Mainstream vs Underground free essay sample

Music has became evident In the culture throughout the world. Delved by the mind of the listener, mainstream music and underground music can be seen as two completely deferent sub groups of music. This can be seen by their popularity, messages that are portrayed, creativity, as well as in their sales and income. Hip hop music developed as a local, underground, alternative to the mainstream with a message which confronted urban poverty, racism, and a growing sense of economic abandonment in Black inner city neighborhoods.Mainstream music is popular commercialese music. If the media makes it popular and well known, it is mainstream. Underground music Is not advertised or represented by the media. However, no one Is better than the other In the sense that there are good music as well as bad music whether mainstream or underground. Mainstream and Underground music contrast in their popularity. Mainstream music can be seen as all about the glamour of the music Industry and portraying the Image that the target audiences would like to see. We will write a custom essay sample on Mainstream vs Underground or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This Image Involves Images and yards about money and its illegal origins, sex and the greed for women who degrade themselves for the limelight, as well as the glorification of the use of illegal drugs and the sales of It. The media has presented music, specifically rap, to be associated with negative connotations of blackness, letting commercialese hip hop become a nearly constant caricature of gangs, pimps, and hoes, weve come to equate black poverty with black street life.Mainstream music is still more censored and does not always focus on content rather than form. It Is another form of slavery In which artists are still forced to watch what Is being said and hold back on. On the other hand, underground music is about the quest for creativity and the artists expression to their fullest potential. Because of the lack of label representation, there is also a lack of restrictions. There is not any censorship. This allows underground artists to be more free with their lyrics and create their own Image rather than following a certain criteria. Underground music is kept real. In opposition, both sub groups of music share the common occupation consisting of artists who love their raft. Because of the different statuses In popularity, mainstream and underground music are also different In their revenue. Mainstream music sells! It Is what Is In the public eye of locals as well as tourists and what society invest their money in through the purchase of CDC, online music downloads, as well as attendance in concerts. Local promoters for the tourist Industry exploit the distinctive aspects of their citys music scene by often changing their artists Image to appeal to outsiders as well. Ratings also contribute to the income of mainstream music. Whether it sounds good r bad, money is continuously being made in the industry. It is promoted by a record I OFF sell at all depending on the artists promotion of their own self. Underground artists are barely advertised to the public for purchase or download.But, underground music artists also hold concerts to appeal to those that do give them recognition and are aware of their unpublished music. Creativity plays a major role in the presentation of music. How you make your music available and appealing to your target audience, has a lot to do with the influence it has on the listener. Underground music displays more creativity in contrast to mainstream music in which most underground artists uses beats that they may have produced and their own lyrics.It gives the artist a better sense of independence when they can put our their own music . There is more originality present because there are no rules to follow. Graffiti is now shunned in mainstream music as well as beat boxing or the making of beats. Underground artists use these mediums as a way to be heard and related to. Underground music also can be learnt from in which it has an impact on people. It may be a voice for the artist as well as the people to potentially make a change, while most mainstream music are so commercial that they tend to sell through their music.

Biography of Fulgencio Batista, Cuban President and Dictator

Biography of Fulgencio Batista, Cuban President and Dictator Fulgencio Batista (Jan. 16, 1901–Aug. 6, 1973) was a Cuban army officer who rose to the presidency on two occasions, from 1940–1944 and 1952–1958. He also held a great deal of national influence from 1933 to 1940, although he did not at that time hold any elected office. He is perhaps best remembered as the Cuban president who was overthrown by Fidel Castro and the Cuban Revolution of 1953–1959. Fast Facts: Fulgencio Batista Known For: President of Cuba, 1940- 1944 and 1952–1958.Born: January 16, 1901, Banes, Cuba.Parents: Belisario Batista Palermo and Carmela Zaldà ­var Gonzles (1886- 1916).Died: August 6, 1973, Guadalmina, SpainEducation: Quaker grade school in Banes, 4th grade.Spouse(s): Elisa Godinez (m. 1926- 1946); Marta Fernandez Miranda (m. 1946–1973).Children: 8. Early Life Fulgencio Batista was born Rubà ©n Fulgencio Batista Zaldà ­var on January 16, 1901, the first of four sons born to Belisario Batista Palermo and Carmela Zaldà ­var Gonzles, in the Veguitas section of Banes, in Cubas northeastern Oriente province. Belisario had fought in the Cuban war of independence against Spain under General Jose Maceo, and he was a sugar cane cutter employed by a local contractor for the United Fruit Company. The family was poor, and the relationship between Fulgencio Batista and his father was not good, and so Fulgencio took it upon himself to raise, educate and care for his younger brothers Juan (born 1905), Hermelindo (b. 1906), and Francisco (b. 1911).  Ã‚   Fulgencio began studying at the age of ten at the Quaker school in Banes when it opened in September, 1911. The mostly Cuban students were taught in Spanish, and Batista graduated in 1913 with a fourth-grade education. After he graduated, he worked in the sugar cane fields with his father, and in the off-season in a variety of small jobs in town, including as apprentice to a barber and a tailor. His mother died in 1916, and the next year at the age of 15, Fulgencio Batista ran away from home.   Joining the Military During the five years between 1916 and 1921, Batista was frequently destitute, often homeless, and traveled working an odd assortment of jobs until landing a job with the Ferrocarriles del Norte railway in Camagà ¼ey Province. He sent money home when he could, but was nearly killed in an accident at the railroad that left him hospitalized for several weeks and scarred him for life. Although there were late night parties, drinking and womanizing among the railway employees, Batista rarely attended and was instead remembered as a voracious reader.   In 1921, Batista enlisted in the Cuban Army and joined the First Battalion of the 4th Infantry in Havana on April 14, 1921. On July 10, 1926, he married Elisa Godà ­nez Gà ³mez (1905–1993); they would have three children (Ruben, Mirta, and Elisa). Batista was made sergeant in 1928, and worked as an army stenographer as General Machados chief of Staff, General Herrera. Collapse of the Machado Government Batista was a young sergeant in the army when the repressive government of General Gerardo Machado fell apart in 1933. The charismatic Batista organized the so-called â€Å"Sergeant’s Rebellion† of non-commissioned officers and seized control of the armed forces. By making alliances with student groups and unions, Batista was able to put himself in a position where he was effectively ruling the country. He eventually broke with the student groups, including the Revolutionary Directorate (a student activist group) and they became his implacable enemies. First Presidential Term, 1940–1944 In 1938, Batista ordered a new constitution and ran for president. In 1940 he was elected president in a somewhat crooked election, and his party won a majority in Congress. During his term, Cuba formally entered World War II on the side of the Allies. Although he presided over a relatively stable time and the economy was good, he was defeated in the 1944 elections by Dr. Ramà ³n Grau. His wife Elisa was the First Lady of Cuba, but in October 1945, he divorced her and six weeks later married Marta Fernandez Miranda (1923–2006). They would eventually have five children together (Jorge Luis, Roberto Francisco, Fulgencio Jose, and Marta Maluf, Carlos Manuel). Return to the Presidency Batista and his new wife moved to Daytona Beach in the United States for a while before deciding to re-enter Cuban politics. He was elected senator in 1948 and he and his wife returned to Cuba. He established the Unitary Action Party and ran for president in 1952, assuming that most Cubans had missed him during his years away. Soon, it became apparent that he would lose: he was running a distant third to Roberto Agramonte of the Ortodoxo Party and Dr. Carlos Hevia of the Autà ©ntico party. Fearful of losing entirely his weakening grip on power, Batista and his allies in the military decided to take control of the government by force. Batista had a great deal of support. Many of his former cronies in the military had been weeded out or passed over for promotion in the years since Batista had left: it is suspected that many of these officers may have gone ahead with the takeover even if they had not convinced Batista to go along with it. In the early hours of March 10, 1952, about three months before the election was scheduled, the plotters silently took control of the Camp Columbia military compound and the fort of La Cabaà ±a. Strategic spots such as railways, radio stations, and utilities were all occupied. President Carlos Prà ­o, learning too late of the coup, tried to organize a resistance but could not: he ended up seeking asylum in the Mexican embassy. Batista quickly reasserted himself, placing his old cronies back in positions of power. He publicly justified the takeover by saying that President Prà ­o had intended to stage his own coup in order to remain in power. Young firebrand lawyer Fidel Castro tried to bring Batista to court to answer for the illegal takeover, but was thwarted: he decided that legal means of removing Batista would not work. Many Latin American countries quickly recognized the Batista government and on May 27 the United States also extended formal recognition. Fidel Castro and Revolution Castro, who would likely have been elected to Congress had the elections taken place, had learned that there was no way of legally removing Batista and began organizing a revolution. On July 26, 1953, Castro and a handful of rebels ​attacked the army barracks at Moncada, igniting the Cuban Revolution. The attack failed and Fidel and Raà ºl Castro were jailed, but it brought them a great deal of attention. Many captured rebels were executed on the spot, resulting in a lot of negative press for the government. In prison, Fidel Castro began organizing the 26th of July movement, named after the date of the Moncada assault. Batista had been aware of Castro’s rising political star for some time  and had once even given Castro a $1,000 wedding present in an attempt to keep him friendly. After Moncada, Castro went to jail, but not before publicly making his own trial about the illegal power grab. In 1955 Batista ordered the release of many political prisoners, including those who had attacked Moncada. The Castro brothers went to Mexico to organize the revolution. Batista’s Cuba The Batista era was a golden age of tourism in Cuba. North Americans flocked to the island for relaxation and to stay at the famous hotels and casinos. The American mafia had a strong presence in Havana, and Lucky Luciano lived there for a time. Legendary mobster Meyer Lansky worked with Batista to complete projects, including the Havana Riviera hotel. Batista took a huge cut of all casino takings and amassed millions. Famous celebrities liked to visit and Cuba became synonymous with a good time for vacationers. Acts headlined by celebrities such as Ginger Rogers and Frank Sinatra performed at the hotels. Even American Vice-President Richard Nixon visited. Outside of Havana, however, things were grim. Poor Cubans saw little benefit from the tourism boom and more and more of them tuned into rebel radio broadcasts. As the rebels in the mountains gained strength and influence, Batista’s police and security forces turned increasingly to torture and murder in an effort to root out the rebellion. The universities, traditional centers of unrest, were closed. Exit from Power In Mexico, the Castro brothers found many disillusioned Cubans willing to fight the revolution. They also picked up Argentine doctor  Ernesto â€Å"Chà ©Ã¢â‚¬  Guevara. In November of 1956, they returned to Cuba  on board the yacht Granma. For years they waged a guerrilla war against Batista. The 26th of July movement was joined by others inside Cuba who did their part to destabilize the nation: the Revolutionary Directorate, the student group that Batista had alienated years before, almost assassinated him in March of 1957. Castro and his men controlled huge sections of the country and had their own hospital, schools and radio stations. By late 1958 it was clear that the Cuban Revolution would win, and  when Chà © Guevara’s column captured the city of Santa Clara,  Batista decided it was time to go. On January 1, 1959, he authorized some of his officers to deal with the rebels and he and his wife fled, allegedly taking millions of dollars with him. Death The wealthy exiled president never returned to politics, even though he was still only in his fifties when he fled Cuba. He eventually settled in Portugal and worked for an insurance company. He also wrote several books and died on August 6, 1973, in Guadalmina, Spain. He left eight children, and one of his grandchildren, Raoul Cantero, became a judge on the Florida Supreme Court. Legacy Batista was corrupt, violent and out of touch with his people (or perhaps he simply didn’t care about them). Still, in comparison with fellow dictators such as the Somozas in Nicaragua, the Duvaliers in Haiti or even  Alberto Fujimori  of Peru, he was relatively benign. Much of his money was made by taking bribes and payoffs from foreigners, such as his percentage of the haul from the casinos. Therefore, he looted state funds less than other dictators did. He did frequently order the murder of prominent political rivals, but ordinary Cubans had little to fear from him until the revolution began when his tactics turned increasingly brutal and repressive. The Cuban Revolution was less the result of Batista’s cruelty, corruption, and indifference than it was of Fidel Castro’s ambition. Castro’s charisma, conviction, and ambition are singular: he would have clawed his way to the top or died trying. Batista was in Castro’s way, so he removed him. That’s not to say that Batista did not help Castro greatly. At the time of the revolution, most Cubans despised Batista, the exceptions being the very wealthy who were sharing in the loot. Had he shared Cuba’s new wealth with his people, organized a return to democracy and improved conditions for the poorest Cubans, Castro’s revolution might never have taken hold. Even Cubans who have fled Castro’s Cuba and constantly rail against him rarely defend Batista: perhaps the only thing they agree on with Castro is that Batista had to go. Sources Argote-Freyre. Fulgencio Batista: The Making of a Dictator. Vol. 1: From Revolutionary to Strongman. New Brunswick, New Jersey: Rutgers University Press, 2006. Batista y Zaldivar, Fulgencio. Cuba Betrayed. Literary Licensing, 2011.   Castaà ±eda, Jorge C.  Compaà ±ero: the Life and Death of Che Guevara. New York: Vintage Books, 1997. Coltman, Leycester. The Real Fidel Castro. Kindle Edition, Thistle Publishing, December 2, 2013. Whitney, Robert W. Appointed by Destiny: Fulgencio Batista and the Disciplining of the Cuban Masses, 1934–1936.  State and Revolution in Cuba: Mass Mobilization and Political Change, 1920–1940. Chapel Hill: The University of North Carolina Press, 2001. 122–132.

