Stanislaus Military Academy developmental model and plan

Table of Contents Problem Identification Research theories related to the problem Measurable objectives related to the problem Participants and change agents Problem Diagnosis Procedure of solving problem References Problem Identification In organizations, development of models and plans facilitates the achievement of objectives through scientific approaches. Stanislaus Military Academy seeks to roll out a plan that will oversee the training of Marine Corps Junior Reserve Officers’ Training Corps (MCJROTC). Through the plan, the institution aspires to develop informed and outstanding citizens in cadets.Advertising We will write a custom proposal sample on Stanislaus Military Academy developmental model and plan specifically for you for only $16.05 $11/page Learn More The program also seeks to develop the trainee’s leadership skills by strengthening their character and comprehending the fundamental aspects of the national security. Throu gh the training, the military academy will help in the formation of self-disciplined individuals who will not only be in a position to develop respect for the authority in a liberal society but also understand the factors that underpin the constituted authority in the American society. Stanislaus Military Academy faces challenges in implementing the program that will see the cadets receive the training in line with the articulations of the constitution. With its main objectives being to instill virtues of discipline, respect, courage, commitment and honor among the cadets, the organization has apparent challenges in the achievement of these ends. The institution should be in a position to conduct impeccable training by identifying the challenges and implement the proposed changes in the organization (Michael, DiPaola Wayne, 2008). Notwithstanding the problems that the organization is facing, it has been in a position to solve real problems affecting the youth by developing their sk ills and forming their character in line with the needs of the country and dynamic American society. Nonetheless, identification process and lack of consent by parents has been in the forefront in impeding the organization’s ability to adopt necessary changes. Therefore, the main problem affecting the organization is the apparent lack of responsiveness to the needs of the young people and society. Addressing the needs will lead to improvement in the training process and achievement of desirable outcomes. Research theories related to the problem From the outset, Stanislaus Military Academy is categorical that it does not aim at training the young people as an entry point to a military career. It recruits young people in 9th grade through 12th grade. The young people stand a chance to learn in an environment that has high-level discipline and that which emphasizes on character modeling and high academic performance. While we consider that that the institution is able to train c adets, it is a necessity that the academy be in a position to engage cadets in matters relating to training and have them understand the content and ways that the training can address their pertinent issues. To that end, it is imperative to consider the cadets as active learners and not just mere recipients of the training content (Michael et al., 2008).Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Involvement of young people and cadets in the training activities facilitates the achievement of objectives since they comprehend the expectations of the society, institution and the community. According to cognitive and learning theorists, it is of fundamental importance to ensure that learners comprehend what the trainers expect from them (Buchanan Huczynski, 2007). This draws them closer to the main theme of the learning, which in turn arouses curiosity for them to perform to the expect ations of the training. Therefore, the institute ought to equip the potential cadets with information on the content of the program instead of introducing new methodologies to them upon enrollment. To equip the cadets with the information prior to the enrollment procedure, the organization ought to ensure it embraces changes to meet this demand. According to Buchanan Huczynski (2007), there is the need to enhance institutional responsiveness to the process of change. The rationale is that numerous people rarely accept changes and is upon the change agents to convince the stakeholders on the necessity of changes. In this respect, the staff at the military academy should be in a position to explain to all people that the changes that it is implementing are long overdue and are aimed at increasing the organization’s ability to achieve its goals (Michael et al., 2008). In addition, it is important for the change agents to expect resistance to change since many people have emotio nal attachment with the status quo. During the recruitment process of the cadets, the institute ought to be aware that the youths require cognitive development. This will enable them to attain professional progression and self-development. Michael et al. (2008) say that cadets’ skills development is largely dependent on the amount of time that the trainers use to develop the cadets’ academic needs. This allows them the ability to bring out innovation and creativity in dealing with life situations and particularly, in military academy. To achieve these ends, the academy should have measurable results and monitor the progress of the changes and objectives. Hoy Hoy (2009) argue that evaluation and monitoring approaches that assess the skills development among the cadets are appropriate in highlighting the ‘real’ achievement rather than theoretical comprehension of the skills. This will enhance the ability to make important real life decisions and attain prob lem-solving skills. Better still, the academy will be in a position to nurture a holistic individual who will not only suit the military but also in other careers.Advertising We will write a custom proposal sample on Stanislaus Military Academy developmental model and plan specifically for you for only $16.05 $11/page Learn More It is essential to design a learning context that depicts the aspirations and expectations of the society. The society constitutes a high-level stakeholder of the military academy and as such, it should influence the learning environment of the cadets. To achieve this ends, the institute ought to ensure that the content and the environment it designs should be in a position to solve problems and address community needs. Indeed, cognitive theorists argue that any learning experience ought to have the objective of solving problems and imparting suffice knowledge on the trainees (Hoy Hoy, 2009). Stanislaus Military Academy will th erefore be in a position to have many community members of the county seeking to get training from the institute owing to improved ability of graduate cadets to solve community, social and personal problems. Stanislaus Military Academy should focus on challenges and embrace the appropriate corrections. This should start right from the recruitment and selection of potential cadets. Theorists assert that recruitment process is vital for identifying the right candidates for the position (Hoy Hoy, 2009). It should transcend the few aspects that are mandatory for qualification and pay focus to social background of the cadets. The rationale is that socialization process influence people differently and affects the patterns of interaction and knowledge acquisition. The Senior Military Instructor (SMI) ought to utilize the skills of recruitment in order to have a cohesive and an objective group of trainees who also share same goals and expectations. This should begin by informing them on w hat the program entails and what it may be able to solve both in the short term and in the long term. This will be a good start that the cadets can evaluate the importance of the program and consequently be able to manage their expectations. Measurable objectives related to the problem For a development plan to be effective, it ought to have measurable goals that will act as indicators of the progress or failure that organization has made. To assess the problems, there is also the need to assume empirical approaches to have the information on the current problems that the institute faces. First, the implementation of MCJROTC should be measurable through the responsiveness of the organization to the program. The instructors should be in a position to observe the differences that the students have made in terms of improving their leadership skills, respect, honor, courage, discipline and commitment.