Leadership roles and responsibilites Essay Example | Topics and Well Written Essays - 1250 words

Leadership roles and responsibilites - Essay Example It has been viewed in Ofsted report that additional funding is accessible for the college in order to deliver well-equipped preparation courses to its learners throughout the globe. The additional funding, curriculum design and the offers which formulate by the college ultimately pose significant impact upon teaching and learning of the students by a greater extent. The college seeks to deliver more standard preparation courses by investing substantial amount in human capital for attracting as well as increasing its students level. In order to build skills within the team, the college introduces online training courses and establishes curriculum sessions as training modes for its teaching staffs (Ealing, Hammersmith & West London College, 2012). 9 References 10 Part 1 Organizational Context The person possessed 12 years of knowledge or experience as a tutor, teacher and manager in the field of education. The tutor within the educational context performed certain effective leadership qualities such as development manager, course team leader, program manager and technical team leader. Moreover, the tutor also provided active support in different areas which include classroom management, resource planning and quality control of the teaching courses. In relation to organisational context and Ofsted report, it has been viewed that Ealing Hammersmith and West London College aims to deliver a welcoming multicultural setting for its staffs, learner as well as visitors. In order to fulfil this aim, the college regularly performs ethical and legal responsibilities in order to eradicate any sort of discrimination or harassment and tends to promote better relations with every member linked with the college. The management section of the report affirmed that the college has implemented a kind of whole organisation approach which ensures that the learners of the college are able to perform their roles in a secured and inspiring environment. The Ofsted report also stated that as the college is the biggest provider of Further Education (FE) programs in the United Kingdom, the managerial approach of the college might reflect or play a chief contributory part upon the position of FE in the ever changing arena of funding (Ealing, Hammersmith & West London College, n.d.). A Brief Description of Three External and Three Internal Factors External- Changing policies of British Government and UK Border Agency (UKBA), rapid emergence of Information Technology (IT) and alterations in visa regulations for entry to international students. Internal- Interdepartmental competitiveness and lack of a unified delivery approach, standard hours of teaching and superior level of diversity in all classes. The aforementioned external as well as internal factors can impose significant impact upon the educational culture by a significant level. In this similar context, the external factor of changing policies of British Gov’ and UKBA can reduce the inflow of international students to the UK. The rapid emergence of IT might support the teachers to keep themselves with regular updates relating to current technologies. The alterations in visa regulations might affect the students coming to study in different colleges. The internal factor of interdepartmental competiveness along with lack of a unified delivery approach can negatively affect the organizational culture. Another internal factor of

Analyse the role of the Marriage Amendment Act 2002 (Commonwealth) in Essay

Analyse the role of the Marriage Amendment Act 2002 (Commonwealth) in attempting to adress the perceived social problems - Essay Example The marriage institution as a socially sanctioned union for procreation and child-rearing has been found in all societies, but in widely varying forms. Marriage is sometimes used to establish the legal father of a woman’s child and vice versa; gives the both partners control over the others sexual services, labor and property; establishes a joint fund of property for the benefit of children; establishes a relationship between the spouses. The most common type of marriage is treated as the union of one or more men with one or more women. Marriage is usually heterosexual and entails exclusive rights and duties of sexual performance. Prior to all the hoopla about marriage, the society has seemingly established certain norms and practices that govern the act of marriage. Laws are made to preserve marriage and the family as the basic unit of society. Such laws over the years have seen so many changes in order to adapt to the changing attitude in the society. Dissenting opinions hav e resulted to so many arguments that question the laws passed by each country and are equated as a restrictive measure in the marriage act to satirically portray a morally upright society. Yet in this current period of history when equal rights are commonly fought and granted by the governments, society has also substantially gained a relaxed observance towards the practices that prevailed 25 years ago in the marriage union. Times have changed and society has grown as a whole thereby certain laws are explored that allow equal treatment of rights and preferences as applied into the laws of marriage. However, religions have lobbied against a so-called break-up of the covenant that establishes an exclusive marital union in religion as recognized in modern society. Other celebrated unions that are beyond the religious were sometimes shunned in the last century. Our egalitarian government has given us given us the freedom to choose and practice of our own religion and allowed us to treat

Factors in Health Services Management

