The Three Layers of the Skin Free Essays

The skin serves as protection to our body by keeping the right temperature for it to be able to perform its task the accurate way (Encarta, 2007). Furthermore, it also protects the immune system, consequently guarding us from different sicknesses (Encarta, 2007). This paper entitled, â€Å"The Three Layers of the Skin† intends to reintroduce the epidermis, dermis, as well as, the subcutaneous tissue which are the three layers of the skin (Encarta, 2007). We will write a custom essay sample on The Three Layers of the Skin or any similar topic only for you Order Now In addition to that, it also aims to state the functions of the aforementioned. The skin is composed of three layers. The first one is technically referred to as the epidermis, which is the skin located at the outermost layer (Encarta, 2007). The aforementioned layer, in turn, has layers as well, namely: 1) stratum corneum, which is composed of dead, flat skin cells that shed approximately every fourteen days; 2) stratum licidum; 3) stratum granulosum; 4) stratum spinosum; and 5) stratum basale, which are column-like in shape, wherein cells break up and drives the cells into the upper layers, and when they do, they turn flat and die (Encarta, 2007). Furthermore, in this first layer, one can discover the three types of specialized cells including: 1) â€Å"Melanocyte†, which brings into being the pigment technically known as the melanin; 2) â€Å"Langerhans’ cell, which guards the skin’s immune system; and 3) â€Å"Merkel’s cell† (Encarta, 2007). The second one is known as the dermis which is made up of three types of tissue including: 1) collagen; 2) elastic tissue; 3) reticular fibers (Encarta, 2007). The dermis has two layers as well, namely: 1) the papillary layer, which is located on top and that which is composed of a thin arrangement of collagen fibers; and 2) the reticular layer, which is located at the bottom and that which is made up of thick collagen fibers put together in a parallel manner (Encarta, 2007). Moreover, in this second layer, one can discover the specialized dermal cells, including: 1) hair follicles, which are located along with the â€Å"pili muscle† and that which joins each follicle; 2) â€Å"sebaceous oil glands† â€Å"apocrine scent glands†, which are related with the follicle; 3) eccrine (sweat) glands; 4) blood vessels nerves, which convey feelings of itch, pain, as well as, temperature; and 5) Meissner’s Vater-Pacini corpuscles, which convey the feelings of pressure and touch (Encarta, 2007). The last layer is known as the â€Å"subcutaneous tissue†, which is made up of connective and fat tissues that accommodates blood vessels, as well as, nerves (Encarta, 2007). The subcutaneous tissue actually plays a large role in the control of the skin’s temperature (Encarta, 2007). Reference Encarta (2007). Skin. Retrieved May 30, 2007 from http://encarta.msn.com/encyclopedia_761569048/Skin.html How to cite The Three Layers of the Skin, Essay examples

Health and Safety Measures

Question: Task 1 Discuss the employers obligations and liabilities in respect to Alexs ability to perform her job. You should make reference to health and safety legislation. Task 2 As the School Business Manager (SBM responsible for premises management, plays a role in recruitment and manages the non-teaching staff) for the school you have to deal with the immediate issue of Alex and also how best to avoid future issues. Identify and evaluate HRM best practice strategies for managing alcohol and stress in the school. You should make reference to both formal and informal ways that employers might use to deal with this issue. Answer: Introduction Employers are responsible for introducing health and safety measures and management within the company. The rules drafted and implemented have to comply with the health and safety legislation drafted by the authorities. Health safety and welfare programs have to be implemented for increasing the workplace culture and atmosphere of the company. Tasks have to be reasonably practicable to perform and implement. The task can be executed by drafting plans to implement the changes and analysing the benefits associated with the same. Workplace related risks can be minimised by introducing plans that would reduce harm caused to the workers. Harmful or risk involved with the task execution can cause injuries to the employees and discourage the members to work (Starks, 2008). Task 1. Duties of the employers Importance of the health and safety measures cannot be overlooked by the management of the company. The general duty clause describes the obligations of the employers of the company. Information about the safety measures and procedure has to be discussed with the employees regularity. As per the rules, the employers has to take care of the below mentioned factors Ensure that tasks are defined and its practicality to perform are analysed. Workers are not engaged in a particular work of the employees, but are present at the workplace where the task has been carried out (Watson, 2007). Employees of the company are aware about the responsibilities that are expected to be performed at the workplace. As per the regulations, the security measures followed at the workplace has to be evaluated. This would help in developing better plans that would reduce risks to the employees and increase the production process. In order to encourage the members to take the right step for task execution, it is necessary for the management to train the staffs working at the shop floor. This is done to each the staffs the relevance of following security steps to protect the health of the staffs. The process has to be followed for securing the lives of the other workers present or working with the company (Roman and Blum2007). Reasonable practicable approach to protect the employees at the workplace has been mandatory for the company. By introducing due diligence defines process, the challenges associated with the task execution are analysed. This helps the employers and employers to revert human errors that could prove fatal from the security point of view. Training programs enables the staffs to decide the consequence about the action implemented by the company. The practicable approach to secure the work culture differs for organizations. Consequences of due diligence can be estimated from the action plan implemented before the occurrence of accidents (Sutherland and Cooper, 2000). Work related instructions about handling heavy or dangerous equipments at the workplace has to be communicated with the workers. As per the law, the employees of the company are equally responsible for following the security measures as the employers are. Competent worker for the company is the one who is qualified and trained to perform the task efficiently. The training program includes communicating analysing the challenges that could be faced by the staffs at the workplace. It teaches the method that could be followed for handling the crisis situation and following the safety steps. The management of the company would be held responsible for any accidents caused due to the fault of a competent worker working with the organization (Dawson, 2004). Prior responsibilities of the employers Employers have to analyse the relevance of the health and safety measurements expected to be introduced within the company. Some of the pre-preparations that needs to be carried out by the management include - Draft precise written policy that declares or clarifies the future actions and plans drafted by the management Develop positive relationship with the representatives and the unions of the company (European Psychologist 2009). Define the duties and responsibilities of the employees Implement policies that would secure the lives of the employees working in a risk based area Communicate the relevance of policies drafted for protecting the safety or health of