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Michael et al. (2008) point out that the comprehension of the content of the training is an indicator of the goals that the organization seeks to achieve. Hence, a needs analysis, implementation and evaluation of the program should be backed by sound research and problem identification process. Second, the organization should have a consistent method of measuring the achievement of its goal of enhancing responsiveness to the community needs and expectations. Through the implementation of the changes, the military academy should be in a position to assess the expectations of the community and design its training in line with the community needs (Buchanan Huczynski, 2007). This starts with assessing the community needs, which should reflect the training objectives. The rationale is that Stanislaus County has expectations of the academy to form characters within the society who will be able to steer development within the context of the community. It is imperative to ensure that the o rganization has a scientific method of measuring the levels to which the program has met the needs of the community and their expectations. Third, the organization ought to enhance its measurable objectives of ensuring that the organization is in line with its aspirations of recruiting young, motivated and informed cadets. The recruited cadets should meet the set criterion and ensure that the organization is able to achieve its goals of equipping them with the requisite leadership skills to mention but one aspect. ability to recruit cadets from secondary schools having the right attitude and basic requirement procedure should be a measurable indicator of the progress that the organization has made (Hoy Hoy, 2009). Besides, the level of suspensions of cadets also serves as an indicator of the underlying problem of recruitment. This is imperative in ensuring that the changes that the organization will be implementing will be evaluated in comparison with the goal. Participants and cha nge agents Any success in the process of change comes about owing to the ability of involving all stakeholders of the military academy. Buchanan Huczynski (2007) pinpoint that the most important participant in the process of organizational change will be the community. The community ought to provide the institute with a framework of the training program shaped by their expectations. This is in lieu of the fact the society will be in a position to evaluate the cadets after their graduation. The individual they see from the institute ought to be able to solve community problems and address the apparent needs in the community. The graduates should add value to the lives of other societal members after the training. They should also be in a position to take up leadership roles available in the community and exercise their skills to inspire change and development within the community. Second, the military academy should be able to involve all the internal stakeholders of the organizatio n in rallying them to embrace change. Organizations are able to achieve success by ensuring that the employees, instructors and the heads of the academy comprehend the need for organizational development that is only achievable through the change process. According to Hoy Hoy (2009), the internal stakeholders of an organization make up a group that has high influence on the implementation of changes. The ability to reduce the ever-present resistance to change reflects high skills of the change agents to institute new ways of operating. Further, it is important to involve all the cadets who are the primary beneficiaries of the military training. The organization should adopt alternative methods of imparting leadership skills on an individual and involve the trainees in the development of the content with an aim of achieving even more improved outcomes (Michael et al., 2008). The cadets ought to have full information regarding the objectives of the training and expectations of the in structors and the community. Lack of involvement of the cadets could result to impaired skills development and shift in the organization’s goals. Other stakeholders include both the federal and state governments whose influence is apparent. The military academy operates with the laws entrenched in the constitution and adopted by state authorities. Implementing far-reaching changes will therefore imply that the organization ought to be in line with the laws that govern the military training. Besides, the state and federal government remain the major oversight bodies mandated to ensure that the process of MCJROTC achieves the national goals and is in line with the government’s expectations. In addition, it is important to notice that the government formulates policies and rules that provides the schools with a framework to offer military training. Hoy Hoy (2009) say that the change agents should be wary of a plan that distances the academy from the goals of the federal and state governments. Finally, the change agents will include the instructors and heads of departments who have the mandate to inspire the process of change and improvement. Chester Thomson (2003) explain that the change agents should motivate others to work together to improve the outcomes of the academy. They should also be in a position to employ their leadership skills and styles to achieve the objective with success. Problem Diagnosis The current problem within the academy should draw inspiration from continuous process of evaluation and assessment. This implies that the organization should evaluate the achievement regularly and possibly after very semester. This is important since it provides a platform through which the change agents are able to make necessary changes and draw the academy closer to achievement of the goals. This is in terms of the implementation of training problem that helps the cadets to solve real life problems and improve the community welfare. The asse ssment process for the entire four years since the recruitment of the cadets should draw comparison from the current situation. The disparity that exists between the aspired position and the current situation ought to reduce as the implementation of the changes gains momentum. This is in terms of recruitment procedures, content development and adherence to regulatory bodies and frameworks (Chester Thomson, 2003). This will lead to amicable solutions to the apparent organizational needs and enhance improved outcomes. Another aspect of the problem deals with designing the objectives of the military academy to match the expectations of the community. The expectations of the community are that the military will be in a position to train young people and equip them with the necessary skills to become responsible, respectful and knowledgeable citizens. Deviation from these objectives should be a cause of alarm and should call for review of the outcomes envisaged by the academy. There sho uld be a distinction in character and behavior of the graduates of the military academy and conventional graduates. The graduates of the school ought to exercise their acquired skills for personal and community development (Michael et al., 2008). This should be the yardstick of evaluating other underlying problems exhibited in the organization. To that end, Stanislaus military academy ought to ensure that it strives to achieve this end to not only increase its reputation but also to provide the correct learning context that produces the desired behavior and character of the cadets. Procedure of solving problem At the outset, the organization should have a systematic way of resolving its outstanding issues. It ought to begin by getting a basic framework of understanding the expectations of the cadets and the community. Chester Thomson (2003) articulate that this is important since it helps the organization to design a change management process that addresses the issues raised by the stakeholders. If the stakeholders accent to the proposed move, Stanislaus should assume a strategy that coincides with the opinions, expectations and the desires of all stakeholders. Secondly, the explication of the ways