Case Study on Environmental Health Food Safety Division Program

Running head: ENVIRONMENTAL HEALTH DIVISION FOOD SAFETY PROGRAM Environmental Management Department of Sacramento County: Environmental Health Division Food Safety and Protection Program Table of Contents Abstract . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . 4 History and Development . . . . . . . . . . . . . . . . . . . 5 Goals and Objectives . . . . . . . . . . . . . . . . . . . . . 6 Description of Services . . . . . . . . . . . . . . . . . . . 9 Levels of Intervention . . . . . . . . . . . . . . . . . . . 9 Goal and Objective Relevance . . . . . . . . . . . . . . . . . 10 Target Population . . . . . . . . . . . . . . . . . . . . . .11 Program Evaluation . . . . . . . . . . . . . . . . . . . . . .12 Program Funding . . . . . . . . . . . . . . . . . . . . . . . 13 Personnel Qualifications . . . . . . . . . . . . . . . . . . . 16 Current Status . . . . . . . . . . . . . . . . . . . . . . . .19 Future Needs . . . . . . . . . . . . . . . . . . . . . . . . . 21 Changes to the Program . . . . . . . . . . . . . . . . . . .23 References . . . . . . . . . . . . . . . . . . . . . . . . . .26 Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . .28 Appendix B . . . . . . . . . . . . . . . . . . . . . . . . . .29 Appendix C . . . . . . . . . . . . . . . . . . . . . . . . . .30 Appendix D . . . . . . . . . . . . . . . . . . . . . . . . . .32 Abstract Food is a vital ingredient to the survival of life on earth. Food gives people the energy to carry out everyday tasks. With food being so important to life, should it not be of highest quality? Food is prepared, cooked and consumed every minute of every day. How do consumers know that the food is safe? The group members of We 8 A Lot went on a mission to find out exactly how food consumers are protected and by whom. Through research and interviews with the Environmental Management Department of Sacramento County, it was found that there are a group of individuals who work diligently to protect food consumers by inspecting the 6,000 food facilities in Sacramento County. ENVIRONMENTAL MANAGEMENT DEPARTMENT OF SACRAMENTO COUNTY: ENVIRONMENTAL HEALTH DIVISION FOOD SAFETY AND PROTECTION PROGRAM Introduction For the case study, our group chose to investigate the Food Protection Program that resides within the Environmental Health Division which operates under the umbrella of the Environmental Management Department (EMD) of Sacramento County. The functions of this department not only protect residents and consumers of this county in the matter of retail food safety but, also by the regulation and enforcement of water protection and hazardous materials. On October 1, 2004, an interview was conducted at the Environmental Health Division office located at 8475 Jackson Road, in Sacramento, with June Livingston, Communications and Media Officer and Richard Sanchez, Environmental Program Manager. In the interview, Mr. Sanchez revealed that there are â€Å"close to 6000, food facilities in this [Sacramento] county† (personal communication, October 1, 2004) With this many retail food facilities in Sacramento County and the consumer culture of Americans, the potential for food-borne illness is staggering. Just one instance of improper handling, storage, or cooking of foods in retail food facilities can cause serious outbreaks of infections or in severe cases, death. On average, each day in the United States alone, â€Å"over 200,000 people fall ill with a food-borne illness and of those, fourteen will die† (Sizer & Whitney, 2003, p. 511) Keeping this in mind and the fact that food is one humanity's most basic needs for survival, this agency most definitely warrants study. Since our team was quite large, 8 members, and relative to food, we decided to name it, â€Å"We 8 a lot†. Similarly, due to our team size we decided to split it into halves. One-half of the team devoted their efforts to online and print research while the other half focused on interview and personal communication research. Project tasks were divided between the team members and each member was deemed responsible for his or her content area. Moreover, leadership positions of paper editor, Power Point manager, and team recorder were established on a volunteer basis to avoid any confusion during the project. The members of this team, listed alphabetically are: Simranjot Bains, David Chan, Lynn Gervacio, Safiya Nuur, Joy Pastones, Shantell Payne, Valerie Quitoriano, and Yvonne Rains. History and Development Prior to becoming a department, EMD program elements were housed in the County Health Department. But in 1988, the Sacramento County Environmental Management Department (EMD) became a consolidated, freestanding department consistent with separate City and County advisory body recommendations to merge and augment environmental regulatory activities. Initial program elements included Air Quality, Environmental Health (includes Food Protection Program), and Hazardous Materials Divisions. The Sacramento Air Quality Management District separated from EMD and County Government in 1995. The Environmental Management Department currently has three operating divisions, with Water Protection which was added in 2003. The organizational chart in Appendix A shows the various divisions of the Sacramento County. The Environmental Management Department is one of ten county service agencies. The organizational chart in Appendix B shows how the EMD is further divided. Within the Sacramento EMD, there are three subdivisions that have been listed above. Under the Water Protection, Environmental Health and Hazardous Materials Divisions, there are also a number of subdivisions. Goals and Objectives The Food Protection Program, which is part of the Environmental Health Division (EHD), is responsible for regulation and enforcement of state and local health codes at all retail food facilities in Sacramento County and all incorporated cities. The mission of the agency is to protect the health of the public from unsafe food, water and hazardous materials. The Food Protection Program's goal is to ensure food safety practices at all retail food facilities in Sacramento County and to become a world leader in terms of clean and uncontaminated food (http://www. hs. ca. gov/ps/fdb/HTML/Food/indexfoo. htm). Achieved Goals The Food Protection Program of Sacramento County has achieved many goals. First, the agency has increased the number of inspections from once a year to twice a year for facilities that prepare food. Second, it has developed an enhanced â€Å"Prioritized Inspection Frequency Compliance† on their website to assist businesses in the county (http:/ /www. emd. saccounty. net/Documents/Info/Bulletin0503-prioritized_inspection_frequency. pdf. ). This site answers many questions and has information about the laws and requirements. Third, as of July, 1 2003, the Food Protection Program has mandated all businesses to post their most recent inspection report in a visible place for customers to read. Fourth, the agency has â€Å"initiated an ‘Award of Excellence' in Food Safety to recognize operators of food facilities in Sacramento County and all incorporated cities who exhibit excellent food safety and sanitation standards† (http://www. emd. saccounty. net/EH/EMDFoodSafetyAwards. htm. ). Long Term Goals The Food Protection Program also has many long-term goals. First, the program seeks to increase the surveillance on food markets such as Raley’s, Bel-Air, Albertsons, Safeway, and smaller, family owned markets. The program wants to inspect these businesses twice a year instead of the current one-year inspection. The second long-term goal of the program is to change from hand written inspection reports to computer-based inspections. In order to do this, the program needs to purchase additional equipment such as laptops or some other computer devices that would allow employees to type their inspection. In order to achieve these goals, the program needs to save money and implement additional training for their employees. (personal communication, September 18, 2004). The third, long-term goal of the Food Protection Program is to generate more interest in this field. Ms. Livingston, who is the Communications and Media Officer of the Environmental Management Department, commented that â€Å"the people [public] are not quite sure who does th[is] work†, referring to the functions of EMD. Ms. Livingston also commented that they will do more â€Å"outreach and awareness programs to let people know that food protection is profession (personal communication, September 18, 2004). Description of Services Some of the services the Food Protection Program provides are permitting, inspecting and re-inspecting of retail food facilities. The agency also provides food safety education to train employees of food facilities to improve compliance in terms of food safety regulations and reduction of the incidence of food borne-illness. It also issues permits for new businesses and provides outreach programs for the public. The Food Protection Program investigates complaints and suspected cases of food borne-illnesses when they do occur. Finally, as a last resort, the agency can enforce closure of food facilities with consistent non-compliance (http://www. emd. saccounty. net/pdf/CURFFL. pdf. ). Levels of Intervention The levels of intervention of the Food Protection Program function on primary, secondary, and tertiary levels. Primary prevention of the agency is enacted through education, outreach, regulation, and inspection. The agency inspects food facilities to prevent contamination of food and food borne-illnesses from the public. Secondary prevention of the Food Protection Program is accomplished through the re-inspection process. When businesses have major violations, they are given a two week period to correct the problem. Once the problems have been corrected, the re-inspection process ensures compliance. Finally, the tertiary level of prevention of the Food Protection Program closes food facilities that have consistent major violations and or violations that are not corrected in a timely fashion. Major violations are those that pose public health hazards such as contaminated equipment (personal communication, September 18, 2004). Goal and Objective Relevance The goals and objectives of the agency address the human ecology and heath studied. The agency provides educational programs through scientific principals to protect the heath of the public and the environment. The Food Protection Program Agency completes these tasks through teamwork and a cooperative approach (http://www. emd. saccounty. net/pdf/CURFFL. pdf). As Richard Sanchez, emphasized, â€Å"the point [of the program] is not to try and fine people, but the first thing we want to do is to educate people and help them understand what it is that they are supposed to do (2004). † Mr. Sanchez also mentioned that â€Å"when people know what food borne-illness is, they are less likely to violate the laws. One of the big ones is hand washing. Something so simple can prevent so much† (personal communication, September 18, 2004). Target Population The Environmental Health Division goals are to deliver outstanding service to all Sacramento County residents including the incorporated cities of Isleton, Folsom, Elk Grove, Galt, Rancho Cordova and Citrus Heights. They also aim to service the visitors in the area as well. The population of this county is over 1. 