Professional Practice in Early Years Settings Essay

1.1 Explain how the range of early years settings reflects the scope and purpose of the sector The range of Early Years Settings reflects on the requirements of parents and families for their children. Some parents want care for their children so that they can return to work, some may want to stay with their children while they socialise, some may want their children in a setting which offer services aimed at learning, whilst some may want their children to be in a home based environment and some families cannot afford to pay fees for provision. This is why the |Early Year’s sector has various forms of provision to meet the needs of families. Provision include Nurseries, child minders, pre-schools, crà ¨ches, children’s centres and parent and toddler groups. 2.1 Identify current policies, frameworks and influences on the early years There are various policies in place which each setting is required to follow. There are five basic policies of good practice, Equality and Diversity Rights and responsibilities Confidentiality Promote anti discrimination, effective communication. There is also the Childcare Act 2006 were Child minders and childcare providers registered on the Early Years Register must meet the legal requirements set out by this act. The legal requirements you must meet for the safeguarding and welfare and the learning and development of young children are set out in the Statutory Framework for the Early Years Foundation Stage. There is the EYFS Framework which was put into place to ensure every child is given the best possible start in life and to ensure every effort is made ensure a child has equal opportunities to learn in a safe and secure environment. There is also the Foundation Stage, The Birth to Three Matters Framewor k and the National Standards for Under 8s Daycare and Childminding, to which are replaced by the EYFS. There is also the Every Child Matters Framework. The education act introduced free childcare provisions for under-fives and since September 1st 2010 this rose from 12 and a half hours a week to 15 hours a week. 2.2 Explain the impact of current policies, frameworks and influences on the early years sector The purpose and impact of current policies, frameworks and influences on the Early Years sector is about connecting everyone  together as a whole. By having policies and frameworks in place it ensures the safety and welfare of the children. Children are now able to play, engage in and express themselves freely and are being heard. With all groups linked together, working with the same child will mean that the child will learn more effectively. Information is encouraged to be shared with the children and families. Whatever their backgrounds, all children and families are now given the access to affordable quality childcare. 2.3 Describe what is meant by evidence-based practice and give examples of how this has influenced work with children in their early years Evidence based practise is a setting which is influenced by objective evidence gained from research. Professional practices require you to keep up to date with researched findings and to consider how these can be applied to your own setting. An example of how research has influenced work with children is The Effective Provision of Pre-School Education (EPPE) which is a comprehensive report which investigated the effects of pre-school provision, its findings found that children who had attended early years provision were more likely to have better cognitive, social and behaviour skills when they started formal education than those who had no early years provision. EPPE also confirmed the value of early learning through ‘play’ especially from low-income families. Key Elements of effective practice (KEEP) is another example. This documen t emphasises that effective learning in children is dependent on secure relationships. Learning through play and forming secure relationships are both key elements to the EYFS. 4.1 Explain the importance of reviewing own practice as part of being an effective practitioner It is important to review your own practice to enable opportunities to evaluate and reflect on your own work. Reflecting on practice will help to see where changes need to be made and also note if errors have been made and how to rectify them and ensure the same errors are not repeated. To reflect on practice, as a setting you need to be able to provide constructive criticism, question actions and see whether what you are doing is working or whether there is room for improvement. Reflecting on your practise will help you to have a clearer picture of what you actually do within your work role and what is expected of you, and to ensure you are  meeting the required standards. 4.2 Undertake a reflective analysis of own practice Through working with 0-2 year olds it has provided me with opportunities and experience to acknowledge children’s needs by finding ways to communicate through body language. By having opportunities to extend by knowledge via different courses has allowed me to extend my knowledge. Although I have gained a great deal of experience with deal with behaviour and leaning to different forms of discipline, I would like to learn more and extend my knowledge and experience. 4.3 Develop strategies to deal with areas of difficulty and challenge encountered in professional practice in early years setting One of the main difficulties a setting comes across is how to deal with a child that may have difficulties with their behaviour, and how to approach the child’s parents. The first strategy would be to follow the setting’s policy on behaviour and monitor the situation. It may be necessary to approach the parent’s and try and work together. It may be useful to explain the settings policies and strategies to the child’s parents to enable them to carry out the same strategies at home.

