Current Event issue Research Paper Example | Topics and Well Written Essays - 750 words

Current Event issue - Research Paper Example tries such as Iran, North Korea, Afghanistan, Iraq, Pakistan, China etc whereas Britain has many disputes with Argentina like Latin American countries. China has problems with India, Taiwan, Tibet etc. In short, interstate problems exist everywhere in this world and global governance is the only solution for these interstate problems according to Karns and Mingst. Karns and Mingst have defined global governance as follows: â€Å"Global governance is not global government; it is not a single world order; it is not a top-down, hierarchical structure of authority. It is the collection of governance-related activities, rules, and mechanisms, formal and informal, existing at a variety of levels in the world today†(Karns and Mingst, 2004, p.4). The concept of global governance put forward by Karns and Mingst seems to be good on papers and in practice it is not so. Since different types of governances are prevailing in this world, how we can expect that the collection of governance-related activities under the label of global governance may solve international problems or interstate problems. Moreover, different people may have contrasting beliefs, ideologies and customs and how we can use these things together for ensuring global peace and harmony. It should be noted that United Nations was founded immediately after WW2 to avoid or solve future interstate problems. However, we know that interstate problems are still going on at different parts of the world and UN seems to be ineffective in solving many of the interstate problems. Many people believe that in a unipolar world dominated by America, even UN like global agencies may fail to act neutrally. The on-going war on terror, Israel-Palestine crisis, the tensions between America and Iran are examples to prove the failure of UN. Under such circumstances how we can assume that the concept of global governance may ensure peace and harmony in this world. Even though the idea of global governance put forward by Karns and

Pope John Paul II and the Dogma of Mariology Essay

Pope John Paul II and the Dogma of Mariology - Essay Example Since in the times of the early Catholic Church, church fathers have endorsed Mary's elevated status as mother of God. Standing as a paragon of womanhood and motherhood, Mary represents purity, compassion, female perfection and even salvation. The Catholic movement also forwards scripture for its Marian adoration.  Ã‚   The Catholic Church has endowed on Mary supreme regard, remaining  a fundamental and distinctive doctrine. With titles such as Madonna, Mother of God, Mediatrix, co-Redemprix, Lady of Guadalupe, Virgin of Virgins, Queen of Heaven, Queen of Sorrows, Star of the Sea, Blessed Virgin, Blessed Mother, Holy Virgin, Saint Mary, Immaculata, Our Lady and the Seat of Wisdom, Mary is distinguished as a deified woman2.  These references all explain dimensions of Mary's personality and her function.  Mary gave birth to Jesus Christ, the Son of God as a virgin and remained untainted and holy throughout her life. Her sinless existence entitles her to heaven where she stands as Mediatrix, the way to God for man. Through Mary, the devotee has access to all the graces of God, just as the maternal love expressed towards her children grants them great benefits. She is not only conceives Christ, but she ministers along with Christ in the plan of redemption, thus she is accoladed as co-Redemptrix.   From the onset of his pontificate, on 17 October, 1978, Pope John Paul II makes clear his unswerving allegiance to his Marian faith. In his inaugural  Urbi et Orbi  message at the Sistine Chapel, he sermonizes on the necessity to â€Å"turn our mind with filial devotion to the Virgin Mary who always lives and acts as a Mother in the mystery of Christ and repeat the words ‘Totus tuus’ (all thine) which we inscribed in our heart3.† This papal exhortation is derived from a deep sense of Mariological fervor in which he desires congregants to abide and always pay faithful and sincere homage to Mary.   Two weeks later on Oct. 29, 1978 Pope Jo hn Paul II conducts his very first pilgrimage to the Shrine of the Blessed Virgin Mary at Mentorella where he proclaims, â€Å"I wanted to come here, among these mountains, to sing the Magnificat in Mary's footsteps4.†She remains Pope John Paul II‘s paragon of blessed and divine motherhood, exemplifying her pilgrim fidelity. Pope John Paul II shows deep and reverential sincerity in his devotion to Mary, even naming her â€Å"the second Eve† in anther of his pilgrimages.5 Heading the documentary evidence of Pope John Paul's espousal of Mariology as key in Catholic doctrine is his encyclical named, Redemptoris Mater  of the Supreme Pontiff on the Blessed Virgin Mary  in the Life of the Pilgrim Church  (1988). In no uncertain terms, Pope John Paul II outlines over 50 points enumerating the reasons for and benefits of Mariology. Divided into three sections: Mary in the mystery of Christ, the Mother of God at the Center of the Pilgrim Church and Maternal Mediati on, Pope John Paul II in his encyclical, expounds using scriptural evidence, drawing on the authority of the Vatican Council, church fathers such as Saint Augustine, Saint Origen, Saint Ambrose, Saint John Chrysostom and the constitution of the Church to uphold Mariology as in effect. Topics such as the Blessedness of Mary, the divine, mystical union of Mother and Son, the union of Mother and the Holy Spirit and Mary's Advocacy for Mankind are key. The encyclical commences with the poignant words: "the Mother of the Redeemer has

Power Balance Bands Conclusion Essay Example for Free

Power Balance Bands Conclusion Essay The purpose of this experiment was to once and for all answer the question, â€Å"do the Power Balance Bands truly have an effect on a person’s balance strength and flexibility or is the whole thing a scam? † The company claims that the these bracelets have a hologram in it and when the hologram comes in contact with your body’s energy field, it allows your body to interact with the natural, beneficial frequency stored within the hologram, resulting in improved energy flow throughout your body. But is this true? The original claim for this experiment was that if people are wearing the power balance band while participating in various balance, strength, and flexibility tests then the band will in fact not have any effect on the persons balance, strength, or flexibility. The data showed a very small difference between the performance of the â€Å"fake† and â€Å"real† Power Balance Bands. All three tests showed no more than a . 3% difference between the means for both bands. This experiment was essentially an experiment testing the placebo effect on the use of the Power Balance Bracelet. The placebo effect is the measurable, observable, or felt improvement in health or behavior not attributable to a medication or invasive treatment that has been administered. The goal was to convince people the â€Å"original† Power Balance band actually worked, and that the â€Å"fake† one didn’t. My results showed little to no change in performance regardless of which band the student was wearing. This observation confirmed my hypothesis that neither band would have any affect on a person’s performance. The systematic error in this experiment was that I was not able to test 50 tests subject, I was only able to test 36 which luckily still allowed me to get accurate results. The Random error in this experiment was that it was difficult to measure the improvement, or digression of the participants, for both the Balance Test and the Strength Test. The only recorded limitation for this experiment was the fact that while performing the Balance and Strength Test if each participant made to 10 seconds while balancing they were stopped and had their abilities observed and recorded. The generalizability of the results can apply to all humans however; this experiment is exclusive in that it cannot be generalized for all other objects, insects, or animals. For future directions I would increase the sample size, and also change the tests so that they can be measured by something other than time.

