the organization (Terpstra and Limpaphayom, 2012). Evidences are usually the alignment of data and facts that are required by the human resource management to examine if the employees taken are worthy for selection or not. Importance of Evidence Based HRM in HR Practice: This is important in HR practices for informed and effective decision-making, maintaining the good quality HR policies, improvement of credibility for the discipline of human resource practice, more consistent decision making and interventions and effective management of risk. Evidence based practice is mainly required as it has its hands within then scientific community and has been embraced, in particular for the medical profession (Terpstra and Limpaphayom, 2012). These evidence based HR practices offers various approaches to new challenges, difficulties and rewards of management. An evidence-based practitioner must be a quick problem solver and must look to harvest and trap evidence at every available opportunity and a good critical and lateral thinker. Find any two internet written sources that you believe would be useful to Israel Tobin in persuading Mark French of the strategic value of the HR function in CERA. (The sources do not need to be used in Israel in full-they are to inform his presentation.) Briefly explain how each source might be used to support Israels pitch to Mark French and the CERA executive team. The main goal of the HR practices of an organization is to examine the employee performances and how to improve their capabilities through various policies and recommendations. This explores the general role of the HR management. The vital objectives are; Examine the general policies, programs and practices of CERA. Measuring the realizations of the employees on HR practices and programs. Assessing the rank of productivity of the workers in that organization. Establishment of proper impact of HR policies on the employees to gain effective performance and organizational improvement. A fine office, prestigious environment and an international status are the key practices that make the organization, one of the best among all. Unless the HR management policy is given any importance, the performance graph cannot improve. As per all industry standards, in any office the HR occupies a unique, important and most sensitive role. This includes the best fit practices strategies and policies that will be responsible for the performance up gradations. Topics on human resource management have been sieved, taking into account of many phases. From the prospects of Taylorism, the experiment which began another phase of people management is known as human relations. The decade of person management surfaced has now evolved as Human Resource Management. Since then, HRM has attained the interest of many studies, executed lot of discoveries that sometimes create discourse and dissimilarities. These are the prospective and practices that HR manager must implement on organizations. The objectives stated above should be the first preference of the employees to gain success in their performance. Using the CRAP Test Evaluate the Two Sources that you used Above. CRAP Test for the First Source of Information: Source 1:Terpstra, D. E., Limpaphayom, W. (2012). Using evidence-based human resource practices for global competitiveness.International Journal of Business and Management. Currency: The information on this topic waspublished within the last 5 years. It was published on November, 2012. Relevancy: The information applies to this topic. It is a secondary source as the primary source is retrieved from the Internet. 70% of the source applies to this topic. The information in the source is detailed. Authority: The information was taken from a journal written by Terpstra, D. E.Limpaphayom. It was an international organization of Business Management. No, there are no credentials provided. There are references provided in the source. It was not peer reviewed. Purpose: It was written to provide the information about the HRM policies of various organizations. The intended audiences are the HR departments of various organizations. The source intended to provide information about the HRM evidence strategy. This is a first-hand account of an event or research. CRAP Test for the Second Source of Information: Source 2:Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management Currency: The information being published within the last 5 years can be considered for this topic. It was published on October, 2013. Relevancy: The information is relevant to this topic. It is another secondary source as the primary source is retrieved from the Internet. 60% of the source applies to this topic. The information in the source is factual. Authority: The information was authored by Marler, J. H., Fisher, S. L. There were only two people. No, there are no credentials provided. There are references provided in the source. It was not peer reviewed. Purpose: It was written to provide the information about the HRM policies of various organizations.. The intended audiences are the HR departments of various organizations. The source intended to provide information about the HRM evidence strategy. This is a first-hand account of an event or research. Draw Conclusions Regarding the nature of Information that should be used to Inform Practice. The information provided above draws from both sources. OCED is a department of government organization, which provides stats and data about the HRM structure of various countries (Terpstra and Limpaphayom, 2012). In the highest terms, these alterations necessitate a theatrically unusual role for the HR function and CERA executive team. Specially, HR should pay more attention on professional results compared to HR level findings. The development of prospect and capability to solve all the business problems must be the number one priority for the HR department. HR is important when it comes to personal capital difficulties that is bound to the capability of the organization to attain chief business preferences and can produce HR outputs to those issues. Acquiring brand new estimation tactics, such as, it fabricates magnitude in a way that it may be assessed in these surroundings. HR has to be a vital central adroitness other than being a market henchman. A big productive business method, which generates original stockholder value, is never an object that could be specified from other business places (Terpstra and Limpaphayom, 2012). Proto typing may hold the organization in the contest, but cannot generate the cognitive deep pockets, which can make comfortable ruthless benefits. Tactical expertise is more crucial other than functional expertise. The foremost value making HR policy, and the one which is most inexperienced in many organizations, is the capability to grasp the mortal principal aspect of every firms crucial working preferences and be considerable to speak out how resolving these principal aspects would exactly affect operations. The vital misplaced parameter in HR service able effectiveness is one systems perception. Functional abilities should mingle conventional HR practical prowess along with a system vista to circumvent dangerous alignments and choose resourceful networks (Marler and Fisher, 2013). As this should have been proclaimed for a systems prospect rigorously in this subject, this guidance should also be reviewed as if a system is designed of interactively fortifying materials; these cannot be administered in segregation. This makes us return to our beginning proposition. It is avowed that the operation of HRM is in calamity, as its standard characteristic does not generate ethical values for that firm. Alternately, it has been explained conceptual and factual proof proposing that HRM has the possibility to have a prudent and meaningful consequence on organizational workflow (Marler and Fisher, 2013). Conclusion: HRM is the main policy of any institution or organization that determines the manpower of that workplace. If any of the employees are not selected through proper evidence and data analysis, a lot of problems might show up instead of proper progression. So, the above made recommendations are the key to a greater good of that organization. Reference List: Marler, J. and Fisher, S. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review. [Online] Available at https://www.researchgate.net/publication/257471839_An_evidence-based_review_of_E-HRM_and_strategic_human_re-source_management/ [Accessed on 19 Mar. 2017]. Terpstra, D. and Limpaphayom, W. (2012). Using Evidence-Based Human Resource Practices for Global Competitiveness.International Journal of Business and Management [Online] Available at www.ccsenet.org/journal/index.php/ijbm/article/download/15517/12030/ [Accessed on 19 Mar. 2017]. Books: Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Hendry, C. (2012).Human resource management.Routledge. Journals: Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Daley, D. M. (2012).Strategic human resource management.Public Personnel Management, 120-125.

Most Important Strategic Challenges for Today free essay sample

This essay will firstly identify the key strategic challenges for today’s HR practitioners operating in multi or transnational companies faced. Simultaneously, the report will provide some solutions and recommendations on coping with those challenges. Subsequently, this article will choose Coca Cola, the most quintessential global corporation as a specific example. A conclusion will come in the end. In order to enhance global competitive advantage, HR practitioners need to clearly identify and delineate the main challenges facing and raised when corporation operates its business in its overseas subsidiaries. The most prominent challenges, cultural and corporate social responsibility will be discussed in depth. Cultural Adaptability and Communication Adapting to different cultures has been increasingly becoming the most critical challenge for today‘s multinational and transnational companies. This is due to the consequence that different countries have their own unique culture which shapes their values and influences their way of doing business. Therefore, HR practitioners must take into account the cultural differences and understand and promote cultural norms to promote firm diversity when operate abroad, which could highly shape the managerial attitudes. We will write a custom essay sample on Most Important Strategic Challenges for Today or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page At the same time, HR practitioners should be able to provide the glue and adequate communication to make these various international divisions and groups work together. By understanding specific culture dimensions where the company operated, HR practitioners should implement appropriate HR practices to hire, retain, motivate and reward employees to fit the local culture. For instance, according to Hofstede’s research (1980), when an American multinational company with high individualism culture operates its subsidiary in China, who enjoys a highly collectivism in its traditional culture, this company should implement its subsidiary’s rewards strategy focusing more on group performance rather than individual performance. On the other hand, HR professionals will also be responsible for providing cultural sensitivity training for the organizations employees and for managers throughout the entire organization to proper recognizing and adapting different cultures (Czebter, Anamaria, 2002). It will help employees and senior management at all organizational levels to adapt different cultures, enhance involvement and commitment and positively contribute to business result. Corporate Social Responsibility In the recent period, Corporate Social Responsibility has become a critical ethic consideration and challenge for HR practitioners in MNCs organization, regardless of country of origin, sector and size. According to Juliette (2002), â€Å"MNCs operating across borders should bear some responsibility for the effects of their operations on the local environment and population to promote stability in their areas of operation, not only because it is the ight thing to do, but also because it makes good business sense† Undoubtedly, HR practitioners push the CSR agenda. There are many ways that could be done in respect of CSR. For example, firstly, HR practitioners must be aware that HR department plays a significant role to educate their enterprise the importance and their responsibility of CSR, be able to provide cross-border guidance and implementing CSR practices to business where they operated. According to Nancy, R, L (2004), â€Å"HR practitioners can influence three primary standards of CSR-ethics, employment practices and community involvement, which relate either directly or indirectly to employees†. These could involve several parts of CSR initiatives such as human rights practices (fair labor practices), offering competitive benefits to competing with local other business, diversity programs care, and protecting the local natural resources and environment. There are lots of things which HR practitioners could do to purse these CSR initiatives. For example, donating and sponsoring money to communities, creating green and recycle products to protect the local environment, selecting and recruiting employees to follow the precepts to compliance with local laws, together with local government to foster a friendly society environment for better place to live and doing business. Case Study: According to the Coca Cola Company (2012), the Coca-Cola Company has made The Worlds Best Multinational Workplaces to work based on the work environments and practices of Coca-Cola offices around the world. There are 25 companies on the list selected from more than 350 multinationals headquartered in 45 countries. The most operating income was derived from businesses outside America. Cultural Adaptability and Communication The most ingredients for Coca Cola to success are perceiving themselves as multi-local company, which could be best summarized as thinking globally, acting locally. Coca Cola understands that cross-cultural adaptability is critical for the company growth and sustainability. According to the Coca Cola Company (2012), Coca Cola has â€Å"created a cross-cultural workplace strategy including developing programs to attract, retain, and develop cross-cultural talent; providing support systems for groups with diverse backgrounds; and educating all associates so that to master the skills to achieve sustainable growth†. In addition, Coca Cola also have outstanding performance of promoting workforce diversity by implementing programs to embrace different people’s values and ideas. Corporate Social Responsibility According to the Coca Cola Company (2012), Corporate Social Responsibility of Coca-Cola is managed trough the public policy and Corporate Reputation Council, a cross-functional group which identifies the company opportunities and risks and recommends strategies to address these challenges. Moreover, the core of the ethics and compliance program at Coca-Cola is the Code of Business Conduct, which guides business conduct, requiring honesty and integrity is compliance with the local laws. In addition, Coca Cola not only limits to established standards of corporate governance and ethics, but also makes a great effort to respond to local society and cares about the local well-being together with respective government. For instance, according to the Coca Cola Company (2012), Coca Cola programs in Africa combine prevention, awareness and treatment, including free condoms, confidential voluntary counseling, and testing for all of associates and their families. Conclusion In conclusion, effective use of HR to â€Å"Think Global, Act Local† could help enterprise overcome strategic challenges within a multinational and transnational company. HR practitioners are firstly expected to have the knowledge of globalization and its drivers. Subsequently, they need to develop cross-cultural understanding, take in to account country-specific factors such as local laws and regulation, promote cultural diversity practices within the organization in order to achieve global competencies. At the same time, HR practitioners also need to understand the core business and values of the organization and become business partners with all levels of the department. In addition, the host country’s business strategy should be at the central of the consideration. Nevertheless, there is no one best HR practice that fit all the forms of the multinational and transnational company. It requires HR professionals, firm and the local government to work together to achieve the firm’s competitive advantage. Reference List: Czebter, Anamaria, (2002), ‘Labor market and Gloablization: Human Resources management in global enterprises, Centre International de Formation Europeenne, Nice. Geert Hofstede, (1980), Cultures Consequences: International Differences in Work-Related Values. Beverly Hills CA: Sage Publications Juliette Bennett, 2002. Multinational Corporations, Social Responsibility and Conflict, Journal of International Affairs, vol. 55, no. 2 Nancy R, 2004. Corporate Social Responsibility: HRs Leadership Roleb, falseLockwood, HR Magazine[pic],49 (12), p1-11[pic] The Coca Cola Company, 2012, Coca-Cola Named Among Worlds Best Multinational Companies to Work For. [Online] Available at http://www. thecoca-colacompany. com/dynamic/press_center/2011/10/best-multinational-companies. htmlgt;, [Accessed  8 November  2012] The Coca Cola Company, 2012, Workplace Culture. [Online] Available at lt; http://www. thecoca-colacompany. com/citizenship/workplace_culture. htmlgt;, [Accessed  8 November  2012] The Coca Cola Company, 2012, Governance Ethics. [Online] Available at lt; http://www. thecoca-colacompany. com/citizenship/governance_ethics. html gt;, [Accessed  8 November  2012] Question 3 Advances in information and communication technology have meant profound changes in the world of work. Drawing on ideas and arguments rose during the semester, critically examine and discuss the impact that technology is having on HR strategies. Support your argument by drawing on a brief example from industry. Introduction With the dramatic change in technology and globalization, the advance in information and communication technology has prominent impacts on today’s daily work; especially contribute to HR strategies and functions. However, several researchers propose that there are still several negative impacts technology has on HR strategies which we could not deny. To explore this complex issue, the essay will begin with providing a deep vision on how the advance in information and communication technology has profound positive impact on daily work, especially on HR strategies. Subsequently, this report will identify and explain the demerits of advanced technology used in the workforce from both employee and company sides of view. An evaluation will come then with conclusion in the end. Snell, Stueber, and Lepak (2002) observe that â€Å"HR can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer- oriented by leveraging information technology (IT)†. Lepak and Snell (1998) have proposed that â€Å"there are three types of e-HRM which are operational e-HRM, relational e-HRM and transformational e-HRM†. 1. Operational Impact According to Samir S and James,B,S (2003), â€Å"the impact that IT has on internal functioning of HR is operational impact which refers to alleviation of administrative burden of HR and lowering of variable transaction costs and head count within HR†. For example, nowadays, a lot of HR professionals are struggling with filing a large amount of paperwork which is time consuming. HR Enterprise Resource Planning (ERP) can help store data and retrieve HR files in an electronic format to provide supporting efficiency to HR department and significantly reduce the time on administrative HR tasks. On employees’ perspective, staffs are able to communicate and share information with other staff members online which brings everyone together. Additionally, ERP system is easy to use, which apparently could save training cost. 2. Relational Impact According to Samir, S and James,B,S (2003), â€Å"relational impact refers to the impact technology has on relationships that HR enjoys with its clients. It refers to technology can enhance the quality of relationships by influencing HR response times and service levels and also by providing decision support to help internal clients effectively†. For instance, using computer based tools would definitely help HR activities to be done efficiently like approving leave, employee boarding, calculating commission and evaluating employee performance and so on. The relationship with clients and employees will be therefore enhanced. On the other hand, Hubb, J, M, R and his colleagues (2006) also identified that â€Å"in terms of relational HRM, there is a choice between supporting recruitment and selection through a web-based application or using a paper-based approach (paper-based application forms and letters)†. For example, nowadays, with the help of advanced technology and networking, recruitment becomes more efficient and effective which enables HR professionals to attract and assess widespread more job candidates instead of seeking applicants by using print publications. 3. Transformational Impact Ultimately, Samir S and James,B,S (2003) proposed â€Å"Transformational impact of IT, redefines the scope of HR by enabling the function to concentrate more on strategic activities such as creating a learning environment, assisting in knowledge management, facilitating organizational transformation†. The effective use of HR technology in the workplace enables HR professionals to play a strategic role in supporting virtual team through an integrated HR web tools. For instance, HRIS system could help HR professionals generate specific useful reports in regards with creating recruitment and retention strategies, develop training programs, assess employee performance. The increasing use of integrated HR software makes HR professionals always adherent with the whole company business and operation strategy. However, despite the advantages of HR technology, HR technologies are still underestimated and not remain in a priority in several companies. There are several reasons for the resistance and underestimation of advanced technology. Firstly, some companies regard HR technology system costly especially in the initial stage. Secondly, their HR advanced technology and system could create more pressing issues, for instance, HRIS are complex and difficult to implement and they are resistance to change existing work process. In addition, the advanced HR technologies reassign many day-to-day activities of HR professionals and several HR professionals may perceive that the advanced HR technology may replace their daily job. Moreover, with the use of advanced technology, responsibilities may shift to line managers. Last but not least, there will be no boundary between work and life and it might result in low commitment and satisfaction. However, as discussed above, efficient use of HR system can be time saving and add professional quality when HR process and activities took place. HR technology could create the opportunities for HR to enhance his strategic contribution in strategic role. Hence, it is a critical need for HR professionals to better familiar with advanced HR processing system, be well trained with HR technologies and understand that HR technologies could better let them participate in strategic decision making and enhance strategic contribution to the organization. Case Study As we know that Coca Cola is a multinational cultural company which operated geographically dispersed. Therefore, the advanced technology makes it possible for employees in Coca Cola to work cooperatively and share knowledge and ideas easily regardless of time and distance. Introducing virtual team to Coca Cola could enhance the communication all around the world instead of interacting face-to-face. According to Ochrehouse (2012), Simon Brown, the HR Transformation Deployment Director at Coca Cola who built a virtual HR team said that: â€Å"the real glue was provided by the revolution in communications technology. We set up a formal system of group and one-to-one video, Webex and audio conferences, but we also employed ‘Sametime’, the chatroom facility of Lotus Notes to talk to each other on a constant basis†. Therefore, there is no doubt that digital technology plays a crucial role for vital team in Coca Cola. The benefits from it including reducing cost, ease of cross-cultural collaboration and knowledge sharing. Hence, high level of task variety, high degree of flexibility and responsiveness are created. As a consequence, company will improve efficiency; earn margins and competitive advantage in the market. However, there is no doubt that there are still some demerits exiting in respect of lack of team moral and spirit, likelihood of misunderstanding, role ambiguity and absenteeism, risk regarding data and network security, require high level of self-discipline, lack of efficiency in communication due to the constraints virtual communication medium Conclusion To recapitulate, advances in information and communication technology have meant profound changes in the workplace which have especially have critical impact on HR strategies. Utilization of Information System also enables HR to be a strategic business partner in respect of actively supporting business execution and adding strategic value to the organization. Nevertheless, there are still some negative impacts on HR strategies when technology is implemented. Therefore, selecting the most suitable and integrated human resource software and helping employees reduce barriers and resistance on technology replacement and update are in essential. To some extent, technology implementation may be costly in the short time, however, long-term benefits and sustainability will be achieved among customers, employees and benefit the society as a whole. Reference List Lepak, D. P. , Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human Resource Management Review, 8(3), 215–234. Ochrehouse, 2012, HR teams in a virtual world. [Online] Available at , [Accessed  8 November  2012] Ruel, H. J. M, Bondaruk, T. V. Van der Velde, M (2007) ‘The contribution of e-HRM to HRM effectiveness – Results from a quantitative study in a Dutch Ministry’, Employee Relations, 29(3):280-291. Shrivastava, S. Shaw, J. B. (2003) ‘Liberating HR through Technology’, Human Resource Management, 42 (3), 201-22

Domestic Violence Within The Military Social Work Essay Essays

Domestic Violence Within The Military Social Work Essay Essays Domestic Violence Within The Military Social Work Essay Essay Domestic Violence Within The Military Social Work Essay Essay Understanding household force in the armed forces is an of import concern because of the alone emphasiss faced by military households on a day-to-day footing that could put them at greater hazard for household disfunction. Long separations, such as Deployment to war, can make a nerve-racking life style for military households. In the mid to late 1990s advocators and militants, were able to carry policy shapers that domestic force constituted a societal job specifically for the military. American foreign policy has resulted in the deployment of U.S. military forces to states around the universe, supplying military mans chances to run into and socialise with local adult females. Immigrant position keeps many adult females from seeking aid or go forthing the opprobrious relationship, fearing they ca nt inquire for aid and exile. The military mans tried to forestall their immigrant married womans from deriving independency or go forthing the matrimony. The armed forces s attack to forest all, place and step in with domestic force relies to a great extent on the Family Advocacy Program ( FAP ) . Introduction Family force may be more common in the military population compared to the civilian population because of higher overall emphasis degrees associated with the military life style ( e.g. , frequent separations, long work hours, unsafe work environment, etc. ) . Long separations, such as Deployment to war, can make a nerve-racking life style for military households. Surveies have proven long deployments increase the opportunities of returning with combat injury, as a consequence heightens the hazard of domestic force ( Rentz et al. , 2006 ) . Understanding household force in the armed forces is an of import concern because of the alone emphasiss faced by military households on a day-to-day footing that could put them at greater hazard for household disfunction. Members of the armed forces are frequently required to relocate to another metropolis, province, or state, frequently ensuing in a break to household life. They besides tend to work long hours and are capable to drawn-out separations in the signifier of schooling, impermanent assignments, or deployment, all of which may interfere with household duties ( Alvarez A ; Sontiag, 2008 ) . Domestic Violence in the Military: The History The Department of Defense has taken a clear stance against household force. In 1981, Department of Defense Directive 6400.1 required each subdivision of military service ( Army, Navy, Air Force, and Marine Corps ) to set up ( a ) a Family Advocacy Program to forestall and handle child ill-treatment and partner maltreatment and ( B ) a confidential cardinal register to roll up and analyse Family Advocacy Program informations ( Department of Defense, 2004 ) . It is ill-defined whether or non household force would be more common among military households than among civilian households. Family force may be more common in the military population compared to the civilian population because of higher overall emphasis degrees associated with the military life style ( e.g. , frequent separations, long work hours, unsafe work environment, etc. ) . Soldiers are capable to deployments and resettlements that can frequently take to a separation from equals and community support webs. Frequent and extended separations may hold a profound impact on matrimonies, peculiarly those of short continuance, because they present a window of chance for the partner left behind to research independency and develop other relationships. For those relocated to installings located outside of the Continental United States, societal and cultural isolation is reasonably common ( Rentz et al. , 2006 ) . There is an increasing figure of active responsibility military ( ADM ) adult females, like their civilian opposite numbers, at hazard for domestic force ( DV ) . This survey illustrates active responsibility military adult females s attitudes and picks refering the armed forces s policy on domestic force. 474 ADM adult females from all services were interviewed via telephone. Nineteen of whom had experienced DV during their military service ( Gielen et al. , 2006 ) . During the survey, ADM adult females were afraid if they were to describe domestic force it would endanger their occupation. In fact, a higher proportion of military adult females thought regular showing would escalate future maltreatment ( Gielen et al. , 2006 ) . This may be related to the military context in which there is compulsory coverage and a deficiency of confidentiality. United States Military Culture Gender-based force, such as sexual torment, colza, and domestic force, is a planetary phenomenon that occurs among military households and within military communities, during peace clip and in clip of war. A figure of research workers and militants have argued that military civilization, shared norms, for illustration, sing maleness, gender, force, and adult females, is contributing to ravish and sexual torment, every bit good as domestic force ( Adelman, 2003 ) . In the United States, nevertheless, it was non until the mid to late 1990s that advocators and militants, working both within and outside of the military, were able to carry policy shapers that domestic force constituted a societal job specifically for the military. Widespread media coverage of military-generated sexual torment and sexual assault dirts every bit good as coverage of high rates of domestic force in the U.S. military in Time magazine s and 60 Minutes s motivated the Department of Defense to turn to domestic force in the military ( Adelman, 2003 ) . Civilian advocators for beat-up adult females every bit good as military forces warn that domestic force injuries servicewomen and civilian adult females ( and their kids ) who are married to military military mans. It besides has been argued that domestic force goes against the institutional values of the military and negatively affects military preparedness ( Adelman, 2003 ) . These include creative activity of a undertaking force, beef uping of coverage protocols, sweetening of the Family Advocacy Program, and encouragement to make public notice between civilian and military governments. Military policies sing domestic force diverge from civilian attacks in several important ways. What constitutes a condemnable misdemeanor, for illustration, and who substantiates a ailment of domestic force conform to the Uniform Code of Military Justice ( UCMJ, n.d. ) . Privacy and confidentiality are non guaranteed within the military system, which mandates the coverage to unit commanding officers of suspected instances of domestic force sing forces under their supervising. Military responses to domestic force differ most clearly from civilian, state-based responses in that the societal control mechanism doubles as the wrongdoer s employer. In the United States, the armed forces or the military base constitutes a comparatively stray and independent societal and legal entity that produces and is governed by its ain linguistic communication, norms, and Torahs. This reflects the idealised distance and legal division between military and civilian life in the United States, and as a consequence, surveies of domestic force in the U.S. military are based on a separation between the civil and the military, doing it hard to carry on comprehensive or comparative research. Orders of protection obtained in a civilian tribunal, for illustration, may non be enforced within the federal legal power of a military base and frailty versa. Much of the concern with and research on military civilization and relationships between military civilization and domestic force have been generated in the United States or in states that host U.S. military bases, due to a figure of high-profile instances of sexual torment, colza, and domestic homicide in the U.S. military ( Adelman, 2003 ) . Defense Task Force on Domestic Violence Although the Defense Task Force on Domestic Violence ( DTFDV ) has made a serious effort to turn to many of the concerns related to domestic force in the military, its analysis of banging is extremely flawed in cardinal subdivisions of the study. As a consequence, the study includes inappropriate recommendations for intercessions and redresss. Battering is described as an person, clinical job in the subdivision on preparation of military officers and the subdivision on wrongdoer answerability. No attending is given to the social attitudes and belief systems that support such force and no differentiations are made between normal matrimonial differences and the form of power and control that characterizes domestic force ( DOD, 2004 ; Rosenthal A ; McDonald, 2003 ) . The DTFDV study strongly recommends that developing be provided to military officers and nowadayss information that should be included in such preparation. However, there is a troublesome accent within this information on choler direction as a redress in some domestic force instances. The information states that anger direction categories should merely be utilized in low degree emotional ill-treatment instances where there has been no physical force . Classifying any domestic force instance as low degree is debatable and indicates confusion about the kineticss of this specific form of behaviour. Domestic force is non about mundane statements and crossnesss between twosomes. The form of behaviour that is by and large defined as domestic force involves coercive, intimidating, terrorization, and commanding behaviour by one spouse toward another. Situations in which such a form is present by and large involve non merely emotional ill-treatment but besides menaces of force that can r apidly intensify into physical maltreatment ( Rosenthal A ; McDonald, 2003 ) . Reports of Parental Spousal Violence In the military, household force straight jeopardizes the household s fiscal security. A beat-up married woman frequently protects the military hubby against legal proceedings initiated by the armed forces. The military besides may be more likely to protect officers accused of bridal force as compared to enlisted soldiers. Surveies indicate that kids can accurately describe on bridal force. In the military, 95 % of spousal force occurs in the place and 43 % of victims study that kids witness the maltreatment. The survey demonstrated that there was as general tendency for more bridal force in the military households with slapping, throwing objects, and an overall step of force separating between the military and civilian groups. These differences persisted even when commanding for cultural background and military rank. Spousal force was significantly higher in commissioned officers as compared to enlisted forces. The current survey does non turn to whether the military environment contributes to increased spousal force or whether persons prone to abusive behaviour are more likely to fall in the military ( Cronin, 1995 ) . Immigration and Domestic Violence Each twelvemonth, 100s of 1000s of adult females enter the United States as a partner of a U.S. citizen or legal lasting occupant, coming to the United States with important disadvantages in societal position and resources compared with their male spouses. Womans whose immigrant position is attached to their hubbies U.S. citizenship enjoy slightly greater legal protection than do undocumented immigrant adult females, but they excessively are vulnerable due to the construction of in-migration jurisprudence ( MSCFV, n.d. ) . Immigrant position keeps many adult females from seeking aid from maltreatment or go forthing the opprobrious relationship. Undocumented adult females fear that if they ask for aid, the wellness or societal service supplier will turn them in for exile. However, even battered immigrant adult females with legal immigrant position feel vulnerable to exile should they seek aid. Asiatic and Latino immigrant adult females with bridal visas tied to their maltreaters besides report that frights of exile maintain their engagement with their batterer ( Erez A ; Bach, 2003 ) . The United States is considered a state of immigrants. However, who is allowed to lawfully immigrate has varied over clip. U.S. in-migration and naturalisation Torahs have shaped the ensuing immigrant pool in footings of gender, race or nationality, sexual orientation, and matrimonial position. Subsequent alterations in in-migration policy, including an amnesty enterprise in the mid-1980s, led to heterosexual household reunion and an addition in the Numberss of adult females and kids who migrated to the United States. Such gendered and sexualized forms reflect how in-migration and naturalisation jurisprudence serves to patrol the purported moral every bit good as political boundaries of the state. These in-migration Torahs affect why, when, how, and with whom adult females immigrate and their experiences of domestic force subsequent to arrival in the United States ( Erez, Adelman, A ; Gregory, 2009 ; Raj A ; Silverman, 2002 ) . Some adult females reported that the addition in emotional, sexual, and physical maltreatment coincided with immigration-specific activities such as come ining the state, registering in-migration documents, or accessing societal public assistance systems. The bulk of adult females who came with their partners reported that the passage and move to the United States altered the kineticss of the relationship: He has had more power to pull strings in the U.S. because I am illegal and depended on him and I did nt hold any rights here ( Erez et al. , 2009 ) . Although jurisprudence is non deliberately gender biased, one that creates a status-marriage dependence, such as in-migration jurisprudence, makes immigrant adult females more vulnerable to the domestic force power moral force. Military Brides American foreign policy has resulted in the deployment of U.S. military forces to states around the universe, supplying military mans chances to run into and socialise with local adult females. Some members of the Armed Forces stationed abroad signifier confidant which they are deployed, doing these adult females military brides, viz. , nonnative adult females who marry U.S. military forces. For case, the deployment of U.S. military personnels in Asiatic states has resulted in more than 200,000 Nipponese, Vietnamese, Thai, Korean, and Filipino adult females get marrieding U.S. service members and immigrating to the United States since World War II. On reaching in this state, military brides become immigrants and are capable to U.S. in-migration Torahs, which by and large give, with few exclusions, a partner ( or parent ) control over the in-migration position of their dependants ( Erez A ; Bach, 2003 ) . The military mans tried to forestall their immigrant married womans from deriving independency or go forthing the matrimony. Some hubbies prohibited the adult females from looking for employment. One adult female stated that the force occurred while she was on the telephone discoursing a occupation. Another adult female noted that she could merely work when her maltreater was out of the house. Attempts by the adult females to take some actions to halt the maltreatment besides triggered force: [ Violence occurred ] following meetings with an lawyer or military functionaries ( Erez A ; Bach, 2003 ) . Without exclusion, the adult females interviewed reported that their hubbies ( or fiance in one instance ) used their in-migration position as a arm against them. The maltreatment tactics included menaces to describe them to immigration governments, to inform the Immigration and Naturalization Service ( INS ) about presumed jurisprudence misdemeanors, to take away the kids, or to behave the adult females ( Erez A ; Bach, 2003 ) . Without any close household or friends nearby, the adult females did non hold any gloss of the societal and cultural support webs that are available to other military married womans. The immigrant adult females could non go place, nor could they name or pass on with relations or friends. They were non familiar with the civilian community around them and did non hold the benefit of an immigrant community to turn to for support or advice. Without the presence of household, friends, or community, the isolation and impotence intensified ( Raj A ; Silverman, 2002 ) . Lack of linguistic communication accomplishments increases immigrant adult females s isolation, precludes entree to information, and farther bounds their employment chances. In reacting to domestic force in the armed forces, particular attending should be paid to adult females whose fortunes involve multiple exposures, such as military brides. Marital ties of immigrant adult females to opprobrious work forces combine military and immigration-related maltreatment and dependence, whether existent or perceived. The survey demonstrates that in-migration position can go an extra arm in the armory of opprobrious military spouses. As immigrant adult females are frequently non cognizant of or informed about legal protections and available services, 10 immigration-related maltreatments can go an effectual tool of control and domination. In visible radiation of the big figure of intimate partnerships formed between American military forces stationed abroad and nonnative adult females, the malt reatment possible inherent in such relationships warrants particular attending by the armed forces in its attempts to turn to domestic force ( Defense Task Force on Domestic Violence, 2002 ) . It is of import to remind all who work with beat-up adult females and immigrant communities that we must make what is necessary to better the lives of beat-up immigrant adult females and their kids. Members of immigrant communities, battered adult females s advocators, research workers, policy shapers, and most significantly, battered immigrant adult females must join forces in planing these attempts. Defense Department s Family Advocacy Program The Department of Defense created a Family Advocacy Program ( FAP ) , supplying victims with resources that would assist acquire to safety and back on their pess. The plan is available on each military base, and consists of co-ordinated attempts designed to forestall, place, study and handle all facets of kid maltreatment and disregard, and domestic maltreatment. Each base besides has a victim s advocator who work with the unit s FAP ( DOD, 2004 ) . Licensed counsellors, psychologists and societal workers make up the military victim advocator. They are knowing about the procedure military forces and their households can take to turn to domestic force. They besides have available a list of resources, healers, and shelters that will help victims and their households. Advocates and advisers work with the victim, reding the person of available options ( DOD, 2004 ) . Commanding officers are finally responsible for keeping good order and subject among military forces. Although all the Military Services provide developing to help commanding officers in understanding their functions and duties related to command, the course of study and continuance vary by Service. Department of Defense Directive ( DoDD ) 6400.1 authorizations that the Family Advocacy Program ( FAP ) office notify a service member s dominating officer when an act of maltreatment has allegedly occurred. The directing mandates the instruction and preparation of cardinal forces on policy and effectual steps to relieve jobs associated with kid and partner maltreatment. The directive, nevertheless, does non specify cardinal forces ( Klimp A ; Tucker, 2001 ) . The services have implemented this policy in changing ways, to include everything from single briefings with commanding officers one time they have assumed bid places on an installing to a group developing format. The Army provides specific instructions on briefing commanding officers via Army Regulation 608-18, the Army FAP. The Navy s counsel is lineations on OPNAVINST 1752.2A, FAP, observing that commanding officers shall guarantee that the bid is trained on the designation and bar of household force, coverage demands, and bid, community, and FAP response consciousness as regular professional development preparation ( Klimp A ; Tucker, 2001 ) . The Air Force provides counsel in Air Force Instruction 40-301, FAP and the Marine Corps provides counsel for commanding officer preparation in MCOP 1752.3B, Marine Corps FAP Standing Operation. Unit of measurement commanding officers at installings with a household service centre should obtain a FAP brief from the FAP director within 45 yearss of presuming bid ( Klimp A ; Tucker, 2001 ) . The Department of Defense does non mandate domestic force preparation specifically for military commanding officers. However, the DOD advises the Services to supply instruction and preparation for cardinal forces. Installations vary in their readings of the directive, and, as a consequence, some plans have more deepnesss than others. The armed forces s attack to forestall, place and step in with domestic force relies to a great extent on FAP. Given they operate under the counsel of qualified mental wellness professionals they are readily available to help those military forces and their households with their demands. Drumhead Domestic force includes but non limited to the wilful bullying, physical assault and battery against an intimate spouse or kid. It besides includes emotionally opprobrious and commanding behaviour that establishes a form of laterality and control ( NCADV, 2005 ) . Even though domestic force is neer acceptable, mental wellness professionals know firsthand how the sort of intense emphasis experienced by military members frequently leads to opprobrious behaviours. In the 2008 New York Times article When Strains on Military Families Turn Deadly, the writers province that surveies illustrate the relationship between combat experience, injury, and domestic force. The article cited a 2006 survey which focused on veterans at a Veterans Affairs medical centre who sought matrimonial guidance between 1997 and 2003. They found that those with PTSD were significantly more likely to commit force toward their spouse. Surveies like these, and studies by those who work with military forces and their households, have many mental wellness practicians, military leaders, and policymakers concerned, and determined to happen solutions for countless victims, before it s excessively late. The NYT article mentioned several cases where mental wellness jobs associated with the Iraq and Afghanistan wars led to lay waste toing, lifelessly homicides, with a service member killing his partner, or kid, and sometimes turning the gun on himself afterwards ( Alvarez A ; So ntiag, 2008 ) . Future research is needed that explores household force in all subdivisions of the military. Surveies should besides concentrate on the coincident happening of child ill-treatment and partner maltreatment in military households. The civilian and military communities are urged to work toward utilizing common definitions and patterns to ease comparing of rates among the populations. It is of import to farther examine service handiness and use to find the impact on household force. Mentions: Adelman, M. ( 2003 ) . The Military, Militarism and the Militarization of domestic force. Violence Against Women, 9: 1118-1152. Department of the interior: 10.1177/1077801203255292. Alvarez, L. A ; Sontiag, D. ( 2008, February 15 ) . When strains on military households turn lifelessly. The New York Times. Retrieved from hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2HYPERLINK hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2 A ; _r=1 amp ; HYPERLINK hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2 A ; _r=1 _r=1 Cronin, C. ( 1995 ) . Adolescent studies of parental spousal force in Military and civilian households. Journal of Interpersonal Violence, 10: 117-122. Department of the interior: 10.1177/088626095010001008. Department of Defense. ( 2004 ) . Department of Defense Directive 6400.1. Retrieved from hypertext transfer protocol: //www.dtic.mil/whs/directives/corres/pdf/640001p.pdf Erez, E. A ; Bach, S. ( 2003 ) . Immigration, domestic force, and the armed forces: The instance of Military Brides. Violence Against Women, 9: 1093-1117. Department of the interior: 10.1177/1077801203255289. Erez, E. , Adelman, M. A ; Gregory, C. ( 2009 ) . Intersections of in-migration and domestic force: Voices of battered immigrant adult females. Feminist Criminology, 4: 32-56. Department of the interior: 10.1177/1557085108325413. Gielen, A. , Campbell, J. , Garza, M. A. , OCampo, P. , Dienemann, J. , Kub, J. , A ; Lloyd, D. W. ( 2006 ) . Domestic Violence in the Military: Women s Policy Preferences and Beliefs Concerning Routine Screening and Mandatory Reporting. Military Medicine, 171 ( 8 ) , 729-735. Retrieved from EBSCOhost. Klimp, J. W. A ; Tucker, T.T. ( 2001 ) . Domestic force. Arlington, VA: Task Force Mid-Shore Council on Family Violence. ( n.d. ) . Domestic force immigrant victims. Retrieved from hypertext transfer protocol: //www.mscfv.org/dvstat.html National Coalition Against Domestic Violence. ( 2005 ) . Domestic Violence. Retrieved from hypertext transfer protocol: //www.ncadv.org/aboutus.php Raj, A. A ; Silverman, J. ( 2002 ) . Violence against immigrant adult females: The functions of civilization, context, and legal immigrant position on confidant spouse force. Violence Against Women, 8: 367-398. Department of the interior: 10.1177/10778010222183107. Rentz, D.E. , Martin, S.L. , Gibbs, D.A. , Clinton-Sherrod, M. Hardison, J. A ; Marshall, S. ( 2006 ) . Family force in the armed forces: A reappraisal of the literature. Trauma, Violence, A ; Abuse, 7: 93-108. Department of the interior: 10.1177/1524838005285916. Rosenthal, L. A ; McDonald, S. ( 2003 ) . Seeking justness: A reappraisal of the 2nd study of the defence undertaking force on domestic force. Violence Against Women, 9: 1153-1161. Department of the interior: 10.1177/1077801203255549. Uniform Code of Military Justice. ( n.d. ) Retrieved from hypertext transfer protocol: //www.au.af.mil/au/awc/awcgate/ucmj.htm Part II: A Reflection Piece The Family Justice Center Abstraction The Family Justice Center ( FJC ) is merely that, a multi-agency service centre for victims of household force and their kids. FJC is comprised of multiple community spouses. With my legal background interning with the legal web was the best tantrum. My function consisted of testing domestic force ( DV ) victims, helping in the procedure of obtaining a impermanent restraining order ( TRO ) and supplying tribunal support. As a certified legal assistant and presently analyzing forensic psychological science I am happening it slightly hard to transgress my boundaries in executing double functions. The most ambitious policy to adhere is the makings for obtaining a TRO. It is hard to find what making constitutes person as being qualified for a TRO. Does a victim have to acquire beaten before using for a TRO? At what point do we warrant what qualifies? One of the Torahs that we do follow is the Dr. Jackie Campbell s Danger Assessment. The Danger Assessment ( DA ) was originally developed b y Co-Investigator Campbell with audience and content cogency support from battered adult females, shelter workers, jurisprudence enforcement functionaries, and other clinical experts on buffeting. As every multi-disciplinary squad is alone, it is of import to be cognizant of schemes to turn to challenges related to working in multi-disciplinary squads. Whether it is specifying functions, puting boundaries, or guaranting all squad members can lend every bit, schemes like these can assist multi-disciplinary squads address challenges they frequently encounter. Introduction There are many forensic psychological science scenes in which forensic psychological science professionals may work. Forensic psychological science professionals may work with wrongdoers in the tribunals, in prisons, in halfway houses, or in community scenes. Forensic psychological science professionals may besides work with offense victims in scenes such as domestic force shelters. There are many grounds why I chose the forensic psychological science puting I did for my field experience. The Family Justice Center The Family Justice Center ( FJC ) focuses on making a web nationally and internationally minimising household force. The centre besides provides, preparation, audience and host conferences. The FJC is comprised of multiple professionals and services such as a military affair, mental wellness services, a jurisprudence enforcement section, and a legal section. The FJC is merely that, a multi-agency service centre for victims of household force and their kids. This centre offers kids with close working relationships, shared preparation and proficient aid, collaborative acquisition procedures, and coordinated support aid ( FJC, 2009 ) . The FJC legal web s mission statement is to supply convenient and free legal services to victims of domestic force ( FJC, 2009 ) . FJC goes above and beyond their mission statement. They provide extra resources and centre s their attending merely on the single client. They provide a kid attention centre for clients with kids, a waiting room filled with drinks and bites is provided every bit good as little therapy suites equipped with comfy couch. The therapy room is where appraisals are conducted for privateness intents. Functions and Duties FJC is comprised of multiple community spouses. With my legal background interning with the legal web was the best tantrum. My function consisted of testing domestic force ( DV ) victims, helping in the procedure of obtaining a impermanent restraining order ( TRO ) and supplying tribunal support at tribunal hearings. Once the showing is conducted, I consult with my oversing lawyer to find if the client has measure uping elements to continue with a TRO. To measure up for a TRO through FJC, a client must hold one of the undermentioned relationships to the individual they want restrained: Spouse or former partner Person with whom you portion ( vitamin D ) a life infinite Have or had a dating/engagement relationship Parents of a kid Relative to the 2nd grade ( grandparents, but non cousins ) The individual they wish to hold restrained must ALSO hold committed one of these Acts of the Apostless: Recent physical force Recent menaces of physical force Harassment Recent sexual assault or molestation Stalking Verbal maltreatment ( merely when really severe ) ( FJC, 2009 ) . Ethical Issues The FJC takes every safeguard to follow all ethical codifications set upon all professionals within the organisation. As I mentioned before the FJC is comprised of assorted professionals such as investigators, counselors/psychologists and lawyers. Each professional has its ain ethical codifications to follow. The legal section follows same ethical codifications related to confidentiality and release of information ( APA, 2010: Ethical Standard Code 4 ; AP-LS, 2008: Forte Guideline 10 ) . Each client is required to travel through two showings before they move frontward with the legal section. A psychologist screens them and if there are seeable hurts, the client is seen by a forensic medical tester. At this clip, a release mandate signifier of the exposure is signed by client. This gives the organisation permission to utilize the exposure as grounds for tribunal hearings. Each client is required to subscribe a confidentiality understanding signifier prior to run intoing with the legal section. As stated above the organisation is besides comprised of constabulary officers and investigators. Police officers and investigators have their ain ethical codifications to follow. At times a client would get and would besides wish to register a constabulary study. At the minute the client is allowed to register a study. At no clip can the psychologist or lawyer be present during this clip. If a 3rd party was present during this clip, the 3rd party is entitled to attest in tribunal as a informant for the condemnable instance. It can acquire reasonably complicated. I ran into this job when helping with the client that was a investigator. As a certified legal assistant and presently analyzing forensic psychological science I found it slightly hard non to transgress my boundaries in executing double functions ( APA, 2010: Ethical Standard Code 3 ; AP-LS, 2008: Forte Guidelines 6 ) . Part of my duty prior to helping with the TRO I have to test them to find if they have adequate grounds to travel frontward with a TRO. Sometimes I find myself maneuvering towards a psychological appraisal merely to retrieve that I m testing for legal intents. Legal Issues With the legal field come many Torahs, ordinances and processs. The most ambitious policy to adhere is the makings for obtaining a TRO. It is hard to find what making constitutes person as being qualified for a TRO. Does a victim have to acquire beaten before using for a TRO? At what point do we warrant what qualifies? Although there are regulations and ordinances, at times I find some professional staff doing judgements based on their ain judgements. Harassment, Stalking and Severe verbal maltreatment are all hard to turn out. With the rise of facebook and chirrup, many are turning to societal networking as grounds. This is first-class cogent evidence. However, once more what constitutes as grounds? I had a client who was in her early 20 s. She has merely been in the country for two hebdomads and do nt hold friends or household. Her hubby is in the military and like my research portion of the paper she frequently felt stray. Her hubby was an opprobrious alky. He told her he owned everything. Because she does nt work and merely took attention of the childs she does nt have anything. She believed this. She was six hebdomads pregnant and her hubby shook her against the wall a twosome times. She came in to FJC with the purposes of seeking a TRO because she was tired of her hubby s verbal maltreatment. After discoursing this instance with my oversing lawyer, she felt the client did nt hold adequate grounds to travel frontward with a TRO. I had my personal sentiment on this. I thought she had more than plenty. She was six hebdomads pregnant and agitating her against the wall was a mark of more to come. Needless to state, my lawyer did non desire to travel frontward with a TRO but she said if I truly believe she needs one, proceed with one and I did. The TRO came back that afternoon granted. My lawyer had no remark nor did she praise me for a occupation good done. Dr. Jackie Campbell s Danger Assessment One of the Torahs that we do follow is the DR. JACKIE CAMPBELLS DANGER ASSESSMENT. The Danger Assessment ( DA ) instrument is designed to measure the likeliness of deadliness or near deadliness happening in a instance of domestic force. Even though abused adult females are reasonably good assessors of their ain hazard of re-assault, they frequently underestimate the hazard of homicide. The DA was developed in audience on point diction and content cogency from beat-up adult females, advocators, jurisprudence enforcement functionaries, and other clinical experts on banging. The initial DA points were developed from Dr. Jacqueline C. Campbell s research reexamining police Intimate Partner Homicide ( IPH ) records every bit good as reappraisals of other surveies of IPH or serious hurt from Intimate Partner Victim ( IPV ) ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The DA first assesses badness and frequence of banging by inquiring an abused adult female to tag on a calendar the approximative yearss when physically opprobrious incidents occurred, ranking their badness on a graduated table of 1 to 5. Using a calendar addition accurate callback in general and the DA calendar helps raise the adult female s consciousness and cut down the normal minimisation of IPV ( Renzetti A ; Edleson, 2008 ) . The 2nd portion of the original DA was a 15-item yes/no dichotomous response format of hazard factors associated with IPH. Both parts of the DA take about 20 proceedingss to finish. The adult female can finish the DA by herself or with professionals from the wellness attention, condemnable justness, or victim advocate systems. The original DA was scored by numbering the yes responses, with more yeses bespeaking more danger ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The degrees of danger and DA tonss are ( 1 ) variable danger ( 0-7 ) , ( 2 ) increased danger ( 8-13 ) , ( 3 ) severe danger ( 14-17 ) , and ( 4 ) extreme danger ( 18+ ) . The linguistic communication used to label the degrees of danger was chosen in audience with subsisters and advocators for its significance to abused adult females and in convey that even at the lowest degree ( variable danger ) , the hazard of deadly force is neer carelessness and can alter rapidly. The DA can assist adult females come to a more realistic assessment of their hazard every bit good as better the prognostic truth of those who are seeking to assist them ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The Danger Assessment is conducted by a investigator who has been certified as a danger assessment professional. Anyone can travel on-line, take the test and it certified. The legal section returns with advising both the San Diego Police and Sheriff s section with information on the maltreater and a warning to the officers to continue with cautiousness. We than continue to help the victim with all resources possible. Population Served The population served consisted of persons from assorted backgrounds. The age scope varied from a 16-year-old to a 50-year-old ; Educational background ranged from high school pupil to person with a unmarried man s grade ; There were at least two male clients a hebdomad obtaining TROs ; and we averaged of at least 2-3 instances each twenty-four hours affecting a military forces. Challenges Forensic psychological science professionals frequently work in a multi-disciplinary squad that encompasses diverse persons from assorted professional backgrounds. For case, forensic psychologists might work with persons from federal, province, or local jurisprudence enforcement bureaus ; with lawyers ; orA with persons from correctional and intervention installations. Although working in multi-disciplinary squads can turn out good, possible challenges such as power kineticss, differing point of views, and dissensions with roles/responsibilities might originate. As every multi-disciplinary squad is alone, it is of import to be cognizant of schemes to turn to challenges related to working in multi-disciplinary squads. Whether it is specifying functions, puting boundaries, or guaranting all squad members can lend every bit, schemes like these can assist multi-disciplinary squads address challenges they frequently encounter. I faced many challenges at the FJC. With multiple professionals with assorted certificates there is a possibility that person will hold a different position on an issue. The first challenge I saw on my first twenty-four hours came from the personality and attitudes of the investigators. Detectives have a demeanour about them. All investigators start off policing the streets as a constabulary officer. They finally get promoted to a detective place if that s the path they choose to take. They do nt wish to be questioned particularly if it s an issue they specialize in. For illustration, they know that domestic force can stop with a calamity. What they do nt cognize is non all impermanent restraining orders ( TRO ) are granted. In order for a justice to allow a TRO at that place has to be adequate grounds and valid cogent evidence that the individual necessitating protection is in immediate danger. To the investigators all DV victims are in danger and most police officers who respond to DV calls advise the victims to obtain a TRO ; small do they cognize that DV constabularies studies are non plenty as grounds. It varies from instance to instance. This is where the legal section and investigators do nt see oculus to oculus. A client was denied aid for a TRO. She could non turn out there was immediate danger or menaces made straight to her. The investigator on the instance had something to state about this. The investigator and the lawyer exchanged a few words and gratuitous to state the lawyer was right and a TRO neer followed. Effective schemes include but are non limited to carry oning meetings, seting self-importances aside and working as a squad versus a section. Each department/entity is in private funded but all associated with one organisation. Conducting frequent meetings can be effectual particularly when others can larn from it. As an intern I merely sit back and detect how each professional grips each state of affairs. Penetrations FJC is a great organisation that is good to all DV victims. It provides a topographic point where victims can obtain information all in one topographic point alternatively of holding to go to several different topographic points to guarantee they are safe from their batterer. FJC is a reasonably new organisation that will go on to turn in the many old ages to come. With each new organisation follows the demand for betterment. I started off my field experience puting my outlooks of the organisation really high. The organisation was created under the wing of a former City Attorney, how could I non? In the procedure of my experience, I discovered my oversing lawyer lacked leading experience. This was her first occupation in California and it was her foremost occupation as an lawyer. She had no experience with tribunal hearings or covering with clients. The lone experience she had was through her internships while traveling through jurisprudence school. There were multiple ethical issues I witnessed but to call them would intend I could travel on forever. She crossed the line of professionalism by befriending jurisprudence pupils who were interning. Her treatments were inappropriate. What bothered me most is I was ever busy and hardly had clip for tiffin but they had clip to take tiffin. At times I felt I was taken advantage of. I was the 1 that organized everyone else s work but neer got the recognition for it. I was an intern so I did nt state much. I merely did what I was told. Initially the last twenty-four hours of my field experience was set for the terminal of February. I realized I exceeded my hours required and needed more clip to work on my documents and school assignment. So, I cut my field experience short by two hebdomads. I think my supervisor was disappointed because the jurisprudence pupils were non to the full trained yet. In my field experience with FJC, I gained a batch of experience. While larning the TROs was a reappraisal for me, larning the FJC s processs took me longer. I was excited to be working with assorted professionals but at the same clip disappointed that I neer got the opportunity to shadow them. I was promised multiple times, nevertheless, it neer happened. I felt like because I was good at what I did, possibly my supervisor needed me for my undertakings. Acerate leaf to state the lone experience I got from this was helping clients with TRO and larning how to coup with self-importances.

Scoring the Big Fish

Scoring the Big Fish The fun (and highly profitable) part of freelance journalism is getting to interview the rich and famous. But how do you get to do it? I’ve interviewed everyone from political figures to world famous musicians and writers. Here’s how you can too: A publication’s backing helps. Saying â€Å"I’m with People Magazine and I’d like to interview you† carries more weight. Pitch an interview first and see if you can secure a reputable publication’s backing before approaching your source. Official websites are step one. I’ve interviewed people like Jeffery Deaver and the CEO of Roman’s Pizza Build contacts. Network: Attend gigs, or just introduce yourself ahead. Musician Chris Chameleon and I spent hours talking after a performance, and it turned into an interview for Vrouekeur. Contacts can also point you in the direction of who to speak to. Get in touch with agents. Where you can’t contact someone directly, speak to their agent, PR or company representative first. Introduce yourself and your idea, and ask for some of their time. Wait for a response, then try again: Follow up via phone if e-mail doesn’t get an answer. CEO’s and famous people are busy, so be willing to fit their schedule and keep it short. Many interviews have to fit into the ten-minute gap between shows, meetings or road trips. For one ghost-written interview with an important political figure, I had to do the interview on the move during my afternoon walk – with no working call recorder or pen – but it worked. Explain yourself! Many personalities are wary of the press, so be clear when requesting the interview exactly who you’re working for and what it is you’re writing about: Their new book, the recent sex scandal or their thirteen Pomeranians? Offer to send questions ahead. This can reassure some interviewees who don’t have a lot of time, or – believe it or not – find themselves caught off guard when â€Å"put on the spot.†   Also, offer to send a draft of the article for approval afterwards: This reassures difficult PR people and nervous celebrities alike. (Occasionally, be prepared to make small changes to, for example, quotes.) Special arrangements can be part of interviews. Be prepared to consent to background checks for some, deal with bodyguards and searches for others. Sometimes a special arrangement is as simple as an appointment at their favourite restaurant. Confidentiality matters, and people will tell you things – juicy things, hilarious things, tasty things – off-the-record. For the sake of a good reputation as a journalist, keep things that way, no matter what. Confidentiality extends to their personal contact information: Imagine a stalker in a ski-mask admitting that they got Kevin Kline’s personal number from you. What’s the biggest fish you’re eyeing to interview? Go out and get ‘em. About the Author: Alex J. Coyne is a freelance journalist, author and language practitioner who has written for international publications  like People Magazine, Great Bridge Links, Moneyweb and more.

