Computer Based Nutrition Education Program In Pakistan

The present survey was typical in three facets. For the first clip, computer-based nutrition instruction intercession was applied and evaluated in the Pakistan primary school scene. Second, the acceptableness of the computer-based nutrition instruction plan in a Pakistan context was explored. Third, the comparing of the present survey informations with informations of Vienna survey was carried out. In the instance of the first facet, the survey successfully demonstrated that the kids could larn nutrition constructs and healthy eating wonts in a lively and interesting environment. As respects the 2nd facet, the survey found that the kids and instructors were both positive and receptive to the computer-based nutrition instruction intercession. However, important barriers were identified that negatively impact the acceptableness of computer-based instruction, therefore finally, impacting its pertinence in the Pakistani primary schools. In instance of the 3rd facet, the comparative analysis helped to construe farther the survey consequences in the broader planetary context. Since, in the present survey the nutrition cognition increased in both groups, this implies that usage of computing machine based nutrition instruction did non confabulate any extra advantage in the acquisition of nutrition constructs. Children do non like being inactive scholars. Rather, they learn through active engagement in the acquisition procedure. The intercession presented the nutrition constructs in concrete signifiers and through motivation and ambitious activities, which ensured the kids ‘s active engagement. In the visible radiation of this consequence, it can be justly inferred that irrespective of the bringing manner, originative, actuating and age appropriate nutrition instruction programmes can ease the acquisition of womb-to-tomb nutrition constructs and healthy feeding wonts. Such acquisition has more possible to be efficaciously translated into pattern. As nutrition constructs are abstract and kids at the concrete operational phase happen them difficult to grok, set uping advanced and originative methods to learn kids about healthy feeding wonts are important. Matheson and Spangler ( 2001 ) in a reappraisal of 30 nutrition academic course of study suggest that half of the plans incorporated the component of wonder and challenge to convey the nutrition content. The consequence of present survey supports the determination that usage of originative methods increases kids ‘s ability to larn and hold on nutrition constructs efficaciously and easy and are consistent with the research. ( DiSogra, L. , Reger, B, 2002 ) Low nutrition position of Pakistani kids is richly documented in literature. However, it is barren of any reference about the nutrition cognition of these kids. The present survey fills this spread by supplying informations about the bing degree of nutrition cognition of kids in Pakistan. It provides grounds that nutrition cognition of Pakistani kids is really low. Furthermore, it demonstrates that this country can be successfully targeted and alteration can be achieved with comparatively few extra resources. Besides the fact that the present survey was unable in set uping any extra acquisition advantage of computer-based nutrition instruction, it demonstrated that kids were really receptive towards utilizing the computing machines as a learning device. They regarded acquisition of nutrition constructs through computing machines as interesting and entertaining. Generally, in Pakistan, ‘learning to run computing machines ‘ is considered the chief intent of incorporating computing machines in schools. A valuable result of the present survey is hence making off with the bing impression and replacing it with the thought ‘learning through computing machines ‘ alternatively. In this regard, the usage of computing machine as a medium of acquisition was new to the kids. As ascertained and discussed during the focal point group treatments, they faced some troubles utilizing computing machines on their ain. The success of computer-based instruction is non dependent upon the quality or measure of the engineering but instead upon the scholar ‘s attitude and preparedness to utilize it. The present universe is the universe of engineering and there is demand to develop kids ‘s competency in computing machine related engineering. Provision of instruction stuff through computing machines may function a double intent – sweetening of larning in the peculiar topic every bit good as competency in the usage of computing machine engineering. As discussed in focal point group, although pupil instructors had some basic computing machine accomplishments, they were non really comfy utilizing computing machines as a instruction tool. This indicated their deficiency of computing machine efficaciousness. However, during the intercession, they realized the potency of computing machines as a instruction tool and showed willingness to utilize computing machines in their instruction. Considering, their deficiency of computing machine efficiency implies that in order to incorporate computing machines successfully in the Pakistani instruction system, instructors must acknowledge the importance of runing computing machines. Furthermore, they should familiarise themselves with computing machines as a instruction tool. The successful integrating of computer-based instruction is mostly dependent on instructor ‘s attitudes towards computing machines and their preparedness to utilize them in learning ( Deniz L, 2007 ) . The survey highlighted the jobs confronting computer-based instruction, including deficiency of computing machine related accomplishments in instructors and kids, frequent power dislocations, deficiency of support from school disposals and deficiency of computing machine equipment and related substructure. This brings to illume the fact that integrating of computing machines in Pakistani instruction system requires comprehensive be aftering sing physical substructure and instructor ‘s preparation every bit good as ongoing rating and feedback. There are evidently more opportunities of today ‘s instructors and pupils working with computing machines in schoolrooms of the hereafter. Therefore, there is demand to develop an consciousness for integrating computer-based instruction methods since the beginning. Computer-literate and computer-comfortable instructors are important for the effectual integrating of computing machines in instruction. This can be achieved by constructing up their assurance and bettering their computing machine self-efficacy through supplying them exposure to computing machines during their preparation. Such exposure will be helpful in developing the willingness to utilize computing machines in schoolrooms. Given an history of the socio economic position and nutrition Knowledge, the research besides adds to the bing organic structure of cognition. Much of such literature has focused on developed states. However, the present research was managed to set up in the Pakistani context that kids belonging to take down socioeconomic position had significantly lower nutrition cognition as compared to those who belong to high socioeconomic position. Low socioeconomic position along with low nutrition related cognition and hapless life manner habits contributes to the hapless nutrition of the persons. An extra determination, worthy of raising in the context of the decision, is significant addition in kids ‘s nutrition cognition and keeping at post-intervention and followup without being cognizant of the repeat of the nutrition cognition questionnaire. In Pakistan, instructors and pupils both focus on grade-oriented larning instead than conceptual acquisition. Therefore, a strong accent is placed on scrutiny consequences. This phenomenon makes kids dressed ore and learn merely those parts of the course of study that they consider relevant to the test. However, the present survey reveals a different facet from the predominating state of affairs, which implies that kids can larn and retain cognition without memorisation and acquisition by rote. The comparing of the present survey consequences with the Vienna survey consequences revealed two really of import facets. First, in footings of nutrition cognition at baseline, the survey identified that nutrition cognition of Pakistani kids is really low as compared to the kids in Vienna survey. It signifies the insufficiency of Pakistani school course of study in peculiar and society in general in supplying cognition related to nutrition and healthy feeding to kids. In add-on, it draws attending to develop efficacious schemes to integrate nutrition instruction in the primary school course of study. It is an established fact that the nutrition constructs learnt early in life are more good in ulterior life. Knowledge is the first measure towards the realisation of healthy eating wonts. Second, in literature, the Pakistani kids larning accomplishment are reported every bit low as compared to the international criterions ( Jishnu Das, 2006 ) . Interestingly, the comparing of post-intervention nutrition cognition consequences between Lahore survey and Vienna survey presented a different image. Children in the present survey attained more nutrition cognition tonss as compared to the kids of Vienna survey. Hence, proposing that the ascertained forms of low accomplishment of Pakistani kids could non be entirely attributed to their low rational competence. Indubitably, when advanced and interesting schemes are employed to learn kids, they can bring forth equal acquisition consequences. The survey consequences have provided a strong foundation for integrating nutrition instruction intercession in primary schools. Computer-based tools were found helpful in circulating nutrition instruction. However, they were non the Panacea. Other originative mediums were about every bit effectual in circulating nutrition cognition. Even though, the survey was unable to corroborate extra advantage of computer-based nutrition instruction in the acquisition of nutrition constructs, it would non sabotage the potency of computing machines in the context of the Pakistan school scene.RecommendationsSince the survey successfully demonstrated that kids ‘s nutrition cognition can be increased with the usage of both computer-based tools and other advanced and actuating schemes, the undermentioned recommendations for incorporation of nutrition instruction and computer-based instruction in Pakistan should be considered.Recommendations for patternThe determination that nutrition cognition of Pakistani kids is low justifies pressing inclusion of nutrition instruction in order to develop self-efficacy and inculcate accomplishments of healthy nutrient choice and readying in the primary school course of study. Sing this, the higher governments need to admit the importance of nutrition instruction and must incorporate nutrition instruction in primary schools course of study. The well low degree nutrition cognition in pupil instructors besides calls for attending. Nutrition instruction should be included in the instructors developing course of study. Incorporation of nutrition instruction in instructors developing will turn out good in developing consciousness in the community through kids. Furthermore, it is strongly recommended that instructors developing course of study should be revised. It should integrate comprehensive preparation sing the usage of computing machines as a instruction tool. In developing nutrition plans, more importance should be given to the kids of low socioeconomic position.Recommendations for future researchAs the present survey was the lone survey of its sort in the Pakistan context, there is demand for farther research to confirm these findings. This is advised in order to determine whether similar findings will be found utilizing other computer-based nutrition instruction plans. Due to the clip and resource restraints, the survey did non try to research the effects of nutrition cognition on alteration in dietetic behaviour. Future surveies are extremely recommended in order to research this facet. The hereafter surveies to find the effectivity of computer-based nutrition instruction should include varied clip spans for the intercession. Further research needs to be conducted, which addresses the effectivity of computer-based nutrition instruction among other age groups ( stripling, elderly ) and kids in different scenes ( public schools, rural countries ) . Follow-up after one or two twelvemonth ‘s continuance should be conducted to find the consequence of computer-based instruction on cognition addition. Future surveies need to research the link between nutrition cognition, attitudes and dietetic behaviour specifically in the Pakistani population. There is besides need to research the relationship between parent nutrition cognition and kids nutrition cognition and dietetic wonts.