NAB case study Essay

Question 1: List one strength and weakness for each cultural perspective described in this case study. There are numerous cultural perspectives that have been provided. Three major cultural perspectives have been identified, these include: the integration perspective, ambiguity perspective, as well as the differentiation perspective. The Strength of the cultural perspectives that is described in NAB: Cultural Change Program: Integration Perspective at NAB: this is the most widely applied cultural change perspective. It may be reflected in highly visible and tangible manner all through the organization. It should be noted that there has to be accord in the entire firm and it may be reflected via diverse mediums of organizations such as performance metrics and targets, informal and formal rules, business strategies, as well as management practices that govern traditions stories, together with manifestations. In the situation of NAB, business strategies were client- focused. For the creation of the visible manifestations of the firm’s desired culture, the priorities were observed within the mission, vision statements, as well as in the strategic objectives (Allaire and Firsirotu, 2006). Differentiation Perspective: It views culture to incorporate various cultures. Given that it is highly focused on the inconsistencies that are got at the center of culture, it provides organization the opportunity of correcting inconsistencies thorough having better culture. When the inconsistencies are recognized, a number of cultural initiators may be identified with the firm, both externally and internally (Deal and Kennedy, 2002). Ambiguity Perspective: The perspective, neither adheres to the differentiation nor the integration viewpoint of cultural perspective. On the contrary, it offers the suggestion that the  relationships that exist between cultural manifestations are not having highly effective clarity; rather, they are lacking clarity. With them, there is complete vagueness, as well as a contradiction. Individuals within any firm may have common values and views that they share with one another. However, on some values or views, they may differ. It is observed to be a highly realistic perspective concerning culture since it enables the workers to bring forward the issues that they are disagreeing with the line managers. When the issues are established, via the ambiguity perspective, various steps might be taken in order to resolve them. This will also ensure that the employees are satisfied. Besides, the employees will be involved in the organization’s culture (Denison, 2007). Weakness for the cultural perspectives that are mentioned within NAB: Cultural Change Program: The Integration Perspective: This perspective’s weakness is that when the integration perspective is having any trait that is unfavorable, it will be transferred everywhere within the organization since it is always present within the entire organization. In some cases, culture persists in manners that are invisible and which cannot be detected in the firm. This can also be very harmful (Denison, 2007). Differentiation perspective: through this perspective, various inconsistencies that lie at the culture’s focal point, both internally and externally can be identified. Its weakness is that culture is depicted to be a group of several manifestations that may be contradictory to one another (Denison, Cho, and Young, 2000). Ambiguity Perspective: with the ambiguity perspective, employees may agree on certain management issues. However, in other instances, they may pretend to be ignorant. In some cases, they might be completely indifferent. At the same time, they may oppose the entire managerial line. Therefore, the ambiguity perspective in organizations always brings various issues that may make the employees within the organization to be dissatisfied (Jain & Thomson, 2008). Question 2: Complete a force field analysis using Kurt Lewin’s change management model clearly illustrating the driving and restraining forces for change in a force field diagram. The Kurt Lewin’s Change Management Model Force Field Analysis (Lewin, 1951) ‘Force Field Analysis’ Model that was developed by Lewin Kurt is highly  beneficial in providing a description of the present performance level. Force Field Analysis is highly useful technique for decision-making. It helps organizations in making various decisions through the analysis of various forces that are for and against a given change. In addition, through it, organizations have the capacity to effectively communicate the reason that is behind the decisions that are made. It can be applied for two main purposes: deciding whether to proceed with the change; and also to enhance success chances through strengthening various forces that supports the change and also weakening various forces that are against the change (Lewin, 1951). In addition, Force Field Analysis refers to a tool that is applied in order to analyze systematically the various factors that are got within problems that are very complex. It always frames various problems in terms of pressures or the various factors supporting the status quo, as well as the pressures supporting change in the direction that is desired. A factor may be individuals, attitudes, resources, regulations, traditions, needs, values, desires among others. Being a change management tool, it plays a major role in helping in the identification of the various factors, which have to be monitored and addressed for change to be highly successful (Lewin, 1951). Procedure: Step 1: Definition of the Problem In this step, organizations determine the nature of their present situation which is not acceptable, and which requires modification. It is always very prudent to separate specific problem from the things, which are working very well (Maslen and Platts, 1994). Step 2: Definition of the Change Objective This stage entails the determination of the desired situation, which is worth working to attain. There is need for organizations to be very specific (Maslen and Platts, 1994). Step 3: Identification of the Driving Forces This stage entails the determination of the various pressures or factors which support change in the direction that is desired. It also entails determining the forces’ relative strengths. In addition, the driving forcesshould be placed on a chart on Force Field Analysis diagram in labeled arrows with the arrow’s length reflecting each force’s relative strength. It is also very prudent to determine the interrelationships between the various driving forces. Step 4: Identification of the Restraining Forces At this stage, it is very prudent to determine the pressures or factors which resist the change that is proposed. These forces should be represented in the diagram like the ones of the driving forces. The interrelationships between the restraining forces should also be determined (Maslen and Platts, 1994). Step 5: Development of a Comprehensive Change Strategy The diagram that is created in stage three, as well