Management and Leadership (Coursework - Report) Essay

Management and Leadership (Coursework - Report) - Essay Example An institution’s success largely depends on how decisions are made and the structure that govern employee relationship and customer service (Simon 2006, pp.44). The company has maintains high standards by employing a very capable management team. They include the Chairman of the chain, Bill Marriot; The Chief Executive Officer; Arne Sorenson; the President and Chief Operating officer, Hurve Humler and the Chief Financial Officer, Peter Cole (Ritz-Carlton 2010). The company however achieved its high position in global hospitality under the leadership of President Horst Schulze. Schulze introduced focus on both the data-driven and personal sides of hospitality. The hotel chain has accomplished a lot since its inception and is the only company in the world to have won the prestigious Malcolm Baldrige National Quality Awards twice both in 1992 and 1998 (Bono & Heijden 2011, pp.221). It has placed in top positions in various notable hospitality surveys such as the Zagat Survey. Mis sion and Goals The motto of the Ritz-Carlton hotel is â€Å"Ladies and Gentlemen serving Ladies and Gentlemen†. This motto describes the general operations of the company and defines its corporate strategy. Since its inception, the company’s goal has been to provide exemplary service to their consumers while ensuring that elegance and luxury is of high quality. The company is dedicated to ensuring that their consumers feel like loyalty from the moment the step through the doors till the moment they depart. Customer Relations According to Storey, Emberson and Reade (2005, pp.248), customer responsiveness largely depends on the management model used and can make or break a company. The Ritz-Carlton group has ensured that their customer service if exemplary and worthy to compete in the global hospitality market. The previous president Horst Schulze instituted certain quality service control that catapulted the hotel chain into the top. Apart from the three levels of servi ce employed to make guests feel welcome, employees in the company are given the authority to handle any complaints from customers on the spot and can spend $2000 in the process as necessitated (Bono & Heijden 2011, pp.223). The employees can also request immediate aid from other employees. Furthermore, the employees are also required to gain feedback from the customers within a twenty minute period on the progress of problem resolution. Analysis of the Corporate Strategy of the Ritz-Carlton Hofstede demonstrated that there are several dimensions of culture that determine the operations of a company. The dimensions define how a company interacts both with its employees and its consumers. The first dimension is whether a company is means oriented or goal oriented (Hofstede 1980, pp.74). The Ritz-Carlton company is goal oriented such that the structure commencing from its credo to internal operations are all geared to providing the exemplary customer service and maintaining the Ritz-Ca rlton mystique. The second dimension is whether a company is internal driven or externally driven (Bono & Heijden 2011, pp.212). In an internally driven company, employees perceive that honesty and business ethics are vital and that they better understand what the customer needs. In an externally driven system however, emphasis is on meeting the requirements and needs of the customer (Aaker 2007, pp.59). The Ritz is an externally dri

Challenges in Motivating Employeess Essay Example for Free

Challenges in Motivating Employeess Essay Why motivating employees is becoming increasingly challenging. The study of motivation is concerned basically, why people behave in a certain way or why people do what they do? Generally motivation can be described as the direction and persistence of action. However different items such as work environment or internal and external forces can influence the person’s choice of action. Managers face a significant challenge in finding ways to motivate their employees. Some employees can often if hard to get motivated for a job even after being employed. Maybe because there is a day job duties repletion, work condition and etc. Below I discuss some of the most significant challenges in employee’s motivation: Money is one of the major variables of satisfaction and motivation, no doubt that employees will feel less motivated if they feel their compensation is not appropriate. Paying employees less will lead to dissatisfaction and of course dissatisfied employee is an unmotivated employee. However we have to consider individual differences in the motivation. Employees have different needs and given reward do not motivate all individuals similarly. Managers should spend time necessary to understand what is important to each employee and the align goal, level of involvement and reward with individual needs. For example professionals and knowledge workers which highly trained with a college or university degree are more concerned with content of work rather than their place on the organization chart. Money and promotions typically are low on their priority list in contrast job challenge and having skill-development opportunities tend to rank high. However motivating low skilled service workers which pay levels are often little above minimum wage such as retailing and fast food is different. Many employees working in low skilled service jobs feel that they do not get the respect they deserve from their employers. Unless pay and benefits are significantly increased, high dissatisfaction is probably inevitable in these jobs. Trying to understand the needs of such employees might help motivate them better. Motivating employees in a unionized workplace environment is another challenge. For example unions have not been very receptive to pay for performance plans. They believe that differential pay to employees doing similar work can hurt corporation and lead to competition in the workplace. In other word in unionized companies providing opportunities for training and advancement and listening to employees concern all help in creating a more positive environment. On the other hand with todays globalized companies we have to consider motivation do not necessarily work equally through the world. Reward practices in different countries are variable based on cultural differences. For example countries that put a high value on uncertainly avoidance prefer pay base on objective such as seniority. Countries that put a high value on individualism place more emphasis on an individual’s responsibility for performance that leads to rewards. Countries that put a high value on human orientation offer social benefits and programs that provide working family balance, such as childcare, maternity leave and etc. Work conditions and environment is another motivation challenges. Changing the way workers are treated may boost productivity more than changing the way they are paid. An employee who feels his working conditions are unreasonable maybe unmotivated. If he feels completing a task would place him in a dangerous situation, he may not see the value doing or completing it. Other thing which could affect employee motivation is training. An employee being asked to do work which he is not qualified for or capable of doing can result in an unmotivated employee. People are generally the most motivated when their jobs give them an opportunity to learn new skills and tasks that are performed and enable them to demonstrate competence. So no doubt having an open, safe and welcoming environment is one of the most important factors. Regulation of the hours of work is another condition. If an employee is working 60 hours a week instead of the standard 40 hours, he may feel unmotivated to show up or give a full effort knowing that he will give more work and expected to stay late to finish project. Multicultural Team is another challenge in motivation. Nowadays most of the companies from big to small have multicultural team. People from diverse culture, background and beliefs. It’s clear we cannot motivate multicultural teams the same way we motivate teams with members all from same culture. Multicultural teams are differing from same culture teams in a variety of aspects. For example people from different culture have different communication style, working method and decision making practices. The expectations of team behavior vary among nationals and ethic cultures. In result managers in these companies have special challenges for motivation. Managing and motivating employees who respect different cultures can be simultaneously exciting and challenging, provide supervisors and managers understand how culture differences inspire organizational excellence, at the same time, employers encounter challenges by separating employees instead of using management and motivation techniques that focus on common traits through the workforce. In these companies as a motivating factor, money is important but only to some extent. Usually After they start getting a fairly level of compensation for their input, money stop being the greatest motivator for most people. Knowing the strength, weaknesses and performance history of each team member are very important. Some training such as multicultural awareness, team building and intercultural management workshop, motivate multicultural team members are very helpful but they must know why they are being trained. Result: All said and done working with a cross cultural team is significantly challenging as the manager must develop strategies to cope not only with differences but also motivate the team to be productive and efficient. Can a manager or supervisor â€Å"empower† an employee? Generally managers used their power as the part of their interaction with employees. In today’s workplace, there is a movement toward sharing more power with employees by putting them in teams and also by making them responsible for some of the decisions regarding their jobs. Some managers believe that to empower people is a real part of leadership as opposed to management and they give examples of way empowerment can actually set people set free to do the jobs they are capable of and also allow them to do self-managing. However managers have different concepts of empowerment, for example one group of executives believed that empowerment was about delegating decisions making within a set of clear boundaries. While another group believed that empowerment was a process of risk taking and personal growth. There is a lot of positive press on empowerment but much of the talk of empowerment, but much of the talk of empowerment, does not result in employees being empowered. Some managers have difficulties letting employees have more power. But most of the managers agree that the employees should understand how their jobs fit into the organization and that they are able to make decisions regarding job action in light of the organization purpose and mission. Empowerment can offer a number of potential benefits throughout all levels of organization. Although there is a continuing debate about the real benefits of empowerment, there appears to be a general assumption motivated staff, quality customer service and improved profits. However all the theories share a common assumption that workers are an untapped resource with knowledge and experience and an interest in becoming involved, and employers need do provide opportunities and structures for their involvement. It’s also assume that participative decision making is likely to lead to job satisfaction and better quality decision and that gains are available to employer (Increased Efficiency) and workers (Job satisfaction), in short an everyone win scenario. According to Erstad, among the many fashionable management refers to the change strategy with the objective of improving both the individuals and the organization’s ability to act. From the context of articles especially in this area empowerment is a complex process. In order to be successful it requires a clear vision, a learning environment, both for management and employees, participation and implementation tools and techniques.

Globalization: Developmental Boon Or Bane?

Globalization: Developmental Boon Or Bane? Years ago, globalization was the curious buzzword which was viewed with much optimism by much of the world, including the poor and underdeveloped nations . The merging of the worlds economies promised great opportunities for growth and development especially for Third World economies. Today, there are two prevailing sentiments on globalization: either that globalization has resulted to prosperity for the poor nations or that it has resulted to the prosperity of the rich at expense of the worlds poor (Irogbe, 2005). This paper posits that while globalization have provided a range of benefits for underdeveloped nations, the wheels of globalization has led to the widening poverty gap, the deterioration of national economies, marginalization of the South, cultural homogenization, and environmental degradation. Main Features of Globalization Globalization is a complex process which has many facets: economic, political and cultural. To understand this more concretely, discussed are the main features of globalization from the perspective of the developing world and how it is concretely manifested. Looking at globalization from a Third World lens is crucial to our understanding of it (Yotopoulous Romano, 2007). This is because, when viewed from the perspective of the First World, it is easy to appreciate the obvious benefits of globalization. For instance, globalization has enabled Americans to get hold of a wide range of products and services from all over the world. The margining of the worlds economies have allowed us to enjoy goods previously inaccessible to us because of high cost: for instance, fruits such as pineapples, bananas, and mangoes that is not homegrown in the United States. We can listen to world music, Africa, Jamaican, Latin American, and Arabic rhythms through our iPod all day long. What is not clearly visible to us is how the wheels of globalization impact the farmer in Southeast Asia, the coffee growers in Latin America, and the agricultural workers in Africa. Economic integration While faster interconnected through advanced technology and transportation is the most popular idea about globalization, globalization is a fundamentally economic phenomenon. The economic promise of free trade and free competition was supposedly designed to help Third World economies to gain market access previously impossible to penetrate (Lechner Boli, 2004). This has been true. Underdeveloped countries have been able to export their local products to developed markets unlike in the past (Sen, 2000). However, the bigger picture suggests because of the inherent asymmetries of the worlds economies, globalization also leads to asymmetrical development benefitting the rich countries more than the poor (Yotopoulous Romano, 2007). Economic integration through the merging of the global economies takes on three primary forms: liberalization, privatization, and deregulation (Benyon Dunkerley, 2000). Liberalization is the downgrading of the social goals of national development, combined with the upgrading of participation in the world market (McMichael, 2004, p. 158). This is achieved by reducing and eventually removing the barriers to flow of goods, capital, and services among countries, e.g. the removal of tariffs on agricultural products such as corn, rice, or beef. Deregulation means the reduction of the reduction of the role of governments in regulating trade and production and in providing services (Yotopoulos Romano, 2007). It adheres to the belief that the market is the most efficient and effective determinant of what should be produced and what would be consumed. Privatization in its purest sense means divestiture of state-owned enterprises or SOEs (McMichael, 2004). What used to be an ideological battl e between big government/welfare states and more marketless state has moved into the mainstream economic development debate under the guise of sound economic management and good governance (Benyon Dunkerley, 2000, p. 45). A deregulated market freed from the visible hand of government is the most efficient, less burdensome system that will result in economic progress through foreign investments, so goes the argument. Economic pragmatism and expediency are the main motives for privatizing today, driven mainly by balance-of-payment imperatives and the need to shift the burden of development from the public to the private sector (Leeds, 1990). To drive these three key strategies of economic globalization, two main institutions are responsible: the worlds transnational corporations (TNCs) and the triumvirate of public international financial institutions (Buckman, 2004). The global TNCs hold tremendous influence in global trade because it has control over investment, employment, and trading decisions which surpass the decision-making power of most developing countries. The triumvirate of the the International Monetary Fund (IMF), the World Bank, and the World Trade Organization (WTO) act as a global overseer of the processes of economic globalization (Benyon Dunkerley, 2000). In theory, the triumvirate could be held accountable by the worlds governments but in practice, it has become a major global bureaucracy wielding enormous, largely unaccountable influence (Buckman, 2004, p. 87). The global privatization network includes multilateral and bilateral lenders, large MNCs, merchant banks, stockbrokers, accounts and manageme nt consultants, legal firms, marketing, specialist consultants, and think tanks (Leeds, 1990). The TNCs control the lions share of the world trade. The strongest among them, act more cohesively, in close cooperation with their respective governments, to assault or defend markets (Bello, 1997, p. 5). Hence, globalization also means the most intense competition even among industrialized economies. For instance, the United Sates and the business interests it represents stands to gain the most from globalization, which is why it has tried to dominate both the GATT-WTO and the APEC (Benyon Dunkerley, 2000). While imposing unilateral measures to protect its own market, the US is trying to prevent other countries from acting in the same way by invoking the principles of free trade. On another plane, many Northern governments, despite the neoliberal ideology of reducing the role of the state in economic matters, still heavily subsidize their agricultural products. These then become very ch eap and when dumped into the markets of developing countries, local products cannot compete. This explains why farmers in Chile, Latin America, South Asia, and Southeast Asia have experienced destruction of their local economies such as in textile, transport, and even agriculture (Bello, 1997; McMichael, 2004). Political marginalization Globalization has also resulted to the political asymmetries leading to the marginalization of the South. Globalization has proceeded under the premise that modernization is the key towards the genuine development of the Third World. However, the dependency theory of development suggests that modernization will only lead to increasing domination of the major world economic players to the detriment of the poor nations. The basic decisions in global trade are still influenced by the dominant countries, leaving dependent nations with few choices because the parameters have already been set by the former (Willis, 2005). It is in the South where globalization as a political process really reduces the role of the nation state in terms of deciding the direction of development through macro-economic policies. Parallel to this is the qualitative strengthening of the institutions of global economic governance (Bello, 1997, p. 8). The main mechanism for this has been the debt trap, whereby highly indebted countries are compelled to undergo structural adjustment programs (SAPs) in exchange for more loans. The infamous SAPs of the IMF, and so-called development loans from the World Bank routinely come with harsh conditionalities that require developing nations to abandon important domestic programs that serve the population. These include education, health services and environmental programs, which dont produce revenues to repay IMF and World Bank loans or interest. This system leaves countries utterly dependent upon market and pricing systems over which they have no control. Meanwhile, they have given up th e ability to determine their own destinies. The greatest mystery of course is how any of the promoters of such rules and conditions (among others) could possibly argue that these rules could help nations rise from poverty. Clearly, this is a blueprint for dependency and poverty creation. Cultural homogenization Globalization is a phenomenon that crosses and erases geographical and political borders and makes all countries start to look the same. As a result of globalization, local products, services, and cultures disappear into a global culture, a culture defined not by the global citizenry but rather the worlds economic and political superpowers mostly North America-owned corporations. Because of globalization, people on every continent are exposed to and consumed by a North American culture defined by Nike running shoes, MTV, Coca Cola, and McDonalds. Some people have re-named the process of globalization and called it McDonaldization or CocaColonization. Not only does globalization create one bland culture the world over, it forces people to arrange their lives to promote this culture. Poor Filipino farmers end up being forced off their land and into factories producing running shoes and video cameras for North Americans, Brazilian rainforests are destroyed in order to make room for giant beef farms producing hamburgers that will be consumed by the worlds richest people. Because of its focus on corporations access to the free market, globalization has led to an increase in the gap between rich and poor. The worlds poorest people have experienced deepening poverty while the incomes of a very few rich people, have soared. The arrival of the Web has raised a number of democratic possibilities. However, its decentralised structure has prevented business and the media from gaining control over it. Numerous attacks against people and organisations take place every day on the Web; taking action against them is not an easy task. Although the re is a great deal of insecurity on the Web, that does not prevent people around the world to use it for their transactions and their communications, since it is a more democratic and less controlled media (Cohen Kennedy, 2007). Conclusion The implications of globalisation for a national economy are many. Globalisation has intensified interdependence and competition between economies in the world market. This is reflected in Interdependence in regard to trading in goods and services and in movement of capital. As a result domestic economic developments are not determined entirely by domestic policies and market conditions. Rather, they are influenced by both domestic and international policies and economic conditions. It is thus clear that a globalising economy, while formulating and evaluating its domestic policy cannot afford to ignore the possible actions and reactions of policies and developments in the rest of the world. This constrained the policy option available to the government which implies loss of policy autonomy to some extent, in decision-making at the national level.

Division Between Ancient and Modern Science Essay -- Religion Philosop

Division Between Ancient and Modern Science Introduction Power has played a significant role in the motivation of scientific progress, specifically in comparing modern science and ancient science. Power-seekers have been greatly attracted to scientific pursuits, seeking monetary, life-giving or glory-earning ends. In ancient science "the lure of health, wealth, and eternal life charmed many an alchemist to the poorhouse, madness, or an untimely death" (Coudert 35), while modern society itself has embraced scientific development with a similar fervor. Amidst many similarities, the rift between ancient and modern science is enormous and has frequently left historians puzzled. Although it is clear to historians that the stagnant science of ancient times developed into the modern scientific pursuit in the 17th century, it is not clear what specifically caused this revolution of scientific thought. This essay will discuss differences in motives which have driven ancient and modern science, arguing that 17th century alterations of power