Understand the Principles and Requirements of Assessment

LEVEL 3 CERTIFICATION IN ASSESSING VOCATIONAL COMPETENCE LED BY CAROL SMOUT LESSON 1 26TH SEPT 2011 THE ROLE OF AN ASSESSOR ASSESSING PERFORMANCEGIVING FEEDBACK CONTRIBUTE TO A PAPER TRAIL ROLE OF AN ASSESSOR ROLE OF AN ASSESSOR WRITE EFFECTIVE ASSESSMENT PLANS 1. ASSESSING PERFORMANCE = A range of assessments, I am making a judgement on 2. GIVING FEEDBACK = Verbal feedback, Written Feedback. {Try to be positive, Don’t be negative candidates find this demoralising} 3. CONTRIBUTE TO a PAPER TRAIL = I have to write on a least 3 pieces of paper all of which are auditable Assessment plans. I need to contribute to a paper trail. As an Assessor I assess a Candidate/Student then someone {IV OR EV} then checks my assessment decision. This is called THE QUALITY ASSURANCE SYSTEM. When I am audited as an experienced Assessor I need to be able to demonstrate that I understand Quality Assurance. I have to be able to write effective assessment plans. 4. WRITE EFFECTIVE ASSESSMENT PLANS= Example: â€Å" I have met with blah blah blah and she/he has said she/he wants to do a shampoo & blow dry & a semi-permanent next week. â€Å"We plan to do this in this time on this date with this candidate & I am going to orally question her/him to check her/his underpinning knowledge. THIS EQUALS A PLAN !!! LEVEL 3 CERTIFICATION IN ASSESSING VOCATIONAL COMPETENCE LED BY CAROL SMOUT LESSON 2 3RD OCTOBER 2011 STAGES OF THE ASSESSMENT PROCESS PLANNING. STAGES OF THE ASSESSMENT PROCESS STAGES OF THE ASSESSMENT PROCESS REVIEWING JUDGING RECORDING QUALITY ASSURANCE 1. PLANNING = Assessment plannin g sheets & Consultation Sheets. 2. REVIEWING. Straight from SCHOOL TO COLLEGE no work base knowledge. First meeting with my candidate check if the candidate has any prior learning (APL= ACCREDITATION FOR PRIOR LEARNING) â€Å"What qualifications do you currently have† Do they relate to what they are currently doing now. I may find that some elements of the assessment may have already been done. When a candidate joins the college straight from school they still may have some prior learning. Some schools send their students to college to learn about hairdressing as part of their learning at school, some of this learning can be taken into consideration as prior learning. REVIEWING WORK BASE. If the candidate is joining college and is work based and is now coming to college for apprentership they may have been shampooing for 3 years so will not need to do their level one because of their prior learning they can go straight on to level 2. It would be unfair to make them do it all over again; they don’t need to be taught again. It’s all about taking the candidate forward. 3. JUDGING STAGE. This stage is the most difficult. Assessors find it most difficult as to â€Å"Am I Judging this right? † â€Å"Am I being really harsh or am I being a lenient? † So I have to follow 6 steps to ensure that I am doing this correctly. I have to check the Assessment by: IS THE ASSESSMENT 1. VALID Can be done using the Methods of Assessment. OBSERVATION, I can Observe it’s valid I can see it being done by that candidate. ORAL/VERBAL, I can ask questions and check their underpinning knowledge and check its validity EXAMS. Exams are obviously valid as there done under strict conditions, examiners are present their not allowed to talk etc. PROFESSIONAL DISCUSSION I Can talk to them in a professional capacity to check validity PROJECTS & ASSIGNEMENTS Are valid make sure signed dated good way at checking their knowledge. Although could have been done by someone else again ask oral questions and ask them to reference and put in a bibliography for me to refer and check if I feel not valid WITNESS STATEMENTS. An employer can provide a witness statement that a candidate has competently passed an assessment. It Valid if signed by their employer but still need to check validity could discuss how they achieved this pass what did they do how did they do it. PHOTOGRAPHIC EVIDENCE Valid I can see the photographic evidence try to get the candidates to get a picture that shows them doing the work. Still a little grey though as someone else could have done the work but just taken a photograph of the candidate with the client doesn’t mean necessarily that they have done the work. IS THE ASSESSMENT 2 RELIABLE. How sure am I that the above are reliable, how do I know for sure that the work I am assessing is that candidates own work, some are obviously reliable e. g. observation because I can see it being done. IS THE ASSESSMENT 3 SUFFICIENT. Has the candidate done enough to pass all elements of the unit being assessed. For example the candidate is being assessed to shampoo and condition a client’s hair and to sell a product. She/he may well have used all the correct products and massage movements but during the assessment She/he may not have been given the opportunity to sell a product in which case the candidate will have passed some elements of the unit chosen but because she couldn’t sell a product that part of the unit will have to be referred to another assessment but the candidate will have passed the other two elements of the unit. ALWAYS MAKE SURE THE CANDIDATE READS THROUGH THEIR PC’s (Performance Criteria’s) WHICH IS IN THEIR LOG BOOKS FOR EACH UNIT THERE ARE ELEMENTS OF THAT UNIT THAT THEY HAVE TO PASS TO ACHIEVE A FULL PASS IN THAT UNIT !!! IS THE ASSESSMENT 4. AUTHENTIC I have to know that every assessment they are doing is that candidates. How do know that that assessment is that authentic and reliable ? The best way to find out if not observed by me is to orally question them. IS THE ASSESSMENT 5. CURRENT Is the candidate demonstrating up to date skills? Is the candidate using up to date equipment? Example if the candidate is doing a colour & we haven’t got a roller ball or a climazon & they have to place the client under a hood dryer with a cap on the clients head. The service with that equipment is NOT CURRENT to industry. IS THE ASSESSMENT 6. SAFE Is the assessment taking place safe for all Are they working safely. I can stop an assessment at any time if there is a danger to the client, to anybody else in the room or to the candidate themselves. RECORDING STAGE Recording takes place in the log books for hairdressing. I record assessment decisions on consultation sheets. Also recording takes place for an assessment if it’s on a written paper on a marking front sheet. The awarding body gives us these marking sheets and it is my job to make sure that the candidate signs it & that I sign it & I put their marks on it. It is the evidence as to whether the candidate is competent on that written paper. There will be a written paper from C. H. E. A. T. When I mark assignments there will also be an assignment front sheet that I would record their feedback on. Whether it is passed or referred the candidate would sign it and date it, I would sign and date it to validate that assessment { THESE PAPER FORMS ARE VITAL FOR ME TO BE ABLE TO DO MY ROLE AS AN ASSESSOR FORMS ARE AVAILABLE FROM CAROLE AND VIA KERRY I NEED THESE FORMS AS SOON AS I START TO SHADOW} QUALITY ASSURANCE When I assess a candidate and I have already recorded it all on the previous documents. I also have to track a student candidate throughout their qualification, so if they have completed one whole unit I would need to sign off the tracking document, this document forms part of the tracking paper trail for Quality Assurance I also need to attend Standardisation Meetings. Usually done twice a year at the beginning and the end of a course. At these standardisation meetings I have to interact and share my views and contribute to these meetings. When we attend the meeting we all should bring along one or two units that we have marked, we can then shuffle them around between each other and look at them to make sure that the students are all being marked equally and that we haven’t been too harsh on them with a marking or too lenient on them. We all need to be marking to the same standard. This is what standardisation is all about & that forms part of this Quality Assurance Process. External verification officers come in they check and look at our tracking, they look at all our minutes and meetings, they come and look at the candidates log books, they look at their consultation sheets, they look at all their written papers & their assignments. They are checking that there was some sort of assessment in place & then they are making sure that I as an assessor planned the assessment. Health & Safety Legislation Sourced from HSE The Health and Safety at Work, etc Act 1974 The Management of Health and Safety at Work Regulations 1999 The Education (School Premises) Regulations 1999 The Workplace (Health, Safety and Welfare) Regulations 1992 The Manual Handling Operations Regulations 1992 The Control of Asbestos at Work Regulations 2006 The Health and Safety (Display Screen Equipment) Regulations 1992 The Electricity at Work Regulations 1989 The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 The Control of Substances Hazardous to Health Regulations 2002 The Provision and Use of Work Equipment Regulations 1998 The Construction (Design and Management) Regulations 2007 Disability Discrimination Act 1995 The Health and Safety (First Aid) Regulations 1981 The Health and Safety at Work, etc Act 1974 The main piece of legislation affecting the management of health and safety in educational establishments across all sectors is the Health and Safety at Work, etc Act 1974 (HSWA). This Act provides a framework for ensuring the health and safety of all employees in any work activity. It also provides for the health and safety of anyone who may be affected by work activities in eg pupils/students and visitors to educational sites, including parents and contractors. In Northern Ireland, similar provisions are made by the Health and Safety at Work (NI) Order 1978. Employers and employees (as well as manufacturers, suppliers and the self-employed) must comply with the duties set out in the Act, which are summarised as follows. * Section 2 places a duty on employers to ensure the health, safety and welfare of employees as far as is reasonably practicable. It also requires employers to consult with trade union safety representatives on matters affecting health and safety in the workplace. Moreover, employers of more than five people must prepare a written health and safety policy and bring it to the attention of employees. Section 3 requires employers to ensure that non-employees (eg pupils/students) who may be affected by work activities are not exposed to risks to their health and safety. Where young or vulnerable persons may be affected, the duty of care is greater. * Section 4 places a duty on anyone responsible for the workplace to ensure that the premises, plant and machinery do not endanger the people using them. * Section 5 requires emplo yers to prevent and control harmful, noxious or offensive emissions into the atmosphere. Section 6 places duties on designers, manufacturers and suppliers to ensure that articles and substances are safe for use. * Section 7 states that it is the duty of every employee while at work to take reasonable care of him or herself and of any other person who may be affected by his or her actions. This section also requires employees to cooperate with their employer in relation to health and safety issues. * Section 8 requires employees not to interfere with or misuse anything provided in the interest of health and safety. The Management of Health and Safety at Work Regulations 1999 The main requirement of the Management of Health and Safety at Work Regulations is that employers must carry out risk assessments to eliminate or reduce risks. Employers with five or more employees need to record the significant findings of a risk assessment – it is not necessary to record risk assessments for trivial or insignificant risks. In addition, employers also need to: * make arrangements for implementing the health and safety measures identified as necessary by risk assessments * monitor and review those arrangements appoint people with sufficient knowledge, skills, experience and training to help them to implement these arrangements * set up emergency procedures and provide information about them to employees * provide clear information, supervision and training for employees and ensure that suitably competent people are appointed who are capable of carrying out the tasks entrusted to them * work together with any other employer(s) operating from the same workplace, sharing information on the risks that other staff may be exposed to, eg cleaning, catering or maintenance contractors * take particular account of risks to new and expectant mothers. A risk assessment is a careful examination of the work activities that could, whether on or off site, cause harm to people so that your employer can weigh up whether they have taken adequate precautions or should do more to prevent harm. The Management of Health and Safety at Work Regulations 1999 require employers to assess the risks arising from work activities to both employees and non-employees (eg students, visiting parents). Employees have a right to see the results of risk assessments. Who can do risk assessments? Employers are responsible for ensuring that risk assessments are carried out by competent people (ie those who have sufficient knowledge, skills, experience and aptitude). These people may be current employees, provided they have been suitably trained, or external health and safety professionals. Safety reps have a legal right to be consulted and can assist on risk assessments. However, the risk assessment remains the legal obligation of the employer and therefore should be signed by the employer once complete. Activities that should be assessed All work activities that could present a potential hazard should be risk assessed. ‘Hazard' means something with the potential to cause harm, including ill health as well as injury. ‘Risk' is the likelihood of that hazard actually causing harm during the course of work activities. In an education setting, there are particular situations that typically require risk assessments: * the work activities of all new and expectant mothers require a specific risk assessment under the Management of Health and Safety at Work Regulations, with any necessary adjustments made to their working conditions a risk assessment should be conducted before taking students off site * workplace stress and stressors should also be included within risk assessments The Education (School Premises) Regulations 1999 These regulations set out minimum health and safety standards for all maintained schools in England and Wales, covering issues such as temperature, toilet facilities for pupils, ventilation and lighting. Some of the standards also have to be met by non-maintained special schools and independent schools. The regulations operate in conjunction with the Workplace (Health, Safety and Welfare) Regulations, as outlined below. The Workplace (Health, Safety and Welfare) Regulations 1992 These regulations deal with physical conditions in the workplace and require employers to meet minimum standards in relation to a wide range of matters, which include: * maintenance of buildings and equipment * lighting * provision of drinking water * temperature * rest facilities * ventilation * toilet facilities * first aid. The Manual Handling Operations Regulations 1992 These regulations require employers to minimise the health risks associated with manual handling, a term used to describe activities which involve lifting, carrying, moving, holding, pushing, lowering, pulling or restraining an object, person or animal. Employers should: * avoid the need to lift, carry, push, pull, lower or support loads wherever possible * mechanise tasks where they cannot be avoided by the use of trolleys, barrows, lifts or hoists * carry out risk assessments, which take into account the work task, the activity involved, individual capacity, working environment and other factors. The Control of Asbestos at Work Regulations 2006 The Control of Asbestos at Work Regulations place specific duties on employers, owners and those in control of buildings to manage the risks from asbestos fibres that may be released when building or maintenance work takes place. The regulations require the following steps to be taken to manage the risk: * find out if there is asbestos on the premises, its amount and what condition it is in * presume materials contain asbestos, unless there is evidence that they do not * make and keep up to date a record of the location and condition of the materials containing asbestos or which are presumed to contain asbestos * carry out a risk assessment on materials containing asbestos * prepare and implement a plan that sets out in detail how the risk from this material is going to be managed * review and monitor the plan and the arrangements provide information on the location and condition of the material to anyone who is liable to work on or disturb it (including staff). Specialist help is ge nerally required to determine the presence of materials containing asbestos and to remove asbestos. The HSE advises that if asbestos is in good condition and is not likely to be disturbed or damaged, it is usually safer to leave it in place and manage it. The Health and Safety (Display Screen Equipment) Regulations 1992 These