2 million residents, which is about 1200 persons per square mile. There are food venues developing everywhere to meet the demand of the consumers. The venues where food is served, either cooked or prepackaged, will be subject to an inspection and will be given a permit once it has passed. The typical venues consist of: restaurants (fast food, ice cream shops, delicatessens, coffee shops, sandwich shops), mobile food units, bars, taverns, commissaries, bed and breakfasts, school cafeterias, day/child care facilities, senior non-profit nutrition programs, convenience stores, dairies, and farmers markets as well as special or temporary events such as the fair, and craft or street fairs. During the inspection, even the smallest attributes of food preparation and serving styles are observed. EHD is now striving to complete two inspections per year to better the service of the community and lessen the risk for any food-borne illnesses in the future. Program Evaluation The Environmental Health Division of the Food Safety Protection Program does not have a formal evaluation process; however, they do participate in voluntary evaluations. The purpose of an evaluation is to determine whether the objectives of the program are being met and to provide feedback to improve the program. If we were to evaluate this program, we would use summative evaluations, which are used to determine how well the program has met their predetermined short term and long-term goals and objectives. Summative evaluations use two types of procedures, impact and outcome. Impact procedures are used mainly for immediate, short-term effects while outcome procedures are used for long-term effects. For the EHD Food Safety Protection Program, we would assess a set number of food-borne illnesses and a set number of food safety violations and then evaluate how well the program worked to make sure they did not exceed those limits. Even though the food protection program does not have a formal evaluation process, ironically, they won a 2004 Challenge Award from the California State Association of Counties. Out of 163 Challenge Award entries from 38 counties, the Sacramento County Food Safety Education for Restaurants Program was one of the 10 recipients of the Award. The award was based on demonstrated leadership, innovation, creativity, resourcefulness and effectiveness, as well as the potential for successful elements of the program to be used as a model for other counties. One of the reasons hypothesized why they might have gotten the award was because of their affiliations. The Food Safety Program is a member of the California Restaurant Association (CRA), where the annual membership fee is based on the gross revenue of the program. CRA has been representing approximately 20,000 foodservice establishments in California since 1906. Some of the benefits of membership in the CRA are discounts and savings on essential products, programs and services. Moreover, members are also kept informed on the latest industry issues through newsletters, publications, and resources. Program Funding The Environmental Health Division's financing sources come from four different areas: reimbursements, charges for services, reserve release, and other revenues. The department receives no tax money from the government; however, the department does receive some government grants, but not of any significant amount under the food program. Most of the Environmental Management Department’s large grants are given to the Hazardous materials division, rather than the Environmental Health division, under which the food program is directed. The U. S. Federal Drug Administration did give the food program a small grant in the amount of $5,000 to get their staff training sessions. These grants are listed under the reimbursement area. The charges for services category consists of re-inspection fees, which are billed when food facilities use more time than what the permit pays for. These fees are allocated at the hourly rate of up to $149. 00. The third area, the reserve release, makes improvements possible and makes additional money available if needed. This financial source comes from saving extra money left over from the previous month’s finances. Once there is a need for money that isn’t being met by the three other financial resources, then money is taken out of the reserve. Also if improvements need to be made, such as a new computer system, then the reserve covers this cost. The Environmental Health Division earns the majority of their revenues from the services they provide, which is listed under the other revenue area. Every food facility requires a permit from the Environmental Health Division and is charged a fee for their inspection. Some facilities are inspected once a year, but recently the requirements changed for higher-risk facilities (food preparation sites) to be inspected twice a year. The total budget for the food program is $2,840,243, while the entire budget for the whole program is close to $13 million. Another service the Environmental Health Division provides and earns revenues from is the Food Safety Education program (FSE). The program encompasses two classes about food safety, in which they charge $20 per person for attending. They also offer to perform the classes at the actual food facility site for $400. Despite the fact that the Environmental Health Division receives no tax money from the government, Richard Sanchez believes it is a good thing. He states that when there is a tax cut in government funding, then agencies start having to cut people. He proudly claims that they have never had to cut people, but rather they are adding positions (personal communication, September 18, 2004). In fact, most of their expenditures are from staffing fees. The other two financial uses the department covers are reserve provisions and services and supplies. As mentioned earlier, the reserve provisions consist of extra money that is saved until further needed for improvements or in case financial sources are running low. The money spent on services and supplies is directed towards rent and office provisions. Some of the services the Food Program uses are classified into special interfund/intrafund charges and reimbursements. This would include lab analysis services from a Sacramento County agency. If the inspectors want to have a closer look at a particular facility’s food quality, then an analysis of that food would be performed. The services used by the Food Program would not be paid in cash, rather it would be seen as a trade out to the other Sacramento agency in return for services from the Food Program such as a permit or inspection of that agency’s food facility. Personnel Qualifications Currently, in the County of Sacramento Environmental Management Department there are 110 employees. Of those 110 individuals, 27 are employed within the Food Protection Program. Employment opportunity of the Environmental Health Division varies from what is referred to as a Level I to a Level IV position of Environmental Health Specialist. The minimum qualifications of the Level I position require one year of experience performing technical support or a completion of twelve semester units from a college or university in physical science, life science, or engineering. The salary offered to the Environmental Health Specialist I is $2509. 00 to $3398. 00 per month. The variation in salary is due to experience. If the employee has just started, the salary begins at $2509. 00, but as the person gains experience within the field, the salary increases up to a certain point; which is $3398. 0 per month. In order to grow within the field at all levels, the employee needs to complete the supplemental questionnaire, which encompasses: the employee’s level of education, experience in technical support and public health contact work, possession of current California driver’s license, knowledge of different cultures, and English fluency. Once the questionnaire is submitted, the panel group sets a date for the employee to take a test. The test is divided into ranks, and usually the first three ranks are chosen for the job. Once, the employee has qualified, then the new title given. The position of Environmental Health Specialist II, ranges in salary from $3659. 00 to $4447. 00 per month. This employee should be able to research, interpret, and apply environmental laws and regulations. This position requires the candidate to have: (1) graduation degree in health science, public health, natural science or physical science, (2) one year of experience in environmental research or regulation, or (3) Registered Environmental Health Specialist certification. The third level of employment known as the Environmental Health Specialist III covers field inspections and research. Some of the duties performed are: organization and analysis of environmental data collected, development and preparation of studies related to regulatory compliance, meeting with business owners to develop solutions to achieve compliance, training and guiding other staff members, and preparation of written analyses and recommendations. This position’s salary starts at $4367. 00 and ends at $5308. 00 per month. In order to qualify for this position, the candidate must have a Master’s degree in health science, public health, physical science, or environmental health and a one-year experience in environmental inspection, enforcement, regulation, analysis, or a previous title of Registered Environmental Health Specialist II certification. Environmental Health Specialist IV is the last level of employment and in this position, the candidate is considered a supervisor and is responsible for a team of scientific, professional, and technical staff. At this level, the candidate is paid from $5392. 00 to $5945. 