Professional Development Portfolio Essay

My role at bottom the mesh berthMy primary role indoors the organic law is as a shop economic aidant at Asda thither are lots of various roles that subscribe core adroitnesss to be equal to(p) to do carry out the short letter sufficiently. I use up otherwise billet roles within my occupation other than my primary role as our organization operates a job enlargement system of human resource commission so at that chargefore I am trained on other areas of the organization aside of my primary job description. The acquirements I already pass duration leave alone be highlighted in the following thrum analytic thinking, it get out in like expressive style highlight areas that I sop up discovered that are of weakness before long tooIdentifying a difficultyThe hassle I take aim identify was a business at excogitate that occurred earlier in the year. The difficulty was that there was no constitution regarding the allocation of forthcoming over judgment of conviction it was vindicatory made in stock(predicate) on a board on a Satur daylight morning and was up to twoone to pick up as many/ hardly a(prenominal) shifts as they joyous. This led to a worry I set, which was that for people that were noncontracted to Saturdays were at a disadvantage regarding the shifts that they could pick up, weather this be amount of shifts or certain days etc. From this I came to the cultivation that I would regulate a worry solving compendium upon this problem. The analysis I found closely simpleton and useful was a SWOT analysis.StrengthsMy strengths in cash advanceing this problem wereI managed to identify that there was an cut off and was causing slight friction within the workplace and to a greater extent specifically our department I realized that I could check readinesss to assist in resolving this problem The strengths I could adapt to this situation are the index to be suppose and let the cat out of the bag to people in an stamp dget demeanor A nonher strength I stupefy is to be adapted to effectiveify things to people individually in a appropriate focal point they hatful understand later evaluating my meditateive practice I discovered that I was precise strong at taking full responsibility for my swear outs for if a project fails, this would be an appropriate strength as posting and implementing wise ideas at work shadow go wrong and it is right to undertake this and reflect upon it by taking the positives and working on the areas that did not go so wellWeaknessesMy attainments weaknesses in go abouting this problem wereMy active burn d possess to learning often hinders me from being pragmatic and reflective regarding input from others in work or problem solving situations Another weakness of mine is my readiness to evaluate practical points in station to make the well-nigh applicable points formulate across to becoming action The age it takes me to poster problems of this na ture is often quite a large measure outdo Another weakness of mine is time elapseing to key out relevant links between contrastive things, this is relevant be lawsuit problems john be spy earlier if problems between links on projects are spotted and channelize early which limits their overall negative impact in an area of work, this weakness links with the earlier one of evaluating practical pointsOpportunities until now the opportunities that decision this problem were signly that it made the managers think of an alternative to the menstruum operations of overtime allocation It revealed military unit opportunities for my self that showed I have expertnesss to find problems and niggles Skills such(prenominal) as problem finding, conversational and interpersonal sciences in assemble to communicate the problem to the right people, identifying a possible solution to the problem, and forming an input into a saucily policy that turnd the problem and was fair to all This problem alike showed the opportunity of self realization of slightly skills that I had acquired and jocked me reflect on skills that I unavoidablenessed to work on. ThreatsOne threat is I compulsion to allocate my skills much accordingly to relevant situations I excessively need to be more informed of the skills I have to offer Threats to this work situation are that initially the commission does not embrace the vary accordingly Also that they do not make the policy aware to the masses(0.1)Professional Development Action designing TemplateAs I transgress my Action Plan, I will use the SMART mock up by ensuring all of my goals and action steps are Specific, Measurable, Attainable, Realistic and within a specific beatframe. Complete a externalise for each of my goals. tendency To implement a bare-assed policy at work in tattle to allocating overtime in a fair and proper stylusRelevance how will this goal help me It will help me be able to highlight strengths in ski lls that I already possess and will also show gaps in my skills and my weak areas, whilst assisting in solving a problem within the workplaceWhat are the steps or strategies I will take?What is the realistic timeframe to accomplish the step or dodge?How will I evaluate each step or schema?How will I know the step or strategy has been gracious? Firstly, to look if there is any overtime allocated practices or policies in place3-5 daysTo analyze policies regarding overtime and shift patterns within the department to therefore start up to looking to find a solutionWhen I have compiled enough knowledge on our current policies, or subsequently realizing if there are any current policies in place or not Thought shower stall just about potential drop policies or means that could assist solving the exhaust1 weekTo find as many potential solutions or potential policy changes that could help address the issueWhen there is enough relivent ideas and data that can potentially contri exclu sivelye towards the solving the problem Use a problem solving technique such as a SWOT analysis2 weeksAllocate characteristics of the problem into strengths, weaknesses, opportunities and threats to find the problemWhen the technique is concluded and its findings are manifest Decide and allocate which solution is best to lick the problem and is most relevant to its characteristics6 weeksFind the solution and start putting in foundations to wee steps to it implementationWhen I have the final solution and have considered the methods to applying it without causing any other operational issues Look at the results of the SWOT analysis and thought shower to beginning to find a solution to the problem4 weeksLook at the key issue in relation to the problem an then derive ways to solve it without causing any more problems of grievancesWhen a solution, or many solutions are tangible or available(1.0)Professional heightenment Progress towards targets section 2 (BIS00093) (1.1)IntroductionT o develop my skills this year we have been set the task of a reflective piece of writing in relation to shown we tackled the targets we had setearlier in the year to develop proly and reflect on how we have improved our own skills both at work and in an academic place of vocation. In re issue to shade this we set out a set of skills that were both areas that we could develop and ones that were already strong but aspects could be built on and in my encase I have related this skill set to my highlighted problem at work that I set earlier in the year in order to make my portfolio coherent which is in the low gear part of this portfolio foregoing to this report.(1.2)IntroductionThis professional learning report is a progress report on the skills I have chosen to develop in my action plan which was highlighted earlier in the year, in order to get to the point where I might be in a position to solve my highlighted problem. This was to return and create a policy to moderately rati onale the overtime that is available at my workplace of ASDA living at Cortonwood, Barnsley. The importance of reproof in this discover cannot be underwritten, and the whole aim of this account is to show my reflection on my skills set and how I have create my skills, and how other skills unperturbed require approximately development in order to move my professional development foreword. I highlighted seven skills which need addressing in order to fulfil my further professional development.(2.0)Approach to problem situationsThe first skill I highlighted was my ability to mount problem situations, Initially I taked that I need to be more pragmatic and reflective in my approach to not mediocre solving this problem but any problem in life, as my initial way of solving a problem is to just get stuck in and do things instead of checking and reviewing matters. This was also highlighted in my skills assessment audits. To develop and improve this skill my action plan was to go and initially speak to my peers at work about how they solve their problems and what approach they take. This would also help me open up other avenues and perspectives to problem solving. The conclusion I came to after divulging over many opinions and reflecting on my own failures in this skill was to hold spinal column persevering with my new approach of learning new ways to approach problem situations and then after refining these methods to learn to use appropriate ones for certain situations.For example you can approach approximately problems by stepping international from the situation and being pragmatic and ordering objectives, but some problems require you to just take my original approach to all problems which are to just jump in and do things to solve the problems. Through my development I have been able to develop new approaches to problem situations such as finding myself solving a problem, and simultaneously being able to find other problems in the topic or situation and pose new questions regarding how to solve internal problems and issues within the bigger initial highlighted problem.(3.0)Evaluate relevant pointsThe succeeding(prenominal) skill I chose to develop was being able to evaluate relevant point, in relation to developing this skill I highlighted that I needed to focus on slenderly in order to complete a task more efficiently, rather than trying to do lots of different tasks simultaneously and never really completing the initial task that was set. My initial targets to combat this skill gap was to focus on one job at a time, I asked my manager at work to also asses and grip an eye on my work from the point of addressing this skills gap in this manner (appendix A, manager minutes). After concluding a few tasks I had a conversation with him regarding my development and he commented that I had improved my skill in relation to just committing to relevant points and tasks within work and was pleased with my approach to combating my skills gaps within the workplace.In reflection to this skill I weigh it went precise well and my professional development plan directly communicate the issue highlighted which is an addition to this development of this skill as I have been able to identify a skills gap and fulfil my own grooming to a degree of success and formality. I have also been able to notice this skill of evaluating and addressing critical points and areas of a job come into mash further and behind has become a more refined skill of mine to the point where I am able to strip a task down to its bareness and simplify it for others to follow my structures and planning in there conquest to assist completing the job or project. (4.0)Time managementThe next skill I needed to develop in order to gain an overall solution to my problem was to develop my time management skills, which at my skills assessment were set at the lowest aim of skill initially as having footlingexperience of this skill, I swear it is one of m y main skills weaknesses and has been for some time, it is something I have always found very difficult. I have decided to address this skills gap by trying to use more time management tools. I have tried to develop this skill very slowly as I have limited and poor quality experiences of this skill nature in the past.Therefore initially I started off with simple methods such as keeping a calendar of my day to day events in order to give me at least some time management structure as I was basically very changeful forrader with no structure whatsoever, I have not developed this skill any further as I am having some success with the calendar on its own as of present but it is a skill that I am going to look to develop further, curiously next year when I am studying for my reward top up degree as I believe this skill will be imperative at this point, still I can attribute the lack of development in this skill down to my former poor levels of experience in this skill nature and the fact that I am a very impulsive and spontaneous type of person and therefore have never really considered time management as a way of progressing my skills platform and skills matrix.On reflection I believe I would be able to describe my development in the skill of time management as one That I have shown some development in but not of a sufficient manner towards assisting solving the problem, however I have being able to reflect on these issues and have shown how they can be overcome and state sympathys that it is all important(p) to overcome these issues and given the skills gap a focus in order to assist its completion to be competent in the skill of time management. (5.0)Identifying problemsThe next skill I identified and chose to develop was the skill of identifying problems, I evaluated this as one of my stronger skills towards being able to solve my problem, it is also very applicable to any problem that needs solving as in order to solve a problem it needs to be indentif ied before extend in order to focus resources on the problem in hand. I am quite strong at this area of skill, both in the workplace and academically. This has been noticed and occasionally complemented by my peers in both of these areas of my life. However it has been highlighted by my peers in the past that sometimes I am not very confident in expressing my abilities in regards to identifying problems and could push myself foreword more in relation tothis.I have reflected upon this and also noticed there are times where I identify problems but lack combine to express theses problems to a superior due to a lack of self-reliance and diligence, however I also have reflected on my strength in this field and have made it more of a prerogative to move on my good work in relation to identifying problems in order to assist the overall bigger identified problem which is to compile a policy to allocate overtime at work out more fairly between employees in order that everyone gets a fair share of the hours available. In relation to my slight weakness in this aspect however I shall try to be more outgoing when expressing my opinion on problems or potential problems and assist in identifying other diverse problems that are not always directly addressed to me in the most appropriate way possible. In relation to this there is an abstract on my mind single-valued function (appendix B) that relates to this aspect of problem identification and what it can be used for.(6.0)Verbal intercourseThe next area of skill I have identified that I will need to solve this problem set is the ability of vocal communication. As this is a problem that influences everyone on the department it is an area that will be quite sensitive in nature to the vast volume of people. Therefore being able to communicate ideas and possible ways that the policy could be moulded are essential, the ability of verbal communication and having this ability on with the needs to take on board feedback from organisational members is vital in relation to this policy. In truth I believe this has always been one of my strongest areas in skills regarding developing this policy at work.This is because I am articulate and am very good in changing both my language, demeanour and form language appropriately according to the situation, characteristic of the third person and the age and intellectual level of the person that I am speaking to, this is because I am an empathetic type of person when it comes to social exchanges of this matter. My only self criticism and gap within this skill is that I can sometimes go over the top and digress away from the original issue.On reflection I just need to continue being articulate and selective with my demeanours in relation to the type of social situation, I also need to keep taking on board feed back within verbal communication and being selective towardswhich feedback I find useful and not so useful, and applying these ideas towards the final outcome and solution to the problem. Also, as previously mentioned I can digress away from the point in my verbal communications, they way I have tackled this aspect in my skills development is to for a small structure (Appendix C) to just keep my conversational points work related and retain focus on the subject matter in hand which is ultimately solving the problem and drawing up some sort of policy. (7.0)Influencing peersThe next area of skill I have identified as an area of skill that will be required to solve my problem in the workplace is the ability to influence peers and others within both the organisation and life in general. I believe this skill is curiously applicable to this problem and is a key cog in order to get to a solution for the problem, as after taking into account the views of the departments employees and gaining their feedback it is only possible to use some of the best ideas and fuse them into the policy and therefore create a solution to this problem or issue, and for this reason alone it is important that influence on peers is a strong skill in order to influence ones own ideas and transfuse them on the masses in the working environment in order to keep a harmonious working environment and not cause further problems by implementing a policy of this nature in the first place, so for this alone I believe this skill is a very important one for getting everyone on side to find some common ground for all so that the policy can be successful when, or if it is implemented.My level of skill on influencing my peers is quite high, in situations both at work and in other areas of life such as sport. However during this experience of solving or trying to solve my problem I have found a few cracks in this skill even though it is one of my stronger skills. I highlighted the fact that I needed to be more confident to press my influence on others and try to become a motivator which I can potentially do. To do this I have tried to take more counsel in wor kplace situations and influence others into potential directions that they can go with their own projects at work, I have also approached management about things and issues I believe have occurred at work, for example I believe the budgeting course of instruction for our business being historical is incorrect given the businesses size and turnover.This showsthat I have tried to be influential on all levels of personnel at work and have built up the confidence to approach members of the organisation that are higher in the hierarchy about myself with issues I believe could be addressed. On reflection I believe I have move this skill foreword slightly and improved in the areas I have highlighted that I would like to in my plan, however I would also like to take my influential persona and use it to my own benefit in other areas if and when I graduate to have as a skill that employers might find as an attractive one. (8.0)Plan workThe final skill I believe is essential to finding a solu tion to this problem presented is having the ability to plan work and have plans that are both flexible for external influence but organize towards attaining a result in the workplace that satisfies the needs of both myself and the organisation. This skill has often been a challenging one for me as I stated earlier regarding my time management that before I attended university I often worked on spontaneity and impulse and never really think my time and planning work also falls into a exchangeable category in regards to planning work as the go hand in hand in some conduct. As I have highlighted this as a weakness or gap in my current skills I have drawn up a detailed action plan with this in mind. I have highlighted in my plan to spend more time planning both at work and at university and to do this I have stated that I need to write more things down and be more formal as regards to planning.After writing this in my plan and reflecting on how I will approach this matter I decided to start using the built in diary on my phone as I believed it was a more practical solution to the planning aspect, I have had to attempt to be innovative in order to improve this skills gap as I dont like the idea of carrying a diary or journal around as I will not keep it up to date and potentially could lose it. I have however drawn up my formal plans at work in a small notebook and kept line of my tasks and have found this useful, particularly on busy days when there are many tasks it is halcyon to forget something that could be essential when you have no or little structure as regards to planning and planning time towards certain critical tasks.It has been very applicable to the problem that has been highlighted, as in order to form the policy and therefore a general solution to the problem it is very important that the stages to get there are put in place and plannedaccordingly. This is for many reasons, particularly if something goes wrong during getting to the solution as it is easier to trace the steps that are written down or record in some way than if there is no structure at all which would make the locating of the key area that created to problem a near impossibility, and would make it very

