Methods of Observation. Level 3 Diploma in Children and...

METHODS OF OBSERVATION Narrative/free description/written record or running record A running record is a very detailed description of the behaviour of a child over a short period of time, often less than five minutes. The observer watches a child or group of children and note down everything he sees, which gives the portrait of the child and his activity during this particular period of time. The observer sits quietly and tries not to draw attention to him as his interaction may affect the behaviour of the child. It helps to avoid eye contact! These observations usually cover a short period of time are written in the present tense because you record things as they happen. Sticky note could be use to jot down the information. It is a good†¦show more content†¦The aggressive behaviour might include hitting, biting, scratching, and verbal abuse or temper tantrum. The advantages of event sample are very important, they give us very precise data, when the data has been collected the data is very accessible. One very important advantage is that it can reveal unexpected patterns and behaviour. The disadvantages of event sample are that when the child is observed it is very difficult not to be noticed this by the child this is turn may give false results. Another main disadvantage is observing a child may be very difficult at times, the observer may lose concentration therefore not able to log all the details. Anecdotal Narrative of descriptive paragraph recorded after the behaviour occurs. An anecdote is a story. In reality when the child is being observed its like telling a story when and what happens. It is a very difficult thing to do but the data collected is very important to child psychologists, all the data collected is normally in the past the When used for observing; it is a story about a child’s behaviour. Anecdotes are the most commonly used tool in gathering information about children. One of the main reasons for this is because they are quick to record. It is a good idea to carry a notebook and pen with you at all times. Quickly jot down some brief notes to jog your memory. Later when time permitsShow MoreRelatedLeadership for Health and Social Care and Children65584 Words   |  263 PagesQUALIFICATION HANDBOOK Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) (3978-51/52/53/54/55/56) December 2011 Version 2.1 (July 2011) Qualification at a glance Subject area City Guilds number Age group approved Entry requirements Assessment Fast track Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) 3978 19+ There are no entry requirements Portfolio of Evidence, PracticalRead MoreLearning and Social Care Essay examples30870 Words   |  124 PagesCACHE Qualification Specification CACHE Level 3 Diploma for the Children and Young People’s Workforce (QCF) CACHE Level 3 Diploma for the Children and Young People’s Workforce (QCF) CACHE  © Copyright 2011 All rights reserved worldwide.    Reproduction by approved CACHE centres is permissible for internal use under the following conditions: CACHE has provided this Qualification Specification in Microsoft Word format to enable its Centres to use its content more flexibly within their ownRead MoreCashe Level 2 Essay example18123 Words   |  73 PagesCACHE Qualification Specification CACHE Level 2 Certificate for the Children and Young People’s Workforce (QCF) CACHE Level 2 Certificate for the Children and Young People’s Workforce (QCF)  © CACHE 2011 Except as allowed by law, or where specified in the text, no part of this publication may be reproduced or transmitted in any form or by any means without prior permission from the Council for Awards in Care, Health and Education. CACHE has provided this Qualification Specification in MicrosoftRead MoreUnit 10 Essay1892 Words   |  8 PagesSubsidiary Diploma in HSC Unit Title 10 Caring for Children and Young people Level 3 Unit Number 10 Unit Credit 10 Assignment Title Caring for children, young people and their families Part Unit Whole Unit Whole unit Assessor Start Date Submission Date Feedback Date Vocational Context Task 1 (P1) Imagine that you are a researcher for a local radio station and you have been asked to put together a piece on looked after children and young people. Task 2 (P2,M1 M2, D1) Imagine you are a young parentRead MoreCyp 3.3 Childcare Level 3 Guidelines Essay2014 Words   |  9 PagesLEVEL 3 DIPLOMA FOR THE CHILDREN AND YOUNG PEOPLE’S WORKFORCE (QCF) GUIDANCE FOR UNDERSTAND HOW TO SAFEGUARD THE WELLBEING OF CHILDREN AND YOUNG PEOPLE UNIT CODE: CYP CORE 3.3 Unit content 1. Understand the main legislation, guidelines, policies and procedures for safeguarding children and young people Current legislation, guidelines and policies regarding the safeguarding of children and young people relevant to own home country: Legislation: Children Act 1989; ChildrenRead MoreManaging Induction Process for Health and Social Care or Children and Young People’s Settings2485 Words   |  10 Pagesinduction process for health and social care or children and young people’s settings. 01.1 purpose of induction Induction is the first piece of learning a worker undertakes when joining the social care sector or a new organisation. These Common Induction Standards (CIS) have been designed to provide a structured start for workers in the first 12 weeks of employment, which will help ensure that they are then safe to leave alone with responsibility for the people they support. But when workers are expectedRead MoreLM2c develop professional supervision practice in health and social care or children and young peoples work settings2915 Words   |  12 Pagesï » ¿LM2c: Develop professional supervision practice in health and social care or children and young people’s work settings. Unit ref M/602/3187 1. Understand the purpose of professional supervision in health and social care or children and young people’s work settings. 