00 per month. He or she plans, organizes, and reviews the work of the team. The candidate also participates in developing and implanting new policies, procedures, programs, regulations, and guidelines related to inspections, enforcement, compliance, and scientific studies. Besides these positions there are also student intern positions which require the student to perform basic duties such as answering the phone, filing, distributing the mail, and helping in research. The students are allowed to work a maximum of 24 hours per week and the only students who qualify for this position are those who are in their last year of completing their degree. Current Status Currently, the services provided by the food safety program are mandated by the State of California in accordance with local provisions and the California Uniform Retail Food Facilities Law (CURFFL), which finds and declares that the public health interest requires that there be uniform statewide health and sanitation standards for retail food facilities to assure the people of this state that food will be pure, safe, and unadulterated. It is the intention of this Legislature to occupy the whole field of health and sanitation standards for these food facilities . . and regulations adopted pursuant to its provisions shall be exclusive of all local health and sanitation standards relating to these facilities. (http://www. Emd. saccounty. net/pdf/CURFFL2004. pdf, p. 4) Since this program is mandated by the state, the food safety program of the Environmental Health Division is at no risk for disruption or dismantling. Twenty-seven, Registered Environmental Health Specialis ts will continue to inspect retail food facilities twice annually (effective July 1, 2003). Although the state mandates inspection twice yearly, Mr. Sanchez, conceded in the interview that markets such as Raley's are only getting inspected once annually. As of the end of September, 2004, the Environmental Health Division has completed â€Å"6,132† inspections of retail food facilities and â€Å"742† inspections of area dairies (http://www. saccounty. net/pdf/EMD-2004-10_Update. pdf. , p. 4). Aside from routine inspections and re-inspections of retail food facilities, Environmental Health continues to offer food safety education and certification classes as well as community outreach events designed to inform consumers and retailers about food safety and compliance with state and local health codes. This group attended an outreach event held at Carmichael Park, on September 18, 2004, where the Environmental Health Division booth activities included a hamburger cooking demonstration to demonstrate proper cooking temperatures as well as safe food handling techniques. Other activities performed by the Environmental Health Division include responding to consumer complaints, investigation of cases of food-borne illness, there have been â€Å"180† cases in Sacramento County as of the end September of this year, evaluation of plans for new food facilities, as well as the granting of permits for these new food facilities (http://www. accounty. net/pdf/EMD-2004-10_Update. pdf, p. 4). Moreover, the Environmental Health Division continues to collect fees for their services and proudly distinguishes qualifying retail food facilities with their â€Å"Award of Excellence† for food safety. Last year, ninety-three area establishments were the recipients of this award. Future Needs The Food Safety and Protection Program is a growing program. As the number of food facilities in the Sacramento area increase, so do the needs of the program. Some of the future needs of the program include an increase in the number of employees for the program, improved outreach programs, software program to improve inspections and inspection reports, and an implementation of a restaurant grading system. The first need of the program is an increase in the number of employees. With only 27 employees who actually do work under the Food Safety and Protection Program, the job of inspecting 6,000 food facilities plus other required tasks is certainly overwhelming. One might think, â€Å"Why don’t they just go ahead and hire more people? Working for the EHD not only requires a college degree but employees must also obtain certification deeming themselves Registered Environmental Health Specialists. Now one might think â€Å"What is a Registered Environmental Health Specialist? † To answer the above question, the program needs to create an awareness of the position. This leads us to the second need of the program. The Food Safety and Protection program is in need of an improved outreach program. Up until finding out what personnel qualifications were needed, we did not know what a Registered Environmental Health Specialist was. More concentrated efforts in outreach programs that introduce and educate people about the validity of their profession may generate more interest in the academic setting thus creating more potential professionals. Another need of the program involves a software program to improve inspections and inspection reports. This program needs to make the change from hand-written reports to typed reports. Going from hand-written to automation would make it much easier for people to read and understand the reports. The final future need of the Food Safety and Protection Program is to implement a restaurant grading system. The restaurant grading system would provide to customers knowledge of where the restaurant stands in terms of food safety compliance. According to June Livingston, â€Å"The restaurants would be given a grade ranging from A-F. â€Å"A† of course being the highest grade to be received and â€Å"F† the lowest. A grade of â€Å"C†, would mean that the restaurant meets minimum compliance requirements† (personal communication, October 27, 2004). The program is still working on the grading system in terms of how it will work and getting legislation to approve the system. Changes to the Program The Food Safety and Protection Program is an extremely successful program under the Environmental Management Department. For 27 employees to be able to inspect 6,000 food facilities is an incredible feat. However, with their measured success, there is some room for improvement. If we were administrators of the program there are a few things that we would do differently. One of the changes that we would make is to the outreach programs. Despite the fact that one of the goals of the program is to have more outreach programs, there is something that we would like to add. In addition to having more outreach programs, we would have the programs target people as early as high school. The outreach should also be targeted at people in colleges and universities. By doing this, a larger audience of people would become knowledgeable of the profession and quite possibly decide to take the path to becoming a Registered Environmental Health Specialist. Another change would be to hire on more employees. With more employees, more work can be done and the current practice of multi-tasking would cease to exist. More employees will allow for more inspections of food facilities thus reducing risk to the public. Increasing inspections of food facilities from annually/biannually to quarterly is another change that we would make as administrators. Food facilities currently undergo one, maybe two inspections a year. Every day new discoveries are made in terms of proper food handling, food-borne illnesses and much more. With these new discoveries, it would be particularly helpful and beneficial that inspections be made on a quarterly basis. Also, more frequent inspections would encourage food facilities to really meet compliance and go above and beyond what is needed for food safety. The final change that we would make to the program is to improve inspection report legibility and visibility. If one were to take a look at an actual inspection report and read the comments written, it usually is difficult to read. We would make the inspection reports typed so that everyone would be able to read exactly what was found at the inspection. We would also improve the visibility of the report. Truth be told, not every food facility has their inspection report visible to the public. We would change this by requiring that establishments post the reports either by the cash register, the doors, in the waiting area if applicable or even by the bathrooms. We would further enforce this requirement by charging the facility a certain fee if the inspection report is not fully visible to the public. The addition of a fee for not having the report visible would not only create added revenue for the program, but it would also get the food facilities to comply more strongly in order to avoid getting fined. With these reports visible, the public would have the ability to find out whether or not they are eating at a food safe establishment. References County of Sacramento Environmental Department Website. (2004). Award of Excellence in Food Safety. Retrieved November 12, 2004 from http://www. emd. saccounty. net/EH/EMDFoodSafetyAwards. htm County of Sacramento Environmental Department Website. (2004). California Uniform Retail Food Facilities Law (CURFFL). Retrieved November 3, 2004 from http://www. Emd. saccounty. net/pdf/CURFFL2004. pdf. County of Sacramento California Website. (2004). County Organization Chart. Retrieved October 16, 2004 from http://www. saccounty. net/portal/about/docs/county-org-chart. pdf. County of Sacramento California Website. (2004). Food Safety Program, Retrieved November 12, 2004 from http://www. dhs. ca. gov/ps/fdb/HTML/Food/indexfoo. htm. County of Sacramento Environmental Department Website. (2004). Prioritized Inspection Frequency, Retrieved November 12, 2004 from http://www. emd. saccounty. net/Documents/Info/Bulletin0503 prioritized_inspection_frequency. pdf County of Sacramento Environmental Department Website. (2004). Update. Retrieved October, 16, 2004 from http://www. saccounty. net/pdf/EMD-2004-10_Update. pdf. Sizer, F. , & Whitney, E. (2003). Food safety and food technology. In E. Howe, & J. Boyd (Eds. ), Nutrition: Concepts and controversies (pp. 509-556). Belmont,USA: Wadsworth/Thomson Learning. APPENDIX A: THE ORGANIZATION CHART [pic] Note. From â€Å"County of Sacramento California Website† http://www. saccounty. net/portal/about/docs/county-org-chart. pdf Copyright 2004 by County Executive. Reprinted with permission. APPENDIX B: ENVIRONMENTAL MANAGEMENT ORGANIZATION CHART Figure 1. The subdivisions within Environmental Management. APPEDNDIX C: PROPOSAL Proposal This case study seeks to explore the Environmental Health Division within the Environmental Management Department of Sacramento County. Investigation in this agency will reveal how the County of Sacramento protects its residents and consumers from potential health hazards and illnesses originating from retail food facilities. Today, the average consumer rarely worries about the risk of dining out or â€Å"grabbing a bite†; however, factors such as improper storage, cooking and handling of foods or poor sanitation practices have the potential to create serious illness and even death. This agency warrants investigation since food is one of man's most basic and vital needs for survival. ———————– Management Plans Private School Inspections Land Use Evaluation Toxic Site Clean Up Well Monitoring Septic Tanks Recycled Water Industrial Storm water Program Risk Evaluation Accidental Release HazMat Land Use Incident Response Storage Tanks Business Plans Mold Information Lead Illness Investigation Tobacco Retailer Program Medical Waste Recreational Health Food Protection & Safety Education Water Protection Hazardous Materials Environmental Health Environmental Management