Discrimination Against Minority Groups Essay

I am writing to express my grave concern over discrimination against minority groups in our society.Hong Kong is a multicultural and religiously diverse territory. By the way, thither is still some conflicts exist between polar religion. The minority forever have an unfair treatment. Domestic helper is an example of it, the salary of them is a great deal lower than the legitimate minimum wage stria up in few days ago. Besides, the minority children always become the target who were laughed at and bullied in school. These jobs make me assholenot ignore what they are facing. But now, the governments form _or_ system of government is not enough to solve the problem.Recognizing the urgency of the discrimination problem against the minority group, the government should tackle on all fronts, including worldity, teaching method and policy enforcement spending on racial harmony. First, we should intensify the public knowledge toward different belief and race, to avoid misunderstan d between different culture. The effectiveness of education on discriminate prevention firenot be overemphasized. The best way to interchange is to reform from the heart.The government should endeavor to do more to educate the public about the grave consequences of at loggerheads between races. It may affect the consentaneous community, the drawback may much serious than that you think.To foster the racial harmony, government can do it through the media, such as newspapers, advertisements, radio etc. these can spread the idea of we are one, in Hong Kong it should not ramify into different group, we all live in Hong Kong, all of us deprivation our home become better, so we should work together to improve of city, alone not make some troubles to it.Finally, government should put our resources to help the microscopical group in our society. Government should treat them as our locals in all aspect, our law should also provide support and protection to them. And for their children , we should also ace a hand to them on language learning. Many of thembecause failed in the DSE Chinese, pull back the chance get into school, I think government can set up some Chinese class for engagement.If such publications or behaviors persist, there will be no return way. It is time for the relevant parties to articulatio heads and rectify this weird phenomenon. Yours faithfully, Chris Wong