Types Of Learning Interventions

Types Of Learning Interventions We think it is a good idea to take you through with different types of learning interventions, which will primarily work as food for thought for your learning activities. Think of a learning intervention, which has really helped you over the years, think what were the different components of these interventions and how it made an instant learning connect with you. We have divided the Learning Interventions into three categories, the interventions that we have added in each category are by no means exhaustive to the category, it is only a suggestive list you can add more interventions to this list. Our three categories are: Conventional Contemporary Futurist Come on read through the categories and find out that how you can further enrich your learning agenda for your organization Conventional Learning Intervention Conventional as the name suggests refers to anything that is established and well accepted, anything that has been proven to work over and over again and generate similar results. All the Learning interventions that have been established over the years and have shown desired results are known as conventional learning interventions. Shortly we will share with you a brief detail of each learning intervention, meanwhile we want you to make your own list of learning interventions which in your view are established and well accepted, go on dont be shy or lazy, pick up the pen and write the list down. Our simple list of conventional learning interventions: Reading Clubs Instructor Led Class Room Trainings On the Job Training Seminars Conferences We are sure that you will know what each intervention entails however, we will take you through each intervention and briefly try to give you suggestions how you can use these interventions to your advantage and build your very own success story. Reading Clubs Reading club is a group of people who get together to read or discuss with each other what they have read. The reading club adds to the experience of reading as you can then discuss the ideas presented and the way it is presented with other readers, just the sharing and discussing the read adds significant learning experience to its members. Using this conventional method has two primary advantages, firstly your learner continues reading new books, research, publications etc. as other club members motivate each other to keep reading. This enhances and continuously updates the overall knowledge base of your employees and members of the reading club. Secondly your members interact with each other discussing material, which will help the overall organization; this intellectual interaction will build a formal support system for group thinking and open discussions. You can launch the reading clubs formally or informally, for example you can have a formal club formation with pre-defined members and set together a time of an hour to two hours for these members to come together bi-weekly in a meeting room or reading room and discuss what they have read. Informal way of doing the same is sending a small read to employees in the company and then during the week, just gather people around and ask them about the read, what was the read about? How do you think you will benefit from this read? How can you put this in action at work? Can you share similar examples? You can have these informal meetings and gatherings by mustering your whole floor together and discuss this, ask your HR business partners to do the same in their partnering departments. Instructor Led Class Room Trainings Instructor Led Class Room Trainings or commonly known as ILT (Instructor Led Trainings) are perhaps the most commonly used learning interventions. The reason for this might be because we are used to class room learning as most of us have spent over 12 years of every day in and out of classes at school. However, when we talk about trainings we move one step beyond a stand up lecture towards more active participations by the attendants. The role of the trainer then becomes more of a facilitator than a lecturer. Here, participants learn the most through interaction with other participants while the trainer facilitates the learning process by keeping it focused towards the learning objectives. At the same time the trainer needs to infuse the participant with a thought or an action which will act as a catalyst for the learning process. Trainers often use activities during the training sessions which provide experiential learning. They may also use other tools and methods to generate the desired results, like using roles plays, group discussions, case studies etc. Since, the Instructor is physically present in the room the learning experience for the participants is very up close and personal. Quality trainers generally are able to create a quick rapport with the participants of the training program, the trainer then is able to engage each participant in the transfer of learning process. Generally, ILTs are considered to be a formal mode of learning transfer. Most of the organizations engage in learning and development through Instructor Led Trainings as they are easy to organize and also provide good strong learning deliverables that are conducted passionately with the right content and supporting activities, tools etc. Since Trainings are the most widely used interventions, we will discuss in separate chapters why trainings are important and other aspects of Instructor Led Trainings such as Participant Nomination, Managing Invites, simply put Organizing the Training activity. The purpose of ILT is to enhance Knowledge, Skill and build a desirable Attitude in the employee. On the Job Trainings Around 70% of learning and development for any new to role employee comes with on the job training. This is a simple concept of Learning by Doing, we all learn the most when we start actively working on the job that we are asked to do. Here we might seek the help of our line manager, our peers / co-workers, our subordinates or even our clients / vendors. The act of doing a task generally supports building mental work memory and creative ability to detail with the challenges of the work. Seldom simulated exercises meet the required skill development needed to perform day-to-day work. In On the Job Training a more skilled or experienced resource is paired up with an unskilled or less experienced resource to train this resource while working together. Lets take the example of a new filling assistant joining an archive library, here the chief filling officer will train the new joiner on the job on how to file the various documents properly in the library. Generally, On the Job Training is used for entry level job positions in the organization or for skilled work positions like a plumber or a building construction assistant. However, some highly skilled work like financial auditing is also trained through on the job training called articleship or apprenticeship. The purpose of OJT is to enhance Knowledge, Skill and build a desirable Attitude in the employees. Seminar Seminars are formal gatherings where a larger number of participants get together to listen to a few speakers The content of the speech is generally rooted in newness related to the topic, meaning either a new way of working in the industry is presented where a key industry practitioner comes and speaks on the topic or a researcher presents the new research findings. The purpose of the seminar is to enhance the audiences knowledge base and thus, does not focus on the skill enhancement or attitude development. It is a good idea that as learning manager you try going to every seminar that is related to human resource and person productivity. You can ensure that you send other functional representatives to their function related seminars. Conferences Conferences are more or less similar to seminars; the major difference in conferences is participant engagement. In Conferences participants gather in large numbers and listen as well as interact with speakers, most speakers also comment and ask questions from other speakers while the formal session is underway. Majority of the time conferences are moderated by a facilitator and the speakers are industry practitioners or subject matter experts, sharing their experiences and knowledge of dealing with a challenging situation in their company. The purpose of conference is to enhance knowledge base of the participants and provide networking opportunity to the attendees. Again we will say that it is a good idea that as learning manager you try going to every conference that is related to human resource and personal productivity. You can ensure that you send other functional representatives to their function related conferences. Contemporary Learning Intervention Dont get intimidated by the term contemporary and think that the conventional methods are outdated and will not work in your organization. In order for you to keep your organization current and ready