Reasons for Communication Essay

The reasons why people communicate is to (a) express needs (b) to share ideas (c) to build relationship and socialise (d) to ask question and share experience 1.2HOW COMMUNICATION AFFECTS RELATIONSHIP IN THE WORK SETTING communication affects relationship at work place e.g. with colleagues, people using services, children and their families, help to build trust, understanding of individual needs, communication is used to negotiate, to prevent or resolve conflict and prevent misunderstanding. Relevant theories e.g. tuck man stages of group interaction (forming, storming, norming and performing) Read more: Reasons for communication  essay 2.2 THE FACTORS TO CONSIDER WHEN PROMOTING EFFECTIVE COMMUNICATION Argule’s stages of the communication cycle (ideas occur, message coded, message sent, message received, message decoded, message understood) type of communication for example complex, sensitive, normal or non-normal: context of communication e.g. one-one; group, with people using services, children or young people, with professional/colleagues; purpose of communication; cultural factors, needs to adapt communication; environment; time and resources available 3.1 HOW PEOPLE DIFFERENT BACKGROUND MAY USE AND/OR INTERPRET COMMUNICATION METHODS IN DIFFERENT WAYS People from different backgrounds may use or interpret communication in different ways by looking at that ;an individual background can influence communication for example age, gender, culture, socio economic status: differences in verbal communication e.g. language, vocabulary, dialect, intonations, non-verbal e.g. facial expression, use of body language, eye contact, gesture etc 3.2 THE BARRIERS TO EFFECTIVE COMMUNICATION The barriers to effective communication are: language e.g. dialect, use of jargons, sector specific vocabulary. Environment e.g. noise, poor lighting. Emotional and behavioural e.g. attitude, anxiety, lack of confidence, aggression, sensory impairment health or medical conditions learning disability, effect of alcohol or drugs 3.5 HOW TO ACCESS EXTRA SUPPORT OR SERVICES TO ENABLE INDIVIDUALS TO COMMUNICATE EFFECTIVELY To access extra support and services, the use of interpreting services; translation services; speech and language services; advocacy services; third sector organisations example stroke association, royal institute for deaf people (RNID) 4.1 THE MEANING OF THE TERM CONFIDENTIALITY The term confidentiality means one person receives personal or sensitive information from another person. This information should not be passed on to anyone else without the person from whom the personal or sensitive information was received: meaning of confidentiality as contained in principles of current legislation e.g. the data protection act of 1998 4.3THE POTENTIAL TENSIONS BETWEEN MAINTAINIG AN INDIVIDUAL’S CONFIDENTIALITY AND DISCLOSING CONCERNS Maintaining confidentiality in day to day communication in different inter-personal situation e.g. adult receives personal or young person receives personal or sensitive information about other adults or colleagues, child or young person receives personal or sensitive information about an adult, following policies and procedures in own work place setting for example policies from sharing information, situations where unconditional confidentiality cannot be maintained, support and guidance regarding confidential information, role of manager or supervisor, referral, training types of information to the collection, recording and storage of different of information There is a potential tension caused by confidentiality and the need to disclose information when information; understanding when information may be shared without consent, concept of need to know, need for transparent policy and protocols in information sharing Unit 2 1.1THE DUTIES AND RESPONSIBILITIES OF OWN WORK ROLE the duties and responsibilities of own work role are: contractual responsibility e.g. hours, line of reporting, specific roles and responsibilities e.g. behavioural support, supporting children and young people with special educational needs, supporting bilingual children and young people: compliance with policies and procedures of work setting e.g. behaviour, children and young people protection,. Health and safety: keeping up to date with changes to procedures; keeping up to date with practice 1.2 THE EXPECTATIONS ABOUT OWN WORK ROLE AS EXPRESS IN RELEVANT STANDARDS the expectations of own work role as express in relevant standards are example national occupational standards for children’s care, learning  and development (NOS CCLD), national occupational standards for learning and development for support services (NOS LOSS) in relation to duties and responsibilities e.g. role to support children or young people with educational needs , expectation to meet standards 2.1 THE IMPORTANCE OF REFLECTIVE PRACTICE IN CONTINIOUSLY IMPROVING THE QUALITY OF SERVICES PROVIDED The importance for reflective practice in continuously improving the quality of service provided and aiming to continually review progress to improve or change approaches, strategies, actions, benefits to children, young people. Setting and individual of improved performance e.g. enable learning to take place and practice to improve. Enables all relevant factors to be taken into account. Provides clarity, identification of learning cycle (KOLB) 2.3 HOW OWN VALUES, BELIEF SYSTEMS AND EXPERIENCE MAY AFFECT WORKING PRACTICE Personal values, belief system and experience may affect working practice through self-awareness of values, beliefs experience affection approach to working practice example motivation, conformity, cooperation, consistency, respect fairness, creativity of previous experience of learning: ways of own values affect practice positively and negatively e.g. conflict between own values, beliefs and standards 4.1 THE SOURCES OF SUPPORT FOR PLANNING AND REVIEWING OWN DEVELOPMENT The sources of support for planning and reviewing own development can be: sources of support e.g. mentor, supervisor, teacher, manager, local authority, training providers awarding organisation further and higher educational institutions, learning direct, teachers development agencies (TDA). Children’s workforce development council (CWDC) 5.1 THE EVALUATION OF HOW LEARNING ACTIVITIES HAVE AFFECTED PRACTICE Learning activities such as formal lessons, training programmes/sessions research activities observing practice, practical activities can affect practice by applying newly learnt theories and using different approaches. How reflective practice leads to improved ways of working e.g. ways that continually challenging current behaviour has developed and enhanced own practice and skills: how monitoring own practice has enabled changes to take place UNIT 3 1.1 WHAT IS MEANT BY THE TERMS DIVERSITY, EQUALITY AND INCLUSION Diversity- differences between individuals and groups e.g. culture, nationality, ability ethnic origin, gender, age religion, beliefs, sexual orientation and social class Equality- this is the promotion of individual rights, giving choices and opportunity, respect and fairness, services in response to individual needs. Inclusion- individual at the centre of planning and support, valuing diversity 1.2 THE POTENTIAL EFFECTS OF DISCRIMINATIONS The effect of discriminations is: direct discrimination, institutional discrimination etc. Individual being treated less favourably than others: lack of opportunities, prejudice and injustice. 