1.1 Analyse the principles, scope and purpose of professional supervision. Supervisions need to be on-going to be as effective as possible and gives the opportunity to reflect on the development of the staff member. It allowsRead MoreRoles, Responsibilities, and Boundaries as a Teacher3684 Words   |  15 PagesLearners within their workplace which can be either in a nursery, a school, Residential Care setting/Childrens home or any setting that looks after and educates children. 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Provide evidence that shows you can: a) Summarise entitlement and provision for Early years education There are different types of childcare options available for 0-5 year olds, these include: Read More‚Äà ºa Contemporary View on Health Care System in Bangladesh.‚Äà ¹14806 Words   |  60 Pagesor traditional medical care system. * To know about health education of mass people * To know about government structure- health system * To know about demographic structure of population * To know about role of different institution in respect of Health Care 1.2 methodology I have planned to perform the task in four stages: Step 1 Planning of the work Step 2 Data collection Step 3 Analysis and interpretation of data Step 4 Drawing conclusions and recommendations

Epistemology - 1017 Words

My Own Epistemology: In the Making Am I living in an illusion? What will happen to me after I die? Is there really such thing as a God? I have struggled with these three questions throughout my entire life, and I was very intrigued to discover that all of these questions were addressed throughout the many different readings in Libs 201: Exploring the Unknown. Author Chris Frith dissects the idea that the mental world is an illusion created by the brain in his book Making Up The Mind. Antony Flew, a former atheist, argues that there is such thing as a God or an â€Å"agent† and backs up his theory using science. Emile Durkheim writes about the foundation of religious thought in primitive people thousands of years ago, and addresses the†¦show more content†¦Whether it is Emile Durkheim discussing the foundation of religious thought in primitive people thousands of years ago, or Michael Shermer writing about how the human brain constructs beliefs and reinforces them as truths, I am constantly absorbing br illiant new ideas and perspectives regarding the foundation of philosophical and religious thought in humans. I have come to the conclusion that my epistemology is still in the making, and my sponge of a brain has not yet absorbed enough experience and knowledge for me to feel confident in my own thoughts and beliefs at this point in my life. I believe that with every new book or article that I read, I feel my mind expanding more and more, and maybe one day I will finally be able to say â€Å"There really is a God out there, and I know this because†¦Ã¢â‚¬ . There is also a chance that I’ll discover that I am more like Shermer and I will come to the conclusion that our brain simply creates the idea of a God due to the process of patternicity, the tendency to find meaningful patterns in both meaningful and meaningless data. For now, all I can do is retain as many different concepts and philosophies as I can in order to bring me one step closer to discovering my ownShow M oreRelatedEpistemology And Belief Of Epistemology Essay1128 Words   |  5 Pagesreferring to epistemology. I will be answering questions such as, â€Å"What is knowledge† and â€Å"What is belief†. I will also answer other questions related to the epistemology of knowledge and beliefs. Before we get into knowledge and beliefs, we must define what epistemology is and why epistemology is important. What is epistemology? The word itself derives from two Greek words: â€Å"Episteme† meaning knowledge and understanding and â€Å"Logia† meaning science of study. In philosophy, epistemology is the studyRead MoreEpistemology Paper1080 Words   |  5 PagesEpistemology Schools Paper Arika Boyd PHL/215 Dixie Hoyt 09/15/09 Epistemology or theory of knowledge is a branch of philosophy related to the scope and nature of knowledge. The subject focuses on examining the nature of knowledge, and how it relates to beliefs, justification, and truth. Epistemology contract with the means of production of knowledge, as well as skepticism about different knowledge claims. The question is what does people Know? The core of this questions andRead MoreDescartes Epistemology1696 Words   |  7 PagesEpistemology ------------------------------------------------- Carefully explain Descartes’ cogito and his attempt to build his knowledge structure from the ground up. (Be as succinct as possible.) Does Descartes succeed or fail in that attempt? Justify your answer in full. 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The connotation of ‘empirical’ in this context refers to the methodologies of natural science; specifically, putting theories that we believe to know to scientific experimentationRead MoreNaturalized Epistemology Essays1621 Words   |  7 PagesEpistemology can be divided into two parts: one being traditional epistemology and the other b eing naturalized epistemology. The difference between the two is that traditionalists simply accept what they think they know whereas naturalists put what they think they know to empirical tests. When I say empirical, I mean methodologies of the natural science. In other words meaning putting things we think we know to practical tests to find out if it is true, scientifically. Or to even better understandRead MoreEpistemology, By Robert Nozick918 Words   |  4 PagesEpistemology is the theory behind knowledge, based