The Relationship Between Hrm Practices and Organisational Culture Within the Hospitality Industry Essay Example for Free

The Relationship Between Hrm Practices and Organisational Culture Within the Hospitality Industry Essay 1. Summary The culture in an organisation has a huge impact in the behaviour and development of the business and its employees. Organisation culture should concentrate on the actions, behaviour and effectiveness of employees. It is through effective Human Resources Management (HRM) practices that culture is really implemented by employees on the daily basics. Culture and HRM bonds are critically examined defining links, challenges and opportunities both could face. 2. What is Culture? Clarke Chen gives the following definition: â€Å"Culture is a set of accepted behaviour patterns, values, assumptions, and shared common experiences. Culture defines social structure, decision-making practices, and communication styles. Culture dictates behaviour, etiquette, and protocol. It impacts everyone, and influences how we act and respond. Culture is communication. It is a way people create, send, process and interpret information†. The purpose is to teach employees the values, beliefs, views, goals, and behaviours of the hotel brand and the corporation hotel belongs to. Culture can be used as a competitive advantage. Cole (2010, p.93) affirms that the ‘right’ culture is gradually essential to ensuring an organisation’s long-term viability. Managers have to find and select people who are more suitable for the job and who can make of theirs the organisation’s culture. That is where human resource management (HRM) comes in. 3.Human Resources Management Human Resources Management (HRM) is important for three reasons: first, it is seen as one element for organisations to be competitive. Secondly, HRM is an essential part of organisational strategies. Finally, the way organisations treat their people has been found to considerably affect organisational performance. According to Robbins Coulter (2012, p.313) the thread for HRM among those practices is an obligation to bond with employees; to improve their knowledge, skills, and abilities; also increasing their motivation and enhancing organisation culture. Managers should focus on integrating all  hotel functions with HRM, in order to emphasise its strategic role of setting and achieving the business goals. It is through staffs that a real hospitality atmosphere can be sensed by customer where customers are the centre of attention by employees. 4.Culture HRM Relationship Through culture, hotel aims to mould its employees so they can represent the brand, the organisation; and also that they can provide a magnificent customer service working as a unite work-team that communicates effectively and interacts remarkably. Achieving competitive success through people means managers must change how they think about their employees and how they view the work relationship. They must work with people and treat them as partners, not just as costs to be minimized or avoided. Culture is a priority when creating a high customer service becomes a management priority, and managers must therefore seek the correct practices and procedures which employees should follow in order to meet the requisite service culture. Human resource practices within the organization act to maintain culture by giving employees a set of similar experiences (Langton Robbins 2006, p.338). 4.1.Challenges Employees can be resilient to completely adopt hotel’s culture; also they cannot be comfortable with the management style. One challenge for HRM is to deal with employees talking and listening to them in order to understand them and to apply corrective strategies. Even though in most of cases culture is taught and explained at induction sessions, managers may face circumstances where employees would lose interest on culture. Therefore culture should be reinforced by the use of different resources like staff events, posters, and staff evaluations. But the real challenge is whether HRM practices would evolve and adapt and become more important in an organisation or would disappear and be replaced by outsourcing and technology (Davidson, McPhail Barry 2011); it is also suggested that the type of organisation and its culture will regulate which of these possibilities occur in each organisation. HRM practices in hotels should remain but instead of being purely an administrative tool to hire personnel, HRM should become a strategic department. 4.2.Opportunities Having employees from different cultures will definitely enriched hotels’ culture. A multicultural organisation will be able to understand better customers’ needs and expectations according to their background. Another opportunity is that culture gives members an organisational identity which can lead to better understanding of their place within the organisation, and from there HRM practices can support and develop members towards a better future for them. Dawson Abbott (2011) argue that having the adequate HRM practices include recruiting and retaining the right people; but finding highly committed employees who show a greater understanding about the customers’ needs and desires is the biggest duty. The possession of such knowledge is imperative for hotels which can lead to have a significant chance of creating a sustainable competitive advantage and a more profitable business. 5.Conclusion In order to be successful, a hospitality organisation must have a strong culture. That culture should be learnt by employees. They must show a real understanding of culture and put it in place on their daily duties. Culture gets reinforced by a multicultural staff. HRM practices should aim to create a hospitality atmosphere within the organisation. It is through effective management of people that a hotel can have remarkable competitive advantage and be profitable. The interrelationship Culture-HRM faces some challenges, and must take the most of the opportunities.