Police Discretion Position Paper Essay Example | Topics and Well Written Essays - 1250 words

Police Discretion Position Paper - Essay Example Several myths, such as an inevitable abuse of power, are unsupported by the research. The main causes of police discretion are offender variables, situational variables, and systemic variables. The exercise of police discretion arises in many situations, such as domestic violence and juvenile delinquency, and can often lead to positive resolutions. Discretion is a valuable part of police work. The issue of police discretion, while a seemingly natural aspect of the duties of a law enforcement officer, is a topic which generates much debate. Historically, the concept of police discretion was thought to be associated with police corruption and with an "extralegal" use of police power (O'Connor, 2005: np). Indeed, the recognition of police discretion as a legitimate aspect of police duties was not formally recognized until 1956 when it was formally identified and discussed by an American Bar Association study. This revelation, that the police did in fact use discretion in the course of their duties, generated a substantial amount of controversy: "When it was finally exposed, people like the American Friends Service Committee (1971) called for its abolishment, and police administrators sought a clampdown on discretion (administrative rulemaking)" (O'Connor, 2005: np). In the beginning, though police discretion was an integral part of daily police work, it was viewed with suspi cion. A more modern view posits that police discretion is a valuable and necessary part of police work. To this end, calls for the elimination of police discretion have been replaced by proposals to more carefully define when and how police officers should use discretion. This modern view operates on the assumption that police work is often complex, that situations are rarely neat and simple, and that discretion results in better police work than a mechanistic application of the law. As noted by a National Institute of Justice Research Report, "Each tactical choice by the police, each citizen's response, counter responses by each, and changes in other variables in the context (for instance, intervention of strangers) create a fluid, ever-changing encounter" (1997: pg.35). This essay will define what is meant by "police discretion", a number of common myths associated with the concept, and the real-life sources of the need for police discretion. The essay will then present ten practical illustrations of police discretion in operation in order to compare situations in which discretion is used appropriately and situations in which discretion very well might be abused. Police Discretion: Definitions, Myths, and Sources Discretion means many things and encompasses a tremendous variety of different situations. From a theoretical point of view, it has been referred to as the making of decisions where the law is not clear, where the police officer has alternative courses of action, and where a cost-benefit analysis cautions against the rigid application of the law. Some scholars have defined police discretion as judgments made within the realm of a "regulated autonomy" (De Lint, 1998: pg. 2) and others have characterized discretion as a police officer's role as a public servant whom is sworn to balance the intent of the law against the interests of

Handwriting a letter versus sending an e-mail message Essay

Handwriting a letter versus sending an e-mail message - Essay Example By studying the handwriting one can judge the mood of the person. E-mails are cold and do not convey the warmth-they just convey the messages as a matter of duty! Handwritten letters on important occasions like marriage, birthday, success-events like passing examinations, can be preserved for ever in a file and they are good collection items. No so with the e-mail. One can read the handwritten letters again and again, without having to open the computer often. One practical problem as well! For sending e-mails, one needs to be computer-literate. For handwritten letters, one needs to be just literate! For mails, one has to own a computer or specially reach the cafe for making the mail. As for quickness and convenience, e-mail, the product of internet revolution, has no match. The message reaches any corner of the world, within seconds. Competitive business, the share quotations etc. can never think of sending the communications by handwritten letters , where decisions on rates are taken in split seconds! For official dealings, e-mail communications are the best and one can not think of applying the handwritten letter procedure in this area. Voluminous files and documents can be uploaded/downloaded through e-mail procedure, whereas to copy a document of say, of 100 pages will take some days. This procedure is neither practical nor feasible. One can forward a message, documents, story or news items, to thousands of individuals merely by clicking the forward button and the message is instantly received by that vast majority. Sending handwritten letters to them involves lots of expenditure on stationary, postage, apart from the time and labor devolved. Here is a wonde rful observation on the handwritten letter vs. the e-mail, the essence of which is worth noting. â€Å"The "art" of letter writing was only art in the hands of a few who wrote well. The rest of the worlds written correspondence is barely worth the paper it is written on. E-mail has

Financial Independence of Elderly Statistics Project

Financial Independence of Elderly - Statistics Project Example Unfortunately for those who are approaching retirement age, the ever-increasing numbers of people eligible for Social Security means that the government may, in future, exhaust its allocated funds. The most interesting statistic here is that 23 percent of people aged 65 are still working. Some may be working voluntarily, but the majority of people are working simply because they have no other means of financial support. Many must take jobs that are far below their professional capabilities, and pay much less than they were once able to earn-competing with the younger generations is just too difficult. Only two percent of people aged 65 in the United States are financially independent. What did this two percent of people do that the remaining 98% did not Whatever the answer may be, it is evident that the vast majority of 65-year-olds do not enjoy financial freedom after working for more than 40 years. A recent Time Magazine article noted that those who are aged 65 and over often have one or even two jobs to support themselves. It occurs to me that the question of how to live like one of the lucky two percent is a very important one for me to answer, so that I don't have to live like one of the 98 percent.