as stage four reflect the thing that can be referred to as a quasi-stationary equilibrium state. Though this is a state that is comparatively stable, movement may be attained through changing the various factors that are presently contributing to the equilibrium. It should be noted that change might occur due to a combination of any these: strengthening one of the various driving forces, as well as the addition of new driving forces, reducing or removing the restraining forces (Lewin, 1951). The Driving Forces are always positive reasonable, economical, reasonable, and conscious. On the other hand, the Restraining Forces are always negative emotional, social, unconscious, psychological, as well as emotional. When organizations are handling dealing with a change or when they are managing change or when they are reacting to given change, the two set of the forces ought to be considered. Lewin made the suggestion that to in order make change to be very easy, as well as long lasting the various forces that are working against the given change ought to be minimized instead of increasing the forces that are for the given change. He also made the suggestion that force modification will be beneficial in ensuring the maintenance of the status quo in a very easy manner instead of changing or instead of increasing the change forces (Thomas, 1985). The above steps can be reduced into three steps: Step 1: Unfreezing: in this step, the strength of the forces that are mandating the present equilibrium is reduced. Step 2: Moving: in this step,the new values of the organization, behaviors, as well as attitudes are developed. They are beneficial in helping to move the firm forward. Step 3: Refreezing: in this stage, when the changes have been made, the various forces ought to be stabilized. This is to ensure that a new equilibrium is maintained (Miner, 2007). However, in some cases, it is always criticized because when an organization is within an environment that is rapidly moving, it will not have the capacity to ‘refreeze’. In a case like that, refreezing will make the organization to be staid and stale. Lewin points out that Refreezing ought not to be viewed as a permanent phase, but a short term phase. In addition, it is highly significant for obtaining certain types of stability in organizations (Maslen and Platts, 1994). The arrow lengths are depicting the quantity of the forces. When a given change is implemented within an organization, the point of equilibrium is moved. For the movement of the equilibrium, driving forces must be increased or added. In addition, resistance forces ought to be reduced or removed (Thomas, 1985). On the contrary, when the driving forces are enhanced, the intensity of resistance will also be enhanced. Hence, it is always good to minimize the resistance. This may be done through the use of various techniques such as motivation, commitment, as well as involvement (Maslen and Platts, 1994). Question 3: which cultural change perspective was adopted by NAB during its change program? The Australian Prudential Regulatory Authority (APRA) has identified numerous limitations in the bank’s internal control framework. In addition, there has also been the claim that various cultural issues lay at the center of the collapse of NAB. In order to obtain an enhanced comprehension of the processes and construct of the entity, effective analysis of the culture through the application of symbolism should be done. On the contrary, analyzing culture through the application of symbolism always lacks measurement scale; hence, it does not offer a ready-made formula to be applied in order to mea sure change, analysis, as well as improvement. In addition, it is always believed that individuals do not have the capacity to manage the things that they do not have the capacity to comprehend. Therefore, this is the main reason as to why researchers, as well as practitioners must depend on the functionalist-integrative viewpoint of cultural change in order to get a much deeper insight into culture’s nature, as well as how culture may be managed effectively in order to attain  the goals that are desired. The present, as well as the former executives of the bank share the functionalist-integrative perspective of culture. This should form a basis for APRA and PriceWaterhouse Coopers (PwC) to carry out proper investigations into the official losses of the Banks Trading. Functionalist-integrative viewpoint of culture lays much emphasis on various factors that are found to be prevalent within the entire organization. On the contrary, there is likelihood that foreign currency trading room where losses were incurred by the bank was totally distinct subculture to the firm. This illustrates that trading room of the bank was existing as a subculture to the firm, something th at offers the suggestion that rogue traders always operate within functionalist-differentiation culture (Sorenson, 2002). However, as illustrated by Dellaportas, Cooper & Braica (2007), a research that is focused on the bank’s foreign currency options trading room is attempting to adopt the integration perspective; however, it is at a very low level analysis. However the differentiation perspective is established to be better in the analysis of the relationships that exists between several subcultures in the organization. The multiple subcultures point out inconsistent cultural manifestations rather than being focused on a given subculture. Hence, it is established that the functionalist-integrative viewpoint is highly applicable and effective in the analysis of the culture within a single organizational department given that is its highly applicable, as well as effective on an organizational-wide basis (Dellaportas, Cooper & Braica, (2007; Graetz, Rimmer, Lawrence and Smith, 2006). It should also be pointed out that integration viewpoint is highly opted by National Australian Bank during the change program. The steps that were taken by the firm in order to ensure cultural change include: Readjusting the major priorities in order to point out that National Australian Bank is an organization that is focused on the clients. Believing in making investments in its reputation, its people, as well as its culture Commencing to differentiate via its reputation and culture in order to ensure that their employees, customers, as well as the community benefits. Making visible manifestations of the culture via its visions, mission, as well as strategic objectives statements being reflected on whole portfolio of National Australian Bank group. Re-launching tangible change initiatives of National Australian Bank brand with an innovative, as  well as a fresh logo. Regaining the public’s confidence through launching the brand and lobo with the Melbourne Commonwealth gam es of the year 2006. The bank was the top sponsor. Focusing on various community developments ‘Developing various ‘team-oriented ‘ structures Question 4: what would be your future recommendations to the CEO or HR team at NAB? There are numerous things that