of methods, validity, and scope, which is justified by beliefs and opinions. Epistemology is the greek word for knowledge that means why we should hold beliefs. Knowledge is belief that is somewhat of a fact believed without a connection but it must be believable or it will not be considered knowledge. Many people believe that knowledge is based off of only beliefs, but it’s also based off of truth too. You have to combine truth and beliefs intoRead MoreDisc uss Epistemology And Its Relevance1522 Words   |  7 PagesDiscuss epistemology and its relevance to intelligence analysis. Select at least two principal â€Å"ways of knowing,† and describe their respective characteristics/attributes, strengths, weaknesses, and potential for improving the quality of intelligence analysis. Merriam-Webster defines epistemology as â€Å"the study of the nature, origin, and limits of human knowledge.† As applied to intelligence, the application of epistemology becomes highly important when analysts are making judgements while assessingRead MoreA Review Of Protagoras Epistemology1399 Words   |  6 PagesPhillips PHIL1050 November 19th, 2016 A Review of Protagoras’ Epistemology in the Theaetetus Plato’s Theaetetus is the transcription of a dialogue between Socrates and a philosophical prodigy: the 15 year old Theaetetus. Socrates, on the eve of his trial and eventual execution, talks with Theaetetus after being told of their resemblance by mathematician Theodorus of Cyrene. Socrates’ purpose in the dialogue becomes a discussion of epistemology, or the theory of knowledge and how it is obtained. SocratesRead MoreEssay on A Study of Epistemology890 Words   |  4 PagesA Study of Epistemology In the sixth century B.C., Homer alludes to a separation of knowledge between the mortals and the gods. He speaks of both gods and human beings as â€Å"knowing things†- creatures of knowledge. However, there is a â€Å"great difference in the quality and the scope of the knowledge available to the two groups† (Everson, Pg.12). For the mortal human being the contrast between â€Å"divine and human knowledge†, paired with possible deception by the gods, has led him to question theRead MoreEpistemology and Knowledge Essay1739 Words   |  7 PagesFinal Paper Roni Daniel December 10, 2012 Dr. Kathy Downey University of Phoenix PHL/716 Epistemology, or the study of knowledge, requires the scholar analyze the what, how, and why’s of their own knowledge. Asking these questions of themselves is essentially applying that which they have learned. There are different origins of knowledge as conceptualized by philosophers, educators, and scientists. Early philosophers defined knowledge as â€Å"justified true belief† (Cooper, pg. 23). In order

How Business Strategy and Hr Strategy Are or Should Be Linked Together Free Essays

string(25) " one candidate for hire\." Institute of Tourism and Hotel Management Anna Morozova Essay How business strategy and HR strategy are or should be linked together? Moscow, 2011 Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization’s goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. The forward thinking human resource department is devoted to providing effective policies, procedures, and people-friendly  guidelines and support  within companies. We will write a custom essay sample on How Business Strategy and Hr Strategy Are or Should Be Linked Together or any similar topic only for you Order Now Additionally, the human resource function serves to make sure that the company mission,  vision,  values  or  guiding principles, the company metrics, and the factors that keep the company guided toward success are optimized. Of executives surveyed, 20% currently use the HR department as active and innovative business solution partners. 20% believe that the HR department should remain as administrative overhead and only perform transactional work. But, 60% of the  executives are starting to expect the HR department to partner with others departments to improve the company’s core competencies and competitive advantages. Competitive pressure in a fast changing business world – pressures for sales, talent, and profits. Most CEO’s are held accountable for three general but powerful results: Increasing revenue, generating cash, and reducing costs. In order to focus on these three accountabilities, executives are discarding paradigms that no longer work as companies seek to stay in and grow their business. Many CEOs and CFOs are more interested in the payoff and are asking appropriate questions: What’s in it for the company? Where is the improvement in the revenue stream? How does this get us new customers and retain our current customers. Where is the proof of corporate performance enhancement metrics? Once they get solid answers to these questions from competent HR leaders, the CEOs are quick to change their thinking. To answer the payoff questions, recognize that a continual company-wide value chain analysis is critical to the success of any organization. Over the past decade, CEOs began demanding that their Human Resources departments deliver flawless functional work and become a knowledgeable partner with all other disciplines to advance the business plan of the company. Individual professional silos are breaking down. Disciplines such as finance, sales, marketing, operations, and HR no longer exist as stand-alone entities. They are inter-dependent with one another. Weakness of any one of the links inhibits other links from maximizing their efficiency and productivity. These three emerging concepts in the practice of HR bear examination: * What value does the HR department brings to the organization. Many HR teams lack a vision that includes their value to the organization. Do the HR department’s activities directly help the company