Improvement of the International Trade Essay Example for Free

Improvement of the International Trade Essay Introduction Organizations are facing increased global competition, economic uncertainties, and changing markets. Technology is changing the way we conduct business and manage information. Outsourcing of goods and services enables companies to take advantage of lower costs in areas such as labor, energy, land and capital. By doing this, companies hope to lower their overall cost structure, improve profit margins, and enhance product quality, reliability and distribution, thus allowing them to compete more effectively. Suppliers and vendor partners may be located in the same city, region or country. But they are just as likely to be located halfway around the world, adding new challenges to business management. The growth of international strategic partnerships has risen exponentially in the last twenty years. Competing in a global marketplace has made it increasingly important to align business strategies with a risk management strategy that includes strengthening global supply chains and vendor partnerships. In the near future, it is supply chains that will compete, not companies. Global supply chains must be carefully selected and monitored to ensure the competitive edge required to achieve success in the global market place. Typically, the first order of business has been logistics and operations. 1. Logistics moves the entire economy Economic developments in recent years have led to the creation of complex company networks and systems of goods flow in the process, the globalization of procurement, production and sales as well as the division of labor have increased. In addition, the complexity of international logistics systems in many sectors has grown as a result of increasing product variations and differentiation. Another factor is that many companies are concentrating on their core skills and are reducing their vertical integration. The efficient management of the resulting global flows of goods has boosted both the business and economic significance of logistics. Structure of Global Trade International trade, both in terms of value and tonnage, has been a growing trend in the global economy. It is important to underline when looking at the structure of global trade that it is not nations that are trading, but mostly corporations with the end products mostly consumed by individuals. Inter and intra corporate trade is taking place across national jurisdictions is accounted as international trade. The emergence of the current structure of global trade can mainly be articulated within three major phases: †¢ First phase (immobile factors of production). Concerns a conventional perspective on international trade that prevailed until the 1970s where factors of production were much less mobile. Prior to the end of World War I, global trade was mainly structured by colonial relations. Particularly, there was a limited level of mobility of raw materials, parts and finished products. After World War I international trade became fairly regulated with impediments such tariffs , quotas and limitations to foreign ownership. Trade mainly concerned a range of specific products, namely commodities, (and very few services) that were not readily available in regional economies. Due to regulations, protectionism and fairly high transportation costs, trade remained limited and delayed by inefficient freight distribution. In this context, trade was more an exercise to cope with scarcity than to promote economic efficiency. †¢ Second phase (mobility of factors of production). From the 1980s, the mobility of factors of production, particularly capital, became possible. The legal and physical environment in which international trade was taking place lead to a better realization of the comparative advantages of specific locations. Concomitantly, regional trade agreements emerged and the global trade framework was strengthened from a legal and transactional standpoint (GATT/WTO). In addition, containerization provided the capabilities to support more complex and long distance trade flows, as did the growing air traffic. Due to high production (legacy) costs in old industrial regions, activities that were labor intensive were gradually relocated to lower costs locations. The process began as a national one, then went to nearby countries when possible and afterwards became a truly global phenomenon. Thus, foreign direct investments surged, particularly towards new manufacturing regions as multinational corporations became increasingly flexible in the global positioning of their assets. †¢ Third phase (global production networks). There is a growth in international trade, now including a wide variety of services that were previously fixed to regional markets and a surge in the mobility of the factors of production. Since these trends are well established, the priority is now shifting to the geographical and functional integration of production, distribution and consumption with the emergence of global production networks. Complex networks involving flows of information, commodities, parts and finished goods have been set, which in turn demands a high level of command of logistics and freight distribution. In such an environment, powerful actors have emerged which are not directly involved in the function of production and retailing, but mainly taking the responsibility of managing the web of flows. The global economic system is thus characterized by a growing level of integrated services, finance, retail, manufacturing and nonetheless distribution, which in turn is mainly the outcome of improved transport and logistics, a more efficient exploitation of regional comparative advantages and a transactional environment supportive of the legal and financial complexities of global trade. Trade Facilitation The volume of exchanged goods and services between nations is taking a growing share of the generation of wealth, mainly by offering economic growth opportunities in new regions and by reducing the costs of a wide array of manufacturing goods. By 2007, international trade surpassed for the first time 50% of global GDP, a twofold increase in its share since 1950. The facilitation of trade involves how the procedures regulating the international movements of goods can be improved. It depends on the reduction of the general costs of trade, which considers transaction, tariff, transport and time costs, often labeled as the Four Ts† of international trade. United nations estimates have underlined that for developing countries a 10% reduction in transportation cost could be accompanied with a growth of about 20% in international and domestic trade. Thus, the ability to compete in a global economy is dependent on the transport system as well as a trade facilitation framework with activities including: †¢ Distribution-based. A multimodal and intermodal freight transport system composed of modes, infrastructures and terminals that spans across the globe. It insures a physical capacity to support trade and its underlying supply chains. †¢ Regulation-based. Customs procedures, tariffs, regulations and handling of documentation. They insure that trade flows abide to the rules and regulations of the jurisdictions they cross. Cross-border clearance, particularly in developing countries, can be a notable trade impediment with border delays, bottlenecks and long customer clearance times. †¢ Transaction-based. Banking, finance, legal and insurance activities where accounts can be settled and risk mitigated. They insure that the sellers of goods and services are receiving an agreed upon compensation and that the purchasers have a legal recourse if the outcome of the transaction is judged unsatisfactory or is insured if a partial or full loss incurs. The quality, cost, and efficiency of these services influence the trading environment as well as the overall costs linked with the international trade of goods. Many factors have been conductive to trade facilitation in recent decades, including integration processes, standardization, production systems, transport efficiency and transactional efficiency: †¢ Integration processes, such as the emergence of economic blocks and the decrease of tariffs at a global scale through agreements, promoted trade as regulatory regimes were harmonized. One straightforward measure of integration relates to custom delays, which can be a significant trade impediment since it adds uncertainty in supply chain management. The higher the level of economic integration, the more likely the concerned elements are to trade. International trade has consequently been facilitated by a set of factors linked with growing levels of economic integration, the outcome of processes such as the European Union or th e North American Free Trade Agreement. The transactional capacity is consequently facilitated with the development of transportation networks and the adjustment of trade flows that follows increased integration. Integration processes have also taken place at the local scale with the creation of free trade zones where an area is given a different governance structure in order to promote trade, particularly export oriented activities. In this case, the integration process is not uniform as only a portion of a territory is involved. China is a salient example of the far-reaching impacts of the setting of special economic zones operating under a different regulatory regime. †¢ Standardization concerns the setting of a common and ubiquitous frame of reference over information and physical flows. Standards facilitate trade since those abiding by them benefit from reliable, interoperable and compatible goods and services which often results in lower production, distribution and maintenance costs. Measurement units were among the first globally accepted standards (metric system) and the development of information technologies eventually led to common operating and telecommunication systems. It is however the container that is considered to be the most significant international standard for trade facilitation. By offering a load unit that can be handled by any mode and terminal with the proper equipment, access to international trade is improved. †¢ Production systems are more flexible and embedded. It is effectively productive to maintain a network of geographically diversified inputs, which favors exchanges of commodities, parts and services. Information technologies have played a role by facilitating transactions and the management of complex business operations. Foreign direct investments are commonly linked with the globalization of production as corporations invest abroad in search of lower production costs and new markets. China is a leading example of such a process, which went on par with a growing availability of goods and services that can be traded on the global market. †¢ Transport efficiency has increased significantly because of innovations and improvements in the modes and infrastructures in terms of their capacity and throughput. Ports are particularly important in such a context since they are gateways to international trade through maritime shipping networks. As a result, the transferability of commodities, parts and finished goods has improved. Decreasing transport costs does more than increasing trade; it can also help change the location of economic activities. Yet, transborder transportation issues remain to be better addressed in terms of capacity, efficiency and security. †¢ Transactional efficiency. The financial sector also played a significant role in integrating global trade, namely by providing investment capital and credit for international commercial transactions. For instance, a letter of credit may be issued based upon an export contract. An exporter can thus receive a payment guarantee from a bank until its customer finalizes the transaction upon delivery. This is particularly important since the delivery of international trade transactions can take several weeks due to the long distances involved. During the transfer, it is also common that the cargo is insured in the event of damage, theft or delays, a function supported by insurance companies. Also, global financial systems permit to convert currencies according to exchange rates that are commonly set by market forces, while some currencies, such as the Chinese Yuan, are set by policy. Monetary policy can thus be a tool, albeit contentious, used to influence trade. The close relationship between international economic growth and logistics Mobility is a critical condition for gains to be achieved in productivity, growth and employment in a macroeconomic context. The connection between economic growth and demand for product-transporting services is the result of various effects. These effects can clearly show the growing significance of the economic sector of goods distribution: 1 The effect of goods volume For a long time, it was assumed that in highly developed economies fewer and fewer quantities of goods were produced for the macrologistics system and that the transport volume rose at a slower pace than the economy. Today, it can be assumed that the development actually goes in the opposite direction as a result of the increasing inter-company division of labor created by intensified outsourcing in some highly developed countries. Transport intensity that is, transport performance per production quantity unit increases for many types of goods. Individual parts or components of a product are transported numerous times during various stages of the value chain, e.g., transports between plants. 