for the present pool of human resources entering in the industry it is important for you to add little element of contemporary learning interventions in your learning agendas. These interventions are now widely used in the developed economies as these economies are trying to gain maximum output from least amounts of inputs. Our small list of contemporary learning interventions: Experiential Learning Training Sessions E-Learning Modules Virtual Instructor Led Training Webinars Job Shadowing Coaching Mentoring On Job Engagement through Increase Challenges Simulation Exercises Take a moment and read through the contemporary interventions and see the benefits the way we see them, you will be surprised to see the amount of impact you can generate using these simple methods. Experiential Learning Training Sessions Tell me and I may forget, show me and I might remember, engage me and I will learn Humans learn the most by experiences that they have had in the past, Experiential Learning Training Sessions focus on generating experiences for the participants which will help them build Knowledge, Skill and Attitude. These sessions will have lot of activities, case studies and challenges built in the training session where the participants unlearn old and outdated concepts and learn new and current concepts to help them in their work. There are a few number of Trainers in the market that have really mastered the experiential learning training techniques. So generally, these sessions and trainers are priced a little higher, but if you ask us, it definitely works to put in the extra investment. The learning into action out of ELTs (Experiential Learning Training Sessions) is more easily and willingly applied by the participants of the training session. E-Learning Modules E-Learning Modules are learning content delivered using electronic media like over the internet, television, radio, audio messages / audio book reads, Learning Computer and cell phone games, etc. There are two types of E-Learning Modules, Interactive and Non Interactive. Radio programs, TV Programs, Audio messages / Audio Book Reads are some of the examples of non-interactive learning modules. These learning modules by the nature of the delivery mode are limited with their interaction capacity with the target audience. There are PowerPoint presentations which aim at transferring knowledge also fall in E-Learning non interactive modules. You must have come across online videos designed to teach you a particular way of operating a program, this again is an E-Learning Module which is non-interactive, these modules are quite helpful if your organization is naturally inclined towards self-learning. E-Learning Modules work in workspace where there is a general learning culture rooted in self-learning. In order to help you create the self-learning culture we will shortly talk about this in detail. Another type of E-Learning Modules which are interactive modules that ask the participants to participate during the learning transfer by asking the participants questions, or asking participants to open dialogue boxes and pick the best responses. Here the smallest interaction of clicking the right button generates a significant difference in the learning retention and involvement. E-Modules should be generally used for communicating a particular way of working; example where we have personally developed and successfully implemented E-Modules with outstanding results is with our countrys biggest FMCG Company. We launched the most successful E-Learning Program in that companys history. Our E-Learning Solution was aimed at Sales Employees, with a range of interactive modules catering to different accepts of challenging and ever evolving sales job. These modules helped the sales force directly in the market on the ground and increased the quantity of sales along with quality of sales winning them multiple awards. You can engage E-Learning modules in employee orientations, key job tasks and how to get them delivered; even certain soft skill trainings can be provided using e-modules and learning methods. Virtual Instructor Led Training As the name suggests, VILT or Virtual Instructor Led Training involves participants and the Trainer where the trainer might be virtually present at the place the participants are present, meaning through Video Conference, Audio Conference or remote presentation operations while the participants might be sitting together in one room or they might also be virtually connected to a virtual learning room. This method solves the geographic spread problem of the participants, however, it requires the participants to be extremely committed to the learning cause and self-learning. The role of the trainer is again more of a facilitator in this learning intervention by engaging participants in a focused discussion, group work and generally topic discussions. Here, connectivity tools need to be excellent otherwise this learning method can backfire as well by creating a poor learning engagement due to technological difficulties. Webinars Driven from the combination of two terms, Seminar and Web, Webinars are Seminars delivered through the internet using any video protocol or software to engage a large number of participants over the internet. Most webinars are conducted by a single speaker on a particular topic; the number of participants depends on the speakers popularity and connectivity. Again the technological difficulties and a lack of self-learning culture can be a major hiccup for webinars to be extremely successful .However, in most developed economies webinars are making a lot of influence in the learning and development industry. You can engage your top management to start conducting Webinars while the CEO sits in his room and connects over video streaming software and all the employees staying on their workstations connecting over the computers and the participants in the webinar. This will help build self-engagement and a learning culture in your organization. Job Shadowing Job Shadowing is an important part of developing top management. In a Job Shadowing program there are two involved participants, one participant is shadowed on the job and the other is present as the shadow. Take the example of a CFO and one of his director who is marked as the CFOs successor. Here, the director will attend all the meetings of the CFO as a silent observer in the background, the shadowing program is not limited to attending meetings. Moreover, it extends to a full day of work, if the CFO meets anyone from outside the organization or is simply working on his workstation, the shadow will be present and keenly observe the shadowed person asking occasional questions from shadowed person in privacy. This programs success lies in the comfort level of the two people with each other. Job Shadowing program can be used for all levels in the organization, but mostly, it is very position and person centric, just to explain you a little more, we only use job shadows for people who we know will replace the shadowed in near future. It is different from OJT in one basic way, here the person being trained gains exposure of his trainers work while on OJT the trainer provides On Job exposure of trainees work. Another keen way of using job shadowing is for students to explore various roles and pick a major field while they are studying, however, we do not recommend this, as internships are a better evaluation tool for a student to home in on his/her choice of work. Coaching Coaching is all about taking the employees where they cant take themselves. Coaching is more of handholding, exploring the potential of the employee by understanding his strengths, weaknesses and working on these areas with a customized plan for the employee. Here, the Coachs concern for the employees success is very high as the coach is directly made responsible and accountable for the employees improvement. Establishing a coaching culture is quite a challenging task especially when most of the coaches think that their prime responsibility lies in meeting their own business targets. The simple solution is to make the employees line managers his or her coach and have targets in the line managers/(coach) business goals, performance improvement through knowledge, skill enhancement and attitude development of his or her direct reports. Coaching culture will only pickup in your organization if it starts from the top and the CEO demonstrates the derivatives of creating a strong coaching culture. Coaching generally focuses on the skill development and technical aspect of the job. Mentoring Mentoring is like a grand fathers wisdom. A mothers patience and a fathers kick in the right direction. At times it hurts, but gets the work done. à ¢Ã¢â€š ¬Ã¢â‚¬ ¢ Arslan Aseem Mentoring interventions are where each of your employees select one mentor to guide them and counsel him or her. In Mentoring the person counseling or guiding is called the Mentor while the person to be mentored