Story comparison Essay Example | Topics and Well Written Essays - 500 words

Story comparison - Essay Example These stories are similar in depicting the conflicts between modernity and traditions and how culture exerts a great influence in how people perceive life and death, but they are different in how the characters react to traditions. â€Å"Dead Men’s Path† and â€Å"The Man to Send Rain Clouds† share the same clashes between modernity and traditions. In â€Å"The Man to Send Rain Clouds,† Michael Obi is the new headmaster of Ndume Central School. He seeks to inject modernity into the â€Å"backward† situation of the school. He does not only change the physical appearance of the school, because he further wants to eradicate ancient beliefs and practices. There is a sacred path that goes into the school; â€Å"it connects the village shrine with their place of burial† (Achebe 11). Obi resolves to close the path, even after being warned by the old village priest of Ani. This shows the conflict between new and old beliefs. â€Å"Dead Men’s Path† portrays a more passive resistance to a new culture and religion. Ken and Leon seek to bury their grandfather using their traditional methods and rituals, such as throwing pinches of corn meal and pollen into the wind and painting the dead man’s face. Louise, however, remembers Christian rites and suggests that their grandfather be blessed with holy water.

The quietly management Assignment Example | Topics and Well Written Essays - 500 words

The quietly management - Assignment Example Quality system ensures all pre-requisites are being followed and every product that is being prepared or any service provided has undergone all the procedures that are necessary for ensuring the conformance tests. The output yield achieved to fulfils the customers’ requirements. The quality system eliminates all those elements of the component that stand any hurdle between a standard product and a sub-standard product. Any product or service went through quality system will have automatically gone through the standard procedures that are necessary for a successful yield. Quality system makes use of all the necessary tools and techniques that are vital for making any standard product. Hence, it is vitally important for a good quality product to undergo the quality system and its procedures. The International Organization of Standardization has given a new dimension to the world of standardization in the field of manufacturing and production. ISO 9000 is vitally important for an organization’s success. It provides organizations with sufficient guidance over how to go about the processes, how to achieve what is desired, it specifies the dos and don’ts of a process. Certain rules are being specified in the continent Europe which makes the ISO 9000 Certification mandatory for products to be imported into Europe. It allows organizations meeting the deadlines. It enables achieving the highest level of quality. Documentation of working procedures and methods is part of successful strategy; it helps the organization in a longer run and ensures security against many odds that might appear on the scene in later stages of project life. The documentation serves as standard and record keeping. At times there are communication problems and verbal learning and explanation is difficult, thus, the best source is documentation. Legal aspect of any process requires documented evidence; therefore, it is very important from legal point of view, because terms and

Cheif Security Officer Essay Example | Topics and Well Written Essays - 250 words

Cheif Security Officer - Essay Example A chief security officer should have vast expertise in areas beyond mere security thereby requiring global experience. A CFO requires global experience for notable reasons. To begin with, such a position requires knowledge of the complex global chain. In this sense, a CFO should be aware of how trade in other countries affects trade in particular country. The officer, therefore, easily participates in business continuity planning. In addition, global experience enables the CFO understand the intricate global internet network that poses threat to an organization’s IT system (Fay, 2011). Internet, as a tool, connects the world in a single sphere. It is essential for a CFO to possess knowledge on how the internet can be integrated in the general security of the company. Besides, a global experience is crucial for understanding the evolution of organizations. This is because structures of organizations are continually changing and this leads towards the shrinking and expansion of given departments. Furthermore, a CFO requires an adequate understanding of global politics and make out how such poli tics influence organizational

Working with and Leading the People Essay Example | Topics and Well Written Essays - 2500 words

Working with and Leading the People - Essay Example This can be done through posting advertisements on job and career websites. I can also look out for candidates in the automobile industry who have proven themselves experts in designing vehicles. In order to retain skilled engineers, Renault can offer satisfactory pay, perquisites and job security. Currently, there is a dearth of skills of international caliber in Japan and it has been seen that Japanese employers are slowing down their recruitment process. One way to recruit and retain top talented international level automotive engineers is to make English a more common language in the workplace and giving them more responsibilities (Tanikawa, 2012). The seven steps of recruitment process can work effectively in this case. Firstly, it is important to understand the nature of job and which group would fit what kind of job or portfolio. The main problem was the designing of well advanced products and hence the company required either skill upgradation or new engineers. After identification of the purposes of different jobs and goal set, second step would be to prepare the job and profile of the person. It is important to have people with innovative mindsets and modern degrees and certificates. It is important to figure out a set of skill and personal attributes which the human resource manager would be looking forward to. The third step would comprise of finding the appropriate candidates through referrals from staffs and collecting resume databanks by consulting agencies or advertising. The hiring committee should be formed and the databank of CVs should be arranged according to requirements. The members of the hiring committee o r interview board should be chosen with care as per their ability and knowledge regarding the job profile and requirements. The fifth step is very important as it is about selection process. This comprise of general interviews, competency based interviews, role play and finally

IT technical support Essay Example for Free

IT technical support Essay External would mean that the company would send you to perhaps a training course which would perhaps cost a bit more then internal training. Internal training would mean that you would train within the company. The amount of training that the IT Technical has done would depend on the organisation hence the better the company the better the IT Technical support will be. Budget A good company with loads of money would be able to employ more technicians which may not be the case for a charity where they are on a low budget where they may only have a few employees. The more employees you would have, the more efficient your company would be which wouldnt be the case for a charity. An example of a company that would have a huge budget would be Microsoft. They have many employees and are able to expand in certain things as in the amount of computers. A charity like Oxfam would not be able to expand which would mean they would only have a few computers and employees. Overall a bigger budget would mean more and better things as in training, computers and more for the IT Technical Support. Type of Organisation. The policies and procedures would depend on the type of organisation as in if it was a company like Microsoft they would have very high and clear policies and procedures. If it was a charity, the policies and procedures would be much more simple meaning they would not have as many targets as a large company would have. This would be because the bigger organisations would have more employees hence they would get through things much faster. This would mean that the IT Technical Support would be depend on the organisation as in Microsoft would have a big team whilst a charity like Oxfam would not. Company Culture This would depend on the employees. A company like