2 The effect of goods structure In highly developed economies, the number of high-quality consumer and production goods rises. The share of mass goods, on the other hand, stagnates or even falls. The distribution of goods then shifts to high-quality products that must be shipped quickly. Because of the relatively low costs, road transports Road transport generally benefit. Railroads and inland water transports generally suffer because of their low speed. 3 The effect of logistics Logistics systems constantly undergo optimization. Supply chain management Supply chain management, production-synchronization deliveries that employ just-in-time Just-in-time concepts, the forgoing of storage and global outsourcing are just a few examples of this. But the application of modern logistics concepts affects the economic sector of goods distribution. This is because the new logistics focus of industrial and trade companies has altered the demands placed on the goods-distribution system. Road transports can react relatively flexibly and well to these demands. Railroads and inland water transports have a difficult time making this switch. At the same time, air-freight transports profit from time-critical shipments. 4 The effect of integration The creation of large economic regions gives rise to international, cross-border logistics systems. For instance, the European Union and regulations from the World Trade Organization [World Trade Organization (WTO) have propelled globalization Globalization in the goods-distribution sector. As economic regions spread, cross-border trade expands and the distances that must be covered by logistics systems lengthen. The effect of integration describes the increasing demands placed on the economic sector of goods distribution that are arising from the creation of larger economic regions and cross-border logistics systems. Conclusion: In all likelihood, globalization will continue and intensify. Trade is critical to economic growth and to global development. Trade facilitation has been pointed out as the lowest-hanging fruit in this respect. It has also been argued that logistics services play an important role in matching entrepreneurs in poor countries with foreign customers, whether these are retailers or downstream manufacturers. In particular, as the traditional wholesalers are increasingly being bypassed in modern supply chains, developing countries need to ensure that their entrepreneurs have access to modern intermediaries that can help match local suppliers with foreign buyers and with ensuring that products meet quality as well as time reliability requirements. The future growth of world trade will not be evenly spread, any more than world trade has ever been evenly spread in any period in world history. Individual countries are in very different positions with respect to their ability to benefit from world trade. Part of that is luck – having a coast, and rich neighbors help. But part of it is skill. Countries that are open to world trade, that create the infrastructure, and above all the right attitude, will be best placed to weather the current hiatus more successfully, and to prosper in the years ahead. References: http://www.dhl-discoverlogistics.com/cms/en/course/trends/macroeconomics.jsp http://www.na-businesspress.com/Wisma.pdf http://people.hofstra.edu/geotrans/eng/ch5en/conc5en/ch5c2en.html http://www.unece.org.unecedev.colo.iway.ch/fileadmin/DAM/trade/agr/meetings/ge.01/document.r/wppdf.pdf

Why the theories of supply and supply elasticity are important

Why the theories of supply and supply elasticity are important EXPLAIN USING RELEVANT TOURISM, LEISURE AND HOSPITALITY EXAMPLES WHY THE THEORIES OF: -SUPPLY -THE THEORY OF SUPPLY ELASTICITY ARE KEY CONCEPTS IN HELPING US UNDERSTAND AND EXPLAIN WITH OUR INDUSTRY ? This preface provides a comprehensive introduction to the task given for the individual learning outcomes. The Assignment needs to stretch on the Key concepts in understanding the theory of Supply and Supply Elasticity in relevant to Travel, Tourism and Hospitality Industry (Hotel Industry) . The given assignment encompasses the following, PART 01 The factors which could determine the Demand and Supply of Hotel supplies in United Kingdom. It will cover the Key concepts Elasticity of supply in relevant to Hotel Supplies supplied in United Kingdom Hotel Supplies will include the following- Room Amenities- Bath Accessories, City Information Brochures and Stationeries Imported Food Materials New Zealand lamb Chops, Spices , Seasonal P er I Perishable foods Imported Spirits Expensive wines, Rare Collection Cognac, liqueurs and S Single malt. Maintenance Supplies PART 02 The reasons that firms seek to expand their businesses via internationalisation. Illustrating with Hotel industry of how firms that you have researched have pursued the globalisation objective. All these topics are gradually explained as we go and the key terms are highlighted in the task. The underlying concepts and basic principles are used to design the text. Introduction The hospitality industry is major service sector in the world economy. The industry encompasses an extensive variety of service industries that include food service, tourism and hotels. The hospitality industry is a 3.5 trillion Pound service sector within the global economy. London has been named the 2012 for International Games.There are a multitude of benefits for London hosting the Olympics, biggest of them is Hotel revenue in terms of Revenue, which means Demand for Hotels are already forecasted. The demand for the hotels in any market is determined basically by the amount of travellers inflow in that place. This study may examine the relationship between the Supply and the factors affecting the hospitality sector using some of the theories adapted from Mr. Don Burton notes. Reference: http://www.referenceforbusiness.com SUPPLY CONNOTE The term Supply states the total amount of the product that producers are willing and able to provide at a particular price over a given period of time. Here willingness is the keyword and this is determined using various analytical factors in ones mind. The hotel business faces the complexity in the commission of managing the chronological demand for its products put on show for the rest of the world. Also the supply of rooms has outpaced the demand over the last decade. Especially in the United Kingdom, since it is the worlds first industrialised country and stands sixth in the world economy with the power of purchasing parity has to follow some theories in order to sustain healthy in their competitive environment And as per the fact in 2012 the hotels in UK needs to offer 1 million rooms, the demand in the near future is high. The hotels have two basic means of achieving sustainable competitive advantage within their product market by focussing on low price and to meet the demand the Customers. Reference: http://ezinearticles.com/?cat=Business:International-Business SUPPOSITION OF SUPPLY The regulations of supply declares that, The Law of Supply claims that when other things are equal, the quantity supplied of a good rises when the price of the good rises IMPINGE ON SUPPLY Supply agenda shows the Law of Supply states that as the price of a good rises, the quantity supplied of the good rises, and as the price of a good falls, the quantity supplied of the good falls, ceteris paribus. Simply put, the price of hotel supplies increases the supply to the hotel also increases, when price of Hotel Supplies falls then the supply to the Hotel is also reduced. This is done because the Supplier has invested his opportunity cost in other sources. The Graph illustrates when demand for Hotel room is high the quantity supplied of Hotel Supplies are also high when compared to 2010. Source: http://www.hotelnewsnow.com/Articles.aspx FACTORS AFFECTING SUPPLY There are various factors that may affect the Supply of the hotels either undeviating or deviating. These are some notable direct factors such prices of relevant resources, technology, prices of other goods, number of sellers, expectations of future price, taxes and subsidies, and government restrictions.. This is bulleted below in detail, Prices of relevant resources Technology Prices of other goods Number of sellers Expectations of future price Taxes and subsidies Government restrictions Source Roger. A Arnold, Economics, 4th Edition, Page No.72 FACTORS WHICH CAUSES CHANGE IN SUPPLY PRICES OF RELEVANT RESOURCES Resources are needed to produce goods. For example, Source is Steak when the price of Steak gone down, then the hotel will purchase and stock more of steak to sell more steaks in hotels which increases the supply of Steak. In that case Supply Curve will move towards rightward. If there is no resource, that is less steak available thus creating less supply of rooms. Consequently, the preparation of steak will decrease, and the supply curve will shift leftward. TECHNOLOGY Most of the western countries have their usage of advanced technology to serve the hotel companies better. The development and in place highly integrated business processes technologies and system are definite. The hotels states the objective in promoting the hotel interface technologies such as property management system, point of sales system, video on demand security and access control which improves Hotel supplies efficiently and effectively. Therefore, the supply curve will shift to the right. PRICES OF OTHER GOODS When change in the price of one good can lead to a change in the supply of another good For example the Lobster price increases dues to worst climatic conditions making lobster unavailable in market then supply of Fish Increases. Lobster Fish Price Case- 1 Case -2 Quantity NUMBER OF SELLERS If more sellers begin producing a particular good, perhaps because of high profits, the supply curve will shift rightward. If some sellers stop producing a particular good, perhaps because of losses, the supply curve will shift leftward. EXPECTATIONS OF FUTURE PRICE If the price of a good is expected to be higher in the future, then producers may hold back some of the Hotel essential supplies today. Then they will have more to sell at the higher future price.. TAXES AND SUBSIDIES Some taxes increase per-unit costs. Suppose tax on Liqour is increased and producer is suppose to pay 2 pounds per Bottle. This tax leads to a leftward shift in the supply curve, indicating that the manufacturer wants to produce and offer to sell few of Liqour at each price. If the tax is eliminated, the supply curve shifts rightward. Subsidies have the opposite effect. Suppose the government subsidizes the production of Rice by paying wheat farmers 3 pounds for every bushel of wheat they produce. Because of the subsidy, the quantity supplied of rice is greater at each price, and the supply curve of Rice shifts rightward. Removal of the subsidy shifts the supply curve of corn leftward. Government Restrictions The government restrictions affects import of hotel supplies for international market, For example stricter Import duties implies adverse affect on hotel essentials thus giving less Output, the supply to the guest will be restricted with available foods. In this case the Supply curve moves towards left. Reference: Roger A Arnold, Economics, 2008 edition, P.No-71 PART B Price elasticity of supply When price changes, there will be not only a change in the quantity demanded, but also a change in the quantity supplied. Frequently we will want to know just how responsive quantity supplied is to a change in price. The measure we use is the price elasticity of supply.( PeS ) In simple terms the responsiveness of quantity supplied to a change in price. is called Price Elasticity of Supply. When it relates to hotel industry the responsiveness of Hotel supplier to a change in price of the product. The supply to hotel supplies in market will depends on change in price of hotel supplies in market or price offered by the Competitors. supplies Hotel Quantity Demanded The figure shows two supply curves. Curve S 2 is more elastic between any two prices than curve S 1. Thus, when price of Hotel Supplies rises from P 1 to P 2 there is a larger increase in quantity supplied of Hotel Supplies with S 2 (namely, Q 1 to Q 3 ) than there is with S 1 (namely, Q 1 to Q 2 ). For any shift in the demand curve there will be a larger change in quantity supplied of Hotel Supplies and a smaller change in price of Hotel Supplies with curve S 2 than with curve S 1. Thus the effect on price and quantity of a shift in the demand curve will depend on the price elasticity of supply. Reference : Roger. A Arnold, Economics, 2008 Edition, Page No.57 Source : http://economics.about.com INTERPRETATION OF SUPPLY CURVE Source : A. M. Shella , Economies of Hotel management , 2002 edition, P- No.91 KEY CONCEPTS IN DETERMINING THE PES WITH HOTEL SUPPLIES ARE FACTORS AFFECTING PES Spare production capacity When there is plenty of spare capacity  then the business will increase its output and therefore the Hotel Supplies supply will Elastic in response to Demand. Stocks of finished products and components If the stocks are products are high in the market supply will be elastic. Conversely when Hotel Supplies stocks are low, supply will be inelastic in response to a change in demand. The ease and cost of factor substitution If both capital and labour resources are  occupationally mobile  then the elasticity of supply for a Hotel Supplies is higher than if capital and labour cannot easily and quickly be switched 4) Time period involved in the production process Supply is more price elastic the longer the  time period  that a firm is allowed to adjust its production levels. The  momentary supply  is fixed and is determined mainly by planting decisions made months before, and also climatic conditions, which affect the overall production yield. Source: http://www.amosweb.com FACTORS DETERMINING PES Two factors that affect the numerical value of the price elasticity of supply are The Amount that costs rises as output Rises and time period of analysis. 