Factors in Health Services Management Members Joanne Tolentino Rosarie Ann Nicole Trespeces Karenne Melo Daisy Kumari Shrestha The ever changing health system poses challenges that require capacity and capability in attaining success. Managing a health care industry requires extensive knowledge, skills and positive attitude in order to run the organization effectively and efficiently. To have an in-depth understanding on operations management and organizational performance, in this paper equal rights in public health care, demographic data, epidemiological characteristics, public health, culture, sources of power, and political aspects of the organization will be discussed. Demographic, Epidemiological and social environment In the health care arena, the primary focus of the health professionals is to provide care for the sick and promote health and well-being to people. The constant challenge, however, is to give equal rights for them to have access to public health. Equal rights for people is almost the goal not of just a single organization, but of every nation for their locals. Thus, equality in the delivery of health services must be observed at all times that no one shall be deprived of access to public health, regardless of age, color, ethnicity, gender, or socioeconomic background. The surge of the influenza incidence in Auckland, New Zealand alarms Kiwi-Asian Persuasion Medical Center (KPMC) to take necessary actions. To prevent transmission or halt the health problem, KPMC not only prepares the skilled staff to provide but also reaches out to organizations to address the health problem. Although income or money plays a crucial part in determining the type of service a person affected with influenza or any health problem could afford, the (KPMC) aspires to provide holistic care with high consideration to health equality and Treaty of Waitangi. This means that the hospital practices free financial access to health services that each individual is entitled to receive holistic care. The health budget is generated from the New Zealand government or fund from the ministry of health. To ensure that equality is addressed, the hospital will conduct research works on how to bridge or close gaps in health and social inequalities. Hence, health policies and laws shall be formulated. Other alliances, non-profit organizations, and national and international organizations related to health will be requested to provide support to attain KPMC’s aspiration in providing equality in health through financial free services to all. According to Bonita and Kjellstrom (2006), epidemiology is that the study of the distribution and determinants of health related states or events in specified populations and the application of this study to the prevention and control of the health problems. The epidemiological data are employed to arrange and measure methods to prevent disease and as a guide to the management of the patients in whom illness has already developed. For the epidemiologic study various demographic data such as population, gender, age group, ethnicity categories are required. The main features of epidemiology is the assessment of the disease outcome in a risk of the population. The risk of population is the group of people, healthy or sick, population from different ethnic group, different age group, and a different gender. Hence, statistical data for epidemiological study and the primary source of demographic data can take from the census is much needed. New Zealand is derived from the national census, which is carried out every five years. Census encompasses information about variables, including age, gender, ethnicity, birthplace, occupation, accommodation, education, socioeconomic status, divorce, employment, long term illness etc. The analytical techniques applied to epidemiological data consist of general statistical approaches as well as special techniques that have been developed to fit the needs of particular epidemiologi cal study designs. While mathematical formula which may be used for statistical data, such as live birth, deaths, fetal deaths, marriages, migrates, health and disease etc, (Koch, 2015). According to World Health Organization (2015), conditions in which individual bears, nurture, live and work that impact an extensive variety of health, operating and life quality results are the social determinants of health. These conditions are formed by the delivery of financial, authority and properties at national and global levels. Resources that improve quality of life can have an important inspiration on population health outcomes such as safe and reasonable housing, education access, safety in public, healthy food availability, local and health emergency and environments free of life- threatening. Breakthrough reports on movements to expand health and reduce inequalities has been created by the World Health Organization (WHO). Social health inequalities that have impact on the spread of influenza in Auckland are health behaviors such as unhealthy diet and inactive lifestyle, social environment or social characteristic like low income, physical environment wherein where the individual lives and the living conditions and health services such as access to low quality health care or having no insurance coverage. These determinants of health also interact with and influence person behaviors too, and these also contributes in the development of social patterning of health, illness and disease. One and all has the right to achieve holistic health that is the reason why government and non- government organizations are combating and addressing those determinants of health. Cultural and Political Environment According to Root (2015), external environment of an organization is those factors which affect the outside of an organization’s ability to function smoothly. Among the five external general environment factors which affect the organization directly one of the most critical external factors is economic environment. According to Jorge (2014), this factor talks about the comprehensive of the nature of economic system