1.2 HOW INCLUSIVE PRACTICE PROMOTES EQUALITY AND SUPPORT DIVERSITY Promoting equality: policies and procedures in work place setting inclusive practice procedures: challenging discrimination, promoting rights, empowering, removing barriers e.g. physical access to effective communication, improving participation, promoting dignity and respect, individual at the centre of planning and delivery of services. Supporting diversity, valuing differences between using positive images of individual from diverse groups. Celebrating differences 2.1 HOW LEGISLATIONS AND CODES OF PRACTICE RELATING TO EQUALITY, DIVERSITY AND DISCRIMINATION APPLY TO OWN WORK ROLE Legislation and codes of practice: codes of practice of sector, policies of work place settings, human rights act 1998, disability discrimination act 2005, special educational needs and disability act2001, race relation (amendment) act 2000,the equality act 2010, the European convention on human rights 3.3 HOW TO CHALLENGE DISCRIMINATION IN A WAY THAT PROMOTES CHANGE In order to challenge discrimination to promote change, I will identify and challenge discrimination behaviour; recognised stereotypes in attitude or written materials; understand and adopt own belief attitude; know how to report concerns; review and develop policies and procedures UNIT 4 1.1 WHAT IT MEANS TO HAVE A DUTY OF CARE IN OWN WORK ROLE duty of care in own work role is accountability e.g. exercising authority, managing risk working, safe guarding children and young people, monitoring  own behaviour and conduct, maintaining confidentiality, storing personal information appropriately, reporting concerns and allegations, making professional judgement, maintaining professional boundaries, avoiding favouritism, maintaining high standards for conduct outside the professional role 1.2 HOW DUTY OF CARE CONTRIBUTES TO SAFEGUARDING OR PROTECTION OF INDIVIDUALS The contribution of duty of care to safeguarding and protection of individuals is safeguarding children and young people e.g. protection from sexual, physical or emotional harm, preserving respect and dignity. Engendering trust protecting children and young people e.g. safety in the environment, safe use of resources and equipment, prevention from intimidation or humiliation, protecting self e.g. ensuring against risk of allegation of misconduct or abuse. Avoiding risk of accusation of malpractice 2.1 THE POTENTIAL CONFLICT OR DILEMMA THAT MAY ARISE BETWEEN THE DUTY OF CARE AND THE INDIVIDUAL’S RIGHT The potential conflict or dilemma and individual right that may arise between individual rights and duty of care are e.g. attitudes and unsafe behaviours such as drugs, alcohol, abuse, treating, staying out without permission aggression and violent, bulling and intimidation, vandalism. Individual rights for example respect for views and actions, safety and security, love and belonging, education equality 2.2 HOW TO MANAGE RISKS ASSOCIATED WITH CONFLICT OR DILEMMABETWEEN AN INDIVIDUAL RIGHT AND DUTY OF CARE In order to manage risks associated with conflict or dilemma will be by e.g. implementing policies and codes of practice, acting in individual’s best interest, fostering culture of openness and support, being consistent, maintaining professional boundaries, following systems for raising concerns 2.3WHERE TO GET ADDITIONAL SUPPORT AND ADVICE ABOUT CONFLICT AND DILEMMA ADDITIONAL SUPPORT AND DILEMMA CAN BE GOT FROM: EG LINE MANAGEMENT, TRAINING AND PROFESSIONAL DEVELOPMENT, HEALTH PROFESSIONALS, SCHOOL/ college advices, counselling services, mediation and advocacy services 3.1 methods of responding to complaints Ways in which we can respond to complaints are: e.g. listening to complaints, referring complaints to policy, suggesting that complaints be made in  writing, reporting complaint to line manager 3.2 THE POINTS OF AGREED PROCEDURES FOR HANDLING COMPLAINTS The main points of agreed procedures for handling complaints are: e.g. acknowledgement of complaints, stages within procedures, report and recommendation, review and appeals Unit 5 The aim of this assessment is to understand the national and local context of safeguarding and protection of vulnerable people from abuse. The assessment will take into account and how to understand ways to reduce the likelihood of abuse and finally knows how to respond and report unsafe practices. 3.1 THE NATIONAL POLICIES AND LOCAL SYSTEMS THAT RELATES TO SAFEGUARDING AND PROTECTION FROM ABUSE According to the codes of practice, all agencies and individuals involved with vulnerable adults have duty to protect them from abuse. The wishes of the vulnerable adults should be central to the use of the multi-agency policies and procedures for the protection of vulnerable adults from abuse. The policies and procedures respects an adult’s rights to live free from abuse in accordance with the principles of respect, dignity, autonomy, privacy, beliefs and equality. Services will be provided in a manner in which does not discriminate on grounds of racial or ethnic origin, religion or b eliefs, disability, gender, age or sexual orientation 3.2 THE ROLES OF DIFFERENT AGENCIES IN SAFEGUARDING AND PROTECTING INDIVIDUALS FROM ABUSE It is the responsibility of everyone to seek to prevent and protect vulnerable people fro abuse. Suspected or actual abuse must be reported to social services or the police within 24 hours. An adult protection enquiry coordinator will be appointed by social services to coordinate the investigation and will a senior practitioner or first tier manager with appropriate skills, in most cases, an inter-agency strategy meeting, chaired by a senior manager at team manager level or above will be converted to determined the action plan 3.3 REPORTS INTO SERIOUS FAILURES TO PROTECT INDIVIDUALS FROM ABUSE Agencies have a duty of care to protect vulnerable adults from abuse and to recognised and take actions within the present legal framework, there will be occasions when vulnerable adults may choose to remain at risk in dangerous situations. Professional staff may find no statutory power in cases where the adult is judge to sufficient capacity to make his/her own choices and refuses the help or treatment which the staff  or carer feels is needed and where public interest consideration do not apply. In this case, the decision of the vulnerable should be respected. At the same time, accurate record must be made of the situation 3.4 SOURCES OF INFORMATION AND ADVICE ABOUT OWN ROLE IN SAFEGUARDING AND PROTECTING INDIVIDUALS FROM ABUSE Confidentiality must not be confused with secrecy. Staffs have clear duty to report any concerns they have relating to abuse or suspected abuse of vulnerable adults to their line manager at their earliest opportunity. Workers in all agencies owe a duty of confidentiality to vulnerable adults. A vulnerable adult has a right to expect that information about them and held on them in what ever form, will be treated with due regards to the principles of confidentiality. These principles are applicable to information sharing both within and between agencies in matters concerning abuse.