Behaviors Related to the Use of Urban Facilities at Le Van Tam Park

ContentssIntroduction1.Research inquiry2.Hypothesis3.Purpose4.MethodologyLiterature brushupConsequenceDiscussionOutline Behaviors related to the usage of urban installations at Le new wave tam-o-shanter commoning lot ( strength countries )IntroductionHarmonizing WHO, personal inaction is a chief subscriber to decease and dis up to(p)ment from lifestyle-living diseases such(prenominal) as bosom disease, diabetes, racy blood force per unit bea worldwide. Promoting the dot of sensible activities is one of the precedence undertakings. Making the create environs or installations in the park to promote the physical activity form is more than necessary in Ho qi minh metropolis due to on that point has been change magnitude in sedentary occupation and dependance on minibike. new-fangled surveies documented that the recreational installations give importingant naval divisions to the physical activities degree by grownups 1 . Harmonizing to McKenzie 2 , community Parkss concur possible scenes to get on the physical activities of muckle, disregarding to age, gender. Despite some type of Parks has been form to promote the physical activities degree near the abode in Ho qi minh metropolis such as Le Van tam park, Gia Dinh park, How eer, no research on how features of these topographic points shadower impact PA degrees Vietnam in general, Ho Chi Minh in unique. Therefore, the intent of this survey to catch the relationship between built environments and physical activities degree.1.Research inquiryRaise inquiries+ How are raft able to entering the park in general, the strength unsophisticated in peculiar?+Who are the users of strength coarse?+ Do people socialise when they consumption?+ How often are strength country used+ What affect has built environments the usage of urban installations?+ How does it impact the frequency of usage? , the effectual of usage, the o.k. of the usageAimsto examine effects the reinforced environments on the usage of urban installations good example survey in Le Van Tam park.Specific aim+ to find the consequence of reinforced environments on the usage of urban facilitie+ to find the ship grassal in which reinforced environments affect the physical activitiesHypothesis the improving of the reinforced environment, or diversion installations can better physical activities.Purpose The intent of this survey to understand the relationship between built environments and physical activities degree. From this, whether this signifier of park can use more Parkss in Ho qi minh metropolis.4.MethodologyThe methodological summary provides an apprehension of how the research was carried out and organized in order to cause instruction that could be utile for understanding the relationship .in Le Van Tam park. The methodogy is based in interrogate with strength country, questionn billete, and obsevations. The undermentioned office give supply the chracteristics of the research carried out, e xplicate the topic methods used to control information from users, depict how the information was collected and processed, detail how participants were selected and approached, and depict how the information obtained was analyszed.The research involves a survey of strength country in which comment and some note pickings was applied to raise information from various place users. A entire 3 little interviews and 24 users to make questionnaire were conducted indiscriminately in study country at different hours of the two dozen hours among different age-group users.In this survey, . The research procedure consisted several stairssMeasure 1 Observation and little interviewMeasure 2 Preparation for studyMeasure 3 Survey through questionnaireMeasure 4 moving-picture show analysisObservation of usersThe initial manifestation was carried out on Thursday, 13 November 2014, followed by a 2nd visit on Friday, 14 November 2014 to acquire information related to country.The user study was conducted on Sunday in the morn and in the by and bynoon, 15 November 2014The activity audit was carried out after study on Sunday break of the day and afternoon, 23 November and on Monday forenoon, 24 November, from 645am to 800 am and 500 autopsy to 6h30 autopsy to chassis the insure of people take parting in the activity by gender.The secThe combination observation and study through questionnaireTheIn field work, the fixed country was choosen through the observation in the first clip.Field-based observations were ab initio developed during the forenoon and afternoon hours in Thursday and Friday.Some important jobs that were observed in the survey country were the followers+ which country, installations people use the most+ notice physical qualities and measures+ sex activity and age+ Social interaction+ Security of the country+ Counting the figure of people utilizing the recreational installations+ TheQuestionnaire The figure of particiapnts surveyed for this research was 25 users. Strength country users were approached while making their regular exercising. If they were exerting, permission was asked if interview could be conducted while making exercising, which they agreed. Peoples that were by and large sitting for resting to a fault asked. When attack, the academic intent of making questionnaire was explained it was mentioned that the questionnaire were for assignments.InterviewIndicator, VariableIndexVariableMethodFrequency of usage How m some(prenominal) times/week How long day-to-day ( h/day ) When QuestionnaireHandiness By agencies of transit How long? ( minuites?QuestionnaireSocialbility The figure of people participate in activities root word or entirelyUsers penchantsSercurityInterviewObservationStudy population Age ( old ages old Gender ( male/female person OccupationAnalysisThe information from questionnaire was entered in Excel and analyzed utilizing that formulateStudy restrictionDue to restrictions on clip, there were some mistake s in my informations aggregationBehaviors related to the usage of urban installations at Le Van Tam parkLiterature reappraisalCount, Mapping, Photographing, Keeping a journal, QuestionnaireWhat is known?i?what is unknownPublic immortal is define as all countries that are unfastened and accessible to all phallus of the populace in a society, in rule though non of necessity in practice ( Orum and Neal 2010 p.1 ) . The other definition of PPS, 2000 that public infinite pervade out-of-doorss environments, which by and large give alleviation from urban feverish life. Harmonizing to Josph Rowntree animal foot in The societal value of public space , include high streets, streets markets, shopping preincts, community Centres, Parkss, resort areas, and vicinity infinites in residential country.Physical activities in general, making exercising in privateThe definition of physical activities harmonizing to WHO organisationPublic infinite childs play an important function in community l ife. ( why is of import? ) ( the part of public infinites to community These topographic points are topographic points for people adjoin to go across into, hear, listen exchange information. Many research show that the move of the public infinite to physical activity, that means ( In this mickle, I will compose every thing about the public infinite I know, the intent of publice topographic point, why every organic structure, or urban interior decorator have to concern aboutu the public infinite pattern ) Public infinite is a topographic point that people can accessibly easy with low or no cost, or make infinite for everybody to hold a lacing to sit, to listen, to crack, to hear, to interchange information. In my experience, I ever choose a topographic point where I can see the big vision, may be the intent of alone state of personal matters will be varied, but have to some standards to satisft the humans need ) ( what is characteristic of good public infinite )There are many goods from public topographic point generaly, particularly ParkssSocial benefit+ Creating stable vicinities with strong community. Park is an ideal environment / topographic points for everybody neat with others every bit good as encourage societal sustainability.All groups of society, irrespective to age, income, position, faith or cultural background, can participant in any activities which are offered in the park.In the park, everybody have in common somehow such as to cut down the emphasis, relax, or merely make exercising, for each one person has alone intents when they go into the park, but really they want to carry out their demand, their feeling ( what is human demand? ) People gather information though many disposition such as visual perception, hearing, to roll up information, experience. In the park, one of the signifier of simple public infinite, by signal detection or listening contact, people can hold theirself experience. Most of of import information can roll up information about people and the society round us. . In humans basic demand, In the park, people have more chances to run into each others, leads to the increasing opposite interaction, whichs is of import skills/ demand. Two sorts of societal contact Passive and active. With inactive contact, with the post of the Parks, where many events are happening, single usage human sense of hear, sense of listen, sense of ticker, they can detect and garner information about people and society around us. With active contact, merely merely little negotiations or conversations, or more merely recognizing each others, they can oper more chances to run into the same subjects to discourse.Social capital, which is defined as the relationships among people that make fur-bearing activity more easy, may be related to wellness and physical activity. ( How can I understand this sentence ) ( what connexion between increasing societal benefit signifier park and societal capital )Public wellness bene fits 3 + Physical activity makes people healthier+ Access to park additions frequence of exercising. Strong cogent evidence shows that when people have admission price to Parkss, they exercise more. In a survey published by the CDC, entree to topographic points for physical activity more easy led to a 25.6 per centum addition in the per centum of people exerting on three or more yearss per hebdomad.+ Exposure to nature and verdure makes people healthier.From the survey in American, they prepare that contact with the natural universe improves physical and psychological wellness.Environment benefit+ trim Pollution+ Making the atmosphere coolParks may be play important function in cut downing environment pollution. Air pollution is one of serious jobs has caused many lasting or temprorary disease such as coughing, concerns, lung, pharynx, and respiratory and malignant neoplastic disease.Tree in the park somehow can cut down the degree of air pollution by absorbing soiled hatj. Furt hermore, important figure of trees in the park will convent the ambiance which be cleaner, ice chest.What is diversion installationsWhat I will compose in literature reappraisal is that I have to happen out the instance survey has the same status in Ho qi minh park? The life status is the same? the park is in the cardinal metropolisHo Chi Minh nowadays has emerging developedConsequencecong vien Gia A?anh, 23/9, Le VA?n Tam, Tao A?an la 4 cong vien Aa?u tien ap da?ng loai hinh nay.DiscussionObservation determinationThe first observation, I merely concentrate on what go oning in the strength country, I dont do number the figure of people do to hold general information about survey country. The first observation during weekends, I recognized that among kids the frequence of park usage was higher during the weekends as compared with weekday.What I see when I observe 1.5 yearss, during 1 hours during in the forenoon and In the afternoon. The first observation, each forenoon at 700 am, I started numbering during 10 minuites, the consequence is that the figure of mal is more than female. But around 800 am, the figure of female is more than male. Possibly the figure of female from other activities happening in the park.Unfortunately, I observed one cardinal hours with inclined limate, with somewhat raining, but surprisingly, the figure of people taking portion in the strength country is 19, including 3 female. The same with the consequences form utilizing experimental methods to measure public unfastened spcaes and physical activity in brazi . The figure of physically active persons vary significantly harmonizing to the periods of the twenty-four hours and the yearss of the weekend.Furthermore,Mc Kenzie et Al 4 have documented that work forces were more physically active than large(p) females.Mc Kenzie et Al found that the intent of utilizing park and the physical acitivty degrees vary next different clipMany research show that the important part of park inst allations to physical activities 5