need to be done by the bank’s CEO, HR team in order to ensure its success in the future. First, there is a need for the new leaders that are appointed by National Australian Bank to make conscious efforts in order to effectively implement cultural changes in a manner that is highly effective. They should not focus mainly on the process; however, they should lay much focus on the gravity of the issue (Fairbairn, 2005). Additionally, within the firm, there were no clear responsibilities, as well as accountabilities. There is a need for the management of the firm to ensure that this is seriously fixed in order to ensure that change is effectively implemented y the organization. Additionally, NAB is having a good news culture that ensures the prevention of bad news from arising. The issue is very serious since it is always good to adequately address bad news or problems in their nascent stage instead of waiting for them to be bigger. On the same note, NAB adheres to a Bureaucratic culture. It always tends to overcomplicate things. Therefore, through making a change, as well as enhancing the firm’s culture, there will be a positive difference. Generally, cultural changes always come along with very deep logic of personal commitment. The new CEO should view himself as the â€Å"Chief Ethics Officer† instead of a CEO (Trevino, Hartman and Brown, 2000). Being a Chef Ethics Officer, the CEO should convey strict and strong ethics message that will help the co-leaders. In addition, being a leader, the CEO should have the knowledge of his responsibilities and powers. When these recommendations are put into place by the leadership of NAB, they will have the capacity to address the issues in a highly systematic manner. In addition, they will have the capacity to overcome the crisis. In addition, they will have the capacity to restore their brand image. The firm should also portray itself to be more focused on their customers rather than on profits given that when they portray themselves to be profit centered, they will engage in various activities that are unethical. Cases study 2 Question 1 As pointed out by Child (2005), when determining if a team or a firm over- organized or under-organized, there are always strengths, as well as concerns which have to be taken into consideration. The strengths which should be looked into include: very high commitment to the firm, as well as its mission; norms of straightforwardness and honesty; smart, as well as articulate management; very high interest in learning, as well as growth; and general manager and founders as role-models (Bradford & Burke, 2005). In addition, various firms will always face constant struggles in order to shun the extremes of over-organizing and under-organizing. Every service provider always has a built-in inclination to get off balance organizationally on a single side or to another. The firms that are under-organized, their leaders always struggle mainly with efficiency: how things can be done. Because of inadequate organizing, organizational leaders always get it very hard to pull the correct â€Å"levers† and also to push the correct â€Å"buttons† in order to make the firms work (Bradford & Burke, 2005). Some of the various concerns which have to be looked into include individuals and systems failing to keep pace with the growth; lack of very clear structure, roles, as well as teamwork; lack of common direction, mission, as well as priorities; individuals are stretched to their limit; and the general manager and founders are both firm’s greatest strength, as well as the greatest weakness (DeKler, 2007). There are several other signs of under-organization. administrators and staff are not sure of the activities that they should delegate and thee individuals to whom they should delegate; organizational members are unsure where they can serve best and where they can â€Å"plug in†; huge expenditures in terms of time, as well as effort is needed in order to get various programs adopted, as well as implemented; work load is distributed unevenly —some leaders and members are overworked whereas others are entirely left out; Leaders are very slow to respond and to discern to the members’ needs; Members of the organization are faintly aware of the congregational goals yet they are not well informed regarding the daily activities; The firm experiences huge programs overlapping, as well as consequent effort duplication (Carter, 2004). A firm that is unbalanced by excess organization is always challenged by  effectiveness, the things that ought to be done. Over-organized firms have the capacity to move efficiently to make sure that various things are properly done. In addition, work is delegated smoothly, various job descriptions are effectively followed, and besides, committees deliberate (Schultz, D.P., Schultz, 2006). What are the implications for planning an OD intervention? In the case, intervention planning was required since no individual took responsibility for anything. In addition, they had no structures or guidelines to follow in their work to the latter. Ben and Jerry needed to make it a family and fun work environment. To do this, they did not have the means to put authority in to force. When things got broken, no person could man up to take responsibility for the actions. Had Ben and Jerry ensured that there was authority over fun, it could have made the firm to avid this. If authority was replaced with friendship, they could have avoided the scenario. Is team building a good way to launch an OD effort in this case? Other approaches? Other than team building, several other approaches can be adopted by the firm. Among the various interventions that can be taken into consideration include: Organization Confrontation Meeting: through this change technique, the members of the organization will be mobilized in order to identify various problems, set various action targets, besides commencing to work on various problems. In the case, it will most likely represent numerous meetings between the feuding groups within the organization. On the contrary, the data from the case offers the suggestion that the firm is not prepared for this kind of intervention (Murray, 2005). Inter-group relations: The interventions are specifically designed to enhance interactions between diverse groups, as well as departments within organizations. Microcosm group intervention entails a very small group of individuals whose backgrounds is closely matching the problems of the organization that are being looked into. Inter-group conflict model generally entails a consultant aiding two groups to comprehend the origin of their conflict besides choosing highly relevant solutions (Western, 2010). The various issues that face the firm are highly visible along alignment lines, focus, as well as leadership instead of a true conflict. Large-group Interventions: The interventions entails gathering several stakeholders into  a big meeting in order to clarify significant values; develop fresh working ways; to articulate a fresh organizational