in which the proposed changes will affect the employees should be a mandatory process for the plan to achieve its goals. This helps the change agents to explain the idea behind any change process and ways that the organization stands to benefit from it. This also reduces the risk of resistance to change which could challenge the implementation of the program. This is in light of the view that organization’s internal stakeholders such as the employees and instructors have familiarized themselves with the routine of operating and it may take time for them to internalize the proposed changes (Chester Thomson, 2003). Throughout this process, the change agents and leader should adopt appropriate leadership style typical of support and honesty. This is in additio n to keeping all the stakeholders informed on progress that the organization has made regarding the changes. Third, the organization should begin the implementation process where the review of the training content and manuals ought to begin. The academy should also upgrade the skills of the existing employees and instructors to suit the current training needs exhibited by the cadets. The implementation phase may seem to be the most difficult stage of initiating change since practical changes begins to appear within the processes of the academy (Hoy Hoy, 2009). Besides, it may lead to changes in skills development and other aspects of the employees who had familiarized themselves with the conventional routines, roles and duties. Monitoring and evaluation is important to enhance the measurement of the objectives and the outcomes of the process of change (Michael et al., 2008). This continuous process utilizes scientific models and approach to analyze and interpret the change outcomes . Evaluating the gains and losses that the organization may have made is critical to appraise the change. This way, the organization is able to understand the effect of the changes and make possible changes where necessary. References Buchanan, D. Huczynski, A. (2007). Organizational Behavior. London: Prentice Hall. Chester, B. Thomson, K. (2003). Organization and Management. New York: McGraw Hill Publishers. Hoy, A., Hoy, W. (2009). Instructional Leadership: A Research-Based Guide to Learning in Schools. Boston, MA: Pearson Education, Inc. Michael, F., DiPaola, M. Wayne K. (2008). Principals improving instruction: supervision, evaluation, and professional development. Mason OH: Pearson/Allyn and Bacon. This proposal on Stanislaus Military Academy developmental model and plan was written and submitted by user Tal1sman to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Daniel Webster essays

Daniel Webster essays The book that I read was entitled Daniel Webster and the Rise of the National Conservation. It was written by Richard N. Current and was published in the year of Daniel Webster was brought into this world on the 18th day of January in the year 1782 in the valley of the Merrimack, near the middle of New Hampshire. He was son of a farmer and never really lacked attention while he was growing up. Webster demonstrated startling powers of assimilation and retention even as a child. He received the best of his early education from newspapers, his mothers bible, political gossip throughout the town and listening to his fathers fascinating tales of great men and their battles. Webster graduated from Dartmouth college in 1801 and shortly after, in 1807 he opened a legal practice in Portsmouth, New Hampshire after a legal apprenticeship. Daniel was a leading lawyer, a wonderful orator, a father, husband, and statesmen. In 1812 he was elected to the United States House of Representatives due to his opposition to the war of 1812. In the year of 1816, Webster left the congress and moved to Boston with his wife and two children to the growing New England metropolis. Soon after his move he was earning about 20,000 dollars a year, yet still borrowing large sums of money from his friends. During this period of Websters life he won many major constitutional cases. In 1820 Webster believed that protective tarrifs would multiply the dangerous proletariat, and he was strongly opposed to them. A few years later in 1823 Webster returned to congress from Boston, and in 1824 he met the irrepressible tarrif advocates again and battled with their greatest successor, Henry Clay. In 1827 Webster was elected senator from Massachusetts. The six years ahead of him were going to stand out about all of his honors in the never-ending tourney of political debate. Unfortunately, the mother of his four children who had always c...

Predicting the Presidential Election with Baseball

Predicting the Presidential Election with Baseball Can the winner of the World Series predict who will become President of the United States? If the American League wins, will that mean a win for the Republican candidate? If the National League wins, does that mean a Democratic president for the next four years? A 24-Year Hot Streak Up until  the 1980 presidential election, it appeared that the World Series was an accurate predictor of the presidential race. From 1952 to 1976, whenever the  American League won the World Series, the President to win in that years election was a Republican. If the National League won, then the election went to the Democrat. However,  the Series hot streak ended with the 1980 election. That year, the Philadelphia Phillies, a National League team, won the Series and Ronald Reagan, a Republican, won the White House. Since then, the World Series has accurately predicted the presidential race 5 out of 9 times, giving is a batting average of 0.555 (or round it up to 0.556, if you must). Thats a very good average for baseball but otherwise is not much  better than flipping a coin. Seven-Game Sage The Series is a better predictor of presidents when it goes to seven games. In all of the following election years, the Series got it right. If an American League (AL) team won, so did the Republicans; if a National League (NL) team won, the next president was a Democrat. And the winners were... 1924: Washington Senators (AL) and Calvin Coolidge (R)1940: Cincinnati Reds (NL) and Franklin D. Roosevelt (D)1952 and 1956: New York Yankees (AL) and Dwight Eisenhower (R)1960: Pittsburgh Pirates (NL) and John F. Kennedy (D)1964: St. Louis Cardinals (NL) and Lyndon Johnson (D)1968 and 1972: Detroit Tigers (AL) and Richard Nixon (R) Another (Brief) Streak The Series got hot again in 2000 and accurately predicted the next four presidents, starting with George W. Bush. Actually, it was only two presidentsBush and Obama, both of whom won reelectionbut you cant fault the Series for that. In 2016, it was almost too close to call. The Cubs (National League) won, but so did Trump (Republican). Maybe the Series was banking on the popular vote, which was won by Democrat Hilary Clinton. Darn that electoral college! Other Sure Things? Many Americans swear by patterns and coincidences to help them predict presidential elections. Other examples of predictors from past and present years include the following: If the Washington Redskins win the week of the election, this means a win for the incumbent party. This has held true since 1936.Whichever candidates likeness is on the halloween mask that sells the most will be the next president.  When companies produce competing products, the one that sells the most is supposed to predict the winner. For example, if a company has cups with images of the Republican and Democratic candidates, the one that  outsells the other would be a predictor.If the Dow Jones Average goes up between  August and October, this predicts a win for the incumbent.If the Los Angeles Lakers win the the championship, then the Republican candidate will win. Obviously some of these predictors have a greater basis in reality than others. While most people would say that the Lakers or the Redskins winning is more chance than anything else, the state of the economy does have a huge impact on the presidential election. After all of these predictors, are we any closer to knowing who will win the next presidential election? The answer, of course, is no. However, one thing is fairly certain: to cover their bets, it is more than likely that the Republican candidate will be rooting for the American League team and the Democratic candidate will be cheering on the National League team when the first pitch is thrown in the 2020  World Series.