Portfolio Essay

Portfolio Reflection r ender The beginning of advanced work I was a seed in side class. I was non particularly good at English and had doubts on whether I should ask the teacher to move me down to the college readying class. Just like a seed, I was a plain humble student sitting in an honors class. Maybe from last forms English class, I was fully aware my opus was not anything special. That was what I thought because I compared myself to my friends, besides for sure, mavin thing I was appointed was that writing was my strength in English rather than vocabulary and breeding comprehension.With a portfolio with all my past sees in front of me on my desk, I flipped through it. I noticed that my essays were not well-organized, and I had trouble with structuring my essays. However, at the same succession, I saw that I had a variety of transitions, and pee-pee topic sentences. The topic sentences were not creative because it was in a fundamental format, except I knew she c ould work on that the upcoming class.Thanks to the portfolio that my teacher give out at the start of the inform category, I was able to make that my writing can change and believed that if I put duration and labor through the year, my writing may become a flower one day metre and bloom beautifully. I sat down in that classroom, day after day, learning new ways to improve. Eventually, almost a year of 9th grade passed. Now that almost a year has gone by and I compare my current self to myself in the beginning of the domesticate year, I definitely see an improvement.I started the year off well, with many a(prenominal) As in my timed writing and my annotations. But as the year progressed, my grades were dropping. At first, I thought it was because I was putting less try or my English teacher was grading hard on me. Although my grades did not show improvement, I feel my grades are unimportant. What really matters to me is that I grew and ameliorate mentally through the year despite what my low grades. Of socio-economic class, if I improve then my grades would rise, but compared to the beginning of the school year, I feel that I am able to write more fluently.Response to literature essays seem more familiar to me, and I do not struggle with concrete dilate anymore. Due to the timed constant timed writings I had to take, I can brainstorm essays faster and finish essays within the given time limit. Paying attention to details was a major problem for me in the beginning of the school year, but now I know that I should read the text more than once and constantly write notes in the book with post-its so that I do not forget what happened.In addition, bonny like I wanted to improve on my topic sentences, I was able to learn to make a variety of topic sentences instead of the basic topic sentence formats. Discussions, homework, lectures, and tests, were not the most interesting things, but through these, I was able to change. Throughout the year, I was given many on-demand writings reflecting upon each book that I read in class. I always had trouble with brainstorming because I took too much time on it. I was not able to organize my paragraphs well with public press of time.The results of this were shown through my basic formatted paragraphs because I could not think of varieties of sentences. However, as time passed, my brainstorming time got faster and I was able to have seemly time to edit my essay afterwards. As I looked through my portfolio toward the end of the year, I saw all the on-demand writings I took over the course of the year. My favorite one turned out to be the Fahrenheit 451 in class essay. The essay was well written according to the comments from the teacher.It had an interesting hypothesis sentence, organized thesis, and clear topic sentences. I am proud that I showed changes in my TS curiously since I wrote the Fahrenheit 451 ICE toward the beginning of the school year. I would probably say that this essay is far the best on-demand writing I have ever written. In addition, I wrote a equate other ICEs on Oedipus Rex and Romeo and Juliet. From these two essays, I learned that I occupy to work on my commentaries and my introduction paragraph. I look forward to eyesight new growth in myself next year. Process essays were my worst essays.It took up lots of time to brainstorm and research, especially since they are worth a lot of points and important. However, I found that the fact that we had only a particular amount of sentences for commentary was invaluable. I should have the freedom to write as much as I want in the commentary especially since that part is one the most important parts to each soundbox paragraph. A couple essays I wrote were a persuasive essay and a line of achievement report. Typically, people would favor the essay that received a high grade, but I prefer my persuasive essay. It had an attractive hook, but ask work on unity and depth.Persuasive essays are my wor st type of essay especially because I have to do research and I am terrible at looking up concrete details for these essays. I usually tend to blow off my commentaries because I do not have enough detail. But while flipping through my last years essay, I found a persuasive essay, and it brought a smile to my face. There was a huge improvement with the flow of the essay. My other essay, the career report, was definitely better than my persuasive because it had a good introduction and integrations, but the improvement touched me more than just a grade.I never knew an essay with the worst grade I ever received could make me smile. At the moment, I am a seed with a small, barely noticeable sprout. I feel that I am still not a great writer, but I learned many valuable lessons this school year. Through those lessons and small improvements I noticed, I hope my writing go away grow and bloom like flowers in the spring. Next year, I wishing to create stronger commentaries, introductions, and conclusion paragraphs. My weaknesses will become my strengths to improve throughout my high school years.

Developments in Latin America and Southeast Asia Essay

Challenges in economy and politics emerged in diverse separate of the world after war against Japan. Development in Southeast Asia and Latin the States notably different from otherwises, Standard of living in Latin region significantly much higher than in Southeast Asia (Rozenwurcel qtd. in Grabowski 25). Countries are moving towards Industrialization in different regions, on the other hand protecting local industries against import products through imposition of tariffs and quotas.The inward-oriented developing strategy of Latin the States brought frugal environment which created total productivity that challenge competition, internal and external stinting policies, this strategy failed resulted in minuscule productivity of Latin Americas economy. The region of Latin America has abundant land relatively with rich vivid resources but a labor-scarce region. Latin American countries decided to shift strategy from inward-oriented to outward-oriented strategy i.e. thither is a d ifficulty in moving towards turnout of labor-intensive manufacturing goods from production of natural resource-intensive goods (Grabowski 26). Changing strategy has been impossible to attain for Latin America, this would scram thoroughgoing devaluation (an official value reduction of a currency) which in fact, devaluation creates swelling in the local economy (Mahon qtd. in Grabowski 26).However Latin America diverge their attention in addressing problems of inequality and population, the capabilities of the region led to their development, this extreme inequality allowed elites to use their power to influence the development of both economic and political institutions, these economic and political rules excluded the continuous population growth and became trusty for wealth and power of the elite (Engerman and Sokoloff qtd. in Grabowski 27).The economy and politics in Latin America strengthened through proper management and enforcement of policies condescension of their inabil ity to effective adaptation of outward-oriented strategy. According to Dr. Diouf in his interview closely Inequality about development in Latin America, the cap able-bodied leaders and the necessary political will, the countries of Latin America will be able to rise to the challenges of hunger, malnutrition, inequality and economic problems.World War II surface the way for Asian countries to attain their independency from powerful countries namely united States and Great Britain. In Southeast Asia, development of one country is different from others, but one thing is common that their economic development has been attached with environmental degradation (Iwami 1). Southeast Asian countries like Malaysia, Burma and Singapore achieved independence from British colony while Philippines from the United States, in fact, the abundant natural resources exploited since before 1945.It is much easier to prepare the path towards industrialization if in that respect is a strong agricultura l base countries with rich agriculture perish supplier of raw materials and labor to industrial countries. To accelerate development of fresh natural resources, governments in the region have been attracting foreign investments which possess big money of money, modern technology and expertise in management, the region greatly concern in industrialization as producers of raw products and laborers due to global economic interdependence.Many countries in different regions believe that industrialization is their hope for economic liberation from colonial economy and solution to problems of poverty, hunger and diseases. Industrialization has been legal transfer opportunities for employment, utilization of agricultural resources and fits to the total economic development program of the country.ReferencesModes of long run development Latin America and East Asia. 2008. Journal of Institutional Economics. 15 November 2008 . Inequality impedes Development in Latin America and Caribbean . 28 April 2004. regimen and Agriculture Organization of the United Nations. 15 November 2008 .Economic Development and purlieu in Southeast Asia An Introductory Note. October 1999. Faculty of Economics, University of Tokyo. 15 November 2008 http//www. e. u-tokyo. ac. jp/cirje/research/dp/99/cf61/dp. pdf.

Being Cheyenne

Waking in the dark, the cheer not yet lighting the where the land meets the sky, I build the exonerate and begin my clear for the day. I step in line beside my infant in law as we walk the path deal to the pullulate to begin collecting pissing for the day. Each day since we have stimulate here the dirt along the path has become smoother, beaten down by the repetition of our feet as we women come daily to draw from the urine source.When we once more move on to follow the herds as the lenify changes, the smooth expanse will be left behind to be swallowed once more by nature. It has been our path for a small judgment of conviction but has always belonged to nature, who will reclaim it once we are gone. though each day we walk together, the early first light walk to the well out is largely silent as we each think of the daily tasks ahead. This morning, I quickly run over my tasks for the day, allowing extra time to help order the buffalo if the hunt is successful.A successf ul hunt means more work today but peace of mind as well since I know we will not go without. For now though, my task is unsophisticated to gather the water as I do every morning. The scratch line thing I do this morning, as I come upon the watercourse is to step out of the worn moccasins that will encase my feet for the rest of the day and let the cool water rush between my toes. It is here that I watch the sun begin to color the sky, changing from dark to day.Between the water needed for cooking and cleaning, there will be several trips this morning to the stream. On the third trip to the stream, I hear the splashing of the boys cleanse and playing at being warriors and begin to charge. My sister-in-law is no longer by my side but back beside her own fire, preparing the morning meal. I hurry up the path noticing that the camp is now fully awake, as my devil boys rush past, impatient for a full belly before going to tend to the horses.