the employees working in a risk prone area Supplementary rules for health and safety measures have to be followed by the managers and supervisors of the company. Safety measures have to be evaluated at regular intervals. This needs to be done so as to improve the quality of security check expected to be followed by the members and the management (European Psychologist 2009). Rules and regulations have been drafted with an intention of improving the health and safety measures expected to be followed by the companies. The safety and health measures emphasise the relevance to appoint safety manager or representative who would check the procedure followed for implementing safety measures within the company. The representative would also evaluate different factors that have impacted the employees performance and the effect of the health and safety measures on the work culture and production. Different measures expected to be followed for improving the health and safety measures has to be communicated by the representative to the management and the staffs. Information is gathered from the workplace and the work challenges and reports the details to the management. The report would also contain the details that would state the changes required for implementing the health and safety measures within the company (Hatch, 2006). Training program is one of the most important factors, through which the major accidents at the workplace can be averted. The training program would include the training the employees about the procedure that has to be followed for introducing safety measures while executing the tasks. Important information about the technology usability and the process expected to be followed for implementing the changes has to be implemented (Gajendra and Harrison, 2006) The duty of the employer under the health and safety measures includes outlining the obligations towards the staffs and others working for the company. Working location and the equipments used for carrying out the production activities has to be evaluated. This includes providing facilities that would maximise the wellbeing of the employees. The employers have to make special provision for employees with disability. Exclusive passageways, workstation facilities, and others have to be provided to the members (Blaime, 2005). Liabilities of the employers Noncompliance of the rules and regulations stated by the authorities would be penalised. Authorities failing to comply with the stated rules would be subjected to penalty amount and closure of the operational centres (Jha, 2007). In order to encourage the new and existing members to improve the production activities, it is necessary for analysing the risk factors and communicating the same with the members. The members have to be encouraged to maintain positive work environment, which would help in preventing untoward incidences. Required resources for the conduct of the operational activities have to be developed and communicated with the members of the company (Pfeifer,, 2008). Task 2. Workplace stress Stress at the workplace can affect the working ability of the individual. There are various reasons associated with stress that could directly impact the ability of the individuals. It is necessary to designed effective methods, through which the stress and alcohol can be maintained by the authorities. The process followed can be formal and informal. It is necessary to adopt effective measures that would help in controlling the impact of such factors. In the formal method the participant is encouraged to participate in the wellness program that has been designed to help in overpowering the factors. Informal method basically encourages the members to communicate the problem related to stress (Haefner, 2008). Health and wellness programs Such programs are designed to analyse the cause of the problem. This includes analysing the lifestyle and irregular working hours that could cause stress. Experienced staffs communicate with the members so as to analyse the problem associated with stress and alcohol. Stress related to workplace can be handled or solved through counselling. Such factor can be easily overpowered by analysing the cause of the issue (Hobbs, 2006). The human resource management includes analysing the challenges that can affect the business performance. This includes developing strategies that would encourage the members to talk about the stress factors that impact the performance. Work related stress is one of the common and serious factors that impact the individual performance and productivity planned by the management. Human resource management can design and introduce effective measures that would help in implementing changes that would help the employees to overpower the stress level impacting the business. In this case, the organizational approaches and methods can be analysed and evaluated for implementing the required changes (HeartMath, 2002). The process includes analysing the work culture and the different factors that causes stress in the employees. Communication is one of the important factors that would help in overpowering the stress and issues related to the same. Through developmental program the members can participate in the program that would help in overpowering stress at the workplace. Alcohol consumption is strictly against the rules and regulations drafted by the management of the company. The process expected to be followed for helping the members or employees to control the habit can be done in an informal manner. This involved analysing the challenges or issues faced by the members at work or in personal life (Lluminari, 2004). Human resource department plays a key role in improving the work culture, which includes developing plans to help the employees in identifying the reasons that causes stress. Excessive stress can impact the health of the individual and this is one of the reasons it needs to be controlled. The duties and responsibilities of the employees have to be defined by the employers. This includes developing positive work place culture, which would motivate the staffs to work towards the goal achievement that has been targeted by the management. The pressure handling method has to be designed and communicated with the members. This would help in overpowering the causes of the stress and develop intrinsic skills that are required for increasing the business performance. Human resource department has to select suitable candidates who could easily overpower the stress and challenges existing at the workplace. For this, the selection process has to be streamlined which would help in adopting the changes that are necessary for performing the task in the right manner. Short stress faced by the employees can be overpowered through effective communication method. The demands and expectations of the employees have to be analysed, as this would help in improving the business performance. Change with the work place culture and the steps followed for executing the task has to be designed and implemented by the management in the right manner. This would help the management to introduce the best practices that would help in controlling the physical problem that is mainly caused due to stress faced by the employees at the workplace (Roman and Blum, 2002). Employers and employee relationship HRM of the company develop and introduce effective methods, through which the relationship between the employer and employees can be strengthened. This helps in improving the quality of discussion that is held for solving the issues faced by the employees while executing the tasks at the workplace. Different counselling sessions can be conducted for the employees to discuss about the reasons that cause stress at the workplace. Some of the factors can be associated with the challenges existing at the workplace, and high demands placed by the management. This increases the expectations of the employers from the employees. It is necessary to analyse the rules that has been drafted by the employers for executing the task. The challenges can be overpowered by implementing effective communication process between the employers and the employees. Program development forms an integral part of the health and safety measures that has been adopted and implemented for the employees of the company (Hobbs, 2006). Conclusion The human resource department of the company are entrusted with the responsibilities to implement effective measures through which the risks associated with the workplace can be overpowered. It is necessary to follow the right steps that would help in increasing the business performance and assisting the members or the employees of the company to overpower the challenges or stress existing at the workplace. References Blaime, M. D. Penn Program for Stress Management. Complementary/Alternative Therapies at the University of Pennsylvania. 