How Different Professionals From Different Sectors Work...

Introduction In this report I aim going to explain, assess and describe how different professionals from different sectors work together in partnership benefit the individual by catering for an individuals needs such as Mike Henning. Mike is physically disabled, having a prosthetic leg and he also has schizophrenia, so he has various different needs that need to be met by staff in the care home that he is currently living in. Holistic Care Holistic care is where the whole total patient of the care is considered, including the physical, emotional, social, intellectual, economic and spiritual needs of the individual. This means that the care given by the service provider and the staff needs to look at all the aspects of an individuals to provided the best and most efficient care. Mike has various different needs that need to be catered for. For example due to his physical disability of a prosthetic leg, a way the service provider may enhance his care is giving him a ground floor room to empower him. If the service provider gave him a first floor room this may be disempowering for Mike, as he may feel that he is not always physically capable of attending activities that may take place on the ground floor of the care home. An intellectual need that could be catered for by the service provider is giving him the opportunity to carry on his education. This would enable him to have a higher self-esteem as he could still widen his knowledge even though he was unable toShow MoreRelatedChildhood and Young People Essay686 Words   |  3 Pagessettings and anyone involved in working with children and young people come together and work in partnership with one another, the outcome can only be a positive one for both the children and young people and those providing a du ty of care to a child. Working in partnership with others is important for children and young people so outcomes can be improved for children and their families through a wider range of access of different service providers and there will be more efficiency in delivering theseRead MoreCU1536 PROFESSIONAL PRACTICE IN EARLY YEARS SETTINGS977 Words   |  4 Pagesï » ¿ NVQ LEVEL 3 CU1536 PROFESSIONAL PRACTICE IN EARLY YEARS SETTINGS 1.1 Explain how the range of early years settings reflects the scope and purpose of the sector The range of Early Years Settings reflects on the requirements of parents and families for their children. Some parents want care for their children so that they can return to work, some may want to stay with their children while they socialise, some may want their children in a setting which offer services aimed at learning, whilstRead MoreSocial, Cultural And Historical Factors That Contributes Poor Communication1657 Words   |  7 PagesCommunication is the process of passing information from the sender to the receiver, it involves the use of words in verbal and written forms as well as signs of body language such as facial expressions. It is vital in the healthcare sector as it aids in building intrapersonal, interpersonal and group relationships. It is very important that doctors and nurses have a clear understanding of how to communicate within the healthcare sector. 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Moving from traditional administration with emphasis on neutrality of the public, tenure, career and aRead MorePartnership Working Essay1600 Words   |  7 PagesPartnership working Partnership work is essential when providing person centred support and it also the only way to address some of the govements most challenging long term social objectives. The national services frame work for older people 2001 (24-25) also outlines expectations around integrated working bet between health services and social care agencies working towards a single assessment process and joint commissioning. The health act reinforces the importance of joint working The

Honey Badger Facts (Mellivora capensis)