achieve its broad business objectives? Are the HR team’s arguments for or against a business strategy credible to the other department heads at the decision making table? How are the HR department strategies that benefit the employees, the shareholders, the customers, and all other stakeholders in the organization, selected and implemented? * What value does the HR department generate for the customer – the end user of the company’s product or service? Sales and quality are no longer restricted to the sales and quality assurance teams. The HR department doesn’t just hire a salesperson based upon a manager’s request. The end result of HR’s recruiting and hiring efforts is that the customer who interacts with the new sales person receives continuing world class service from the company. HR shares the quality of the new hire with the other departmental silos to insure that the company is, or becomes, the vendor of choice for that customer. * The final of the three emerging concepts for the Human Resources Department is: What core business competencies must HR leaders possess in order to be credible strategic partners with the rest of the executive team? Each company and each industry can generate its own list of core business skills their teams must have that go beyond their individual specialties. This issue has become so critical that in graduate and undergraduate level business programs, new editions of Organizational Development textbooks are including chapters on financial calculations and ratios, corporate social responsibility, globalization, and major workforce diversity challenges, among others. The biggest barrier to profitability is ignorance – ignorance by many people about how the company makes money and how it achieves its objectives, and how all of the departmental silos are interdependent on each other. The myth that only finance people need to know about finance or that marketing people are the only people who need to know about marketing is fast disappearing. In today’s business environment, profitable organizations require highly skilled employees who can solve complex problems using multi-disciplinary teams. Here are three examples how can HR be linked to profitability metrics: * A well known global company formed a group of HR professionals who developed processes and training programs in sales, customer service, workouts, project management, process improvement and leadership development that focused on critical performance issues for their internal and external customers. By partnering with operations, sales, and customer service they served as a catalyst to forge alliances, partnerships and agreements. Many of their efforts resulted in improved relationships that translated into â€Å"Preferred Provider Status†, which increased sales and lowered costs. All of their costs were liquidated by charging a fee for the service while creating net revenue. After two years, this HR group generated sales of $4 million and a profit margin in excess of 30% which was returned to the division budget at the end of each fiscal year. * Secondly, an HR team, partnering with the Audit staff, discovered that the accounts receivable turnover had moved from a preferred 30 days to 45 days during the past two years. They decided to let the chief credit officer go. The HR staff established criteria to identify candidates with the ability to reduce the ratio from 45 days back to 30 days. The HR staff recommended one candidate for hire. You read "How Business Strategy and Hr Strategy Are or Should Be Linked Together" in category "Papers" Within six months, the company’s DSO (Days Sales Outstanding) ratio was reduced to 35 days. * In a third case, while designing and negotiating a new health care and 401(k) plan, the HR leadership partnered with the sales and marketing team to determine if the cost of the program would erode the company’s market share and competitive pricing strategy. The resulting benefit program design achieved its cost/benefit objectives without jeopardizing the company’s market share and pricing metrics. How do HR leaders and CEOs make the Human Resources Department to a Profitability Factor? Here are suggestions based on that the more employees become knowledgeably involved in the business, the better they will be able to become a more productive asset. * Develop a leadership development program that includes hands on training in all of the functional disciplines. For example, in the production department, identify the barriers that prevent managers from achieving efficiencies and savings; * Insist that Human Resources staff receive financial training so they understand the impact of cash flow, receivables, billing cycles, and so forth. If it is a public company, teach them how to read and understand company’s annual report. Reading the proxy statement is always informative – even if the information contained in it is reluctantly revealed, and occasionally masked with arcane accounting jargon; * Have HR staff participate in sales strategies, customer visits, and technology reviews. Encourage them to learn quality methods, process improvements techniques, terms and conditions, and contract negotiations with suppliers and customers. Engage them as process consultants (have them trained if necessary) so they can assist with growth initiatives; * Most importantly, hold all employees accountable for achieving the â€Å"critical numbers† established for your company. A superb HR department becomes irrelevant if the company is sliding into bankruptcy. The HR department’s powerful value focuses on its contributions toward reversing the slide. It is important to Include HR employees as full business partners. They will rise to the occasion and surprise you by building your bottom line and becoming a profit