4.1. (Winter 2005). . Dawson, T . Industry Trends, Costs, and Management of Long Working Hours. Conference Abstract at NIOSH Conference: Long Working Hours, Safety and Health: Toward a National Agenda. 2004. European Psychologist 2009 Special Edition Theory-based approaches to Stress and Coping Ziegelmann and Lippke. Vol 14 1. 3-6 European Psychologist 2009 Resilience a conceptual bridge between coping and development B Leipold W Greve. Gajendra S. and Harrison A. The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology. 92.6 (2007): 1524 - 1541. https:// www.apa.org/journals/releases/apl9261524.pdf Hatch N. More Than a Deep Breath: Stress Management Programs Mean Great Results. National Trends. 2006. Haefner, R , 2008. Has Your Job Expanded Your Waistline? CareerBuilder.com. HeartMath. Delnor Community Hospitals Story, (Press Release). April 2002. Hobbs, B. 65+ in the United States. U. S. Bureau of the Census, Current Population Reports, Special Studies, P23-190. Washington, D.C.: GPO, 2006. . Jha, Amishi P., et. al. Mindfulness Training Modifies Subsystems of Attention. Cognitive, Affective Behavioral Neuroscience. 7.2 (2007): 109-119. Lluminari, Inc. Creating Healthy Corporate Cultures for Both Genders: A National Employee Survey. A Lluminari Landmark Study. June 2004. Pfeifer, Stephen M., Ph. D. Equal Coverage for Mental Health. APApractice.org. 2008. Roman, P. M. and T. C. Blum. The Workplace and Alcohol Problem Prevention. National Institute on Alcohol Abuse and Alcoholism. Alcohol Research and Health. 26.1 (2002): 49-57. Starks, Michael, et. al. The Effects of Phosphatidylserine on Endocrine Response to Moderate Intensity Exercise. Journal of the International Society of Sports Nutrition. 5 (2008): 11. Sutherland V and Cooper L, (2000). Strategic Stress Management, an Organisational Approach. Macmillan Press. Watson W. Playing to Win in a Global Economy 2007/2008 Global Strategic Rewards Report and United States Findings. Executive Summary.

Globalization Essays (1328 words) - Disaster Preparedness

Globalization What are the function and problems within the globalization process? Globalization creates new challenges and opportunities for those people who are of greatest concern to the Red Cross and Red Crescent Movement - that is, the Disadvantaged. The humanitarian players - that is, the UN system and its organisations, the Red Cross Red Crescent, NGOs - have several roles to play in relation to globalization. We should monitor the impact of globalization and help governments to strengthen safety nets and provide basic social services. We must reinforce our efforts to address the needs of vulnerable people and we must adapt our methods of assistance and do all we can to prevent additional, or new, groups from becoming vulnerable. We need a stronger commitment to co-operation and co-ordination among ourselves, with governments and local civil society. We must also contribute to the global policy agenda to ensure that globalisation moves in the right direction and supports efforts to reduce poverty and vulnerability. The International Federation of Red Cross and Red Crescent Societies is particularly well-placed to support this endeavour through its network of 176 National Red Cross and Red Crescent Societies who are in a special position to inform their governments as to the needs of vulnerable people. This morning, I would like us - participants, fellow panellists - to examine together how globalization can reduce vulnerability. We need to ask ourselves some key questions. Firstly: How can we ensure participation in the globalization process? It is true that globalization can enable poorer countries to participate more effectively in the multilateral trading system. However, it is not true that these opportunities are within the reach of all countries. In fact, only a handful of developing countries are really in a position to participate in the process and benefit from the new opportunities. 12 developing countries account for some 70% of exports from the developing world and they receive more than 90% of the investment flowing from developed to developing countries. These countries are mainly located in Latin America and Asia - none of them in Africa. There is a real risk of exclusion and further marginalization of countries and people. This is cause for real concern within the humanitarian agencies and this particular topic will be addressed at the forthcoming UN Conference on Least Developed Countries to be held in Brussels next month. Humanitarian players need to to advocate forcefully in favour of inclusion for these least developed countries. The International Federation believes that more countries can take advantage of globalization if the international trading system is based on equitable trade rules, transparency and reduced trade barriers. The new WTO Round planned to start later this year will address the further development of the international trade regime. I do hope it earns its nickname - the development round. It is vital that all countries have a say in setting the agenda for the new Round and its implementation. The poorer countries should seize that opportunity to influence the terms of international trade. And we must be ready to facilitate their participation, to enable them to make necessary adaptations and take advantage of new trade opportunities.We need to place increased emphasis on capacity building and the transfer of know-how to poorer countries. It is not only the countries which need better access. Vulnerable people need a stronger voice within the international system in order to make their concerns heard by governments and the institutions that manage the multilateral economic system. Over the last years, we have often seen vulnerable people and their advocates show their resistance to economic globalisation. This debate is legitimate but our objective should be to get it off the streets and into the boardrooms and assembly halls where it belongs. Civil society should be included more consistently in the globalization processes. Humanitarian Agencies can - and should - contribute to the strengthening of local civil society. For the Red Cross Red Crescent Movement the strengthening of local capacities and local civil society is a necessary and important feature of our operations. Here is another question which I would like us to examine together: How can we encourage a better balance between economic growth and social progress? Increased export income does not necessarily improve the situation of vulnerable people. The distribution of new wealth and opportunities is often less then equitable, and can create new vulnerability and exclusion. We need to seek an improved balance between economic efficiency and economic equity. I am glad that global consensus has

Advanced Word Formation Charts for ESL Learners - A