Organizational Behaviour Case Study

Hourly blenders mess who are paid a score dollar amount for each second they workhave coherent been the backbone of the U. S. economy. only if times are changing, and with them so also is the bevy of the hourly worker. As they discharge with most employment conditions, organizations are able to take a wider variety of approaches to managing compensation for hourly workers. And nowhere are these differences to a greater extent(prenominal) apparent than in the contrasting conditions for hourly workers at universal Motors and Wal-Mart. General Motors is an old, traditional industrial comp either that until recently was the nations largest employer.And for decades, its hourly workers have been protected by strong weary centre like the United Auto Workers (UAW). These unions, in turn, have forged contracts and formal working conditions that almost seem archaic in todays economy. Consider, for example, the employment conditions of Tim Philbrick, a forty- both-year-old plant w orker and union member at the firms Fairfax plant near Kansas City who has worked for GM for twenty- tercet long time. Mr. Philbrick makes almost $20 an hour in base pay. With a trivial overtime, his annual earnings top $60,000.But even then, he is far from the highest-paid factory worker at GM. Skilled-trade workers like electricians and toolmakers make $2 to $2. 50 an hour more, and with greater overtime opportunities often make $100,000 or more per year. Mr. Philbrick also gets a no-deductible health indemnity policy that allows him to see any doctor he wants. He gets four weeks of vacation per year, plus two week off at Christmas and at least another week off in July. Mr. Philbrick gets two paid twenty-three-minute breaks and a paid thirty-minute tiffin break per day.He also has the option of retiring after thirty years with full benefits. GM estimates that, with benefits, its average worker makes more than $43 an hour. Perhaps not surprisingly, then, the firm is al slipway looking for opportunities to reduce its manpower through attrition and cutbacks, with the goal of replacing production capacity with lower-cost labor abroad. The UAW, on the other hand, of course, is staunchly opposed to further workforce reductions and cutbacks. And immense-standing work rules strictly dictate who gets overtime, who can be laid off and who cant, and myriad other employment condition for Mr.Philbrick and his peers. But the situation at GM is quite differentin a lot of waysfrom conditions at Wal-Mart. Along many different dimensions Wal-Mart is slowly but surely supplanting General Motors as the quintessential U. S. corporation. For example, it is growing rapidly, is becoming more and more ingrained in the the Statesn lifestyle, and now employs more people than GM did in its heyday. But the hourly worker at Wal-Mart has a much different experience than the hourly worker at GM. For example, forecast Ms.Nancy Handley, a twenty-seven-year-old Wal-Mart employee who o versees the men department at a big keep in St. Louis. Jobs like Ms. Handleys pay betwixt $9 and $11 an hour, or about $20,000 a year. About $100 a month is deducted from Ms. Handleys paycheck to help cover the cost of benefits. Her health insurance has a $250 deductible she then pays 20 percent of her health-care cots as long as she uses a set of approved physicians. During her typical workday, Ms. Handley gets tow fifteen-minute breaks and an hour for lunch, which are unpaid. Some feel that conditions are inadequate.Barbara Ehrenreich, author of Nickel and Dimed On (Not) Getting By in America, worked at a Wal-Mart while researching her loudness and now says, Why would anybody put up with the wages we were paid? But Ms. Handley doesnt feel mistreated by Wal-Mart. Far from it, she says she is appropriately compensated for what she does. She has received three merit raises in the last seven years and has ample job security. Moreover, if she decides to try for advancement, Wal-M art seems to offer considerable potential, promoting thousands of hourly workers a year to the ranks of management.And Ms. Handley is clearly not unique in her viewsWal-Mart employees routinely rid of any and all overtures from labor unions. In the twenty-first century, the gap between Old Economy and New Economy workers, between unionized manufacturing workers and unorganised or service workers, may be shrinking. Unions are losing their power in the auto industry, for example, as foreign-owned plants within the United States give makers such as Toyota and BMW, which are nonunion, a cost advantage over the Big terce U. S. automakers. U. S. irms are telling the UAW and other unions, Were becoming noncompetitive, and unless you organize the foreign-owned firms, were going to have to modify the proposals we make you. At the same time, Wal-Mart is cladding lawsuits from employees who clam the retailer forced them to work unpaid overtime, among other charges. At Las Vegas store, the firm faces its first union election. In a world where Wal-Mart employs three times as many workers as GM, it may be required that the retailers labor depart organize. On the other hand, will labor unions continue to lose their power to determine working conditions for Americas workforce?ReferencesJoann Muller, can The UAW Stay in the Game? contrast Week, June 10, 2002. HYPERLINK http//www.businessweek.com www.businessweek.com on June 3, 2002 Mark Gimein, Sam Walton Made Us a Promise, Fortune, work 18, 2002. HYPERLINKhttp//www.fortune.com www.fortune.com on June 3, 2002.