vision and also to provide solutions to various pressing problems of the organization. This appears like a very viable option majorly after a team building with some of the top team management. Trying this intervention prior to team building will have similar problems to confrontation meeting. It should be noted that OD is not a science, which may be placed into concise prescriptive. Ben & Jerry experienced issues that affected the entire organization. The firm’s board was not fully prepared to tackle its own issues. In addition, they become united in order to offer the leadership which was needed by the rest of the firm. Therefore, the starting point was the managers. The outdoor methods applied in this case may be effective activities for teambuilding. The other optio n applicable for the firm could have been intervention with the founders and the board and confronting them for lack of leadership, as well as their incapacity to effectively handle their own issues. What next steps would you recommend? After the formation of the management team and its alignment with the founders and the board, there is a splendid opportunity of getting other individuals within the organization to be aligned with the management. In addition, they should be involved in the newly established goals. When the system is highly organized around certain goals, as well as missions, all individuals within the organization will work on the bigger issues. The innovative feature of the firm, as well as the level of commitment of the workers suggests the readiness for a large group involvement to take organization to better levels. References Allaire, Y. and M. Firsirotu (2006), â€Å"Theories of Organizational Culture,† Organization Studies, 5, 193-226. Bradford, D.L. & Burke, W.W. eds, (2005). Organization Development. San Francisco: Pfeiffer. Bradford, D.L. & Burke, W.W.(eds), (2005), Reinventing Organization Development. San Francisco: Pfeiffer. Carter, L.L. (2004), Best Practices in Leadership Development and Organization Change, Jossey Bass, ISBN 0-7879-7625-3 Child, J. (2005). ‘Organization Contemporary Principles and Practice’,292. Blackwell Publishing. Deal, T. E. and A. A. Kennedy (2002), Corporate Cultures: The Rites and Rituals of Corporate Life, Reading, Mass.: Addison-Wesley Publishing Co. DeKler, M. (2007). Healing emotional trauma in organizations: An O.D. Framework and case study. Organizational Development Journal, 25(2), 49-56. Denison, D. R. (2007), â€Å"Bringing Corporate Culture to the Bottom Line†, Organizational Dynamics, 13, 2, 4-22. Dellaportas, S.,Cooper, B. J. & Braica, P. (2007). ‘Leadership, culture and employee deceit: the case of the National Australia Bank’, Corporate Governance, 15:6: 1442- 52. Denison, D. R. (2007), Corporate Culture and Organizational Effectiveness, New York: Wiley. Denison, D. R., H. J. Cho, and J. Young, (2000), Diagnosing Organizational Culture: Validating a Model and Method, Working Paper, International Institute for Management Development, Lausanne, Switzerland. Fairbairn, U. (2005). ‘HR as a strategic partner: culture change as an American Express case study’, Human Resource Management, 44:1: 79-84. Graetz, F., Rimmer, M., Lawrence, A. and Smith, A. (2006). Managing Organisational Change, 2nd edn (Brisbane: John Wiley & Sons Australia, Ltd Jain, A. & Thomson, D. (2008). ‘Corporate governance, board responsibilities, and financial performance: the National Bank of Australia’, Corporate Ownership and Control, 6:2: 99- 113. Lewin K. (1951) ‘Field Theory in Social Science’, Harper and Row, New York. Murray, R. (2005). Theory of integral complex organization. In Richardson, K.A. (Ed.), Managing organizational complexity: Philosophy, theory and application (pp. 217-35). Greenwich, CT: Information Age Publishing. Maslen R., Platts K.W. (1994) ‘Force Field Analysis: A Technique to Help SMEs Realise their Intended Manufacturing Strategy’, in Operations Strategy and Performance, 1st European Operations Management Association Conference, University of Cambridge, June, pp.587-588. Sorenson, J. B. (2002). ‘The strength of corporate culture and reliability of firm performance’, Administrative Science Quarterly, 47: 70- 91. Schultz, D.P., Schultz, S.E. (2006) Psychology and work today: and introduction to industrial and organizational psychology (9th ed.) Upper Saddle River, NY: Prentice Hall p262. ISBN 0-13-193212-8 Thomas J. (1985) ‘Force Field Analysis: A New Way to Evaluate Your Strategy’, Long Range Planning, Vol. 18, No. 6, pp. 54-59. Western, S. (2010), What do we mean by Organizational Development, Krakow: Krakow: Advisio Press

10 Power Packed Sports Quotes Inspires You to Test Your Limits

Many sporting legends have climbed the ladder of success after going through a lifetime of hardships. Lack of facilities, lack of money, and physical deformities are just a few of the obstacles. By sheer grit and hard work, they ploughed through difficult times. Sometimes they went without food. At other times, they had no roof above their heads. Here are my top 4 favorite sports icons that made a difference to the world. They continue to be the source of inspiration, not just for excellence in sports, but also for their tenacity that helped them overcome their hardships. Read these motivational sports quotes from the best players in the world. 1. PeleIconic Brazilian soccer star Pele, one of the greatest soccer legends, grew up in poverty in Sao Paulo. To augment family income, Pele performed odd jobs such as polishing shoes or working as a servant in tea stalls. A sock stuffed with rags would serve as his soccer ball. Pele went on to become one of the greatest soccer players. Success was sweet, but it was not without struggle. Some of my favorite Pele quotes are: Enthusiasm is everything. It must be taut and vibrating like a guitar string.A penalty is a cowardly way to score.Everything on earth is a game. A passing thing. We all end up dead. We all end up the same, don’t we?Success is no accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do. 2. Usain BoltLightning fast sprinter Usain Bolt is from Jamaica -- a country that is among the poorest in the world. Growing up, Bolt had to face hardships like most children in his village. Resources were scarce. Though many athletes came from the tiny village of Trelawny Parish, the tracks were grassy patches, and shoes non-descript. Street lights were few and far between. Running water ran dry frequently. Arguably the fastest man in the world, Usain Bolt is the king of the running track, the first man in Olympic history to win both the 100-meter and 200-meter races in record timing. Usain Bolts meteoric rise to fame came from small beginnings.   