Arbitration Case: Discharge Of Peter Seichek :: essays research papers

Arbitration Case: Discharge of Peter Seichek Closing Statement Mr. Arbitrator, the termination of the employment of Mr. Seichek, by the Wheelwright Corporation, was for his "sleeping on the job". Lets examine this stated reason - in the light of the evidence provided by witness testimony and contained within Mr. Seichek's personnel record. 1) Mr. Holloday testified that he and Mr. White, the third shift supervisor, observed Mr. Seichek, wearing his welding hood, sitting or leaning against the ladder, "apparently" asleep. Further, Mr. Holloday stated that he called to Mr. Seichek six or seven times to get his attention. Mr. Seichek was then directed to accompany Mr. Holloday and Mr. White to the office. In the office, Mr. Holloday told Mr. Seichek that he had been caught sleeping before, and that his absenteeism was excessive, and therefore was being suspended. Mr. Arbitrator, they found Mr. Seichek at his work station, wearing his protective clothing, waiting for a co-worker to return with needed parts, in order to continue the job. With the welding hood on, they could not positively determine that he was asleep, and six or seven calls to get his attention in the noisy, factory atmosphere is not extreme. In reference to having been caught sleeping before, Mr. Holloday, testified that on August 16,1982, that he found Mr. Seichek asleep in the reception area and on August 17, he was found asleep on a tool box near the time clock. In both instances, Mr. Holloday awakened him, directed him to clock in and return to work. Mr. Seichek complied with this direction. Mr. Holloday went on to state that these instances annoyed him, but since Mr. Seichek was on break and not "on the clock", that he (Holloday) should not and did not issue a formal, verbal warning or make any notation concerning these incidents in Mr. Seichek's record. 2) Mr. Lewis, the third shift steward, gave testimony that it has been a common practice for employees to sleep during their break periods and to occasionally doze on the job. This corresponds with Mr. Holloday's testimony concerning his decision not to issue a formal verbal warning to Mr. Seichek after he (Holloday) found him asleep during break. Of further note, Mr. Lewis stated that heard Mr. Holloday use an ethnic slur when referring to Mr. Seichek sleeping on the job. This raises a question as to the objectivity of Mr. Holloday with regard to his supervision of Mr. Seichek. On the morning of December 3, 1982, Mr. Holloday notified Ms. Delores Lopez, the Personnel Assistant, that he had suspended Mr. Seichek pending possible discharge because he had found him sleeping on the job.