Microsoft, Cisco and IBM would have a professional work culture because they would usually work in a team meaning a lot of cooperation would be needed as well as patients. If the staff relationships were good this would mean that they would be very professional meaning they would be able to do their work. This would mean that Microsoft, Cisco, IBM IT Technical Support would be very efficient as in the amount of work completed perhaps because they are company orientated. Work pressure This would depend on the type of company it is. If it is a very big company like Microsoft the work pressure would have very high standards because of all the deadlines that the staffs have to meet. The work pressure of the company would be able to tell whether the staffs are capable of performing the task as in if they can handle it. If they cannot then they would not be needed especially if they work for a company like Microsoft where all the policies and procedures are at a high standard. Overall it would mean that a large company would have a restricted time limit and a charity would have a longer amount of time. This would mean that the IT Technical Support would have to meet the deadlines. User IT expertise This would vary because at Microsoft the user IT expertise would be at a very high standard because they are trained to be very computer literate especially with the training that the company has therefore would depend on the training. For example a charity would not be that focused on the user IT expertise. It would depend if the user is well ne through the right educated meaning that they should have gone through the right procedures which would be linked to the amount of knowledge they have in order to work in a big company. This is needed so that the IT Technical Support knows what they are doing. Other factors Other factors would include Security as in which type of antivirus that the company would use, this would be mainly because of malicious threats also to prevent certain faults. A big company like Microsoft would use an antivirus that cannot be penetrated. A charity may use a normal one such as Norton or one that is better. Fire walls are used in order to stop fraud. Another factor would include the confidentiality; this would consist of the privacy of files that would be restricted to certain staff. The confidentiality would mean the clients files as in their history, Address, Phone number, Date of Birth, account number, Age ECT. This would mean that they would have the data protection act in use where if in breach they would be sued for this. This would keep the IT Technical support on task which would mean that they would not be able to show files or share. Confidentiality is a major thing for a company where they protect certain things from people, it may either be encrypted. Task 3 (M2) Produce appropriate support material that will guide users in relation to a specific area of expertise a) Produce support material that will guide the employees at Cranks Ltd in relation to an appropriate specific area of expertise. This support material can be for one of the following or choose your own. The procedure chosen should not be trivial and the support material should be in depth and cover every aspect of the procedure for everyone concerned   Procedure for advising the staff that the Operating System will be getting updated Tuesday 13th January I will be producing support material that will guide the employees at Cranks Ltd in relation to the system getting updated. The support material that I will be providing will be in depth so that the staff will be able to understand it. The support material will be a letter and an email and a meeting will be held so that the staff will be well informed and aware of what is going to happen. A letter will be produced which will be sent to the staff of Cranks Ltd twice, a week before the Operating system gets updated and then two days left to the system getting updated. The email sent to the staff would contain exactly the same information as the letter. A meeting will be held for the IT Technical Support which would insure that the staffs are well prepared. The meeting will be held before the letter is sent out to the staff. The meeting will be a week before the operating system will get updated where an email will be sent to the staff informing them of the meeting. In this meeting I will be telling the staff what is actually going to happen and what needs to get updated. Notifying the employees at the meeting The Operating system will be implemented on the 13th January. The primary reason we are updating the operating system is so that it can perform tasks efficiently and allows you to get through more tasks throughout the day. This operating system features a friendly user interface. The operating system will have everything the previous operating system had but with a couple more features and it works more productively. The Operating system package has been ordered to be sent to us on the 9th January so that everything is all set up for when the engineers come in to install the operating system. The engineers will be coming in on the 13th January 2009 for the whole day so that everything is set up correctly meaning functioning to the standard. The staff will have to make sure that everything is saved which also includes them having a back up file as an added security measurement. The staff will find using this system is no different from the other therefore know training will be needed. The area will be restricted until the engineers have completed the update therefore you will not be able to go into the area. Once the operating system is updated everything will commence as normal on the following day where you would continue on the tasks that you would usually do. The procedure was explained during the meeting but as an extra measurement it will be shown on this letter which will be sent to the staff twice. Letter Dear IT Technical Support Staff I am producing this letter as a guide to you in relation to the system getting updated on Tuesday 13th January 2009 for the whole day. This letter will consist of the procedure that will have to be taken before the Operating system will get updated. Procedure The Operating system will be implemented on the 13th January. The primary reason we are updating the operating system is so that it can perform tasks efficiently and allows you to get through more tasks throughout the day. This operating system features a friendly user interface. The operating system will have everything the previous operating system had but with a couple more features and it works more productively. The Operating system package has been ordered to be sent to us on the 9th January so that everything is all set up for when the engineers come in to install the operating system. The engineers will be coming in on the 13th January 2009 for the whole day so that everything is set up correctly meaning functioning to the standard. The staff will have to make sure that everything is saved which also includes them having a back up file as an added security measurement. The staff will find using this system is no different from the other therefore know training will be needed. The area will be restricted until the engineers have completed the update therefore you will not be able to go into the area. Once the operating system is updated everything will commence as normal on the following day where you would continue on the tasks that you would usually do. Yours sincerely A. Gooman Azhar Gooman Email Dear IT Technical Support Staff I am producing this email as a guide to you in relation to the system getting updated on Tuesday 13th January 2009 for the whole day. This email will consist of what is happening and when also the procedure that will have to be taken before the Operating system will get updated. Procedure The Operating system will be implemented on the 13th January. The primary reason we are updating the operating system is so that it can perform tasks efficiently and allows you to get through more tasks throughout the day. This operating system features a friendly user interface. The operating system will have everything the previous operating system had but with a couple more features and it works more productively. The Operating system package has been ordered to be sent to us on the 9th January so that everything is all set up for when the engineers come in to install the operating system. The engineers will be coming in on the 13th January 2009 for the whole day so that everything is set up correctly meaning functioning to the standard. The staff will have to make sure that everything is saved which also includes them