Gender and Leadership: Literature Review

sex and attractionship Literature Review 1. Introduction attracters theories and literature describe what leading should do and on the new(prenominal) bridge player literature also exists on what leading actu all in ally do, the former be prescriptive and the latter atomic number 18 descriptive (Bratton et al 2005). leadinghip means of life is a relatively consonant set of behaviours that characterise a leader (DuBrin 1995). The main leadinghip theories encompass the trait, behaviour, contingency, situation tempt, and sex activity work on and give-and- necessitate leading perspectives.This paper foc works on transformational leading and thus pass on specific the hypothesis underpinning transformational leadinghip vis a vis sex activity deviances in lead. A abbreviated discussion on leading legalness as it relates to sexual practice and leadership panaches will also be sh profess. In a landing matter of sexual practice and leading behavio rs it is meaning(a) to highlight the deeper foundations that chip in a attitude on why man precedent and wo custody may lead distinguishablely. One of those causes has been found to be culture a brief canvass of this construct and its bearing on sex has also been tabulined in this section. . 2Gender and Leadership Swanepoel et al (2003) check grammatical gender as a demographic factor that may influence Human Resources Managework forcet in organisations and which keister lead to similar problems of favoritism in the work speckle. DuBrin (1995) present that the call sex and gender chevy controversy somewhat(prenominal) scientifically and politically. He further states that the term gender refers to perceptions nearly the differences among young-begetting(prenominal) persons and womanishs whilst sex differences refer to actual tangible differences much(prenominal) as the fact that the mean h eightsome of men is greater than that of women.The terms gender and sex a rgon, however, often used interchangeably. Task and inter in the flesh(predicate) styles in leaders look for ar obviously rele vant to gender because of the stereotypes mess demand about sex differences in these aspects of behaviour (Ash to a greater ut just about(prenominal), Del Boca, & Wohlers, 1986 Eagly & Steffen, 1984). Men atomic number 18 believed to be to a greater extent self-assertive and motivated to control their environment (e. g. , more than aggressive, independent, self-sufficient, forceful, and dominant). In contrast, women atomic number 18 believed to be more self little(prenominal)(prenominal) and concerned with former(a)s (e. . , more kind, helpful, understanding, warm, sympathetic, and alert of former(a)s feelings). Although democratic versus autocratic style is a diverse (and narrower) aspect of leader behaviour than task-oriented and interpersonally oriented styles (see bass voice, 1981), the democratic- autocratic dimension also relates to gender s tereotypes, because wiz segment of these stereotypes is that men argon relatively dominant and controlling (i. e. , more autocratic and directive than women.Bratton et al (2005) highlight a try out conducted by Schein (1975) who drawn-out the gender issue in Leadership further with the results overconfident that to both the priapic and distaff managers who participated in the study existence a successful manager meant being virile in terms of conventional behaviours (Bratton et al, 2005). Wajcman in Bratton, Grint and Nelson verbalize, Some leaders behaviours ar interpreted differently depending on the gender of the leader. For example, a particular action seen as firm when displayed by a man (e. , banging the table top with the hand) might be termed hysterical when displayed by a woman. (Bratton et al 189). Women are said to chance upon participative oversight more natural than men because they feel more lucky interacting with people and that their natural sensitiv ity encourages assemblage members to participate in decision- do (Dubrin 1995). Yet as women move up the corporate ladder, their identification with the priapic model of corporate success becomes measurable and may even repudiate the few young-bearing(prenominal) traits that they may earlier acquire endorsed. cryptical (1998) in his review of studies other than his own concludes that there is no consistent shape of male-female differences in leading styles. Modern possibleness proposes that women lead differently than men (Bratton et al 2005). This theory tends to promote the idea that women check the traits and skill that are necessary for effectual leadership and that these skills and characteristics include a more synergistic leadership style, the ability to realize consensus, a tendency to em creator others, and a greater ability to nurture others (Bratton et al 2005).Robbins (date) in Swanepoel et al (2003) points out that the similarities between women and men tend to outweigh the differences, and that these differences suggest that men are comfortable with a directive style while female managers prefer a democratic style (Swanepoel et al 2003). The gender perspective argues that women leaders have an interactive, people centered, participative management style. Women leaders are associated with consensus building and designer sharing.Views in favour of the gender perspective advocate for equal opportunities at the work place replete(p) utilization of women to utilize available charitable resources acknowledgement of the special contri thoion women can make the work place due to their leadership style and alternate accessiones to situations (Bratton, et al 2005). Swanepoel et al (2003) state that in general women follow a transformational leadership style, which emphasizes followers, consensus, and the use of charisma, personal reference and personal contact to enhance interpersonal relations and to influence followers.Men, however prefer a more direct style where short letter performance is seen as transactional and they also tend to use formal bewilder, power and authority to control people. To tackle the read/write head of whether men and women have different leadership styles, Eagly and Johnson conducted a 1990 review of leadership studies. Notably, although lab studies viewed women as both interpersonally oriented and democratic and men to be both task-oriented and autocratic, field studies indicated a difference on only one of those dimensions The omen were found to be more democratic, encouraging participation, and the men were more autocratic, directing performance. http www. psychologymatters. org/womanboss A 2003 meta-analysis extended those results and indicated that women were slightly more possible than men to have the transformational leadership style. Women also appeared to reward good performance more than men, a very substantiative part of transactional leadership. Men were more likely to criticize subordinates and be less hands-on, styles found to be in effective. http www. psychologymatters. rg/womanboss. However, psychologists caution against concluding that women or men have some sort of natural or inherent leadership style. on that point is a possibility that women, knowing how negatively people respond to domineering women, soften their approach. Additionally, the research shows only averages, or tendencies, for each sex. Some men will have more feminine management styles some women will have more manlike management styles. (http www. psychologymatters. org/womanboss) Eaglys advice is to be careful about the power of perception.She says that even though the research found some differences in leadership style, the sex differences are small because the leader role itself carries a lot of weight in determining peoples behaviour. She concludes that women are in some senses better leaders than men but suffer the disadvantage of leadership roles having a masculi ne image, specially in some compasss and at high levels. Stripping organizational leadership of its masculine aura would allow psychologists to get a pro determineer picture of any true differences between men and women. http www. psychologymatters. org/womanboss)Eagly and Johnson highlighted the interest summaries from their review The preponderance of available evidence is that no consistently clear pattern of differences can be discerned in the supervisory style of female as compared to male leaders (Bass, 198 l, p. 499)There is as yet no research evidence that makes a case for sex differences in both leadership aptitude or style (Kanter, 1977a, p. 199) In general, comparative research indicates that there are few differences in the leadership styles of female and male designated leaders (Bartol & Martin, 1986, 19. 278).However Quantitative reviews of this research have established the movement rather than the absence of overall sex differences (Eagly, 1987 Eagly & Wood, i n press Hall, 1984). These differences, although distinctively not large, tend to be comparable in magnitude to well-nigh other findings treated in social psychological research. (http www. psychologymatters. org/womanboss) 3. 3 heathenish Dimension the link to gender Several theories have been put earlier to account for gender differences including biological differences, differences in early childhood and the terminus of heathenly prescribed gender role expectations.doubting Thomas and Bendixen (2000) refer to Thomas and Ely (1996) who capture the essence of cultural issues in organisations when they state that employees make choices at work based on their cultural background (Thomas and Bendixen 2000). It is thus grave for organisations to understand these values that employees bring into the workplace (Thomas and Bendixen 2000). Thomas and Bendexin (2000) also be given on Trompenaars (1993) who identified different levels of culture, noting that national culture is at the highest level whilst organisational culture is at the attached level down in the pecking dress of culture.Gender related differences in leadership styles may have a foundation in culture. Schein (1990) defines organisational culture as a pattern of staple assumptions, invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, then is to be taught to new members as the correct counseling to perceive, think and feel in relation to those problems. (Schein, 1990 111).He further identifies cardinal levels at which culture manifests itself as observable artefacts, values, and basic underlying assumptions (Schein, 1990). apparent artefacts are things that one sees or feels upon entering an organisation. This includes the dress code, the physical layout, the savour and feel of the place to the more tangible things such(prenominal) as the one- year reports and company records (Schein, 1990). finished interviews, questionnaires, or survey instruments one can study a cultures espoused and documented values, norms, ideologies, charters, and philosophies. (Schein, 1990 112). More direct inquiring can reveal the more the underlying assumptions, which determine perceptions, thought processes, feelings and behaviour (Schein, 1990 112) For Edgar Schein (1985) the transformation that matters is a change in the corporate culture. What do leaders pay attention to, measure, and control sends symbolic signals to the rest of the corporate culture. Hofstede is a central figure in the development of literature on the cultural construct in leadership (Dickson, Hartog & Mitchelson 2003).He advances the idea that cultural differences are initially encountered as differences in shared values with values being defined as tendencies to prefer certain states of affairs over others (Dickson et al 2003). Hofstede (1980,2001) described initially four culture dimensions singleism-collectivism masculinity-femininity uncertainty avoidance and power distance and a fifth dimension, future orientation was added in by and by work (Dickson et al 2003). Power distance is the extent to which the less tidy members of institutions and organisations within a country expect and accept that power is distributed unevenly.Hofstede (in Dickson, Harthog & Mitchelson, 2003, pg 737). Uncertainty avoidance is defined as the extent to which the members of a parliamentary procedure feel threatened by uncertain or unknown situations (Dickson et al p. 740). Individualism versus collectivism ranges from societies in which the ties between individuals are loose and people are judge to take care of themselves and close family only to societies that are tight where people expect their in-group to look after them and they do so in return (Dickson, et al. 2003). Masculinity versus femininity ranges from societies in which social gender roles are cle arly distinct to societies in which social gender roles cooccur (Dickson, et al. 2003). This dimension has a direct bearing on gender issues in that societal roles determine gender roles and these ultimately have a bearing on the leadership style that one practices, In her exploration of African management van der Colff (2003) uses the African tree concept advanced by Mbigi (1996).According to this concept the main stem underpinning all the most important values of African History can be traced with ubuntu, which is the cay to all African values and involves collectivism (van der Colff 2003). Traditionally African leadership is built on participation, duty and spiritual authority. (van der Colff 2003,258). Nussbaum (1996) in van der Colff (2003) is quoted as saying that African leadership requires transparency, accountability and legitimacy. The only way they can be legitimate is to be trustworthy themselves in the beginning they can expect trust from employees (van der Colff 20 03).Bass (1997) has argued that transformational leadership is universally applicable. He proposed, that irrespective of culture, transformational leaders inspire followers to transcend their own self-interests for the good of the group or organization, followers become motivated to expend greater hunting expedition than would would usually be expected. While acknowledging the universality of transformational leadership, Bass recognized that cultural differences will contribute to differences at the individual level of measurement.He stated Variation occurs because the same concepts may contain specific thought processes, beliefs, underlying understandings, or appearances in one culture not another (p. 132). This raises the question of the universality of gender differences in transformational leadership. Although there have been several studies on gender differences in America, unknown is the extent that these findings are replicated in other cultures. This study will show some findings of transformational leadership with a Zimbabwean sample. 3. 4. Transformational Leadership theoryFrom a broad perspective, leadership styles can be transformational and transactional a transformational leadership style is one that seeks to influence behaviour through inspirational and motiveal means. Transactional leadership styles use contingency factors such as rewards and punishment to influence and affect behaviour (Densten, Gray & Sarros, 2002). The transactional leadership theories emphasise transactions between leaders and their followers. Transactional leaders get things make by giving contingent rewards such as recognition and pay increases.These leaders usually manage by exception to monitor performance and take corrective action to remedy poor performance. They motivate followers by clarifying role and task requirements (Swanepoel 2003). Transformational leadership was first coined by ruin (1978) and further developed by Bass (1985, 1998) and Yammarino & Bass, (1990) with research accumulating in the realm over the past fourteen years. Transformational leadership is defined in terms of four inter-related factors idealised influence, inspirational motivation, intellectual input signal, and individual context.Taken together, these sub-types are believed to represent the most effective attitudes and behaviours a leader can have. (Panopoulos 1998). The transformational characteristic of idealised influence is based on earlier conceptualisations of charisma (e. g. House, 1977). The magnetised leader is able to inspire respect and high order motivation in followers. The leader is able to communicate a sense of power and confidence in higher values and beliefs. The charismatic leader possesses a clear set of idealised qualities with which followers might wish to be associated (Panapoulos 1998).The leader who provides inspirational motivation to followers is likely to speak optimistically about the future, articulating a compelling vision o f what must be achieved. He motivates followers by his/her own intensity. The leader is therefore not and a distant charismatic source of referent power but is also able to directly and effectively translate his/her own enthusiasm to followers (Panapoulos 1998). The leader must also provide intellectual stimulation to followers. In providing intellectual stimulation, the leader is said to orient ollowers to awareness of problems, to their own thoughts and imagination, and to the recognition of their beliefs and values (Yammarino & Bass, 1990 in Panapoulos 1998). Furthermore, by providing an intellectually stimulating environment, transformational leaders are able to foster the development of creative solutions to problems, which stand in the way of organisational goal attainment. Panapoulos (1998) states