Advanced Word Formation Charts for ESL Learners - A Word formation is one of the keys to success for advanced level ESL learners. Advanced level English exams such as the TOEFL, First Certificate CAE and Proficiency use word formation as one of the key testing elements. These word formation charts provide the concept noun, personal noun, adjective and verb forms of key vocabulary listed in alphabetical order. Word Forms Concept noun Personal noun Adjective Verb absenteeismThe rate of absenteeism is rising in middle and high schools. absenteeWell send the absentees notes from the meeting. absent-mindedThe absent-minded professor wandered into the wrong classroom. to be absentUnfortunately, Ill be absent from class on Friday. accountingCan you take care of the accounting on this project? accountantIll need to ask my accountant for advice on this business deal. accountableDo you think we should hold everyone accountable for their mistakes? accountI think we should open a new bank account. accusationThe lawyer rebuffed the accusation and stated his case. accuser / accusedThe accuser should always try to understand the motivations of the accused. accusingHes an accusing figure in the company and needs to go! accuseDo you really want to accuse him of bribery? achievementThe victory was an amazing achievement. achieverAchievers tend to be outgoing people who dont mind making mistakes. achievedHis achieved status at the company was due to his work ethic. achieveShes achieved many things in very long career. addictionDrug addiction is a huge problem for many people around the world. addictThe addict struggled with drug abuse for many years. addictive/addictedYoull find that many addictive drugs are opiates. to become addictedA number of students have become addicted to so called study drugs administrationThe administration has made many mistakes over the past eight years. administratorThe head administrator will take your questions. administrativeAll administrative tasks are taken care of by human resources. administrateWe should use a third party to administrate our accounts. admirationShe showed a lot of admiration for her help. admirerHave you ever had a secret admirer? admired / admiringThe admiring young man stood and gazed. admireI enjoy going to the museum to admire fine art. advertisementThe advertisement was very entertaining. advertiserWe need to find an advertiser to help pay for expenses. advertisedThe advertised medicine didnt work as expected. advertiseHave you ever advertised your products online? adviceI think you should take his advice. adviserIm going to see my adviser next week on campus. advisoryThe advisory committee decided to postpone the decision. adviseWhat would you advise me to do? aggravationIve certainly had my fair share of aggravation. aggressorThe aggressor was caught and thrown into jail. aggravatingShe has an aggravating backache. aggravateI aggravated my brother with my remarks about his wife. agitationI felt a lot of agitation when I heard the news. agitatorThe agitator was taken to jail by the police. agitatedThe agitated citizen screamed at the reporter. agitateBe careful to not agitate the situation with your remarks. analysisThe analysis of the situation is very interesting. analystThe analyst was very expensive, but necessary for our case. analyticalHe cast an analytical eye on the situation. analyseDo you think you could analyse the evidence? antagonismShe felt his antagonism was misplaced. antagonistThe antagonist made a convincing case against the hero. antagonisticHer antagonistic attitude got her into trouble at work. antagonizeYoull be sorry if you antagonize them. arbitrationThe arbitration went on for three weeks. arbitratorThe arbitrator in the case made a decision. arbitraryI think he made an arbitrary decision that be ignored. arbitrateThe judge will arbitrate the case. assassinationThe assassination stunned the nation. assassinThe assassin was caught within three days. assassinatedThe country wept over the assassinated president. assassinateMost people could not assassinate anyone. authorizationI gave him complete authorization on the project. authorityHes an authority in his field. authoritarian / authoritativeHer authoritarian approach scared the students. authorizeCan you authorize this request?

W2 Questions Assignment Example | Topics and Well Written Essays - 250 words

W2 Questions - Assignment Example In an accrual based double entry system, every transaction has both a debit and a credit in the books of accounts. The three major divisions in the accounting field are (1) Financial Accounting (2) Management Accounting and (3) Tax Accounting. Financial accounting relates to a description and classification of accounts into assets, liabilities, capital, revenues and expenses and their summarization on the Income Statement and Balance Sheet. Management accounting deals with the development or interpretation of accounting information to aid management in making decisions that help in running the business. Tax accounting deals with determining the tax effects of transactions, preparation and filing of tax returns in conformity with the applicable tax laws and procedures. The purpose of a balance sheet is to show the financial position of a business enterprise on a specific date, usually the end of the year. Accounts are typically classified as belonging either to the income statement or the balance sheet. Usual balance sheet accounts are assets such as Cash, liabilities such as Accounts Payable and owner’s equity such as the Capital account. The purpose of an income statement is to determine whether the business made a profit or loss from its operations over the period, usually a year. Both the income statement and the balance sheet are prepared at the end of the financial year. Usual income statement accounts are revenues such as Sales and expenses such as Advertising Expense. The statement of cash flows shows how the cash in a business was generated and how it was spent over the financial year. This can be the result of operating, investing and financing activities. Some examples of typical cash flow accounts are Depreciation, Interest and Dividends Received and Cash Paid for Interest and Income Taxes. 7. Based on the financial information below, prepare an income statement and a balance sheet for Joe’s-Fly-by-Night Oil Company for the year ended

Art History - Russian Impressionism Essay Example | Topics and Well Written Essays - 1750 words

Art History - Russian Impressionism - Essay Example The essay "Art History: Russian Impressionism" discovers the history of Russian Impressionism. It is important to note that very little is studied in Russia about the Russian Impressionism. The same case applies in other countries abroad. In the early twentieth century and the in the last third of the nineteenth century, a period of Impressionism was witnessed in a number of Western countries just like other forms of art movements like Expressionism and Classicism. Various versions of the Impressionism movement existed in different countries as each country came up with its own version. The Impressionism movement traversed worldwide as it pervaded all forms of music, theatre, literature and fine art influencing world philosophies and the vision of people of the world. It is significant to note that the Impressionism movement was against academism. This was informed by the belief by the Impressionists who affirmed that the everyday reality characterized by aesthetic value and beauty t hat was rich in colors and its continued change of state was more significant than academism. The impressionist artists rejected social criticism, plot and narrative. The impressionist artists captured all events in their observant and refined eyes. Their observant and refined eyes took note of anything in the society that was characteristic and unique in the flow of life that was uninterrupted in the transient moments. The Impressionist artists developed their own system of painting that was unique.