of the country, business cycle, the socio economic infrastructure etc. Other external factors, including legal or ethical, political, technological and international factors that relate to the values, attitudes and concerns of the target people and their economic capabilities to afford the services. The political, ethical and legal environment related to the organizational laws and to meet the ethical or social responsibility standards to the communities Gupta (2009). Organizational Culture The Kiwi-Asian Persuasion Medical Center is a Christian, government-run institution committed to deliver high quality holistic care to the poor, sick and the dying. This institution strongly believe that every client, regardless of their ethnicity and culture, should feel comfortable, safe and secured just like home. Thus, Kiwi-Asian Persuasion Medical Center became known for its â€Å"feel-at-home† ambiance (Study, 2003). The hospital is painted with soft, vibrant colors to promote calmness. For a more relaxing place, lazy boy chairs are provided for both the visitors and the clients. All employees must greet every client coming in and out of the hospital with a warm smile. Though they are in a hospital, patients should feel the comfort of their own home. Also, the success of this organization is because of the core values that this institution upholds (Riley, 2014. Cultural diversity is one of the core values of the culture of this institution. The workforce want all clients to be treated like family despite cultural differences. Diversity should be respected and embrace within the workplace. Another core value of this institution is team spirit, working hand in hand in providing care to the clients. Thus, creating a positive relationship with colleagues and clients. Accountability for the actions, decisions and policies made when providing care for the patient. It is also very important to practice balance. Every employee shall maintain a healthy work-life balance to avoid poor performance. Lastly, excellence in providing the best quality health care service shall be upheld at all times. This is by inspiring moments of optimism in giving care in order to create value and make a difference in the lives of every client that is admitted in this institution (Wendy, 2013). By aligning the significance of these values with the employees, Kiwi-Asian Persuasion Medical Center has successfully created a strong organizational culture. Task external environment The task environment is closer to the organization and includes the sectors that conduct day-to-day transactions with the organization and directly influence its basic operations and performance (Daft, 2012). External task environment includes competitors, competitors, suppliers, and labour market. Customers are the people and organizations in the environment that acquire goods or services from the organizations. In the health care, patients are the customers of the hospital. The success of the organization largely depends on them since they are the recipient of care. The satisfaction of the patients mirror the performance of the employees and how the managers run the organization. Competitors are the organization in the same industry. They present challenges as they vie for customers in a marketplace with similar products or services (Houghton Mifflin Harcourt., 2014). In the health care, competitors are public health organizations like hospitals that provide similar health services. According to Gupta (2009), it is important to know all the competitors, their organizational size and skills pool, their competitive advantages, their marketing strategies, off shore development. The main point here is to maintain standards by observing quality assurance and keep customers despite the existence of similar organizations. Suppliers provide the raw materials the organizations produce its output (Daft, 2012). In health care, the needed resources are the hospital supplies and equipment used in the delivery of care. They affect the organization because of the dependency of the organization on the raw materials to provide adequate care. Thus, a good team up is necessary to receive high quality supplies at lower prices in order to save money while maintaining quality (Daft, 2012). Labor market as stated by Johnson (n.d.) refers to the people a company hires to fill its position. Employees in the hospital should be more than competent and with certain characteristics in order to maintain quality services and uphold global competitiveness. Those who are involved in direct patient care should be highly qualified, skilled or trained otherwise poor health services will be afforded to patients. This in turn would cause harm and danger to both the organization and the population of people being cared for. Sources of power According to Raven (2015), leadership management and power are relatively connected. Individuals have the tendency to obey people who are powerful. Leaders have different power for different reason. Power is the capability to influence the behavior of other individual with or without enforcing force by means of diverse strategies to make a necessary action. It is an instrument that can end up to either optimistic or pessimistic results in an institution. Power is a fundamental and unpreventable part in any institution. No leaders can be effective and competent starved of understanding and use of suitable power. There are two (2) types of power, the position power and the personal power. Under position power, includes legitimate power, reward power and coercive power. On the other hand, expert power and referent power falls under personal power (French, 2012). Legitimate power is often called positional power. This power originates from the position, role and status of an individual in an institution. It typically consist of formal authority. Reward power emanates from the capacity of an individual to deliberate treasured