Turism and Hospitality Essay Example | Topics and Well Written Essays - 1500 words

Turism and Hospitality - Essay Example Information and Communication Technology (ICT) techniques are seen to be an answer to such a dynamic business environment. Five themes driving the future of international hospitality industry include information technology, assets and capital management, capacity control, safety and security, and management skills (Olsen in Olson and Connolly, 1999). With the example of airline reservation systems in the 60s to the Central Reservation Systems to the current Global Distribution Systems providing holistic tourism products such as information, reservations and linkages with stakeholders, ICTs have become indispensable. Further with the society changing into 'information knowledge society', business organizations are turning to newer information technologies for survival and competitiveness (Gratzer et. al, 2003). Go (in Buhalis, 1998) identifies some of attributes of ICTs acting as drivers of tourism globalisation. These include, 'cost drivers' in terms of increased efficiency, low distribution cost, low communication cost, low labour cost, minimisation of waste factor and facilitator of flexible pricing; 'market drivers' satisfying sophisticated demand, offering flexibility in operation, supporting specialization and differentiation, providing last minute deals and accurate information, supports relationship marketing strategies for frequent flyers / guests, there is quick reaction to demand fluctuation, multiple / integrated products can be offered and results in better yield management, corporate research and marketing research; 'Government and regulatory drivers' such as support from Government, deregulation and liberalisation and 'competitive drivers' as strategic tool, managing network of enterprises, value-added skill building, flexibility, knowledge acquisition and a barrier to entry . ICTs: Implications for Tourism Industry Poon (in Gratzer et. al, 2003) has described the implications for tourism industry caused by information and communication technologies (ICT). These include, change of rules in the industry; change in role of each player involved in the process of value-creation; facilitation of 'new, flexible, and high quality travel and tourism services that are cost-competitive with mass, standardized, and rigidly packaged options' and transformation of tourism from 'mass, standardized, and rigidly package nature into a more flexible, individual-oriented industry.' Marcussen (in Gratzer et. al, 2003) cites the example of European online travel market to be worth 14 billion Euros by 2006. Buhalis (1998) suggest a multi-dimensional strategic framework for use of information technology and illustrates the strategic implications of information technology for the tourism industry. Strategic Framework for Information Technology in Tourism (Source: Buhalis, 1998, pp. 417) Buhalis (in Buhalis, 1998) illustrates role of information technology in facilitating both intra- and inter-organisational communications and functions. Within a tourism organisation, information technology facilitates management functions such as 'strategic planning, competition analysis, financial planning and control, marketing research, marketing strategy and implementation, pricing

Motor Industry Essay Example | Topics and Well Written Essays - 1500 words

Motor Industry - Essay Example The government is trying to reduce people's reliance on cars and get them to use the public transport network, which may well be good news for buses. Unfortunately they appear to be using the stick and stick approach to getting people out of their cars. Consumer confidence in the new car market is currently in a downturn. This is due to a number of factors. Firstly, rising interest rates mean that the cost of car ownership is increasing (due to the increasing cost of loans needed to pay for owning me a new car). Also the rise in interest rates means that there is less income available for spending on a new car. There is also a lot of consumer uncertainty in the costs of fuel. Taxation is also playing a part; taxation rules now view company cars as a benefit to the employee rather than its necessity of doing the job. And as such taxation rules regarding them are tightening sharply it is no longer much of a benefit to have a company car - although they can be considered a status symbol. A higher proportion of households now have more than one vehicle and this has led to a number of interesting effects. There are a growing number of women in the workplace, and as such or ownership amongst women is going up. In addition as households have more than one vehicle, those vehicles are becoming differentiated. ... A household may well a people carrier or large vehicle for family use and a smaller or sportier car for personal use. T - Technological - How new and emerging technology affects our business There are two main technological challenges to the modern motor industry. Firstly there is a change to the way people buy cars. Due to the internet people are able to research their choices more thoroughly. For example, J.D Power and Associates studied nearly 30,000 car buyers in 2002 to discover that more than half the buyers look at the internet before making a buying decision about a car. Additionally nearly 90% of car buyers visit the car manufacturer's website to get a better idea about the look and feel of the car. Therefore, the use of technology in this area is an essential requirement for car manufactures of today (Baki et. al., 2004). And secondly a quotation from the introduction to the Automotive Electronics show: "What sort of car will you be driving in ten years time The most significant difference will be the use of electronics to make cars safer, smarter, less polluting and more enjoyable to drive. Tomorrow's road vehicles will have significant in-car processing power to lighten the driver workload and will be able to communicate with the road infrastructure receiving advance warning of congestion or other hazards. The possibilities appear endless and limited only by our imagination. The two major drivers will be to reduce road accidents and pollution as car ownership rises in the decades to come." L - Legal - How local, national and world legislation affects us The Society of Motor Manufacturers and Traders did a survey in 2006. Nearly 90% of respondents said that legislation had

Impact of the Financial Crisis on Lehman Brothers

Impact of the Financial Crisis on Lehman Brothers The impact of the financial crisis that leads to the bankruptcy of the Lehman Brothers. Abstract The 2007-2008 financial crisis can be defined as the collapse of the world financial market and it is the economy financial meltdown since the great depression. The financial crisis begins in the United States of America and spread to other part of the global economy in different countries. During this time, it affects many institution and other business such as the collapsing of some banking institutions one of which is the Lehman Brother. These banking systems in America and abroad suffers severed economic losses which forced them into bankruptcy. The economy was in the worst condition than ever and businesses was basically reluctant in combating this devastating financial crisis. The governments put fort strategic plans that will help stabilize the economy condition, they try to assisted the banking system from collapsing but financial crisis continued for many years as a worldwide recession in the European Union and debt crisis. Even though the government intervention was prolong ed this was not sufficient for some of the banking institution. On September 15, 2008, the Lehman Brothers filed for bankruptcy due the collapse of the financial system.