regulations oblige employers to assess the workstations of staff who use display screen equipment (DSE). The workstation is the equipment itself, its accessories and the surrounding work environment. The minimum requirements of employers are to: * identify â€Å"users† of display screen equipment, ie those who habitually use DSE as a significant part of their normal work * assess workstations to ensure that they meet minimum standards * provide information, instruction and training on the potential hazards of using DSE equipment * offer free eyesight tests to users of DSE equipment at regular intervals and to pay for spectacles that are required for the work * review assessments. The Electricity at Work Regulations 1989 These place a duty on employers to assess all foreseeable risks associated with work activities involving electricity. Employers are required to install safe systems of working, with well-maintained equipment, covering everything from power lines to kettles. All installation and repairs should be undertaken by a qualified electrician or those who have appropriate technical knowledge, though some minor repairs, inspections, fitting of plugs, etc may be under taken by suitably trained staff. The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations R. I. D. D. O. R 1995 Under these regulations (often referred to as RIDDOR), certain work-related accidents are reportable by law to the Health and Safety Executive or the local authority. The following must be reported: * death of any person * a ‘major injury' to any person at work * hospital treatment of any person who is not at work (eg pupil/student) * an accident which results in a person at work being incapacitated for more than three consecutive days (excluding the day of the accident) * specified dangerous occurrences, eg building collapse * specified work-related diseases, eg mesothelioma and hepatitis. Educational establishments should have clear guidelines on incident reporting and this should be conveyed to staff on the first day of their employment. Accident reporting An accident is an unplanned event that results in injury, damage to property or some other loss. The law requires that certain work-related accidents are reported to the local authority or the Health and Safety Executive. All accidents to employees, however minor, should be recorded. This is a requirement under social security legislation. As a result of a workplace injury an employee may need to claim for benefits in the future, and the relevant checks will be made to confirm that the accident occurred at work. Reporting and recording procedures vary. Employers need to be sure that they satisfy all legal reporting requirements for employees and non-employees, and take measures to monitor accidents. As part of the reactive monitoring process, accident records are needed to assess whether the existing controls are adequate or to identify if trends are developing and to implement new procedures. Records may also have to be produced for the Health and Safety Executive, to parents/guardians, or in the course of civil proceedings if a claim is brought following an incident. How to report an accident All accidents can be reported to the Incident Contact Centre (ICC), Caerphilly Business Park, Caerphilly CF83 3GG. Alternatively, call on tel: 0845 300 9923 on Mondays to Fridays between 8. 30am and 5. 30pm, email  [email  protected] om  or report via the internet at  www. riddor. gov. uk. The Control of Substances Hazardous to Health Regulations 2002 These regulations (often known as the COSHH regulations) require employers to asses s and prevent (or at least adequately control) the risks to health from the use of any hazardous substances used in the workplace. A hazardous substance is one which has, by law, to be labelled as ‘very toxic', ‘toxic', ‘harmful', ‘irritant' or ‘corrosive'. It therefore includes many chemical substances such as paints and cleaning materials, as well as wood dust. The obligations to employers are to: * assess the risks * decide what precautions are needed take steps to reduce or adequately control exposure to hazardous substances * ensure that control measures are utilised and maintained * monitor exposure * carry out health surveillance of employees who have been or are likely to be exposed * have in place emergency procedures to deal with accidents/incidents * ensure that employees are properly informed, trained and supervised. Educational establishments must have in place appropriate measures to ensure that the risks to the health and safety of pupils /students from exposure to hazardous substances are minimised. COSHH and hairdressers – key messages * Frequent contact with water and shampoo can irritate the skin leading to dermatitis. Some hairdressing and cleaning products can cause dermatitis and skin allergies. * Some dusty products like persulphates and henna can cause asthma. * Some hair sprays can make asthma worse. There are simple things you can do to prevent dermatitis and asthma: * Keep the workplace well ventilated. * Wear disposable non-latex gloves for shampooing, colouring and bleaching. * Dry your hands thoroughly after washing with a soft towel. * Moisturise your hands as often as possible. * Change your gloves between clients. * Check your skin regularly for early signs of skin problems. The Provision and Use of Work Equipment Regulations 1998 These regulations set out minimum standards for the use of equipment at work. The main requirements are for employers to: * take account of working conditions and hazards when selecting equipment * provide work equipment which conforms to relevant safety standards * ensure that the work equipment is suitable for its intended purpose and used only for that purpose * maintain and keep the equipment in good working order * ensure that appropriate safety devices are available, if required * issue staff with appropriate instructions, training and supervision to use the work equipment safely * make sure that equipment is inspected after installation or after assembly at a new location. The Construction (Design and Management) Regulations 2007 These regulations cover the planning and management of construction projects. An essential part of a project's development is health and safety. Consequently, there is a duty on those involved in a construction project, such as the controller of buildings (ie the LA/governing body/headteacher/principal), contractors and designers to cooperate with each other to identify risks early on, and to report matters that are likely to endanger health and safety. There is also a duty to take appropriate measures to prevent the risk of injury to any person during the construction, which would include staff, pupils/students and visitors to the premises. Disability Discrimination Act 1995 The Disability Discrimination Act 1995 defines a disability as a â€Å"physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities†. To be substantial, the disability must last or be expected to last for at least 12 months. However, those with cancer, MS or who are HIV positive are deemed to be disabled from the point of diagnosis. The act requires employers to ensure that disabled persons have safe access to premises and safe egress in the event of evacuation. They must also make any reasonable changes to the physical features of premises, hours of work, etc that may be necessary to accommodate the needs of disabled employees. Disability discrimination The Disability Discrimination Act 1995 requires employers to make ‘reasonable adjustments' to premises or working practices to ensure that employees are not disadvantaged because of their disability. In order to have rights under the Disability Discrimination Act, an employee must show they are defined as disabled under the act. This means suffering from a physical or mental impairment that has a substantial and long-term adverse effect on the person's ability to carry out normal day-to-day activities. Any adverse effects must last for at least a year to be considered ‘long-term'. Impairments must affect at least one of the following: * mobility * manual dexterity * physical coordination * continence ability to lift, carry or otherwise move everyday objects * speech * hearing * eyesight * memory or ability to concentrate, learn or understand * perception of risk of physical danger. Under the act, people with cancer, MS and those who are HIV positive are deemed to be disab led from the point of diagnosis. Other impairments that employment tribunals have considered a disability include depression, epilepsy, ME and asthma. This does not mean, however, that all people who suffer from these impairments are disabled under the act – much depends on their ability to carry out at least one of the day-to-day activities listed above. Duty to implement reasonable adjustments Employers are obliged to make reasonable adjustments to premises or working arrangements to prevent a disabled person from being placed at a substantial disadvantage compared with persons who are not disabled. In educational establishments, adjustment to premises can include the following: * providing wheelchair-accessible toilets, ramps and automatic opening doors * allocating classrooms on ground floors * providing a designated car-parking space * widening doorways and re-arranging furniture to allow wheelchair-users to move around * providing ergonomically designed chairs or adapted keyboards * acquiring specialist equipment with magnifying facilities. Changes to working arrangements may be made by: employing an assistant to undertake administrative tasks * providing a reader or signer for a visually impaired person * adjusting the timetable or allowing extra non-contact time * allocating some duties to another employee * altering working hours to allow part-time work or job-shari ng * providing additional training. While the potential cost of adjustments often concern educational establishments, many are relatively inexpensive. Moreover, under the Employment Service's Access to Work Scheme, funding is available for human support and adaptations to premises and equipment. Disability employment advisors in Jobcentres offer free independent advice on adjustments to the workplace. Many LAs also employ disability officers. Other forms of discrimination under the Act Failure to make reasonable adjustments is one of the five ways in which an employer can discriminate on the grounds of disability. The others are: Direct discrimination: this occurs where a person discriminates against a disabled person if, on the ground of that person's disability, he or she is treated less favourably than a person not having that particular disability has been or would have been treated. There is no justification defence to a claim for direct discrimination. Disability-related discrimination: this occurs where the employer, for reasons relating to a person's disability, treats that employee less favourably than the employer treats or would treat others to whom that reason does not apply, and that treatment is not justified. Harassment: occurs where the disabled person is subjected to unwanted conduct which has the purpose or effect of violating his or her dignity or creating an intimidating, degrading, humiliating or offensive environment for him or her. Victimisation: essentially occurs where the disabled person is treated less favourably because he or she has commenced a claim under the Disability Discrimination Act; or has given evidence/information in proceedings brought by someone else; or has alleged that a person has contravened the act. A claim for disability discrimination must be presented to the Employment Tribunal within three months beginning with the date of the act of which complaint is made. The Health and Safety (First Aid) Regulations 1981 These regulations require employers to provide: * adequate and appropriate first-aid equipment and facilities * an adequate number of qualified first aiders * an ‘appointed person', if a first aider is absent, to take charge of first-aid arrangements, including looking after the equipment and calling the emergency services. The Approved Code of Practice to the regulations stresses that the employer must make an assessment of first-aid needs. Educational establishments should therefore take account of risks to pupils/students on and off site when considering their provisions for first aid. The Regulatory Reform (Fire Safety) Order 2005 Under this order, the ‘responsible person' in the workplace (ie the employer/owner/person in control) is required to take general fire safety precautions to ensure the health and safety of staff and others, such as pupils/students. These precautions include: * assessing the risk of fire, paying particular attention to those who may be especially vulnerable, eg children * ensuring that there are effective means of escape * making sure the workplace is well-equipped with appropriate fire-fighting equipment/detectors/alarms * adopting appropriate fire-fighting measures * nominating an adequate number of suitably trained and equipped competent persons to implement these measures. The order contains duties relating to safety drills and emergency routes/exits, which employees must be made aware of at their induction. Fire risk assessment Risk assessment is at the heart of fire safety management. A fire risk assessment follows the same principles as any risk assessment: * Step one: Identify the fire hazards, eg what could start a fire, combustible materials, etc. * Step two: Identify people at risk (look at numbers of people, vulnerable groups and the likelihood of the fire spreading). * Step three: Evaluate the risks and implement control measures to remove or reduce the risk. * Step four: Record the findings and inform staff and safety reps. Step five: Review and revise the plan as and when there are changes in work activities, the use of the building, etc. Safety representatives should request a copy of the school or college fire risk assessments. Further guidance on fire risk assessments and precautions is available from the Department for Communities and Lo cal Government at:  www. firesafetyguides. communities. gov. uk What every staff member should know Fire safety procedures should be a part of induction for every new member of staff. In particular, staff should be informed of the following: * the fire risk * what to do if they discover a fire * raising the alarm * recognising the fire alarm and acting on it * calling the fire brigade. Discovering a fire If a fire is discovered, the first action is to raise the alarm so the occupants of the building know there is a fire and that they must leave. This is usually done by locating the ‘break glass' call point. There are many types of fire extinguishers used in schools and colleges. Staff that are not trained to use fire-fighting equipment should not waste time trying to make them work. Those who have been trained and nominated to use the equipment should not attempt to put out large fires. If a fire cannot be put out, the door should be closed and the building evacuated RECOGNISE GOOD PRACTICE IN ASSESSING CANDIDATES IN RELATION TO ASSESSMENT. As Assessors we should be demonstrating good practice in relation to equality and diversity ; equal opportunities Equality = Treating everyone as an individual, not the same as everyone else, we are not all the same, we are all very different individuals. Eg there may be limitations to someone with a disability. They cannot be treated the same as myself as her/his disability may limit them in what they can do, so they need to be treated individually. Diversity. Is about the diverse nature of the industry. The clients, different hair types, textures etc. Diversity means all different sizes, shapes, ages, dark hair, light hair, black, white. It is good practice to ensure Health ; Safety to make sure that we adapt working environments for different clients, different candidates, and different students. It is good practice to encourage our candidates and students to use technology, encourage them to use computers, internet, submit assignments electronically etc. We have to be seen to be embracing this in our assessment processes. Reflective Practice Demonstrate a proactive approach to self-reflection, â€Å"How do I feel I am doing? † C. P. D {Continual Professional Development} is key to good practice. I need to keep myself up to date with my skills. I need to keep up to date with new equipment being introduced to the industry. I should always be in-front of my candidates/students, I should never be in a situation where a student is telling me about new trends, new equipment that I have never heard of. It is good practice that I am always seen to be keeping ahead in the industry that I am assessing. It is not good practice if I do not know what is going on in the industry I am assessing I should get feedback from others too on how I am doing. Each year I have to obtain 30 hours of evidence of hands on C. P. D. This is achieved {if I am working for the college} in July C. P. D week it may be that the college sets up 2 days where a company comes into the salon and demonstrates new equipment trains us on up to date styles. They will also open up a commercial salon so that we can work commercially for a day. The college may also send us out for training for instance to Saks. I have to upload all of my work to I. F. L to ensure my C. P. D.