Business and marketing strategies for Citibank

Business and marketing strategies for Citibank Introduction Citibank engages in consumer, corporate banking and financial services and it is part of the Conglomerate giant Citigroup. The bank was established in 1812 and was known as City Bank of New York and after that, it was named First National City Bank of New York. The company was later changed to Citigroup and Citibank became an arm of the banking and financial services Unit of the company (Wikipedia, 2010). As at June 2009, Citigroup is the fourth largest bank in the United States through domestic deposit and the top three banks are Wells Fargo, JP Morgan Chase, and Bank of America (Data monitor report, 2009). This made Citibank an international financial bank with consumer, corporate and investment banking and also rendering insurance services. Citibank operates in over 100 countries globally and it is one of the most successful banks in the world. The economic crisis of 1990 caused by the Gulf war and other financial crises in many Asia countries affected the banks performance (Timme rs, P. (2009). This made the bank to change it corporate, business and marketing strategies in order to ensure sustainability of the bank and also to beat its competitors. It also engaged in the introduction of e-commerce and e-business strategies to introduce new products into the markets and it also expanded its operations to other areas such as wealth management, stock broking and financial trading services 1.2 The new strategies of Citibank The bank extended its banking operations to other areas such as wealth management, assets management, insurance, financial trading etc (data monitor,2009) The bank initiated better organisational vision and mission statements to a broader, goal oriented gaols and objectives in order to beat the competition from other big financial players and rivals such as Bank of America, JP Morgan Chase, HSBC, Barclays Bank etc Adoption of new e- business and e-commerce marketing strategies through new marketing development systems such as online internet services Based on Porter (1980) generic strategies Citibank adopted the differentiation strategy by building its international business strategies through implementation of new technological and communication systems such as Information technology systems, tools and equipment in order to enhance its business operations, The formation of techniques and structures that will make the bank to be able to compete in e-business environment. 1.3 The outline of the strategy formulation technique available for Citibank in order to compete in e-business environment Due to the growing competitive financial environment, and the need to respond to the new technological changes for faster business operations, Citibanks new vision is to become the worlds leading e-business enabler. Its core main e-business strategy is to connect with customers through the internet (web), transform the Citibanks capabilities to deliver integrated solutions and extend by reaching new markets, new customers and new products. However, Citi bank has strategy formulation techniques for competing in the e-business environment and these will be discussed below. Creation of Citibanks E-business Vision The first step of Citibank strategy formulation was the initiation of the E-business Idea and creation of an e-business vision and mission statements which forms the outline of achieving its business objectives (Ali Farhoomand, 2008). This e-business strategy was reiterated by Caroline Wong, head of e-business Group (cash trade), Hong Kong stating the banks commitment to enter the e-business in order to bring transformational reforms that will increase clients satisfaction. Citibanks vision is to become the leading enabler of e-business through empowerment of local, regional and global customers and business-to-business-to-consumer (B2B2C) (Tawfik Jelassi et al, 2008). EXTEND Reach new markets, new customers and new products CONNECT Web-enable its core services to connect with its customers TRANSFORM Draw the full range of Citibanks capabilities to deliver integrated solutions Figure 1: Citibanks E-business strategy This vision and the business strategy serves as a fundamental framework for the Citibanks E-business structure thus giving directions, goals, aims and objectives. The mission includes the management of the overall costs of its Information (Ali Farhoomand, 2008). Technology (IT) investments, optimal usage of the existing and new technologies, and standardisation of its application and development processes. All these are driven towards increasing operational efficiencies and lower the costs of operational while achieving on time delivery to customers. All these goals, aims, objectives created a fundamental framework in which Citibank was operating to achieve a sustainable E-business in the competitive markets so as to gain market leadership in the banking and financial markets operations. -The Formation of the Internet group In 1999, Citibank launched a CitiDirect Online Banking which was the e first Citibanks multi-product in a multi-geographic Internet banking system. Citibank e-business unit was formed in year 2000 with the managements group decision to aggressively develop Internet-based products. The e-business solution was continuously developed and researched through 2001 and 2002 and Jose Bermudez , the executive vice president and head of global cash and trade business who consolidated the Citibanks business structure and by holding meetings with all regions, developing and combining goals in all areas and consolidated bureaucracies across the regions of the banks operations (Timmers, P. 2009). This initiative by Jose Bermudez created a cooperate commitment to achieving and sustaining the Citibanks e-business strategy. During this period, the then CEO, John Reed was thoroughly concerned about meeting the demand for internet banking and he started the E-Citi initiative for exploring the Internet opportunities (Tawfik Jelassi et al, 2008. -Strategies implementation for its e-business environment Jose Bermudez led the e-business unit that was responsible e for developing internet software for the corporate clients setting up B2B (Business -to-Business) electronic commerce exchanges while the new high level committees coordinated and the strategies through benchmarking of other banks (Tawfik Jelassi et al, 2008. The e-business environment was conceived as a solution business for customers to create new and complex online banking products to meet the customers need. It built internet platform and E-structure services such as clearing, trading, and collections which allowed customers to acquire information rapidly than the traditional paper base processes. This was evident when the Global transaction services created the Citibanks markets and banking systems in order to integrate Cash , Trade and Treasury services and Global Securities Services. Its core objectives was to assist corporate customers to gain greater control over financial positions locally and internationally while increasing business efficiencies and reducing costs. Citibank created a global online investment that was secured, and web-based which allowed customers to access a variety of short-term investments using the award-winning , web based electronic banking platform. An example was the replacement of the CitiDirect Online banking with Treasury vision which created an easier management of short-term investment portfolios by the managers. Creation of culture and values of multidisciplinary teams One of the strategy formulation techniques of Citibank was the creation of multi-dimensional structure of teams that is totally focused on the E-business initiatives and they broke the old bureaucratic culture that existed. Timmers, P. (2009) stated that some other managers were hired from outside the ban and they had the following dimensions: Following through on commitment through forming collaborative infrastructures and they worked by coordinating themselves so as to fulfil the objectives of the e-commerce goals Shared understanding and knowledge- The multi-dimensional teams work through sharing of knowledge and resources in applying best practises in the implementation of e-commerce strategies Creation of forums as channels for effective communication Citibank Alliance strategies Prior to 2000, all forms of e-business strategies implemented by Citibank had failed because the huge investments in areas of software development, systems development and front end service could not meet up with the dynamic technological changes then. From 2000, the bank then focused on creating strategic alliances with the use of their partners competitive strengths. The bank formed partnerships with companies that had strong technologies, systems and infrastructures with good access to the markets .The companies that Citibank partnered with are the major technology leaders such as oracle, Commerce One Inc, SAP AG, Wisdom Technologies and Bolero.Net. the major breakthrough of the partnership was the Citibanks alliance with four IT technological companies to form Financial Settlement Matrix.com, which connected buyers and sellers in e-market places with payment processing, credit and other services through conduct of businesses with banks and other financial service companies Acquisitions of Information Technology and Electronics Company Another strategy which Citibank adopted was the acquisition of some It and electronics company in order to enter and breakthrough the existing e-commerce marketplaces (Tawfik Jelassi et al, 2008). Citibank acquired Lava Trading, which was a leader of electronic execution and sell-side management. This was to enhance Citibanks existing infrastructures and platforms and it was able to integrate a robust electronic trading systems in its services complemented with the technologies of the acquisitions (Data monitor report, 2009). -Commitment to engage in continuous technology development The objective and promise to engage in continuous technology development was a good strategy formulation which sustained the Citibanks E-business environment (Data monitor report, 2009). Since the new commitment and success recorded in 2000, Citibank has been active in engaging in the continuous development of the IT and e-business sector so as to gain maximum customer satisfaction and gain market leadership through the optimisation of Information technological systems and structures (Timmers, P. 2009). Citibank offered an array of integrated investment options through multiple channels including automatic orders, branch services, and online services. Creation of sound business model and practises The creation of good business model and strategies which its operations are based on is the strength of its ability to compete in the e-business environment. The connect which promoted the use of internet as Web-enable its core services to connect with its customers is an indication of the growth of the e-business environment. The other excellent objective by Citibank is transform the bank through the use of the banks integrated capabilities while reaching out to new and emerging markets. SECTION 2: The appraisal of the Citibank current existing strategies in relation to e-business and information systems and their relevance in meeting the corporate objectives. Based on Michael Porters competitive generic strategy, Citibank adopted a differentiation strategy for its banking service by using the e-business strategies of effective internet banking and relevant banking functionalities that give customers full access to their accounts, trading, and management (Data monitor report, 2009). These strategies are in line with its vision and mission to become the leading provider of e-financial services by becoming a trusted, consistent and premier e-business enabler for all its customers globally. Citibank differentiates its e-business product from its competitors through application of e-business strategies and improving their customer services functions (Timmers, P. 2009). Citibank offered internet services, telephone banking, and customer relations managers gave individual attention to customers and service experts. Citibank committed to its e-business strategy-Connect, Transform and Extend-was to web enable its core services, develop integrated solutions and reach new markets. The use of consolidated e-business organisational structure One of the core strategies of Citibanks current success in relation to its e-business and information systems in the banking operation and services was the use of consolidated e-business structure that was formed in March, 2000 called the internet operation group that was responsible for the internet activities between e-Citi and all other business units. After this in April, 2000, Citibank established the e-consumer and e-business segments that was initiated and designed infuse the Internet into all customer and corporate banking services and operations. The following month, May, 2000, Citibank included e-Capital markets and e-Assets Management (Data monitor report, 2009). The e-business units were developing the software required to set up clients with the electronic business accounts while utilising business, resources and Information Technology (IT) people as well. The lessons learned from previous failures when Citibank indulged in managing all aspects of e-business themselves made them to focus on partnering with strong IT companies in order to realise their goals. b) Partnerships and alliance with other companies Citibank formed strategic partnerships with reputable information technology and e-solutions provider companies such as Oracle, Commerce One Inc., SAP AG, Wisdom Technologies and Bolero.net in order to improve and consolidate its e-business strategies. These partnerships have helped Citibanks e-business to be stronger and very competitive by providing integrated cash management services, fund services, securities services and internet banking services. c) Citibanks implementation of sophisticated and effective e-banking business tools, infrastructures and e-systems Citibank introduced some good e-business systems that enhance its banking operations through the development of solutions to address the three core process areas such as accounts process management, accounts payable process management and liquidity management (Data monitor report, 2009). The banks cash management products includes web enable payments, receivable solutions, vendor financing, commercial card solutions and liquidity products which have helped the customers reduce financing costs and achieve better returns on investment capital. The world link payment services payment have been introduced for over 20 years and it has improved payments systems of cash, cross-border Automated Clearing House (ACH), cheques and electronic transfers all protected by sophisticated encryption technologies, access restrictions and authentication procedures. This provided more confidence for the customers in terms of security of the banking transactions made. Also, QuickRemit service provided a r obust framework for global distribution process to transfer money both-in-branch and for web-based (Timmers, P. 2009). The customers payment receiving has been boosted by web-based through automated recurring payment initiation and this provided while the fast telephone banking systems enhanced the customers services and allowed payment initiation possible. The introduction of the Advanced Information Technology (IT) helped to guarantee security and integrity