1) The Amount that costs rises as output Rises When the Additional cost for producing additional output, this encourages more firms to produce for a given price which is raised, then more elastic will be supply. The lees the conditions apply, the less Elastic will supply be. 2) Analysis of Time Period when time period is longer then the time for analysis is more, responsiveness to the price change. Longer times enables the supplier to find alternatives. Time period are of two Long Run and Short Run. For example, the supply of the Ethnic Restaurants is not very elastic for a period, because Raw material used in production cannot easily switch to other goods. However, given enough time, a year or more, resources can move between productions, resulting in a more elastic supply. Reference: John Sloman Alison Wride, Economics, 7th Edition, Page 58. Conclusion Subsequent to the above text consisting of the Supply theories and its implication we could identify the factors that may directly cause the Supply either Surplus or Shortage. Having said that, the necessities of the supply are proposed transparently combining various abilities and the willingness of the producer and their assumption. Also the producer Supplying behaviour is related to the nations economical status and external factors (Climate, Transport, Trend) in the United Kingdom on the whole. TASK 2 WORD COUNT 1500 ANALYSE THE REASONS THAT FIRMS SEEK TO EXPAND THEIR BUSINESSES VIA INTERNATIONALISATION. HOW FIRMS THAT YOU HAVE RESEARCHED HAVE PURSUED THE GLOBALISATION OBJECTIVE? Introduction Surfacing the fact that the humankind business endeavours eyeing on high levels of branding and marking their presence all over the world by adapting the input called the Internationalisation. Most of the third world nations are now in the realism of making the most out of it, in terms of manpower and technological progression. With the presence of WTO the world trade organisation and its phenomenal support it has even made easier to connect nations across the globe with traditional business evolution in the way it is suppose to be. Having said that, the key concept is globalisation and its revolution in the modern business environment. This perceived text from the research will clarify the concept of internationalisation and the purpose it serves to aid the organisation picked as an example. And will also justify the adaptation on globalisation to pursue the objectives with complete satisfaction. Internationalisation The expression is closely attached with the term economic globalisation. This concept can be rephrased as the integration of national economy in to the international economy. Which is done by trade foreign investment, capital flows, spread of technology and the presence of security. The late 20th century offers the rural sociology and revitalization in the crisis of development theorist. The rising concern in the sustainability reveals the limits of up gradation concept. It is vital that every nation and the business existing should imply the globalization in their environment. Of-course the unrevealing support of the nations involved in the globalisations speaks loud for its own steps forward in the long lasting business era. However internationalisation is commonly recognised and path driven by amalgamation of vital aspects such as Economic Technological Socio cultural political Biological factors. Source: http://www.dadalos.org/globalisation/grundkurs_4.htm This phrase can also be acknowledged for the fact that it is transnational circulation of ideas, languages or cultural variance. These aspects are belonging to the humanity across the world which has gone through the process can be said to globalised. Significance of internationalisation Globalisation has a various aspects which affects the world business in several different ways. The emergence of the concept was very vital and as discussed earlier the positive outcomes are way too longer. It is advised to adhere to the principles of global marketing instances. The swiftness of internationalisation will continue to have a growing impact on business organisations and their practices evenly. Internationalisation hastens the development of the third world countries. Internationalisation of communication has a phenomenal upshot. Internationalisation fetches equalization of income distribution. Internationalisation brings about increased opportunity in the poor countries. Pessimistic values on internationalisation Although the rising concerns in the firms affiliated with the paradigm internationalisation, which has left hardly any hurdles or negative effects relating the organisation with that of its man power resource etc. The developed nations in this modern business environment adapt the policy of outsourcing which happens in manufacturing and white collar jobs. The exploitations of the globalisation have led the child workers usage in atrocious conditions in order to produce cheap good by ignoring safety concerns. Earlier in this business world, the workers had stable jobs but now the people live in constant dread of losing their jobs to competitiveness in the environment.. The world of terrorism has involved them in usage of internet for their global terror information postal. Nevertheless the growing concerns of the firm have witnessed these negative aspects in establishing their brand. Submission of Internationalisation in relation to a hospitality firm. Globalisation is measured in various key aspects and the most immense thought has to be prearranged to the people industry which is called the hospitality trade. This concept is symbolized by the rapid movement of people, information and capital across national borders worldwide. Although this paradigm is a contemporary force with careful definition it is accepted. Global expansion with common product and branding position are in place to acquire the establishment in control. Sales and marketing of the firm programming in such a way they capture the global economy. Organisational structures that allow delivery of service with local operational control and the usage of world capital market as a primary source of funding. Quilon a personification in the task Succeeding to the illustration and the task given, in which the concept of internationalisation is completely implemented and has witnessed a global accolades for its idea. Quilon the hospitality firm being an example for the task given demonstrates certain prolific dimension to the global restaurant chains. A group of TAJ HOTELS RESORTS Concerning Quilon As a part of an iconic Indian hotel group called the the Taj hotels and resorts Established in 1903, Taj Hotels Resorts and Palaces is one of Asias largest and finest group of hotels, comprising 61 hotels in 42 locations across India with an additional 16 international hotels in the UK, Maldives, Mauritius, Malaysia, Australia, USA, Bhutan, Sri Lanka, Africa and the Middle East. From world-renowned landmarks to modern business hotels, idyllic beach resorts to authentic Rajput palaces, each Taj hotel offers an unrivalled fusion of warm Indian hospitality, world-class service and modern luxury. As they march on in the United Kingdom and established two hotels out of which the crown plaza has the significant Michelin starred restaurant named Quilon. Three other considerations in global expansion for Quilon Restaurant (A Taj Group) Source : Managing the Multinational Enterprise, John M Stopford, P.no 697 Strategic scope for Quilon Global perception is a matter of survival of the business. That is why a strategy is formed to drive the organisation to attain its penultimate vision of a firm. In the following text lets notify the significant features or strategy adopted by the hospitality firm which I have chosen in order to showcase the firms benefit in using the paradigm internationalisation as a business tool. Quilon has adopted Porters diamond theory of international competitive advantage identifies a diamond of four interrelated areas within a nation that assist that country to be more competitive in international markets the four areas being factor conditions, competing firms within the country, support industries of the country and home demand. Source: Porter, M E (1990) The Competitive Advantage of Nations, Macmillan, P.No 691 1) FACTOR CONDITIONS The success of Quilon was depended on the national governments willingness to invest in these areas over long periods of time. Porter emphasised that competitiveness was not just a matter of comparative advantage. Resources can also be home-grown and specialised. Thus, goes well beyond natural resources but can assist in delivering national competitiveness. The Quilon has managed to take competitive advantage on UK market with resources being efficiently used for its establishment has No.1 Ethnic Indian Restaurant. 2) RELATED AND SUPPORTING INDUSTRIES Internationally competitive suppliers and other related industries represent a critical resource for international success. Clusters of such industries, each offering expertise and world-class service, can be vital. For example, Quilon (THE TAJ GROUP) relies on its world success not just from Hospitality sector but on a range of other products like Food Products, Automobile, Steel and Telecom. 3) FIRM STRATEGY, STRUCTURE AND RIVALRY Fierce national competition will drive innovation, force down costs and develop new methods of competing that can then be used internationally by the same companies. Similarly, the Quilon success in Uk was its strength of the highly competitive home market. In Asia the parent company of Quilon has TATA GOUP has established major share of Indian Market. TAG group in UK Hospitality sector has first started with TETLY tea 51 BUKINGHAM PALACE HOTEL and BOMBAY BRAISSIERE which helped Quilon to survive rivalry between the competitors. Source : http://uk.tata.com/ 4) DEMAND CONDITIONS Highly sophisticated and demanding Customers in a nations home market will drive up innovation and quality. Quilon Authentic food with taste and quality created demand among the customer which resulted in tailoring the Menu and delivering the innovate food within the Market. Which awarded Quilon with One Michelin Star for the Quality Delivered. In addition, there are two other factors that are important : 1. The role of Government- Quilon stages of improvement can be influenced by the government regulatios and subsidies. 2. The role of Chance Events The competitive advantage of Quilon can shift in unpredictable ways by various reasons like Recession, Oil price rise and So on. Source: Managing the Multinational Enterprise by John M Stopford, P.No-707 Quilon (The TAJ Group) Market Portfolios The Taj group examines its existing Hospitality portfolio and decides whether new products are necessary. Initially, the firm may provide additional products and services for the domestic market before expanding into international markets . Alternatively, the company may decide to internationalize on the basis of a single successful product. Source : MANAGEMENT CONCEPTS PRACTICES, Tim Hannagan, 4th Edition, P.No- 43 More frequently firms expand internationally by first developing a portfolio of products with the ultimate objective of entering numerous international markets. This was the approach followed initially by Taj Group when it first decided to internationalize. The company built up a portfolio of Hotels and restaurant before venturing abroad. Less frequently firms expand rapidly into many international markets first with a single product and only later do they develop a full portfolio of products. 51 Buckingham Gate was the first international property from the luxury group Taj Hotels Resorts and Palaces which was acquired in 1982, formerly known as St Jamess Court Hotel. After the success of 51 Buckingham Gate, they expanded their hospitality sector by Opening Quilon Restaurant and Bombay Brassiere by 1903. Conclusion: Conversely speaking it is incumbent on all hotel organizations that have aspirations to develop brand names across national boundaries to understand what globalization means. A truly global enterprise will have the ability to react quickly to market opportunities, no matter where they present themselves by applying business concepts that have been proven in the context of a global undertaking. In a world moving more and more towards globalization, hotel organizations will need to communicate more quickly, operate more productively, offer their employees greater opportunity and deliver their customers enhanced benefits. Those companies that address these issues today will be better prepared for the global market space of tomorrow.