The Understanding Of Knowledge Influence Human Resource Development Education Essay

The Understanding Of Knowledge Influence Human Resource Development Education Essay The importance of interpretive sociology is renowned in this Anne Fearfulls piece of research. Clerical skill and knowledge, and the role of the clerical function within five organisations are explored using qualitative research, mainly in-depth interviews. The study also focuses on the concept of common sense in order for clerks to become efficient or effective in their work. Moreover, in her study, Fearfull concluded that the skills and knowledge of the clerks can easily play an important role with regards to the success of a particular organisation. Additionally, interpretive methodology serves to create new perceptivity in the investigation of skills and knowledge amongst the workforce. Such research aims at the discovery of more opportunities. How might the understanding of knowledge as proposed by Fearfull (2005) influence human resource development policies? Various features constitute human resource development, including training, performance management and career growth. These attributes aim at the development of the employees knowledge. Organisations should understand what knowledge is needed in order to be easily explained to their workforce. In Fearfulls research, the difference between the experienced (older) and the inexperienced (younger) clerks, is remarked. As a human resource development policy, organisations can explore the possibility of engaging more experienced employees in delivering the training programmes to the newly recruited and less experienced employees. This can take the form of job mentoring whereby new and/or less experienced employees absorb knowledge from the experienced ones in order to have greater opportunities at succeeding in their position. Research indicates that when newly employees experience mentor relationships, they are more likely to be retained and immersed more quickly into the organisations cu lture. By this type of relationship, the mentor also benefits since it provides the opportunity to re-evaluate his/her skills and knowledge and provide areas for improving them. Provide a brief example which demonstrates your understanding of the key points outlined in the article. Throughout my University life, I had been engaged in various practicum placements as part of my undergraduate course. These placements have helped me to acquire knowledge through hands-on experience, understanding theories through practice. Additionally, during my first weeks of my employment, I had been engaged in an induction programme, whereby experienced employees provided training to the new recruits, including myself. I had the opportunity to become more knowledgeable of the organisations procedures and acquire the skills needed to function effectively in my new post. Despite this, the induction programme did not aid in accelerating the process of getting to know the underlying procedures which established employees employ in the day to day running of the service. Such procedures may be viewed as becoming part of the jobs common sense reasoning, which employees acquire after a considerate amount of time in the post. This was something that I have learnt by time. But this problem had been solved by having a mentor in the first four months of my employment. I consider myself as very lucky since my mentor invested trust in my abilities and was always available when needed. This was a truly learning experience whereby knowledge and work skills have been transferred from an employee who had already lived through the same experience. Lastly, I believe that the secret of the organisations success is the total and unwavering dedication of every worker, from the lowest to the highest designations. Accomplishment is the result of a collective effort from each and every employee. Reflective statement on the use of Blackboard: This is my first time I ever used Blackboard as a means of virtual learning environment. To be honest, I have never heard of it prior commencing my studies with the University of Leicester. In fact, I even had to perform some research before writing this reflective note on the use of Blackboard. At first, I thought it was quite a complicated tool but after spending some time navigating, my views on the software have changed completely. Blackboard is a system whereby students find useful resources about different subjects (depending on the course one is reading). It offers an excellent alternative to the traditional school / University classroom-based method of learning. Students can have the opportunity of sharing their ideas on a particular subject and even posting assignments and other useful resources online. Although Blackboard might be seen from some people as a means of killing face-to-face interactions, I am quite sure that when using Blackboard, it is going to turn out as a positive experience. Lastly, by looking and analysing at what my other colleagues have posted on Blackboard, I am indirectly increasing my knowledge and level of understanding about the subject. I strongly believe that everybodys effort and input is relevant since a broad subject like Human Resources is a not a topic that entails a one-good answer. AWS Portfolio Exercise 2 Identify one key argument that Garavan makes. In no more than 500 words, summarise the main argument and critically evaluate the respective strengths and weaknesses of this argument. One of the main arguments identified by Garavan (1997) in his article Training, Development, Education and Learning: Different or the Same? is that training, development, and education should be integrated together by the concept of learning. This implies that the three components are all involved in the process of learning and complement each other to better the human potential or talent (1997: 42). Although the four concepts represent different meanings, they all can be incorporated together resulting in a more competitive and efficient organisation. From a human resource development perception, the relationship between the four may be considered as largely related, with each component facilitating the other (Garavan et al, 1995). Work and education are no longer separated as were in the previous years. A more integrated model (Garavan, 1997: 47) is needed to the process of knowledge expansion amongst employees. This process should continuously be practiced as it will enhance the effectiveness of the organisation. By training employees, both the trainees and the organisation will benefit and research has shown that trained employees have a higher retention rate in a particular organisation (Umiker, 1994). Garavan (1997) also argues that the concept of management education is an important stage in an employees career (1997: 48), entailing an opportunity to test understanding and organise knowledge in a competing environment (Association of Management of MBA/MMS Institutes, 2009). The above goes hand in hand with the concept of talent management which in my opinion is an important aspect of human resource management. It refers to the employees skills and knowledge which ultimately drive their business success. Various resources, including training opportunities, offering competitive salaries, and being able to attract and recruit qualified staff, helping employees achieve their full potential. Investing knowledge, development and education amongst employees, is a way of putting an organisation into a more competitive