is called mentee or Mentoree, here the Mentor and Mentee develop a relationship over time. Mentoring is used to focus more on attitude development. It is not necessary that the mentor and mentee both belong to the same organization. The Mentee can choose any mentor who he or she feel comfortable with ,regardless, of the organization or even the work level. Your mentee can be a person outside your country or even industry. The rewards for mentors and mentees are excellent, having mentored quite a few successful corporate individuals as mentors we gain a new horizon of looking at situations and it enable us to stay updated with current problems faced by new employees in the job market or job roles. If you personally dont have a mentor, we suggest that you first try establishing a mentoring relationship before initiating a mentoring program in your organization. We will love to be your mentors if you want to be successful! On Job Engagement through increased Challenges Most of us who wish to continuously learn, improve and grow in our work want challenging work to be given to them, each time with an added level of difficulty. Do you remember the computer games where you had to complete the first level and move on to the next level which had an additional difficulty for us to overcome, remember if you had reached level 5 and then had to play for some reason level 1 again it seems so easy and you just dont want to take that much interest in doing the levels you have already done. Work place is just like that game for most of us, where we learn how to do our present work well and then want more challenging work going forward, work which can develop our capabilities incrementally by an internal push of overcoming the present challenge. Lack of difficult challenges is one of the main reason why you will have unhappy, low performance individuals as they will take their work as mundane and feel that they are capable of doing much more yet have been limited in their career development. If you can engage your employees by raising the bar through increased challenges in their workplace then you will significantly reduce their impression of lack of career development. Simulation Exercises Simulation Exercises as the name suggests are syndicated exercises where in an artificial setting a situation is generated and the participants are requested to do their best to overcome the present challenge, here the learning comes from interaction with other participants as well as their responses generate a totally new simulation for the participants to work with. Simulation exercises should be used with participants who are put in positions where quick and thoughtful decision making is required or everyday they are involved in direct competition faceoff. Simulation Exercises are also termed in few organizations as War Games and provide the employees the insight on how to deal with the competition as well as realize where they are going wrong and need to improve. Futurist Learning Interventions Looking at the growing trends in the social media and education industry we can quickly spot certain upcoming learning interventions which will start playing a key role in the enhancement of employee knowledge, skills and attitudes. Our list is by no means complete but gives you significant food for thought to pick up trends and use them as learning interventions in your organizations. Here is our short and simple list: Productivity groups Blogs Online forums Collaborative workspace and zones Reflective thinking targets Buddy pack Learning by games Learning by co-creation Productivity Groups These are more like concentrated short-term problem solving teams used by high performance organizations. The objectives of these groups are to collectively solve a real organization problem by collectively thinking and implementing the solutions in the organization. These teams are typically made up of cross-functional members which work together on the job as well, yet they are tasked with a new challenge of solving an important organizational challenge. During the process each member of the productivity group enhances their knowledge, skill and attitudes. Blogs Blogs are discussion or informational websites where different individuals post their comments on a particular topic. Nowadays, blogs provide a lot of information, which is useful to the readers. They work like mini newspapers where every blogger writes down how he visualizes a situation or his narration of an event. You can have a blogging site for your company where all the employees can write down there thoughts of what they are doing in the company or what they should do etc. Blogging will become an important part of employee life as more organizations realize the effectiveness of this tool. If you as a learning manager dont have a learning blog then you start off right now, create one learning blog where you can let everyone know youre a learning success and be part of the community that shares the wisdom all around. Online Forums Online forums are discussion centers where people can post a question or discussion topic and other members of the forum post their replies to the topic or questions. Here you can ask simple and often related as doubt (socially out of place) questions and experts as well as novice members will provide their experiences. The forums help you formulate a decision and enhance your concepts related to a particular topic. You can encourage employees to become part of multiple forums and start actively participating in them which will enhance their knowledge as well as their networking . Collaborative Workspace Zones This is a workstation or work environment learning intervention solution; here you break down the barriers of rooms and even cubicles, replacing them with open floor maps, cozy work chairs, bean bags, brain teaser wall papers etc. these are informal zones built in the office space where employees gather around and work collectively, during this sitting and working collectively free talking and discussions are encouraged even playing music is encouraged, all the elements that make it a friendly informal workspace. Here people are collaborating with each other not because they have to be on the job but because they want to; as friends or as supportive co-workers. This environment greatly effects the overall learning of the employees as well as creativity, business innovation, networking for higher performance, and many others. Reflective Thinking Targets Reflective thinking involves employees to think about their own learnings, what worked for them and what did not work for them. The employees are required to keep a track of all the learning reflections that were made during a course of a given period. Every employee when starts to track the overall learning progress that he has done, their learning automatically increase as a conscious effort. Using this intervention you will require assigning a progressive self-learning target with every employee and have them continuously think about what they have learned and how they have learnt. Also ,how the skills, knowledge and attitudes have changed within the employee. Buddy Pack This is a simple concept; two employees working together for mutual success will help and improve each others competitive work spirit. Here, you create a buddy system by asking two colleagues to be each others lifeguard as well as immediate competition. They have to help the other to improve the performance at work and be each others support system. This concept uses healthy competition as the fuel for the buddies to improve, yet, uses the support system to continuously improve their knowledge, skills and attitudes. Learning by Games You must understand that most of the workforce that is now entering into the corporate world have actively played games on computers or mobile phones rather than outdoor active sports. These professionals relate more promptly with games which closely resemble computer games or mobile games especially the ones on social media and internet. As the learning manager you can have a developer (outsourced) to create similar games which will have a learning connect relating to your organization and have these games distributed within the organization, application games on mobiles, tablets, Ipads etc., it will dramatically improve the organizations learning culture through fun involvement. Learning by Co-Creating Every employee wishes to be part of something new, wishes to create a mark on the organization by introducing something which he can proudly claim as his own creation or as being part of a team which created something of high value. You can use this intervention by asking employees to set a learning content, activity, method etc. which will be used and advertised by his or her name in the organization. Here you let the employee do the learning intervention creation and you will be really surprised as to how that will radically improve your organizations learning culture.