Digital Technology Plays a Key Role in Education Essay

Digital Technology Plays a Key Role in Education - Essay Example From this essay it is clear that  the use of digital technology in education is not a new trend, but is one that has prevailed for centuries. Much of the development in the fields of science and technology can be attributed to the use of digital technology in education. Calculators have been used in educational institutions ranging from primary, through the high school, secondary school, college, and university level for many decades. Modern calculators come with a variety of functions that can help the mathematicians and scientists perform complex calculations in the blink of an eye. As technology has progressed over the years, it is seen that the implementation of many digital appliances has come into play for the educational systems. Previously it was believed that learning was a passive process, which could only be achieved if the learner was able to transmit his knowledge swiftly.  As the report discusses  the use of digital technology is not limited to create interest amo ngst the learners but it is also being effectively used so that the learners can benefit from these resources. It has been found that mathematics is a subject that requires several aspects of the brain to function simultaneously.  The use of hand-held devices and personal computers can give an idea to the students regarding the complexities of the subject. In other words, technology is a way through which knowledge can be transferred easily and efficiently.

Stress Management Assessment Term Paper Example | Topics and Well Written Essays - 750 words

Stress Management Assessment - Term Paper Example The second principle that he violated was lack of identifying the important issues in that there are those issues that have high and low importance that he should have considered, above all others. For example, he had so many interruptions from his subordinates in that some matters they were interrupting him would have waited like mail and phone calls. Additionally, by planning his schedule he would have managed to indicate matters that reduced urgency and those that did not. Efficient time management is a principle that requires that more be accomplished, and less time is wasted. Whereby it is important to plan things that one should do, but it does not mean that when an urgent matter arises, and it is important to should not be attended to by the individual(Whetten & Kim, 128). In the case of Chet, he violated the principles of efficient time management where he failed to list the things he would accomplish by the end of the day. Secondly, he did not prioritize his tasks. When he was coming from home to work, he wanted to complete the project before the end of the day, but when he got to the office, he found other managerial jobs waiting for him. Because he lacked a plan on how to work his schedule, he failed to accomplish an important task of completing his project, which has been pending for months. Chet has a problem of procrastinating his important tasks and setting them aside not realizing that he was increasing his workload by not attending to im portant matters. There is a problem in the organizational structure of the organization because first Norris Company in the Central plant has the head office meaning that all the productions are made in the company. However, Chet is the only manager in the whole facility and for that reason; he ends up carrying out tasks that he would have delegated to a personal secretary or an assistant manager. Secondly, the lower management has more employees compared to

Taking the position that increased vending machine regulation in Essay

Taking the position that increased vending machine regulation in public schools is a good idea - Essay Example One major problem regarding children’s health is the huge quantity of sugary and high calorie food that is available to them at school. Vending machines are not supervised so it is hard to stop children from eating or drinking as much of these types of food or drink as they want. And since children don’t know what is best for them, this can often be a lot. A number of recent studies have shown the negative role vending machines play in children’s health, and in this essay I will look at some of their arguments. Part of the reason why the issue of vending machines is on the radar these days is because obesity is becoming more and more of a problem in the United States. Obesity can lead to diseases like Type-2 Diabetes. According to Amy Virus, a registered dietitian, â€Å"[m]iddle schools students are at particular risk, because they are going through puberty, their physical activity and dietary habits are fluctuating . . .†1 It doesn’t help that there is temptation around every corner, with as many as 75 per cent of middle schools possessing vending machines which sell sugary drinks and fatty snacks. With all the emotion going on in their lives, it is not surprising that children going through puberty might reach out to enjoy some â€Å"comfort food.† Some might call them â€Å"comfort foods,† but others might call them â€Å"competitive foods,† as the U.S. Department of Agriculture does. These are â€Å"foods offered at school other than meals served through USDA school mean programs—school breakfast, school lunch, and after-school snack programs.†2 Because the USDA is responsible to parents and taxpayers, it is careful to provide healthy options for school meals. Plus, this food is being given out by employees and teachers. If a student comes back to the cafeteria for a fourth helping of food, the staff can easily say, â€Å"You’ve had enough to eat.† But those who stock vending machines aren’t responsible to anyone: they just want