The Objective Of Conducting Job Analysis

The Objective Of Conducting Job Analysis Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organizations success. The main objective of conducting job analysis is to know whether the job description and job specification which was mentioned to hire right quality of work force by the company is appropriate or not. Secondly, to know whether any training is given to the employees after their recruitment to a particular specified job as if there is any confusion about what the job is and what is supposed to be done, proper training efforts cannot be initiated without knowing the specific requirements of the job are identified. Thirdly, to study the skill levels of the employees, work environment, responsibilities and required level of education as job analysis identifies the performance criteria so that it promote worker for a better performance. Finally, to study the pharmaceutical industry and its environment as the industry deals with the production it can reveal if any unsafe conditions associated with the job. Literature Review: Job Analysis is a term used by the human resource managers for the process of collecting information related to job contents compared tasks performed on the job with knowledge, skills and abilities of the jobholders (Schuman, et al, 1994). Job Analysis is a process where judgements are made about data collected on a job. Job Analysis data may be collected from the incumbents through interviews or questionnaires; the main concept of the analysis is description or specifications of the job, not a description of the person. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. Job analysis is a pattern of tasks, duties and responsibilities that can be done by a person. Job analysis seeks to study about the activity to determine the tasks, duties and responsibilities needed for each job. It is a process of gathering, analyzing and synthesizing information about jobs. According to Werther and Davis (1996) Job analysis is the process of defining the work, activities, tasks, products services or processes performed by the employees of an organisation. Henderson (1982) explained that a job analysis is a systematic exploration of the activities in a job. On the other hand, Decenzo and Robbins (1988) depicted that job analysis indicates what activities and accountabilities the job entails. It says that it is just an accurate recording of the activities involved in the job. According to Robert. B (2008) the organisation should invest time to analyse the value, mission and goals before undertaking the organizational analysis as from the organizational analysis will flow the job analysis, job descriptions and hiring protocols. Job analysis can be used for developing a variety of human performance management team. Sometimes when job analysis is inadequately conducted, it results in incomplete or inaccurate information. Cascio (1978) says that one must gather information regarding the specific job attributes and he defined the attributes into 8 segments and these are called job analysis information hierarchy. The segments are element, task, duty, position, job, job family, occupation and career. Finally, job analysis provides critically important information that will guide management in decision-making. The main purpose of the job analysis is to identify the experience, education, training and other qualifying factors, possessed by candidates for specific jobs. There are two key elements of a job analysis they are identification of major job requirements and the identification of knowledge, skills and abilities required to perform the accomplished task or job. Decenzo and Robbins (1996) have developed some basic principles concerning jobs and the process of analyzing them. The principles are: 1. All jobs can be analyzed and recorded 2. Job analysis can enhance communication among the employees in the organisation. 3. The process of job analysis can easily make changes. 4. If the job analysis process is clear then employees and employers can understand and contribute their part for the process. 5. Job analysis based on observable behaviour and work products contributes to efficient HRM. 6. Clearly everything regarding the job (job description) should be written and explained well to the employees. The job analyst gathers the data about each job but not about every person in the organisation and pass this required information to the HR specialists, who actually recruits the employees. According to Nancy (1988) recorded job information plays a crucial role because it influences most HR activities. Before collecting the information about specific jobs, employees should be informed about why the job analysis is being done. In this dissertation, the result of job analysis will be used in job evaluation and decision-making of job description. The purpose of job analysis is to elicit information pertaining to various types of jobs. The job analyst is naturally perceived by others with suspicion since his/her investigations are going to be used as the basis for job evaluation. People should be elucidated as to the purpose of the exercise, the reasons why it is necessary, what it is hoped will be achieved, ways in which information obtained will be collected and processed, and how deci sions affecting their jobs will be arrived at. Shifting the important from the trivial aspects of a job during and after analysis is really what the whole exercise is about. A common danger is to collect too much information, making it difficult to see the wood for the trees. On the whole, this is a more common pitfall than making just a cursory examination and ending up with a sketchy, incomplete picture. In making the analysis, if a fact is unimportant, it should immediately be discarded. To provide a framework on which to structure both the analysis and the information obtained, it is useful to look at the job from two points of view: first, the duties and responsibilities entailed; second, the skills and personal attributes necessary for the successful execution of that job (Myers, 1986). What an individual does and what personal attributes he needs to bring to the job provide us with the dimensions critical for making evaluative decisions between the relative worth of one job and another. The process of job analysis is much more difficult than might appear at first sight. The conventional techniques listed all have limitations (Prasad, 1997). For managerial jobs, the matter can become very complicated, and it may well be necessary to construct the analysis in terms of the criteria by which the job is to be evaluated, for example, problem-solving, accountability, and know-how. Job analysis can be misleading; therefore, the totality of a job is greater than the sum of its individual parts. Schweiger (1983) explained that recent interest in studying managerial cognitive style has led to the development and use of a variety of instruments. For the purpose of job evaluation, the evidence from job analysis should be treated with caution. Stewart (1982) worked on a model having for understanding managerial jobs and behaviour was conceived in one study and developed and applied in 3 others. Some forms of flexibility are common to many managerial jobs. The need is to move from Mintbergs (1973) roles and propositions about managerial work to an analysis that takes into account the variations in behaviour and the differences in jobs before attempting to generalize the managerial work. Kay .G (2005) says that the job evaluation acts as a tool to provide the means of assessing jobs to make an equal value decision. A major purpose for job analysis is to obtain information for a job evaluation project that may be organisation-wide or simply consist of an individual employees request for his or her job to be re-evaluated. Cascio (1995) states that there are different number of methods to study jobs. Some combination of methods must be used to obtain a total picture of the task and physical, mental, social and the environmental demand of a job. Job analysis is the process of looking at exactly what a job requires in order to determine the necessary job qualifications. Through the job analysis a jobs skills, knowledge and ability (KSA) can be defined in operational terms. This is essential if the job analysis data are to have any utility for example, it may be used for the performance assessment. Once the jobs have been sorted using the KSA level their scores are entered in to the system to get the ranking for the jobs. The jobs with less KSAs tend to be lower in the organisation than the jobs with greater KSAs; this is relevant in determining the key job elements required for the job in the organisation. Job Characteristics Model If the type of work a person does is so important, the specific job characteristics that affect productivity, motivation and satisfaction can be identified. Hackman and Oldham (1975) has developed a model to identify 5 such job characteristics and their interrelationship and they called it job characteristics model. The early research with this model indicates that it can be useful in redesigning the jobs of individuals. The 5 core characteristics of the model are: Skill Variety: The degree to which a job requires a variety of different activities so one can use a number of different skills and talents. Task Identity: The degree to which the job requires completion of a whole and identifiable piece of work. Task Significance: The degree to which the job has a substantial impact on the lives or work of other people. Autonomy: The degree to which the job provides substantial freedom, independence and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. Feedback: The degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of his or her performance. In this model first three dimensions combine to create meaningful work. That is, if these 3 characteristics exist in a job, we can predict the incumbent will view their job as being important, valuable, and worthwhile. The jobs that possess autonomy give the employee a feeling of personal responsibility for the results and if it provides feedback the employee will know how effectively they are performing. From a motivational standpoint, the model says that internal rewards are obtained by individuals when they learn that they personally have performed well on a task that they care about. Dodd and Ganster (1996) objectively manipulated job dimensions of autonomy, variety and feed back to evaluate their effect on perceptions of job characteristics and on job outcomes. In a high variety task, increased autonomy led to increased satisfaction, while in a low variety task, increased autonomy had a negligible effect on satisfaction. Saks and Waldman (1998) examined the relationship between age and job performance evaluations for newcomers recently hired into entry-level positions. They found a negative relationship between age and job performance evaluations. This relationship was eliminated after controlling for undergraduate grade average and prior work experience, operationalized as the number of jobs that a newcomer had previously held. Glick, Jenkins and Gupta (1986) compared the relative strengths of the effects of method versus substance on relationships between job characteristics and attitudinal outcomes. They compared the reports from both job incumbents and non-incumbents on job characteristics and job attitude. Substantive relationships were observed between job characteristics and effort, supporting the job characteristics model. Common method effects, however, inflated relationships between job characteristics and affective outcome, thereby supporting the social information-processing model. Gist (1987) described that self-efficacy (ones belief in ones capability to perform a task) affects task effort, persistence, expressed interest and the level of goal difficulty selected for the performance. Despite this, little attention has been given to its organizational implications. He reviewed the self-efficacy concept and then explores its theoretical and practical implications for organizational behaviour and human resource management. Taber and Peters (1991) analyzed employee perception of the completeness of a self-report, point factor job evaluation system. Complementary qualitative and quantitative techniques were used to identify characteristics of jobs, characteristics of employees and characteristics of the job evaluation procedure that affected employee perceptions of the system. Analyses indicated that the job evaluation instrument might describe some classes of jobs more completely than others. Spector, Jex and Chen (1995) examined the possibility that intervals with certain personality traits tend to be found in certain types of jobs. They examined specially correlations between two personality traits, optimism and anxiety and measures of job characteristics obtained through job analysis. The results have showed that those who were high in traits anxiety tended to be in job characterized by low autonomy, variety, identity, feed-back, significance and complexity. On the other hand those reporting high levels of optimism tended to be in jobs characterized by high levels of each of these job characteristics. Taber and Alliger (1995) described that research on job satisfaction traditionally has gathered data at the level of the overall job. As a job consists of many tasks some of which may be enjoyable, complex, and important and some not. Global and facet measures of job satisfaction were found to be consistent with, but only partially predictable from, individual task properties. Task analysis is a cumbersome process; nevertheless, by complementing traditional, global measurement procedure, task level assessment may facilitate new research into the nature of job satisfaction. Somers and Bimbaum (1998) tested the proposition that relationships among the various types of work activities are related both to the form of commitment and the facet of performance under consideration affect commitment and job performance. They suggested that job involvement was related only to performance tied to intrinsically rewarding elements of work, and career commitment was positively related to overall performance activities. These forces effect the individual organisation in different ways and can bring change in organisations. Evaluation plans used to translate job duties into relative job worth may take different forms (James, 1991). Essentially, however, the principal measuring techniques for determining relative job worth differ from one another in three ways. First, what is measured the whole job or identifiable elements of the job. Second, whether or not point values are assigned to establish quantitative measures of job value. Third, how jobs are measured against other jobs, or against a pre-described yard-stick. Application of these techniques can result in four basically different types of job evaluation plans. These are, and have been for many years, the ranking system, the classification system, point evaluation plans, and factor comparison plans. Combinations of these systems can also be used. The Ranking System The most widely used method of job evaluation is the ranking system. Under this plan, a job is ranked against other jobs, without assigning point values. Evaluators simply compare two jobs and judge which is more difficult. Once this determination has been made, a third job is compared with the first two and similar decision made. The process is repeated until all jobs have