structures led to the ultimate division between modern and ancient science and the eruption of modern science as it is today. Comparisons will be drawn regarding knowledge accessibility, prevailing philosophies and ideologies, and the relationship between science and the church. Knowledge Accessibility: ancient secrets vs. modern community knowledge To begin, a major shift in scientific thinking arrived with the dawn of the printing press and the new-found accessibility of knowledge. "Alchemy was from its origins a secret art;" (Roberts 66) secrecy was an absolute necessity in early science when a powerful recipe or method had been discovered, as such knowledge was a valuable commodit... ... Read, John. Through Alchemy to Chemistry: A Procession of Ideas & Personalities. London: G. Bell, 1957. Roberts, Gareth. The Mirror of Alchemy: Alchemical Ideas and Images in Manuscripts and Books: From Antiquity to the Seventeenth Century. Buffalo: U. of Toronto, 1994. Yearly, Steven. Science, Technology, and Social Change. Boston: Unwin Hyman, 1988. Works Consulted: Sazlberg, Hugh W. From Caveman to Chemist: Circumstances and Achievements. Washington, D.C.: American Chemical Society, 1991. Sirvin, Nathan. Chinese Alchemy: Preliminary Studies. Cambridge: Harvard, 1968. Thorndike, Lynn. History of Magic & Experimental Science. Vol. 1 New York: Colombia, 1964. Waite, Arthur E. Alchemists Through the Ages. Blauvelt, N.Y.: Rudolf Steiner, 1970. Wilson, David A. Alchemy: Creating Gold From Base Metal. Black Mountain, N.C.: Lorien House, 1988. Division Between Ancient and Modern Science Essay -- Religion Philosop Division Between Ancient and Modern Science Introduction Power has played a significant role in the motivation of scientific progress, specifically in comparing modern science and ancient science. Power-seekers have been greatly attracted to scientific pursuits, seeking monetary, life-giving or glory-earning ends. In ancient science "the lure of health, wealth, and eternal life charmed many an alchemist to the poorhouse, madness, or an untimely death" (Coudert 35), while modern society itself has embraced scientific development with a similar fervor. Amidst many similarities, the rift between ancient and modern science is enormous and has frequently left historians puzzled. Although it is clear to historians that the stagnant science of ancient times developed into the modern scientific pursuit in the 17th century, it is not clear what specifically caused this revolution of scientific thought. This essay will discuss differences in motives which have driven ancient and modern science, arguing that 17th century alterations of power structures led to the ultimate division between modern and ancient science and the eruption of modern science as it is today. Comparisons will be drawn regarding knowledge accessibility, prevailing philosophies and ideologies, and the relationship between science and the church. Knowledge Accessibility: ancient secrets vs. modern community knowledge To begin, a major shift in scientific thinking arrived with the dawn of the printing press and the new-found accessibility of knowledge. "Alchemy was from its origins a secret art;" (Roberts 66) secrecy was an absolute necessity in early science when a powerful recipe or method had been discovered, as such knowledge was a valuable commodit... ... Read, John. Through Alchemy to Chemistry: A Procession of Ideas & Personalities. London: G. Bell, 1957. Roberts, Gareth. The Mirror of Alchemy: Alchemical Ideas and Images in Manuscripts and Books: From Antiquity to the Seventeenth Century. Buffalo: U. of Toronto, 1994. Yearly, Steven. Science, Technology, and Social Change. Boston: Unwin Hyman, 1988. Works Consulted: Sazlberg, Hugh W. From Caveman to Chemist: Circumstances and Achievements. Washington, D.C.: American Chemical Society, 1991. Sirvin, Nathan. Chinese Alchemy: Preliminary Studies. Cambridge: Harvard, 1968. Thorndike, Lynn. History of Magic & Experimental Science. Vol. 1 New York: Colombia, 1964. Waite, Arthur E. Alchemists Through the Ages. Blauvelt, N.Y.: Rudolf Steiner, 1970. Wilson, David A. Alchemy: Creating Gold From Base Metal. Black Mountain, N.C.: Lorien House, 1988.