of data and transactions and Citibank commercial cards granted many web-based management tools that streamlined payments, reporting, spend analysis and global data acquisition and other vital day-to-day activities. This made it possible to have access to many banking products and could transact business from all parts of the world (Timmers, P. 2009). The customers benefited immensely from good e-business products, delivery and services and these products were clearly different from the ones other banks offered and this made Citibank to gain more competitive advantages over its other competitors in the domestic and global markets. Citibanks online services is global, secure and web-based system which gave more benefits to the customers also offered an array of integrated investment and this was applicable in other parts of the world such as Asia countries. The online web-based electronic banking platform, CitiDirect Online banking was replaced by Treasury Vision that provided a more superior cash management system for global investment network. d) The development of new services Citibank developed new e-technological products to meet the corporate objectives and to fulfil the Citibanks business strategies and to gain competitive advantages in the global financial markets, CitiBank established the Global technology Group whose role includes leading information technology projects and culture into the firm. It is important to evaluate the e-strategies used in all its banking and corporate services Improvement of Cash Management through e-services Citibanks main focus is to assists customers to have effective movement of their money throughout the world while also meeting their expectations and requirements (Ali Farhoomand, 2008). The cash management e- solutions includes web-enabled payments and receivable solutions, vendor financing, commercial card solution. The implementation of WorldLink Payment solutions and liquidity products reduces financing costs and achieve greater returns on assets (ROA). World Link services enable cash payments to be made in more than 135 countries through the cross-border Automated Clearing House (ACH), cheques and electronic funds transfer. The use of new QuikRemit Service offers a more flexible software platform (Ali Farhoomand, 2008). e) Citibank e-strategies involves the use of information technologies to provide more secured online banking services in all its global banking operations which gave the customers more confidence about the web-based services (Ali Farhoomand, 2008). Citibank has an initiative known as security architecture which provides security systems even for next generations of web based solutions. Other projects are the new touch screens automated teller machines (ATM), cash acceptance machines as well as quick deposit machines which gives receipts when deposits are made and this reduced queues in the banks (Ali Farhoomand, 2008) and this made the Citibank services better and quicker and has improved the quality of services Citibank offer. f) Ali Farhoomand (2008) stated that Citibank uses the cross-functional teams in the development and implementation of new services and this involves staff from different sections and department combine to maximise the transfer of information and technical skills. The staffs are encouraged and motivated to join special task forces around new IT projects that will transform the companys operations to lend their skills and expertise (Timmers, P. 2009). The end-users are also involved in the early in the development process to ensure proper configurations of equipment. This has improved quality, development time and costs. Strategies of Citibank in Political Environment for its operations Most of Citibanks operations have been globalise due to its massive operations in more than 150 countries around the world (Citigroup report, 2009). The bank has been able to adjust to various political environments due to its ability to adapt to different policies and banking systems that are set up by those countries (Data monitor, 2008). The continuous investment in new technologies has also made it possible for it to gain competitive advantages over other competitors in the local and international markets. Citibank has been successful in the Middle East in places such as Dubai and other United Arab Emirates countries. Citibank is also highly successful in most countries of Asia, Europe, and USA and in the United Kingdom (Timmers, P. 2009). Strategies for social environmental factors- Implementation of National cultures in many countries The formation of many multi-disciplinary and functional teams for different E-business strategies implementation has caused the implementation of national cultures in many countries of their operations (Ali Farhoomand, 2008). This made Citibank to implement team working in all departments and groups for the IT strategies in order to gain competitive advantages. This also made Citibank to be able to form local alliances with other banks in order to quickly to the national cultures of such country of operations. The elements of national cultures include adaptability, consistency, team working, cooperation, tolerance etc . There is growing emphasis on the Internet in business and consumer applications led to increasing demand for their products to be integrated with more general information technology solutions of Citibank. This has given Citibank more focus and stability and great vision to explore new and emerging markets Figure 1: The elements of national culture implementation Source: http://www.denisonconsulting.com/dc/Portals/0/Docs/Paper_Asia.pdf (Accessed online on 22/06/2010) SECTION 3 The analysis of the current situation of Citibank and the assessment of their specific strategic options available to the bank to enhance its future e-business structure Citibank is highly committed to continuous improvement in technological developments and it is also customer driven so as to fulfil its mission. The use of Information technology improves its banking and trading operations and enhances the work of over 268,000 employees located in over 100 countries and their focus was to embed their services into the everyday lives of the local population (Citigroup report, 2009). Therefore, in addition to enhancing the commitment to its employees and customers globally, Citibank has strong brand recognition and that it why it is driven towards new technologies to gain competitive advantages in existing, new and emerging markets (Data monitor,2008). The analysis of the current situation and the strategic options available to Citibank in order to maintain its global leadership in its e-business services are listed below Consolidating the formation of Alliances The current alliances practises with major Information and communication technology players especially with reputable firms such as Oracle, Commerce One, Inc., SAP AG, Wisdom Technologies and Bolero.net has helped the company transform its company to an e-business model. This made Citibank form the Financial Settlement Matrix.com which is a company dedicated to connecting buyers and sellers in e-market places with payment services, credit services through multiple and financial services (Citigroup report,2009). This caused growths in other banking operations of the company and made the company to develop greatly and Citibank has used the opportunity to align itself with the partners so as to maintain high competitive advantages in the markets (Timmers, P. 2009). Citibank must consolidate its alliances so as to keep gaining the strategic advantages needed in the marketplaces by engaging in stronger relationships with the Information Technology and communication companies and total customer focus must be the strategic intent of all parties of the alliances. This makes Citibank to work towards balancing the strategic needs of the E-business with the security of the online banking/ e-banking services and to also improve the accessibility of information that is required to leverage the robust e-banking and e-business that is available within the banking group (Citigroup report,2009) . Therefore, it is important for Citibank to improve its business models of value stream, revenue stream and logistics stream through consolidation of the alliances. This will also make Citibank to meet the current and future challenges of the e-business and to improve the internal logistics are aligned towards continuous improvement of Information and communication t echnology (ICT). The previous investments in ICT have led to an increase in revenue and increase in customer base. Customer focused products The continuous introduction of new banking products such as smart banking cards, telephone banking services, online accounts accessibility and other new products has made the bank to gain competitive and strategic advantages over other banks. The bank is wholly committed to new products introduction and this can be possible through continuous improvements in IT and e-business. Improvement of Citibanks legal framework Since, the beginning of 2007, most of the banking corporations had begun using the new legal model framework for assessing the SWIFTNet. . This utilises the use of the SCORE model for laying down rule for messages (Ali farhoomand, 2008). Therefore, the introduction of the SCORE model will enable the corporate bank to reduce risks and therefore there is need to improve and build this model so as to gain strategic advantages over other banks and other competitors. Therefore risk management and legal compliance were introduced as priorities in year 2008 for all the banks and Citibank adjusted its banking operations so as to reduce all the operational risks across its banking operations. The banks now introduce and develop integrated information systems for consolidating the existing structures to reduce the risks and to avoid the breach of any data transfer. Transformation of Citibanks e-Business strategy New improvements in the banking and trading operations are necessary so as to maintain the vision of Citibank. Operations such as Transactions processing such as cash management, trade finances, and derivatives must be maintained through the adoption of new strategies which are very important for the corporate customers and other customers Improvement in new competitive infrastructures to develop and sustain new products Citibank enhances its new product development through Information and communication Technology by investing in millions of dollars for new infrastructures(Ali Farhoomand, 2008) and also for new products development of different ranges and to improve its customer service functions (Tawfik Jelassi et al, 2008) . The use of e-payment by Citibank customers has improved its banking operations and the bank must sustain this by adopting latest technologies while engaging in costs reduction services that will reduce all operational costs and maintain high profitability within the firm. Better Internal management processes It is very important for Citibank to introduce and implement better internal management processes in order to remain competitive and sustain global leadership in the area of e-business operations in the banking industry (Ali Farhoomand, 2008). The internal management that must be implemented should include continuous development programme for employees, better and faster internal information sharing through e-mails, use of video conferencing foe meetings across the regions in order to save costs and time (Ali Farhoomand, 2008). There should also be better work-group information flow and communication must be enhanced so as to prevent resistance in the formulation and implementation of new policies, ideas and new systems that could enhance the growth of the company through e-business applications. This will make the internal management very strong and competent in the use of any latest technologies due to their continuous development and training which would have acquaint them with al l new technologies The other strategies that could enhance the operations of Citibank current and future strategies include the use of M-commerce (Mobile commerce) and it can be applied in following ways: -Financial services Mobile banking should be improved and promoted by Citibank and this includes the use of hand held devices to access accounts, monitor accounts and pay bills. Trading and Brokerage services (where stock quotes can be easily displayed and trading conducted from the same hand held devices). This will create faster banking and trading services and it has improved Citibanks operations -Telecommunications- The use of telephone banking has been successful in the e-business applications of Citibank through the one-touch telephone banking that was introduced. However, new telecommunication systems such as the hand-help mobile phones should be digitalised and be able to connect to the banking telephone customer services in order to get access to accounts and other banking products but however, this should come with good security systems Improvement of information services- Information delivery to customers should be made through e-mails to save time and costs. It should also be done in prints journals, for old customers who cannot operate computers and promotions about new products should be advertised online and in television also so as to reach a wider audience of customers globally. The implementation of social corporate responsibility (CSR) for Citibank Due to the continuous growth of Citibank especially in the existing, new and corporate markets, it is important that the bank be engaged in corporate social responsibility (CSR) as it has always practised in many countries such as assisting in building social infrastructures in many countries such as Malaysia, China, Singapore, India, and United Arab Emirates (UAE), Japan etc. In other areas of corporate social responsibility (CSR), Citibank has a long standing commitment to make the communities where they operate better places to live and work. Citibank has employed good initiatives geared towards improving the lives of members of the communities and countries where they operate. The Citibank s CSR raises the quality of life , families and institutions and thus strengthening the communities. Citibank promotes educations, youth education and social entrepreneurship and employee volunteerism Adherence to political environments in all areas of establishments For Citibank to keep up with its competitiveness, it must adhere to the financial laws and regulations in different political environments. Most developing countries wants the banks to invest in their countries in order to provide employments for their citizens and they also want the banks and other Multinational companies (MNCs) to apply their corporate social responsibility so that their communities can benefits from the investors gain Comparison of other financial institutions e-strategies Case study: Barclays Bank Plc Barclays Bank is one of the third largest financial institutions in the United Kingdom and the seventh global bank with high capitalisation, customer base, and good geographical positioning in the world. The implementation of e-business technologies has advanced the bank to become the top five global banks with strategies implementations of web based applications. In 2004, Barclays bank was the first bank in the united Kingdom to launch an online banking system where customers can have access to their accounts, manage the accounts while also paying and receiving money. Since 2004, it has applied continuous improvement and new development in its Informati