Procurement Ethics Practices Essay

All persons in society, whether in private or public sector, product or services industry are concerned with ethics, Ethics is defined as the discipline dealing with what is good or bad and moral duty and obligation. Thus personal ethics has been referred to as the rules by which an individual lives his/her personal life. Business ethics is concerned with truth, fairness and justice and accounting ethics pertains to the code that guides the professional conduct of aspects such as the expectation of society and customers, social responsibility, consumer autonomy and corporate behavior in the home country as well as abroad (koontz et al 1994) Business ethics has become a well recognized aspect of managing firms today . Due to an increasing interest of ,many are nowadays concerned about values like integrity and honesty and developing ethical codes to foster responsible behavior of their employees. Ethically therefore, managers must produce the greatest good for the greatest number of people in these days of pervasive globalization of business. Manager should recognize that customers and all other stakeholders of their companies have aright to quality products and services, to meet their existing and emerging needs, at affordable prices, all times, and should be guided by fairness and equity, as well as imparity. Managers must institutionalize ethics in their decisions and daily activities thus applying integrity and integrating ethical concepts with daily actions. This can be achieved by: Establishing an appropriate company policy or code of ethics, so as to institutionalize ethics, sin organizational behavior both at management and board of director’s level, using a formally established ethics committee, teaching ethics to employees. It has been established that ethical standard vary from society to society and from country to country and should therefore be taught to ensure uniformity in understanding and applicability across the world, particularly in these days of increasing and pervasive globalization. In procurement office or department the following ethics should be followed for better running of the organization. All officers who are in charge must follow some ethics for good purchasing and supplying, this will include: Honesty: People who procure on behalf of organizations cannot afford to give anyone cause to believe that their procurement behavior is not completely ethical. Spending millions of shillings for their organizations, they are exposed to temptations that most of their colleagues face. Therefore, they have to be honest when procuring goods on behalf of the organization. Enhancing Integrity :Procurement officials should never use their authority or office for personal gain and shall seek to enhance their integrity by: maintaining unimpeachable standards of integrity in all business relationship both inside and outside the organizations in which they are employee, fostering the highest possible standards of professional competence amongst those for whom they are responsible, optimizing the use of resources for which they are responsible to provide the maximum benefit to their employing organization. Conflicts of Interest: When dealing with suppliers potential conflicts of interest can sometimes arise. Instances where relatives or friends are employed by the supplier company should be notified to the Service Unit Manager. This will not prevent the Council trading with the supplier though the Council may arrange for the procurement to be handled by another officer. In instances where Members or former employees are potential suppliers it is important that they do not receive or expect to receive special consideration. If their inside knowledge appears to give them an unfair competitive advantage it may be desirable to take steps to ensure fair competition amongst all suppliers. Rewards to employees: Members and officers should avoid as far as possible dealing with our suppliers in their private affairs, particularly if this is likely to put them under some obligation to the supplier. Where such arrangements are unavoidable it is essential that they ensure that they are not offered any sort of deal which is not commonly available and which could be construed as a reward for actions taken in the course of the employment. Principles of Professional : Seeks or accepts a position as head or employee only when fully in accord with the professional principles applicable thereto, and when confident of possessing the qualifications to serve under those principles to the advantage of the employing organization, believes in the dignity and worth of the services rendered by the organization and the societal responsibilities assumed as a trusted public servant, so that organization is governed by the highest ideals of honor and integrity in all public and personal relationships in order to merit the respect and inspire the confidence of the organization and the public being served. Confidentiality and Accuracy of Information: The confidentiality of information received in the course of duty should be respected and should never be used for personal gain; information given in the course of duty should be true and fair and never designed to mislead hence making personal profit obtained through misuse of public or personal relationships is dishonest and not tolerable. Business gifts: Business gifts, other than items of very small value such as business