having a back up file as an added security measurement. The staff will find using this system is no different from the other therefore know training will be needed. The area will be restricted until the engineers have completed the update therefore you will not be able to go into the area. Once the operating system is updated everything will commence as normal on the following day where you would continue on the tasks that you would usually do. Yours sincerely A. Gooman Azhar Gooman Task 4 (M3) Explain the advantages and disadvantages to users and organisations of outsourcing the provision of technical support. Cranks Ltd are considering outsourcing their IT technical support. This is to be a confidential report as this matter is very sensitive as if they outsource the Technical Support the staff in that area would be redeployed (employed elsewhere) or made redundant. a) Explain the advantages and disadvantages for the staff at Cranks Ltd of outsourcing IT technical support. There are many advantages for the staff at Cranks Ltd of outsourcing IT technical support Advantages: Outsourcing the staff would allow the business to be able to save on expenses if the IT Technical Support has outsourced such as certain equipment, software and maintenance of which the IT technical support would deal with. Once you have outsourced IT technical support there would be enough time to complete other tasks of yours. The technical support would have very good user IT expertise meaning that they are very knowledgeable in solving problems therefore would be able to work professionally especially in a team or as an individual. The company itself would have to pay a sum of money for outsourcing but once paid there will be no other expense as in equipment, software and more. Another advantage would be that the customer satisfaction would be improved drastically this is because of the efficiency that the technical support performs at. If outsourced abroad this would mean that they would learn the companys culture and perhaps would have the ability to learn different languages. One of the most major disadvantages is that you will not have that much control over what happens once outsourced therefore things could change as in your first purpose of outsourcing the IT technical support, this would perhaps cause an interruption as in to the clients if the task is out of sight once outsourced. The clients will then end up leaving because of the quality of service. If you wanted to promote a technician you wouldnt be able to because there would be none at the company At times there may be a communication barrier between you and the selected vendor therefore may become a slow process and wouldnt be that efficient. The chosen vendors may have other plans to the selected outsourced department in this case would be the IT Technical support. b) Explain the advantages and disadvantages of outsourcing IT technical support for the Cranks Ltd Organisation (Business) Advantages Outsourcing the business would be a great way of helping it to grow in reputation which would then lead onto more clients. Once done the company would be able to have time on focusing on different factors which would also help it grow. The expenses would be reduced. The company would become very efficient meaning that it would be on task. The business would be able to save on expenses such as certain equipment, software and maintenance. Outsourcing the business would lead to an increase in quality which would mean that the reputation would increase which then makes the company money and perhaps even a bit of profit from the work produced. Another advantage would be that if outsourced abroad to somewhere like India, there would be a time zone difference as in night there and day here this would mean that the work would be done with much efficiency. lastly you would be handing most of the responsibility to the outsourced Disadvantages: There are many disadvantages towards outsourcing IT technical support for Cranks Ltd Organisation. One of them would be that there would be hidden costs which would mean that it would be expensive because you would be signing a contract and if abroad there would be more complications towards the cost. At times things could go wrong as in you would have to do a lot of research before outsourcing, this would mean choosing a good partner so that there are no complications as in deliveries and other factors. One of the major disadvantages of this would be that once the business has outsourced the confidential data would be in risk of exposure. Once the company has outsourced the employees are at risk of losing their jobs. The quality of the company might not be as it was because of the change and perhaps the way it will be managed and organised would be different. An outsourced company would perhaps lead away from customer focus this is because you will be more focused on the needs of other things. There may be a communication barrier. Lastly you will not have any control over the management. Lastly the vendor may be contracted to a multiple amount of other businesses therefore be more interested in the others. BIBLIOGRAPGHY http://jobs. lovetoknow. com/Pros_and_Cons_of_Outsourcing http://www. flatworldsolutions. com/articles/advantages-disadvantages-outsourcing. php http://ezinearticles. com/? The-Advantages-and-Disadvantages-of-Outsourcingid=1401755 http://www. ipmaxx. com/article. aspx? id=203958 http://cathlawson. com/2008/02/26/the-pros-and-cons-of-outsourcing/ http://www. bizhelp24. com/small-business-portal/advantages-and-disadvantages-of-small-business-outsourcing-3. html.

Promotion of Effective Communication †Workbook Essay Example for Free

Promotion of Effective Communication – Workbook Essay Question  1 Look at your company’s policies and procedures on completing records and maintaining effective communication, what is your role? Answer: I browsed and read my organisation’s policy regarding the service user’s rights and those legislations which promotes equality, diversity, and discrimination. a. Each service user has a right to information regarding their care service that does not discriminate on the basis of race or ethnic origin, creed, colour, religion, political affiliation, disability or impairments, marital status, parenthood, sexual gender or sexual orientation. b. Each service user has the right of access to their personal care records and to comment on them accordingly. Service users have the right to appoint an advocate to make their wishes and preferences known if they are unable to do so. c. Each service user has the right to be assured that no personal or confidential information concerning their affairs will be disclosed to a third party without their express permission. d. Each service user has the right to communicate using their preferred methods of communication and language. When completing records and reports look through your staff hand book or induction pack you were given at work and explain any rules and regulations or policies you need to follow when completing records and reports at work some of which might include: †¢ Records should be completed as soon as possible after the event †¢ Details should be accurate †¢ Details should be relevant †¢ Details should be legible †¢ Details should clearly indicate if it is a fact, opinion or hearsay. Opinions are acceptable as long as it is clearly stated as such. †¢ Always record as little as possible but detailed and as much as necessary. 2, 3, 10, 11 Describe ways that you provide support to individuals to communicate their needs. How might your communication alter with different individuals ? What aids might be used to support effective communication ? Answer: To support individuals and key people to communicate their needs you will need to: a. Arrange the individual’s environment to facilitate effective communication and promote understanding. This can be done by ensuring privacy going into a quiet room, if the area is noisy because of the volume of a radio or television it needs to be reduced. Poor lighting in the room needs to be changed and some more that you can think of. b. As a care worker you need to check that the individual have the appropriate support to communicate their views. This could be making sure the individual who uses glasses and an hearing aid is supported by making sure the glasses is at client’s reach or that hearing aids is switched on and working properly. c. Appropriate styles and methods of communication should be used with respect to the individual. Such as: Active listening – showing be gestures that you are listening, sitting or standing half turned away gives the message that you are not listening. Responding appropriately – nodding your head.  