Conversational Narcissism In The Classroom :: essays research papers

In the Introduction to Linguistics class last week, Professor Ivanoff asked if the students had any questions about the material he had just discussed in his lecture. The preceding lecture covered marked words (words that clearly define or describe only one object). A student who seemed confused asked Professor Ivanoff how the use of marked words was connected to our study of Linguistics.A student said, "Everyone knows that when you say table, a table is something with four legs and a flat surface. So table is a marked word. In a sense we already knew that because we don't go around calling everything a table." The student asked, "Is this just a definition or will it be explained further at a later time?""I do not understand why you are asking such a question," Professor Ivanoff said. "I just explained to you what marked and unmarked words are. Why do you ask such a question?""I am just wondering why you told us about marked words. How is it important in our study?" the student asked."I explained it to you. There are marked words and there are unmarked words. Marked words describe definite things. Unmarked words are words that can be used to define more than one thing," Professor Ivanoff shouted. "You ask such strange questions. I hold a Ph.D. in linguistics. Why do you question my authority on such subject?"The student tried to explain one more time, "I am not questioning your authority at all. I am just wandering what the connection is between marked words and Ling-."Professor Ivanoff interrupted, "If you want to question my authority you do so in my office. Please do not waste class time."Unknowingly Professor Ivanoff and the student provided a perfect example of "Conversational Narcissism" and how continued habits can hinder the process of "true" dialogue. Conversational Narcissism uses "structural" devices to dominate the conversation and shift the attention from one partner to another. The shift response is the structural device that Professor Ivanoff used to change the focus of attention from the student's question, to himself. This conversation shows that even in a simple conversation, one person will shift the attention away from the other person to themselves, allowing them to dominate the conversation.The conversation portrayed the shift response when Professor Ivanoff failed to answer the student's question and put forth effort to understand what the student was asking. Instead of attempting to answer the question Professor Ivanoff felt personally attacked and attacked the student in return.

Rheumatoid Arthritis :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Rheumatoid arthritis is an autoimmune disease that sauses chronic inflammation of the joints. Rhematiod arthritis can also cause inflammation of the tissue around the joints, as well as other organs in the body. Autoimmune diseases are illnesses which occur when the body tissues are mjistakenly attacked by its own immune system. The immune system is a complex organization of cells and antibodies designed normally to â€Å"seek and destroy† invaders of the body, particularly infections. Patients with these diseases have antibodies in their blood which target their own body tissues, where they can be associated with inflammation. Because it can affect multiple other organs of the body, rheumatoid arthritis is referred to as a systemic illness and is sometimes called rheumatoid disease.   Ã‚  Ã‚  Ã‚  Ã‚  While rheumatoid arthritis is a chronic illness, meaning it can last for years, patients may experience long periods without symptoms. Typically, however, rheumatoid arthritis is a progressive illness that has the potential to cause joint destruction and functional disability. A joint is where two bones meet to allow movement of body parts. Arthritis means join inflammation. The join inflammation of rheumatoid arthritis causes swelling, pain ,stiffness, and redness in the joints. The inflammation of rheumatoid disease can also occur in tissues around the joints, such as the tendons, ligaments, and muscles.   Ã‚  Ã‚  Ã‚  Ã‚  In some patienst with rheumatoid arthritis, chronic inflammation leads to the destruction of the cartilage, bone and ligaments causing deformity of the joints. Damage to the joint can occur early in the disease and be progressive. Moreover, studies have shown that the progressive damage to the joints does not necessarily correlate with the degree of pain, stiffness, or swelling present in the joints.   Ã‚  Ã‚  Ã‚  Ã‚  Rheumatoid arthritis is a common rheumatic disease, affecting more than two million people in the United States. The disease is three times more common in women as in men. It afflicts people of all races equally. The disease can begin at any age, but most often starts after age forty and before sixty. In some families, multiple members can be affected, suggesting a genetic basis for the disorder.   Ã‚  Ã‚  Ã‚  Ã‚  The cause of rheumatoid arthritis is unknown.