Gardasil a new vaccine Essay Example | Topics and Well Written Essays - 500 words

Gardasil a new vaccine - Essay Example al Vaccine Information Center (NVIC) president Barbara Loe Fisher, pre-licensure trials of gardasil have not been disclosed neither by the FDA nor Merck. They did not reveal the truth and made it appear that the whole procedure has been safety. Far from the knowledge of the consumers, gardasil contains aluminum adjuvant that has potential health risk. Merck neither the FDA revealed that the aluminum content of Gardasil is 225 mcg. Researches show the unfavorable effects of aluminum with respect to health (Redhead K. et al. 1992). It has been determined that aluminum adjuvant produces the high risk of aluminum to enter the brain. Other than that there were serious adverse reactions such as headache, gastroenteritis, arthritis, appendicitis etc. that also manifested to gardasil recipients during the clinical trials. Loe Fisher told that, â€Å"Merck and the FDA have not been completely honest with the people,† which is the right impression. Health-wise, it is still very doubtful for gardasil to be considered a complete vaccine. Though Merck promises that gardasil can prevent four strain of HPV, it only works to about 70 percent of humanpapillomavirus. Those who will be vaccinated by gardasil will just be protected to that 70 percent of HPV and remain unprotected to that 30 percent more. Gardasil will not work to patient who already has HPV which implies that it can not be used as a treatment to the presence of HPV, too early to say that it is already a complete and effective vaccine. Another is that the said immunization has been tested to women with ages ranging from 9-26 years old. We should not be ignorant that based on the current researches, according to experts (Main Cancer Registry, 2006), data shows that incident rates of HPV related cervical cancer is lower during the bracket ages lower than 30. Cervical cancer is at higher risk at the age of thirty above. The period by which the research has been conducted and the number of respondents used is not

Managing Human Capital at Barclays Bank Essay Example | Topics and Well Written Essays - 3000 words

Managing Human Capital at Barclays Bank - Essay Example Like any other corporation, Barclays also treat its human resource as the most valuable assets and the only active element to activate other elements such as machinery and equipments, which are otherwise, remain dead. However, unless the costs associated with the people management and maintenance is critically evaluated in the light of its probable benefits, the entire efforts will be a waste. Considering the employee initial cost and annual expenditure for hiring and training, it can be presumed that a huge amount has been incurred every year at Barclays. From all stakeholders’ point of view, it can be said that this is not a good sign of success. Rather, it is an indication that the company unnecessarily invest in hiring and maintaining people in the organization and is likely to incur huge loss unless all the employees are retained in the organization. Today’s employees have the tendency to switch over from job to another within no time. This causes further increase in the employee maintenance cost as the organization is required to fill the gap on account of such movement. The most possible solution for this kind of unnecessary increase in the employee cost is that hire only those people whose services are unavoidable to the organization. Also make sure that newly joined are likely to be maintained in the firm at least for three years. It has been mentioned in the report that the pension cost has been on the increase and this can be reduced, if proper care is taken while fixing the compensation plan.

The Legal and Ethical Environment of Business Essay - 1

The Legal and Ethical Environment of Business - Essay Example As the oil industry is directly related to the political setting, it is expected that the takeover of the United States and the Coalition forces since 2003 as well as the new constitution in place will create new opportunities for foreign investors. The Iraqi Constitution of 2005 clearly stipulates the provision of business prospects for international oil companies (IOCs). The global policy forum recognizes this: "In the new setting, with Washington running the show, "friendly" companies expect to gain most of the lucrative oil deals that will be worth hundreds of billions of dollars in profits in the coming decades. The new Iraqi constitution of 2005, greatly influenced by US advisors, contains language that guarantees a major role for foreign companies" (Oil in Iraq 2006). DWI can take advantage of this by pursuing oil exploration in Iraq. This new venture is expected to raise its oil production as well as it revenue and profit. DWI will be able to produce high-grade crude that is extraordinarily cheap to manufacture. In Iraq, discovery and development cost is only $0.5/B and $0.5-$1.0/B, respectively. As the constitution of the new Iraq government is still under establishment, there are no concrete laws which govern the oil industry.

Essay on Foundation of Technology Essay Example for Free

Essay on Foundation of Technology Essay In this essay, there are components that differentiate an A paper and a B paper. The A Essay evaluates criteria or ideas in the forefront and subordinates the details to the ideas. If you read with descriptive detail, insights tend to be lost or insufficiently developed. It also focuses on the value added technology tool and the value added of what the teacher does with the technology. The same technology can be used in different ways by teachers. However; the teacher remains the most important element in maximizing student’s learning. For example, if a teacher shows a video, a strong paper addresses the value of the video and the effectiveness of the integration of the video before and after the video is shown. Strengths and suggestions for improvements are also addressed. Generally the strongest essay takes a critical perspective and evaluates what works are done and how they can be improved. It also goes beyond motivation. These two are critical aspects of any learning and should not be undervalued. However, the strong essays should go beyond motivation, in order to answer why a technology was motivating to students. Much of the true insight comes from asking the why question and sometimes asking the questions more than once. For instance an essay that argues that the students were motivated by the technology and were engaged the whole period, and that the students were captivated by technology and they explored different sites. The questions asked should be why the technology was motivating to the students and what engaged them and what made the technology captivating and how different soft wares advance learning apart from motivating (Bayne, 1998, p. 38). The essay also explores readings in depth and also exploring conferences in depth too. I chose to discuss how I will use my new website to improve my teaching methods. A website is very rewarding. It is fun and a great way keep in touch with your family and students. The website has made impact on my image and also given me identity and global presence. I use my presentation skills, without the presence of the internet. I can also download content and have them in cd’s for classroom presentation. Students can get information of upcoming events and changes from the web site. Teachers can now visit my website and download information for our thematic units. I can also help them design theirs. It has also been useful in situations where I have to update it with my students work for parents to see and assist in their studies back home. It’s necessary for teachers to have their own websites in the modern age in order to create sites that can help their students. The fact that students need computer education to help them access the net should not be overlooked. This makes it easier for them to access information whenever they need it. The No Child Left Behind mandates that students should be competent enough when it comes to technology since almost everything is technology based nowadays. They will have to know how to think critically, to be creative, analyze information, understand new ideas, communicate effectively, collaborate, solve problems, and make decisions (Bayne, 1998, p. 66). In my analysis, of my second lesson, I will design a lesson plan to guide me through the teaching process. The topic is about the importance of integrating technology, applying the standards of education and the use of assessments. I’ve realized that integrating technology enhances learning through encouraging and simplifying the seeking and grasping of the meaning of the content being taught. Application of new technology in classroom environment by students has helped to improve learning outcomes which involved deeper understanding. From the peer review conducted, I realized that the students enjoyed the integration of technology in the classroom and retained content in their minds. Introducing standards of education in the classroom will enhance the learning experience by pointing students to available design and marketing tools, and best industry practices. Knowledge of these standards makes the students align the educational concept with real-world applications and market issues. If students don’t learn about educational standards, they may need elementary instruction in their first jobs, have a higher propensity for operating outside of best or accepted industry practices, waste resources and fail in duties to align their products or services with desired markets. Without a guide line component in their education, students may graduate without knowing the barriers presented by using incorrect standards, and without realizing the importance of standards in marketing and product acceptance. If the regulatory standards in reference are not met it results into product non-conformance, or higher development or other costs. Students have to understand the need to design, from inception, to the standards required to achieve marks. When creating a lesson plan, the teacher should tell the students the objective of the lesson, teach the objective, and evaluate the objective. This means that the lesson plan should contain the key concept of the topic, objectives, pre-planning, learning materials, Anticipatory Set (How I will simulate the children so that they will learn what I want to teach. It will also have the procedure I will take when teaching and duration of my teaching process. Closure is also needed. This is the summary of the topic and finally evaluation (Bayne, 1998, p. 113). Assessment can be formal or informal when integrating technology. Most software packages have assessments or built in criteria in it. I have learned that incorporating electronic portfolio is another way to enhance teaching with technology or a teacher can design their own rubrics. However, innovative activities require a reliable and valid mean of measuring students’ progress along with student journals and designing projects. In conclusion, the lesson planning was great and I thank God I had the opportunity to integrate technology in my class and enhance learning for my students. Reference Bayne, J. N. (1998). Strategic plans for technology. New York: Hill crest.