Anti-Anxiety Medication and the Brain

Anti-Anxiety Medication and the Brain When one is bed-ridden with the flu, it only makes sense for that person to see a doctor to seek treatment. Such treatment could be in the form of medications. Much like a physical illness, the anxiety-ridden may even seek medicinal therapy. However, the underlying difference among the medications is their function and how they function. While one may answer those problems for the wide class of antibiotics, may we say the same for treating the ailments of the mind? In order to understand the advancements in modern medicine and technology, we must first look back to the primitive practices of treating anxiety disorders. In order to treat, psychologists and psychiatrists must be able to diagnose and classify. Before they were recognized by the American Psychological Association in the 1980’s, anxiety disorders were seen as normal bouts of stress (Tracy). As a type of neurosis, psychologists and psychiatrists questioned to validity of treatment for the individual. However, e ven decades before its official classification, anxiety was treated in varied, primitive, and even absurd, ways, including the use of essential oils and salves, applying severely cold or hot temperatures to the inflicted, and draining blood with the use of blood-sucking animals (Tracy). In more negative connotations, medieval doctors placed the blame on mild demonic possession and witchcraft. Following these types of remedies were electric shock therapy and institutionalization, quickly replaced with the invention of lobotomies (piercing the brain with an icepick through the patient’s eye), developed by Dr. Moniz and Dr. Walker Freeman in the 1940s. The shocking, unethical practice is abandoned for anti-psychotic therapies and medicines. With advancements in technology came advancements toward modern medicines, giving psychiatrists the ability to alter the brain’s wiring with the use of pills. Anxiety, in textbook definition, is the feeling of intense fear in respons e toward an unreal threat (Rathus). To treat mental illness such as anxiety, psychiatrists must know the inner workings of how the nervous system delivers messages. A message is received by the dendrites of a nerve cell, which travels through the cell’s body (Rathus). It then moves along the axon, protected by the myelin sheath (Rathus). The message’s final destination is the axon terminals, where it passes along the synapse and onto the dendrites of the next nerve cell (Rathus). This message, whatever it entails, continues this repetitive journey in one direction until it reaches its destination (Rathus). The most important part when looking at anxiety disorders is the axon terminals and the synapse, where chemicals containing these messages, neurotransmitters, are released (Rathus). With anxiety disorders, one’s body may be low on those â€Å"feel-good† neurotransmitters. These neurotransmitters include serotonin, norepinephrine, dopamine, and gamma-ami nobutyric acid (GABA) (Staff). Psychiatrists have also concluded that one’s with an anxiety disorder may have an excessive amount of the neurotransmitter cortisol, which invokes stress (Staff). Another offender lies right within the brain, the amygdala (Simon). This pea-sized site of the brain responds to fear, and those with anxiety disorders are found with amygdala hyperactivity (Simon). With this pertinent information in mind, psychiatrists can alter the brain’s behavior with the presence of these neurotransmitters. Much like antibiotics alters how the body’s immune system behaves, anti-anxiety medication can alter how the nervous system behaves. Anti-anxiety medication depresses brain activity, lowers vitals such as blood pressure, heart and respiratory rates, and decrease feelings of uneasiness and dread by modifying brain behavior (Association). While these medications cannot safely replenish levels of neurotransmitters, one method of controlling the bra in’s behavior is closing up the source of the neurotransmitter. This is the role of SSRIs, which stands for Selective Serotonin Reuptake Inhibitors (Staff). Serotonin is famously known as the â€Å"feel-good† neurotransmitter and the prime suspect of anxiety and depressive disorders. A problem with many anxiety sufferers is either the lack of serotonin or the quick reuptake of serotonin in their nervous systems (Staff). To remedy this obstacle, SSRIs block the reabsorption of serotonin, allowing the chemical to remain available (Staff). Some FDA approved SSRIs include citalopram (Celexa), citalopram (Lexapro), fluoxetine (Prozac), paroxetine (Paxil, Pexeva), and sertraline (Zoloft) (Staff). Remedies may have its drawbacks, for side effects of these medications include fatigue, dependency, restlessness, muscle tension, blankness, irritability, sleep problems, insomnia, and even its adverse effect, suicidal thoughts among children and teenagers (Staff). Withdrawal from S SRIs, especially sudden, may invoke more intense feelings of dread or uneasiness, nausea, gastrointestinal issues, and strange sensations in vision and touch (Tartagovsky). While these problems may arise, these medicinal therapies work well with those who experience chronic anxiety. Another approach a psychiatrist turns to is to open receptors to neurotransmitters. This class of medicines are known as benzodiazepines (or Benzos, for short) (Anderson). These medications are known as â€Å"tranquilizers† due to their functions (Anderson). A natural tranquilizer itself, gamma-aminobutyric acid (GABA) is a neurotransmitter which depresses the brain’s activity; this neurotransmitter has also been scarce in those suffering from anxiety disorders (Anderson). Benzodiazepines remedy this by opening the frequency of the GABA-A receptor responsible for reacting with GABA (Anderson). This allows more availability of GABA in the nervous system, inevitably calming the brain and bo dy. Some FDA approved benzodiazepines include clonazepam (Klonopin), diazepam (Valium), alprazolam (Xanax), and oxazepam (Serax) (Anderson). Some benzodiazepines are found to have faster onset action than others (Anderson). Onset action is how fast the medicine acts and how long the treatment lasts. Since these medications are only for short-term usage, the only known side effects of benzodiazepines include drowsiness, forgetfulness, and unusual sleep patterns (WebMD). However, long-term usage of benzodiazepines can lead to dependency and addiction to the medication (WebMD). Abusers of the medication may experience drowsiness, confusion, dizziness, impaired vision, speech, and coordination, respiration difficulties, and even coma-like states and death (WebMD). When used responsibly, benzodiazepines aid in sufferers of acute anxiety and panic attacks. Just as pharmacologists and medical doctors have found ways to modify a body’s functions, pharmacologists and psychiatrists h ave also worked to modify the brain’s functions. For those suffering from anxiety disorders, psychiatrists prescribe medications to open and close synapses and receptors in the nervous system of the body, making these â€Å"feel-good† neurotransmitters more available and inevitably remedy the bed-ridden mind. References Anderson, L. Drugs.com . 4 May 2014. Web. 2 December 2016. Association, American Psychiatric. Diagnostic and Statistical Manual of Mental Disorders Vol. V . Arlington, 2013. Print. Rathus, Spencer A. Psychology; Principles in Practice . Austin: Holt, Rinehart, and Winston, 2003. Textbook. Simon, Harvey. New York Times . 11 March 2013. Web. 25 November 2016. Staff, MayoClinic. Mayoclinic . 24 June 2016. Web. 25 November 2016. Tartagovsky, Margarita. PsychCentral . n.d. Web. 25 November 2016. Tracy, Natasha. Healthy Place . 30 July 2016. Web. 2 December 2016. WebMD . n.d. Web. 2 December 2016.

Analysis of Wal-Mart Organization Essay Example | Topics and Well Written Essays - 1250 words

Analysis of Wal-Mart Organization - Essay Example These numbers were hardly predictable from Wal-Mart’s humble beginnings in 1962, when it was founded by entrepreneur Sam Walton. Walton opened a store called the Wal-Mart Discount City in Rogers, Arkansas (Frank, 2006). However, within five years, the company opened up an additional 23 stores throughout the state of Arkansas. By 1968, the stores had moved out of state to Missouri and Oklahoma. From there, Walton incorporated his business as Wal-Mart Stores, which still serves as the company’s namesake, and in 1970, the company went public (Frank, 2006). Despite Wal-Mart’s tremendous growth since its inception in Rogers, Arkansas, the company maintains that it is committed to the same values and purpose that Sam Walton believed in when he opened his first location. Wal-Mart claims to abide by Walton’s credo, which is, â€Å"If we work together, we’ll lower the cost of living for everyone†¦ we’ll give the world an opportunity to see what it’s like to save and have a better life† (Walmart). This focus on lowering the cost of living for all people, with equal economic access to the company’s products as a means to improving the quality of life represents a significant part of the company’s mission. â€Å"Saving people money to help them live better was the goal that Sam Walton envisioned when he opened the doors to the first Walmart† (Walmart). ... Food prices are nearly 14% lower in markets where Wal-Mart competes, which means that it is employing its cost leadership in a way that is detrimental to other food suppliers who cannot meet the price offerings of Wal-Mart. Because Wal-Mart is special in its ability to use its large buying power to negotiate deals and acquire cheaply-produced goods from foreign countries, its cost leadership is a core competency. Wal-Mart owns a sizable 30% of the consumer staples market in the United States (Hwang, 2003). Another core competency of Wal-Mart is its use of information technology in support of its international logistics system (Marketing Teacher, 2011). Wal-Mart is special because, for the most part, it is the only multinational retailer based out of the United States. In order to manage the efficient allocation of resources within the organization, Wal-Mart recognizes the need to supply its leaders with the right information in order to make competent decisions. By leveraging informa tion technology, it can measure how individual products perform in different countries with a single glance. This technology also adds value to the process of procurement, which is the process of obtaining goods and services from preparation and processing of a requisition through to receipt and approval of the invoice for payment. In terms of weaknesses, Wal-Mart is a very broad company with a wide variety of interests throughout a vast number of small community markets. Within those stores, Wal-Mart offers a wide range of products, which includes groceries, car services, sports equipment, and so on. Despite providing convenience to its customers, this broadness holds

Sustainable Energy Resourses vs. Climate Change Essay

Sustainable Energy Resourses vs. Climate Change - Essay Example 3. Advantages and Disadvantages of Using Solar, Wind, Hydropower, and Geothermal Energy over Fossil Fuels Because of environment, health, long-term cost efficiency and other practical reasons, generating electricity out of the wind turbine, hydroelectric power plant, geothermal energy, and solar energy can be more advantageous as compared to the use of fossil fuels. When using either fossil fuels or biomass combustion, the Science Daily reported that approximately 20% of the energy produced is actually wasted as heat. Based on this context, fossil fuels and biomass are inefficient sources of electricity (â€Å"Shifting the world to 100 percent clean renewable energy as early as 2030†). Depending on the availability of renewable energy resources, the use of the wind turbine, hydroelectric power plant, geothermal energy, and solar energy system can provide us with more economic advantages since the overall supply of energy will be greater than our daily consumption needs ( "Shifting the world to 100 percent clean renewable energy as early as 2030†). Furthermore, the use of these renewable energy resources can provide us with long-term ready supply of energy without the possibility of causing serious damages to our health and environment. Among the available sources of renewable energy, the solar system is considered a very good source of electricity since the process of generating electricity from the sun can provide us with 30 times more than the total electricity that we actually need to run the entire U.S. economy (â€Å"Shifting the world to 100 percent clean renewable energy as early as 2030†). On the other hand, wind turbines are also considered as another powerful source of electricity since the energy generated from the wind... It can be derived from the report and the previous research conducted on the topic that a sustainable community is attainable provided that there is a balance between the economy, the society and the environment. During the third quarter of 2011, The Economist reported that â€Å"the global population is likely to reach 7 billion†. Due to the growing population of human beings around the world, increased in human activities could alter the climate condition of our natural environment. As a common knowledge, the existing energy sources in the United States are vital to the economic development and progress. In fact, a significant increase on the demand for energy would mean the need to increase the energy supply coming from different sources of energy. In response to the increasing demand for energy resources, the United States government is spending approximately US$500 billion each year in the development of energy sources alone. With the presence of sufficient energy supply, the local manufacturers will be able to produce consumer good items to meet the increasing local and international demand. For this reason, the U.S. Department of Energy has been relying over the use of different energy sources including: bioenergy, coal, electric power, fossil fuels, fusion, geothermal, hydrogen, hydropower, natural gas, nuclear, oil, solar and wind energy. The negative long-term socio-economic, environmental, and health benefits associated with the use of fossil fuel is more than the challenges associated with the use of renewable energy resources.