environment and its chances of survival are quite higher than the others organisations. This is the reason why talent management is becoming an important feature in the strategic plan of an organisation. Thus, these three integrated concepts of learning are vital in an organisation because employees are giving the chance to advance in their future and career. They all motivate employees to be more efficient and more creative so that the organisation will in return provide them with a better salary and more skills. These concepts can also provide a range of challenges to a particular organisation. Such challenges include: If training is given in a short period of time (lets say in the beginning of his/her employment), the employee can be overwhelmed with lots of information. This challenge can be overcome if organisations provide training and development opportunities throughout the employees careers and not only during the first phase of their employment. The possibility that the employee leaves the organisation to a better or more exciting workplace, after the organisation invests so hard on the development, education and training of the employee. Successful organisation depends on the level of support given at all levels and its exposure of shared knowledge and information amongst all employees (Nayab, 2010). Lastly, training, development and education increase knowledge, skills and abilities in each employee. In order to avoid having the situation of no talented employees within a particular organisation, training, education and development must work together and be more involved in the strategic plan of the organisation. The three components together act as strategic partners aiming towards the organisations success (Kustoff, 2011). Bibliography Garavan, T. N. (1997) Training, Development, Education and Learning: Different or the Same?, in CLMS (2011) MSc in Human Resource Management and Training. Reading 103. Garavan, T. N., Costine, P. and Heraty, N. (1995) Training Development in Ireland: Context, Policy and Practice. Dublin: Oak Tree Press. Kustoff, R. (n.d.) The New Learning Paradigm. Self Improvement Inc.: Morganville [Online]. Available: http://www.selfgrowth.com/articles/The_New_Learning_Paradigm.html [2011, February 9]. Nayab, N. (2010) An Overview of HR Talent Management. Bright Hub Inc.: New York [Online]. Available: http://www.brighthub.com/office/human-resources/articles/96352.aspx [2011, February 9]. Umiker, W. O. (1994) Does Training Increase Employee Retention? [Online]. Available: http://findarticles.com/p/articles/mi_m3230/is_n4_v26/ai_15410797/ [2011, February 9]. AWS Portfolio Exercise 3 In no more than 500 words, analyse the relationship between the process of learning and the role of the trainer, making specific reference to the three readings listed above. Over the years, many people have examined the way people learn. This has resulted in the formation of various theories in which different views on the learning process have been developed. The readings pertaining to this exercise entail different approaches towards the process of learning. Lave and Wenger, as cited in Guile and Youngs (1998) remark learning in a socially manner whereby knowledge is transferred amongst a group of people working together rather individually. This type of learning, known as situated learning, constitutes a multidirectional approach (rather unidirectional) whereby the apprentice (trainer) is engaged in a web of relationships amongst the other colleagues rather than with his/her trainer only. They coined the term community of practice whereby all people share their knowledge by contributing ideas and information, and by helping each other out (Smith, 2003, 2009). This contrasts with the behaviourists theory on the process of learning. As noted in Tennants reading on Behaviourism, the trainer takes all the control during the learning process, while the trainees have little or no control over the process. Their simple notion is that if a positive reinforcement follows a desired behaviour, the latter is most likely to happen again. This type of reinforcement, or rewards, motivate the learner to continue with that kind of behaviour. This will consequently increase the process of learning within individuals. Additionally, negative reinforcement will give the same results, whereby negative situations are ceased as an effect of the behaviour. Punishment will occur because a negative situation is experienced as a result of the behaviour. Therefore, unlike in the community of practices, motivation occurs only as a result of rewards rather than for a self-wish for learning (Ford, 2009). Lave and Wengers work has been built on Vygotskys zone of proximal development in which an individual performs a task under adult supervision and through the support of his peers. Therefore, learning here is seen as a symbiotic experience for both the learner and his/her tutor whilst in behaviourism, the learner determines his/her behaviour on the reinforcements provided by his/her trainer. Therefore in the behaviourists approach, the trainer models the behaviour of the trainer rather easing the learning process. Khoon and Jewson (1995), in their research paper Changing Hearts and Minds: Training Programmes for Mid-Career Workers in Singapore suggested four stages in the development of learning process / training programmes by using the learning-centred approach. The findings of their research imply that motivation did not occur within the first stage but is built gradually within the four stages. In fact, no motivation exists amongst people during the first stage (withdrawal) whereby people in an organisation do not treat training programmes as a solution to their problems and difficulties. As a result, the main task of the trainers here is that of convincing employees by changing their ideas on their perception of training. This stage will then lead to the awareness phase in which people start to recognise training as a potential source of help (Khoon and Jewson, 1995). In the second stage motivation is built and people have been convinced to attend training. Norming is the next stage that follows. Here the trainees understand the fact that learning is the only option to enhance their problem-solving skills and therefore training is now seen as a privilege rather than a punishment. The final stage implies participation whereby people participate fully in the training process without the fear of failing. It is only at this stage where the dispositional barriers are fully conquered. Furthermore, like in the community of practice, in this stage, people feel that the learning programme is relevant to them. Lastly, in both situated learning and learning-centred approach, the role of the trainer is more that of facilitating learning by providing support. This will eventually encourage trainees to participate in training programmes and take the initiative of entering into such programmes themselves. Bibliography Dunn, L. (2000) Theories of Learning. Oxford Brookes University: Oxford [Online]. Available http://www.brookes.ac.uk/services/ocsd/2_learntch/theories.html [2011, February 12] Ford, P. (2009) Behavioural Approach [Online]. Available http://paulford.com/behavioural-approach-to-learning/ [2011, February 12] Guile, D. and Young, M. (1998) Apprenticeship as a Conceptual Basis for a Social Theory of Learning, in CLMS (2011) MSc in Human Resource Management and Training. Reading 115. Khoon, H. C. and Jewson, N. (1995) Changing Hearts and Minds: Training