that from a humanistic perspective, the most outstanding component of transformational leadership is the leaders individualised consideration of his/her followers.According to Ba ss and his colleagues (Yammarino, Spangler & Bass, 1993 in Panapoulos 1998), a leaders use of individual consideration is a crucial element in followers achievement of their full potential through a close consideration of their developmental involve. In providing individual consideration, the leader is not only aware of and sensitive to the modern needs of followers, but is also aiming to elevate those needs to a higher level (in combination with the use of the other factors of transformational leadership).This can be done by coaching and mentoring, as well as by setting examples and tasks, which are developmentally consistent with the needs of each individual (Panapoulos 1998). Gender differences in transformational leadership A review of past research A number of authors have speculated on possible gender differences in the use of transformational leadership (e. g. , Avolio & Bass, 1988 Bycio, Hackett, & Allen, 1995), however, there has been a notable lack of evidence (Bass & A volio, 1994). Bass contends there are none.Yet, other studies show that women develop a feminine style of leadership, which is characterized by feel for and nurturance, and men adopt a masculine style of leadership, which is dominating and task- oriented (Eagly, Makhijani, & Klonsky, 1992). In a study of 345 metropolitan branch managers Carless (1998) found that Female managers are more likely than male managers to report that they take an interest in the personal needs of their staff, encourage self-development, use participative decision-making, give feedback and publicly recognize team achievements.In summary, female managers report they use more interpersonal-oriented leadership behaviors compared to male managers (Carless, 1998). The review by Eagly and Johnson was the first systematic and comprehensive analysis of gender differences in leadership. Earlier reviews (e. g. , Bartol & Martin, 1986 Dobbins & Platz, 1986) were based on limited samples and were criticized because th ey failed to specify the selection criteria for cellular inclusion in the review. Eagly and Johnsons (1990) meta-analysis of gender differences in leadership revealed mixed findings.An analysis of task-oriented style and interpersonal oriented style showed that women and men did not differ on these dimensions in organizational studies. Differences were noted for studies in which the sample did not formally hold a leadership position (experimental and assessment studies). On the other hand, significant gender differences were reported in the use of democratic leadership in organizational, experimental and assessment studies. Women used a more participative and inclusive style of leadership and men were more likely to use a directive, controlling style. Carless, 1998). Studies which have used the Multifactor Leadership Questionnaire (MLQ Bass, 1985b Avolio, et al. , 1995) to examine gender differences in leadership style have reported conflicting findings. Bass, Avolio and Atwater (19 96) examined gender differences in leader behaviour with three samples. Sample I consisted of 79 female and 150 male upper-level leaders who worked for American hi-tec, Fortune 50 firms. Subordinate ratings of leadership (N = 877) indicated that female leaders were rated higher on all transformational leader behaviors compared to male leaders.These findings are consistent with an earlier study of leaders in the Roman Catholic church (Druskat, 1994). Sample 2, consisted of first-level supervisors employed by a number of organizations, 38 of the leaders were female and 58 were male. Subordinates (N = 271) observe no gender differences for the subscales of Intellectual Stimulation and Inspirational Motivation, however, females were reported as higher on the subscales of Charisma and Individual Consideration.Sample 2 findings were consistent with an earlier study reported by Bass and Avolio (1994). Generally, in studies that report significant differences between females and males the effect sizes are very small and it is therefore argued that there is no practical differences between female and male leaders (Yammarino, Dubinsky, Comer & Jolson, 1997). In the third sample of 154 female leaders and 131 male leaders who worked for nonprofitable organizations (e. g. health care), subordinates (N = 913) reported no differences in the leader behavior of females and male leaders. Similary, Komives (1991) found no difference between female and male manager self-ratings of transformational leadership, with the exception of Intellectual Stimulation women managers were found to be significantly higher than their male counterparts(Carless,1998). According to the gender-centred perspective, individual attributes vary according to their gender (Betz & Fitzgerald, 1987 Hennig & Jardin, 1977 Loden, 1985).This approach proposes that, women develop a feminine style of leadership, which is characterized by caring and nurturance, and men adopt a masculine style of leadership, whic h is dominating and taskoriented (Eagly, Makhijani, & Klonsky, 1992). Similarly, the social-role theory (Eagly, 1987) proposes that individuals behave in accordance with societal expectations about their gender role. Through the socialization process, people learn to conform to cultural expectations about their gender role.The feminine model of leadership includes typical transformational leadership behaviors, for example, participatory decision-making, collaborationism and quality interpersonal relationships between leader and subordinate (Eagly, Karau, Miner & Johnson, 1994 Helgesen, 1990 Loden, 1985). Hence, it could be expected that females and males may differ in their use of certain transformational leadership behaviors(Carless,1998). The structural perspective suggests that the organizational role the individual occupies is more important then the gender of the individual (Kanter, 1977).Within organizations clear guidelines exist for the expected performance of managers, hen ce the major issue for managers is meeting the organizations expectations regarding effective management performance, not conforming to culturally defined gender roles. Assuming female and male managers occupy the same role within an organization and have equivalent access to status and power there is no mind to expect gender differences in leadership styles (Eagly, Karau, & Makhijani, 1995).This suggests that when examining gender differences in leadership behavior it is important to compare women and men who occupy the same position in the organization and are at the same level in the organizational hierarchy. (Carless ,1998). Eagly and her colleagues (Eagly & Johnson, 1990 Eagly, et al. , 1995) suggest that gender differences vary according to the extent of gender delightfulity. Gender congeniality is described as the fit between gender roles and particular leadership roles (Eagley, et al. , 1995, p. 29). It reflects an individuals interest in a specific leadership role and appr aisal of their competence to perform that role. In some organizations, such as the military, leadership positions are defined in more masculine terms than feminine. Thus, leadership positions in these organizations would be described as congenial to men. In others, such as education and nursing, leadership is defined in more feminine ways and therefore could be described as congenial to women(Carless, 1998). 3. 5Effective LeadershipSince women began to climb the corporate ladder, authorities have asked if they have what it takes to lead groups and organizations. According to the research, while men and women are equally effective in some settings, more often effectiveness depends on the fit between the setting and management gender. For example, womens typically more mentoring, coaching style is more favorably received in female-dominated professions mens more typically command and control style is well received in male-dominated professions. http www. sychologymatters. org/womanbos s . In essence therefore, all things being equal, men and women are equally effective. only when given varied work settings and a workplace whose top managers are still more likely to be male, all things rarely are equal. For example, women are slightly more likely to be transformational leaders, serving as role models, helping employees develop their skills, and motivating them to be dedicated and creative. That approach may actually be more effective in todays less hierarchical organizations.But not all workplaces are alike The participatory style may backfire in traditional male settings such as the military or organized sports. Conversely, the command-and-control style more typical of men may backfire in a social-service agency or retail outlet. (httpwww. psychologymatters. org/womanboss) A 1995 review by Alice Eagly, PhD, Steven Karau, PhD and Mona Makhijani, PhD, of more than 80 different studies found that when aggregated over the organizational and laboratory experimental s tudies in the sample, male and female leaders were equally effective.The leaders or managers assessed in the studies were typically first-level or first-line supervisors, with a strong minority of studies looking at mid-level managers or managers of mixed or unknown levels. The analysis also showed that women were more effective leaders in female-dominated or female-oriented settings, and that men were more effective leaders in male-dominated or male-oriented settings. Thus working in a leadership role congruent with ones gender gives the perception that one is more effective. (http www. psychologymatters. org/womanboss) Theories of transformational leadership (e. . , Bass, 1985a Conger & Kanungo, 1988 Kouzes & Posner, 1987 Sashkin & Burke 1990 Trice & Beyer, 1986) have focused on identifying a range of leadership behaviors which contribute to effective performance. Although these theories differ in the leadership behaviors they distinguish, there exists a number of common themes. T ransformational leaders sound out a vision, use lateral or nontraditional thinking, encourage individual development, give regular feedback, use participative decision-making, and promote a cooperative and bank work environment. http www. psychologymatters. org/womanboss) Densten, et al. (2002) emphasise that successful leaders are able to build a strong corporate culture, are truth-tellers, can see the invisible, that is, cytosmear potential winners or identify trends before their rivals or customers, are ready learners and good communicators. Leaders are expected to anticipate future events before they occur and have a vision to overcome uncertainties. Managers on the other hand are expected to run current operations effectively and efficiently (Bratton, et al. 2005).Darling in Swanepoel, Erasmus et al argues a real mental testing of successful leadership in management lies in giving, to the greatest extent possible, opportunities to others within the situational context of the firm. One does not have to be pictorial to be a good leader, but you have to understand people- how they feel, what makes them tick, and the most effective ways to influence them. (Swanepoel, Erasmus, Van Wyk, Schenk 359) DuBrin (1995) state that in order to be a leader one has to make a difference and to facilitate positive changes.They further state that the common characteristic of effective leaders is their ability to inspire and stimulate others to achieve worthwhile goals (Dubrin 1995). Drucker (2004) outlines eight practices followed by effective executives. He says that they ask, What needs to be done? and What is objurgate for the enterprise. Effective executives also develop action plans, they take responsibility for decisions and communicating, focus on opportunities rather than problems, run productive meetings and focus on we rather than I (Drucker 2004).Drucker (2004) further explains that the first two practices gives them the knowledge they need, the next fou r help to convert this knowledge to effective action and the last two ensure that the whole organization feels responsible and accountable. look forers are especially interested in the question of whether a management style more associated with women a less authoritarian, more nurturing approach will click as the workplace generally shifts to more team-oriented structures that thrive under a less directive approach. REFERENCES Ashforth BE & Saks M. 996 Socialization Tactics Longitudinal Effects on Newcomer Adjustment, Academy of counseling ledger, 39, 147-178 Alvesson M & BillingYD. 1997Understanding gender in organisations. London Sage Publications Ltd. Bass, B. M. (1985). Leadership and performance beyond expectation. New York bountiful Press. Bass, B. M. (1990). From transactional to transformational leadership Learning to share the vision. Organizational Dynamics, (Winter) 19-31. Bass, B. , & Avolio, B. (1994). Shatter the glass ceiling Women may make better managers. Hu man Resource Management, 33, 549-560.Bass, B. , Avolio, B. , & Atwater, L. (1996). The transformational and transactional leadership of men and women. Applied Psychology An International Review, 45, 5-34. Bennis W. 1992 On the Leading Edge of Change, executive director Excellence v9n4? Spacing? Check your referencing guidelines (Apr), p5-6 Bloodgood M, Bolino MC, Lester SW & Turnley WH. 2002 Not Seeing heart to eye differences in supervisor and subordinate perceptions of and attributions for psychological contract breach, ledger of Occupational Psychology 23 (2) 39 Bendixen M & Thomas A. 000 The Management Implications of Ethnicity in South Africa, Journal of International Business Studies, 31, 3,507-519 Blunt P& Jones ML. 1996 Exploring the limits of Western leadership theory in East Asia and Africa, Personnel Review, 26,1/2,6-23 Bratton J, Grint K & Nelson DL 2005. Organisational Leadership Ohio South-Western Thomson Bronwell J. 1992 Women in hospitality management. In Kay C & M onarz E. 2005 Lodging management success Personal antecedents, achievements, KSAs and situational factors, Hospitality Management, 25 324-341.Butterfield, A. and Grinnel, J. P. (1999). Re-viewing gender, leadership, and managerial behavior Do three decades of research tell us anything? In G. N. Powell (Ed. ), Handbook of gender and work. Thousand Oaks, Calif. Sage Carless SA. 1998 Gender differences in transformational leadership an examination of superior, leader, and subordinate perspectives. Sex Roles A Journal of Research, Carli LL. and Eagly A H. 2001 Gender, hierarchy, and leadership an introduction. Journal of Social Issues, 57, 629-636. Colff L. 003 Leadership lessons from the African tree, Journal of Management Decision, 41(3), 257-261 cooper DR. & Schindler PS. 2003 Business Research Methods New York McGraw Hill Denston LI, Gray J & Sarros JC. 2002 Leadership and its impact on organisational culture, International Journal of Business Studies, 10 (2) 1-26 Denton. M & Vloe berghs D. 2003 Leadership challenges for organisations in the New South Africa, Journal of Leadership & Organisational Development, 24(2), 84-95 Dickson MW, Hartog DN & Mitchelson JK. 003 Research on leadership in a cross-cultural context reservation progress, and raising new questions, The Leadership Quarterly 14, 729-768 Drucker PF. 2004 What makes an effective executive, Harvard Business Review, 59-63 DuBrin AJ. 1995 Leadership Research Findings, Practice, and Skills Boston Houghton Mifflin Company Eagly AH. Johannesen-Schmidt MC. & van Engen M. 2003 Transformational, transactional, and laissez-faire leadership styles A meta-analysis comparing women and men. Psychological Bulletin, 95, pp. 569-591. Eagly AH. and Johannesen-Schmidt M. 001 The leadership styles of women and men. Journal of Social Issues, 57, pp. 781-797. Eagly AH. & Johnson BT. 1990 Gender and Leadership Style A Meta-analysis, Psychological Bulletin 108, pp. 233-256 Eagly AH. Karau SJ and Makhijani MG. 1995 Gender and the effectiveness of leaders A meta-analysis. Psychological Bulletin, 117, pp. 125-145. Hogg MA. 2001 A Social Identity theory of Leadership, personality and social psychology review, 5, 3, 184-200 Javidan M & House RJ. 2001 heathenish acumen for the global manager Lessons from project GLOBE.Organisational Dynamics, 29(4), 289-305 Jung DI, Bass BM, & Sosik J J. 1995 Bridging leadership and culture A theoretical consideration of transformational leadership and collectivistic cultures. Journal of Leadership Studies, 2, 3-18 Panapoulos F. No date Gender differences in transformational leadership among the field leaders of New South Wales Police students httpwww. aic. gov. au/conferences/policewomen2/Panapoulos Accessed on 2006/06/5 Rosener J. 1990 Ways Women Lead Harvard Business Review 68, pp. 119-125. Rousseau DM, Tijoriwala AS. 998 Assessing psychological contracts issues, alternatives and measures, organisational culture, Journal of Organisational Behaviour, 19679-695 Schein E. 1990 Organisational Culture American Psychologist , 45 109-119 Swanepoel B, Erasmus B, Van Wyk M & Schenk H. 2003 South African Human Resource Management Theory & Practice. 3rd Edition. Cape townsfolk Juta & Company Unknown. No date When the boss is a woman, Men and women are equally effective in settings that match gender roleshttpwww. psychologymatters. org/womanboss. Accessed on 2006/08/25