diaries, calendars, should not be accepted, members of the staff should at no time or under any circumstances accept directly or indirectly, gifts, gratuities, or other things of value from suppliers which might influence or appear to influence purchasing decisions. Hospitality: Modest hospitality is an acceptable courtesy at a business relationship. However, the recipient shall not allow himself to reach a position whereby he might be deemed by others to have been influenced, in making a business decision as a consequence of accepting such hospitality. The frequency and scale of hospitality accepted shall not be significantly greater than the recipient’s employer would be likely to provide in return. Proper communication: Keeps the governmental organization informed, through appropriate channels, on problems and progress of applicable operations by emphasizing the importance of the facts. In case of any information which is unclear so be discussed with relevant officer without making uninformed decisions which may cost the organization. Proper control of personnel: Resists encroachment on control of personnel in order to preserve integrity as a professional manager, handles all personnel matters on a merit basis. Politics, religion, ethnicity, gender, and age carry no weight in personnel administration in the agency being directed or served. Disciplinary Action: Seeks or dispenses no personal favors, handles each administrative problem objectively and emphatically without discrimination. Any mistake committed should be dealt with without favor and the correct measure should be applied. Purchasing and supply procedure: Officers shall always seek to uphold and enhance the standing of the Purchasing and Supply profession and will always act professionally and selflessly by: maintaining the highest possible standard of integrity in all their business relationships both inside and outside the organizations where they work, rejecting any business practice which might reasonably be deemed improper and never using their authority for personal gain, enhancing the proficiency and stature of the profession by acquiring and maintaining current technical knowledge and the highest standards of ethical behavior; fostering the highest possible standards of professional competence amongst those for whom they are responsible. Competition – The nature and length of contracts and business relationships with suppliers can vary according to circumstances. These should always be constructed to ensure deliverables and benefits. Arrangements which might in the long term prevent the effective operation of fair competition should be avoided. Conclusion Managerial and appropriate ethical behavior is central to the success and effectiveness of organization anywhere in the world today. Business are so interconnected ,in terms of products and information flows, that ethical behavior in one country or in one part of the globe has an immediate impact in other countries or parts of the globe. Consequently, attempts should be made by governments and business leaders to incorporate standard management practices in their operations to enhance the efficiency of these flows. Ethical standards and codes are in this process because of the globalization of e- world business today. There is an urgent need to develop and adopt international ethical standard and codes to guide and regulate managers, globally, in running their organization effectively. These codes should include corporate governance and social responsibility practices. Reference: 1) Codes of Professional Responsibility– by Rena A. Gorlin – 1149 pg 2) Management Reform – by DIANE Publishing Company – 539 pg 3) News line KASNEB (July-sep2004) 4) Koontz et al management (1994)

Essay on Motivation at Norsk Petroleum - 900 Words

Work Motivation Motivation at Norsk Petroleum SUBMITTED BY: S. L. REAMS MGT302 :: Org. Behavior and Teamwork Module 1 – Case Assignment Trident University 22 July 2013 The word motivation is derived from the Latin word â€Å"movere† which means â€Å"to move† and it is defined as an internal drive that activates behavior and gives it direction. Motivational theory looks at the processes that activate and direct human behavior and it can be divided into two categories, content theory and process theory. Although no motivation theory is universally accepted both content and process theory can be applied to the Norsk Petroleum scenario. Content theory is focused on the internal factors that guide human beings, as opposed†¦show more content†¦According to Herzberg’s hygiene factors and diagram it can be seen that in up to 6% of cases problems or complications within one’s personal life can be the cause of occupational dissatisfaction. (Chapman, nd) Lisa Bohm clearly did not utilize any effective retention techniques. I would recommend to her that she offers a retention technique that is more applicable to the unique needs of the employees in which she is attempting to retain. In the case of Elizabeth Pedersen, Lisa could have easily offered to give Lisa a position of greater responsibility and variation of subject matter. I believe that this would have been a great motivator in order to retain Lisa. Ola Renamo’s situation is also easily handled if the necessary motivators are met. I would have suggested to Ola the possibility of working from home a few times a week in order to be closer to family therefore retaining the organizational talent. Another recommendation that