ÂÂ   This paper is written to show the causes of the financial crisis and what strategic strategy the feds took to combat the situation. It also looks at the how the 2007-2008 financial crisis trigger the bankruptcy of the Lehman Brother. Keywords: (Financial meltdown, Lehman Brothers, Bankruptcy, Recession). The impact of the financial crisis that leads to the bankruptcy of the Lehman Brothers. The Lehman Brothers was one of the largest investment banking institution in the United States of America. During the financial meltdown of the 2007-2008 financial crisis the state of the chaotic economy was in such a devastating condition. There were many sustainable factors that was used to help stable the economy, but even though several financial institutions were saved by the government proactive strategies, the bankruptcy and collapse of the Lehman Brothers remains a tragedy and instead of following protocol of rescuing the Lehman Brothers company the government sat back and allow the Lehman Brothers to fail. The seemingly triggers and panic of the crisis was basically hidden losses. Causes of the 2007-2008 financial crisis One of the primary cause of the 2007-2008 financial crisis was the overflowing of the housing sector in the United States of America that rises in 2005-2006 and because of this, the mortgage rate become default and people cannot pay their mortgage. According to Fried (2012), due to this situation, the banks commence in providing more credits to home owners resulting in higher interest rate and increase housing price. The rise in the housing price seen in the United States in earlier years following the financial meltdown was as a result of the amount of credit made available that was driven by the enormous cashflow of foreign currency into the country. The real estate market also struggled in the United States because of the increase of the real estate standards and careless consumer spending (WEB: 2012, Fried). During this time is was very easy for individuals to retrieved loans such as credit card, car loan, mortgage etc., which results in the unexpected debt of loan lending among banking institutions and consumers.ÂÂ   The was also a rise in the collateralized debt organization and mortgage securities that obtained their value from mortgage payments. This makes it easier for investors from all over the world to invest in the housing sector and as the housing price went down, the financial institutions that borrow money to invest went down and repost huge losses. Secondly, another factor that is responsible for the 2007-2008 financial crisis was the existence of easy credit obtained by consumers.ÂÂ   In the previous years before the financial crisis, the Feds decrease the federal vault requirement to 1.0% from 6.5%. This was primarily to rebel against the danger of deflation in the economy, but this aggressive move along with other factors create an increase in the demand of financial assets and therefore, increase housing price while reducing the interest rate (WEB: 2012, Fried). Another reason behind the financial crisis was the sublime lending by financial institutions such as the banking systems. The rapid increase in the real estates industry created intensive rivalry among mortgage lender competitors and the quantity of creditworthy borrowers dwindled and this made many lenders institutions feel comfortable in extending credits to borrowers. The government also subsidized business enterprises who maintained minimal underwriting standards during the previous years before the financial crisis. As this happen, it increases the chances of the mortgage standards to decrease and risky loans. Some of the statistical figure release by the international monetary fund (IMF), there was some major banking institution that incurred losses of more than one trillion from bad loans assets credits and there would be greater losses if the Fed didnt do something to assisted these banking institutions. The financial meltdown as led to the bankruptcy of many mortgage institution lenders and because of this several banking systems went under pressure and some was taken over by government institutions. Several of these institutions are Lehman Brothers, Citigroup, Merrill Lynch, etc., The impact of the financial crisis on Lehman Brothers. The article entitled Crash Course there was no doubt that the downfall of the investment bank the Lehman Brothers was a major cause of the financial crisis meltdown. There were doubtable reasons circulating as to why the government allow the financial institution to collapse, because the government bailed out other institution such as JPMorgan Chase, and Bear Sterns. Nevertheless, several months down the line of the same year the Lehman Brothers was left all alone where they had to file for bankruptcy because the Fed slowly declined to rescue them from the financial crisis (WEB: 2013, Crash Course). According to Thomas and Hirsh (2009), on September 2008, the Lehman Brothers filed for bankruptcy, this move nearly caused the collapse of the financial system. President Bush expressed his opinion of the economy going down when he stated that this sucker could go down (Mason, 2009, p.28). Many concur that the bankruptcy of the Lehman Brothers could change everything for the country. Economist believed that the failure of the Lehman Brothers has a huge impact on the economy and before it happens the recession was under control, but after the collapse of the investment bank the economy was altered (Lucas, 2009, p.67). According to a well know economist, everything fell apart after the Lehman Brothers went over the cliff, because no financial institution was safe (Blinder, 2009). It was said by the Treasury Secretary that the failure of the Lehman Brothers had led to a systematic crisis where the credit markets frozen and banks significantly had to limit interbank lending, because the assurance of the institution was extremely compromised throughout their financial system. He further explained that the financial system was on the verge of collapsing due to the preexisting of the economy downturn. Many believed that the bankruptcy of the Lehman Brothers was primarily due to the inconsistency and lack of planning in the policies that was applied to the Lehman Brothers in the 2008 crisis. One of the stipulating rumors of why the Lehman Brothers filed for bankruptcy was that they didnt enforce foreseeable risks in the system and the firms risks taking shrank. The Feds on the other hand, didnt intervene instead they let the investment bank collapse and they sent a message stating that the firm needs to take responsibilities for their lack of planning and failure t o take risks. The Feds reaction to the financial crisis Based upon the 2007-2008 financial crisis, the Fed government implemented the Emergency Economic Stabilization Act of 2008, which is also known as the U.S. bailout plan in cases as critical as the financial crisis. With this plan the United States Secretary of Treasury is authorized to used seven hundred billion dollars ($700) to help assist businesses during financial crisis especially securities backed by mortgages as well as supply liquid cash to banks to ensure that depositors dont lose their savings. Majority of the funds will be put into banks and other financial institutions to bailout businesses in distressed. The 2008 Act will not only assist locals, but also international businesses worldwide. The plan was implemented to bail out and improve the liquidity assets to stabilize the economy. Upon the implementation of the bailout plan the American economy started to recover because companies such as General Motors that was on the brink of bankruptcy showed improvement by record ed revenues and increase in profit margins. Conclusion Many people believed that the 2007-2008 financial crisis could have been handle differently and it could have been avoided if the Feds had taken actions. The bankruptcy of the Lehman Brothers during the financial crisis has impacted the financial system drastically and the fed government did not bail out the bank because of their lack of planning and risk taking pertaining the preexisting economy crisis. The fed believes that if the Lehman Brothers had initiate proper planning and develop strategic policy then they could have avoided the bankruptcy.ÂÂ   The federal government also believe that because the Lehman Brothers was in financial problem from previous years before the 2007-2008 financial crisis and they didnt do anything to help the firm, during the crisis they were not willing to take action and prevent themselves. During the crisis it took a large portion of taxpayer money to bail out the economy. References Blinder, A. S. (2009, January 24). Six Errors on the Path to the Financial Crisis: The New York Times. Retrieved February 21,2017, from http://www.nytimes.com/2009/01/25/business/economy/25view.html Fried, J. (n.d.). Who Really Drove the Economy into the Ditch? New York, NY: Algora Publishing. Retrieved February 21, 2017, from https://www.questia.com/library/120076524/who-really-drove-the-economy-into-the-ditch Lucas, R. (2009). In the defense of the dismal science. The Economist. Retrieved February 21, 2017, from http://www.economist.com/node/14165405 Mason, P. (2009). Meltdown: The end of the Age of Greed, Verso: London. Retrieved February 21, 2017, from https://www.amazon.com/Meltdown-End-Greed-Paul-Mason/dp/1844676536 WEB: (2013). Crash course. The origins of the financial crisis. Retrieved February 21, 2017, from http://www.economist.com/news/schoolsbrief/21584534-effects-financial-crisis-are-still-being-felt-five-years-article>