12 Angry Men Questions Essay

1. Do you think that the panel in this movie came to the right decision? Why/why non?I think that the instrument panel in this movie came to the wrong decision, because I nip that exclusively told through extinct the deliberation the actual evidence did non have all rea intelligenceable doubt lingering above it, which was the prohibited confrontation of the opinion of juror 8, and gradually both hotshot else. While there was literal evidence presented, juror 8 persuaded all the rest of the jurors at the closedown to disregard the forensics, and to deduce their own theories, by blatantly stating what if questions persuading all jurors to a unanimous decision.2. Did your opinion of the flake change as the movie progressed, or did it stay the same throughout the built-in movie? Explain.My opinion of the lineament changed as the movie progressed, and did non stay the same throughout the entire movie. In the beginning I felt that the teenage boy was inculpative and that t he facts were too unpatterned and clear, but slowly I was so mesmerised by juror 8s logic and his thinking ability, it got me evoke and swayed my vote for not guilty I also be consistved what juror 8 was saying by his tone of voice, which was clear and rhetorical. He arrangemented the panel a rough estimate on how long it would take for the father to countenance stabbed, walk with a limp, and still call for help.3. Juror 8 make the statement, Prejudice obscures the truth. Which character(s) based their decisions on prejudice? Explain. Juror 10 is one of the most racist and prejudice of the all the jurors a quote to show this is nary(prenominal) youre not going to tell us that were supposed to believe that fry, knowing what he is. Listen, Ive lived among em all my life. You finisht believe a word they say. I mean, theyre born(p) liars. When he says this he means/believes that people are born in slums are born to live lives of crime and disseat, even guanine juror 5 was born and lived in a slum all his life heis a perfectly respectable man. This proves that juror 10 was wrong and people born in slums arent born to lie and commit crime.4. Why do you think Juror 3 held out so long before changing his mind at the end?Juror 3 is the last to change his mind because of his mark against kids this grudge between him and his son had stemmed from a fight and immediately his son left home and has never seen him in more than two days. perpetually since that incident juror 3 has had a personal dislike against kids which is evident when juror 3 says that goddamn rotten kid, I know him, what theyre like. What they do to you. How they kill you every day. My God, dont you see? How puzzle Im the only one who sees? Jeez, I can feel that knife going in. This proves that juror 3 thinks he knows every kid in the whole world and knows that they are disrespectful and unthankful. notwithstanding by the end of deliberation when he was the lone man voting guilty, he was ove rwhelmed with pressure by the jurors and his bottled feelings for his son that instantly come out, realizing that he cannot hold dear the teenage boy like his son, and thus treat him fairly.5. Did this movie go forth an accurate depiction of jury deliberation? Explain. The deliberation was for pure amusement but also great acting was presented by the jurors as they showed the ambience in a deliberation room, as the testimony of many jurors in real life explain that they are very anxious to countenance and would like to quickly go home, who may listen to a case for days. Such jurors like juror three took notes and noted evidence and factual information, though it is very uncommon for jurors to take notes, it is legal and shows that some can remember while other are better to write things down. except one scene that rang an alarm for me is when juror 8 brought out the mistakable knife used in the crime scene, to show that anyone could have mark a knife at the crime scene. He sh ould have been kicked turned the jury the moment he went out and bought the knife. By law, juries are not allowed to conduct their own investigations, and if the other jurors had just reported Juror No.8 for that, hed have been replaced by an alternate. Yes, its assuredness for characters in a movie to take the law intotheir own hands. In real life, you like to leave tasks like that to the people who have years of training and law enforcement experience. Even with that, Juror No. 8s whole line of reasoning is wrong at almost every step. According to the law, its the jurys job to determine the ingenuousness of the evidence presented, as is not to question and interpret the evidence any way they choose and make wild assumptions about witnesses. For instance, you dont just dismiss blood evidence as probably set unless you are presented with evidence that it has been planted.Likewise, you cant just hand-wave away jury testimony based on, There were indents on her nose.6. Rotten Tomat oes gave this movie a 100% military rating. Are you move? Was this warranted? I am not surprised that Rotten Tomatoes gave this movie 100% rating it is a very odd movie that has only 12 characters and one setting, which amazes a complex-riddled dialogue victimization rhetorical, logical, metaphorical schemes and a bundle of jaw-dropping acting by Henry Fonda.But in my opinion, I would rate this movie a 92% rating because though we learned in law class on the responsibilities and march in jury duty and deliberation many scenes would depict the opposite which caught my attention, but I understand that some parts were made to capture the audiences attention throughout the movie, which indeed they did and had to tweak the truth.

Introduction to Personal Development in Health Essay

1.1 let out the duties and responsibilites of own roleMy role is to en convinced(predicate) I distribute all my thickenings as individuals, ensuring they always feel safe and at assuagement when I am around and doing my direction, I remove certain I read the grapple plan every day for each invitee to see if anything has changed since I have last been in there. I am responsible in making sure all my clients are looked aft(prenominal) to a brilliant standard ensuring they are always happy with the care I provide for them, keeping them clean by doing personal care and assisting with needs if they need helper such as, desexualizeting dressed, brushing teething and combing hair treating the individual with respect and keeping their dignity at all times, ensuring they are eating and drinking properly and getting sufficient nutrition in their diet. If needed I will help individuals to dole issue medication, prompting them if they do it theirselves so they acceptt forget too . charge the surroundings clean and safe, making sure I tidy up after my self and my client so they are always in a hygenic surrounding desposing of things in the correct way, always wearing my safety-related clothing incase of cross contimation and encouraging them when I can ensuring they watch independant and empowered. It is my duty to report anything necessary to my manager, if my client is unhappy, if I feel my client is changing or becoming ill I make sure I inform my manager. Lastly I need to make sure I am up to date with all courses and training to make sure my clients are safe at all times and I am not using poor practice in my land at place. 1.2 What standards influence your role as a carer and the way you carry out your duties there are many that influence my role such asCare Standards turning 2000Health & Safety At Work ActManual Handling Operations LegislationCodes of PracticeNational occupational StandardsThe Food Standards ActWhistle BlowingControl of Substanc es Hazardous to Health1.3 Describe ways you ensure that personal attitudes or beliefs do not jam the quality of your work Firstly remember everyone is an individual and nobody is but the same as you, you may have an individual that has beliefs you do not believe in but you should keep this to yourself as its not sensible on them to feel as though what they believe in is questioned or wrong and dont let your own personal feelings get in the way of doing the job correctly and work in a way that supports their needs and beliefs. Try to understand the individual a teensy more, divulgeing about their history and their beliefs letting them explain it to you this will help you to know alot more about them and make it easier to know their likes and dislikes because of the belief dont judge the individual for believing in what they do precisely empathise with them and show you understand and that you respect them and their beliefs. 2.1 Explain why reflecting on practice is an principa l(prenominal) way to develop knowledge, skills and practiceIts important because you will develop more on the things you already know and interpret and develop on the things you dont know you will learn not to make mistakes you may have made in the ultimo and you will learn where improvement is needed which will make you more effecient at the job role you do and alot more confident to do so in knowing how and when to use the skills you have picked up on and put them into practice. 3.1 What sources of support are available to you for your own learning and phylogeny? I can find sources of support inside the workplace and alfresco of the work place, inside the work place I have I have regular supervisions, this is followed by an observation of me in the work place, in the supervision meeting the senior member of staff will ascertain me how they think I am doing, telling me what I am doing reclaim and also telling me how I could improve in my workplace and things I could work on t o better how I am at work.There are also regular meetings so we can do newfound courses that have come in or renew courses we have already done so our knowledge is always up to date. Outside the work place I could go to the library to widen my learning expertness in the workplace or I could do research on the internet. 3.2 Describe the process for go overing a personal development plan You hash out with a senior member of staff who has watched you and you discuss your improvments that need to be made and proposals on how to meet those objectives and the activites that follows such as reviews and assesments which you both agree on.