material rewards or produce added positive incentives. Incentives take account of increase salary, role promotion and positive commendations and appraisal. Coercive power is the capacity to impact individual by means of threat and giving of sanctions and negative penalties which encompasses of direct reprimand or suppression of anticipated rewards. Knowledge is a power. Expert power comes from an individual’s superior skills and knowledge in a certain area. Individuals who exert expert power is usually valued by the institution for their problem solving skills as they can accomplish critical responsibilities. Referent power comes from the capacity of a person to appeal individuals and form their reliability and fidelity. This power comes from appeal and charisma. According to B. Meadows (2011), all sources of power can be used in combination and people often have access to more than one power for the benefit and advancement of the institutions. Leaders use diverse power tactics to force other individual into desired actions and movements. For the KPMC, reward power will be highly employed as it tends to have an influence, impression and impact on the actions, behaviors and attitudes of the employees. Consequently, it will greatly motivate and inspire employees to be an effective and efficient part of the team and to work better as there will be a reward waiting. Rewards can be either tangible or intangible. Even simply openly or secretly admiring an employee for a task well done is deliberated as reward power and can be a valuable administration tool. By employing reward power in the institution, leaders can make an alteration from controlling and leading to modelling and impelling the growth and development of the employees by using reinforcing reward power. Opinions, ideas, decisions of leaders who exercise expert power are held in high regard by the employees; hence, greatly impact and affects their actions and behaviors. Good and Bad Political Aspects In all organizations, conflict and problems may arise due to competition or rival interests between groups and individuals (Mitchell, 2005). The tension brought about by diversity should be resolved through political means. However, politics has also its downside that can sometimes lead to the total destruction of the organization. Negative politics include the use of unethical tactics to regain power. One negative approach they use is backstabbing wherein a person pretends to be a friend but all the while talking about you in detrimental ways behind your back. An example of these is saying something bad about your friend to your other colleagues to destroy her reputation. Another approach is to embrace or demolish rivals in your organization who has suffered past hurts. It is when you fire people who do not favor the takeover. Next is stealing credit to people whom credit is due. Also, territorial games exist which involve competing for resources that gives power such as relationshi ps, authority and information. Good mouthing an employee to make them transferrable is also an unethical tactic. It usually happens when an unwanted employee is suddenly given an outstanding performance which makes her more marketable and more prone for a transfer. Another negative approach is putting a weak manager in place to help secure your position. It usually happens when a manager hires an incompetent assistant manager who is more unlikely to get a promotion. Continuous use of these unethical tactics may undermine organizational goals. However, by promoting good politics it channels away employees from using negative tactics. Some influential tactics use is leading by example. A manager must be a role model to her employees by being consistent with her words and actions. Next is using consultation to encourage employees for their ideas and opinions. Assertiveness as a positive tactic is also practiced. This refers to being straightforward with the person without violating their rights. Managers often use reasoning and logic as an influential tactic to get employees to follow their orders. Another is ingratiation wherein a person acts friendly when asking others for a favor. Lastly, exchange is also an approach for influencing employees by offering a barter with others. When these political tactics are used appropriately it can promote positive resolution to the tension rising in the organization (Mitchell, 2005). References Article Library. (2015). Types of Power in Leadership. Retrieved on March 28, 2015, from http://www.yourarticlelibrary.com/business-management/6-important-types-of-power-in-leadership/2560/ Bonita, R., Beaglehole,R., Kjellstrom, T. (2006). Basic epidemiology. Retrieved on March 26, 20015 from http://whqlibdoc.who.int/publications/2006/9241547073_eng.pdf Creative Vision Foundation. (n.d.). What is epidemiology? Retrieved on March 26, 2015 from http://www.bmj.com/about-bmj/resources-readers/publications/epidemiology-uninitiated/1-what-epidemiology Daft, R. (2012). Management 10th ed. USA: South-Western, Cengage Learning. Houghton Mifflin Harcourt. (2014). The External Environment. Retrieved on March 27, 2015 from http://www.cliffsnotes.com/more-subjects/principles-of-management/managerial-environments/the-external-environment Johnson, S. (n.d.). Five Components of an Organization’s External Environment. Retrieved March 29 from http://yourbusiness.azcentral.com/five-components-organizations-external-environment-8944.html Mind Tools. (2015). Five Forms of Power. Retrieved on March 28, 2015, from http://www.mindtools.com/pages/article/newLDR_56.htm Mitchell, R. (2005). Introduction to Organizational Politics. Retrieved on March 23, 2015, from www.csun.edu/~hfmgt001/politics.doc Riley, J. (2014). Organizational Culture- The Crucial Importance of Core Values. Retrieved on March 22, 2015, from http://beta.tutor2u.net/business/blog/organisational-culture-the-crucial-importance-of-core-values Root, G. (2015). Five Components of an Organization’s External Environment. Retrieved on March 28. 2015 from http://smallbusiness.chron.com/five-components-organizations-external-environment-17634.html Study. (2003). What is Organizational culture? Definition Characteristics. Retrieved on March 22, 2015, from http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html The Fast Track. (2011). Five Types of Power in Leadership. Retrieved on March 28, 2015, from http://quickbase.intuit.com/blog/2011/08/26/the-5-types-of-power-in-leadership/ Wendy. (2013). Company Core Values: Why to have them and How to define them. Retrieved on March 22, 2013, from http://blog.7geese.com/2013/03/12/benefits-of-having-core-values-and-how-to-set-them-in-your-organization/