National Security, Energy Resource Scarcity and Climate Change in the Essay - 2

National Security, Energy Resource Scarcity and Climate Change in the upcoming decades - Essay Example The negative consequence associated with having a diverse group is group conflict which may take place due to difference in knowledge, experience, age and expertise. According to a study conducted on homogenous and diverse groups showed that both groups were performing exceptionally well but people from the diverse groups had lower satisfaction from their group members, lack of group consistency existed within the group and this group had higher level of conflicts as compared to the members of the group that contained homogenous individuals (Robbins, 2003, p.234). Similar studies even proved that if individuals of diverse groups are able to overcome the conflict that they experience during the early stages of group development, then diverse groups can perform in a much better manner (Sommers, 2006, p.610). A group consisting of members that have different educational backgrounds and cultural backgrounds is said to have the ability to come up with various ideas and opinions. Great importance is given to the identification of various solutions for a particular problem, this portion of the decision making process can be satisfied by having people from diverse backgrounds making decisions (Hansen, 2006). Hansen, Z. K., Owan, H., Pan, J., & National Bureau of Economic Research. (2006). The impact of group diversity on performance and knowledge spillover--an experiment in a college classroom. Cambridge, Mass: National Bureau of Economic Research. Phillips, K., Northcraft, G., & Neale, M. (January 01, 2006). Surface-Level Diversity and Decision-Making in Groups: When Does Deep-Level Similarity Help?. Group Processes & Intergroup Relations, 9, 4, 467-482. Sommers, S. R. (January 01, 2006). On racial diversity and group decision making: identifying multiple effects of racial composition on jury deliberations. Journal of Personality and Social Psychology, 90, 4,

Negotiation Paper Assignment Example | Topics and Well Written Essays - 500 words

Negotiation Paper - Assignment Example To begin with, however, the nurse stated her primary concern that she would only work with $X per month. The organization was planning to pay $Y per month, however, the amount stated by $X was significantly less. In this way, by falsely anchoring her self, the nurse was now in a weak position to get only what she had asked for. The hospital had a BATNA now. It was able to see that should it state an amount of $Z that was near to the amount X that the nurse had wanted, that organization would be able to reach an agreement at a much lower price than what it intended to pay. Here the focus now shifted more towards material interests of getting the nurse to agree for the new amount. If the nurse did not agree, the organization could simply walk away with it. When faced with the new amount, the nurse realized that she had been made an offer that in fact was not much to her liking. At this point she got emotional, since she felt that the organization was using her. Here the organization was only pressing on a statement given by the nurse to them before. However, the nurse now realizing her mistake was now feeling emotional. The organization here realized that her needs were mostly for material needs and to satisfy the physical needs of food, hunger and material safety. At this point the nurse was not interested in achieving a sense of personal well being. Here the organization thought of providing certain material gains to her to generate her interest. It offered her free lunch and commute and highlighted how it would help reduce her costs from her pay. In this way, it tried to highlight a common ground for both the organization and the nurse. By providing the nurse with her basic needs as per Maslow’s hierarchy, the organization w as able to convince the nurse to take up the position at a rate that was much less than the original amount the organization had planned in the first place. The art of negotiation therefore, relies heavily

Answer the question Essay Example | Topics and Well Written Essays - 250 words - 27

Answer the question - Essay Example This can be achieved through integrating technology with other courses in the curriculum or enabling them to apply technological concepts in their day to day living. When we refer to reforms in the curriculum, this should be one of the most important which is necessitated by the changing trends and innovation. The use of modern technology in education is a motivating factor to the students because they can relate to their daily usage of such applications and also promotes performance, efficiency and accuracy in learning. As a result of these reforms there is excellence movements and academic performance of student in school such as increase in number of teachers graduating, establishing minimal competency standards for both teachers and students and trying teacher accountability to standardize test scores. In my opinion, this was a very creative way of engaging the students to use applications in their assignment. This was a great way for a teacher to incorporate technology into the classroom. Not only did they assimilate technology into the assignments, but they also used technology that students are familiar with and enjoy using. I think incor porating technology and other things students use in the modern society will help them feel more involved and engaged in life and motivate them to do

Internet Filtration Software Essay Example | Topics and Well Written Essays - 750 words

Internet Filtration Software - Essay Example It was basically designed against the online porn companies, it also counteract the tactics of aggressive website. There are many internet software choices available; I choose two which I think are best and the most popular. The overall rating is full and it is one of the oldest and the trusted filtering software in the market. It has a ContentWatch pooled Dynamic Contextual Analysis, remote administration, an innovative, user-friendly interface. The filtration capability is not as good as Net Nanny but it is also trusted by many people worldwide. It gives the facility to check your computer usage from any other computer. That's why it's easier. It also controls the personal information from going out unlike Net Nanny, it monitors chats, pop-up blocking and also shows history reports. It can also work with every browser and windows version plus Mac3. CIPA stands for Children'sInternetProtectionAct; it is especially designed for the safeguard of children against obnoxious or unsafe material on theInternet. CIPA amendments direct schools and libraries to have Internet safety and a technology-based method of blocking access to anything which is harmful for the child4. AUP (acceptable usage policy) are rules applied by websites owner, but there are million of websites which do not follow these like wikipedia or all sorts of blogs. So in that case COPPA jumps in and make it all these things work as it can control these websites. Our school has many things under control like messengers, wikipedia, and every porn website. Even though COPPA is for under 13 it applied to us aswell. Question 5: COPPA: The Children's Online Privacy Protection Act (COPPA) is a law created to protect theprivacyof children under 135. COPPA have much tighter rules and laws as compare to that of CIPA as COPPA also controls the excessive use of wikipedia and blogs. REFERENCES - COPPA. 2008. CRM sources. Retrieved on 13th November 2008. http://searchcrm.techtarget.com/sDefinition/0,,sid11_gci1262738,00.html - Guide to Effective Searching of the Internet. May 1998. Search Tutorial. Retrieved on 13th November 2008. http://www.psychologia.uj.edu.pl/wolski/Metodologia/Teksty/Isrch.PDF - Net Nanny Parental Control 5.6. 2008.Top Reviews. Retrieved on 13th November 2008. http://internet-filter-review.toptenreviews.com/netnanny-review.html - Safe Eyes. 2008. Top Reviews. Retrieved on 13th November 2008. http://internet-filter-review.toptenreviews.com/safe-eyes-review.html - What is CIPA. 2008. Internet.com. Retrieved on 13t

In-band or out-of-band SAN appliances Essay Example for Free

In-band or out-of-band SAN appliances Essay Out-of band SAN appliances allow for independent flow of data between servers and storages since it does not function within the data path (InfoWorld, 2001). In addition, execution of management functions by these appliances is independent of application servers, a factor which dictates for having host drives. This has the implication that the positioning of an out-band SAN appliance posses performance concerns in the system (InfoWorld, 2001). Another implication is that increase in the number of server in such a system complicates administration issues. Still, out-of band SAN appliances have its meta-data and control operations separate from the data path. This coupled with the need for having a driver at each host frees the host to engage only in transferring data to and from the storage. Nevertheless, this configuration has the advantage of caching due to the request time delays involved in linking data path information and the appliance for processing. On the other hand, in-band SAN appliances employ a single device for executing all the basic storage management functions namely; data path, control operations, and meta-data management (Kornfeld, 2001). This has the implication that no additional driver software is needed in the host. Also, this enhances scalability of the SAN system. However, this limits the application of in-band SAN appliances in a busy SAN since both meta-data and control operations share the same data path. Despite this, in-band SAN appliances enjoy the privilege of allowing for caching and clustering (InfoWorld, 2001). In addition, being a single device, in-band SAN appliances boast of low cost of implementation and ease of administration (Kornfeld, 2001). Therefore, both in-band and out-of-band SAN appliances have advantages as well as disadvantages. Considerations before choice of a SAN appliance should thus be based on the needs in the particular organization.