center contributor as well as maintaining their traditional responsibilities – and they will be better at both. The intense and brutally competitive business environment of our global and digital world needs the help of everyone in the company. Russian small enterprises do not practice the establishment of HR Departments in view of unprofitability of such a business organization. As the result, the majority of small enterprises do not develop any HR strategy. Thus I would like to present the unique HR strategy of Apple Inc. and how it is linked to company’s business strategy. Most firms strive to have a productive workforce. One of the best ways to measure workforce productivity is revenue per employee. Apple produces what can only be considered extraordinary revenue per employee; $2 million. A second measure of workforce productivity is profit per employee: nearly $478,000 for Apple (unbelievable considering it has a retail workforce). During 25 years Apple has been following the philosophy called â€Å"lean – management† which explains the prime drivers for Apple’s extraordinary employee productivity. For years, the leadership of Apple has followed the philosophy that having less is more, meaning that by purposely understaffing and operating with reduced funding, you can make the team more productive and innovative. Innovation at most firms is expensive because you must pay for a lot of trial and error. The lean approach, however, can improve innovation because with everything being tried, there simply isn’t enough time or money for major misses and re-do’s. â€Å"Unrealistic deadlines† at Apple mean that you have to get project problems solved early on, because there isn’t time to redo things over and over. Being lean forces the team to be more cohesive. Even providing a lean schedule forces everyone to be productive because they know there is no room for slippage. At Apple, the lean approach means that even with its huge cash resources, every employee must adopt the mentality of leanness. If you understand the lean concept and its advantages, you shouldn’t be surprised that numerous innovations have been developed in â€Å"garages,† the ultimate lean environment. I have chosen an article â€Å"Human resource practices to attract and retain talents† by Hiltrop, 1999, because, in my opinion, it is very actual theme as businesses look for global growth, chronic skills gaps combined with a mismatch between demand and supply of talent means that getting (and keeping) the right people in the right places at the right time has never been more challenging. HR leaders need to mobilize talent to help businesses grow. This article explores one of the biggest issues and challenges now faced by large organizations: how to attract and retain a critical group of talented people. Getting talent management right means you can worry less about your talent problems and more about your business opportunities. It is very important to use a fact based approach to help identify the specific elements of talent management which drive the most value in your business and industry. It is needed to create a Talent Management Framework and Diagnostic to develop and implement strategies that deliver the right improvements – those that give you the best return on investment. So I can conclude that to win the war for talent, companies should figure out who they are aiming for, and then make sure the recruitment process and practices are tailored to the specific needs and expectations of the target group. I have chosen an article â€Å"Science and practice of HRM in small firms† by Mayson and Barret, 2006 because human capital (i. e. the knowledge, skills, and abilities of employees) is one of the primary factors a business can rely on to differentiate their products or services and build a competitive advantage; however, few studies directly guide managers of small and growing firms through the people management issues that they will face through the lifecycle of their business. The recognition that human resource issues are important to small and grow ing firms is not new. For instance, in 1987 (Hess) was presented data that suggested that small business owners rank human resource related issues as the second most important management activity after general management. Further, was suggested that the majority of CEO’s believe that human resource practices have a substantial impact on firm performance. Additionally, in 2008 were presented the results suggesting that sound hiring practices and training programs are considered important by small business owners who have 10 or more employees. A small firms’ ability to attract, motivate and retain employees by offering competitive salaries and appropriate rewards is linked to firm performance and growth. Whilst the evidence does show that there is some form of HRM in small firms, it also confirms that the practice is characterized by informality. I personally think, that this is a problem, because informal HRM practices do not necessarily recognize the value of employees. Despite the recognition of the importance of HRM to small, growing and entrepreneurial firms, there is very little research in the area, there is even less research that explores the strategic nature of HRM in small firms. It is important to note, that properly developing strategic selection, training, and compensation programs takes time and financial resources. However, these short-term costs are almost always balanced by long term gain because the quality and caliber of employees (or human capital) within the firm improves. The improved caliber of employees and enhanced effort almost always has a positive financial impact for the organization. How to cite How Business Strategy and Hr Strategy Are or Should Be Linked Together, Papers