would benefit Lisa would be to engage in generic benchmarking to find out what other companies are doing to retain their employees and consider their strategies to see if any of them would be effective at Norsk. By following these recommendations, Lisa will be able to turn around the hemorrhaging of talent and do a better job of human capital management. By being proactive and taking steps before employees are ready to leave, she will have more leverage in her attempts to retain them, and ifShow MoreRelatedRisk Mitigation Using Joint Venture Agreement in the Upstream Petroleum Industry15328 Words   |  62 PagesTHE UPSTREAM INDUSTRY (A CASE STUDY AND MODELLING APPROACH) BY SODE ADESOJI O. (51124473) AUGUST 2012 A Dissertation Presented In Partial Fulfillment Of The Requirements For The Degree Of MSc. International Business Energy And Petroleum At The University Of Aberdeen DECLARATION I declare that this thesis has been composed by myself, that it has not been accepted in any previous application for a degree, that the work of which it is a record has been done by myself, andRead MoreChina in Africa Essay20116 Words   |  81 Pagesdimensions of agrarian change, including state–smallholder relationships, cannot be ignored. Further, efforts have to be open to timely measures to subsidize and protect smallholder farmers and their organisations to give them the economic means, motivation and self-esteem to produce for national staple food markets and to compete more fairly with capitalized farmers elsewhere. These measures have to be individually tailored to the many agricultural and food production systems of the continent. ConsiderableRead MoreCost Accounting134556 Words   |  539 Pageschosen which reflects to the best possible extent a matching of the costs incurred with the benefits received. The resulting allocated costs must be used with care, if at all, in any decision-making context. 10–11. Examples include timber, livestock, petroleum, real estate development (produces lots), railroad (many cars on the same train), and many other processing industries. 10–12. The costs of disposing of scrap can be reduced or eliminated. In fact, wood scrap may provide incremental revenue for the

Gender Discrimination in the Workplace Essay example

GENDER DISCRIMINATION IN THE WORKPLACE by NAME INTRODUCTION Women are one of the most groups being discriminated against today. They try very hard to fit in and be successful in their careers. Discrimination against women is found in many workplaces. Some managers try to fix this problem, but others just ignore it. Companies that pretend that gender discrimination doesn’t exist are usually the ones that get sued for it more often. Other companies try to avoid law suits by dealing with gender discrimination and resolving conflicts before it gets to the law suits. Promotion and pay gap are the main concerns in gender discrimination. Many studies in the past and present have shown that women do not get promoted as fast as†¦show more content†¦If Boeing loses in this gender discrimination case it may have to pay hundreds of millions of dollars in punitive damages and could face public-relations problems because it would be portrayed as a hostile place for women to work (Bowermaster Holt, 2004:A1). Pregnancy Discrimination Sex-based wage discrimination is against the law, as is stated in the Civil Rights Act of 1964. The same Act prohibits pregnancy discrimination and states that employers cannot refuse to employ a woman because of pregnancy or terminate her, force her to go on leave at an arbitrary point during pregnancy or penalize her because of pregnancy in reinstatement rights credit for previous service, and accumulated seniority. Family responsibilities typically still fall more heavily on women, and neither society nor employers have found good ways to mesh those with job demands. Employers see parental leaves as a lack of commitment to the job and therefore more likely not to give promotions to the female workers (Kleiner Kuta, 2001:45-47). Women can get equal treatment, but mostly when they behave like traditional men and leave the primary family responsibilities at home. Many women choose to take time off or to work part-time to be with their children rather than stay on the job and mai nly because of lack of day care and flexible job options (Kleiner Kuta, 2001:45-47). Some women drop out of work force for as long as two or three years,Show MoreRelatedGender Discrimination And The Workplace Essay1242 Words   |  5 Pagesbeen make towards gender workplace equality but gender workplace discrimination continues to be an impediment to gender equality. For the purpose of research on gender workplace discrimination, I used four journal articles. The first article, Minimizing Workplace Gender and Racial Bias, by author William T. Bielby, discusses stereotyping in the workplace. The article offers suggestions on how organizations should review their policy and procedures to minimize bias in the workplace. This articleRead MoreGender Discrimination At The Workplace962 Words   |  4 Pages Gender Discrimination in the Workplace Santisha Fleming Human Resource Management Dr.Juluis Demps –Management 360 Jacksonville University April, 1, 2015â€Æ' American women can vote, hold office, and they can work in a public work environment. They are considered have an equal opportunity when compared to men. What is the true definition of equal employment opportunity? Does this mean that women and men are offered the same opportunities in the workplace? As well treated equally in regardsRead MoreGender Discrimination At The Workplace1165 Words   |  5 PagesGender discrimination in the workplace is a recurring issue in businesses today. 