The Sight Of Science :: essays research papers

The Sight of Science It is a truth universally acknowledged that he whose mind is ahead of his time and above that of his peers may not be understood by his fellow people and be subject to critisizm and persecution. Galilei Galileo, Francis Bacon, and Rene Descartes were among the first to break away from the conventional views of their times to find a place for science in a society and propose the way it should be practiced. All three authors agree on some points but differe markedly on others. Bacon insists on the importa nce of experimentation and relative uselessness of senses and experience, while Decartes thinks them imporatnt for understanding of nature. Galileo stresses the need for separation of science and religion, while Descartes deems the correctness of the method of scientific thought to be most important. Yet all three writers agree that natural science should be freed of the grip of theology and human ethics, what sets them apart from previous generations of scientists and thinkers. In his Discoveries, Bacon goes at great length to discuss the influence the prescientfic mode of thinking has had on generations of scientists, and tries to Descartes asserts that the mathematical method of examining the relationship between objects and expressing them in concise formulas, applied to the entire realm of knowledge, permits him to exercise his own reason to the best of his ability. Since nothing in philosophy is certain, it is evident that he must discover his own philosophical principles. Galileo's views on science and religion, as seen from his Letter to the Grand Dutchess Christina are very radical for his times. He suggests that physical sciences must be separated from theological studies because the goals of the two disicplines are totally different: theology is concerned with salvation of the soul, while the sciences are concerned with understanding of nature. He believes that the clergy apply faith where ther is none involved -- one cannot undersand nature just by quoting the Scripture because the nature, a fruit of God's infinite wisdom., defies the simple explanation men's feeble minds attempt to find in the Bible. To truly understand nature, one has apply the little of the reason that God has given to him and look "between the li nes" for the true meaning of the Bible. There are a number interpretations one can find because the Bible is often general and simplistic; Galileo suggests that the best way to find the true meaning is to disprove the false conclusions by finding contradicions in nature, as determined by accurate experiments rather than fervent meditation. It is a job of scientists to examine nature and it is

A heroic Act

It began to rain as he pitched the last mound of soil onto the boy's grave. He let the shovel slip from his hands and fall on the earth beneath his boots. Picking up the boy's bag which he had found with a clay jar that had been smashed into pieces near the boy, he looked at the contents and stared at them for a while, remembering what had occurred which seemed only moments ago†¦The boy’s name was Kaj. He was an orphan. His parents died at the hands of some forest bandits while delivering baby wolf skins to the Pronteran Marketplace. His father used to hunt for their meals, now only he was left to do the job for himself and his little sister, Chala.A small bag hung across the skinny lad’s shoulder as he walked across the forest clearing. He knelt by the river and opened his bag. A look of sadness showed on his face as he looked at what he would be bringing home for supper, a few small carrots he had found in a rabbit’s hole, some herbs he gathered from plant s, and an apple.He took out the only other item in the bag, a clay jar. He filled up the jar with water from the pool before bending down to take a drink himself. Carrying the jar in one hand while slipping the bag across the other hand’s shoulder, Kaj stood up and proceeded on his way. Preoccupied with his burden both on his hands and in his heart, the boy failed to notice a thin, dry piece of wood that was lying on his path.CRACK!The sound of the branch breaking beneath his bare foot was more audible than what would have been normal. It was a terrifying shout that commanded ancient powers into reality. As the old forest saying went, â€Å"It is bad luck to step on dead branches†.â€Å"The boy is not a match for you, as you are not one for me.† The knight’s voice was calm and stern, â€Å"Come on, I’ve been itching for a fight.†A burst of steam came out of each of the horned figure’s huge, ringed nostrils. With eyes of livid anger it raised its sight above the figure of the frightened child and looked straight in the eyes of the armored warrior on top of a heavily feathered PecoPeco.â€Å"You will die today, insolent meatling!† It growled ferociously, slapping the form of Kaj away with the back of its massive left hand to make room as he slowly walked towards Blueberry.As the distance between them shortened, the minorous charged at the knight. Blueberry stood defiant as the huge creature lunged at him with its great hammer. In a rush of anger and fury, the hammer smashed against the side of the knight, drawing a brief smile from the creature’s face which almost instantly changed to a look of fear and disbelief as it saw Blueberry’s great steel shield holding the blow of it’s hammer without so much as a dent.The sudden shock of the minorous prevented it from seeing its opponents other hand pierce a frost-tipped spear through the armor of its hide and passed its brutish heart. The knig ht’s weapon continued its assault, pushing through every sinew until its tip emerged from the creature’s back, burying the entire arm of its wielder with its shaft deep in minorous flesh.With the minorous hanging lifeless at the length of his ice pike, Blueberry withdrew his weapon from the creature, letting the brute fall heavily on the bloodstained grass. Pandora sat down at her master’s whim, as the knight’s free hand reached for the ring between the dead creature’s nostrils and pulled it out.Blueberry looked at the dull silvered piece of jewelry for an instant before throwing it at the direction of the still prostrate form of the boy.â€Å"You can stand up now. You might want to sell that thing in Prontera.† he called out.

Promotional Process for the Fire Department Essay

Promotion process is an activity that is conducted in a given frequency in order that individuals in the fire department will qualify for promotion and allow taking of the testing for these individuals. Most of the fire departments require that before an individual is promoted in the rank do an exam. Most of the professional fires fighting departments require professional qualifications like a bachelor’s degree. In order to qualify for a promotional process in the fire department, one may require to have been employed in a good length of time, training and certification to the subjects related to the fire fighting, and educational requirements. Such eligibility is communicated for example prior to the date of the beginning of the promotion process. Usually, the evaluation procedures will also be published and the scores communicated. The written examination and subjective evaluation are administered for a particular rank the promotion process includes administration of the examination and the evaluation, and posting of the scores and determination and posting of the seniority and ascertained merit scores. The passing score is the aggregate score for all the components tested or examined. The score may be announced prior to the date of promotion. The law may stipulate that the components of the written exam reflect the issues related to the duties to be performed in the rank expected for that examination. The appointing authority may appoint agents to administer the examinations, and will test a written exam based on the material which they identify and make available to the potential examinees at least 90 days before administration of the examination. Grading of this written exam is done at the examination site on then examination day after completion of the test in front of observers. If done offsite by an agent, the observers will be expected to observe sealing and shipping and the opening latter upon return from the agency. T6ehre are bases for awarding ascertained merits based on education and training, certification which may be published earlier on. Subjective evaluation may include an oral interview, tactical evaluation, performance evaluation, or other components based on the subjective evaluation of the person. Applicants will be notified of the component prior to application of it. The examinee may be assessed to determine their leadership, communication, interpersonal, incident command and judgment. Significance of Problem This paper will seek to discuss issues related to and answer the following questions related to the issues in the fire departments. †¢ Why is the test generated from an outside party with no fire dept. ties? If the department are fare enough should the agencies still be used and the necessity of it. †¢ Why is the cut-off grade not given until the test is completed? †¢ Why is the passing cut-off grade lower than normal academic requirements? †¢ Is the test politically based or is it set for all to succeed? Studying these issues would help one to know the effects of the tests and their impact. Research on these and related issues would reveal irregularities existing, and look for ways to mend the holes. Source Review Tests for promotion in the fire department involve written and evaluation test. In a writing test for uniform fire department personnel, bonus points are assigned so that a third of the group will receive a minimum of 75%. Except for the position of a fire captain where three quarter of the participants is allowed to achieve this. A passing score for the next evaluation is a 75% mark. A second written test would be conducted if only one or none passes since the requirement for further evaluation except for the only one that passes alone who has the chance to choose when to take the next evaluation. He may also stand with the previous mark or sit for another one. Some of the things that may be tested in an evaluation are cooperation, initiative, personal effectiveness, attitude towards others, use and delegation of authority, organization and planning, persuasive ability, training and utilization of the subordinates, integrity and loyalty on the part of the leadership ability. They may also require knowing the health and physical fitness of an individual which may entail scrutiny of frequency of accidents while at job, physical condition of the individual, sick leave activity, attendance and ability to perform all duties physically. According to Spielman (1996), firefighters were proposed to wait a minimum of five years before qualifying to take promotion examinations, and proposal by the Union Local 2 added that the seniority and education points be awarded in a weighted process which also factors in test scores and in-person interviews. The committee