Principles of Safeguarding Essay

Introduction OCR has reproduced this exemplar candidate evidence to support teachers in interpreting the assessment criteria for the unit HSC 024, Principles of safeguarding and protection in health and social care. This exemplar evidence should be considered alongside the unit requirements, the Learning  Outcomes and Assessment Criteria. This content has been selected by the OCR Chief External Verifier for the Health and Social Care Diplomas, to illustrate how the assessment criteria are applied, and to provide some commentary on what factors contributed to the final outcome. The exemplar candidate evidence is intended to demonstrate how criteria have been met and are supported by a commentary. While the exemplars are intended to be useful in interpreting the specification’s Assessment Criteria, they should in no way be regarded as definitive evidence. This resource is provided for advice and guidance only. Read more: Identify ways to ensure that evidence of abuse is preserved  essay 4 Unit HSC 024 Exemplar Unit: HSC 024 – Principles of safeguarding and protection in health and  social care  unit purpose †¢ Raises awareness of how to recognise signs of abuse †¢ Raises awareness of how to respond to suspected or alleged abuse †¢ Introduces national policies and local systems of safeguarding †¢ Introduces ways to reduce the likelihood of abuse †¢ Raises awareness of how to recognise and report unsafe practices 5 Unit HSC 024 Evidence for Learning Outcome 1 Know how to recognise signs of abuse Assessment Criteria: AC1.1 – Define the following types of abuse: †¢ Physical abuse †¢ Sexual abuse †¢ Emotional/psychological abuse †¢ Financial abuse †¢ Institutional abuse †¢ Self-neglect †¢ Neglect by others AC 1.2 – Identify the signs and/or symptoms associated with each type of abuse Extract from Assignment: Assignment: ‘Define the following seven types of abuse and for each include their associated signs and symptoms: ‘physical, sexual, emotional/psychological, financial, institutional, self-neglect and neglect by others.’ Response: ‘1) Physical abuse is deliberate physical force that may result in bodily injury, pain, or impairment. Both old and young people can be physically abused. There are signs or indicators to show physical abuse and there are ways in which victims and abusers act or interact with each other. Physical abuse includes the smashing of furniture and personal belongings, being pushed or shoved, being held against your will, slapped, bitten, kicked, pinched, punched, choked or ducked under water, threatened or hurt with a weapon, threats of violence, locked in or out of the house, hair pulled †¦burnt with cigarettes, acid, an iron, hot food or water †¦ Signs of physical abuse in adults are: bruising, particularly in well-protected and covered areas, fractures, sprains or dislocations, lacerations, burns – including friction burns and scalds, drowsiness, pressure sores, cowering and flinching, unexplained hair loss, significant weight loss, etc†¦. Symptoms include feeling low, angry and in pain. 2) Sexual abuse is when a person is forced or tricked into taking part in any kind of sexual activity. When sexual contact is non-consensual, it is an abuse. It can happen to men and women of any age that is both old and young. It can include sexual penetration of any part of the body with a penis, finger or any object, sexual exploitation, making threats about sexual  activities, exposure to pornographic material, touching of breast or genitals, kissing, etc. Activities such as showing pornographic material, forcing the person to watch sex acts or forcing the person to undress are also considered sexual abuse. The signs and symptoms of sexual abuse in the elderly can be bruises around breasts or genitals, genital infections, unexplained vaginal or anal bleeding, torn, stained, or bloody underwear, disturbed sleep patterns, vulnerable adult appears withdrawn and fearful, inappropriate dressing, etc†¦ 3) Emotional Abuse is where one person gains power and control over another through words and gestures which gradually undermine the other’s self-respect†¦Emotional abuse can be name-calling, blaming, screaming, making threats, yelling†¦.neglecting, manipulation, not listening, withholding affection†¦belittling and untrue accusations. Signs of emotional abuse are depression, anxiety, withdrawing or refusing affection, fearful or agitation, lower self-esteem and self-confidence, shouting or swearing, behaviours such as rocking, hair twisting and self-mutilation, vulnerable adult withdrawn and fearful†¦ 6 Unit HSC 024 Response continued: 4) Financial abuse is stealing or defrauding someone of money, goods and/or property, allowing others to steal money or property, tricking or threatening individuals into giving away money or property, withholding money, refusing to allow individuals to manage their finances, etc. for example when a support worker is taking money from a service users’ purse without his or her knowledge. Signs of financial abuse are signatures on cheques that do not resemble the service users’ signature, or signed when the service user cannot write, unexplained withdrawals of large sums of money by a person accompanying the  service user, lack of amenities, such as TV, personal grooming items, appropriate clothing, that the service user should be able to afford, deliberate isolation of service user from friends and family, resulting in the support worker alone having total control, the unexplained sudden transfer of assets to a family member or someone outside the family†¦. Symptoms include the person feeling fearful, anxious, embarrassed and belittled. 5) Institutional abuse happens when the lifestyles of service users are sacrificed in favour of the routines and/or restrictive practices of the home. Institutional abuse comprises neglect, physical abuse, sexual abuse, verbal abuse, discriminatory abuse, psychological and emotional abuse, financial abuse, service users not being allowed to go out, their personal letters are opened and read, their privacy not respected, their interest not at the centre of every decision being made, excessive medication and complaints procedure not made available for the service users. Signs and symptoms include lack of own personal clothing and possessions, †¦no flexibility of bedtimes, eating times or waking times, dirty clothing or bed linen, misuse of medication, lack of care plans, lack of heating, staff entering into service users’ rooms without knocking. 6) Self-neglect is when a person does not pay attention to their health and well-being. Service users can neglect themselves due to illness or depression or might intentionally neglect themselves. The signs and symptoms include: living in dirty conditions, poor personal hygiene, poor nutrition†¦not getting medical help, not being interested in the way they look, long toe nails not taking medication. 7) Neglect is when a carer does not carry out their duty of care and fails to care for a service user this can be deliberate or unintentional due to the carer being ill or stressed†¦ Signs and symptoms of neglect include absence of food, water, and heat†¦ poor personal hygiene including soiled clothing, dirty nails and skin†¦inappropriately dressed for cold or hot weather, bedsores†¦.constant hunger, withdrawn, illness†¦ COMMENTARY FOR EVIDENCE FOR ACS 1.1 and 1.2 †¢ Assessment Method: The learner has completed an assignment to explain the meaning of each of these seven types of abuse as well as their associated signs and symptoms. The learner has produced factual details that provide evidence for ACs 1.1 and 1.2. The assessment method is valid as it measures the learner’s understanding and knowledge of the definitions and signs and symptoms associated for each type of abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects own understanding of the meaning of each type of abuse. The learner also provides a very detailed account of the signs and symptoms associated with each type of abuse and distinguishes well between signs (what can be seen) and symptoms (the way the individual feels). The information that the question extracts from the learner is more than is required to meet this AC; as the learner provides a description, where a list of the different signs and/or symptoms would have been sufficient. †¢ Breadth of Evidence: The learner has stated clearly the meaning and signs and symptoms of each type of abuse. The learner’s evidence meets AC1.1 fully in terms of providing a definition and the signs and symptoms of the following types of abuse: physical, sexual, emotional/psychological, financial, institutional, self-neglect and neglect by others. 7 Unit HSC 024 Assessment Criteria: AC1.3 – Describe factors that may contribute to an individual being more vulnerable to abuse. Extract from Written Questioning: Written Question: ‘Describe different factors that may contribute to an individual being more vulnerable to abuse’: Response: Living with the carer may increase the chances for abuse to occur as this may cause stress and resentment if the carer feels they cannot cope. If an individual is looked after staff who do not have the right training, any supervision at work or support, are stressed, have personal problems or do  not like working in care then this can increase the risk of an individual being abused. If an individual is not mobile, is confused, has dementia, or is aggressive or challenging then this can increase the risk of abuse as the carer might not know how to deal with this, get frustrated and might take it personally and abuse the individual. Domestic violence can also play a part as can the relationship between the individual and their parent or spouse if it was poor and involved abuse.’ COMMENTARY FOR EVIDENCE FOR AC 1.3 †¢ Assessment Method: The assessor has used an open written question with this learner ‘Describe different factors†¦Ã¢â‚¬â„¢; this encourages the learner to think about the different ways an individual can be more vulnerable to abuse and provides them with an opportunity to provide a more detailed response and to also provide evidence for AC1.3. The assessment method is valid as it measures the learner’s understanding and knowledge of the factors that may contribute to abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects own full understanding of the different factors that may contribute to an individual being more vulnerable to abuse in terms of the social care worker, the carer, the individual including the relationship between these as well as the health and social care setting itself. †¢ Breadth of Evidence: The learner has detailed clearly the different factors that may contribute. The lea rner’s evidence meets AC1.3 fully in terms of providing a description of the factors that may contribute to an individual being more vulnerable to abuse. 8 Unit HSC 024 Evidence for Learning Outcome 2 Know how to respond to suspected or alleged abuse Assessment Criteria: AC2.1 – Explain the actions to take if there are suspicions that an individual is being abused Extract from Written Questioning: Written Question: ‘Explain the actions to take if there are suspicions that an individual is being abused: Response: ‘If I suspect abuse through noticing a sign of physical abuse or change in the behaviour of an individual, I will make sure that I ask the individual what has happened telling the individual the changes that I have noticed. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will listen to the individual carefully; it is up to them to tell me, I would not ask them any questions about this as this is not part of my job role and would stay calm. I will make sure that I record what the individual tells me using the individual’s own words. I will make sure that I reassure the individual and explain that their safety is the most important and that it is my duty of care to tell the manager. I will make sure that I let my manager know what has happened immediately and pass this information on in private and make sure my report is also confidential. I will only report and record the facts – what the individual has told me. Depending on what is found out the individual might need to continue to be monitored and a plan of care will be put in place that must be followed to protect the service user. ‘I will make sure that I let my manager know and report and record this in private but if the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC.’ 9 Unit HSC 024 Assessment Criteria: AC2.2 – Explain the actions to take if an individual alleges that they are being abused Extract from Written Questioning: Written Question: ‘Explain the actions to take if an individual alleges that they are being abused: Response: ‘If an individual alleges that they are being abused, I will make sure that I listen to the individual carefully to know exactly what happened. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will make sure that I record the detail of all allegations that the individual tells me using the individual’s own words; I will not ask any questions or make any judgements about what I have been told and I will stay calm. I will make sure that I record the date and time when the abuse was reported and then sign this record. I will make sure that I take the allegations seriously and reassure the individual that they are right to tell me as their safety is the most important.  