been ranked, from the most difficult to the least difficult. The greatest advantage of the ranking system is its simplicity. The evaluation process is quick and inexpensive. Also, the ranking system uses a job against-job comparison, which is the most accurate method of evaluation, because it is far easier to judge which of two jobs is more difficult than it is to judge the absolute difficulty of either. On the other hand, the system does little to guide the judgment of evaluators. There is a tendency to judge each job on the basis of its dominant characteristics, which can result in inconsistencies. In addition, it is extremely difficult to explain or justify the results of ranking to employees or managers, because there is no record of the judgements of evaluators. Finally, the ranking system can indicate only that one job is more difficult than another, not how much more difficult it is. The Point System Under the point evaluation system, various factors which measure a job are selected and defined. A separate yard-stick for different degrees of each factor is prepared. A job is then rated against every yard-stick. In essence, this is the same process as the classification system except that the job is evaluated on a separate scale for each factor. In addition, each degree of each factor has point weightings. Point evaluation systems provide a written record of judgements made. In addition, the degrees in each factor provide a guideline for judgements. Because points are assigned for each factor, each job can be given a total numeric point value, which provides a measure of how much more difficult one job is than another. The main problems of the point evaluation system are the difficulty of selecting relevant factors, of defining degrees for each factor and assigning appropriate point values. In addition, there is the problem of determining the correct number of degrees. Ideally, ju st enough degrees are established to identify minimum measurable differences in each factor. Finally, the various degree definitions must be written so as to serve as guides that are both useful and meaningful in terms of the jobs being measured in each specific company. Factor Comparison The final basic approach used in traditional job evaluation is the factor comparison system. In this system, factors must also be identified, as under the point system. Within each factor, a ranking system rather than a classification system is used. That is, for each factor, the evaluator ranks all jobs from highest to lowest. Various degrees result, but they are not defined or described. Points are assigned to each of these degrees. Factor comparison has two basic advantages. First, it uses the job-by-job comparison technique. Second, it does not involve the semantic problems encountered in defining factor degrees. However, because of the lack of definitions, it is always difficult to explain the results of factor comparison evaluations to employees or supervisors. Combination Systems In practice, most companies use combination plans. The most typical approach is to use a combination factor comparison and point system (Hartley D.E, 2004). In this way, the advantages of each system are obtained, and the difficulties of each are neutralised. In the combination system, there are five steps involved. Firstly, factors are selected and defined. These are usually the five basic factors of responsibility, authority, knowledge, skill, and working conditions. Secondly, benchmark jobs are selected and priced if they can be priced in the market, and all benchmark jobs are ranked under each factor. This includes both those which were priced in the market-place and those which were not. Ranking of market-priced jobs, however, must reflect market pay relationships. Ranking of other jobs is done primarily by comparison with jobs that have been priced. Thirdly, points are assigned to each degree of each factor on the basis of a standard system. The relative maximum weight of each factor is a function of the number of degrees established in the ranking process. Fourthly, each degree is defined. This is done in terms of the company jobs that have been ranked in each degree. Finally, all other jobs are evaluated, by comparison against degree definitions and on a job-against-job ranking system, particularly using benchmark jobs priced under each factor. Edmund .H (1996) says that new methods of pay are introduced by many companies. Each form or element of pay serves a different objective for the company. Each has evolved over time to deal with specific company needs. Each element of compensation also tends to meet different employee aspirations or objectives. The elements of compensation may be categorised in six ways. There are premium payments, bonus payments, long-term income payments, pay for time not worked, benefits, and estate building plans. Each of these elements is more applicable to some groups of employees than to others. For instance, overtime is applied only to operations persons. Long-term income plans are typically restricted to higher-paid persons. There are also non-financial rewards, which are difficult to categorise. Basically, some company characteristics represent a form of remuneration to employees. The work done and the work environment can have value, even though no monetary payments are involved.(Risher .H, 1979) Other characteristics whose value cannot readily be expressed in terms of dollars but which to the employee represent income value or remuneration include titles and various perquisites. There are, of course, many different ways in which job analysis can be tackled. Some cover the information which would normally go into a job description, and some cover the main points of a job specification (McCormick, 1980). The suggestion here is that a comprehensive job information sheet should be compiled for each job. It does not matter whether it is called a job description or job specification, provided all relevant information about the job is recorded clearly, accurately, and so far as is possible, with brevity. The critical incident technique (Flanagan, 1954) is an attempt to identify the more important, or noteworthy, aspects of job behaviour. Originally it was developed as a check-list rating procedure for performance appraisal, but its merits lend itself to other investigatory activities such as job analysis for the purpose of job evaluation. In this latter context, the idea is to highlight the critical aspects of a job which are crucial to its successful performance. It can usefully be applied to multi-task jobs as a means for establishing priorities between job elements. The diary method is a self-reporting analysis of the activities engaged in over a period and the amount of time spent on all of them, recorded in the form of a diary. It can become tedious and onerous for the job incumbent, and is probably the method most open to abuse and faking. To conduct job analysis effectively, managers have the obligation to keep all the job information up to date. It is vital that they report changes in the organisation, job assignments, and methods of work to ensure that classifications are kept current. Even when staff specialists evaluate jobs, line managers still have the basic responsibility of reviewing both the job analysis and the results of job evaluation. This review carries with it the authority to approve or appeal. Line managers have the basic responsibility for making pay decisions. Decisions must be made within the framework of policies, practices, techniques, and controls. Clearly, the individual supervisor is involved in interpreting compensation policies and applying them to many individual situations. The supervisor also has the job of gaining employee acceptance of the company evaluation and compensation programme. The supervisor is not likely to gain that acceptance unless employees understand basic policies and pr actices, and unless they perceive that the application of those policies and practices in individual situations is equitable and reasonable. Information, knowledge, programmes, and practices must be continuously reviewed and re-thought. Management of job analysis, job evaluation and compensation administration, like many other fields, requires a never ending search for excellence. Findings: The author has used the questionnaire to collect the information regarding the employees job specification and their actual job performance. From the questionnaire employees answered the author has analyzed the data in the following way. Table 1 Describes about the employees participated in the research Males 65 Females 35 Under Graduates 47 Graduates and above 53 Part-time Workers 30 Full time Workers 70 Had training on their job performance 80 No training 20 People performing single role 85 People performing more than 1 role 15 People working less than a year (new) 13 People working from more than a1/2 yrs (old) 87 The above data can be represented in chart format as below. Where, M-males FM-females UG-undergraduate G-graduate PT-part-time FT-full time T-training NT-no training SR-single role MR-many roles LT-less time MT-more time Table 2 Describes about the employees responses to the Questionnaire sent by the author on job analysis. Characteristics Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied Job Description 74 24 2 _ _ Training 80 20 _ _ _ Job performance 85 13 1 1 _ Essential skills for job 70 26 1 3 _ Workload 73 21 2 2 2 Co-operation of higher officials 88 10 2 _ _ Pay and performance relation 92 5 3 _ _ Security at work place 96 4 _ _ _ Administration 69 28 1 2 _ Basic Salary 87 10 3 _ _ Physical working environment 77 20 1 1 ! Opportunity for personnel development 65 20 3 8 4 Job security 74 18 5 3 _ Job Satisfaction 86 10 1 3 _ Job duties are clear 90 6 4 _ _ Evaluation of job 78 29 2 1 _ About additional responsibilities 70 21 6 1 2 Purpose of job 77 17 5 _ 1 Job definition 92 8 _ _ _ About additional skills 73 24 2 1 _ Using the above data collected the major attributes of the research can be depicted in pie diagrams as follow: From the total findings the research the whole analysis of the company data can be plotted in to an area graph to show the employees overall feeling about their job.

Ethical Judgments in the Arts and the Natural Sciences Essay -- Ethic

Ethical judgments limit the methods available in the production of knowledge in both the arts and the natural sciences. Discuss. When talking about ethics we have to take in account that it is based on the socially standardized concept of some things being good and some things being bad. Therefore what might be seen as socially unethical arts for some people, in another society or in another time, it probably won’t be so. The same is true for the natural sciences. And even if we take our western society as a base, there are some aspects of ethics and some specific topics of which people do not have a standardized opinion. The idea of it being ethical or not depends on thebeliefs of every individual. In this essay I am going to focus on the fact that some people carry out unethical investigations (in arts), experiments ( in the natural sciences) or processes ( in both), knowing that the people will not accept it. This is because they think that the unethical methods will lead them to an end that is of a greater good, or that will cause more good than bad. Therefore, the question is wether it is worth it to use unethical methods to achieve a goal that might or might not do a lot of good. There are two clear points of view, the one from the people that think that the end justifies the means and the one from the people who decide to follow the socially established ethical rules. First I will give an example of an unethical way to obtain knowledge in the natural sciences and I will show two points of view, then I will give an example of ethical limits in the production of knowledge in the arts and I will give two points of view. Animal testing is a good example of the problem of compromising ethics to achieve something good... ...it the methods that we use to obtain knowledge in the natural sciences and arts but those judgements do not always stop the people from using unethical methods. As long as the person carrying out the experiment or the performance believes that what they are doing ir right or rational, they will not stop doing it willingly. It is better to keep a balance between emotion and reason when deciding about if something is ethical or not and about weather something is worth to be done. The problem with this is that most humans are selfish by nature and they will probaly always choose what is best for them, what is more reasonable to them, not even caring about wether it is ethical or not. Works Cited http://www.peta.org/action/ http://visualmaniac.com/visualmag/videos/yolanda-dominguez-art-activism-on-9-vide http://condignart.files.wordpress.com/2013/06/vic.jpg

The Narrators Metamorphosis in Ralph Ellisons Invisible Man Essay

The Narrator's Metamorphosis in Ralph Ellison's Invisible Man A mere glance at the title of Ralph Ellison's book, Invisible Man, stimulates questions such as, "Who is this man?" and, more importantly, "Why is this man invisible?" The anonymous narrator of Ellison's novel begins by assuring the reader that he is, in fact, a real person and is not invisible in the Hollywood sense of the term, but, rather, invisible "simply because people refuse to see" him for who he really is (3). The actions of both blacks and whites toward the anonymous narrator of the novel during his search for identity lead him to this conclusion. The narrator begins the story of his realization of his invisibility at the end of his high school days, as an intelligent and diligent student in an unidentified southern U.S. state in the early part of the 20th century. Upon giving an excellent speech about the role humility plays in progress, prominent members of the community invite him to recite the speech once again "at a gathering of the town's leading white citizens" (17). At the meeting, though, the high-ranked members of the community force the narrator and other black boys to participate in what the narrator terms a "battle royal," in which they fight each other and attempt to pull fake plastic coins from an electric rug. The narrator proceeds to win the "battle royal," and presents his speech to the wealthy men (17). Throughout the delivery of his speech, they mock and harass him, failing to see who he really is. The school's superintendent then rewards him with a scholarship to college. Because of the great reward and th e doors the reward opens up, the narrator accepts the subhuman treatment as normal. Still a weak character, he allows people to... ...s dramatically. He now realizes people do not and will not see him for who he is, and yet he is willing to play the part in society he feels he must play. Works Cited and Consulted Bone, Robert. The Negro Novel in America. New Haven: Yale U P, 1966. ________."Ralph Ellison and the uses of the Imagination." Ralph Ellison: A Collection of Critical Essays. Ed. John Hersey. Englewood Cliffs, NJ: Prentice-Hall, 1974. Ellison, Ralph. Invisible Man. 1952. Harmondsworth: Penguin, 1987. Gates, Henry L., Jr. ed. Black Literature and Literary Theory. New York: Methuen, 1984. Hersey, John, ed. Ralph Ellison: A Collection of Critical Essays. Englewood Cliffs, NJ: Prentice Hall, 1974. Kartiganer, Donald M., and Malcolm Griffith. Theories of American Literature. New York: Macmillan, 1972. Smith, Anthony D. The Ethnic Revival. Cambridge: Cambridge U P, 1981.