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Men would even decide to whom a womenRead MoreGender Discrimination At The Workplace866 Words   |  4 PagesGender Discrimination in the Workplace Many people associate certain occupations with a certain gender, like women with nurses and teachers, and men with lawyers and truck drivers. If those genders and occupations switched, the majority would deem it unethical. Occupations should not be linked with specific genders; whereas, they should be accessible to both genders. In certain occupations, people are treated differently because of their gender and labeled with different stereotypes. There shouldRead MoreGender Discrimination And The Workplace1356 Words   |  6 Pages2.1 Introduction For many decades now it has been said that there has been inequality in the workplace, it has been a major issue in the workplace in terms of women not being allowed to have certain jobs as well as in terms of women not being promoted within the workplace which all contributes to women being paid less than men. According to Ryan and Branscombe (2013), gender discrimination has been defined as the differential treatment members of one group receive compared to another by many socialRead MoreGender Discrimination In The Workplace1867 Words   |  8 PagesDiscrimination in the workplace, specifically gender discrimination is a significant matter, impacting women all over the world. Defined by the International Labour Organization (ILO) Convention No. 11, discrimination is ‘Any distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of op portunity or treatment in employment or occupation.’. As stated by GillianRead MoreGender Discrimination At The Workplace1749 Words   |  7 PagesMatthew Anders Prof. Bross College Writing November 14, 2014 Gender Discrimination in The Workplace In recent years, the issue of gender equality in the workplace and equal pay has been under serious debate. Although there has been significant improvement since when women were first able to work and equal opportunity laws were created, there is still some room for more improvement. The federal government has made laws over the years such as The Civil Rights act, Equal Pay Act and Family andRead MoreGender Discrimination And The Workplace2876 Words   |  12 Pageshave reached maturity, and that stereotyping and discrimination cease to exist. But it is from my own personal experience that I have found this is in fact, not the case, and that harassment in the workplace is a very real issue. Primarily, I am researching the way media portrays gender-biases in the workplace, and why they are relevant. Additionally, I am looking at which occupations might lead to higher levels of emotional stress related to gender inequality for women, and to what historical eventsRead MoreGender Dis crimination And The Workplace Essay1811 Words   |  8 PagesStereotypical gender norms have had a negative impact on what our society perceives as normal tasks for female accountants. More often than not, male accountants are given more demanding tasks in comparison to their female coworkers who are equally qualified but handed less strenuous tasks. Currently, there seems to be a gap in the ratio of women to men in positions of authority. This can be a variety of reasons, one being social norms of what is expected of women in the workforce. Women are frequently

Montessori Philosophy the Planes of Development - 2038 Words

Montessori Philosophy: The Planes of Development Most people’s idea of how children grow and develop is a steady continuous movement along a path from point A birth, to point B adulthood. Maria Montessori’s philosophy on how humans learn differs in that she believed learning for children and youth occurred as a series of waves or cycles. After years of observation, Montessori concluded there are four distinct planes of development that everyone must pass through on their way to adulthood: birth-6, 6-12, 12-18, and 18-24. In each of the planes she believed that children and youth are drawn to different skills and activities and if they are provided with the opportunities to explore and practice them, children can make†¦show more content†¦The absorbent mind, so prevalent from birth to age six, gives way to the conscious mind in the second plane of development. Learning now takes place at a slower, steadier pace. Children in the second plane of development are much less drawn to the repetition of activities, unless there is some variation involved. Children in the second plane of development are also no longer solitary beings. They now tend to gravitate towards others in their environment. Around the age of 6, children begin to become interested in their classmates and are learning how to get along. They start to choose to work with others on projects of mutual interest. By 11 or 12, most students prefer to work with others rather than individually. Between the ages of 6 and 12, children exper ience great growth physically. However, what stands out greater than their physical growth is their capacity for great mental growth. In the second plane, children will reason about what has become part of their lives through the power of imagination and intelligence. They