Japanese course for teachers in Elementary Schools Essay Example for Free

Japanese course for teachers in Elementary Schools Essay What are the minimal Japanese language competencies for our team teachers working in Japanese Elementary schools? Through this question I hope to make explicit and test methods of data collection, diagnostic testing, and needs analysis; and determine if these methods transfer to another language. This data will be used as a basis for collecting authentic materials to prepare a Japanese for Specific Purposes language course. Setting We have 12 British Council teachers team teaching in 24 Japanese junior high schools and one elementary school This is a completely Japanese environment (e. g. dress, code of conduct, meetings are all done in Japanese). Primarily our teachers rely on our team teachers to translate important information such as scheduling, written messages, problems with the photocopier, dealing with disruptive students, etc. In the future we would like to expand into Tokyo elementary schools, however, the board of education has expressed reservations about our Japanese ability and that our British Council teachers need to be linguistically self reliant in the schools Objective. I would like to look at creating a series of Japanese language competencies similar to the CEF guidelines for our British Council teachers teaching in elementary schools such as: â€Å"I can read instructions on a photocopier† or â€Å"I can interact in a simple way dealing with a change of school schedule†. By collecting feedback, writing competency guidelines and finally creating a diagnostic test, I hope to examine the methods of data collection and analysis that I have read about studying for this module. I would like to compare my journey from data collection to course objectives to similar cases of TESOL course design such as Johan Uvin when he designed workplace ESOL (Graves ed. , 1996). Furthermore I believe that by using native English speakers as the students, I can examine more closely what our needs are (without interference from the native language). Then I can compare it to data collection methods and needs analyses that we use for our TESOL students. I am considering this as a sub-aim (the differences and similarities of data collection from L1 to L2 informants). To determine the competencies I must resolve these questions: 1. What situations our teachers find themselves in an Elementary school context where written or spoken Japanese is needed or used? 2. What expectations the Japanese team teachers or schools have in regards to what their needs are regarding communication with our staff? 3. What expectations our teachers have and what they would like to know how to say, write or read? Data collection I propose three ways for data collection, which would be done concurrently 1. Diaries: British Council teachers in both elementary schools and JHS will note down situations and times when they needed Japanese or would have liked to know how to say something in Japanese. (Long, 2005) 2. Interviews with our team teachers and elementary teachers on what they would expect our teachers to be able to do or say. These interviews/ questionnaires might have to be done in Japanese. (Anderson, 1998) 3. Questionnaire or survey of what BC teachers would like to learn in a course (Hinkel, 2005) I believe that using three ways of data collection will bring me a fuller and more varied sample of information. This will also give me more access to the differing stakeholders. Research Plan 1. I propose first to identify current and leading ideas of needs analysis and data collection. 2. Then I will test and verify these methods using both native speakers and Japanese team teachers to create the diaries and questionairres. 3. From this data collection, I will write minimum guidelines for Japanese linguistic competency in Elementary schools. 4. With this, I will write and send out a diagnostic test based on these results. 5. Finally, I will collect authentic materials to use in a Japanese language course. Issues I realise that developing a Japanese language course falls outside of the TESOL area. However, I believe integration in the country or work atmosphere is an overlooked area of our work. I would also say that it falls under the area of Educational Management in TESOL and therefore I believe it is a valid area of study. Furthermore, data collection and analysis methods that I have covered in my reading for this module should be universal and apply to any language. I believe that by using native speakers for some of the actual needs analysis allows me to communicate with the students (in this case the BC teachers) in a way that can test or validate certain presumptions of language learning and needs analysis. Background Reading Anderson, G. and Arsenault, N. 1998. Fundamentals of Educational Research. London: Routledge Farmer. Graves, K. (Ed. ) 1996. Teachers as Course Developers. Cambridge: CUP. Hutchinson, T. and Waters, A. 1987. English for Specific Purposes: a learning centred approach. Cambridge CUP: Chapter 8. Nunan, D. 1992. Research Methods in Language Learning. Cambridge: CUP. Nunan, D. 1988. Syllabus Design, OUP. Skilbeck, M. 1982 â€Å"Three educational ideologies† in T. Horton P. Raggat (eds) Challenge and Change in the Curriculum, Hodder Stoughton. Long, M. 2005. Second Language Needs Analysis. Cambridge: Cambridge University Press. Wallace, M. 1998. Action research for language teachers. Cambridge: Cambridge University Press. Hinkel, Eli. (Ed. ) 2005. Handbook of research in second language teaching and learning. New Jersey: Lawrence Erlbaum Associates.

