Coral Divers Case Study Essay Example

Coral Divers Case Study Paper After investigating Coral Divers diligently, I am delighted to be hired as a consultant to evaluate Coral Divers strategic situation. Based on my findings, I believe Coral Divers is in a decreasing state of financials and diminishing competitive position. Their net income is negative and increasing in 2005 through 2007. In addition, there is a lack of differentiators at Coral Divers, hindering them from their competition. The issue at hand is whether Coral Divers should take on a potential growth strategy, which consists of adding a family vacation portion to their resort, and an adventure diving aspect. This would enable them to cater to a greater variety of people and allow increased competition. Exhibit 1. 1 Supplier Power * Minimal * Integrating vertically not likely * Service based Degree of Rivalry * High Competitive industry = Low returns because the cost of competition is high * Tough economy = bad * Buyer Power * High * Amenities and service important * Low cost in comparing resorts Threat Of Substitutes * Vacations elsewhere doing other activities is likely Threat Of New Entrants * High * Easy to open resort To analyze the industry I will start with a 5-forces analysis on the Scuba Diving Resort industry, shown in exhibit 1. 1. Based on the Five Forces Analysis, we can determine that the scuba diver resort industry exists in an intensely competitive market. It is a growing market in popularity over the years and is continuing to grow. Most divers range in age from 10 to 39. 80% of divers are educated and have families. Diving Resorts earn revenue from individual divers, family divers, accommodation and amenities, as well as types of vacations and dives offered. We will write a custom essay sample on Coral Divers Case Study specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Coral Divers Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Coral Divers Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In this case, accommodation, amenities, and quality diving excursions is means in combating threat of new entrants, and the degree of rivalry. Keeping a close eye on costs for vacationers in the resort is also essential. Because of the threat of substitutes and new entrants it is essential to keep costs low for potential customers. It is important Coral Divers keeps monitoring prices, such as keeping amenities to a minimum, not under booking dives, and keeping on-time flight operations. Major elements in Coral Divers current competitive strategy include: * Small, non – crowded tourist resort Well regarded * Safe and knowledgeable scuba diving resort * Beachfront location While Coral Divers is still running 90% capacity during the high season, this strategy is not very apparent, as Coral Divers simply operates basic business functions to stay afloat. Strategy Coral Divers could work on include: * Focus on Family Vacations utilizing Rascals in Paradise * Emphasizing in family di ves and resort activities * