Developing a Nursery That Meets the Needs of a Child

Developing a Nursery That Meets the Needs of a Child Foundations to Psychology This essay will look into how the designs of nurseries, in light of relevant research will contribute to meeting the cognitive, social, emotional and physical needs of children aged three to five years old. The aim of this essay will be to provide a range of activities that nurseries could in cooperate into their timetable to meet these needs. Cognitive The key elements of the cognitive theory is to try and explain the method and processes by which an infant, and then a child will develop into an adult, who can think and reason using hypotheses (simplypsychology.2009.) Cognition consists of the development of perception, attention, language, memory and thinking. As children develop they acquire the cognitive structures that stay with them throughout their lives. Psychologist Jean Piaget viewed cognitive development as maturational process which focuses on childrens interactions with the physical word, and how they view it in their mind. He suggested that children think differently than adults and that they actively try to explore and make an understanding of the world. (simplypsychology, ND.) There are four stages to Piagets cognitive theory, but the one that is most relevant to a nursery caring for three to five year olds is the preoperational stage. This is the idea that children cannot conserve because they like to please people (psychologyabout,  ND.) To test if children were egocentric, Piaget used the three mountain tasks, where children were shown a mountain that had snow on it and a hut on the other side, they were then asked what could be seen from a different perspective (simplypsychology,  ND.) A child of age three to five is beginning to think with numbers and symbols and develop memory strategies. An activity relevant to developing this would be placing counters in front of a child and asking them how many counters they have, this is encouraging them to think logically. Piaget believed that each child moves from stage to stage at their own pace, and that in the classroom you have to look at what stage each child is, to move them forward. So ones who are at a further stage would be able to do more complicated counting tasks. Another activity would be mouse trap, children would have to work together to keep the mouse from being trapped, making the children having to see someone elses point of view and developing their inability to conserve according to Piaget. (littlechildren,  ND.) Lev Vygotskys theory for cognitive development relies on the zone of proximal development. The three different levels are what I cant do, what I can do with help and what I can do. This is known as Vygotskys scaffolding theory and it was to try and explain that social interaction is important for cognitive development. (simplypsychology,  2007.) Vygotsky suggested that having interaction with older people would be an effective way to develop skills. So nurseries could pair up a five year old child with a three year old child and they could work together to complete a puzzle, this would give the three year old the help from an older peer which could help them to complete the puzzle on their own eventually (simplypsychology,  2007.) Piagets contributions to cognitive development in children are not flawless. Piaget didnt take into account who he was talking to, children of that age like to say whatever would please someone, so if a child is asked what is two add two, the child will answer four, but then if they are asked now what is two add two the child will think that they have answered the question incorrectly and will give a different answer. Physical The key elements of physical development in children is the physical maturation of an individuals body up until it reaches the adult stage. A childs physical and measurable growth such as weight and height are taking place. Physical development concerns the development of our bodys structure and processes during life and how these developments help of hold back how we think and behave socially and emotionally. Everyone develops physically at roughly the same age but the physical changes that occur may vary from one person to another. (psychologyabout,  ND.) According to theorist Mary Sheridan, at three years old, a child will be able to walk up the stairs, cut with scissors and turn while running and pulling toys, so they are able to multi task. At four years old, a child can turn sharp corners, they can run, push and pull, and they can hop and climb. Then at five years old, they can skip and dance and hop (childdevelopmentchart,  2013.) Sheridan also suggests that in terms of other physical developments a child of aged three to five years would be able to give their name and address, they can help with dressing themselves, use their fork and spoon, be able to draw a person and be able to speak roughly 1500 words. (childdevelopmentchart,  2013.) Sheridan says that children between aged three and five should be able to draw figures, so nurseries could cater for this type of physical development by having art sessions where children can draw or paint family portraits. This would also improve their fine motor skills such as fingers and hands. Another theorist Arnold Gesell identified the importance of the role of nature and heredity in childrens development. There is a psychology debate about whether our nature (biological heritage ) or our nurture (the environment we are brought up in.) Gesell believed that a timetable could be used to outline the developmental growth of every child. (ehow,  ND.) Gesell indentified the typical behaviours of children through their childhood. He categorized these behaviours into different areas which he called the gradients of growth. The ones that would be mostly used at a nursery would personal hygiene, motor characteristics, school life and play and pastimes. (education,  ND.) In terms of physical activities to help a childs development and to help work on their gross motor skills (arms and legs,) nurseries could provide a playtime, where children have the chance to interact with each other, play games and have a run around. This would be part of the play and pastimes section on Gesells timetable. (developmentalpsychology,  ND.) Gesells theory of development has been accepted as it is still used today, however there are criticisms of his theory because his timetable only went up to the ages of five, so there is no developmental stages for the childhood beyond that age (ehow,  ND.) Emotional Emotional development is how an individual develops emotional competence, for example how they deal with emotions and how their identities develop. For a child, hints of their personalities will start to show, so if they are upset of angry they may kick and scream as a way of dealing with that emotion. How a child is treated and their relationships contribute to their emotional development. Psychologist Wolcott believed that if a child brings in a toy that reminds them of home and their mother they will still have this attachment. This toy would be the mother substitute because they are recognising it as something from being at home. So if the child became upset from missing home which children tend to do when they are going to nursery for the first time, they have something to remind them of home. (psychologytoday,  ND.) A more interactive activity that would strengthen a childs emotional development would be a persona doll. A persona doll is a puppet and could be used at nurseries to put on a show where different situations are created and the children would be asked how they would feel if such a situation happened to them. This would help a child to understand emotions and how they might feel. (personadolltraining,  ND.) Michael Rutter believed that you have to have a mother or a mother substitute in the first five years of life. Rutter conducted a study on children at an orphanage of whom had suffered emotional deprivation. He looked at adopted children and how when they were adopted into families their weight and their IQs had improved dramatically (pbworks,  ND.) Michael concluded that if a child doesnt develop an emotional attachment this is privation whereas deprivation is the loss of an attachment. (simplypsychology,  ND.) John Bowlbys attachment theory looked at the attachment relationship between parents and their children. Bowlby believed that if an infant was unable to develop a warm relationship with their mother, the child would have difficulty forming relationships with other people (bowlbyattachmenttheory,  ND.) Bowlby was convinced that the mother and baby bond was formed on a biological basis and that the baby is born with the need to form their bond and the mother has the instinct to form this bond. Bowlby suggested that a child would form only one attachment, normally their mother and this figure would act as their secure base when they explore the world. This one attachment acts as a starting relationship for future relationships that the child may have. (simplypsychology,  ND.) In light of what Bowlby and Rutter say about the importance of having the mother of the mother substitute, nurseries could assign carers or teaching assistants to groups of children or to each child if there is enough. Bowlby in particular said that consistency is important, so by assigning a carer to each child, there would be the mother substitute always there for that child. (littlechildren,  ND.) The implications of Bowlbys theory are that he suggested that the mother should be the constant carer therefore implying that the mother should not go out to work as she should be at home looking after the children and keeping this consistent bond (simplypsychology,  ND.) Social The key element of social development is socialisation, how individuals develop social abilities by building relationships and how they form friendships. For a child they will develop same sex relationships known as vertical relationships, and they will form friendships by playing with other children. Social development looks into our moral development, groups and peer group influences. Theorist Erik Erikson developed the psychosocial theory. Erikson had eight development stages, but the one that applies to a child of aged three to five is initiative vs guilt, this is where children start to understand purpose and the meaning of different things (currentnursing,  ND.) During the initiative vs guilt stage, conscience and imagination develops, children begin to understand what people expect of them whether it be at home or at school. Children can begin to assert some kind of power and control through direction of play which can include fantasies. (childdevelopmentchart,  2013.) The best way to in cooperate Eriksons psychosocial theory would be with indoor activities. At a certain time of day at a nursery, children could have the chance to have a play time indoors where there are sandpits, a play kitchen and a play house. The children would be in groups and they would rotate so that they could have the chance to play with each thing. This would give the children a chance to interact with each other and use their imagination to play restaurants or mummys and daddys with the play house or kitchen (jubed,  ND.) Albert Banduras social learning theory emphasized the importance of observing behaviour. Most human behaviour is learned through modelling by observation. The social learning theory explains that human behaviour is interaction of different influences; behavioural and environmental. Bandura believed that an individual is more likely to adopt behaviour if it results in outcomes that are valuable to them. (instructionaldesign.ND.) Banduras theory is supported by the bobo doll experiment. Children observed an adult attacking a bobo doll to try and knock it down, the children then imitated this behaviour (simplypsychology,  ND.) When meeting childrens social needs in light of Banduras experiment on the bobo doll in which behaviours are learned, a nursery would ensure that children behave correctly, and that no violent or aggressive behaviour is tolerated. Also children would learn to put their hand up when they want to speak. This way they are learning how to behave when they are at school. Criticisms of the social learning theory are that they rejecting the differences in individuals such as genetics, brain and learning differences which could affect how they perceive and respond to behaviour. With the bobo doll experiment, critics have argued against saying that children manipulated into responding to the attack on the doll. Children were further teased because they could not knock the doll down (criminology,  ND.) This is the way to go about creating a nursery that would meet the cognitive, social, emotional and physical needs of children aged three to five years old. There is a lot of evidence from doing experiments such as Piagets three mountains experiments and observations like Rutters orphanage study that supports the theorists and their theories, therefore strengthening the ideas on how a child develops in each criteria. Essentially every child develops differently and at a different pace, but looking collectively at children aged three to five years, there are certain activities that nurseries could use to help children thrive emotionally, socially, physically and cognitively. Reference List bowlbyattachmenttheory.(ND). Retrieved from http://explorable.com/bowlby-attachment-theory instructional design. (ND). Retrieved from http://www.instructionaldesign.org/theories/social-development.html childdevelopmentchart.(2013). Retrieved from http://pgcegroup3.files.wordpress.com/2013/11/child-development-chart.pdf psychologyabout.(ND). Retrieved from http://psychology.about.com/od/developmentalpsychology/ss/early-childhood-development_2.htm jubed.(ND). Retrieved from http://www.jubed.com/youth_ministry/view/Animal-Farm/?s=106 simplypsychology.(ND). Retrieved from http://www.simplypsychology.org/bowlby.html simplypsychology.(2009). Retrieved from http://www.simplypsychology.org/piaget.html developmentalpsychology.(ND). Retrieved from http://psychology.about.com/od/developmentalpsychology/ss/early-childhood-development_2.htm littlechildren.(ND). Retrieved from http://littlechildren.wordpress.com/2007/11/29/cognitive-development-activities-for-3-to-5-year-olds/ irrpublic.(ND). Retrieved from http://lrrpublic.cli.det.nsw.edu.au/lrrSecure/Sites/LRRView/7401/documents/theories_outline.pdf simplypsychology.(2007). Retrieved from http://www.simplypsychology.org/vygotsky.html pbworks.(ND). Retrieved from http://as-psychology.pbworks.com/w/page/9174253/DeprivationPrivation currentnursing.(ND). Retrieved from http://currentnursing.com/nursing_theory/theory_of_psychosocial_development.html psychologytoday.(ND). Retrieved from http://therapists.psychologytoday.com/rms/state/VT/Wolcott.html personadolltraining.(ND). Retrieved from http://www.persona-doll-training.org/ukhome.html education.(ND). Retrieved from http://www.education.com/reference/article/arnold-gesell-child-learning-development-theory/ ehow.(ND). Retrieved from http://www.ehow.co.uk/info_8593772_criticisms-gesells-maturation-theory.html childdevelopmentchart.(2013). Retrieved from http://pgcegroup3.files.wordpress.com/2013/11/child-development-chart.pdf criminology.(ND). Retrieved from http://www.criminology.fsu.edu/crimtheory/bandura.htm

The First Artificial Heart Transplant :: Barney Clark Health Medical Essays

The First Artificial Heart Transplant History was made on December 02, 1982 when Barney Clark became the first recipient of an artificial heart transplant, which was performed by the medical staff at the University of Utah Medical Center. Although Barney Clark was the center of attention, there were many events that led up to this historical moment. The development of the artificial heart began in the early 1950’s. The initial prototype, developed in 1970’s by the artificial developmental staff at the University of Utah, allowed 50 hours of sustained life in a sheep. Although this was called a success, the implantation of the artificial heart left the sheep in a weakened state. It wasn’t until late 1970’s and the early 1980’s where the improvement of the artificial heart actually received attention as a possible alternative to a heart transplant. The remodeled product of the early 1970’s did more than just the 50 hours of sustained life; it enabled the cow to live longer and to live a relatively normal life, with the exception of a machine attached to the animal. With this improvement, Dr. Willem J. Kolff, the head of the artificial developmental program at the University of Utah, and Dr. William DeVries, the head cardiac surgeon at the University of Utah, decided to take this device further. They wanted to develop a heart based on the heart tested in farm animals, to place into a human. This was done with the help of Dr. Robert Jarvik who developed the Jarvik-7. This device was made of plastic and aluminum. With all that they had accomplished, the staff at the University of Utah’s artificial development program still had to wait 2 years before they found the right candidate for the project. Often, when the heart of an individual fails, the brain, the intestines, and the lungs will usually fail as well. Thus in choosing an individual, they had to find a person who only had cardiac complications and no associated organ failure. They also had to find a patient that was not eligible for a traditional heart transplant.

Motivating Employees in an Organisation Essay

Motivating Employees in an Organization S Santosh Contents Chapter 12 Chapter 25 Chapter 310 Chapter 415 Chapter 1 Motivation: Concepts and Theories Defining motivation The word â€Å"motivation† comes from the Latin word movere – â€Å"to move. † And managers often view motivation in exactly those terms (â€Å"I need to get my people moving! â€Å"). Motivation is the psychological feature that arouses an organism to action toward a desired goal; the reason for the action. General motivation is concerned with effort towards any goal, whereas effort towards Organizational goals reflects work-related behavior. Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). For this paper, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. We mainly deal with the motivating employees in an organization towards the organizational goal for the benefit of both the organization and the employee. Understanding what motivates employees and how they are motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Motivation Theories and concepts While there are many theories on motivation, the seven major approaches that have led to our understanding of motivation are the following: †¢ According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. †¢ Herzberg’s work categorized motivation into two factors: motivators and hygiene (Herzberg, Mausner, ; Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. †¢ McClelland’s Theory of Needs which focuses on three needs, namely need for Achievement, Need for power, Need for affiliation.

What Does TTC on a French Receipt Mean

The French acronym TTC stands for toutes taxes comprises (all taxes incuded), and lets you know the grand total that you will actually be paying for a product or service. Most prices are quoted as  TTC, but not all, so its best to pay attention to the fine print on your receipt. European Union VAT The main tax in question is the TVA (taxe sur la valeur ajoutà ©e) or VAT,  a  value-added tax  on  goods  and services that  European Union  (EU) members like France must pay to maintain the EU. The EU  does  not collect the tax, but  each  EU member state  adopts an EU-compliant value-added tax. Different rates of VAT apply in different EU member states, ranging from 17  to 27 percent.  The VAT each member state collects is part of what determines how much each state contributes to the EUs budget. EU VAT, known by its local name in each country (TVA in France)  is charged by a business and paid by its customers. Businesses pay VAT but are usually able to recover it through offsets or credits. The final consumer does not receive a credit for VAT paid. The result is that each supplier in the chain remits tax on the value added, and the tax is ultimately  paid by the end consumer. If VAT is Included, Its TTC; Without, Its HT In France, as we mentioned, VAT is called TVA (taxe sur la valeur ajoutà ©e). If you are not charged TVA, your receipt will provide a total due thats  HT, which stands for hors taxe (the base price without  TVA).  If the receipt itself is HT, it might say, total partiel;  HT  in English might be any of the following: subtotal, without tax, net price, pre-tax. (In the case of online purchases, HT does not include shipping charges either.) Youll usually see HT in promotional flyers and stores for big-ticket items, so you have to remember that youll actually be paying considerably more. If you want to know more, read  La TVA, comment à §a marche  ?  (How Does the TVA Work?) French TVA Varies From 5.5 to 20 Percent The amount of TVA owed varies according to what you are purchasing. For most goods and services, French TVA is 20 percent. Food and non-alcoholic drinks are taxed at 10 percent or 5.5 percent, depending on whether they are intended for immediate or delayed consumption. The TVA on transportation and lodging is 10 percent. For details on rates for other goods and services as well as information about the rate changes that occurred on January 1, 2014, see  Comment appliquer les diffà ©rents taux de TVA  ? (How Do You Apply the Different TVA Rates?) A TTC Conversation If youre not good at math, you can either request the prix TTC (tax-included price)  or use an online calculator at  htttc.fr. Here is a typical exchange between customer and salesperson about calculating TTC:Le prix pour cet ordinateur-là  , cest TTC ou HT  ?   Does the price for that computer include tax or not?  Ã‚  Ã‚  Cest HT, Monsieur.   Its before tax, sir.  Ã‚  Ã‚  Pouvez-vous mindiquer le prix TTC, sil vous plaà ®t  ?   Could you please tell me the price including tax?

Strict Parenting Chinese or Westerner - 1087 Words

Strict Parenting: Chinese or Westerner There are many different parenting techniques; each culture has their own way of raising their children, the end result is the same, we want what’s best for them and we want to see them happy. In the article â€Å"Why Chinese Mothers Are Superior† by Amy Chua, Chua talks about how the Chinese way is the best way to raise a child. She compares her style against â€Å"Westerner parents† in which Hanna Rosin defends the â€Å"Westerners† in her article â€Å"Mother Inferior?† Chua is a very strict mother, she considers herself what is called a â€Å"Chinese mother† which is a parenting style most Chinese mothers live by. Rosin is what Chua would call a â€Å"Westerner†. Who is to say one parenting technique is better than the†¦show more content†¦She does all of this to â€Å"motivate† them, instead of encouraging them to do better and believing in them, she shows it in a different wa y. Rosin has a softer style, she believes that there is a better way to motivate her children and calling them names is not one of them. Rosin mentions, â€Å"children of this generation still have giant superegos and a mad drive to succeed†, so they just need encouragement to strive to be the best, not forced. â€Å"Westerners† may care about how their children feel and their â€Å"psyches†, but at least as a parent they know their child is truly happy and that they did the best they could to protect and raise their child to be the best they can. This â€Å"Chinese mother† parenting style puts a lot of pressure on the mother. Putting forth hours of training with their child, and if there are multiple children, that’s even more time and commitment. Perhaps the reason â€Å"Chinese mothers† are able to do this is because they are stay at home moms. They have the time to focus on their children. In most American families, both parents work. Therefore, time is critical, not to mention time for their self. Rosin even states, â€Å"such vigilant attention to how my daughter spends every minute of her afternoon is time-consuming and exhausting†. (Rosin, 2011) Through the differences there is one main similarity in these two parenting styles, andShow MoreRelatedAnalysis Of Why Chinese Mothers Are Superior1236 Words   |  5 Pagesâ€Å"Why Chinese Mothers Are Superior† Critique Amy Chua, a professor at Yale Law School, the author of â€Å"The World on Fire†, â€Å"Day of Empire†, and â€Å"Why They Fall†, in a Wall street Journal on January 8th, 2011, believes chinese mothers are the most rigorous on their children. The title of the article â€Å"Why Chinese Mothers Are Superior† was not chosen by Amy, but by the Wall Street Journal. Even though Amy did not write the title, there is reasoning that she does believe that chinese parenting is superiorRead MoreRelationship Between Chinese And Chinese Mothers1219 Words   |  5 Pagestranslate to a social standpoint. In Why Chinese Mother’s Are Superior, Chua uses real life examples of her strict parenting regime, however, she fails to back them up with success stories. Also, Chua makes a point to portray the differences between Chinese parenting and that of Westerners. Amy Chua compares and contrasts Chinese mothers and, what she refers to as, Western mothers and shines a light on the harsh parenting style she chose. Chinese mothers are very strict. They do not even come close to theRead MoreBattle Hymn of the Tiger Mother by Amy Chua1135 Words   |  5 PagesSeveral years ago, Amy Chua’s book: Battle Hymn of the Tiger Mother has triggered a lively debate about the strict parenting style. In the book, it is mentioned that Chua sets rules and restrictions, such as no sleepovers, practising music instruments every day, etc. As a result, her daughters achieve excellent grades in schools (Goodin  ¶2-3). Chua’s parenting style is categorized as authoritarian. In Hong Kong, Chua’s style is popular. Parents put a lot of pressure on their children. Starting fromRead MoreWhy Chinese Mothers Are Superior856 Words   |  4 Pagestypes of parenting styles and some of them are authoritarian, indulgent, and uninvolved. Every culture fall s under one of the parenting styles and Chinese are considered authoritarian. Amy Chua, a Yale professor, a famous author, who recently wrote the book, â€Å"Battle Hymn of the Tiger Mother†, in which she discuses parenting and the difference between Chinese and Western parenting. After reading â€Å" Why Chinese Mothers Are Superior†, she argues about different parenting styles and how Chinese parentsRead MoreAnalysis Of The Article Battle Hymn Of The Tiger Mother By David Brooks1014 Words   |  5 PagesParenting styles differ from generations, as well as, from different countries across the world. When two different cultures collide, that leaves parents in a limbo in trying to decide what parenting technique would be the most beneficial for future offspring. Amy Chua, a Yale Law School graduate of Chinese descent, wrote a story about the details of her and her husbands’ choice in how to parent their children. The book is entitled â€Å"Battle Hymn of the Tiger Mother,† which she proclaims that â€Å"ChineseRead MoreThe Joy Luck Club And Amy Chuas Why Chinese Mothers Are Superior794 Words   |  4 Pages To many Westerners, the parenting of a Chinese figure would largely be considered as tiger parenting because of it’s growing fame in the media. This style of parenting is generally defined as a child having absolute obedience while being forced to excel in any field of the parent’s choosing. Many would think that tiger parenting is a common practice in Chinese households because of the seemingly successful Asian community. However, not all Chinese homes are centered primarily around academics andRead MoreThe Roar Of The Tiger Mom By Amy Chua1031 Words   |  5 PagesQuestions have been raised on whether Chinese parenting raises more flourishing children than Western parenting. Despite what people think, in Amy Chuas essay â€Å"The Roar of the Tiger Mom†, she portrays the differences between the beliefs of Chinese parenting and Western parenting. Chua introduces the views of a Chinese parent compared to the views of a Western parent. The methods used by Chinese mothers in raising their children are drastically different from Western mothers. Each defends theirRead MoreAnalysis Of Amy Chuas Battle Hymn Of The Tiger Mom1291 Words   |  6 Pagesto help them be successful in life. Although parenting style various greatly, most all parents put into practice what regulations in which they think will help their child succeed in life. Some parents, known as Chinese parents are extremely strict, and on the other end of the spectrum there is western parents, who do not expect as much from their child. In Amy Chua’s â€Å"Battle Hymn of the Tiger Mom,† Chua explains what it is like to have Chinese parenting techniques. She attempts to justify the strugglesRead MoreWhy Chinese Mothers Are Superior By Amy Chua Summary782 Words   |  4 PagesIt is no hidden secret that many Chinese parents reap the bragging rights of well-educated, career driven and disciplined descendants, which is an important factor in todays society; however, such parenting can lead teens to experience psychological effects such as depression and ultimately suicide. Regardless of concerned critics, Amy Chua remains positive on the result of tiger parenting. She believes that this parenting enables her children to be successful and she expects nothing but the bestRead MoreWhy Chinese Mothers Are Superior By Amy Chua1119 Words   |  5 Pagesasking themselves this question since the beginning of mankind. Some methods are better than others and some are quite questionable. In â€Å"Why Chinese Mothers Are Superior†, Amy Chua discusses the effectiveness of her parenting style. This is an excerpt from Amy Chua’s book Battle Hymn of the Tiger Mother. According to Behrens and Rosen, â€Å"the title â€Å"Why Chinese Mothers Are Superior† was written by the editors of the [Wall Street] Journal, not by Chua, most likely in an attempt (a successful one) to

Cultural Diversity Within The United States - 1194 Words

Throughout history there has been a cluster of tension and conflict between police and minority communities within the United States. The job of a police officer is to enforce the law and protect all citizens regardless of their race, gender, or sexual preferences; however, more and more police departments across the United States are being accused of targeting and harassing those who are different. State and local police departments have been left to their own devices on how to police minority communities and improve cultural differences among their officers by seeking out a reform recruitment and adjusting policies in hopes to attract a significant improvement of minority applicants, all while training other officers in understanding†¦show more content†¦The major question is what does this mean for law enforcement officers? Shusta (2005) answered the question saying: Law enforcement officers will have a natural tendency to interpret behavior, motivations, and criminal activity. This tendency is due to an inability to understand behavior from alternative perspectives i.e. an attitude of seeing and judging all other cultures from the perspectives of one’s own culture. Culture does affect interpretations, meaning, and intentions of all police officers on the force. (p. 19-20) Since the creation of the first organized police force problems have occurred that have created a mixture of suspicion and hostility by minorities within the United States. The police have found their selves drawn into racial struggles in American history, moments like suppression of African American riots in the 1930s and 1940s and clashes with civil rights activists in the 1960s damaged police and minority relations leaving many communities to believe that police only had interest in white communities. Persistent accusations of racial profiling and police harassment has also done an incredible amount of damage to police-minority relationships where generations of minorities are complaining about being treated more harshly. Minorities are searched, handcuffed, and arrested more during traffic stops than whites and they are victimized more for violent crimes and thefts (Rennison, 2001). With all of this evidence

Innovative Job Design in the Organisation Free-Samples for Students

Question: Provide advice to Rachel Amaro on how to Design jobs in her area to support Innovative Behaviour. Answer: Introduction: Global human resource management practice has been a topic of great interest. The HR department contributes to the strategic direction of an organisation that determines the significant outcome of the overall organisational activity. Increasing employability in the technological sector has increased the demand of the innovative workforce. This has directly increased the responsibility of the HR department to look into the perspective of innovative workforce for an organisation. At CERA, the HR department is facing similar challenges and there is a severe need for a new design of job in the organisation. The crisis related to job design is common among many private and government organisations (Kramar, 2014). In fact, in many organisations, the way the jobs are designed by the human resource management makes it more challenging for the organisation to anticipate the difficulties and determine the workforce that would bring better result to the organisational activities. The aim of this study is to evaluate the various reasons that create difficulties in the job designs and how pro actively an organisation can fight against these odds and overcome the issues. In order to do so, a detailed analysis of the problems and issues faced by the HR department of CERA would be carried on. Several researches have been conducted on the importance of job designing inclined with innovation. The aim is to analyse these studies and consider better approaches that the HR department of CERA would undertake to improve the current recruitment and job design structure. On the basis of findings certain recommendations will be made that would improve the job design structure at CERA and the organisation would benefit. Discussion: A strategic workforce planning helps an organisation to meet the demands of the organisation. Strategic planning is also a cost effective means that an organisation might undertake to consider their business activities. As it has been evident that CERA is facing major human resource challenges, it is indeed important for this engineering company to think of better strategic options that would improve the recruitment and the job design structure for the organisation. Gaps in the recruitment method: It has been identified that a proper recruitment and sequencing strategy has not been followed at CERA. The HR and other higher authorities are found to be busy to quarrel among themselves upon selecting the right recruitment process. The logical human resource sequence planning states the importance of job analysis before the recruitment and selection (Mayo, 2015). In order to keep a good employment relationship it is equally important to manage performance and appraisal (Battistelli, Montani Odoardi, 2013). This management include better pay management and training and development. This way, the employment reform can be gained. There is a major gap in the overall recruitment policy at CERA. In case of inclusion of innovative approach, training and development program is indeed the most important factor under consideration for the HR department at CERA (Jacobson, 2010). It is when a proper approach is not undertaken at the time of recruitment and the job designing process, the companies have to suffer. At many instances, it is found that major organisations depend on external recruitment agencies for the purpose of the hiring the employees, but the retention and the effectiveness of working in the organisation depends on how well the HR department treats the employees (Ceylan, 2013). Similar kind of issues have been identified in case of CERA where the HR department has not been capable enough to design the recruitment and the job design strategy and thus, failing to meet the minimum expectation of the employees. The organisation on the other hand had to suffer due to this condition. Difficulties in HR planning: There can be a number of HR planning difficulties that the HR department would have to face in terms of recruitment. As it has been evident, from the case of CERA that there is a shortage of labour in the organisation that calls for the recruitment of new employees. There shall be changes in the overall recruitment planning and policies and the decisions need to be set on a proper direction (Jain, Mathew Bedi, 2012). It can be said that due to the nature of the economic cycle, downsizing of employees is followed by the skill shortage. Thus, better strategic planning is indeed required in order to create a disciplinary planning for the employees to be recruited (Jacobson, 2010). It has been evident that the important members of the HR department of CERA have been arguing among each other that has reduced their capability of dealing with the situation and come up with better plans. Thus, primarily, the HR team should be responsible for coming up with a collective approach towards a particular job design (Jain, Mathew Bedi, 2012). It is only when the things remain clear among the HR department and the other members the recruitment and the job design would become better for the organisation. Job design and employee innovation process: In the view point of Hernaus, (2016), job design research has to establish the mechanism through which job characteristics would affect the employee outcomes like the performance and the well being of the employees. The job designing process should always be a learning process. The employees should be enabled to acquire knowledge of the job so that they can cope with the job performance effectively (Jacobson, 2010). However, job design technique is not yet established as a relation with employee innovation. Therefore, it is indeed important for the organisation to promote job design that is directed towards employee learning and their well being to achieve multiple beneficial outcomes and improve their common antecedents (Baggen et al., 2016). The right people would act in the right time and would save the organisation in the major distress situations. Innovative process in the job designing technique has been a challenge for the management and the HR department of an organisation. The employees need to be motivated by the means of properly supplying them with the basic equipments that are important for the purpose of motivating the employees. For the same purpose, it is important to design a layout for the job design and then working accordingly. The work design should include the work input and the expected output of the information required. The employees need to be free from boredom and any kind of stress that would hamper their approach towards innovative work design. In addition to this, the organisation should also be responsible for considering the biological job design approach that states about the strength and weakness of an individual and how effectively they would be able to deal with major situations in the organisation. Each employee shall be designated with the type of work that they have expertise in. This shall ma ke the task simplified to them and they would be able to perform better. Gaps in the recruitment methods: It has been evident that there is some gap in the recruitment policy that the major HR heads of the organisation has undertaken. The Company has been found to compete on the cost effectiveness of the recruitment policy (Battistelli, Montani Odoardi, 2013). The HR department has not interfered in any approach towards the innovative work design which happened to be the most important factor in the present situation. The recruitment strategy is not narrowed down to a particular concept but it is broadly aligned (Kramar et al., 2014). Therefore, it is indeed important to think of better opportunities that would support the recruitment strategy inclined towards the innovative and creative methods. The HR team has not been concentrating in any kind of innovative approach that would improve the overall work design. In case of the engineering industry, it is important to look into the perspectives of the innovative techniques and advancement in the technology. This shall be the primary concern for the HR department of CERA at the time of designing the job for the recruited employees (Jacobson, 2010). The HR department is completely unaware of the recent techniques and procedures undertaken for the purpose of designing the job in the right way (Bysted, 2013). It is only when the jobs are designed properly and the employees know what they actually have to do as a part of their responsibility, there will be development in the overall work pattern and the gap in the recruitment policy could be overcome. Recent trends in recruitment and work design: In the recent time, the most important role is played by the technology. Advancement in the technology has contributed towards the change in the entire job designing made recruitment policy. The HR department of an organisation is not only responsible for the recruitment but they are responsible for the designing the job as well. Job design includes a number of inputs to be made by the HR department that would eventually help to improve the condition of the employees and would increase the overall activity of the employees. As pointed out by Parker, (2014), Taylorism or the scientific management, the job design theory stresses the standardization of tasks and proper training to the recruited employees. The job design method should not only limit to the allocation of the jobs and responsibilities, but there should be the inclusion of other job specification and job role as well. Primarily, it is important to assign a task to the employees. It is the responsibility of the one who assigns the task to understand the importance of completion of task and allocate the same on the priority basis (Battistelli, Montani Odoardi, 2013). The next important step is motivation. An individual should be responsible for motivating the employees as well and make them excited and passionate towards their duties. Next is the importance of allocating the resources. It is only when the resources are allocated in the right way, it can be expected that the employees would consider the application of the resources appropriately and the job could be done with complete satisfaction. The last approach in the job design is based on the reward system. The employees should be rewarded based on their performance (Jacobson, 2010). The reward system includes benefits in terms of job security, incentives and bonuses and any other forms that would eventually motivate the employees and make them capable of doing their work. Scientific management and job specialisation: In the view point of Parker, (2014), if a proper scientific approach is undertaken at the time of job designing and job specialisation, the expectation of carrying out the job in a more specified way increases. It is therefore recommended that at the time of designing the job specification, the HR department should consider the scientific approach as well. The scientific approach is also based on the biological factors as well. It is expected that when an individual is assigned with the job role that is best suited according to their respective biological or physical characteristics, there is suitability for the particular individual to work on the particular work. Job specialization technique has been utilised by many organisations in order to their business role. For the engineering department as well, job specificity is most important. It is expected that CERA would undertake the approach of the job specialisation and would assign job to the employees according to their capabilities (Battistelli, Montani Odoardi, 2013). It is only when this approach is undertaken there remains the chance that the overall impact of the work culture would improve. In addition to this, it is indeed an innovative means of designating different types of work to each individual in an organisation like CERA. Conclusion: A detailed discussion on the overall recruitment and job design strategy as undertaken by the HR department of CERA has been carried out. It has been clearly evident that there is lack of approach among the recruiters in the organisation that has lead to the situation where the recruiters have to think of better approaches to improve the overall recruitment and job design. The gaps of the recruitment process and the importance of innovative job design have been proposed in the study. It has been rightly observed that the Company lacks the approach of innovative work design to be implemented among the employees. In addition to this, the employees also lack the proper motivation and training that is indeed needed for the purpose of considering the right approach towards the employees and providing them the right direction towards their work. Keeping the similar approach into consideration, it is indeed important to frame a work design that would eventually help to reach the overall act ivities of the organisation. It has to be understood that in the recent time the most important thing to be considered is innovative approach. Therefore, most importantly it is important that the HR department would consider the innovative work design in order to improve the situation of the ongoing recruitment and the work design. Keeping the similar context into consideration, a number of recommendations can also be made in this respect. It is expected that if the HR department undertakes these approaches, the organisation will be benefitted largely. Recommendations: With the overall analysis of the situation, there is great urgency of innovative job design in the organisation. The HR department is indeed facing certain issues in terms of designing such learning programs. Thus, a number of recommendations can be made in this respect. Influencing the employees towards learning process: The employees should understand the importance of innovative design in the entire learning program and so they should be given the adequate training on their job role. The HR department needs to incorporate a learning strategy in the job design where each employee shall be given the chance to learn. This is what known as the job based learning process. Sharing and creating new ideas: A new idea can develop in any context and from any single person. It is for the same reason, involvement of the employees and other people in the major decision making are indeed important. In addition to this, the appraised employees also want to involve in the major decision making and thus, it is recommended to involve those employees who have better knowledge on a particular matter. iii. Adopting new goals and abandoning stereotype attitude: Most importantly, it is expected that the HR management would adapt new recruitment and training strategies that would eventually help in the overall development and the learning process of the employees. The employees should be given certain level of freedom to practice their work. This way, certain alternative measures can be obtained to deal with any turmoil situation. The recommendations provide to the organisation for the purpose of improving the recruitment and the work design would definitely help the HR department of the organisation to think of better ways for the purpose of job designing and assigning it to the employees. 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