Programmes for Mid-Career Workers in Singapore, in CLMS (2011) Msc in Human Resource Management and Training. Reading 120. Smith, M. K. (2009) Communities of Practice. Infed: London [Online]. Available http://www.infed.org/biblio/communities_of_practice.htm [2011, February 11] Standridge, M. (2002) Behaviorism [Online]. Available http://projects.coe.uga.edu/epltt/index.php?title=Behaviorism [2011, February 11] Tennant, M. (2006) Behaviourism, in CLMS (2011) MSc in Human Resource Management and Training. Reading 104. AWS Portfolio Exercise 4 Cognitive theory is more relevant to the trainer in the modern workplace than behaviourist theory. To what extent do you agree with this statement? A possible plan. Introduction Points: Both cognitive and behaviourist theories are feasible learning theories. Although many believe that the former has surpassed the latter in its dominancy, it can be argued that both theories are still valid nowadays. Throughout the essay, an overview of what constitute both theories will be provided, and then share any similarities between the two. Subsequently, this essay will provide the reader with another theory, cognitive-behaviourism, which in a nutshell, is a combination of both theories underlying a comprehensive interaction between thoughts and behaviours. The main thrust of the argument presented in this essay is that trainers in modern workplaces shall use the cognitive-behaviourist theories with regards to training of employees. Body Points: What does cognitive theory say about learning theory? Learning occurs within the mind; Trainee learns by listening, watching, touching, reading, or experiencing and then processing and remembering the information (ThinkQuest, n.d.); Provide meaning to knowledge; How people understand material. What does behaviourist theory say about learning theory? Learning is seen as the acquisition of new behaviours; Learning results from pleasant or unpleasant experiences in life (Bailey, 2011); Observable behaviours produced by a learners response to stimuli (positive and negative) (Michigan State University, n.d.); For example, if a positive reinforcement follows a desired behaviour, the latter is most likely to happen again; This type of reinforcement, or rewards, motivate the learner to continue with that kind of behaviour; This will consequently increase the process of learning within individuals. Learn to (Behaviourist) vs. Learn that (Cognitive). Are there any similarities between the two theories? Yes. In a nutshell, they both agree that: Experience impacts learning; Learning theories should be objective and based on empirical based research. Were the two theories relevant someday or another? What about today? What does literature tell about their relevancy? Can the trainer use both methods? Cognitive-Behaviourism Theory Blending both theories together entails having a persons faulty thinking and behaviours changed through education and reinforcements. Such techniques foster more adaptive ways for the trainee to cope (Grohol, 2004); Feeling based learning theories; Responses are based on continuous interactions between out feelings, thinking and behaviours. I believe that trainers can apply both theories in the modern workplace if they are implemented correctly and competently. How? Bibliography Bailey, L. (2010) Cognitive and Behavioral Learning Theories [Online]. Available http://ezinearticles.com/?Cognitive-and-Behavioral-Learning-Theoriesid=3633960 [2011, February 13]. Grohol, J. M. (2004) Types of Therapies: Theoretical Orientations and Practices of Therapists. Psych Central: Newburyport [Online]. Available http://psychcentral.com/therapy.htm [2011, February 13]. Purcell, L. (n.d.) Behaviorism: Learning Theory [Online]. Available https://www.msu.edu/~purcelll/behaviorism%20theory.htm [2011, February 13]. ThinkQuest Team (n.d.) Cognitive Processes [Online]. Available http://library.thinkquest.org/26618/en-5.5.3=cognitive%20learning.htm [2011, February 13]. AWS Portfolio Exercise 5 For each extract, please provide your view in response to the following: Evaluate the style and expression. Are there any problems with it? Does it have any particular strengths? Extract 1: In my belief, the author of this extract failed to provide the reader with the basic accounts of the key concepts of Skinners work. Instead s/he criticise Skinners work by only providing the reader with a number of limitations. This also suggests that the author did not provide an analytical discussion of Skinners theories in comparison with his/her own arguments. Citing other peoples views could have helped the author to back up his/her arguments. Also, the author used a numeric list while mentioning a number of limitations in his assignment. This style is normally used when presenting facts and not when suggesting the writers own ideas. The latter in my opinion could have easily been explained better using more detailed paragraphs on each limitation. Furthermore, the author failed to adopt a third person approach in the assignment, leaving a more judgmental approach on the issues being tackled. This also suggests that the writers expressed opinions are not analysed in a balanced manner. Besides this, the author failed to use precise academic language with over-lengthy sentences and incorrect construction of sentences. A positive strength about this extract is the use of questions, which when used rightly, are aimed to attract the attention of the readers. Extract 2: The author in this citation, is picturing the audience in an excellent manner. S/he is not assuming that the reader has a prior knowledge on the subject. In fact, arguments are well defined and issues are discussed clearly and logically. Unlike the first extract, evidence is provided in regards to the statements that the author made. The style of writing is very clear and concise with an excellent flow of discussion that amalgamates the various issues surrounding the topic. Moreover, the author avoided the use of the first person when writing sentences and therefore expressing ideas in a very balanced way. One problem that I encountered while reading this extract was the use of over-lengthy sentences and colloquial expressions. The last sentence is a case in point, where it could have been simplified by using shorter and simpler sentences. Extract 3: The author of this extract used a personal account as an introductory and explanatory statement in order to support the answer of the question. On the other hand, although there is nothing wrong with personal experiences, the author should pay extra attention in order not to become carried away and loses the point of the question. As a general rule, personal reminiscences are not appropriate in the construction of academic assignments as the focus of the question can easily be shifted. However, in my opinion, I do not see anything wrong with this unless it is within the remit of the subject in caption, and used only as a preamble in an assignment. Lastly, in the body of the assignment, the author should offer discussions based on the various relevant sources about the subject being discussed. AWS Portfolio Exercise 6 Please provide a summary of a reading of your choice from the readings in your first module. Name of article: Learning from others at work: Communities of practice and informal learning Authors: David Boud and Heather Middleton Summary: Informal learning is not normally attributed in most organisations although some efforts are now being made to take account of it. In fact, this research paper