Here are some brilliant gems of inspiration from a man of humble origins. A lot of legends, a lot of people, have come before me. But this is my time.I dont think limits.It was not perfect but Im very happy. It could have been better, but Im now looking forward to my second race of the season.Worrying gets you nowhere. If you turn up worrying about how youre going to perform, youve already lost. Train hard, turn up, run your best and the rest will take care of itself.I told you all I was going to be No. 1, and I did just that. 3. Michael PhelpsSwimming superstar Michael Phelps was not a fish born in water. At 7 years of age, Phelps was diagnosed with Attention Deficit Hyperactivity Disorder. ADHD results in impulsive behavior, constant fidgeting, and a lack of focus on anything for a prolonged period. Phelps needed a release for his hyperactive energy, and swimming was his liberation. 15 year old Michael Phelps went on to become the youngest American male swimmer in 68 years to compete at the Olympic Games. With 22 Olympic gold medals, Michael Phelps is one of the highest grossers of Olympics gold.   Some of my favorite Michael Phelps quotes: You cant put a limit on anything. The more you dream, the farther you get.If you want to be the best, you have to do things that other people arent willing to do.And, you know, being able to wear the stars and stripes, when you step up on one of the blocks or, you know, when you step off of an airplane or when you hear the national anthem play, you know, its one of the greatest feelings in the world because you know that there are people at home who are supporting you and watching you.I think goals should never be easy, they should force you to work, even if they are uncomfortable at the time.I want to be able to look back and say, ‘I’ve done everything I can, and I was successful.’ I don’t want to look back and say I should have done this or that.So many people along the way, whatever it is you aspire to do, will tell you it can’t be done. But all it takes is imagination. You dream. You plan. You reach. 4. Michael JordanWas Michael Jordan blessed with the physical attributes that make a basketball legend? On the contrary, Jordan had trouble making it to the school varsity team. Imagine what would happen if Michael Jordan had just given up and walked away? Today, we regard Michael Jordan as the greatest basketball player of all time. But every oak tree started out as an acorn. Michael Jordan did too. The following quotes by Michael Jordan will inspire you: I can accept failure; everyone fails at something. But I cant accept not trying.Obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.If you quit once it becomes a habit. Never quit!Ive failed over and over and over again in my life and that is why I succeed.What is love? Love is playing every game as if its your last!If you accept the expectations of others, especially negative ones, then you never will change the outcome.

Work Redesign Eight Obstacles and Opportunities

WORK REDESIGN: EIGHT OBSTACLES AND OPPORTUNITIES M I C H A E L A . C A M P I O N , T R O Y V. M U M F O R D , F R E D E R I C K P. M O R G E S O N , A N D JENNIFER D. NAHRGANG Successful work-design initiatives must overcome many obstacles in order to have their intended impact. This article outlines eight obstacles to work redesign: (1) influences on multiple outcomes, (2) trade-offs between different approaches, (3) difficulty in choosing appropriate units of analysis, (4) difficulty in predicting the nature of the job, (5) complications from individual differences, (6) job enlargement occurring without job enrichment, (7) creating new jobs as part of growth or downsizing, and (8) differences between longterm and short-term effects.†¦show more content†¦Several challenges, or obstacles, remain, however, for practitioners attempting to implement work-design changes. These challenges emerge for diverse reasons, such as conflicting constituent needs, the complexity of organizations, and the practical realities of the workplace. For example, work designed according to mechanistically oriented principles will be radically different from work designed according to motivationally oriented principles. The seemingly irreconcilable trade-offs between the two approaches represent an obstacle to research and practice because they suggest a dichotomy: work can be either efficient or satisfying. The purpose of this article is to improve understanding of these eight obstacles and to provide direction for managing them. As these obstacles are formidable and defy simple solutions, it is not our intention to completely solve each of them. Rather, we hope to clarify sufficiently the issues involved and to aid practitioners in making informed and rational work-design decisions that complement their particular situation. Obstacle #1: Work Design Influences Multiple Outcomes The first obstacle lies in recognizing that work design influences multiple outcomes. In fact, different scientific disciplines have produced several distinct approaches to job design and research. Further complicating matters is that each approach hasShow MoreRelatedThe Models Of Change And The Steps Of Kotter s Change Model Essay937 Words   |  4 Pagesfor change to be successful. John Kotter s model of change consist of eight principles of managing change. 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The Impact Of Divorce On Children S Emotion - 844 Words

Running head: THE IMPACT OF DIVORCE ON CHILDREN’S EMOTION The Impact of Divorce on Children Emotion Lateefah Abiri Houston community College (Alief) ACKNOWLEDGEMENT This research paper is made actualized through the support from everyone that include my family, teacher, classmates, HCCS-Alief Library staff and the hardworking men and women that devote their time to changing mankind through research and dissemination. Especially, please allow me to dedicate my acknowledgment the class professor (Dr. ) and my classmates that put made the classroom learning environment easier for me. I also thank my husband and the writing center staff who proof read my paper and offered invaluable detailed advices on grammar, organization, and the theme of the paper. Finally, I sincerely thank to my family, and friends, who provide the advice and financial support. The product of this research paper would not be possible without all of them Abstract The research paper reviews the impact of parental divorce on their children emotion development. In the first part of the paper, the author provided background information of on the meaning of divorce and possible factors that cause or contribute to divorce. Additionally, the author provided the literatures that provided supportive that are supportive and contrary view to the main aim of the research paper. The final section provide conclusive summary of the main findings of the research topic.Show MoreRelatedDivorce And The Effects On Children1315 Words   |  6 Pages The Increase of Marital Conflict in Divorce and the Effects on Children The question continues to be asked, â€Å"Is divorce harmful for children?† Everyone wants their children to be happy; however how does one decide when to choose their own happiness over their child’s? 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Use this outline Essay Example For Students