Good body language and maintaining eye contact – Leaning forwards can be used effectively when you want to emphasize your interest or support. The methods that can be used to communicate effectively are: a. Support equality and diversity †¢ This can be done by using appropriate language that the service user understands also using the appropriate register of language, for instance not using phrases that could be referred to as jargon. Another method is to use the appropriate way of speaking within a speech community. For instance communicating with young people may mean using their style of language e.g. whats up with you, hello mate. †¢ Provision of communication aids and use of non-verbal communication if service user has hearing or vision impairments or learning and physical disabilities. b. Are effective when dealing with, and challenging discrimination †¢ Working with key people demands that you communicate in a language that they understand and also using simple words. For example the use of clinical words that is not commonly understood would not be necessary if you know they are not familiar with them. †¢ Sometimes we come across people who cannot understand us for one reason or the other instead of ignoring them it would be helpful to source a skilled interpreter but we still need to make effort to communicate with the person by learning some of the ways of communication or a few useful words from their language. The methods to support individuals to communicate are: Ensure environment is suitable (lighting, noise background) Provide interpreter if necessaryAllow sufficient time for individuals to understand the content of communication. Use relevant aids for communication (e.g. cards, symbols, hearing aids, large print) Provide advocate to speak for a service user Ensure written material is in suitable formats or language. Specific aids that may be used to support effective communication : Aided communication is communication supported or replaced by materials or equipment. There are simple materials or equipment used everyday such as a pen and paper to write messages, alphabet charts, pictures or symbols or photographs. Communication aids can be categorized into 3 broad groups: Symbolic Aids This is commonly the use of signs and symbols, it requires individuals to undertake a form of training on the correct forming of signs used and types of symbols: †¢ British Sign Language used as a communication aid for individual with hearing loss. †¢ Makaton used as an aid to support speech and not intended to replace it. †¢ Picture Exchange communication systems (PEC) This aid helps individuals to be independent as they able to exchange a picture for what they want from a compiled album of pictures. †¢ Deaf Blind manual alphabets Slightly modified version of the BSL. Finger- spelling alphabet is used. Technical Aids †¢ Talking microwaves usually for individuals with sight loss †¢ Computers which read out the text on the screen. †¢ Light writer this is a portable device into which the individual types in what they would want to say. Human Aids †¢ Interpreter is a person who supports the communication between two people who do not have the same language. This also includes the sign language. †¢ Translator is a person who changes the written word into an easier format for the individual to read. This could be into Braille or symbols. †¢ Advocate This is someone who speaks on behalf of an individual when they are not able to do so. 4, 5, 19 In relation to the promotion of effective communication, give examples of what you do to maintain the following laws and guidelines: a) Data Protection Act b) Access to Health Records Act c) The General Social Care Council Code of Conduct d) Standard 37 National Minimum Standards for Care Homes e) Caldicott Report Answer: a) To maintain Data Protection Act it is necessary to complete the records as soon as possible after the event and always record as little as possible but detailed and as much as necessary; to make sure that the details are accurate, relevant and legible and that they clearly indicate if it’s a fact, opinion or hearsay. Another important thing is that opinions are acceptable as long as it is clearly stated as such. The information shared by the individuals must be confidential to ensure data protection. In case that the information suggests that the client is under risk, the consent of the individual needs to be obtained before passing the information to an appropriate member of the staff, and even when the consent is not given it becomes important to report. b) To maintain the Access to Health Records Act I have to make sure that the records are accurate, legibly written, shareable so that the information can be used to provide individuals with the support and care required. The  members of a care team are fully informed of new developments and changes in a client’s care plan and the evidence of the actions taken in specific circumstances are available if the need arises. I can access information and records about an individual by: talking to the service user, accessing previous records after permission has been sought from the appropriate person, talking to colleagues who know the individual, to family members or to other professionals c) To maintain The General Social Care Council Code of Conduct, as a social care worker, I must establish and ensure the confidence of service users and carers. This includes: communicating in an appropriate, open, accurate and straightforward way; respecting confidential information and clearly explaining agency policies about confidentiality to service users and carers. I must be accountable for the quality of my work, I have to maintain clear and accurate records required by procedures established for my work. 6,7 Where can you find out about an individuals communication and language needs, information about communication and language skills to improve your practice ? Answer: I can find out about an individuals communication and language needs by asking my manager or the service user, discussing with other care workers who know the individual, talking to family members, to a speech therapist or other professionals for advice, exploring the internet or consulting a library for more information. In order to improve my practice, I can find out about information, communication and language skills by asking my supervisor or manager, or colleagues who have confronted with similar cases. I can also consult the case notes of the individual, or relevant documents provided by the organization that will help me learn how to communicate effectively – for example the induction manuals, search for information via the internet or specialist organizations for the particular condition, attend relevant training courses to communication, supervision and appraisal sessions. 9  What factors may affect communication skills, abilities and behaviour of an individual ? How may they react as a result of these factors? Answer: Factors that can affect communication skills, abilities and behaviour of an individual are: Physical Impairments visual and hearing Language barriers accents, different language Cognitive or sensory impairments learning difficulties, memory loss, Illness – dementia, stroke Environmental problems – poor lighting, noisy environments If this happens, the individual in question becomes withdrawn from others around them, isolated from others. This may affect his self-esteem and self-confidence negatively. That individual may also become confused, angry and frustrated. 