which recommended changes to the Chicago fire department and handed the report to the then, Mayor Darly, called for oral portions in exams to consist a greater percentage of testing knowledge, skills and abilities necessary to do the job . Irregularities in the tests The fire fighting departments has not been without complains. Cheating in the promotional examinations has been reported in the fire service for example in Boston, MA where cell phones were used by FFs to text answers to their friends; in Baltimore, MD where top scorers had questions from 2001 examinations that were reused and in Chicago, Illinois where FFs cheated on EMT training examination (Bellenger, & Dean). Thus their administration should be carefully checked to make sure that such incidences do not occur. Exams for promotion have also been dogged with issues of discrimination of people with their races. For example, in the 1990 exam, out of the 117 who qualified for promotion, there were only 17 black. In a memo to city officials in the 2000, the Madison Fire fighting Department was accused of being discriminatory and unfair by the city’s affirmative director, Kirbie Mack. The department, according to The Capital Times (Shepard, 2000) had promoted no person of color since 1996, out of a total of 47 people. The fire Chief Amesqua had argued that the reasons people of color had not been promoted to lieutenant position was because a few had applied and that seniority had placed them low on the list for selection. Data however had indicated that such low applications were real and in the then three recent promotional cycles, 14 people of color out of 150 had applied and three had failed to show up for the written exams while five failed it. Only six made it to the final position out of the 100. He latter in January 12, 2001 (Judith, 2001) denied this allegation that his department was discriminatory and unfair, and presented figures to show that the diversity in the department mirrored the larger community: the people of color made 9 % of Dane County’s population and 16 % of employees in the fire department. In the Chicago Fire Department , only less than 5% of the department in 1970s composed of the blacks and the Hispanics and the Justice Department sued the city; the case which was settled by the court orders requiring hiring and promotion of more minorities in the department. The city is said to have responded by stopping to hire for years (Judson Miner-an attorney representing the black fire fighters and the city’s corporation counsel in 1980s). There was a strike that followed and a contract to affirmative action was settled on till 45% were employees in the department. In 2004, according to out of the total of the uniformed department, about 31% represented the minorities. There are whites who have raised issues as being passed over in favor of the minority groups and view it as unfair. Wherever the truth lies, firefighters feel the heat when they go out and do their jobs. Causes and reduction of irregularities Irregularities may occur as a result of delayed time which could allow manipulation of the results to favor some candidates. The cut off grade is delayed so that there will be regulation of the number qualifying. If everybody was to qualify, then there would be a problem in choosing the person to occupy the position. Usually, the examination should be set free of political influence. There have been claims of bias towards some of the races who have been said to be discriminated against. Reduction of irregularities can be achieved by a careful selection of an unbiased agent to administer the test. The process should be as open as possible to avoid bias and arising of complains. If the tests are not conducted in an open way it is difficult to avoid problems and claims. Conclusion/Recommendations There are laws as discussed regarding promotion process in the fire department. Requirements include academic qualifications, work experience and personal abilities to do the job. All these can be proved when one passes examinations that are administered for promotion in the field. These include the written and evaluation tests. Cases that are received of allegations should be addressed a proper means sought to reduce such occurrences. There are issues that have been raised in the past concerning issues of promotion that needs to be addressed and a long lasting solution sought. Promotion process itself ought to be a fair, open and a clean process. The problem underlying could be as a result of the process itself; the delays and issues to do with the agents. The fire department must ensure that current stringent measures are put in place to allow only agents who qualify to standards administer the examinations so as to minimize cases of complains. Since affirmative actions have raised issues, they should be scrutinized and offered at an open way where everybody will understand and know. The process should be kept as open as possible. Reference Baker Bill. Policy 12-1 Promotion system for uniform fire department personnel. 1 March 2000. Fire Department. Retrieved from http://www. cityof. lawton. ok. us/CityCode/Administrative_Policies/Section_12/1. html on 9 October 2008. Bellenger, B. L. and Dean C. R. Cheating on promotional public safety examinations: Strategies for responding to a widespread test scrutiny compromise. Personnel Board of Jefferson County. PDF. Retrieved from www. ipmaac. org/conf/08/bellenger. pdf on 9 October 2008. Fire promotion assessment package. Fire & Police Selection Inc (FPSI). Retrieved from http://www. fpsi. com/fire_promotional. html on 9 October 2008. Jason Shepard. Bias Alleged in fire promotions. (Front). The Capital Times (Madison, WI). November 11, 2001. Judith Davidoff. Amesqua: No bias in promotions. (Local/State). The Capital Times (Madison, WI). January 12, 2001. Spielman Fran. Panel offers Fire Dept. promotion proposals. September 13, 1996. Chicago Times.