need to hear stories of greatness and goodness and moral values. The mind of the elementary child concerns itself with building a conscience, that inner sense of what is right and wrong. During this period of growth, they need toShow MoreRelatedThe Educational Work Of Maria Montessori1349 Words   |  6 PagesMaria Montessori was born on the 31st August 1870 in the town of Chiaravalle, Italy. Maria got her quest for knowledge from her parents who were both well educated. She started her education at a local state school and proceeded onto a technical institute where she intended to pursue a career in engineering. This was unusual at the time as there were barriers that constrained women’s careers, leavin g them with fewer options to pursue technical careers than their male contemporaries. Even after graduatingRead MoreMaria Montessori Education Essay1052 Words   |  5 PagesMaria Montessori was born on August 31,1870†¯in†¯Chiaravalle, Marche, Italy to a financial manager father and an educated mother who highly valued education. Due to this, Montessori was a properly educated woman with a talent and passion for†¯higher education†¯which was extremely unusual for an Italian woman during her time. In†¯the†¯19th†¯century there was much controversy on whether children belonged in the work field or in the classroom. Based on their families†¯social class†¯a child would either go workRead MoreChild Development1167 Words   |  5 PagesIntroduction The Montessori method of education is one of the very unusual approaches of educating young children that has been based on the experiences and research of educator and physician Maria Montessori (1870–1952). The method basically arose from what Dr. Montessori’s discovered and named it the â€Å"the child’s normal nature† back in 1907 (Montessori, 1972). This happened during one of her experimental observations with young children who had been given the freedom they need d in an environmentRead MoreMontessori And Traditional School System3001 Words   |  13 PagesMontessori has a different perspective than the traditional school system because of its approach to treat each person as an individual. The Montessori method is actually a philosophy of education. This philosophy emphasizes the fact that education should go far beyond the acquisition of knowledge, and instead be a practical aid to life and help developing the whole of the human’s persona lity. In her book â€Å"The Four Planes of Education†, Maria Montessori often refers about the unknown potentialRead MoreReflection on Observation Essay4612 Words   |  19 Pagespresence and watching, you cannot help but feel that you are somehow changing or influencing the class and the students that make it up. My observations took place in two settings, the first and my primary observation source, was at Children’s Garden Montessori School in El Cerrito, my daughter’s school, it is a private pre-school with children ages two to five. My second observation was the Fit Kids program at my local Berkeley YMCA, this program was created for children over the age of eight and combinesRead MorePhilosophy of Montessori Education2683 Words   |  11 Pagespath, seeking the release of potentialities.† Discuss the statement with reference to Montessori philosophy. Dr Maria Montessori started her work in the field of education and child psychology, when she had already obtained a doctor’s degree in medicine and surgery. Her scientific training and experience were exceptionally broad based and unique. Her approach to education encompassed the whole development of man from birth to adulthood. The most important contribution of her work, in the presentRead MoreWhat Does It Mean to Be an ‘Expert Generalist† and What Does the Montessori Teacher Need to Make This a Realistic Statement?2140 Words   |  9 Pageswhat does the Montessori teacher need to make this a realistic statement? | Mali Engelbrecht | Table of contents: Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦p 4 Enlightened generalist †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦p 4-8 Pre-school vs. elementary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦p 5 Cosmic Education †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..p 5 Parent education and communication †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦p 6 Tim Seldin †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦p 6amp;7 Traditional vs. Montessori †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreDefine the Term Sensitive Periods and Link Them Appropriately to the Child’s First Stage of Development2382 Words   |  10 Pagesappropriately to the child’s first stage of development. Explain how you would support these sensitive periods during this first crucial stage.- Briefly outline the stages of growth (planes of development). -Define the term sensitive periods and give full details of the six main periods, together with examples to show your understanding. -Explain why it is important to support and facilitate these periods during the child’s first stage of development (birth – 6). - Outline any adverse consequencesRead MoreSensitive periods2107 Words   |  9 Pagesappropriately to the child’s first stage of development . Explain how you would support these sensitive periods during this first crucial stage. Dr. Maria Montessori, basing on her scientific child observation, concluded that children learn and adjust to their surroundings on their own and by the means of inner powers (Montessori, 1966) they possess at birth: the Absorbent Mind (Montessori, 2007a), human tendencies (Montessori, 1966) and sensitive periods (Montessori, 1966). Essential skills acquisitionRead MoreMontessori and Its Effect on Our Lives7951 Words   |  32 Pages Montessori and Its Effect on Our Lives ABSRTACT Montessori is the foundation of every childs education and course of life. It not only develops the intellectual ability but also the physical and mental capabilities. This paper is about Montessori and the effect it has on our lives. It explains the purpose of Maria Montessoris work for the development of individuals and improving the traditional education system. Table of Contents Conventional Knowledge and Education 5 Chaos Theory