I will make sure that I let my manager know and report and record this in private but if the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC.’ COMMENTARY FOR EVIDENCE FOR ACS 2.1 and 2.2 †¢ Assessment Method: The assessor has used an open written question with this learner ‘Explain the actions to take†¦Ã¢â‚¬â„¢ for each AC; this encourages the learner to think about the different actions that need to be taken when there are suspicions and allegations of abuse made. The assessment method is valid as it measures the learner’s understanding and knowledge of how to respond to both suspicions and allegations of abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects own full understanding of the two different sets of actions that need to be followed for suspicions and allegations of abuse including when nothing is done in response to these: ‘if the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC.’ The learner also details own knowledge of who may be implicated in both allegations and  suspicions of abuse and the actions that must be taken: ‘If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this†¦ if the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC.’ †¢ Breadth of Evidence: The learner has detailed cl early the actions to take for both suspicions and allegations of abuse. The learner’s evidence meets ACs 1.1 and 1.2 fully in terms of providing an explanation of the actions to take if there are suspicions that an individual is being abused and if an individual alleges that they are being abused. The learner’s response can also be cross referenced to ACs 5.1 and 5.2. 10 Unit HSC 024 Assessment Criteria: AC2.3 – Identify ways to ensure that evidence of abuse is preserved Extract from Written Questioning: Written Question: ‘List different ways to ensure that evidence of abuse is preserved: Response: ‘Ways to ensure that evidence of abuse is preserved are as follows: By leaving things as they are and not touching anything.  By not removing, cleaning or washing what the individual is wearing and by not handling the individual’s clothes or bedding. By keeping the area safe and not allowing anyone to enter into the area. By recording and reporting carefully, confidentially and in full all that was told to me by both the individual and others if present at the time and also what I noticed; stating the facts only. By preserving any first aid items used. COMMENTARY FOR EVIDENCE FOR AC 2.3 †¢ Assessment Method: The assessor has used a clear written question with this learner ‘List different ways †¦Ã¢â‚¬â„¢ ; this encourages the learner to identify  different ways to ensure that evidence of abuse is preserved. The assessment method is valid as it measures the learner’s understanding and knowledge of the different methods of how to preserve evidence of abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects own full understanding of the different ways of preserving evidence of abuse and includes a range of practical ways this can be done in terms of both protecting evidence physically as well as clear recording and reporting procedures. †¢ Breadth of Evidence: The learner has clearly identified the different ways of preserving evidence of abuse. The learner’s evidence meets AC 2.3 fully in terms of identifying ways to ensure that evidence of abuse is preserved. 11 Unit HSC 024 Evidence for Learning Outcome 3 Understand the national and local context of safeguarding and protection from abuse Assessment Criteria: AC 3.1 – Identify national policies and local systems that relate to safeguarding and protection from abuse AC 3.2 – Explain the roles of different agencies in safeguarding and protecting individuals from abuse Extract from Written Questioning: Written Question: ‘List the national policies and local systems that relate to safeguarding and protection from abuse and explain the roles of different agencies: Response: ‘National policies – †¦.’Safeguarding Vulnerable Groups Act 2006, the Vetting and Barring Scheme run by the Independent Safeguarding Authority (ISA), Criminal Records Bureau, Human Rights Act 1998. Local Systems – Safeguarding Adults Boards, Safeguarding policies and procedures for vulnerable adults.’  Safeguarding Adults Boards – these bring together a number of different local agencies that work with vulnerable adults to share information and monitor their work i.e. local agencies like the police, MIND, housing teams, advocacy groups. The Police – their role is to safeguard vulnerable adults, investigate all reports of vulnerable adult abuse and protect and uphold the rights of vulnerable adults. CQC – to monitor and provide guidance on what all health and social care providers must do to safeguard vulnerable adults from abuse; the safeguarding policies, procedures and systems developed are in place to prevent vulnerable adults from being abused.’ COMMENTARY FOR EVIDENCE FOR AC 2.3 †¢ Assessment Method: The assessor has used a clear written question with this learner and paired together these two ACs ‘List the national policies and local systems †¦and explain the roles of different agencies’ ; this encourages the learner to identify relevant policies and systems as well as explain the role of different agencies in safeguarding and protecting individuals from abuse. The assessment method is valid as it measures the learner’s understanding and knowledge of national policies, local systems and the role of agencies. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects a full understanding of both national policies and local systems that relate to safeguarding and protection and then details the specific role of three different agencies: Safeguarding Adults Boards, The Police and the CQC in safeguarding and protecting vulnerable adults from abuse. †¢ Breadth of Evidence: The learner has clearly identified national policies and local systems and detailed the roles of different agencies in safeguarding and protecting individuals from abuse. The learner’s evidence meets ACs 3.1 and 3.2 fully in terms of identifying national policies and local systems that relate to safeguarding and protection from abuse and explaining the roles of different agencies in safeguarding and protecting vulnerable adults from abuse. 12 Unit HSC 024 Assessment Criteria: AC3.3 – Identify reports into serious failures to protect individuals from abuse Extract from Written Questioning: Written Question: ‘List reports into serious failures to protect vulnerable adults from abuse: Response: ‘A report about Castlebeck Care Ltd which failed to ensure that the vulnerable living at Winterbourne View were adequately protected from risk, including the risks of unsafe practices by its own staff. Individuals in Winterbourne View which is a home owned by Castlebeck Care Ltd were pinned down, slapped, doused in cold water and repeatedly taunted and teased by staff in the home. Castlebeck Care Ltd failed to notify the Care Quality Commission of these incidents, injuries to individuals and of occasions when individuals had gone missing. A report about the murder of Steven Hoskin, a young man with learning difficulties who was abused and murdered in July 2006. In addition to being pushed over the railway and falling from a great height, it was also found that Steven had taken paracetamol tablets, had been drinking alcohol and had sustained recent injuries from cigarette burns. In addition he suffered appalling treatment from his abusers who took over his bed sit and he had neck bruises from having been hauled around his home by his own pet’s dog-lead and the backs of his hands had the  marks of foot-prints.’ COMMENTARY FOR EVIDENCE FOR AC 3.3 †¢ Assessment Method: The assessor has used a clear written question with this learner ‘List reports into serious failures to protect individuals from abuse’; this encourages the learner to identify reports into serious  failures to protect individuals from abuse The assessment method is valid as it measures the learner’s knowledge of different reports into serious failures to protect vulnerable adults from abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects a full understanding of two different reports where there were serious failures to protect vulnerable adults from abuse. The information that the question extracts from the learner is more than is required to meet this AC; as the learner provides a description, where a list of reports into serious failures would have been sufficient. †¢ Breadth of Evidence: The learner has clearly identified reports into serious failures to protect individuals from abuse. The learner’s evidence meets AC 3.3 fully in terms of identifying reports into serious failures to protect vulnerable adults from abuse. 13 Unit HSC 024 Assessment Criteria: AC 3.4 – Identify sources of information and advice about own role in safeguarding and protecting individuals from abuse Extract from Oral Questioning: Oral Question: ‘Where can you go to get information and advice about your role in safeguarding and protecting individuals from abuse?: Response: ‘Local authority Adult Services Department like Social Services My manager, colleagues My company’s policies and procedures on safeguarding The internet Care Quality Commission Independent Safeguarding Authority Books Training and advice from training centres.’ COMMENTARY FOR EVIDENCE FOR AC 3.4: †¢ Assessment Method: The assessor has used a clear oral question with this learner ‘Where can you go to get information and advice†¦.; this encourages the learner to identify different sources of information and advice in safeguarding and protecting vulnerable adults. The assessment method is valid as it measures the learner’s knowledge of different sources of information and advice. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner reflects a full understanding of the different sources of information and advice available from both own workplace and external agencies. Due to this AC being an ‘identify’ the information could also have been presented in the form of a spidergram. †¢ Breadth of Evidence: The learner has clearly identified sources of information and advice. The learner’s evidence meets AC 3.4 fully in terms of identifying sources of information and advice about own role in safeguarding and protecting individuals from abuse. 14 Unit HSC 024 Evidence for Learning Outcome 4 Understand ways to reduce the likelihood of abuse Assessment Criteria: AC 4.1 – Explain how the likelihood of abuse may be reduced by: †¢ working with person centred values †¢ encouraging active participation †¢ promoting choice and rights Extract 1 from Discussion: Discussion: ‘Tell me about how working with person centred values can reduce the likelihood of abuse: Response: ‘Person-centred values include the individuality of the person, the rights of  the individual, the individual’s choice, the individual’s privacy, the individual’s independence, the individual’s dignity and the individual being respected If person centred values are taken into consideration when supporting an individual there is less likely to be abuse as all the staff will be working in the same way and will feel shamed if they abuse because of the way that they have been taught to work. If an individual is considered to have a say in what he or she wants and is at the centre of any decision, it will be more unlikely that there is abuse. The individual will know what suits him or her and will not get so frustrated. I always put the service users I work with, their families and friends at the centre of any decision about them and they are an active partner in their own care. Individuals decide what to do, where to go, what clothes to wear and are tr eated with dignity, respect, confidentiality and are able to make their own choices.’ Extract 2 from Discussion: Discussion: ‘Tell me about how encouraging active participation can reduce the likelihood of abuse: Response: ‘Active participation is a way of working that recognises an individual’s right to participate in the activities and relationships of everyday life as independently as possible; the individual is regarded as an active partner in their own care or support, rather than a passive recipient. So if the individual participates actively in their daily activities, which is what I practice, then the risk of abuse is low. For example in choosing the kind of meal to prepare I support individuals to make the lists of what they want to buy and go shopping with them so that they can choose the brand they want. The individual cooks the food the way they want it with little or no support. This is the same with all choices of clothes and outings.’ Extract 3 from Discussion: Discussion: ‘Tell me about how promoting choice and rights can reduce the likelihood of abuse: Response: ‘Individuals are supported to make their choices in anything they want like in choosing food or drink, in what to wear, whether to use hot or cold water  to bathe, etc. No individual will choose what will hurt him or her therefore abuse is reduced to the minimum. Individuals’ rights are promoted throughout the service. My service user has the right to do anything that they wish to do and if it is what they want as long as it is not dangerous; a risk assessment is then done to stop any abuse happening. I ensure that I promote service users’ rights and choices by allowing them to make their own choices and support them to have the rights of anyone else.’ 15 Unit HSC 024 COMMENTARY FOR EVIDENCE FOR AC 4.1 †¢ Assessment Method: The assessor has used discussion to encourage the learner to think about how the likelihood of abuse can be reduced. ‘Tell me about†¦Ã¢â‚¬â„¢ encourages the learner to provide a more detailed response and to also provide evidence to fully meet AC4.1. The assessment method is valid as it measures the learner’s understanding of how to reduce the likelihood of abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because it reflects a full understanding of how the likelihood of abuse occurring can be reduced. The learner divides up own response to address each part of this AC in full and details how working with person-centred values, encouraging active participation and promoting choice and rights can each specifically reduce the likelihood of abuse from occurring. The learner also includes some good examples of how she applies these approaches to own working practices in own health and social care setting. †¢ Breadth of Evidence: The learner has detailed clearly how the likelihood of abuse may be reduced. The learner’s evidence meets AC4.1 fully in terms of providing an explanation of how working with person-centred values, encouraging active participation and promoting choice and rights can reduce the likelihood of abuse occurring. 16 Unit HSC 024 Assessment Criteria: AC 4.2 – Explain the importance of an accessible complaints procedure for reducing the likelihood of abuse Extract from Discussion: Discussion: ‘Tell me about why an accessible complaints procedure is important for reducing the likelihood of abuse’: Response: ‘The complaints procedure gives the complainant the right to be heard and supported to make their views known. An accessible complaints procedure is understandable and easy to use. It sets out clearly how to make a complaint, the steps that will be taken when the complaint is looked into. It also provides flexibility in relation to target response times. An accessible complaints procedure resolves complaints more quickly as the complainant feels that they are being listened to and their complaint taken seriously. This sets up an open culture of making sure that abuse will not be tolerated in any form and encourages the complainant to not accept this. I remember when Mr R felt very happy when his complaint of being denied sleep was recorded in the complaints procedure. I supported him to write down the complaint and this was taken seriously†¦.’ COMMENTARY FOR EVIDENCE FOR AC 4.2: †¢ Assessment Method: The assessor has used discussion to encourage the learner to think about the importance of an accessible complaints procedure. ‘Tell me about†¦Ã¢â‚¬â„¢ encourages the learner to provide a more detailed response and to also provide evidence to fully meet AC4.2. The assessment method is valid as it measures the learner’s understanding of the importance of an accessible complaints procedure for reducing the likelihood of abuse. †¢ Quality of Evidence: The learner’s response is of a good quality because it reflects a full understanding of how the likelihood of abuse occurring can be reduced by an accessible complaints procedure. The learner begins by detailing her understanding of the meaning of an accessible complaints procedure and then ends on an example of the support provided to an individual in own health and social care setting. †¢ Breadth of Evidence: The learner has detailed clearly how the likelihood of abuse may be reduced. The learner’s evidence meets AC4.2 fully in terms of providing an explanation of the importance of an accessible complaints procedure for reducing the likelihood of abuse. 17 Unit HSC 024 Evidence for Learning Outcome 5 Know how to recognise and report unsafe practices Assessment Criteria: AC 5.1 – Describe unsafe practices that may affect the wellbeing of individuals Extract from Personal Statement: Personal Statement: ‘Describe unsafe practices that may affect the wellbeing of individuals’: Response: ‘Unsanitary conditions can spread infection as cross-contamination can occur and can affect the well-being of the individual and others. Improper hand washing can also pose a risk. Dirty kitchen surfaces and equipment can spread infections, not covering hair when cooking can pose a risk to individual as can not reporting faulty equipment when working or not having cleaning materials can also be unsafe. In terms of health and safety not having risk assessments in place when a service user hurts themselves. Staff not checking when a service user is ill or unsteady on their feet. Staff not recording in care plans about a service user’s wellbeing and health and not monitoring them. Other unsafe practices which also amount to abuse can occur such as leaving a service user on the toilet too long, ignoring or not listening to them.  Marks on body not taken seriously and complaints not taken seriously can put them at more danger, harm and risk of abuse. I ensure that I keep to all the procedures for checking for abuse and the wellbeing of the individuals that I work with; by following these and the individual’s care plan I keep within  the minimum standards of care and also work in a person centred way to make sure all individuals are happy and safe.’ COMMENTARY FOR EVIDENCE FOR AC 5.1: †¢ Assessment Method: The learner’s personal statement provides the learner with an opportunity to express own understanding of unsafe practices. The assessment method is valid as it measures the learner’s understanding and knowledge of unsafe practices that may affect the wellbeing of individuals. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner details own understanding of a range of different unsafe practices that may affect the wellbeing of individuals including those relating to the spread of infection, health and safety, neglect and abuse of individuals. The learner concludes by confirming how she works in line with agreed ways of working: ‘I keep within the minimum standards of care and also work in a person centred way to make sure all individuals are happy and safe.’ †¢ Breadth of Evidence: The learner has given a detailed account of a range of different unsafe practices. The learner’s evidence meets AC5.1 fully in terms of providing a description of unsafe practices that may affect the wellbeing of individuals. 18 Unit HSC 024 Assessment Criteria: AC 5.2 – Explain the actions to take if unsafe practices have been identified Extract from Personal Statement: Personal Statement: ‘Explain the actions to take if unsafe practices have been identified ’: Response: ‘If I identify unsafe practices then I must follow the whistle-blowing procedure and report to the appropriate person(s). I will report to my manager immediately or if it involves my manager then to another appropriate person(s). I will monitor all unsafe practices and make sure that I record  and report in full all the evidence and then will talk to my manager because all unsafe practices are dangerous practices that could cause harm to the individual and others. For example, I talked to my manager last week about things being left on the stairs that may cause service users and others to fall over and hurt themselves. She has talked to the staff and now this has stopped.’ COMMENTARY FOR EVIDENCE FOR AC 5.2: †¢ Assessment Method: The learner’s personal statement provides the learner with an opportunity to express own understanding of the actions to take over unsafe practices. The assessment method is valid as it measures the learner’s understanding and knowledge of the actions to take when unsafe practices have been identified. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner details own understanding of the full actions that need to be taken when unsafe practices have been identified. The learner concludes by explaining the actions taken when unsafe practices were identified in own health and social care setting: ‘†¦I talked to my manager last week about things being left on the stairs that may cause service users and others to fall over and hurt themselves. She has talked to the staff and now this has stopped.’ †¢ Breadth of Evidence: The learner has given a detailed account of the actions that must be taken when unsafe practices occur. The learner’s evidence meets AC5.1 fully in terms of providing an explanation of the actions to take if unsafe practices have been identified. 19 Unit HSC 024 Assessment Criteria: AC 5.3 – Describe the action to take if suspected abuse or unsafe practices have been reported but nothing has been done in response Extract from Personal Statement: Personal Statement: Describe the actions to take if suspected abuse or unsafe  practices have been reported but nothing has been done in response: Response: ‘If suspected abuse or unsafe practices have been reported but nothing has been done in response or if it has to do with my manager then I will report to the next level or manager. If it has to do with my manager then I will report to management, then to the social worker and safeguarding team and to the care quality commission and even to the police depending on the response I get. When I worked in a nursing home there was some abuse of service users being left too long on the toilet and I talked to the nurse in charge and changes were made immediately. I had to record the information and give the nurse and manager a copy of my confidential report. If the nurse or manager had not done this then I would follow the whistle blowing procedure.’ COMMENTARY FOR EVIDENCE FOR AC 5.3: †¢ Assessment Method: The learner’s personal statement provides the learner with an opportunity to express own understanding of the actions to take over reported suspected abuse or unsafe practices that have not been responded to. The assessment method is valid as it measures the learner’s understanding and knowledge of the actions to take when unsafe practices or suspected abuse have been reported but nothing has been done in response. †¢ Quality of Evidence: The learner’s response is of a good quality because the learner details own understanding of the full actions that need to be taken when suspected abuse or unsafe practices have been reported but nothing has been done in response. The learner concludes by explaining the actions taken in relation to unsafe practices that were identified in a health and social care setting: ‘†¦When I worked in a nursing home there was some abuse of service users being left too long on the toilet and I tal ked to the nurse in charge and changes were made immediately. I had to record the information and give the nurse and manager a copy of my confidential report. If the nurse or manager had not done this then I would have followed the whistle blowing procedure.’ †¢ Breadth of Evidence: The learner has given a detailed account of the actions that must be taken when suspected abuse or unsafe practices occur and nothing has been done in response. The learner’s evidence meets AC5.3  fully in terms of providing a description of the actions to take if suspected abuse or unsafe practices have been reported but nothing has been done in response. 20 Unit HSC 024 Summary of How Exemplar Evidence for HSC 024 Meets the Assessment Requirements and Assessment Criteria Variety of assessment methods used Yes Oral and Written questioning Personal Statement Assignment Discussion Valid assessment methods used Yes All assessment methods used were appropriate for validating the learner’s knowledge of all the assessment criteria in this unit. Quality and Breadth of evidence sufficient Yes Evidence provided meets all the assessment criteria fully. 21 Unit HSC 024 This resource has been produced to support your delivery of OCR’s Health and Social qualification. These are not mandatory but are provided to offer you creative and informative materials that you may wish to use with your learners. Disclaimer Please note that whilst every effort has been made to ensure the accuracy of the content, OCR’s resources are provided for general information purposes only to be used at the discretion of teachers and centres. The resources are provided for guidance purposes only and do not constitute an endorsed teaching method that is required by the Board. OCR shall not have any liability whatsoever for any losses, including losses for any misinterpretation, or subsequent impact howsoever caused. 22 CONTACT US Keep up to date on the latest news by registering to receive e-alerts at www.ocr.org.uk/updates OCR Customer Contact Centre Vocational qualifications Telephone 024 76 851509 Facsimile 024 76 851633 Email vocational.qualifications@ocr.org.uk For staff training purposes and as part of our quality assurance programme your call may be recorded or monitored.  © OCR 2013 Oxford Cambridge and RSA Examinations is a Company Limited by Guarantee. Registered in England. Registered office 1 Hills Road, Cambridge CB1 2EU. Registered company number 3484466. OCR is an exempt charity.