Unit 066

027 Outcome 1 Describe some of the factors you need to consider when planning the indoor and outdoor environment; such as meeting individual needs, any specific risks to individuals, what you aim for children to achieve from exploring the environment, staffing etc. There are many factors that need to be taken into consideration whilst planning indoor and outdoor environments.Indoor environments need to ensure that they cover individual needs such as someone in a wheelchair will need room to move their wheelchair around the room so that they can use the same resources as a child not in a wheelchair, the indoor environment will need age suitable resources if it is a setting that is for 4-11 year olds there would not be 12 rated DVD’s and if it was a setting for 0-3 year olds then there would not be small resources laying around as they are choking hazards.The displays will have to be appropriate and safe no sharp objects should be left on display, The resources, displays and act ivities indoors will have to ensure that they are non discriminatory ensuring that anyone can be involved and that they displays are not just swayed towards one culture. The outdoors environment will also need to be planned carefully and safely but still allowing children to take risks so they can risk assess themselves, the outdoors area will also need to meet individual needs ramps will need to be installed for people in wheelchairs and young babies in prams.The equipment will have to be age appropriate and be able to be adjusted for children that have special needs. The outdoor area and indoor area both need to be planned to ensure that the children do not get bored they must easily be changed to ensure the children and young people stay stimulated but ensuring that they are safe and that the adults within the setting can see the children at all times and keep them safe. How is health and safety monitored and maintained in your setting? How are staff, children and visitors made a ware of risks and hazards and encouraged to work safely?I. e. risk assessments, golden rules and visual signs. Health and safety is monitored and maintained in the setting in which I work by a health and safety checklist this covers all aspects of safety and cleanliness including inside and outside, kitchen, toilets and fire safety this checklist is done daily. Risk assessments are done every six months these cover all the areas in which risks can occur such as the kitchen area, outdoor play area, school pick ups etc. We have a fire folder this is where we keep record of our fire drills that we practice every three months.There is a kitchen folder, which is where we keep records of our kitchen checks such as the temperature charts of the fridges and freezers. We have rules in the club, which all children are aware of, and each child has opportunities to create rules that they feel need to be in place if there is an issue that arises during a session at club then a circle time is arr anged to ensure all children are aware of what has happened and the consequences and what can be done to avoid this happening again.Staffs are made aware of the risks and hazards and are encouraged to work safely as they are shown and talked through all aspects of safety checks before they start and get regular practice at doing them. The children are made aware as we involve them as much as we can in the safety of the club for example doing regular fire drills with them allowing them to risk assess themselves. Visitors are made aware by having a chance to look through our risk assessments and health and safety checklists, as they are stored on the main desk in folders.Everyone is encouraged to work safely along side each other by following the rules and ensuring policies and procedures are up to date. What sources of information is available for planning healthy and safe environments? I. e. Every Child Matters, EYFS The sources of information that are available for planning a healt hy and safe environment are every child matters this has five outcomes these are; be healthy, stay safe, enjoy and achieve, make a positive contribution and achieve economic well being.This allows settings to go through ways they can help to achieve these outcomes, this may mean by having a more enjoyable outdoor are encouraging children to play outside staying healthy. The EYFS framework is split into six different areas it outlines standards for learning, development and care of children we can plan healthy and safe environments based on this as we can use the aims to plan activities and the layout of the room to encourage the devlopment.Identify and explain some of the principles under the Health and Safety at Work Act; such as COSHH and RIDDOR The health and safety act at work 1974 is the primary bit of legislation covering health and safety within the work place it has many principles that cover different areas at work such as COSHH this is control of substances hazardous to he alth this is a principle that ensures that companies are controlling substances that are a hazard it goes through how to control substances, what a hazardous substance is and different risk assessments on this.Another principle under this act is RIDDOR this is the reporting of injuries, diseases and dangerous occurrences, this principle ensures that companies report any serious accidents that happen at work and any occupational diseases. Management of health and safety at work is another regulations this one ensures that risk assessments are carried out as well as correct training and that all staff that are employed have the correct skills and training they need.Personal protective equipment at work regulation means that employers are to provide appropriate protective equipment and clothing at work. There are eighteen different regulations within this act. 027 Outcome 2 How do you monitor and review risk assessments? What happens to risk assessments when complete? Why do they need to be reviewed? Monitoring risk assessments is done by making sure that what is wrote is carried through the layout of our risk assessments ensure that all risks are identified in all areas and ways to overcome and ensure that harm doesn’t come to anyone.For example in the kitchen there is hot water this could cause burns and slippery surfaces to overcome this we block the kitchen off from the children and ensure that areas are sign posted and cleared up. When complete the risk assessments are filed away and new ones are added when needed for example if a child has crutches a risk assessment for this has to be wrote up these need to be shown to all members of staff so that they are aware and if any have been missed they will be added. Risk assessments are reviewed every six months. 027 outcome 3Explain why it is important to safeguard children whilst allowing for risk and challenge, taking into account there needs and abilities? It is important to safeguard children but still allow them to take risks and challenge as if we just said no to them doing things they would like to do they will never learn how to overcome these obstacles throughout life, for example a child wants to climb to the top of a climbing frame they will have to think of how the safest way to get up is if we say no the child may climb it out of protest without planning in their mind this would be more dangerous for them.It is important that we still safeguard the children and young people, as they will not be able to think through all the risks associated with what they are going to do they still need to feel protected as this will allow them to be willing to try new things for example if a child is learning to swim they may not want to try alone without an adult being beside them in fear of going under the water with an adult present they will use this as a safety cushion and be more willing to try.Children all have different needs and abilities so need to be safeguarded in different ways a child in a wheelchair will have different risks to a child not in one each risk assessment will be different. Some children will have more confidence than others this will also be a factor in how we safeguard them a child with more confidence is more likely to succeed in what they are doing so the way we risk assess them will not be as much as a child who is not confident in trying new activities may have to do something a few times in order to get confidence.Identify and explain some of the dilemmas practitioners can face when giving children the right of choice but also taking into health and safety requirements e. g. choice of toys too big for space allocated, outdoor play and weather being poor How do you encourage children to assess risks around them? The dilemmas practitioners can face whilst giving children the right of choice are the choice of toys a child may have a toy with a camera this may