Nvq 5 Equality and Diversity Essay

Champion Equality, Diversity and Inclusion Unit 503 1.) Understand Diversity, Equality and Inclusions in own area of Responsibility 1.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility. see more:models of practice that underpin equality diversity and inclusion The social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitudes and their surrounding environment. Society often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. Medical model of disability which views adults has having an impairment or lacking in some way Person centred – views the person as individual and unique and places the person at the centre of there care whether this be physical, psychological, social, spiritual. Qualities, abilities, interests, preferences and needs. Offering the personal whole involvement in there care and input to completing there support plan and how they like to receive this, where they want to live and who with. As a manager I am responsible for ensuring that the ethos within the home promotes equality and diversity through training, policy and procedures, support plans and health files. In line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998 And enable staff to have the confidence to challenge discrimination. Ensure that all care and support is personalised – individual having control of own personal budgets. There is partnership. Support is delivered in partnership with individuals from communities. Voluntary and private sectors the NHS and housing. Protection. Safeguarding against the risk of abuse or neglect 1.2) Analyse the potential effects of barriers to equality and inclusions in own area of responsibility Lack of finance Independence Language Attitude Isolation/Segregation Lack of Access Fear/Ignorance BARRIERS Social Myths Offensive Images of Disabled People. Lack of education Adapted housing Lack of employment Over protective families Labelling Prejudice Lack of anti Discrimination Legislation 1.3) Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility As a manager the impact of legislation on any service can only mean good things in promoting good quality care ensuring that all staff, families, friends and professionals are working together and putting the service user at the heart of service provision, eg providing active support, promoting individuals’ rights, choices and wellbeing, anti-discriminatory practice, empowering service users; dealing with tensions and contradictions; staff development and training; practical implications of confidentiality, eg recording, reporting, storing and sharing of information. Active promotion  of anti-discriminatory practice: ethical principles; putting the service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferences * supporting individuals to express their needs and preferences, empowering individuals, promoting individuals’ rights, choices and wellbeing; balancing individual rights with the Rights of others ; * dealing with conflicts; identifying and challenging discrimination Personal beliefs and value systems: influences on, eg culture, beliefs, past events, socialisation, * environmental influences, health and wellbeing; developing greater self-awareness and tolerance of differences; committing to the care value base; careful use of language; working within legal, ethical and policy guidelines 2) Be Able to Champion Diversity, Equality and inclusion 2.1) Promote equality, Diversity and inclusion in policy and practise. PCP- Support plans- This is to ensure all care is given as the service user would like to be supported and how they would like to be supported, when they would like to be supported, where they would like to receive support, by whom they would like to support them and there chosen way of support Regular Supervisions every 6-8 weeks- this is to monitor each staff member individually and monitor there practises and ensure that policy and procedures are being followed at all times and challenge this when staff are not following job description and guidelines and policies. Yearly Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Staff Training and yearly updates- Staff training is very important in providing staff with the tools to complete there roles in line with the care standards and the safety of all staff and service users. And ensure that the staff demonstrate this in there role and performance which is monitored  through supervision and appraisals Regular updating of policy and procedures- it is important that all policies are monitored and regularly review of the contents to reflect the care standards, Health and safety, the Law and updates are made to reflect any changes in the standards and Law All staff to read and sign all policy and procedures yearly – Its important that staff read and sign the policy and procedures as this outlines there responsibility in health and social care to follow the standards set out and that there actions are lawful and in line with the health and social care act. They must be made aware of any changes and updates and they must demonstrate that they can follow the policies in there role they must read and sign every year to keep updated Weekly service users meetings- staff are encouraged to support all service users to plan and be involved in weekly service users meeting the meeting must be set out with clear goals all service uses must be given the opt unity to have input in the meeting and express themselves in a form of communication that they are familiar with and all meetings must be documented and must reflect on any completed actions from the last meeting .the meeting must contain sections on organisational changes, Home changes, changes to the staff team, health and safety, menu planning , activities planning, Personal section for service users to raise anything they would like to raise that is specific to them, any other business, and a good news section, service users forum Quarterly staff meetings –staff are informed of any o rganisational information, Health and safety, changes to policy and procedures or cqc information, service users information, staff forum feedback, any other business. Good news section Regular managers meetings-to keep the manager updated on organisational information,CQC information, look at paper work or new paper work to be implemented , staffing, HR, Training, Finance, Purchasing and supplying each meeting will include all manger from each home and area managers, operations manager, managing director, maintenance manager, finance manager, training manager, and HR manager, Regular senior meetings – this is to maintain consistency between each shift and ensure information is being passed between shifts and that both shifts are receiving the same information this can be organisational, changes to care, input or changes from professionals changes in support plans. Structures changes ensuring that all QA is being maintained ensuring that the cleanliness of the home is maintained and is kept safe. 2.2) Challenge discrimination and exclusion in policy and practise. Support plans- ensuring that all support pan reflect a person desires and wishes and are regularly monitored and challenge staff when record are not kept appropriately or followed correctly in line with the service users wishes and that there are no bad practises reflected in the care being given ensure that all support plan are written to reflect the persons dignity and that there wishes are respected at all times. Training- All staff complete training around discrimination and the effect this has on them as a staff member and how this is to be reflected in the care they will be providing to service users and give them the information to be able to challenge when practises are not followed or they suspect discrimination or abuse may be taking place. Staff must then demonstrate there knowledge in there working practise which is monitored in the home and the training is updated yearly and this will also work alongside our organisational policy and procedures. Supervisions-all staff receives supervisions every 6-8 weeks or weekly and monthly if the need arises this is to monitor performance and challenge any bad practise and helping to work on resolving any concerns in performance this allows the manager to support the staff to set up a training programme and look at expanding on