Human Resources Management in Business Essay

Human resources department is a part of business that deals with its staff. The department is seen as part of strategic management, in the effort to achieve the goals of the business, and is crucial to the business’s success. Some of the human resources department’s responsibilities include recruitment, retention, selection, job enlargement/enrichment, motivation and leadership, job role allocations, training, and payroll appraisals. The department’s decisions are influenced by, however, internal issues for workforce planning. One of the issues could be the cost of its operations. The business would want to minimize cost, so any decisions made by Human resources should be cost-effective. Another issue could be the company’s business strategy, for example when the company want to expand, the Human resources department would have to recruit more employees; if the company wants to cut costs and increase profit, the department would have to consider reducing the number of staff. It is also responsible for training current employees for any new equipments. There are also external factors that affect how workforce planning is carried out. These external factors include government actions that affect the business environment. For example, the government can impose new minimum wages that would increase the Human resources department’s spending on wages payment. The education situation of the country can also affect Human resources, as education is the means that workers gain their skills; without proper education, Human resources wouldn’t be able to recruit highly skilled workers without paying large salaries or recruit foreign nationals. An important external factor is the economic situation of the economy. If unemployment rates are high, Human resources would be able to recruit new employees much easier and cheaper than when the economy is in boom, which makes labour more expensive. The age ranges of the labour force can affect Human resources decisions, since they don’t want to recruit too old of employees who are going to retire soon. The business often want more young employees who can potentially contribute to the company for a long period of time, and can also be more innovative. Another external factor is technology advancements, as this may result in the introduction of new equipments into the company. The Human resources department would then have to organise training for their current staff to enable them to work with the newly acquired machineries. There are many benefits to Human Resources planning. One of the most important purpose of the Human Resources department is to motivate staff. This can be done by means of promotions, training, and rewards. Another benefit is that Human Resources help import important skills into the business through the process of recruitment. Human Resources would compose a recruitment process that selects the right people for the business. Without a Human Resources department, a firm cannot efficiently recruit employees that they need. Also, the department helps the business plan the right number of workers. They make sure that there are no redundancy or shortages of labour in the company, and if there is any, Human Resources would fix this either by cutting or recruiting staff. Human Resources department also ensures smooth operations in regards to labour management. This means they make sure that employees arrive when they are needed, and are allocated to the right tasks, and that each workers know their role within the business. In addition, they resolve whatever arguments that may arise between the workers and company management, making sure that the employees are clear of company regulations, and that management are clear of their workers’ conditions. Finally, the Human Resources department ensures that no laws are broken in regards to labour employment. For example, the recruitment process must not violate discrimination laws. All necessary laws are briefed to staff to ensure no illegal activities are conducted within the company. Before selecting staff for any position, key skills needed for that particular job need to be identified, creating a list of criteria for candidate selection. British Sugar is one of the largest provider of sugar products in the UK. Their Human Resources department has been directed to recruit three new production managers, as part of the company’s expansion project in China. The Human Resources department has identified the key skills for a potential production manager: Confidence: the manager needs to be confident in handling large responsibilities, whether it be meeting production deadlines, ensuring worker safety etc. They need confidence to be able to make decisive actions, taking the initiative without too much dependence on higher directives. As they direct the production process, confidence is also needed for negotiating with suppliers, making the best deals for the factory. Technical skills: a production manager has to be sufficiently knowledgeable about the production technology of their factory, to be able to understand and resolve technical problems should they arise. Technical knowledge of a manager does not have to be detailed, but must be sufficient to issue correct directives to the factory’s engineer force. High technical skills is preferred, as the manager will be more likely to be innovative in improving production methods of the firm. Communication skills: a good production manager is able to communicate to all different divisions of the company. They are quick to absorb information from different levels of the company, whether it be top management or floor workers, and then provide quick and effective feedback. Communication skills are crucial in a manager, as it helps him ensure the coordination between different elements of the company. Problem-solving skills: the production manager should be able to independently deal with problems within their factory. They will be extremely resourceful in coordinating factory or company-level efforts to solve problems. This requires an intelligent person that can improvise upon their resources to damage-control and reverse the problem and put the factory back onto its original course. Motivating staff is an important part of company operation, as it ensure the employees do their best and be productive while working for the company. There is a variety of reasons why employees would want to work harder in their working environment. Such reasons could be money, bonuses, power, working with friends, social aspects of work, the need to provide for family, promotion, team work, and promotion. Frederick Taylor’s theory of motivation simply stated that all workers are worked by money. This means that in order to better motivate employees, the employer simply just has to raise their pay, and this would make them work harder. Taylor introduced the Theory of Scientific Management, which said that workers are naturally lazy and need close supervisions and control. The theory also says that managers should break down work to the simplest tasks to their employees. Workers also need adequate training and equipment to perform their simple tasks as efficiently as possible, then they would be paid according to the amount of products they had produced. The theory is often applied in mass production lines which involves repetitive tasks. Elton Mayo later introduced a new theory of motivation of his own. He believed that money is only part of the worker’s concern, and social needs are more important in motivating workers at their work place. Mayo published the Human Relation school of thought, which encourage managers to focus more on social interactions between workers. Mayo went further in his studies and conducted his own experiment at the Hawthorne factory in Chicago. From these series of experiments, he concluded that although physical conditions worsened, they do not affect the productivity of the Hawthorne workers. Instead, social factors such as better communication between workers and managers, better involvement in employees’ lives from their manager, and team work was what improved productivity levels. In the 1950s, Abraham Maslow introduced the Neo-Human Relation school of thought. This new theory focus on the employee’s psychological needs, which are structured into five different levels of needs. The theory says that once a lower level of needs is satisfied, would then the worker could be motivated by an upper level of needs. These levels of needs in lower to higher order are physiological needs, safety needs, social needs, esteem needs, and self-actualisation respectively. Managers also need to realise that each worker moves up this ladder at a different pace, and therefore might need different sets of incentives from worker to worker. In financial-related type of motivations, the most common motivation is salaries and wages. Salaries are what permanent employees are paid monthly or annually. Wages, on the other hand, is what is paid to workers per hour they have worked. These can motivate the employees, for the harder they work, the more they would earn. A piece rate system is when an employee is paid a fixed rate for each unit of production; In other words, they are paid by results, which motivate them to achieve better results. Commission and fees are similarly dependent on the results of the workers. Commission is a percentage of the sale revenue, and fees are fixed amounts that are earned after sale. The more the employee sells, the more commission or fees they get, motivating them to sell more. Fringe benefits are any non-wage payment or benefit such as pension plans, profit-sharing programs, vacation pay, and company-paid life, health, and unemployment insurance. Having these extra benefit with their jobs can make the employees feel more secure and work harder. Performance-related pay or pay by performance is money paid relating to how well the employee works. This would motivate them by giving them knowledge that the better they perform in their field, the better their assessment would be and the more they would be paid. Profit sharing is another way of motivating staff, it consists of a plan that gives employees a share in the profit of the company. Each employee receives a percentage of those profit based on the company’s earnings. This makes staff work harder, knowing the more their company earns, the more they would get in shared profit. Share ownership is when employees who have worked in the company for a long time are given part of the business as shares. These shares would give the employees power, and they get to take part deciding how the company is run. Other than financial motivations, there are non-financial ones that could boost motivation while costing minimal for the business. Job redesign involves restructuring the elements including tasks, duties and responsibilities of a specific job in order to make it more encouraging and inspiring for the employees. Job enlargement is basically increasing the employees’ work load, so that they feel more responsible and work harder. Job rotation is when employees are moved between two or more jobs in a planned manner. The purpose of this is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. Job enrichment is a variation of job enlargement. Job enrichment adds new sources of job satisfaction by giving the employee additional authority, autonomy, and control over the way the job is accomplished. Team work is a Cooperative effort by the members of a group or team to achieve a common goal. Working in a team may motivate employees to do better to fulfill their part on the team. External link for employees motivating can be found here: http://www. forbes. com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/ The fundamental method which British Sugar would use to motivate their staff is to make them feel safe. Feeling safe would clear the employees’ minds from external worries, helping them to focus more on their tasks and try harder to achieve. This method would include providing their employees with adequate facilities to work in. This means that British Sugar’s factories and offices would to the most basic safety regulations such as fire safety, electrical safety, and protection from hazardous conditions inside their factories. British Sugar would also make sure that their facilities have appropriate security measures to protect employees and their possessions safe. This method of motivation is one of the most basic levels of Maslow’s hierarchy of needs. Another method that British Sugar uses is providing extra employee benefits beside their regular salaries and wages. They would give company cars for manager and directors, along with free O2 mobile phones. British Sugar also looks after their employees by providing them with free healthcare in the form of free check-ups with company nurse, eyesight tests and glasses, and subsidised scheme with AXA. Families of employees can also enjoy company benefits with provided child vouchers and team meals for spouses. British Sugar’s factory workers are also provided with free safety work wear. There are numerous other benefits that employees can enjoy working for British Sugar, which includes sports clubs, gym facilities, free parking†¦etc. A popular method of motivation from Taylor’s school of thought is recognition. British Sugar would give out tokens of appreciation and to recognise employees/teams that have made a significant contribution over and above that reasonably expected. Company managers would award their employees with vouchers, meals, bouquet of flowers, or bottles of wine to boost their work morale. Long Service Awards are given to employees with significant length of service. Annual bonuses of ? 400, ? 600, ? 800, and ? 900 are given to employees who have served 20, 30, 40, or 45 years in the company respectively. British Sugar also use chances of promotion to encourage their employees. This is a process known as internal recruitment. When a position is open, employees are often promoted to fill the position instead of recruiting new people externally. This keeps the employees motivated to work harder, knowing there are chances of future promotion. Another method of motivation used by British Sugar is performance management. Performance management is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. To ensure the proper functioning of the business, British Sugar would have to maintain a high level of cooperation and satisfaction in its employees. Making employees cooperate would increase productivity, reduce labour turnover, and make sure that they can maintain the quantity and quality of work they are capable of. One of the methods of doing this is by communication. This method involves staying in touch with the staff to make sure they are updated with company information. When staff have the information that they need for their job, they will be more likely to be oriented towards their tasks, and be able to do it correctly and more efficiently. Communication with employees can be done by many means. It includes emails, which are quick, efficient, and reliable. Face-to-face communication is an important form of communication, often in the form of meetings; however it has time and distance limitations , for example a manager might not have the time to see all of his employees to talk about new policies, while he could just send them all an email. There are other methods such as telephone calls, which can be made easily over long distance or face-time technology that allows employees to communicate despite the long distance. Another way of improving employees’ cooperation and commitment in the business is making them more involved in it. In British sugar, this is know as the â€Å"quality circle†. British Sugar would engage its employees group discussions, where groups of workers meet and discuss the good and bad side of the issues that they face. The employees would try to resolve their problems together, and discuss ways to improve how they work and how the company works. This method generates a feeling of involvement, employees would feel that they are a contributing part of a team, and therefore view their work more positively and become more inclined to cooperate with other employees as well as the company managers. Clear employment contracts also help boost staff cooperation and commitment. A clear contract would have to explicitly explain the details of the job, such as explaining the roles and duties that the employee is expected to carry out, along with the hours of work required. The business would also need clearly identified procedures such as disciplinary policies or grievance policies. A clear pay structure that explains basic time as well as overtime is essential. All of these will reduce arguments in the company, enabling more efficiency and cooperation within the business. Motivational methods are a way of getting more cooperation from staff. Motivated employees would perform better while feeling better about their prospects than demotivated ones, therefore cooperating more in their work. Similarly, training and charity links should also be used to boost the morale of workers. Training would increase the employees motivation and performance, as well as charitable activities such as helping out the local community. A well-motivated workforce with high morale is more likely to cooperate with the company and to each other. The culture of the business itself will also affect how its employees cooperate. If the company has a culture of cooperation and an atmosphere of teamwork, then the employees are more likely to have more cooperation in their work. Training in a large organisation such as British Sugar is carried out extensively. An example of British Sugar’s training operation is their Graduate scheme, a scheme in which British Sugar finds apprentice in universities. The company would offer university graduates a period of vocational training, with the assurance of a job at the end of their training, in addition to have year-long job placements for engineering students. British Sugar also organises over 1000 training courses every year involves all levels from senior managers to new apprentices and our seasonal workers. The company encourages its sites to play an active role in local communities through media visits, schools activities, agricultural and environmental events. British Sugar have regular dialogues with leading and local non-government organisations. They also organise sponsorships and charitable funds, allocated to their employee fundraising activities through a â€Å"Supporting YOU to support others† programme. Measuring the workforce can be done by a number of ways. This is generally looking at the key indicators in the business’ workforce such as labour productivity, health and safety, labour turnover and absenteeism. Labour productivity is how much the workers produce in terms of goods and services per hour worked. In the business, it can be measured by looking at the efficiency of individual or teams. However, this method should be used with cation, because there are factors that could affect labour productivity such as the age of machinery, type of sector that the business is in or whether production is automated or labour-intensive. If machineries are old, they wouldn’t be able to produce as much, therefore being the cause of low labour productivity. A business in the secondary sector would be more productive than one in the tertiary sector since manufacturing makes more products than service. Similarly, a business that has automated production will be much more productive than one with labour-intensive production, since machines are able to mass produce more products than individual workers. A business can try to improve labour productivity by using motivational tools such as bonuses. Training can also be used to add productivity to workers, and business plans help staff work more efficiently. The business can also buy new equipments to improve productivity of their workers. Another measurement is health and safety. As it is one of the motivational factor, the quality of health and safety at the workplace can affect the staff. The better the health and safety standard, the better the staff will perform. The business must consider the possible causes of poor health and safety, such as poor equipment, dangerous environment and also the poor training in the matter. Labour turnover can also be used to measure a company’s workforce. Labour turnover is the proportion of staff leaving the business over a period of time, usually each year. A company can lose their staff due to de-motivation, retirement, social factors, better opportunity elsewhere ,or that the employee wants to start their won business. Staff leaving can also be involuntarily as their positions become redundant or they are fired due to performance. A high labour turnover is generally not good because it spawns many problems such as the loss of productive capacity, the costs and the time taken to recruit new staff, and the extra training and induction programmes to new employees. However, new staff can bring benefits such as introduction of new ideas to the business, or more efficient workers. Absenteeism is another measurement to the company’s workforce, as it tells managers how much their staff go on break from work. This can be a substantial problem for the business, because production output will suffer if employees are absent, projects will run into delays, and the quality of products affected due to the lack of staff. There are many other costs associated with absent staff, such as sick pay, and temporary staff pay, which is often expensive. Absenteeism also cause de-motivation in the business, as other employees will have to take the work load of the absent employees. To lower the level of absenteeism, the business can issue fines to absent staff, improve the safety of the work environment so staff would want to be at work, and improve their motivational methods. British Sugar uses a range of performance indicators to evaluate and improve their performance. SMART targets are a set of criteria that are based on the specific words: specific, measurable, attainable, relevant and time-specific. These criteria are applied in the process of making goals and objectives, to maximise the business chances of obtaining them. Punctuality is the characteristic of being able to complete a required task or fulfill an obligation before or at a previously designated time. Attendance is the frequency with which a person is present. An appraisal system, or performance management, is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. It is very useful as it is both a motivational strategy and a review system where mangers can assess their employees. The appraisal system would fulfill the employees’ social and recognition needs according Maslow’ theories, motivating to work harder to achieve more and be more recognised. The system is not without flaws, however. The appraisal system can be very costly, requiring a lot of administrative work, and is time-consuming. It is also exposed to favouritism. Managers can tend to trust and praise some employees more than others, causing distrust discontentment among team members.