Both the common and scientific names for the honey badger (Mellivora capensis) refer to the animals love of honey. However, its not actually a badger. Honey badgers are more closely related to weasels. The other common name for the honey badger is the ratel, which refers to the rattling sound the creature makes when its agitated. Fast Facts: Honey Badger Scientific Name: Mellivora capensisCommon Names: Honey badger, ratelBasic Animal Group: MammalSize: 22-30 inches plus a 4-12 inch tailWeight: 11-35 poundsLifespan: 24 yearsDiet: CarnivoreHabitat: Africa, southwestern Asia, IndiaPopulation: DecreasingConservation Status: Least Concern Description A honey badger has a long, thick-set body, flat head, short legs, and short muzzle. The body is well-adapted to fighting, with small eyes, small ear ridges, clawed feet, and irregular teeth. Honey badgers have a special anal gland that ejects a strong-smelling liquid used to mark territory, deter predators, and possibly calm bees. Most honey badgers are black with a white band running from the top of the head to the base of the tail. However, one subspecies is completely black. Honey badgers are the largest weasels (mustelids) in Africa. They average 22 to 30 inches in length with 4 to 12 inch tails. Females are smaller than males. Males weigh between 20 and 35 pounds, while females weigh from 11 to 22 pounds. Habitat and Distribution The honey badgers range includes sub-Saharan Africa, western Asia, and India. It occurs from the tip of South Africa to southern Algeria and Morocco, Iran, Arabia, Asia to Turkmenistan, and India. Honey badgers are adapted to habitats ranging from sea level into the mountains. They prefer deciduous forests and grasslands. Honey badger distribution. Craig Pemberton, Creative Commons License Diet Like other members of the weasel family, honey badgers are primarily carnivores. They are solitary hunters, except during the breeding season, when they may hunt in pairs. Usually, honey badgers forage during the day, but they will hunt at night near human habitation. While they favor honey, the hunt insects, frogs, birds and their eggs, small mammals, and small reptiles. They also eat carrion, fruits, and vegetables. Behavior Honey badgers have few natural predators. Their size, strength, and ferocity drive away much larger predators, including lions and leopards. Their skin is largely impenetrable to teeth, stingers, and quills. Its loose enough to allow the animal to twist around and bite its attacker if caught. Honey badgers are also extremely intelligent. They have been observed using tools to escape traps and access prey. Reproduction and Offspring Very little is known about honey badger reproduction. They typically breed in May and give birth to two cubs after about six months gestation. The cubs are born blind in the honey badgers burrow. Both males and females dig burrows using their powerful front claws, although the animals sometime take dens made by warthogs or aardvarks. The honey badgers lifespan in the wild is unknown. In captivity, they have been known to live 24 years. Honey badger carrying her pup. Derek Keats, Creative Commons License Conservation Status The IUCN classifies the honey badgers conservation status as least concern, but the animals are rare throughout their range and the population size is decreasing. Honey badgers are protected throughout portions of their range, but have gone extinct in other areas from poisoning programs. Threats Humans pose the most significant threat to honey badgers. They are hunted for bushmeat and used in traditional medicine, but most animals are killed by apiculturists and livestock farmers. They are also killed by control programs intended to target other species. A 2002 study found bee hive damage may be eliminated simply by placing hives a meter off the ground, potentially reducing the conflict with apiculturists. Honey Badgers and Humans Honey badgers are not aggressive unless provoked, but there have been cases of attacks on children. There are documented cases of honey badgers digging up and feeding upon human corpses. The animals are reservoirs of some diseases that can affect people, including rabies. Sources Do Linh San, E., Begg, C., Begg, K. Abramov, A.V. Mellivora capensis. The IUCN Red List of Threatened Species. IUCN: e.T41629A4521010. 2016. doi:10.2305/IUCN.UK.2016-1.RLTS.T41629A45210107.enGray, J.E. Revision of the genera and species of Mustelidae contained in the British Museum. Proceedings of the Zoological Society of London: 100–154, 1865. doi:10.1111/j.1469-7998.1865.tb02315.xKingdon, Jonathan. East African mammals, Volume 3 : An Atlas of Evolution in Africa. University of Chicago Press, 1989. ISBN 978-0-226-43721-7.Vanderhaar, Jane M.; Hwang, Yeen Ten. Mellivora capensis. Mammalian Species (721): 1–8, 2003.Wozencraft, W.C. Order Carnivora. In Wilson, D.E.; Reeder, D.M (eds.). Mammal Species of the World: A Taxonomic and Geographic Reference (3rd ed.). Johns Hopkins University Press. p. 612, 2005. ISBN 978-0-8018-8221-0.