To Kill a Mockingbird story Essays

To Kill a Mockingbird story Essays To Kill a Mockingbird story Essay To Kill a Mockingbird story Essay Essay Topic: To Kill a Mockingbird To Kill a Mockingbird Journal Entries Project Steffanie Trout Hypocrisy An example of hypocrisy that really stood out in the book To Kill a Mockingbird was Mrs. Gates. In the beginning of the novel she told her class about the evil things Hitler is doing in to the Jews in Germany, then later Scout overhears her talking about Toms conviction and she says that the black folk in the community needed to be kept in their place. For this she is a hypocrite. She acts as though she believes in freedom and Justice, but when it comes to people of color she believes that they do not deserve any rights. Self-Control In To Kill a Mockingbird there are many situations that make me believe that Bob Ewell lacks self-control. He cannot keep a Job and tends to spend all his money on alcohol. He is a disgrace, drunkard, who even beats his children. Through my eyes and in my opinion, he is a perfect example of what some would call white trash. He has no morals, as well as being a liar. He accuses Tom Robinson of sexually assaulting his daughter, Mayella, when he knows that Tom is innocent. He spits in Attics Finchs face, and attacks Jem and Scout. When he attacked the children he had o idea that Arthur Radley would be there to come to their defense. Bob Ewell loses his life because of his lack of self-control. Courage I think that Mrs. Dubose showed true courage in the novel To Kill a Mockingbird because she can look at herself and recognize her flaws, then try to fix them. She is aaddicted to Morphine and decides that she wants to die free of her weakness. Through this she even went through withdraws that are difficult to survive Her head moved slowly from side to side. From time to time she would open her mouth wide, and I could see her tongue undulate faintly. Cords of saliva would collect on her lips; he would draw them in, and then open her mouth again. Her mouth seemed to have a private existence of its own. She accomplishes her goal, although she needed help from Jem. It takes true courage to be able to face and concur an addiction, such as drugs. Integrity Atticus Finch is one of the most honest and moral characters in the novel To Kill a Mockingbird. As a lawyer Atticus represents something that everyone working in the justice system should. He is fair, does not hold grudges, and can look at all situations from many points of view. Atticus Finch is the same in his house as he is on the ublic streets. and this is also how he acts in the courtroom. As a parent he teaches his children moral guidance. He is a man of his word and is full of respect. Atticus trles to 100K at everyone as an Inalvlaual, even tnose wno are outcasts to society H sees the good in everyone and is committed to making his children feel and act the same way. Confidence Jem Finch shows a lot of confidence in the novel To Kill a Mockingbird when it comes to his fathers Tom Robinson case. Jem does not fully understand the racisms that is going on around him because of his father keeping him protected from it since birth. This also explains why Atticus was nervous when the court case comes, as he knows Jem is going to be exposed to complex problems, one being racism. Jem knows that the case should be thrown out of the courtroom because, unlike the white Jury, Jem does not see color as a factor in the Judgment of a human being. Jem believes that the evidence presented in the case clearly demonstrates Tom Robinsons innocence, and he is correct in his views. Jem is confident and believes that Atticus is going to win and is very surprised and confused when his father loses the case.