12  If you were trying to have a conversation with an individual how would you arrange the environment and position yourself to communicate effectively? Answer: First of all, I have to make sure that there isn’t any background noise that could make the communication difficult. Then, another important step to achieve effective communication with individuals is arranging the environment to aid communication. Here are some factors that can hinder or disturb good communication: Poor lighting, because individuals with poor sight are unable to see you Background noise from the radio, other individuals, TV and so on Obstacles between me, the care worker, and the individual, for example furniture and household items Insufficient distance to keep appropriate space within me and the individual to avoid encroaching or invading on their personal space 13, 14  Describe some conflicts that might occur as a result of communication difficulties. How would you deal with these conflicts? Answer: Some of the conflicts that might occur as a result of communication difficulties are: individuals can become frustrated and isolated when the  communication between themselves and their workers is encountering problems. These problems or dilemmas are sometimes the result of: a difference in the language spoken by the service user and the worker the service user has visual impairments or hearing difficulties the individual might have a physical illness or disability either physical disability or learning disability. There are many ways to solve the conflicts that might occur. It depends on the nature of the problem. For example, for: †¢ Language differences: If there are conflicts due to language differences, then an interpreter will be appropriate for any serious discussions or communications. Efforts should be made to learn a few important words to communicate with the individual or teach the individual some words in the workers language if they are willing to facilitate communication. Non verbal communication will be an effective method in solving this kind of conflict. †¢ Hearing difficulties: Individual with hearing difficulties need to be assisted to ensure their hearing aids are working and fitted properly. It would be necessary that a worker will assist the individual to clean the equipment, change the batteries when appropriate. Workers will also need to give the client the appropriate space and communication pace that would make communication effective. If the need arises words can be written down for clarity. The use of signs and telecommunication services such as type talk service are very useful. †¢ Visual difficulties: Individual with visual difficulties need to be provided with glasses or contact lenses so they can observe non verbal communication. This will prevent misunderstandings during communication with people. †¢ Physical disabilities: Communications with individuals in this category will be according to the type of physical disability or illness. If the illness has affected the individual’s ability to speak and understand, for instance a stroke then the use of short, simple sentences, gestures, writing and drawing or using flash cards, the use of closed questions which only need yes or no should be useful. †¢ Some illness do not affect the clients understanding, so there is no need to speak slowly but will need to be patient to receive a response as the client might have difficulty with their speech e.g. stroke. †¢ Learning disabilities: The method of communication will depend on the level of the disability. I will need to communicate at the pace and space suitable for the client. Physical contacts are of an advantage to be used along with  verbal communication. †¢ Cultural differences: People have different cultural backgrounds, therefore it is necessary to find out from the individuals their communication preferences or alternatively check their care plan records or ask people such as their family, f riends, colleagues or key people who have worked with them. 15, 16  When communicating difficult, sensitive or complex messages, how might your style of communication alter? What type of environment would be most appropriate for this sort of communication ? Answer: Communicating with individuals who are distressed or upset due to bereavement this could be sensitive, complex or difficult. In this situation, I will ask if the person would want to discuss any concerns with me or maybe another person of their choice. I can use non verbal communication while been a good listener such as making good eye contact with the individual as she talks, which will depict that I’m willing to listen. If the client is displaying a behaviour that dictates that they are able to put others or themselves at risk, then I might need to involve the attention of appropriate members of the care team. For this sort of communication, the environment must be comfortable and appropriate. I would come across times when I need to discuss matters with individuals that are referred to as sensitive issues. If an individual needs to discuss his personal needs with me, I have to ensure that he feels comfortable and encouraged to communicate these issues. On the other hand, I might want to discuss with the service user about their changing needs such as diet, incontinence, mobility and so on. Communicating bad news, like a bereavement of a spouse or close person to the individual will also require certain communication skills. The things that should take into account are: †¢ Remember individuals have a right to their privacy, therefore the immediate environment should be arranged to ensure privacy. For example a client’s bedroom or apartament should be free from visitors at the time. †¢ Individual’s preferred method of communication should be made available. †¢ Communication should be made at the pace of the individual, giving enough time for both of us to understand the content of the communication. †¢ Observe and respond appropriately to reactions fromà ‚  individuals. 17  Who do you need to gain permission from to access records and why ? Answer: I need to gain permission of my manager or client to access records. Accessing information will help me to improve my practice and also my responsibility. Within the organization there should be relevant documents to access information or if I work with individuals in their own home the care plan should contain useful information. 18  Define the following words: a) Fact b) Opinion c) Judgement Why is it important that you aware of the difference of these words when reporting and recording information about individuals ? Answer: a) A fact is a true statement that cannot be disputed, knowledge or information based on real occurrences; something demonstrated to exist or known to have existed. b) An opinion is a personal belief or judgment that is not founded on proof or certainty- it is the result of emotion or interpretation of facts, a subjective statement or thought about an issue or topic. An opinion may be supported by an argument, although people may draw opposing opinions from the same set of facts. c) A judgement is a cognitive process of reaching a decision or drawing conclusions. Judgments are also personal and developed from experience; they differ from person to person. For example, if a client is dying and all the symptoms and signs show the evidence, reports and records should show these facts. On the other hand if the client only refused to talk, people might have different opinions and judgments to explain the reason. Records and reports will need to be verified to deduce the correct and most suitable reason. It is important to aware of the difference of these words when reporting and recording information about individuals because I have the responsabiliy to provide seamless services for individuals, and this thing can be done only if the  information is correct, precise.

Understanding Personality In Order To Improve Communication

Understanding Personality In Order To Improve Communication New Britain Oils is a Palm Oil manufacturer who specialises in fully sustainable Palm Oil. The organisation is a subsidiary of New Britain Palm Oil Limited which has been around since the 1980s. The organisation consists of a number of site across the globe with the main plantations growing in Papua New Guinea and the Solomon Islands covering 82,000 hectares and employing over 10,000 workers. There are only two refinery, one in Papua New Guinea and the second is in Liverpool. Liverpool is the only site outside of Australasia and had an opening employment count of 26 in 2010, this number currently stands at 78 in 2016. The Liverpool Refinery opened in 2010 starting with bulk oil supply into 28 tonne road tankers. In 2012 the Packing Facility was opened, this plant converts some of the bulk oil into industrial margarine and other bakery fats. Since opening in 2010 New Britain Oils is now the number one supplier of sustainable Palm Oil in the UK. With the rapid growth of the Liverpool site came an increase in employees and inevitably the dynamic of the working environment changed with it. Some employees left the organisation, who have since been replaced, and new departments have been created to cope with the growth of the business. Consequently this instability has affected the productivity in some areas. This issue couldve been exacerbated by the management teams failure to recognise this variation and react accordingly. Bringing in new workers will bring in differing psychological preferences and according to Jung (1971) preferences influence our choice of careers, ways of thinking, relationships, and work habits. Richard L. Hughes et al. (2015) stated that our preferences play a role in the characteristic and unique ways we behave from day to day. Consequently, could increasing the management awareness of their teams individual preferences promote better relationships, through improved communication, within the organisati on? Mary Uhl-Bien and George B. Graen (1995) discovered that higher quality Leader-Member Exchange relationships have very positive outcomes for leaders, followers, work units, and the organisation in general, the same research also found that the development of Leader-Member Exchange relationships is influenced by characteristics and behaviours of leaders and members. This assignment will first outline what can affect the effectiveness of a leader and why increasing the value of relationships could increase the effectiveness of a leader. Using existing research it will look at why communication is a crucial tool for a leader and how an understanding of how differing personality types interact, prefer to receive information and what drives their decision making,   can enable leaders to communicate more effectively.   