mean they may take photos of other children this may not be done to harm bu t other children may not like this to keep other children safe a no camera policy is in place.Some children may have small toys especially the older ones this may not be appropriate if you are in a setting which also allows younger children as if these toys are left around then parts may become a choking hazard. Getting the older children to think about factors like this will help to encourage them to do this with any item. 027 Outcome 4 Say what you would do in each of the following: A security incident Fire Missing child A child becoming unwell, including recognition of signs of illnessA security incident –If a security incident happened at work depending on the incident is how I would react, for example if someone that was unknown or someone who was dangerous got on the premises I would secure the building making sure all the doors and windows were secure, I would call the police and make sure that all the children are safe and calm and try to avoid panicking. Fire  œ If a fire occurred I would evacuate all the children, there is a member of staff that goes first ensuring that all children follow and a member of staff that goes after to check the toilets and take the register out.Once assembled at the fire point a register is taken to ensure all children and members of staff are out of the building. The children will be prepared for this by doing regular practices ensuring they all know where to assemble. A missing child – If a child went missing then I would make sure to shut all doors and windows in the setting just to check if they were hiding and to stop escape routes then I would check the inside and outside area checking with the other children if the child still was missing then the police and parents would need to be contacted straight away.A child becoming unwell, including recognition of signs of illness – If a child started to look unwell or complained of not feeling well then depending on the illness and symptoms is ho w I would respond, for example if a child was complaining of a headache I would give them a drink of water and get them to have a lay down, I would keep an eye on the child’s conditions and keep a record in the accident book of what has happened and what care has been given to them. If it was sickness or a bug then I would contact the parents to arrange pick up to avoid contamination in the club of the other children.What procedures do you follow for recording and reporting accidents, illness and any other incidents? The procedures that are followed to record and report an accident are we have an accident book this is where all records of any accident that has happened at club or in school that have got worse at club are kept it states the date time and location of the accident, what happened during the accident and then if any treatment was given for the accident it is shown to the parents and signed by the staff present and the one who gave the treatment and the parent to s how that they are aware.The same is recorded for an illness. Other incidents are recorded on our incident forms or medical forms an incident will state what happened and where and what was done following the incident this is shown to the parents and signed by both the employee and the parents then a copy is given to any parties involved. A medical form is used for when a child has a medical condition and need medicine administered in will have the dose and at what time it was given this is pre signed by the parent to give us permission to give the child the medicine. 66 Outcome 1 Explain Every Child Matters Every child matters is five outcomes these outcomes are; be healthy, stay safe, enjoy and achieve, make a positive contribution and achieve economic well beings. It is set by the government. It has a detailed framework this requires that all parties working with the children work together to make sure these aims are worked towards. Explain your setting procedures on reporting and line of responsibility in regards to meeting the welfare of children i. e.Senco, Safeguarding Officer, Health and Safety Co-ordinator The settings procedures on reporting and line of responsibility in regards to meeting the welfare of children are, if a child is at risk the deputy manager and manager are informed then social services are contacted. In regards to SENCO the child’s key person will have the responsibility to report their observations with them. 066 Outcome 2 Explain your procedures for each of the following: The arrival and departure of children Taking children on outings/visitsThe arrival and departure of children. – The procedure of the arrival of children is different depending on each school they all have an individual pick up these are all risk assessed the schools such as cherry tree and Fairhouse the children are collected from their schools and walked to the setting where as the other schools are collected and bought on the mini bus. Once all chi ldren have arrived they hang up their belongings and are signed in and counted on the register. The departure of children is when they are collected by their parent/carer.The parent has to be recognized and stated on the registration forms as to be the collector they have to be signed out of the register if the parent states that someone else is picking their child up a password has to be given to the collector and us so that we know it is the correct person. Taking children on outing/visits. – These are all risk assessed before hand. The children are counted and given a fleece cap and badge with the setting logo on so that we can recognize the children wherever they are. They are hen walked or bought on the bus to the trip whilst on the trip all children are watched and have rules that have to be followed. Explain why it is necessary that there are minimum requirements: Space why are there space requirements? s Staff ratios why do ratios differ for children of different ages ? In order to maintain children’s safety. There are minimum requirements in place in regards to the space in the setting and the ratios to adults and children to maintain children’s safety. There are space requirements because there are fewer accidents and there is not a risk such as fire risks.Children need to have the ability to move around without the requirement the setting may be over crowded this not only makes the setting unsafe it makes it less appealing for the children. There are staff ratios in place as if there is not adequate staffing the children may be overlooked and this is when children go missing it will impact the children’s safety. The staff to child ratio is currently 1 adult to every 8 children that are under 8. 066 Outcome 3 Explain how you promote children’s health and well being in your setting; healthy eating, outdoor play, personal care.In the setting where I work we promote children’s health and well being by doing many things, for example we ensure that we include fruit and vegetables in our menu, we ensure that fresh water is available at all times, outdoor play and activities are planned for everyday. In our setting we have posters around the club that encourage physical movements and healthy eating. We make sure that children’s hygiene within the club is monitored so that they wash their hands before they eat and drink and after being to the toilet and after outdoors play.We make sure that if a child is showing symptoms of being ill they are treated and the parents/carers are called to collect to ensure that the other children do not catch the illness, this is to prevent infections and cross contamination within the setting. Describe some of the roles of key health professionals and sources of advice that are available to support the health and well being of children and their families; nutritional advisors, health visitors.There are key health professionals and sources of advice that ar e available to support the health and well being of children and their families, for example nutritional advisors their role is to educate families and children into a healthy lifestyle they will go into schools and do groups with children and for parents and encourage children to change what they eat to a more healthy plan they will give advice to parents on how to make vegetables and fruits more appealing for children who may not want to try them.Health visitors main role is to prevent illness and promote helping people to stay healthy, they cover a wide range of health areas such as growth and development, infections, behavioural difficulties, problems involved with new babies such as breastfeeding, Some health visitors run groups for advice and support.School psychologists also are key health professionals they provide emotional support for children they will consult with all parties involved with the children such as the parents and teachers to find ways to help children they w ill cover educational difficulties and any other difficulties that children may be having at home or school. 