Use this outline Essay When you are done, upload your completed Word document so that it can be checked. I. Historical Context Cultural Influences A. The Monarchy and the Church (p. 287-88) Writers found their fate and influence due to political shifts. Writers like Sir Thomas More were put to death because their views did not align with the present ruler. In 1485 Henry Tudor married his son to Catherine of Spain for alliance, he died but his brother then married her. During protestant reformation Henry Vics people became angry with the church, and German monk Martin Luther spoke out (95 theses). B. The Elizabethan Era (p. 288) Elizabeth l, prove to be great ruler. Sent Sir Francis Drake across globe, and Sir Walter Raleigh tried to put colony in Virginia. Greatest feat is defeating the Spanish Armada. C. The Rise of the Stuart and The Defeat of the Monarchy (p. 289) After death of Elizabeth, James I took throne (Scotland). This angered Catholics after his support of Church of England. Charles I took over in 1625 and relations with Puritans worsened, also after he dismissed Parliament. This put England into civil war. Oliver Cromwell and puritans defeated Royalists. Puritans made a commonwealth. Big set back. Once Charles II came back from exile to assume the throne restoration began. D. The Renaissance (p. 290) spread throughout Europe. Life on Earth began to hold more energy and interest than thoughts of afterlife and religion. A renaissance man was a well rounded man who did the best he could with his or her talents. This was the time of Shakespeare, Galileo, and other creative people who invented and developed things to cultivate mime period. Such as compass, printing press, and things like that. People began to explore life on earth and began to question many important things. Theatre was huge during this time, and King James Bible was made. The time period concluded 1660 II. Renaissance Literature A. Pastoral Poems and Sonnets (p. 291) Energy became vibrant in literature. Sir Phillip Sidney, Sir Walter Raleigh and Edmond Spencer all put forth great literature. A pastoral poem is one that represents an idealized manner of shepherd life. Literature of Nature also emerged heavily. B. Shakespearean Drama (up. 2-93) Shakespeare contributed so much to drama and literature during time period. Mystery, mystical and morality plays developed greatly. Interludes and Latin and Greek dramas. He contributed tragedys and Comedies that to this day are famous. Also satires. His plays displayed many events and stories throughout history C. The Rise of Humanism (up. 294-95)

The Roots of Religious and Social Opposition between Catholicism and Pentecostalism

The question of opposition between religions is rather controversial because religions are based on the system of beliefs which are associated with the human spirituality, but not with any rationales and efforts to achieve the definite goal. In reality, religions in their association with such institutions as churches have more similarities with the market brands than with the aspects of the people’s spirituality.Advertising We will write a custom essay sample on The Roots of Religious and Social Opposition between Catholicism and Pentecostalism specifically for you for only $16.05 $11/page Learn More From this point, modern churches compete within the market of the people’s beliefs, and this statement is not a metaphor because the victory in the competition guarantees the progress of the church not only in the religious sphere but also in the social and economic fields. Today, churches are closely connected with the social aspects of the p eople’s life within communities. As a result, it is possible to speak about ‘winners’ and ‘losers’ of the religious competition. This idea is discussed in detail in the book The Churching of America, 1776-2005: Winners and Losers in Our Religious Economy written by Finke and Stark. According to the authors, traditional religions or mainline denominations lost their positions when upstart sects developed in the field as ‘winners’ (Finke Stark, 2005). Although Catholicism is one of the largest and most popular religions in the USA, it is losing its position because of conservative ideals and norms which cannot be relaxed immediately with the help of definite reforms; on the contrary, Pentecostalism develops and attracts more followers because of the orientation to the people’s interests. In spite of the popularity with the public and a great number of followers, Catholicism in the USA can be referred as the ‘loser’ in the rivalry of religions and churches which become â€Å"competitive organizations prepared to seek souls† (Finke Stark, 2005, p. 75). Catholicism can be discussed to be effective as the traditional religion oriented to help people save their souls. As a result, the principles and strategies of Catholicism are ineffective to compete within the church market. In their work, Finke and Stark explain the causes for the decline of those religions which were popular during a long period of time as, for instance, Catholicism which was the first religion spread by the Europeans at the American territories. The authors state that the mainline denominations â€Å"were failing to offer credible religion †¦ they had become so accommodated to the secular culture that people could no longer satisfy their need for the sacred by attending services† (Finke Stark, 2005, p. 245). On the one hand, Catholicism remains to be one of the largest religions in the country, and it is a co ntroversial point to speak about its decline.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, the Catholic Church in the USA undergoes a lot of transformations and reforms associated with the necessities to respond to the social changes or people’s vision in relation to the religion’s function. Today, Catholicism is not stable, and many new currents appear along with the significant assimilation of the church within the society. It is possible to speak about these factors as contributing to the religion’s progress, but Catholicism in its pure form is declining. Catholicism is based on the strict developed doctrine, and much attention is paid to the church’s organization. The main focus is on stability and tradition. Finke and Stark state that these features are characteristic for the mainline denominations, and the concentration on these aspects is the first step toward the decline because present-day energetic sects have more chances to become popular with the public. The problem is in the fact that many sects are at risk of declining when they become the mainline churches (Finke Stark, 2005). The Catholic Church operates the beliefs and norms which are shared by the significant part of the American population because it focuses on the human dignity and moral principles which are valued within society. Nevertheless, Catholicism is characterized by the definite features which are discussed by the public as too conservative. During a long period of time, the services in the Catholic Church were strictly organized and regulated, and priests’ speeches were performed in Latin. These aspects