A recognised psychological test will be used to gather data about the psychological preferences of some of the employees across different areas of the business with the objective being to identify potential differences in preferences. The overall aim of the research is to increase the management teams awareness of some of the differing personality types within their department and understand the differences between these types. The intention is to educate the management team and give them the opportunity to adapt their leadership s tyle to promote better quality relationships through a better understanding of the individuals within their team. Literature Review Leadership Leadership has been the subject of research for a long time. Burns (1978) stated that due to its importance in human groups, the concept of leadership is one of the organisational topics that have most intrigues researchers for centuries. As a result, attempts to define leadership have proved to be an ambiguous. Leadership as simply a complex form of social problem solving (Miller and Ross 1975), leadership is directing and coordinating the work of group members (McCall Jnr et al. 1988), leadership is creating conditions for a team to be effective (Reason and Mycielska 1982). Powell and Pirsico (rev. ed. 2003) defined leadership as the process of influencing an organized group toward accomplishing its goals. All of the definitions stated have a connection which is the reference to a group or team. This implies that leadership would not exist without individuals to lead. The definitions detailed show the variation in concepts of leadership and this is reflected in the research. Some leadership researchers have focused on the leader-follower relationship and Geoff Thomas et al. (2013) stated that the reason we focus on the leader-follower relationship is because research shows that the quality of this relationship is reliably linked to follower well-being and performance. Other researchers, such as John Adair, looked at how the situation can affect the way leaders act. Adair identified that leadership is affected by three things. The task, the team and the individual and leaders need to balance their time equally between the three areas and at certain times one of the areas will dominate, but over the long run a balance would be achieved (John Adair 1982). Figure 1. shows John Adairs concept of action centred leadership. In different situations the circles will be overlapping different amounts showing which the dominant factor is. Figure 1. John Adair (1982) Researchers have studied the behaviours of the leader and what behaviours are associated with an effective leader. Leadership is earned and it is not granted by role or rite of passage (Lloyd l. Sederer 2012) and through our interactions humans sustain the effect of leadership and we interpret it even though we may not be aware that we do so (Kempster and Parry 2011). This means that leaders could be established by displaying a distinct set of behaviours which followers associate with a leadership role. Research shows that there are behaviours that can be attributed to an effective leader. These are known as The Six Cs of Leadership Credibility (Bamford, 2016) Figure 2. David Bamford (2016) Communication would fall under the Character umbrella and plays a crucial fundamental role in every business. The quality of the communication can be affected by the relationship between two individuals and a key element of the quality of the relationship is the interaction between the personalities. Different personalities and give out information in different ways and how this information is interpreted can affect the quality of the communication.   Leaders who have calm dispositions and do not attack or belittle others for bringing bad news are more likely to get complete and timely information from subordinates than are bosses who have explosive tempers and a reputation for killing the messenger (Hughes et al. 2015). Personality Many theories have been developed to explain what causes individuals to behave the way they behave and why they behave differently to other individuals. The term personality is among the most comprehensive of those in the psychologists vocabulary, clarification of its connotation to the satisfaction of a majority, even of psychologists, is difficult (John K. McCreary 1960). This view begins to explain the range of opinions as to what personality means to people. McCreary goes on to describe some the definitions as experimental, calling for criticism and inviting agreement. This belief is quite ambiguous as all definitions would fall under one of those three categories. Robert Hogan (1991) had a different approach and he stated that the term personality is fairly ambiguous and has at least two quite different meanings rather than a definition. The first meaning implies that personality is the impression a person makes on others. The second meaning is less obvious and focusses more on the unseen processes within a person which explains why we behave the way we behave. These internal processes have been categorized as traits by some researchers. Personality traits as useful concepts for explaining why people act fairly consistently from one situation to the next (Hughes et al. 2015). Traits are characteristics or habits which are specific to an individual. Traits can have one of two outcomes, such as extroversion and introversion however, individuals are not categorized into one these traits but rather they sit on a scale which may show a preference towards one of the two oppositions. If we attempt such scaling, we should remember that we are likely to constrain personalities unnaturally fitting them into one mould (Allport and Odbert 1936) Gordon Allport and Henry Odbert were theorists the idea of traits and trait names. They explored two comprehensive dictionaries and identified 17,953 trait-names in the English language. They reduced the list down to 4500 adjectives. They reported that the unfamiliarity of a large proportion of the trait-names in our list proves that our practical vocabulary is inadequate to the task of representing the complex phenomena of human nature (Allport and Odbert 1936). They arrange the traits into a hierarchy of three: Cardinal Traits the dominant trait Central Traits general characteristics Secondary Traits not obvious, such as attitudes Raymond Cattell further explored the work completed by Allport and Odbert by taking the list of 4500 adjectives and reducing it down to 171 by removing all the synonyms. Cattell was the first to collect data regarding personality traits. The outcome of the data he collected allowed him to come up with 16 personality factors which he used to come up with an assessment called the 16PF. This was one of the first attempts to measure personality. Myers-Briggs Type Indicator Measuring personality is difficult because personality cannot be seen but some psychology researchers have devised tools that can be used to give results owing to an individuals psychological preferences. The most commonly used tool is the Myers-Briggs Type Indicator (MBTI). This tool evolved over a period of 5 decades and was based on the work carried out by Swiss Psychologist Carl Jung who spent a lot of his career researching personalities within individuals. Jung defined two opposing tendencies in personality: introversion and extroversion and while both tendencies are present in all individuals, one tends to dominate the other (Almerinda Forte 2005). Along with the two opposing tendencies for personality, Jung also identified four functions relating to personality which are thinking, feeling, sensing and intuiting. Katharine