there knowledge also look at working towards progression in there role. Concerns and complaints policy- all staff are trained on concerns and complaints and will read and sign the complaints policy we also follow our policy by providing a complaints and concerns file and guidelines to follow when making a complaint or raising a concern or supporting some with a compliment or a complaint if they so wish to make one this is without prejudice and is maintained with full co-operation and will be fully investigated and the person will be fully notified of any outcomes. Team meetings-reminding staff in staff meetings about policy and practises and informing the team of any changes to practises reminding staff about the complements and complaints file reinforcing the importance of the policy and the whistle blowing policy and what as a manager I espect from each team member in there role to providing support from discrimination or conflict. Reminding the team about our no tolerance to discrimination and  that all service users, staff, visitor must be supported in a professional manner in line with the policy and procedure and that this is monitored by managers and shift leaders and any concerns or complaint in this area will be taken very seriously and will be dealt with following the policy which could lead to disciplinary action being taken against staff member if it is found that they are found to be involved. Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a pe rsons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. 2.3) providing others with information about * The effects of Discrimination * The impact of inclusion * The Value of Diversity Staff meetings Valuing People white paper Department of health Shift meetingsCare standards frame work Human rights act Job DescriptionEquality Act Policy and procedures Service users weekly house meetings CQCstaff forum Meetings Internet Managers meetings GSCCservice users forum Training local authority 2.4) promote others to challenge discrimination and exclusion Ensuring through recruitment that no applicant or employee receives less favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexuality or responsibility of dependence this is reflected through the organisation through vigorous recruitment and selection procedures training in policy’s, supervision and appraisal processes Ensuring good levels of abilities and strengths and dynamiques in staff teams while Promoting diversity amongst the team. Good clear staff job descriptions and working guidelines Regular staff meeting and senior meeting to challenge areas of concerns and offer support and encouragement to other senior staff. Quality assurance. The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assurance manager who completes 6 monthly audits on all the homes with in the organisation to ensure that all areas of the standards are being met and are regularly reviewed and clear evidence and record are shown. as a quality assurance manager they are responsible to ensure that the company is regularly updating on the latest information from the government and local authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain high levels of health and safety and good practises and high levels of care are received in line with the care standards. Legislation and key points| Policy and Procedures| Example of how policy and procedures are implemented in practise| Example of How Compliance is monitored in the work place| CARE STANDARDS CARE ACT 1990| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment | * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings * staff meetings * service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation meetings *  Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks | HEATH AND SOCIAL CARE ACT 2008| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment| * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings staff meetings service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation 18 meetings * Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks medication signing in and out of control medication * Monthly monit oring of risk | INDERPENDENCE WELL BEING AND CHOICE 2005| * Care standards act * Valuing people * Advocacy * Health and safety * Finances * Abuse * Human rights| * Advocacy * Pcp care plan * Individualised finance plans * Activity time table * Service users meetings * Transition reports * Risk assessments * Involved in recruitment and selection * Personalised bedrooms * Choice of GP * Yearly medical reviews| * Yearly care reviews * Weekly finance audits * Monthly risk assessment and care plan reviews * service users questionnaires * Yearly medical reviews * Service users meetings * Health and safety audits * Monthly quality assurance audits * Monthly service user reports * Staff training | CODES OF CONDUCT| * Codes  of conduct * Human rights * Record keeping * No secrets policy * health and safety * coshh * Drug and alcohol policy * discrimination * Confidentiality * Bullying and harassments * Recruitment and selection * Disciplinary * equal opportunity * Abuse * finances| * Codes of conduct * Policy and procedures * Staff training * Supe rvisions * Induction * CRB * Staff references * Compliments and complaints * Statements of purpose * Risk assessments * Care plans * Team meetings * Red crier| * Monthly supervisions of all staff * Staff 12 week induction * Recruitment and selection * CRB * Yearly policy revise * Monthly staff file monitoring * Health and safety audit * Monthly quality assurance audits * Monthly training * Red crier training| DEPRIVATION OF LIBERTY SAFEGUARDS| * Deprivation of liberty * Human rights * Abuse of a vulnerable adult * Health and safety * Whistle blowing policy * Confidentiality policy * Discrimination | * Service users meetings * Choices of gender support * Pcp care plan * Mca assessments * Abuse risk assessments * Activity timetable foe each service user * Service users questionnaires * Advocacy * Policy and procedure * Staff training in deprivation of liberty and abuse of vulnerable adults * Incident accident reports * | * Monthly audits on accident incident reports * Monthly training and yearly updates for staff * Monthly reviews of all care plans and risk assessment * Policy and procedure revisited yearly * Monthly service users reports * Monthly health and safety audits * Advocacy * Yearly service user care reviews * Yearly health checks | SUPPORTING PEOPLE | * Advocacy * Pcp * Human rights * Deprivation of liberty * Compliments and complaints| * Pcp care plan * Weekly service user meetings * Advocate * Compliment and complaints file * | * Staff training in deprivation of liberty, human rights, pcp, complaints, safeguarding, * Monthly audits on abuse policy and service user risk assessments * Monthly care plan audits * Monthly meeting with advocates * Yearly service users reviews| VALUING PEOPLE | * Discrimination * Equality and diversity * Equal opportunities * Abuse of a vulnerable adult * Bullying and harassment * Human rights * Advocacy * Deprivation of liberty| * Pcp care plan * Advocacy * Risk assessments and care plans around family and friends * Communication care plan * Pcp finance  file * Key working meetings * Key working file and goals| * Advocacy meetings * Monthly reviews of care plan and risk assessments * Staff training * Health and safety audits * Family contact * Service users meetings * Service users and family and friends questionnaires * Monthly key working meetings | 3.) Understand how to develop systems and processes that promote diversity, equality and inclusion 3.1) Analyse how systems and processes can promote quality and inclusion or reinforce discrimination and exclusion * Using relevant legislation; ant discriminatory practice to combat Racism, -Help to provide and implement policy and procedure by following legislation provided by government and cqc * Ageism-as an organisation we can monitor this by providing a policy and awaness amongst the staff team and ensure our own practises reflect this by ensuring a robust recruitment process that promotes the policys * Sexism-the organisation will combat this by providing a robust policy and reflect this in our practises and processes with regular monitoring and providing good systems to challenge sexism with in the company. * In-house policies-all in house policies will be written and implemented with a no tolerance to discrimination with in the organisation with clear procedure to combat any discrimination that may be suffered by a vigorous complaint and whistle blowing procedure , all staff will work and