aims to investigate the way employees learn from each other at their place of work. The researcher engages him/herself in work-site interviews with various employees within a particular organisation. The questions asked sought to find suitable ways of learning strategies amongst the workgroups. Moreover, the results of this study have been compared with Lave and Wengers concept of communities of practice, which is highly linked with informal learning at work. Four different groups were interviewed in order to investigate their learning practices within their own units. The first group (teachers of floor and wall tiling) have been working together for the last ten years. The head teachers role in this group is quite notable in the learning process amongst the other teachers. Information is passed on orally during unofficial meetings and also by emphasising significant sections of different articles and passes them on to his colleagues. Furthermore, members of this group act as a learning source for each other. The second group (educational planners) deals with quite sensitive issues within the organisation and their method of learning involves the contribution of experiences and collective knowledge. Colleagues are nominated to act as the central sources for information amongst their faculties. Similar to the first group, the leader of this newly integrated group act as a source of feedback and assistance on the performance of his/her colleagues. The next group forms part of the Human Resources Department of the organisation. It consists of employees of different grades with a very strong teamwork spirit. Job learning occurs through the supervision of the junior staff by their senior personnel and again the team leader is a primary focus in dealing with the most complicated and unusual difficulties. Learning also takes place through informal gatherings and regular staff meetings. Informal learning also occurs when employees pertaining to this group are asked to act at a higher level whilst others are on leave. The last group (workplace training unit) is quite small in number and its members have a very close working relationship between each other. Again, employees learn from each other during informal meetings whereby experiences and new ideas are shared amongst each other. The experience of learning within this organisation is highly dependent on the nature of work amongst the different workgroups. Apart from this, there were some commonalities amongst various sections of the groups with the concept of communities of practice. No relationship between communities of practice and the workgroups themselves has been noted due to lack of common activities and differences of function amongst the employees. Lastly, learning from other colleagues (of the same level) is quite popular in the workgroups interviewed. This contributes to the concept of horizontal or sideways development and learning as developed by Engestrom (2001). Bibliography Boud, D. and Middleton, H. (2003) Learning from Others at Work: Communities of Practice and Informal Learning, Journal of Workplace Learning, 15(5): 194-202. Engestrà ¶m, Y. (2001) Expansive Learning at Work: Towards an Activity-Theoretical Conception, Journal of Education and Work, 14(1): 133-156. Lave, J. and Wenger, E. (1991) Situated Learning: Legitimate Peripheral Participation. Cambridge: Cambridge University Press. AWS Portfolio Exercise 7 Correct any referencing errors in the extract and bibliography. You should edit the extract, correcting the referencing errors as you go, highlighting where you have done so. Lynda Measor and Patricia Sike Measor and Sike (1992) identify the influence of gender on pupils achievement in education. They examine pupils experience of gender role stereotyping in secondary school and how the expectations placed on them contribute to their success or failure. In particular, they suggest that, à ¢Ã¢â€š ¬Ã‚ ¦schools prepare each sex for quite different styles of life, and that Girlsà ¢Ã¢â€š ¬Ã‚ ¦leave school unqualified or under-qualified for paid work in the labour market (Measor and Sike, (1992: PAGE NUMBER MISSING). They acknowledge that boys expectations of work are also affected by the roles they are expected to fulfil (Measor and Sike, 1992). Indeed, Adams (1996: PAGE NUMBER MISSING), studying the design of competencies for jobs, notes that there is also a difference in expectations of womens and mens behaviour at work, even when those men and women hold the same post (1996). Clearly then gender shapes expectations, thus affecting the outcome of education and training. However, whether gender is the dominant factor affecting learning outcomes is debatable. Research by Troyna and Hatcher (1992) and Mac an Ghaill (cited in CLMS, 2008) suggests that experience of racial and ethnic difference in schools has as strong an effect on educational outcome as gender. In one study black pupils responded to racism within education in different ways, some by rejecting the expectations placed on them and others by resisting the system but nevertheless achieving above-average results (AUTHOR/S SURNAME/S MISSING, 1988). Interestingly, both the studies on gender and those on race and ethnicity identify social class as having a fundamental effect on educational outcome. While gender and race can been seen as key barriers to achievement, the underlying mechanisms of social class create barriers to the advancement of both boys and girls of all races and ethnicities in the edu cation and training systems. For example, in Britain the remnants of a strongly divided social class system have an effect on education. CLMS summary of the work of Andy Furlong identifies factors such as, à ¢Ã¢â€š ¬Ã‚ ¦poverty, overcrowding, differences in values and attitudes towards education, teachers attitudesà ¢Ã¢â€š ¬Ã‚ ¦and the type of jobs which are available locally (1995: PAGE NUMBER MISSING), all of which influence the outcome of education. Thus, while education in Britain is supposed to offer equal opportunities to all pupils, CLMS shows that these factors are all, à ¢Ã¢â€š ¬Ã‚ ¦associated with social class (1995: PAGE NUMBER MISSING). These social barriers to learning in the classroom translate to less training later in life. Statistics from a government survey published in 1989, which identified social class by income, showed that members of Social Class 1 (skilled, non-manual occupations) were twice as likely as those in Social Class 3 (manual workers) to report receiving training in the previous three years (Training Agency, 1989). Aaron Pun, who is interested in the current technological capacity to deliver training to widespread communities via open and distance education, adds to this debate by concluding that a lack of sensitivity to cultural differences can also create barriers to learning (Pun, 1995). He gives an example of Chinese managers, whose expectations of Management Development training were not met. Self-directed and participative training styles were used in a programme supplied by a Western trainer a lack of cultural sensitivity meant that expectations of a more didactic approach were not taken into account, creating a barrier to successful training. This point is emphasised by other researchers who note that some problems in training are caused by cultural differences in learning style. In conclusion, all of the cases above show that both cultural and social differences have an effect on learning, and that these influences must be taken into account in the design of training programmes.