Briggs and her daughter Isabel Myers both had an interest in individual differences which they brought together, including the work done by Carl Jung, which resulted in the development of the MBTI. The MBTI is a very popular tool used worldwide mainly for psychiatric patients but also the MBTI has been in extensive use in personal and management development since the early 1970s (Leary et al. 2009). The MBTI is based on the principle that the differences in behaviour from one person to another can be expressed in terms of preferences between the polarities (Amel Behaz and Mahieddine 2012) and the MBTI focuses on two primary human activities: how people gather information and how they make decisions (Richard J. Daisley, 2011). However, note that measurement is only possible if we blindly insist that people are comparable in respect to each common trait (Allport and Odbert 1936) Allen et al. (2002) adapted the Four-Part Framework developed by Susan Brock to demonstrate the difference between each of the oppositions. This is shown below: Figure 3. Allen et al. (2002) In completing the MBTI each of the individuals will demonstrate a preference for one of the two oppositions. For example the introvert/extrovert scale is based how the individual get their energy whilst the sensing/intuitive scale considers how people interpret data. The thinking/feeling scale looks at the factors people take into account when making decisions and the judging/perceiving scale considers the amount of information an individual needs before making a decision. Yuval Cohen et al. (2013) described each of the bipolar oppositions in their paper based on personality types of project managers. Figure 4. Yuval Cohen (2013) The first opposition is the most commonly associated when thinking about differing personalities: Introversion or Extroversion. There are three main differences between introversion and extroversion. Energy creation is noted as the most important difference, but the response to stimulation and the approach to knowledge are also different (Heidi Eve-Cahoon 2003). Introverts are energized by the internal world of ideas, impressions, and emotions, whereas extroverts focus outside of themselves and are energized by activities, people, and things of the outside world (Heidi Eve-Cahoon 2003). Extroverts are often seen as possessing the desirable set of personality traits for success in todays fast-paced world, on the other hand, introverts bring a whole host of desirable personality traits to the table, which need to be equally valued, nurtured, and utilized (Shelley J. Schmidt 2016). Samples for the United States suggest that 55 to 60 percent of all people are extroverts (Gardner and Martinko 1996). Fretwell et al. (2013) highlighted some data (Filbeck et al. 2005, Fox-Hines and Bowersoch 1995) relating to each of the four dimensions, which demonstrates the preferences of the U. S. population. This data agrees with other research that a greater percentage of individuals have an extroverted preference. Results of this study will demonstrate any direct correlation to the results of the U. S population. Figure 5. Fretwell et al, (2013) A similar study was documented in Training and Coaching Today (2007) which showed the findings from a recent MBTI study of 1634 individuals in the UK. Figure 6. Training and Coaching Today (2007) As New Britain Oils is situated in the UK, it is predictable that the results from this study will correlate to the results from the study of the UK individuals. As there are four bipolar oppositions for MBTI, this means that there are sixteen possible results which could be given based on the responses to the questions and the scores obtained on the bipolar scale.   Ã‚  Ã‚  Ã‚  Ã‚   Figure 7. One downside to having so many possible outcomes and factors involved is that it takes interest and effort to remember ones type (William A. Lynagh 2006). Psychology researchers and advocates of personality preferences maintain that no one type is better than the others because a team benefits from the presence of varied personality types (Cynthia Plonen 2015). The best way to think of it is that neither set of traits is better or more valuable than the other rather, they are different, often complementary, and both are needed to make the world go round, so-to-speak (Shelly J. Schmidt, 2016), however many more leaders are ISTJs, ESTJs, and ENTJs than other types (Hughes et al. 2015). Gathering data from the management team will be able to demonstrate a positive or negative correlation to this statement. Methodology The data collection process involved 25 employees from a number of departments and all of the employees who completed the questionnaire did so voluntarily. Results were obtained from 100% of the employees in two departments along with 50% of employees from another department. Shift patterns limited one department but a representative sample of 65% was obtained to provide data. In addition, 57.14% of the management team were included in the study to determine the range of the personality preferences amongst the management team. Figure 7 shows the structure of the organisation. Figure 7. Despite there being question marks over the integrity of personality measurement instruments, they are still widely used in organisations. A Humanmetrics Jung Typology Test, based on the MBTI, will be used to gather the data for this study. The questionnaire consists of 64 multiple choice questions which will result in a four letter type based on the Myers-Briggs 16 types. The Humanmetrics Jung Typology Test was selected because the results will correlate directly to the MBTI theory and also this method is more accessible for employees and allows for more data to be collected. The purpose of the questionnaire is to begin to develop an understanding of the personality types that exist within some departments of the organisation because personality questionnaires are ideal for describing personality (Luke D. Smillie 2008). The MBTI has been used widely across a number of business sectors for decades. The instrument has been extensively tested for reliability and validity (James C. Lampe 2004) and the extensive research on the instrument since its development supports its reliability and validity (Moore et al. 2004). Over 2 million copies of the instrument are sold each year (Pittenger 1993) and the MBTI is the most widely used instrument for non-psychiatric populations (A. J. DeVito 1985). Despite its depth of validation there are still many sceptics of the MBTI itself as a viable instrument and future research must use more rigorous designs before greater confidence can be placed in the results (Gardner and Martinko 1996). It has been speculated that subjects of the instrument can falsify their responses in an attempt to achieve different results. This wary approach, when questioning the validity of the responses, could be considered when the instrument is used as part of an organisations recruitment process as subjects could change their responses in an attempt to become more appealing to an employer. The organisation has 78 employees and a sample of 32% were included in the study but statistical generalisation is difficult owing to the low number of cases (Bamford et al. 2003). Some correlations can be made between the existing literature and the results of the MBTI used in the organisation but this cannot be reflective of the organisation as a whole. Findings Key Findings The key findings from the research showed that there are a range of personality types present within the organisation and out of the 16 possible personality types the individuals from the organisation fell into 9 of those types. Over 50% of the results from the individuals who took part in the study fell into 3 of the possible 16 personality types. All 3 of the common personality types included a preference for thinking rather than feeling and judging rather than perceiving. This means that 68% of the individuals included in the study prefer to be analytical, critical and make decisions objectively but those individuals only require a minimal amount of information to make decisions and as a result they can make poor decisions. ISTP ISFP ISTJ ISFJ 7 ESTP ESFP ESTJ ESFJ 1 5 3 INTP INFP INTJ INFJ 1 ENTP ENFP ENTJ ENFJ 1 1 4 2 Figure 8. Introvert/Extrovert Preference As mentioned previously, one of the dimensions that then MBTI specifically looks at is where individuals prefers to focus their energy. This dimension has two bipolar oppositions, introversion and extroversion. The data gathered shows that 68% of the individuals who took part in the research had a greater preference for extroversion. This means that more than half of the employees at the organisation prefer to work in larger groups, get their energy from people and activities. The management team could use this data to adapt their leadership style to suit some of the personality preferences within their team and using a collective approach to problem solving may prove to be more effective. Customer Service Team Personality Types 75% of the customer service team have a preference for extroversion and this would fit well with their role and responsibilities as they obtain their energy from interacting with people. Having this preference could help them to build better relationships with customers and suppliers. 