Occupational Health and Safety Practice Program Evaluation

Occupational Health and Safety Practice Program Evaluation OCCUPATIONAL HEALTH AND SAFETY PRACTICE Plan and evaluate programs to promote occupational health and safety practice Student Name: Yi Li Assessment Task 1 Place of work or work placement Te kotuku kit e Rangi Target group for the programmes to promote occupational health and safety practice Te kotuku Ki Te Rangi, Managers and Team Leader, All staffs, Health and safety officer. Key stakeholders (role, and details of what inputs they require or can provide to the potential health and safety programme) Stakeholders What their input could be Te kotuku Ki Te Rangi Committed to providing a safe and healthy environment for all employees, which include training, safety program. Team Leader and Managers Knowledge of current or best practice for different activities and tasks in the workplace. Concerns or issues relating to levels of sickness or injury in the workplace. All staffs Follow the safety procedure; participate in the safety program, training. Report if there is any potential hazard or injury in the workplace. Health and Safety officer Knowledge of existing health and safety systems and what information they contain. Demographic profiles of the target group Demographic Profile Information it links to Proportion of staff aged between 20-35 years old A report highlighting the high rate of accidents due to the affects of lack of heal and safety knowledge and working experience. Proportion of staff aged between 35-45 years old Statistics about the higher rate of stress related illness amongst older people Proportion of staff aged between 45-55 years old Statistics about the higher rate of illness amongst older people Demographic Profile Information it links to Proportion of staff gender of male A report highlighting the high rate of accidents due to the affects of lack of heal and safety knowledge and working experience. Proportion of staff gender of male Statistics about the higher rate of stress related illness amongst older people Demographic Profile Information it links to Proportion of staff Language as first language. 30 staffs are happy to use English to communicate with others by face to face communication technology. Proportion of staff Language as second language. Only 4 staffs like to use non-English language to communicate with others. Thus it should be carefully explain training details for them. Output of searches of relevant literature The relevant literature has been gathered in the research as follow: Teaching Guide Workplace Fire Safety for staff WORMALD Assessing electrical fire risks in the workplace Any relevant content from courses have attended The student cannot find any relevant courses about Fire risks in the workplace. Peer networking According to staff’s age of organization, the student chose face to face communication with the relevant staff. The researcher arranged interview with a selection of staff across the organization as a way to gather information relevant to promoting health and safety. There were five staffs participate in the interview at workplace, the relevant fire hazard questions were answered by them, such as: Examples of injury and illness that have occurred in the workplace and why? What do you think the most dangerous aspect that needs to be improved in the organization? And the students recorded all the answers as notes. Other information sources including databases, libraries, accident and/or incident reports The website: Ministry of Business, Innovation, and Employment website Review the Health and Safety training records. Research reports containing statistics about injury or illness Accident Compensation Corporation (ACC) experience rating records The website: http://www.acc.co.nz/for-business/experience-rating/index.htm ) ACC366 Implement Safer Workplace Practices Indentified impacts of other existing or proposed program The student asked the health and safety officer and team leader in the house. They approached that there was a workshop program in the organization for the staff called â€Å"How to prevent the fire in the workplace†, but not many staff participated in the program. Assessment Task 2 Indentify issues or situations that have the potential to result in injury and/or health problems Indentify issues The organization is lack of training fire extinguishers, and fire exits. The situation in Te kotuku Ki Te Rangi has just opened a new house which is based Avondale. However, the house is very old, and has potential safety issues. And also, the organization had no health and safety plan to avoid might cause lack of manpower, legal dispute, even the employer will be charged. Thus, the manager and employer should develop a health and safety plan to their residents and staffs. Clearly show that the information enables you to determine potential health promotion and injury prevention strategies. No staff training and plan on health and safety strategy. Student used gathered qualitative information by interviewed with the staff and team leader; the information showed that staffs have no relevant knowledge about fire hazard. By review the documents in the office, there is no staff training and plan on health and safety, no signs to show the fire exits, staffs do not know how to use fire extinguishers. Thus the issues or situations that have the potential to cause injury or health problems will vary by organization. No notice of hazards. After Student observation in the facility, found no fire hazards notice in the house. Such as fire extinguishers and fire exit. By review internet reports containing analysis of fire injury, makes student concerns about particular work placement that could cause injury or health problems. When the fire came, people will not know where the fire exit is, and where the extinguishers are placed. Thus they could be improved in terms of their safety. Assessment Task 3 Develop practical strategies that clearly link to the information have gathered and analyzed Develop staff training and plan on health and safety Develop notice of hazards. Re: fire extinguishers and fire exit. Develop complementary strategies that over education, the work environment and policy. Education: Develop staff training; all staff will be educated about health and safety knowledge. Policy: Develop health and safety policy, fire procedures. Everyone has their own duty if dereliction will be charged. Environment: Develop new equipment, facilities in the organization, such as disabled access. Develop notice on the board, re: no smoking, emergency exit. Develop health and safety plan, all staff must participate in the plan, re: attend to the training, work shop. Outline how you propose to market the proposed program within the workplace. Talk with health and safety officer, manager and team leader. Let them understand the current health and safety issues in the organization, and to propose a new program is necessary. Ask them to advocate and lead the staff pay attention to the health and safety program, and notice how important it is. Everyone has to follow the health and safety policy. Arrange meeting with staffs, analyses the exits health and safety issues, explain why changes is important to staffs, and what changes they need to follow in the new program. For example, they need to responsible for them in the work place by follow the health and safety policy, to reduce the risk of fire hazard and other incident. Request staff to participate in the health and safety training, educate staff and get the certificate in health and safety. For example, they must sign the attendance sheet when they come to training, and the officer has to confirm the name list, connect the person who is absent. Notice on board, to remind all employees bewared of incident and accident. Such as No smoking, emergency exit. Gain commitment from management (on behalf of management and staff), and other key stakeholders to this marketing approach The student gained the commitment from Manager and team leader in the house. The researcher fully explains the strategy to the Manger and team leader. Analyze the possible solution of exist health and safety issues. Assessment Task 4 Evaluation objectives for three areas- process, impact, and outcome Develop Ensure all incidences of hazards are recorded immediately; check if they are completed within one month. The health and safety programs will be implemented using a mix of communication and training courses within two week. Impact All staff understand the hazard risks, and able to protect themselves and clients from hazards within one week of completing the training. All staff attends to the training program, everyone know their own duty if dereliction will be charged within one week of completing the training. Outcome No same incident or accidents caused by five hazards and health and safety issues after they follow the health and safety plan, and completed the training within one month. A 25% reduction in staff absences due to communicable illnesses six months after program implementation. Evaluation objectives must be specific, measurable, achievable, realistic, and time-limited To achieve 100% attendance of all staff at the health and safety training being held during March and April, the session will be repeated three times to allow for staff being on at different times. Methods for evaluating the achievement of the program objectives Evaluative Methods Definitions Interview with 5 staff and Manager The manager can have interviews with staffs to evaluate their knowledge and skills. Ask them what need to be improved in the program. Questionnaire with staffs Staff does not have to indicate their names; the answer will be more real. Thus the employer can have a correct evaluation about the program. Observation The observation is researcher with a purpose and a plan under natural conditions. Is under natural conditions, purposeful, planned way subjects speech and behavior were observed, recorded to determine their psychological characteristics of psychological research methods. Analysing and interpreting statistics, including identifying trends. Looking at the numbers – for example a decrease in accidents reported across a 5 year period could be considered to be a downward trend. Assessment Task 5 Proposed resources Equipment First Aid, Alarm, Sign, Fire extinguisher A suitable room can accommodate all staffs and managers. Accident/incident report templates Attendance sheet Job description Time The time has to be available for both health and safety officer and staffs. Human Resources Cross functional employees for program development and program evaluation teams, training course facilitators Environment Standard (Policy and procedure) Officer should print it out to all trainers. Print/electronic resources Companywide email, newsletter, poster on staff room wall, produced in house, or sourced externally from government agencies. Assist all the relevant parties in evaluating the safety and wellbeing of the resident Assist all the relevant parties to review the residential care plan: Resources Required Short-term costing Medium term costing Long term costing Training Total per person Total cost per hour Nil Nil Standard (policy and procedure) Nil Nil Nil Time 3 hours for training, one month for program Nil Nil Staff 15 staffs and manager Nil Nil Equipment First Aid ( new 30d) Computer (200d) Alarm (500d) Sign (30d) Fire extinguisher (100d) New window (500d) Nil Nil