Bakhresa Group Organisational Structure and Innovation

Bakhresa Group Organisational Structure and Innovation Identify the strand of organisation structure and innovation approach used by the Bakhresa group. Is it organic or mechanistic structure followed by the Bakhresa group? Among the two which one is more suitable to innovation and why? How can Bakhresa group manage the tension between the need for creativity and efficiency? Discuss the main organisational characteristics that facilitate the innovation process in the Bakhresa group. Explain the key individual roles within the innovation process and the activities they perform in the Bakhresa group. How did Bakhresa group establish innovative environment that propagates the virtuous circle of innovation? Explain its features. BACKGROUND BAKHRESA GROUP OF COMPANIES TANZANIA Bakhresa Group is one of the leading Industrial Houses in Tanzania, East Africa. Started in a humble manner with a small restaurant in the Port City of Dar Es Salaam, Tanzania, in mid seventies, it has now emerged as a respected business group in the Region. The Group has its operations spread in Tanzania, Zanzibar, Uganda, Kenya, Malawi, and Zambia and most recently in Mozambique. Plans are in place to spread its wings to other countries. The group now boastsÂÂ  of a turnover of more than Three Hundred Million United Sates Dollars and is a proud employer of more than two thousand employees associated directly. There are several companies under its umbrella and have investments mainly in Food and Beverage Sector, Packaging, Logistics and Real Estate. The Bakhresa group of companies offers two groups of product and services that is food and beverage, and services. Examples of food and beverage companies owned by Bakhresa includes; Bakhresa Grain Milling (Malawi) Ltd, Salim Bakhresa Co Ltd, Bakhresa Grain Milling (U) Ltd, Bakhresa Grain Milling (Mozambique) Lda, Zanzibar Milling Corporation Ltd, Bakhresa Food Products Ltd, Azam Bakeries Company Ltd, Salim Bakhresa Co Ltd and those of services includes; Omar Packaging Industries Ltd, Said Salim Bakhresa Co Ltd, Paper Kraft International Ltd, Bakhresa Food Products Ltd, etc ORGANISATION STRUCTURE AND INNOVATION Identify the strand of organisation structure and innovation approach used by the Bakhresa group. Is it organic or mechanistic structure, among the two which one is more suitable to innovation and why? The structure of an organization is defined by Mintzberg (1978) as the sum total of ways in which it divides its labor into distinct tasks and then achieves coordination among them. One of the problems is recognizing that different groups within an organization behave differently and interact with different parts of the wider external environment. None the less, there have been numerous useful studies exploring the link between the organizational structure and innovative performance. Trott (2005) described the two organizational structures such as Organic and Mechanistic structure as follows:- Mechanistic organization tends to offer a less suitable environment for managing the creativity and the innovation process. From Bakhresa group of companies case study analysis the following facts were deduced The channel of communication is highly structured, there is restricted information flow, and operating styles are uniform and restricted. Authority for decision is based on formal line management position and the management is reluctant to adapt changing circumstances. Therefore Bakhresa group of companies use the mechanistic organization structure which offer less suitable environment for innovation and creativity. The seminal work by Burns and Stalker (1961) on Scottish electronic organisation looked at the impact of technical change on organisational structures and on a system of social relationships. It suggests that organic, flexible structures, characterized by the absence of formality and hierarchy, support innovation more effectively than do mechanistic structures. THE DILEMMA OF INNOVATION MANAGEMENT How can Bakhresa group manage the tension between the need for creativity and efficiency? Trott (2005) explained that within an organization there is a fundamental tension between the need for stability and the need for creativity. On the one hand, companies require stability and static routines to accomplish daily tasks efficiently and quickly. This enables the organization to compete today, for example processing of millions of cheques by banks everyday. On the other hand, companies also need to develop new ideas and new products to be competitive in the future. Hence they need to nurture a creative environment where ideas can be tested and developed. This poses one of the most fundamental problems for management today. The diagram below by Trott (2005) explains the tension Management between the need for creativity and efficiency. Organization Efficiency gains The efficient day to day operations within an organization require stable routines which can be achieved in stable and controlled environments The development of new products/services requires creativity and room to try out new ideas this is achieved in a loose and flexible environment Creativity gains From the Bakhresa group of companies study case analysis shows that The management of the Bakhresa Group is committed to long-term growth rather than short-term profit and the organization is willing to invest in the long-term development of technology and is aware of its threats and opportunities and thus comply straight to the organization creativity gains and efficient gains as described by Trott (2005) above. ORGANISATIONAL CHARACTERISTICS THAT FACILITATE THE INNOVATION PROCESS Discuss the main organisational characteristics that facilitate the innovation process in the Bakhresa group. Trott (2005) explains the following organizational Characteristics that Facilitate the Innovation Process Growth Orientation It is characterized by a commitment to long-term growth rather than short-term profit. Not all companies first and foremost objective is growth. Some companies are established merely to exploit a short-term opportunity, other companies would like to maintain the company at its existing size: the objective of innovative companies is to grow the business the actively plan for the long-term, as it has been seen in the Bakhresa group of companies The management of the Bakhresa Group is committed to long-term growth rather than short-term profit and the organization is willing to invest in the long-term development of technology and is aware of its threats and opportunities. On top of that Trott (2005) added the following characteristics that facilitate the innovation process. Vigilance It is characterized by the ability of the organization to be aware of its threats and opportunities. Vigilance requires continual external scanning e.g. within the marketing function the activity would form part of market research and competitor analysis collecting valuable information is one thing, but relaying it to the necessary individuals and acting on it are two necessary associated requirements. Presently Bakhresa group is catering the fuel needs of customers in Zanzibar and Local bunkers. The vision is to enter the international bunkering business in near future since Zanzibar is the gateway to the East African coast. Commitment to Technology It is characterized by the willingness to invest in the long-term development of technology. Most innovative firms exhibit patience in permitting ideas to geminate and develop overtime. This need to be accompanied by a commitment to resources in terms of intellectual input without a long-term approach it would be extremely difficult for the company to attract good scientists. As seen in the Bakhresa group of companies technology is highly applied, most of the tasks are machinery operated. On the other hand the Company has a well supported IT system to run its day to day operations. PC Workstation Internet Access Satellite base Fleet Management Solutions Tracking System Fleet Cost and Maintenance Management System Road Base Daily Reporting Fleet Management System Real time location of trucks at finger tips Speed monitoring feedback on screen at all times Telephone and SMS availability at all times Acceptance of RISKS It is characterized by the willingness to include risky opportunities in a balanced portfolio. It means the willingness to consider carefully risky opportunities. Ability to take calculated risks and include them in a balanced portfolio of projects. Being an entrepreneur Bakhresa took a great risk to even in the foreign land and still think to spread its wings all over the African countries. Cross-functional Cooperation It is characterized by mutual respect among individuals and a willingness to work together across functions. Inter-departmental conflict is a well documented barrier to innovation. Often conflict has been observed between marketing and R D functions as the two groups often have very different interests. Receptivity It is characterized by the ability to be aware of, to identify and take effective advantage of externally developed technology. Most technology based innovations involve a combination of several different technologies. It would be unusual for all the technology to be developed in-house. That is why business is witnessing an in chasing number of joint ventures and alliances. Slack It is characterized by an ability to manage the innovation dilemma and provide room for creativity while organizations place a great emphasis on the need for efficiency, there is also a need for a certain amount of slack to allow individuals room to think, experiment, discuss ideas and be creative. Adaptability It is characterized by a readiness to accept change. The development of new product innovations will invariably lead to disruptions to established organizational activities. Major or radical innovations may result in significant changes, although the two are not necessarily linked. The organization must be ready to accept change in the way it manages its internal activities. Otherwise proposed innovations would be stifled due to a reluctance to alter existing ways of working or to learn new techniques. Diverse Range of Skills It is characterized by a combination of specialization and diversity of knowledge and skills organizations require individuals of a hybrid nature who are able to understand a variety of technical subjects and facilitate the transfer of knowledge within the company. It is the ability of the organization to manage this diversity of knowledge skills effectively that lies at the heart of the innovation process. Bakhresa Group started in a humble manner with a small restaurant in the Port City of Dar Es Salaam, Tanzania, past three decades, it has now emerged as a respected business group in the Region. The Group has its operations spread in Tanzania, Zanzibar, Uganda, Kenya, Malawi, Zambia and most recently in Mozambique. There are several companies under its umbrella and have investments mainly in Food and Beverage Sector, Packaging, Logistics and Real Estate. The Bakhresa Group has established companies dealing with variety of products from manufacturing of Food and Beverage Sector, Packaging, Logistics and Real Estate and has become a market leader because of innovation and entrepreneurship. THE ROLE OF THE INDIVIDUAL IN THE INNOVATION PROCESS Explain the key individual roles within the innovation process and the activities they perform in the Bakhresa group Trott (2005) explains innovation process is essentially a people process and that organizational structure, formal decision making processes, delegation of authority and other formal aspects of a so-called well run company are not necessary conditions for successful technological innovation. The study of Rubenstein has revealed that certain individuals had fulfilled a variety of roles that had contributed to successful technological innovation. Technical Innovator: This individual is an expert in one or two fields. Generates new ideas and sees new and different ways of doing things. Also referred to as the mad scientific. In the Bakhresa group of companies there is no technical innovator. Technical/Commercial Scanner This individual acquires vast amounts of information from outside the organization, often through net working. This may include market and technical information. For the company to survive and perform effectively, technical information is very important as seen in the Bakhresa group of companies. Gatekeeper This individual keeps informed of related developments that occur outside the organization through journals, conferences, colleagues and other companies. Passes information on to others, finds it easy to talk to colleagues. Serves as an information resource for others in the organization, consequently for the organisation to meet customer needs it is important to search for the outside information to see what other organisation do. Product champion This individual sells new ideas to others in the organization. Acquires resources, aggressive in championing his/her cause, takes risks. As per Bakhresa group of companies there is no product champion. Project Leader This individual provides the team with leadership and motivation. Plans and organizes the project ensures that administrative requirements are met. Provides necessary coordination among team members sees that project moves forward effectively. Balances Project goals with organizational needs Sponsor This individual provides access to a power base within the organization: a senior person. Buffers the Project team from unnecessary organizational constraints, helps the project team to get what it needs from other parts of the organization. Provides legitimacy and organizational confidence in the project. The Bakhresa Group engages commercial scanner, gatekeeper and project leader and sponsor to facilitate the innovation process. Even though the Bakhresa Group of companies lack product champion and technical innovator still the innovation activities within the organization is excellent. ESTABLISHING AN INNOVATIVE ENVIRONMENT AND PROPAGATING THE VIRTUOUS CIRCLE How did Bakhresa group establish innovative environment that propagates the virtuous circle of innovation? Explain its features As from (Porters 1985 cited in Trott 2005) explained that, given the importance of innovation, many businesses have spent enormous sum of money trying to develop an environment that fosters innovation. Creating a virtuous circle of innovation means getting competitive advantage over others. Virtuous circle of innovation The organizations Reputation for innovation High morale and Attraction of Retention of creative creative people people Motivates people and organizational Reduce frustration encouragement of Creativity and innovation A willingness in the Org. to accept new ideas Development of Innovative Product Reputation of the Organization It takes many years to develop. It is strongly linked to overall performance. Some companies are able to achieve wide exposure of new products or new research as seen in the case analysis Bakhresa group of companies started in a humble manner with a small restaurant in the Port City of Dar Es Salaam, Tanzania, in mid seventies, it has now emerged as a respected business group in the Region. The Group has its operations spread in Tanzania, Zanzibar, Uganda, Kenya, Malawi, and Zambia and most recently in Mozambique. Attraction of creative people Creative people will be attracted to those companies that themselves are viewed as creative. TOP scientists and researchers will seek employment with such companies. Currently Bakhresa group of companies is an employer of more than two thousand employees associated directly. Organizational encouragement of creativity The creativity has to be supported with actions and resources with the time to be creative: Organization can try to build sufficient slack into the system to allow for creative thinking and tolerates errors and mistakes and successful ideas need to be rewarded. Development of Innovative Products Developing new products that are genuine improvements compared with products currently available. Taking an example of Bakhresa Food Products Limited (BFPL) is based in Dar Es Salaam, Tanzania and produces high quality, delicious and nutritious Azam brand Ice Creams, Fruit Juices, Frozen Chapattis and Uhai (means Life in Kiswahili) brand Pure Drinking Water. Azam Bakeries, the largest bakery in Tanzania, produces the popular Azam brand bread, cakes and donuts. The state of the art technology is used for producing the bakery products making the company proud of supplyingÂÂ  essential food in the country. It has a modern biscuit factory producing the finest varieties of biscuits. Many varieties of biscuits such as Chai, Creams, Glucose, Coconut, Nice, Marie, and Shortcake are popular in the country. Willingness to Accept New Ideas Many organizations suffer from an inability to implement changes and new ideas even after rewarding the people involved in developing those ideas. Once a new product idea has been accepted it is important that it is carried through to completion. In future Bakhresa group of companies expect to trade Lubricants Jet A1 LPG With 60odd resorts of 150beds capacity each, in Zanzibar there is also ample scope for bulk supply LPG (In tanks), if they will able to arrange logistics. Increased Motivation and Reduced frustrations Individuals within the organization can see their ideas and efforts contributing to the performance of the business; they will be encouraged still further: on the other hand if seemingly good ideas are constantly overlooked, this will lead to increased frustrations. High Morale and Retention of Creative people A rewarding and enjoyable working environment will help to retain creative people. This in turn should reinforce the companys innovative capabilities. The Bakhresa Group, given the importance of innovation, has spent enormous sums of money trying to develop an environment that fosters innovation. The Bakhresa Group is aware of developing a reputation for innovation which helps propagate a virtuous circle that reinforces Groups abilities. RECOMMENDATIONS AND CONCLUSION As seen in the case study analysis, Bakhresa group of companies is now expanding towards all over the Africa supplying services and products. The company mainly caters through the food and beverage products and service products. The organisation structure of Bakhresa group of companies is characterized by mechanistic structure which is not very much conducive for enhancing innovation process within organisation, for more efficiency and effectiveness I suggest Bakhresa group of companies to start adopting organic structure. Meanwhile the structure of Bakhresa group of companies lacks the product champion and technical innovator so I suggest also including those two individual roles for maximum output of companies. Despite various organisation that falls under the umbrella of the Bakhresa group of companies the top management of all sub companies is comprised by family members, something that might bring trouble when family instability happens.

Dave Barry: The Evolution of a Creative Genius :: Writer Writing Humor Papers

Dave Barry: The Evolution of a Creative Genius Humor, as a creative effort, has been respected throughout the world, I’m sure, since the beginning of spoken language. There is nothing in the world like conjuring up a joke or some other anecdote that sends a group of people off into a fit of laughter. In fact, throughout time, people have attempted to make humor at least some part of their professional career. Court jesters made the royalty of the castle laugh at his foolish behavior. Playwrights have included humor in their tragic works to provide some comedic relief from all of the terribly sad events. Today is no different. The sheer number of careers available for those interested in making people laugh for a living reflects our society’s great appreciation for novel humor. Comedians, book writers, columnists, actors, television and movie writers, cartoonists, and musicians all attempt to add some laughter to peoples’ lives on a daily basis. Dave Barry, as a creative humor writer, has proven himself quite successful in the field. As a humorist, he has created in many different fields of humor, his products including a number of very successful books, a weekly column syndicated in several prominent newspapers across the country, and even a musical band. Barry has proven himself a master, and debatably, a maker, in the verbal/linguistic domain of Gardner’s intelligences. His intelligences span beyond that, however, and include proficiency in both the visual/spatial and musical domains. At the present time, Dave Barry is at the pinnacle of his career, enjoying the sweet success of creating something truly novel that millions of people can enjoy every day. The growing-up and maturation process Barry has gone through over the course of his young, and adult life reflects the transformations in Gardner’s intelligences he has experienced. The relationship between child and adult creator, the relationship between Barry and others in his field, and the relationship between him and his work have all changed in meaning over the course of his life, as reflected by the profound changes he has undergone over the course of his life. Growing Up Dave Barry was born in 1947, to a middle class working family in the small town of Armonk, New York.

Granite :: essays research papers

Granite Vigorously wiping off the dead grass and dandelion petals from the rock, the girl’s hand brushed a jagged edge roughly. As she quickly drew her hand away for examination, she saw what her hand had lain upon. The right upper corner of the baby’s headstone was broken off. She took a moment to contemplate her blood expanding into the crevices and gullies of the edge’s gap. She scanned the knoll ahead and around it and spotted the chunk. She walked over and picked it up, her knuckles getting whiter every second as she clutched the severed edge firmer and firmer. Then she spotted the culprit. An old rusted mower and a tactless, overweight nimrod with gray hair crowning it. With a shot of adrenaline, she hurled the stone edge after the tractor. Had this man no respect for the souls he so violently cut over? The stone dropped ten feet short, and the man was oblivious to it. The girl, innocent and full of rage, dropped to her knees at her deceased brother’s headstone. The only way she’ll ever see him. Only one tear fell the whole night, though. She wasn’t as mad as she was blown away at the whole idea that, even though he was her older sibling, he’d always be preserved in time, like the granite above him, as a four-day-old infant. She considered this while shifting her vision to the huge slab of white stone near the left road. This was the children’s saint, with most of the children buried around it. When her family came to the grave when she was in grade school, she used to love to climb on the smooth stone and hear the sparrows in their tiny trees dotting the plateau of the dead. She shook this thought off with a cold shiver as the first droplets of a new rain fell tumbling on her jersey. Her eyes showed she was inattentive to it while she kneeled, slowly outlining the word "Joey" with her left pinky. She’d always regretted the fact that she never felt any real depression from his death, but how could she? She wasn’t even a twinkle in her parents’ eye when it happened.