The theme of the story The Curse by Andre Dubus Essay

The theme of the story The Curse by Andre Dubus - Essay Example Mitchell Hayes is a forty-nine year old bartender who unexpectedly confronts an unfortunate event one evening right before closing. He is the stepfather of a teenage boy and girl. Five men arrive on motorcycles and order beers. Mitchell believes that they used drugs. Now one young woman comes to the bar to buy cigarettes and asks Mitchell for change. All of a sudden the bikers attack the woman and rape her brutally on the floor. Mitchell takes no action until the brutes leave the scene. He now approaches the woman and tries to comfort her. He now calls the police and his manager Bob. Mitchell is familiar with the police officer Smitty, for they were classmates in high school. Mitchell confesses that he could have done something to stop the crime. However, Smitty says that if he had intervened, he too would have been attacked by the thugs. Mitchell arrives home with a guilty mind. He tells his wife Susan what happened at the bar, and shares his thoughts with her. Susan also tells him that he has acted wisely by not responding to the criminals all by himself. However, their words do not pacify his soul as he believes that his nonresponsive was a sin. Mitchell is affected by guilty conscience despite his friend’s suggestion that intervention was the duty of police. He is â€Å"fatigue beyond relieving by rest, by sleep† after the incident (Dubus). The writer throws light on the rotten cultural facet of the US society and invites his readers to ponder the ethical parameters they have set. Mitchell represents the common man having tender feelings and compassion to his fellow creatures, but who at the same time is constrained by external pressures. The rapists symbolize male chauvinism and discrimination that are prevalent in every sphere of social life in the United States. Realism is the main feature of Dubus’ story. He deploys third person narration for the major part of the story with intent to give more

Police Corruption Research Paper Example | Topics and Well Written Essays - 4250 words

Police Corruption - Research Paper Example There is a wide range of police jurisdictions and considerable costs are paid by the society in general as well as the police services as a result of such misconduct. Herman Goldstein defines it as â€Å"acts involving the misuse of authority by a police officer in a manner designed to produce personal gain for himself or others.† It is a larger systematic problem which is due to the lack of overall transparency, no check and balances, weak rule of law and insubstantial institutions. Police Corruption generally occurs at two levels: In the office i.e. behind the scenes or on the streets such as bribery or involvement with criminals. The backroom corruption activities involve irregular practices such as negligence in enforcing internal discipline, stopping of investigations, payments for transfers or appointments and contracting. All these unethical and mischievous acts involve very large transactions and are committed by officers having command authority (mid or senior-level o fficials) and access to the privileged information. Officers avail such opportunities in pairs or alone in the absence of supervisors or any higher authorities. The extent may vary from petty corruption to large scale criminal acts which are endowed by the extra ordinary powers given to the police officials. In the 1980s and 1990s, corruption cases occurred on a very large scale involving and later charging police officers for drug dealings, robberies, batteries and even murders etc. It can be observed that there are two major elements of police corruption namely misuse of authority/power and misuse of personal attainment. At each level, these elements are misused in one way or the other posing a great hindrance in the efficient and effective working of the police department. It can be said that police officials have been a part of encouraging and creating crime rather than deterring it. In this report the causes of police corruption will be discussed and ways such as increased sala ries, training, education incentives, health and insurance benefits and policies that focus on such issues will be identified to eliminate or reduce corruption. Types of Police Corruption: Some major forms of police corruption are discussed below: Gratuity: This refers to the illegal or inappropriate use of power by police officers in order to arrest, coerce, harass, intimidate or assault people. It is a serious crime because the society in general relies on police to safeguard their social security and rights. They are given power to use it for the right purpose and intention but wrongful use of this authority has resulted in many unjust incidents. Police brutality, sexual harassment, illicit use of weapons, fake encounters are the most common ways of misusing the authority. Brutality is a form of physical abuse which occurs when officers want to teach a lesson to any citizen or unnecessary force them for the intended action. Police officers also engage in crimes that has nothing t o do with their professional duty such as insurance of fraudulent activities. It is very difficult to get the accurate statistics of police misconduct and abusive behaviour as they normally don’t release any detailed information on disciplinary issues. Kickbacks: It is a secret payment made to the police officers in the form of contracts or transactions in order to change the course of action and support a wrongdoing/ illegal action. They are considered as fringe benefits of the job by the officers. The

Developmental Psychology and Good Quality Activities Essay Example for Free

Developmental Psychology and Good Quality Activities Essay 1.1 It is important to remember that these six areas of learning do not work in isolation but are in fact interlinked. Good quality activities will cover more than one area of development. For example, allowing children to access the outdoors will not only support their physical development, but encourage their communication and exploration of their environment. Where a child experiences a delay in one area, it is likely to limit their learning and development in the other fivea child with cerebral palsy who experiences hand-eye coordination difficulties is likely to find completing a puzzle difficult therefore hindering her problem solving, reasoning and numeracy. It is therefore vital that settings recognise each child’s individual needs and plan holistically in order to help children achieve their full potential across the six areas of learning. Personal, Social and Emotional Development †¢ Dispositions and attitudes †¢ Self confidence and attitudes †¢ Making relationships †¢ Behaviour and self control †¢ Self care †¢ Sense of community Communication, Language and Literacy †¢ Language for communication †¢ Language for thinking †¢ Linking sounds and letters †¢ Reading †¢ Writing †¢ Handwriting Problem Solving, Reasoning and Numeracy †¢ Numbers as labels and for counting †¢ Calculating †¢ Shapes, space and measures Knowledge and Understanding of the World †¢ Exploration and investigation †¢ Designing and making †¢ ICT †¢ Time †¢ Place †¢ Communities Physical Development †¢ Movement and space †¢ Health and bodily awareness †¢ Using equipment and materials Creative Development †¢ Being creative/responding to experiences, expressing and communicating ideas †¢ Exploring media and materials †¢ Creating music and dance †¢ Developing imagination and imaginative play 1.2 We assess and record all the children’s observations and document them in their learning journeys. These get used by the staff to 9show how well the child has developed in their learning, the staff try and put at least 3 observations a month into the journeys. Once the child leaves the setting they can take them onto where ever they are going next. We also use daily diaries what the key workers fill out to show the parents how their day has gone and what they have eating. More important documents e.g. accident forms get filled out and stored away in the office where the manager will assess them and then lock them away for confidentiality. 4.2 Using a topic a child is really interested in can allow for sustained shared thinking it can be talking about something or doing something which encourages conversation like we have done planting with our children this has really captured their imagination the children are talking about what they think seeds are going to grow into what happens as the plants grows, what might the plant produce. We are getting the children to reach conclusions, and explore concepts at a deeper level. The children are thinking about processes and are making connections to things they have already learnt and new information. Processing the information we have given them making them think.