Nvq 3

201 Understand employment responsibilities and rights in health, social care or children’s and young people’s settings Task A – Short Answer Questions Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. The existing hand book, changes in the law since the last update, latest health and safety requirements. Once you have identified a reliable source of information:Aii List three aspects of employment covered by law. My contract and working hours, my rights at work, holidays and time off. List three main features of current employment legislation. Minimum wage, Health and Safety policy, Training Aiii Briefly outline why employment law exists. To oversee the workplace safety and standards, fair wages, retirement and pensions, employee benefits, to name but a few. Employment law dea ls with both the employer and the employee’s actions, rights and responsibilities, as well as their relationship with one another.Task B Your work role For this task you will need the following: †¢ A copy of your contract of employment or employment agreement. If you don’t have a written contract of employment eg if you are employed as a personal assistant, discuss your terms and conditions with your employer and make notes to help you to complete the task; †¢ A recent payslip or pay statement; †¢ Access to your workplace policies and procedures or notes from a discussion with your employer if you are employed as a personal assistant.Bi Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. Job description – defining the role, responsibility level. Entitlement – rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses all owances. Responsibilities: working hours, dress code, reporting illness/absence, annual assessments, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours.D: General: Other part-time work, confidentiality clauses, using company equipment for private use (eg phones, computers, vehicles) general codes of behaviour and adherence to certain corporate practices, health & safety regulations. Bii Describe the information which needs to be shown on your pay slip/ statement. Company name, my name, NI number, Hourly rate, hours worked, Tax Code, Date, Amount earnt before deductions, NI paid, Tax Paid and Net Pay. Also shows Gross Pay to date, NI to date and Tax to date.Biii Identify two changes to personal information which you must report to your employer. Name and address Biv Describe the procedure to follow if you wanted to raise a grievance at work. You may describe this in writing or produce a flow chart or diagram. Bv Explain the agreed ways o f working with your employer in relation to the following areas: 1. Data protection 2. Grievance 3. Conflict management 4. Anti-discriminatory practice 5. Health & safety 6. Confidentiality 7. Whistle blowing Bvi Explain how your role contributes to the overall delivery of the service rovided. Bvii Explain how you could influence the quality of the service provided by; Following best practice within your work role; Showing respect at all times, having respect for residents privacy and dignity when bathing or assisting them in toilet routines. Knocking on doors and waiting before entering a room. Not carrying out the requirements of your role. If a carer wants the clients to do as they are told rather than being given choices and respect, then their quality of life becomes miserable and they will dread that particular ‘so-called' carer being around.Bviii Describe how your own work must be influenced by National factors such as Codes of Practice, National Occupational Standards, Legislation and Government Initiatives. Bix a) Identify two different representative bodies which influence your area of work. b) Describe the role of the two representative bodies you have identified. Task C Career Pathway Create a career pathway plan for yourself, indicating what opportunities are open to you as you progress in your chosen career. Indicate what you will need to learn or any qualifications you might need to gain in order to achieve your goals.Identify sources of information to help you achieve your goals. I am currently a Senior Carer and would like to work up to Deputy Manager or even Manager. To become a Senior carer I had to be trained to do dressings, be a leader, how to deal with a death and admittance to hospital. How to use lifting equipment like a hoist properly. To become a deputy manager I will need to have passed my NVQ level 3 and have previously worked as a Senior Carer or even Head of Care. Task D Presentation or reportPrepare a presentation or repor t on an issue or area of public concern related to the care profession. Your presentation or report should include: †¢ A description of the issue or area of public concern raised †¢ An outline of the different points of view regarding the issue or area of public concern raised †¢ A description of how the issue or area of public concern has affected service provision and methods of working †¢ A description of how public opinion is affected by issues and areas of concern in either the health, social care or children’s and young people's sectors

Product Design Process

Product design process There are various product design processes and they are all focused on different aspects. The process shown below is â€Å"The Seven Universal Stages of Creative Problem-Solving,† outlined by Don Koberg and Jim Bagnell. It helps designers formulate their product from ideas. This process is usually completed by a group of people, designers or field experts in the product they are creating, or specialists for a specific component of the product, such as engineers. The process focuses on figuring out what is required, brainstorming possible ideas, creating mock prototypes, and then generating the product.However, that is not the end of the process. At this point, product designers would still need to execute the idea, making it into an actual product and then evaluate its success by seeing if any improvements are necessary. The product design process has experienced huge leaps in evolution over the last few years with the rise and adoption of 3D printing. N ew consumer-friendly 3D printers can product dimensional objects and print upwards with a plastic like substance opposed to traditional printers that spread ink across a page.The design process follows a guideline involving three main sections:[4] Analysis Concept Synthesis The latter two sections are often revisited, depending on how often the design needs touch-ups, to improve or to better fit the criteria. This is a continuous loop, where feedback is the main component. [4] To break it down even more, the seven stages specify how the process works. Analysis consists of two stages, concept is only one stage, and synthesis encompasses the other four. [edit]Analysis