Lost, Alone but Free At Last

‘Run, get into the house, QUICK!' Hans Wenger shouted out to his family. They were being chased by the German Authorities. Not because they were criminals, but because they were Jews living in Nazi Germany, 1940. They had been hiding from the authorities for almost a year. Hans' family consisted of his wife Anneliese and their three children Leila, 11, Leopold, 9 and Greta, 8, they meant everything to Hans and he would sacrifice his own life to keep them safe. Once the family were safe inside the basement of the old abandoned house Hans sat on the edge of an ancient, mouldy sofa. Greta jumped up onto his knee with an innocent smile on her face. Just the way Hans liked it, his children not knowing how unsafe they were. ‘Daddy, why were those people trying to catch us? Are we in trouble? We always run away from them! Daddy, why?' Hans' face fell, Greta knew something was wrong. It was what he feared the most, and he knew he had to explain somehow. ‘Liebliag, you do know who Hitler is, yes?' Hans looked at Greta, who was shaking her head, her little blonde curls bouncing, ‘well Greta, he is the leader of Germany, which means he gets to decide everything that happens in the country. But, Hitler doesn't like Jews and he wants to make them all move to certain areas and work for him.' Hans dreaded his little girls reply, his heart thumping he waited while watching her mind at work and her little face screwed up in thought. ‘Daddy, can't we stop being Jewish because then we will be safe from Hitler and we wouldn't have to work for him' Greta's face lit up as she said it, as though she had just discovered electricity. Hans felt his tears well up as he watched his daughter, oblivious to life and danger. After the children were all tucked up safely in bed, asleep with the faint sound of snoring, Hans and Anneliese looked on lovingly from the corner of the basement. ‘I would never be able to forgive myself if our children ended up being sent to a death camp, there would be no chance of us surviving as a family, and I've been thinking, and it pains me to say this, but we need to send them away to another country. They're not safe here, and I cannot rest until I know that they are forever free from this danger.' Hans was once again welling up, after saying it aloud, it seemed real as if he was going to lose his children, a thought too painful for him to even think about. ‘Liebliag, I think you're right, they aren't safe and they don't deserve to be put through the torture of a death camp, they aren't physically or emotionally strong enough, I think we should send them to England, it will be hard, but for the best.' Anneliese by now was also fighting back the tears. Sat on the cold, hard floor arm in arm, rocking to and thro, both crying at the thought of the most painful goodbyes waiting for them in the future. The next morning, Hans and Anneliese told their children the news. His heart pounding against his chest, Hans prepared to break the silence, his children's excited faces looking towards him. ‘Dad can we attend school again?' Leila's eyes glistening with hope that she was right and could be reunited with her education and friends. ‘Can we go to the shops on our own? There's a new chocolate bar that I really want to try. The sweet shop down the road is selling them!' Leopold asked excitement in his voice, as he was thinking about chocolate and outings to the sweet shop when he behaves well in school. ‘Are we going to be sent to a special part of Germany for the Jews, Daddy? I don't want to work for Hitler!' Eyes full to the brim with fear, Greta looked scared and vulnerable. She may have been the youngest, but she was definitely the most observant to her parents upset faces. Once again, Hans and Anneliese were sat arm in arm at the corner of the basement, looking at their children's content faces, wondering what amazing dreams they were having about going on holiday for the first time. They were all excited when Hans broke the news, Anneliese sobbing next to him. They'd given up the fight to stay away from them. But it wasn't good enough. They got caught. Now Anneliese and Hans were saying there last goodbyes to each other. Heartbreakingly painful, but it didn't matter. There hearts had already been shattered beyond repair, when they had to say goodbye to there children Leila, Leopold and Greta. Hans and Anneliese were about to board different cattle trains and when they got off, they knew that everything was going to change, and nothing would be the same. Death camps. Even the thought sent shivers up they're spines. They knew that they would never see each other again, which made it harder. But they got separated and pushed away from each other before they even had the chance to say goodbye. ‘This is it' thought Anneliese, ‘I'll just fight for survival, my children will see me again, they're who matter. They deserve to be reunited with at least one parent, but Hans is a fighter he'll fight for survival too.' After a year at Ravensbrà ¯Ã‚ ¿Ã‚ ½ck Concentration Camp for Women, Anneliese's strength had been replaced with weakness. She was now a shy women too scared to talk to anybody after her one and only friend at the camp Klara, died, she was crushed by machinery, as it happened the guards would let no one try and help. Anneliese had to do heavy labour work, from the break of dawn until the sunset at dusk. She got little sleep and ate just about nothing. All Anneliese could think about, no matter how hard she was working, was her children. So many questions were going through her mind. Had they all made the journey to Newquay, Cornwall by themselves? Was Greta still observant to everything around her? Was Leila being educated again? Was Leopold looking after his sisters? Had they learnt English? She thought about how grown up her children would look now, the girls beautiful and her little man handsome, like his father. But every time they were pictured in her head, she fought that little bit more, edging closer and closer to survival and freedom. Four painful years later, Anneliese won her battle. She had survived and she was going to go back to her house. When she got there, she wished she hadn't. She was expecting there to be a few belongings in the basement she'd lived in with her family for so long. But nothing. The walls were now jet black, ash on the floor and just a few remnants of what had been there before. It was obvious that someone had set fire to the basement, most definitely the German Authorities, they knew Jews lived here. Anneliese was determined than ever to find her children in England. In England, Leila was sat indoors about to blow out the candles on the cake, it was her 16th birthday. There was no need for her to think of her wish. It had been the same wish for five years now and it wasn't going to change until it came true. ‘I wish I could see my parents again'. There, she'd wished it once again. But Leila Wenger knew that if she wished hard enough then it would come true. After Leila had unwrapped her presents, she ran upstairs. She was able to read the letter that her mother had written before they left Germany. Leila – Open on your 16th birthday and not a day before Liebliag, this is the hardest letter I have ever had to write, but it's to explain why you haven't had me and your father in your life for so long. We have sent you to England because it was the only place that you would be truly safe. After you leave the country, your father and I will be sent to a concentration camp. This is because of our religion and Hitler the leader doesn't think that Jews are worthy of living. Of course, we are, so never doubt your religion. I don't know if we will ever see each other again, so I have enclosed photos, one of the whole family, one of you, Leopold and Greta and one of your father and I. Never forget us, because we will always be with you. Happy Birthday Liebliag! Ich liebe dich, dein Mutti After Leila had finished the letter she collapsed onto her bed in tears. She now knew that her wish would never come true, her parents were dead and she was the one that had to tell her little sister. How could she tell a 13 year old that her parents were dead? This wasn't going to be easy, she had to be subtle. This was definitely the worst birthday Leila had ever had and she wasn't happy about it. After an hour of crying into her pillow, Leila went downstairs as if everything was normal. ‘Victoria, please may I go out for a walk?' Leila asked Victoria, the kind woman that took Leila and Greta in, and cared for them as if they were her own flesh and blood. ‘Yes of course Leila, but be sure to be back within an hour' Victoria never liked Leila or Greta being outside for more than an hour at a time, there were still people that hated Germans and anything could happen out there. Leila went to the park and sat on the swings, just gathering up her thoughts and thinking about how to tell Greta about the letter. She supposed she ought to tell Victoria as well. It was such a bad day, and her wish is dead, along with her parents. As Leila made her way to the park gate she had no idea who else was in Newquay. The address said Beachfield Avenue, off Bank Street. Anneliese knew that she was close to seeing her children again. She just kept walking along Bank Street, past the bakers and a tasteful shoe shop. There, Anneliese stopped dead in her tracks. The sign on the side of the sweet shop had written on it Beachfield Avenue. Leopold must love living here, a sweet shop so near! She was on a mission, and that was to find her children. She walked at a fast pace along the road counting the numbers as she went 1.. 3.. 5.. she had a little while until she got to 31. As she walked along the road she started preparing what to say. What if her children didn't recognise her? 27.. 29.. 31.. This was it. She was just about to walk up the steps to the front door when she turned around. There behind her was a pretty young girl, couldn't be any more than 16, blonde hair, green eyes. ‘Excuse me.. but you, wouldn't happen to know if.. three children lived here?' Anneliese had never felt so nervous in her life, what if this was the wrong address. ‘Two girls and a boy?' ‘I'm sorry, but do you mean Leila, Leopold and Greta?' The mysterious girl was looking at Anneliese with interest, she had a German accent and there weren't any of those around here. ‘Yes! Yes! Those are the children I'm looking for! Do you know where they are?' Anneliese was now so excited she couldn't help smiling, for first time in years and instantly Anneliese knew everything would be OK. ‘I do know exactly where all three are, but please what is your name?' ‘My name? Well, it's Anneliese Wenger. Why?' ‘It's me Mutti, Leila. I read your letter only 2 hours ago, I thought you were dead' Leila was so happy, excited and joyful. She knew that if she wished hard enough it would come true. Her mother had come all this way to find them. ‘Please Mutti, come inside and meet Victoria, she's the lady that's been looking after us and Greta, she'll be so happy to see you! She always talks about you and father!' Leila was so excited about introducing her mother to Victoria. After a long day Anneliese, Leila, Greta and Victoria sat squashed on one sofa. Greta on her mothers lap, Leila clinging onto her arm and Victoria on the other side of Anneliese, the two of them talking like sisters. The moment was almost perfect. The only thing wrong with the moment was Anneliese had lost a husband and a son, while her children had lost a father and a brother. Hans Wenger died in 1943 at Auschwitz Concentration Camp Leopold Wenger died in 1940 during the journey to England due to poor hygiene