International Pay Systems Free Essays

The Human Resource department must be able to work closely with the foreign country in order to understand the customs and preferences of the locals while complying and enforcing privacy, copyright, and Intellectual property laws. They must also take Into account the cultural differences of the workers and customers and work to bridge the gaps with management and other transplanted American workers. By taking account of the legal Issues that are Involved In international business venture and being able to Incorporate the customs and prefers of the country will help Ordain Manufacturing meet their goals in expanding their market and sales in a global economy (University of Phoenix, 2010). We will write a custom essay sample on International Pay Systems or any similar topic only for you Order Now The Case of Robert Lord Local taxation and living costs must be considered, along with the gross salary of the senior managers. Senior mangers typically earn a higher gross salary than that off lower ranked employee in many countries including Japan. Once the local taxation and cost of living are taken into account, it is estimated that the United States employee is compensated well than that of his Japanese counterpart. If Robert Lord was sent to Japan on the domestic terms, his buying power is reduced greatly although the gross salary would be higher. The expendable Incomes need to be adjusted to meet the differences In the cost of living. In doing this the expatriate Is assured of the same appending power in the host country as here in the United States. Several allowances and or incentives could also be added to the host country The united States is one of the few countries to impose tax on income portion. Earned on foreign soil, although many of the companies will bear this additional tax burden. This is called tax equalization agreement in which the employee is reimbursed by the employer for the extra amount incurred by the expatriate. Most often a company will withhold a set tax from each payroll payment to the employee, eased on a projected tax Incurred by that nations salary, and at the end of the tax year, after the exact amount of tax is calculated, the employee or employer must reimburse the other for over/under payment. US companies find themselves at a disadvantage with these tax-equalization pay systems, and many companies are trying to fill their senior management positions with local hires (ace International, 2010). One of the defining reasons for a government’s tendency to enact protective measures to counterbalance the effects of markets are the insufficient welfare yester and Japan’s existing social contract, which does not tolerate uncertainty and social suffering. At the very basic level a social contract is a covenant to the Japanese culture. It is not codified by which the society and the state are constituted. It addresses the areas such as how many services the government has to provide in return for its right in reducing citizen’s incomes. This could be done through high taxes and or high prices. The differences are reflected significantly in the basic societal assumptions and preferences as well as the political and economic struggles. Countries will differ in how they craft this social contract over the course of history. A social contract will evolve over time and become inclusive of that country’s leading interests as well as their norms and values, and it is extremely difficult to change either incrementally or radically (Olson, 1982). Changes in a covenant require that there be changes in the fundamental values within Japanese society. Since the recession has continued to loom large globally the Japanese people seem to be more concerned with the existing values which would include stability, security and retainer. Japan is certainly not the only country where existing social contract has created barriers to the changes that are needed to transition successful to a post- industrial society. As an example, many in United States are unhappy with a system that in spite of the countries significant wealthy, more than 40 million people are working without health insurance (Olson, 1982). The Role of the Social Contract on Compensation Systems Internationally Human Capital is the most valuable resource that a company has and companies must treat their employees with dignity, aspect, and not to allowable them on compensation Just to make a greater profit for themselves. The 20th century corporate models in the past and still exist today are based on the financial capital as being the dominate source of competitive advantage. Corporations were viewed as solely instruments for maximizing the wealth of its financial investments. Corporations today need to adopt new strategies within their employment practices which will build and sustain the trust and commitment of its human and financial investors and to be able to return fair value to both stakeholders. Those who participate in managing the company need to be held accountable for creating and investing for a future that is sustainable. This would imply that all groups should have a voice in regards to the accountability of the company’s board members and other governance bodies (Cocoon ; Sultan, 2007). The Equity in Compensation between Expatriate and Nationals within the Same Country Critical issues regarding compensation focus exclusively on the home country nation expatriates. These issues revolve around negotiations which if there are too many premiums and inventive you will create an international tamped and unrest in the domestic pay system. On the other hand too few incentives given and you will influence people not to risk foreign assignment (Engle, 2007). Issues brought to light by trial and error, or the components and adjustments to domestic pay which comprise the company’s balance sheets. This so called stumbling to a â€Å"balance sheet† approach has comprised much of the case-oriented options, suitable housing, education of the expatriates children, and other incentives needs to be facilitated by consulting firms, in which a pattern can be developed to have a standardized balance sheet approach (Brioche, 1995). In doing this the company is able to adjust to the intention environment, but by relying on their own domestic terms. The Effect of Trade Unions and Employee Involvement in Compensation Systems for Cross Border Organizations They forces that are affecting today’s trends in the international and domestic markets must be carefully analyzed so to be better equip for the needs of tomorrow. Understanding how employee compensations will be determined and what the consequences will have by using different approaches is important. The ways by which employees are compensated affect their financial and emotional well being. Directly impacting the company’s effectiveness and the talents of the nation’s human resources is compensation. Finally, the way in which employees are compensated gives credence to society’s sense of social Justice. A trend that is affecting tomorrow’s compensation is shifting away from responding to negotiated or benchmarking patterns to a completive positioning stand. One of the most important relations is that between management, employees and trade union representatives. The central role of the nation unions combined with single nation orientation will sometimes slow or even top the development of an international union bargain capability (Engel, 2007). Compare and Contrast Pay Systems across Countries No matter in which country you reside pay is a status symbol within the organizations and also society. Societies that are less complex in nature the status of an individual may be the product of many standards in which Judgment is past; for example, the individuals family, friend, education, occupation, religious or political affiliations. In a more mobile society such as the United States, many of these same standards are harder to measure and are not near as important. Income as a symbol of stature does not present this problem (Atchison, Belcher ; Thomson, 2004). Organizations create statues within the structuring of the Jobs and the compensation that is associated with that position. By placing coworkers in a status structure of the organization according to how much they are compensated is quite commonplace. Since pay is a universal measure of status, it is easy to understand that differentials in pay can be significant. Across cultural boundaries this is the one constant in relation to pay systems. This symbolic significance adds another dimension the importance of compensation to individuals (Atchison, Belcher, ; Thomson, 2004). These same values are seen not only within organizations but in society as well. Organization is influenced by what the norm is across industry standards regarding pay. Outside forces vary in their influence with the type of people who are hired, their loyalty or attachment to the company and the similarity of the organization Jobs to those found elsewhere. Outside influences can be minimized if the company is able to create unique Jobs, which only entry level positions are hired for beyond the company’s walls. Customary relationships that are Just as conservative soon arise inside the organization and groups within will begin to struggle for status and pay which will bring the same type of powerful forces as the same as outside forces (Atchison, Belcher, Thomson, 2004). The Effect of Trade Unions and Employee conducted exclusively at the company level and no mechanisms for the extension of agreement beyond the signatories, bargaining coverage exactly matches union density (rebound, 2005). How to cite International Pay Systems, Papers