were reformed later in order to meet the interests of the religious communities. However, there are a lot of aspects associated with the religious and moral principles which are rather difficult to follow in the modern society. For instance, Catholics are against abortion, euthanasia, and death penalty which are supported in the modern American society by a lot of people (Ahlstrom, 2004). Focusing on the ideals of the human dignity, moral fairness, and family life, Catholics may be challenged by the realities of the American society. Today, many people join the definite religion in order to receive the support. From this point, Catholicism provides more limitations than support (Corbett Hemeyer, 1997). As a result, people are inclined to choose the modern sects according to their interests and principles. The Catholic Church does not provide the effective ‘promotion’ for the organization and religion in general. Thus, people choose to follow the religious movements which organizational principles are correlated with the rules typical for the market or which are more close to the aspects of the social life.Advertising We will write a custom essay sample on The Roots of Religious and Social Op position between Catholicism and Pentecostalism specifically for you for only $16.05 $11/page Learn More The next important factor is the ‘market value’ of the church. According to Finke and Stark, â€Å"the high membership costs and clear group boundaries produce these collective goods by example and exclusion† (Finke Stark, 2005, p. 250). People need to feel the exclusion of their church and community. Following the market patterns, the cheapness of the services, including the religious services, can provoke questions about their reliability. Pentecostalism in the USA is the religious movement which developed from the sect, and it can be discussed today as one of the ‘winners’ in the religious market. Pentecostalism differs from Catholicism not only in the aspects of the religious vision because the followers of Pentecostalism emphasize the role of the Holy Spirit but also in the approaches of organizing the public’ s meetings. According to Hemeyer, â€Å"the experience of highly emotional worship and religious ecstasy is the foundation of Pentecostalism† (Hemeyer, 2010, p. 198). The followers of Pentecostalism are not afraid to demonstrate their emotions because their religion is the way to understand their role in this life and society. Pentecostals believe that their actions are directed by the God with references to the Holy Spirit. From this point, it is important to listen to oneself and follow the inner intentions. The religious vision is studied through experience, but not through much consideration. Focusing on these few details, it is possible to state that Pentecostalism can be more effective in the modern society than Catholicism because of the connection with the people’s contemporary approaches to organizing their life. Thus, it is possible to determine two main factors which can explain the decline of the mainline denominations and popularity of the new churches not during a long historic period, but today. Modern people are used to think according to the market and business categories, and their life is more dynamic than it was earlier. From this perspective, it is not enough today to declare religious norms and interpret the Bible in order to treat the soul. It is more effective today to state the value of the religion with references to the membership costs. Moreover, the Bible should be interpreted in relation to the public’s interests because joining the definite church, people seek for achieving the certain purpose. In modern churches, God as well as priests is closer to followers (Hemeyer, 2010). The main belief shared by Pentecostals is that the Holy Spirit can contact them even physically and provide with the definite knowledge. God is close to believers and can be felt with references to experience provided. That is why, action is necessary during the worship. Hemeyer states that â€Å"Pentecostal worship is emotional and ent husiastic† and it is based on the energetic action which is associated with experience (Hemeyer, 2010, p. 204).Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Pentecostals feel that they belong to the community which is directly ruled by God. The choice of Pentecostalism as the religion to follow is based on the decision of a believer to follow God’s will and share the knowledge provided by the Holy Spirit. Adult baptism supports the idea of the conscious choice. The upstart sects became the leading religious movements in the USA because they connect the idea of innovation with spirituality. In spite of the fact Finke and Stark’s argument is rather controversial and provocative, it is correlated with the modern social tendencies. The number of people who join the church in the USA increases each year. Is this the reason to speak about the growth of the public’s spirituality? It is possible to state that people need concentration on their spiritual life and morality, but the real causes for the process can be more ordinary. People join the church because the modern church satisfies the needs of the community in relatio n to the spiritual and social life (Ahlstrom, 2004). Furthermore, modern churches are more flexible in their doctrines and principles as any other contemporary institutions. Catholicism is grounded on stability, and it is rather difficult for this religion to reform the basic norms and services to respond to the modern people’s needs (Corbett Hemeyer, 1997). The life changes and those churches succeed which can change along with the followers to meet their interests. From this point, it is possible to speak about a lot of similarities of religions with market brands which develop according to the rules of the market economy. The opposition of Catholicism and Pentecostalism can be discussed as the opposition of the outdated and new approaches to regulating the spirituality of the public. Although Catholicism is followed by a lot of believers, it cannot compete effectively in comparison with Pentecostalism because the strategy of attracting new followers is not correlated with the modern tendencies. It is inappropriate to speak about the decline of spirituality in the US society. People need to join the church and become closer to God, but they are inclined to choose churches which ideals are more understandable for them. References Ahlstrom, S. (2004). A religious history of the American people. USA: Yale University Press. Corbett, J. M., Hemeyer, J. C. (1997). Religion in America. USA: Prentice Hall. Finke, R., Stark, R. (2005). The churching of America, 1776-2005: Winners and losers in our religious economy. USA: Rutgers University Press. Hemeyer, J. C. (2010). Religion in America. USA: Prentice Hall. This essay on The Roots of Religious and Social Opposition between Catholicism and Pentecostalism was written and submitted by user Moira MacTaggert to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.