Use and develop system that promote communication Free Essays

On a daily basis within my current role I maintain a high level of communication in various ways with residents and their families, medical practitioners, colleagues internal staff, other professionals, and external agencies e. t. c. We will write a custom essay sample on Use and develop system that promote communication or any similar topic only for you Order Now The ability to communicate effectively breaks barrier, it enhances learning and accomplishes goals. My level of communication within my current role is of extreme importance with regards to the individuals who are at the heart of all communication of the establishment. I ensure that whatever the form of communication, be it written, electronic, organisational, promotional, verbal, non-verbal, confidentiality is maintained at all times. Effective communication is what enables all the different departments to work well within an organisation including liaising with external agencies and individuals such as the CQC, Social Services, and health professionals, In my current role I ensure that all forms of communication is clear and precise, that it has a purpose, it could be to inform, to instruct, to convince or to serve some other purpose. Communication is said to be successful when the desired objective is attained. In my current role I sometimes use body language as I do with words with some individuals this could be facial expressions, eye contact, movement of arms, hands and legs or focus my eyes on the individual but without intimidating the individual. I communicate in ways that respect the individuals’ and key people’s rights and concerns, using individuals’ preferred method of communication and languages, for example when I am dealing with individual with hearing or sight impairments I ensure my communication is clear and not lengthy. I ensure that I come as close to them as possible without evading their personal space and that they can see my face, I speak slowly and clearly and speak to them in a way that i would like to be spoken to myself. When i ask a question I usually wait for the answer, even if it takes a little longer to come than usual. I use various ways to break down information to enable the residents to have a good understanding, for example using pictorial methods to promote choice and independence enabling me to understand what it is they want and need. I would also use this to help them understand which staff will be working with them, help them understand they have appointments with the doctors, dentist, optician or hairdresser etc In my current role we use two types of communication methods to deal with families and relatives. This is due to different backgrounds and relationships they have with them. For example one service user is very involved with his family and is very open with them and wants them to be involved in most aspects of his life, but we respect his decision that he would like his family to be on a need to know basis. There are guidelines in place which I follow when dealing with another service user’s family a professional but pleasant manner is used to communicate a strictly no sharing of information I support effective communication by various methods within my job role. I ensure a detailed handover of daily event is carried out for continuity of care and ensure that a record of daily events is written in the communication book and it it accessible. I ensure the regular scheduling of staff, relatives and resident for meetings, I send out memo and emails for notification when planning meetings or events and a planned agenda is being distributed to the relevant parties and requests for any suggestions in additions to the agenda which will be beneficial in opening the lines of communication. I ensure that minutes of meetings are taken and distributed to relevant parties following the meeting. Within my job role I communicate with a variety of people. These include residents, relatives, employees and colleagues within the larger sanctuary group team. I also communicate with external professionals, social services and safeguarding teams. On a larger scale I maintain communication with the regional team, head office and support systems within sanctuary. I also have a part to play in the communication with the inspecting authorities such as CQC I am always looking for ways to improve communication systems in order to meet the needs of the residents and to help promote partnership working with colleagues, health professionals, social workers etc. I review practice and look at what others have written, if there is any thing i could adapt or adopt. How to cite Use and develop system that promote communication, Papers