“Ethics in Policing” Essay

In The Ethics of Policing, John Kleinig presents a broad discussion of the ethical issues that overwhelmed existing police organization and individual police officers. This debate is set surrounded by others that bring in the reader to basic approaches at present in support among moral philosophers (social contract, neo-Kantian and utilitarian–though thought of the recent efforts to widen virtue-oriented ethical theories is regrettably absent) and to many of the significant questions posed in the swiftly growing subfield of practiced ethics (such as whether professional ethics are constant with or in clash with so-called â€Å"ordinary† ethics). The discussions are consistently even-handed, broad and extraordinarily rich in detail. Kleinig sets out typologies of the kinds of force used by the police as well as variety of dishonesty in which they occasionally engage range of distort exercise, alternative actions for holding police responsible, and the like. He offers wide-ranging debate of the role and history of police codes of ethics, the changes made on the personal lives of police, and the challenges to police management facade by unionization and confirmatory action. In short, this book is much more than a directory of police ethical issues with reference for their solution–it is that, of course, but it is also an beginning to professional ethics in general, a articulate staging of important existing moral theories, a outline of the key legal decisions affecting police work, and a rich representation, both understanding and essential of the police officer’s world. Kleinig concentrates on his topic with a large idea of ethics, one that runs from meticulous problems (such as police judgment and use of force), through common problems (such as the ethics of misleading tactics and the nature of dishonesty), to deliberation of the effects of police work on police officers’ moral fiber (such as the regrettable inclination of police to distrust and hostility), all the way to organizational difficulty (such as those about the arrangement of answerability and the status of whistleblowers). Right through his rich and caring conversation, it seems as if the difficulty of ethical policing is just that of how the police can morally carry out the job they are assigning and putting into effect the laws they are furnished to implement. Kleinig considers that many of the ethical problems facing the police have their cause in (or are at least supported and assisted by) the trend of police to appreciate their own role as that of law enforcers or â€Å"crime-fighters. † This promotes over trust on the use of force, predominantly lethal force and enhances police officers’ sense of hostility from the society they are sworn to serve. Furthermore, this self-image makes police doubtful of, hostile to, and commonly unhelpful with police administrations inspired programs such as â€Å"community policing†Ã¢â‚¬â€œthat aim to redesign the police into a more comprehensible organization. Amusingly, the police self-image as â€Å"crime-fighters† continue in the face of practical studies showing that law enforcement per se, the engaging and catching of criminals, takes up only a small number of police officers’ work time. Much more time is in fact spent by the police doing things like crowd and traffic organizing, dispute resolution, dealing with medical tragedies, and the like. Consider Kleinig’s argument of police dishonesty. Kleinig takes up Lawrence Sherman’s view that allowing police to agree to a free cup of coffee at a diner starts the officer on a slippery slope toward more serious graft because, deliberating he has accepted a free cup of coffee makes it difficult for the officer to stand firm when a bartender who is in action after legal closing hours presents him a drink–and this in turn will make it harder to resist yet more serious attempts to bribe the officer to not enforce the law. Sherman then suggests that the only way to fight corruption is to get rid of the kinds of laws, first and foremost vice laws that provide the strongest lure to corruption of both police and criminals. In opposition to Sherman’s view, Kleinig believe sthat of Michael Feldberg, who argue that police can and do differentiates between minor gratuities and bribes. Kleinig consent. Kleinig takes corruption to be a topic of its motive (to misrepresent the carrying out of justice for personal or organizational gains) relatively than of particular manners. This is a nice difference that allows Kleinig to detach corrupt practices from other ethically problematic practices, such as taking gratuities–of which the free cup of coffee is an example. Quoting Feldberg, Kleinig writes that â€Å"what makes a gift a gratuity is the reason it is given; what makes it corruption is the reason it is taken† (Kleining, 1996, 178). Gratuities are given with the hope that they will encourage the police to frequent the organization that give them, and certainly, the police will often stop at the diner that gives them a free cup of coffee. Thus, Kleinig follows Feldberg in philosophy that recieving coffee is wrong because it will tend to draw police into the coffee-offering business and thus upset the democratic value of even-handed distribution of police protection. Kleinig takes up the question of entrapment by first allowing for the so-called subjective and objective advances to determining when it has occurred. On the subjective approach, entrapment has happened if the government has rooted the intention to commit the crime in the defendant’s mind. So implicit, the defence of entrapment is overcome if the government can show that the defendant already had (at least) the outlook to perform the type of crime of which he is now blamed. On the objective approach, anything the intention or disposition of the real defendant, entrapment has arised if the government’s contribution is of such a character that it would have made a usually law-abiding person to commit a crime. Kleinig condemns the subjective approach by indicating that the behaviour of a government cause that constitutes entrapment would not do so if it had been done by a classified citizen. Thus, the subjective approach fails to clarify why entrapment only relay to actions performed by government means. For this grounds, some turn to the objective approach with its stress on improper government action. However, as Kleinig skilfully shows, this approach experience from the problem of spelling out what the government must do to, so to converse, â€Å"create† a crime. It cannot be that the government agent was the sine qua non of the crime since that would rule out lawful police does not entice operations; nor can it be that the government agent simply made the crime easier since that would rule out even undisruptive acts of providing public information. The objective approach seems based on no more than essentially controversial intuitive judgments about when police action is excessive or objectionable. The reason is that this account is susceptible to the same opposition that Kleinig raised in opposition to the subjective approach–it fails to explain why entrapment only relates to actions carried out by a government agent. Certainly, the problem goes deeper because Kleinig’s account supposes that government action has a particular status. As Kleinig point to, the same actions done by a private citizen would not comprise entrapment. It follows that actions done by a government agent can dirty the evidentiary picture, while the same actions done by a private citizen would not. But, then, we still need to know why entrapment refers only to actions carried out by government agents. To answer this, Kleinig must give more power to the objectivist approach than he does. When it does more s Kleinig notes but fails to integrate into his account–the government â€Å"becomes a tester of virtue rather than a detector of crime† (Kleining, 1996, 161). Indeed, much practical crime fighting is wrong because it does not so much fight crimes as it fights criminals, taking them as if they were an unseen enemy who need to be drawn out into the unwrap and take steps. As with corruption, it seems to me that Kleinig has measured entrapment with active criminal justice practice taken as given and thus, by default, as not posing a confront to ethical policing. Kleinig suggests that as an alternative of law enforcers or crime-fighters, police ought to be consider and think of themselves–as â€Å"social peacekeepers,† only part of whose task is to put into effect the law, but whose larger task is to remove the obstruction to the even and pacific flow of social life. (Kleining, 1996, 27ff) Kleinig’s disagreement for significant the police role as social peacekeeping has three parts. The first part is the gratitude that, while social agreement theories lead to the idea of the police as just law enforcers, the information is that we have (as I have already noted) always likely the police to play a larger role, taking care of a large diversity of the barrier to quiet social life. The second part of the quarrel is that the idea of the police as peacekeepers, in totaling to equivalent to what police essentially do, reverberates adequately with practice, in exacting with the idea of the â€Å"king’s peace,† the organization of which might be thought of as the predecessor of modem criminal justice tradition. Kleinig thinks will flow from this preconceiving of the police role: a less confused, more helpful and pacifying relationship between the police and the society; a compact dependence on the use of force, particularly lethal force, to the point that force is sighted as only a last alternative among the many possessions accessible to the police for eliminating obstacles to social peace. The very fact that police are armed (and dressed in military-style uniforms) for law enforcement makes it just about overwhelming that they will be used for crowd and traffic control. Subsequently, if a small group of persons is to keep a large, volatile and potentially dodgy group in line, it will surely help if the small group is armed and in distinguishing dress. As for the other jobs allocated to the police, it must be distinguished that these jobs are not generally executed by the police for the community as a whole. Middle class and wealthier folks do not turn to the police for dispute resolution or help in medical emergencies. Ignored in this way, the poor call on the police when there is problem and reasonably so. The police are at all times there, they make house calls, and they do not charge. Practices that outcome from our negligent treatment of the poor should scarcely be lifted to normative position in the way that Kleinig in cause does by speaking of what â€Å"we† have allocated to the police. Only some have had the authority to assign the police these additional jobs, and even those influential few seem more to have deserted the jobs on the police than considerately to have assigned them. Most significantly, however, distinguishing the police as peacekeepers has the trend to cover over what is still the most important truth about the police, the very thing that calls for extraordinary good reason and for particular answerability, namely, that the police have the ability to order us around and to use aggression to back those orders up. For example, when Kleinig takes up the police arguments that they should be treated like proficiently and thus standardize themselves, Kleinig objects only on the position that â€Å"It is uncertain whether police can lay claim to such focused knowledge† not available to lay persons as renowned professions, such as medicine and law’ do. (Kleining, 1996, 40) Similarly, in explanation why police may correctly be focused to civilian review boards, Kleinig says that â€Å"the police provide a society service at a cost to the society† and thus ought to be answerable to the public they serve. (Kleining, 1996, 227) The police are precisely subject to remote review to a level that the local authority company is not, and the grounds are the particular authority and authority the police have and the suitably tense relation involving that power, essential as it is, and the free public it both defend and threatens. Conceivably, after all, the cops are right in opinion of themselves as law enforcers and crime fighters. Reading John Kleinig’s book is an extremely good way for anyone to learn just how uncomfortable that situation is. References Kleining, John (1996) The Ethics of Policing, New York, NY: Cambridge University Press.