100% of the customer service team had a preference for thinking which means they are more concerned with operational considerations and are able to detach themselves from the decisions they make which is a good characteristic to have relative to their role. Engineering Team Personality Types          50% of the engineering department contributed to the research and 100% of the employees who contributed showed a preference to extroversion so using team meetings when tackling engineering issues would give the extroverts the forum to think out loud, share ideas with each other and has the potential to be very effective. The Engineering Manager showed a preference to introversion and so he would prefer to take the information gathered from the team meeting and spend some time thinking about in order to come up with the most effective solution. This approach to engineering issues has the potential to be very productive by considering the individuals preferences in order to maximise their input and provide the Engineering Manager with lots of information before making decisions. Shift Workers Personality Types The responses from the shift workers presented a large amount of variation, however, 69.23% of the shift workers, who completed the questionnaire, showed a preference for extroversion. This outcome is reasonably foreseeable in having a higher number of extroverts in this department as all of the individuals work on a shift consisting of four employees. Individuals with a preference for introversion would be less attracted to work which would include them working within shifts, although only having four employees on a shift would be more attractive than organisations with high numbers of employees on each shift. 92.3% of the shift workers showed a preference for judging rather than perceiving and individuals with this preference only require a minimal amount of information before making a decision. Shift workers operate on a 24 hour rotation system therefore they work outside of normal hours and so they are expected to make quick decisions independently. Individuals who have a preference for perceiving like to intake as much information as possible before making a decision and so too many perceivers on one shift could delay decisions and corrective action which could result in reduced output from that shift. Management Team Personality Types 57.14% of the organisations management team took part on the study. The data shows that the management team fall into three different personality types: ISTJ, ESTJ and INTJ. The results showed that 50% of the individuals who contributed had a personality type of ISTJ which displays characteristics which would typically be associated with someone who is in a senior position, such as being serious, practical and realistic. 75% of the management team, which would equate to 42.8% of the total management team, demonstrated a preference for introversion rather than extroversion and these members of the management team are responsible for technical, engineering and the safety department. All of these departments are smaller, in team size, than all of the other departments and each of these members of the management team have their own individual office and so it is foreseeable that they would have a preference for introversion. The extroverted individual from the management team is responsible for a large team consisting of 20 shift workers and their workspace is located in the production area and so having the extroverted preference is advantageous to their ro le. All of the members of the management team showed preferences for thinking and judging rather than feeling or perceiving respectively. This again is a predictable outcome given their position within the organisation as this indicates that they prefer to be analytical, approach decisions objectively and pay careful attention to any potential operational impacts. Discussion The first of the four dimensions provides data on the individuals preferences towards introversion or extroversion. Samples from the United States suggest that 55 to 60 percent of all people are extroverts (Gardner and Martinko, 1996). The data obtained from this study appear to validate this statement as 68% of the individuals showed a preference for extroversion. The data in the study by Fretwell et al. (2013) noted that 70 75% of individuals in the U. S. have a preference towards extroversion and that data would correlate more closely with the data obtained in this study. The study of the U. K. showed only 52.6% of the individuals have a preference towards extroversion which is contradictory to the results of this study. Consequently more than half of the employees, involved at the organisation have a personality focused on the outside world, get motivation from interaction with other people and by doing things (Yuval Cohen, 2013). The data could be used by the management team in order to improve productivity by using groups sessions allowing the individuals share ideas. Comparison to Existing Research The data previously mentioned in the study by Fretwell et al. (2013) and the data shown in Training and Coaching Today (2007) showed results for individuals in U. S. and U. K respectively and some of those results are closely correlated to the results of this study. Dimension U.S. U.K. New Britain Oils Extrovert 70-75% 52.6% 68% Introvert 25-30% 47.4% 32% Sensing 70-75% 76.5% 60% Intuition 35-30% 23.5% 40% Thinking 60% males 40% females 45.9% 68% males 36.6% females Feeling 40% males 60% females 54.1% 32% males 33.3% females Judging 55% 58.3% 88% Perceiving 45% 41.7% 12% The similarity of results for the extrovert and introvert dimension has already been discussed but there are similarities with results for the other dimensions. The sensing and intuition dimension results are similar to the results from the studies of the U. S and U. K. albeit closer to the results from the U. S study, as there is a greater preference towards sensing. This means that the individuals prefer concrete details of a situation and rely on the five senses to observe facts or happenings (Fretwell et al. 2013)This also means that they tend to be practical, orderly, and down-to-earth decision makers (Hughes et al. 2015). When comparing the thinking and feeling dimension, the results are more closely correlated with the results for the study of the U. S. population. 72% of the individuals, in this organisation, showed a preference to thinking, however in the study of the U. K. the majority of the individuals showed a preference to feeling. This means that individual from this organisation prefer to assume a more objective approach to decisions and show more consideration to operational factors. Individuals who show a greater preference towards thinking are associated with careers such as consultants, lawyers, executives and engineers. (www.similarminds.com). The results for the final dimension show that overall the individuals from the organisation have a much greater preference for judging rather than perceiving. These results compare with the studies from the U. S. and U. K., in terms of the majority of the individuals showing a greater preference towards judging, however nearly 90% of this organisation shares this preference as were the other studies show just over 50%. This could impact the organisation because individuals with this preference tend to make up their minds quickly and as a result can make poor decisions (Hughes et al. 2015). The management team in the organisation presented results which partially correlated with the work done by Hughes et al. (2015), who stated that more leaders are ISTJs, ESTJs, and ENTJs than other types. In this organisation, the management team demonstrated personality types matching ISTJ and ESTJ however there were no ENTJ personality types from the results collected. 50% of the management team showed a personality type of ISTJ and this preference would be associated with behavioural characteristics such as being responsible, organised and punctu