066 Outcomes 4 Identify some of the principles of safe food handlingSafe food handling is a vital part of food preparation; some of the principles of this are; sanitizing all food preparation equipment before use, heat and cool foods correctly for example do not cook a chicken and put it in the fridge until it has cooled to the correct temperature. Checking expiry dates on food to ensure that they are not gone off as this can cause serious illnesses. Whilst preparing raw meat hands must be washed after and before touching anything else. Washing hands is an important principle to avoid contamination. s How should formula and breast milk be prepared and stored?Formula and breast milk need to be prepared within regulations this means it needs to be thoroughly cleaned and sterilized and as always hands need to be washed. Formula should be made up before each feed and not stored a s this increases the chances of a baby becoming ill. Fresh tap water should be boiled in a kettle the water should not cool to less that 70 degrees centigrade, the water that has been boiled needs to be poured into the bottle, following the guide on the packet of formula the correct amount of formula needs to be added.After re adding the lid the bottle needs to be shook to mix the formula with the water it then needs to be left to cool testing it by using your wrist it needs to feel lukewarm and not hot. If the formula needs to be stored it should be stored at the back of the fridge below 5 degrees centigrade the feed should not be stored any longer than 24 hours and to reheat it should be placed in a bottle warmer or a container of warm water.Breast milk should be expressed into a clean bottle once this is done and at the setting it should be stored for only up to 24 hours, if it is to be used after this it can be frozen for up to 6 months if it is kept in a 0 degree freezer. It ne eds to be stored the same way as formula at the back of the fridge and not at the front; it should be prepared by placing it in a bowl of warm water. 066 Outcomes 5 Why should you recognise children’s dietary requirements? How do you make sure that this information is shared with those that need to know?Dietary requirements include allergies, intolerances, vegetarians, and religion. It is important that we recognise these requirements so that we do not make a child ill a child who has a serious allergy may have a anaphylactic shock if given the wrong food this can make them seriously ill. Another reason why we should recognise these are so we do not offend a child for example a Muslim child may not be allowed to eat pork to give this to the child may upset them.In the setting in which I work we have a list that is on show in the kitchen, a list that is in the kitchen folder which is checked everyday, when a new child enrols we make sure parents inform us of any requirements s o that they can be added to the list this is updated as and when we are informed. What are the government guidelines on healthy eating? What is considered to be balanced meals, snacks and drinks? Include cultural variations and its principles.The government states that we should have five portions of fruits and vegetables every day, but children also need to know what a balanced meal is this should consist of food that contains essential vitamins, sugars for energy and other food groups needed to help children develop. The government website shows that we should consume a diet of; †¢ Plenty of starchy foods †¢ 5 portions of fruit and vegetables †¢ Moderate amounts of protein-rich foods †¢ Moderate amounts of milk and dairy †¢ Less saturated fat, salt and sugar.Cultural variations may be that they may view what some view as healthy such as pork as unhealthy, in different cultures they may use different ingredients. Some cultures do not eat cold foods during t he cold months. How can you educate children in healthy eating and food management; such as: Portion control Food phobias Tackling under and over-weight children Portion control – we can educate children in this by using smaller plates children will be less likely to put loads of food on their plate this way.By letting children serve their own portions will encourage them to realise the sizes of servings. By providing a bit of food from each food group and encouraging them to take a scoop of food from each one. There are many activities that can also be done such as designing your own plate that is split into segments. Meal planning games and stories. Food phobias – We can educate children in this by showing that we don’t have food phobias if a child is around people who never eat fish then they will have never tried this and may only have one opinion on it.By encouraging the children to try it with you may help. Activities such as guessing what food they taste may help to move their food phobias. Children who have phobias of certain foods may need it to be mixed to make it look taste better children like dips so this may encourage them. A child may have seen on television that models are size zero and may be pressured into only eating very little this could make them ill by boosting their self esteem this may help. Tackling under and over weight children –These both could be a part of an illness but also a part of not enough education in this field.Under weight children need a balanced diet, by allowing them to help to prepare meals then they may be encouraged to eat more as they have made it, it is important that we do not encourage them to eat the wrong types of foods. Overweight children need to be educated in a healthy diet and physical play this can be done through activities and posters and letting them be involved in planning. 066 Outcome 6 How is medication given in your setting and how is this recorded? How is medication s tored?Medication is only given within the setting if a parent/carer has signed a medicine consent form this will state what the medicine is called and the amount to be administered. If a child needs medication then it has to be administered by a first aid qualified person and correctly, then the child needs to be watched to record how they are feeling as well as what dosage they have recovered the time and date and who administered it. Medicine is either stored in the fridge or in a filing cabinet depending on the medication it is easily accessed and labelled clearly as to whose it is.What do you need to consider when lifting and carrying children also include moving large pieces of equipment? What measures are put into place in your setting to prevent injury? What regulation covers this? When lifting and carrying children and moving large pieces of equipment you have to take into consider the age of the child for example if it is a baby it needs to be fully supported especially its back and neck. Where as if it is an older child then it is able to hold its head.When lifting a child the physical abilities of the child need to be took into consideration as this could cause injuries to both child and staff member. If there is a need to lift children on a regular basis then appropriate training should be given. In certain cases lifting hoists may be available. The same rules apply to when carrying large pieces of equipment, spinal and back injuries can be caused if lifting is not done correctly it is easy to make mistakes so by following correct procedures then both yours and the children’s safety are put first.In the setting where I work the measures that are put in place to prevent injury are ensuring all the employees have the correct training that they are required to have, health and safety checks are done daily to prevent accidents and that constant observation is a necessary by knowing where all the children and staff are means that if an injury doe s occur then it can be treated straight away.The regulation that covers this is the health and safety at work act, In this act is a section called the Manual Handling Operations Regulations 1992 this states that if the task shows a possibility of injury it should not be done, it also states that if a worker is in pain they should not carry out the usual tasks such as lifting.It states that you need to communicate with other employees you should not ask them to do a task such as lifting a child if you know they are at risk of injury you should inform your manager and fellow employees of any injury you may have so that they can do the lifting and give you other duties, it states that the employee must follow company rules on manual handling and that you should take care to ensure that you do not put any others at risk for example if you were to lift a child you should do so in a way that does not put them at risk of injury.