Cyp 3.4 Health and Safety

CYP Core 3. 4 Support children and young people’s Health and Safety When planning a healthy and safe indoor or outdoor environment there are some factors that need to be taken into account. Specific Risk to individuals. Specific Risk to individuals. Age, needs and abilities of the children and young people. Age, needs and abilities of the children and young people. Desired outcomes for children and young people. Desired outcomes for children and young people. Line of responsibility and accountability. Line of responsibility and accountability. The duty of care. The duty of care. Function and Purpose of the environment or service offered.Function and Purpose of the environment or service offered. Needs of carers. Needs of carers. Health and Safety factors to consider when planning. Health and Safety factors to consider when planning. Age, needs and abilities of children and young people All children and young people have developmental milestones which tell us the approximate ag e at which most children are likely to develop certain skills and ways they are expected to behave. However, the individual needs of each child or young person needs to be taken into account when planning a safe and healthy learning environment as the needs and abilities of each ndividual will vary particularly if an impairment, such as a learning difficulty or a physical disability has been identified. The age, needs and abilities of children impact significantly on what is safe or unsafe for them to come into contact with. For instance an eight month old baby will be expected to pick up objects within their reach and put them to their mouth so when planning a safe environment for them it will be important to keep small objects that present a choking hazard out of their reach.It is with this in mind that most practitioners will choose toys and materials safely. Before choosing toys they must be checked to ensure that they carry a safety mark which gives assurance that the products are safe to use as directed by the manufacturer. It is very important that toys and equipment are used in the way instructed by the manufacturer and not for any other purpose. All toys and equipment must also be assembled using the manufacturer instructions and age guidelines must be followed. E. g. â€Å"This product is not safe for children under 3 due to small parts†.It is important to remember the specific needs and abilities of each child when allowing them to use toys and equipment as some children for example may have developmental delays and still put things in their mouth like younger children so exercising extra caution may be necessary. Choosing toys and equipment that is durable and will last longer is practical as they are more likely to withstand constant use and have less of a chance of breaking and becoming potentially dangerous to the children using them.At St Cuthbert’s the needs and abilities of all children were taken into account when planning the outdoor areas, the school grounds and split into three different sections nursery and reception yard, year one and two yard and year three through to six have a separate yard. Each yard has been designed to specifically meet the needs of the children using i. e. smaller climbing frames for the younger children and larger ones for the old. The school building and grounds are all on one level and would be suitable for wheelchair users to access easily.Specific Risk to Individuals Some activities or situations can present specific risks to individuals. It is important to have good knowledge and understanding of each child or young person we work with so that we can recognise the risks if and when they occur and reduce the risk to an acceptable level or offer a suitable alternative. * If a young person is pregnant some activities otherwise deemed safe for her will become more of a risk to her because she is pregnant i. e. Trampolining, therefore a more suitable form of exercise safe for her and the baby could be offered. If a child suffers with a visual impairment the risk associated with certain activities may be higher – learning to use sharp tools for example. Advice can be sought from a professional who may recommend the use of specially designed tools or offer advice on suitable methods of teaching. * A child or young person with asthma or allergies will be unable to work with dust, pollen or certain food so it will be important to remember this child when planning certain activities i. e. bringing flowers in from outside or giving the children food treat.The needs of Carers Where relevant the needs of carers and parents are also a factor to consider when planning healthy and safe environments or services. For instance, a carer that uses a wheelchair will need sufficient space to move around safely and this should be thought of when planning the layout of furniture and facilities. The function and purpose of environments and services When planning a sa fe and healthy environment practitioners should take into account the function and purpose of the environment and services.Activities and experiences offered in one setting may be less suited and ill-advised in another. For example, many sports centres offer holiday clubs for children and young people, the environment is specifically designed for sporting activities and the staff will be trained and know how to properly use certain equipment, therefore offering the same activities in an out of school club that meets in a school classroom would be inappropriate and unsafe. Desired outcomes for children and young peopleThe desired outcomes for children and young people are among the factors that influence what is appropriate, safe and healthy for them to do within the setting. When planning an activity the potential benefits to the children and young people need to be considered against the likelihood of harm occurring. Duty of Care When a parent or carer leaves their child in the car e of a service they are in effect agreeing for the staff to care for their child whilst they are there. This means that staff has a duty of care to the child or young person in their care in line with provisions set out in the Children Act 1989.The act requires those caring for the child or young person to promote the safety and welfare of each individual in their care. The level of this duty of care must be that of a ‘reasonable parent’. If you do not act as a ‘reasonable parent’ would do to keep the child or young person safe you are failing to meet your duty of care and can be seen as being negligent. The Health and Safety at Work Act 1974 also states that the setting has a responsibility to safeguard the safety and well-being of children and young people in its care.Lines of responsibility and accountability It is very important for practitioners in all settings and services to be crystal clear about their own responsibilities relating to health and saf ety, or standards will slip and important welfare requirements may not be met. It is very important that practitioners monitor and maintain health and safety on an on-going basis and this will vary from setting to setting. At St Cuthbert’s Primary School Health and Safety is monitored primarily by the head teacher who is in charge of the overseeing of new policies and rocedures along with the school governors. All other staff members are responsible for their own safety and the safety of all of the children in their care whether it be their own class or the whole student population during break times. It is the role of the caretaker to monitor the health and safety of the school buildings and grounds and these are overseen on a twice a week basis. If the caretaker should happen upon a health and safety concern this will be immediately brought to the attention of the head teacher who will then decide on the best possible resolution.It is also up to the caretaker to be in the y ard first thing in a morning to ensure that all entry/exit ways to the school are securely locked making sure any unauthorised visitors cannot enter the school and ensuring the safety of the children. It is primarily the duty of the receptionist to check identification of visitors and providing them with a visitors badge and access to the school. When providing environments and services for children and young people it is important to comply with the laws and regulations set out by the government. The laws and guidelines set out by the government in England are: Health and Safety at work Act 1974 and 1992 This act is relevant for all places of employment not just those working alongside children and young people. Employers have a duty of care to ensure that the workplace and equipment within it are in a safe and useable condition and do not pose as a risk to the health and safety of anyone using it. Anyone working or volunteering in the setting have a responsibility to take care of themselves and others in cooperation with the employer. The Act also states that all employers must use the basic principles of risk management: 1. Risk assessment . Balanced control measures 3. Training The caretaker at the school I work in is responsible for checking the school buildings and grounds on a regular basis to ensure that all equipment being used is safe and does not pose a risk to any student or staff. Computers and other electrical equipment are checked on a regular basis by an outside company to make sure that there are no problems. It is the class teachers’ responsibility to ensure that their classroom and the equipment in it are safe for the children to use and this is taken into account when planning and risk assessing lessons.All staff is required to take part in training meetings in which they have the opportunities to learn how to use any new equipment or in some cases how to deal with challenging behaviour of specific children, courses such as safeguard ing, first aid and handling are compulsory. * Health and Safety (first Aid) Regulations 1981 Most settings working with children and young people with have specific individuals who are qualified to deal with first aid; there must be at least one person within the setting designated to first aid if an accident occurs. It is stated that by law all employers must keep a well-stocked first aid box.At St Cuthbert’s all staff members are first aid trained although there are only five members of staff as designated first aiders; it is their responsibility to ensure that the first aid boxes are fully stocked and in good working order. * Food Safety Act 1990, and Food Handling Regulations 1995 This act refers to how food may be stored and prepared and how cooking environments should be maintained and how staff who prepare the food must be trained. Any member of staff within the school handling food has a basic food safety and handling certificate including the kitchen staff. * Fire Pr ecautions (workplace) Regulations 1997These regulations apply to all workplaces not just those who work alongside children and young people. Under these regulations settings must carry out a fire risk assessment addressing seven key areas: 1. Fire ignition sources and risk from the spread of fire 2. Escape routes and Exits 3. Fire Detection and early warning of fire 4. Fire fighting equipment 5. Fire routine training for staff 6. Emergency plans and arrangements for calling the fire service 7. General maintenance and testing of fire protection equipment All staff members at St Cuthbert’s are trained in emergency procedure and what to do in the event of a fire.All fire safety equipment is checked once a month by an outside agency to ensure that alarms, extinguishers and other equipment are in good working order. * Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) Under RIDDOR, workplaces must ensure they have an accident book. All accidents wh ich occur in the workplace or setting must be recorded in the book. Some types of accidents that occur at work – serious ones or those that result in someone being absent from work for more than three days must be reported to the Health and Safety Executive.Some Diseases that may be contracted by employees must also be reported i. e. HIV, Aids, Hepatitis and such like. At my school the accident and incident book is kept in the school office and all members of staff have access to this book, it is their responsibility to ensure that any accidents are recorded in this book however minor. If any concerns arise in relation to diseases and other contagious diseases then these are reported immediately to the head teacher who then takes appropriate action. * Personal Protective Equipment at Work Regulations 1992Under these regulations employers must provide equipment to employees needed to carry out their jobs safely. For example, someone working with young children will need an apr on and rubber gloves supplied to them for when they are changing nappies or dealing with other body fluids and waste. * Protection of Children Act This law involves the protection and safeguarding of children. (See unit CYP core 3. 3 for more details) * Children’s Act 1989 This Act covers the equality of access and opportunity for children and young people in addition to health and safety. * Health and Safety (young persons) Regulations 1997These regulations require employers to carryout special risk assessments for employees or volunteers under the age of 18, as they may be less aware of the Health and Safety issues then more experienced workers. * Children Bill 2004 Prior to this bill being passed there were concerns that children’s services were not working together effectively to protect vulnerable children from forms of abuse. This bill was passed to ensure the improvement of child protection for children and young people and to ensure that all agencies involved h ave better communication with each other regarding such issues.At St Cuthbert’s meetings are held on a regular basis for the complete staffing team to talk about any issues or concerns they may have regarding specific children. Any immediate concerns are reported to the head teacher and they and the class teacher discuss which action to take. Safeguarding issues are immediately reported to the member of staff in charge of reporting incidents of abuse who will then take appropriate action such as ringing social services or other outside agencies. Any parents with concerns over a child are directed to this staff member who can then take the action needed to investigate further. Every Child Matters This is a government agenda which sets out five major outcomes for all children: 1. Be safe 2. Being healthy 3. Enjoying and achieving 4. Making a positive contribution 5. Economic well being The Early Years Foundation Stage (EYFS) aims to meet every one of the outcomes listed above. * The Early Years Foundation Stage (EYFS) Welfare Requirements All settings to which the EYFS applies must meet all of the EYFS welfare requirements: Safeguarding and promoting children’s welfare. | The provider must take suitable steps to safeguard and promote the welfare of children.The provider must promote the good health of the children, take necessary steps to prevent the spread of infections and take appropriate action when a child is ill. Children’s behaviour must be managed effectively and in a manner appropriate for their stage of development and individual needs. | Suitable People| Providers must ensure that people working with children or having unsupervised access to them are suitable to do so. Adults looking after children must have appropriate qualifications, training, skills and knowledge.Staffing arrangements must be organised to ensure safety and to meet the needs of the children within the setting. i. e. ensuring that the staff to child ration is cor rect. | Suitable Premises, environment and equipment| Outdoor and indoor spaces, furniture, equipment and toys must be age appropriate and safe and suitable for their purpose. | Organisation| Providers must plan and organise their activates and setting to ensure that all children are provided with enjoyable and challenging learning and development experience which is suited to meet their individual needs and abilities. Documentation| Providers must maintain records, policies and procedures required for the safe and efficient management of the settings and to meet the needs of the children. | Within a school environment there are policies and procedures in place which support staff in the management of situations that involve the safety and wellbeing of all staff and children. Some of these are: * The Health and Safety policy * The Bullying Policy * The Safety Policy * The Child Protection Policy * The behaviour policy * The O Tolerance procedure The Confidentiality Policy * The Equa l opportunities Policy * Regulations and Requirements tell settings what they must do and what standards they must meet to ensure the health and safety of the staff and children within the setting but they do not tell the practitioners how this should be done. It is up to the settings to interpret the laws set out by the government and devises their own policies and procedures that explain how they will work within the law to promote the Health and Safety of everyone in the setting.At St Cuthbert’s it is the overall responsibility of the head teacher to ensure that the health and safety procedures in the school are implemented effectively by all members of staff. New policies and procedures are discussed by the governors and before any new policy is written up the staff have a chance to add or remove anything they feel it needs or does not need; the final draft has to be approved by the Head Teacher before being implemented.It is the job of the caretaker to parole the school grounds and building twice a week to ensure that there are no health and safety hazards which could potentially harm the children and staff. If a member of staff comes across a hazard then it will be reported to the head teacher who then ensures the caretaker can solve/fix the problem or that the required services needed are contacted and the risk to students minimised. Sometimes children and young people may want to take risks that are inappropriate for safety reasons or inappropriate for a child or young person because of their age, needs or abilities.As a practitioner it is important to remember that all children will want to take risks and we should not try to avoid risk altogether but allow children and young people to experience risk which will not harm them and which is suitable for their age needs and abilities. For example, a child of five may want to try and climb to the very top of a climbing frame, while this is risk taking and the child may be capable of doing this we m ust tell them of the risk involved and ensure that they stay safe whilst trying.In the case of a younger child or a child with a physical impairment it would be inappropriate and dangerous to allow this child to try the same thing. There is a difference in allowing children and young people to take appropriate risks that are worthwhile in terms of their development when compared to the likelihood of injury, and allowing children and young people to do things that are likely to harm them seriously without a justifiable developmental gain or experience.It is important as a practitioner to decide which risks are acceptable and unacceptable and to be able to minimise risk and harm to the children in their care. Before any activity takes place it is important to carry out a risk assessment and understand the settings policies and procedures for risk assessment and be able to follow them closely. There is a dilemma between the rights and choices that belong to children and young people in terms of the freedom to play and the health and safety requirements of a setting.It is important to remember that children and young people have a right to choice and the freedom of play and its benefits to their learning and development and that children and young people should be allowed to experience and take appropriate risks during their play and learning, within the boundaries of the health and safety legislations. There are four types of hazard/risk that should be taken into account in terms of play and development. These are: * Physical Upturned carpets, stacks of chairs, scissors etc. * EnvironmentalIcy pathways/yard, water on a staircase, objects obstructing exits etc. * Emotional Emotional risk taking is a life skill. Children and young people take emotional risks when they pluck up the courage to do something that stretches them emotionally or that risks personal failure or rejection. E. g. speaking in front of a group of peers or adults, auditioning for a part in a pro duction, not giving in to peer pressure, taking a physical risk in front of others. Activities that may feel like a risk to one child may come easily to another.We must remember that each child is an individual and will be comfortable doing things that some children may not be comfortable doing. Every so often a child needs to come out of their ‘comfort zone’ and be encouraged to try new things for the first time. Those with good levels of self-esteem and confidence will find trying new things easier than those with low self-esteem and confidence. It is important to help children and young people feel equipped for emotional risk taking by providing opportunities for them to take part in activities which foster high levels of confidence and self-esteem. Behavioural Behavioural Hazards occur when children and young people behave in ways in which they could cause harm to themselves and others. A teacher may set up an activity in which blunt objects may be used for sculptin g with clay, a behavioural hazard becomes apparent if a child then begins to use the tools provided in an inappropriate manner which could cause harm to themselves or others i. e. throwing the tools around, deliberately using them in a harmful way. The risk is therefore significantly raised to an unacceptable level and the practitioner must step in and take appropriate action immediately.A child’s behaviour to another child may be classed as a behavioural hazard also, if a child is bullying or physically harming another child then this is also a hazard than needs to be dealt with immediately. At St Cuthbert’s children are involved in thinking about safety and are encouraged to tell an adult if they see something unsafe. One of the most effective ways of ensuring that the children think about safety is to explain to them why we think an activity, a situation or someone behaviour is potentially dangerous.A more recent example of supporting children to manage and assess r isk was when we had our safety topic week in school. This week was dedicated to having various health and safety professionals come into school to talk to the children and get them to think about their own safety in and outside of school. Some of the visitors included the fire service, police officers and a lollypop person. As well as giving talks to the children there were various activities throughout the week that allowed the children to think about and manage their own safety.Other examples of this more recently was a cooking lesson given to small groups of children, not only were the children able to help in the cooking session they were asked to talk about things in the kitchen that could cause harm to them and how they should behave whilst using equipment and being in the kitchen. This activity allowed the children to understand that good behaviour and carefulness was needed to minimise the risk of harm to themselves and others.The policies and procedures at St Cuthbertâ€⠄¢s in response to accidents, incidents, emergencies and illness are hugely important as they can mean the difference between life and death should a serious situation occur. It may be necessary to evacuate the setting in the event of: * Flood * Gas leak * Fire * Identification of a dangerous substance To ensure the safe evacuation of the setting in an emergency: * All staff must know how to raise the alarm, where the exits are and where the assembly point is. * All staff is aware of their roles in an emergency such as taking the register, dialling 999 and checking rooms are empty. There must be regular opportunities to practice the evacuation procedure. These should be taken seriously and any difficulties should be resolved. The sound of the alarm may upset some children so it is important to be sensitive and help them to settle after the drill. * Evacuation drill notices must be kept in view at all times and give details of where the fire extinguishing equipment is kept. * Fire al arms, smoke detectors and emergency lighting should be regularly checked and maintained and staff should know where they are and be trained in their use.Details of all checks should be kept written in the log. * Emergency exits should not be obstructed At St Cuthbert’s the emergency drill is practiced with great care once a month. It is up to the class teacher to ensure that their class evacuates the building in a safe and calm manner and assembles at the meeting point. In the event of a real fire it is up to the receptionist to call the emergency services then make their own way to the meeting point where they will distribute the registers to the class teachers so that they are able to ensure that all children are accounted for.All registered settings must have written procedures regarding what practitioners must do if it was discovered a child was missing. It is important for all staff members to know these procedures and act quickly. At St Cuthbert’s an immediate se arch of the setting including outdoor areas is undertaken as well as finding out when the child was last seen and where. If the child cannot be found then the search would be widened to the local area around the school whilst the head teacher raises the alarm with the police and the missing child’s parents or carers.Sufficient staff remains on the premises to ensure that the other children are still taken care of and surplus staff such as the caretaker and teaching assistants may join the search until the police arrive and the search is controlled by them. The incident should be logged in the incident book by the initial member of staff whilst all details are still fresh in their head and later Ofsted will be contacted and the incident logged with them as an immediate review of the setting will be required.All children at some point in their lives experience illness and it is important that all staff recognise the signs and symptoms of illness in a child or young person to be able to take appropriate action in line with the settings policies and procedures. It is a legal requirement of all settings to have written guidelines for the management of illness within the setting. It is not the job of the practitioners to diagnose the illness this should be left up to a health professional, it is also not the role of the practitioner to care for a sick child and those who are ill should not attend the setting until they are well.There will be times when a child’s symptoms develop whilst they are at school, at St Cuthbert’s the procedure should this occur is as follows: * A member of staff will recognise promptly when the child or young person is ill using their knowledge of childhood illnesses to determine the seriousness of the illness. * The member of staff will respond to the symptoms in line with the schools policies, such as cooling a child down if they are suffering a temperature or administering a child’s asthma inhaler. * The membe r of staff will monitor the condition to ensure the condition does not become worse and a record kept. . e. when the child was last sick, their temperature or what time their inhaler was given. * The staff member will arrange for the child to be collected as soon as possible in the case of minor illness. In the case of accident or major illness then an ambulance will be called before the child’s parents or carers are contacted. When contacting a relative the child’s file will be looked at to determine the first point of contact in the event of an illness. It is important to be in control when ringing the parent or carer and ensure that they are not unnecessarily worried.In the event that an ambulance has to be called before the parents it is important that all details of the child’s symptoms are given correctly so that the emergency services know what they are dealing with and if needed advice can be given to keep the child comfortable until the ambulance arrive s. A practitioner will then accompany the child to the hospital until their parents arrive. * A record of the child’s symptoms and the procedures carried out will be logged in the incident book. All settings have a legal requirement to ensure that logs and records of incidents are kept up to date.When a child becomes ill at St Cuthbert’s or an accident or illness occurs the time and date is logged and any symptoms and signs of illness are written down. A practitioner’s response to a child’s illness is logged, making note of details like medication or first aid given and by whom. There are 4 designated first aiders within the school and it is their job to ensure that all first aid kits around the school are fully stocked and in good working order. It may be necessary for the first aider to be called in the event of an accident or incident and it will be their role to keep the incident book updated.