follow all guidelines set out, training will provided with yearly updates * Codes of practice- support organisations to provide clear working guidelines for staff to prevent discrimination and providing quality care while ensuring that all staff and service users are supported in a diverse environment and are respected and provided with full support in an environment that is of benefit to there support and needs and promotes there wishes and desires without discrimination and all information and care is supplied in a confidential manner in line with the data protection act. * Audit of practice-As the manager I am responsible to ensure that all care is monitored and the quality of care and service provided is to a high standard in line with care standards. and this is monitored regularly by revaluating policy and procedure updating information in line with care standards 6 monthly visits from quality assurance manager who will look through everything and evaluate against cqc requirements to ensure we are covering all areas. If we comply then we are given a percentage if we are not fully compliant we are given dates to ensure that this is completed then revisited by QA manager. * Staff appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. * Client/family questionnaire actions from questionnaire results – yearly questionnaires are sent out to families to monitor the quality of the care provided .service users also are supported to complete this questionnaire also a questionnaire about the menu and choices available ect once the questionnaires are gather as the manager I will look at any areas that require actions or areas that may be of concerns and look at rectifying this staff are also given a questionnaire to look at what support is provided and how we can make changes to provide better support to staff. * Sharing good practice and partnership working- communicating clearly with other managers and homes and sharing ideas. proving support to outside agencies providing information working tom consistent plans when supporting service users this can be done during managers meeting, QA visits etc professional meetings friends an family visits. 3.2) evaluate the effectiveness of systems and processes in promoting equality and diversity and inclusion in own area of responsibility. * Specific improvements to individual Service Users/staff –monitoring through team meeting and supervisions, reviews * Health- this can be monitored through regular heath checks and monthly service users reports staff meetings and supervisions, service users meeting and key working meetings. care plan reviewing * Self esteem-evaluating changes to service users moods and input in to involvement and challenge this look at this with gp as could be medical set some goals have a review meeting with care manager and possible advocacy maybe an agreement to how the service users is involved and participates. * Self-concept-this can be monitor through questionnaires and family questionnaires , family communication, service users meeting, key working meeting * Staff happiness and productivity- this is monitored through evaluating paper work and structure with in the home. Supervision, appraisals questionnaires , sickness levels and staff moral * Timescales-are monitored through regular meetings and supervision to monitor progress * Effective communication of others- checking that the system in place are being used correctly and that staff are following guidelines set out reviewing this through team meetings and supervision monitoring performance of individuals etc * Evaluations and use of for reforms in processes and systems- regular monitoring and evaluating team meeting getting staff on board with system monitoring to ensure that they are working and that staff are finding them useful tools or reviewing the way they are used 3.3) Propose improvement to address gaps or shortfalls in systems and processes. As a manager I am responsible for monitoring and making changes in areas that require changes in the care we are supporting, I do this by evaluating weekly monthly and arranging meetings encourage staff involvement ensuring any shortfall mare addressed to a timescale and making sure that the team are involved to make it productive * Plans * Team meeting * Roles and responsibilities * Timescales * Audit policy reform * Allocation of resources 4.) Be able to manage the risks presented when balancing individuals rights and professional duty of care. 4.1) Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. As the manager I have the responsibility and duty of care to ensure the service users are receiving good quality care in line with the care standards while promoting independence and PCP, I am also responsible for positively representing Dolphin homes and I do this by ensuring that all staff , visitors and service users are fully supported in a positive manner in line with care standards and staff are provided with guidelines and policy and procedures that maintains there safety and the safety of the service users and home while promoting individuality, friendly supportive environment and offer guidance freedom of speech and offer support to staff to grow in there role and promote progression . Providing and supporting staff with training ensure all staff receive 6-8 weekly supervisions and yearly appraisals often there are areas of conflict but as a manager I have to manage this in a professional manner that is non detrimental to the service users and staff where possible. Below are areas where this can happen and the impotence of following policy and procedure available and regular monitoring? * Confidentiality versus disclosure * Protection issues relating to individuals and to communities * Sharing data between professionals * Conflicts between principles of good practice and the values of others this can be very apparent where families are heavily involved in there child’s care * Rights and responsibilities of users of the service versus care workers and others * Challenging behaviour * Conflict * Facilitator * Advocate * Advisor * Counsellor * Mentor * Personal values and beliefs; * Legal responsibilities 4.2) explained the principles of informed choice. Is that everyone has the opportunity to make choices that will effect them as a manager it is very important that all service users are given this opportunity to do this in a form of communication that they understand. And judgment should not be considered informed choices must be proven to be provided where possible and be non conflicting from other individual unless proven to be in the best interest of the service users however evidence should support this. Below is a list of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented . * Professional * Family * Individual * The elderly * Enabling environment * Supporting others to make informed choices about the services they receive making an informed choice * Implementing an informed choice * Decision making for both short term and long term * Culture * Values * Views * Unbiased information * Evidence-based information * Options 4.3) Explain how issues of individuals capacity may affect informed choice. Below is a list of concerns that may contribute to the capacity of an individual around making informed choices and how this would be considered. This is done in the best interest of the person and is without prejudice. * Physical health * Mental health * The law * Social class * Culture * Religion * Age * Ability * Gender * Location * Family support * Carer support * Social mobility * Communication and interpersonal skills * Education * Financial situation * Criminal background * Social Background 4.4) propose a strategy to manage risks when balancing individual’s rights and duty of care in own area of responsibility As the manager it is my responsibility to ensure that in the interest of the service users choices are considered in the interest of the individual and that this process in only followed once the following have been assessed first, this provides evidence that the person has been fully supported in all areas by the home before decision are made * Risk assessment * Appropriate procedures * Action plans * Team meetings * Monitoring and review; * Relevant legislation; * Roles and responsibilities; * Partnership working to include family and friends * Staff job description * Quarterly questionnaires * Compliments and complaints * Staff forum meetings * Monthly service users meetings * Training * Policy and procedures * Supervision * Appraisals * Service user’s reviews * PCP Meetings * Health Review * Advocacy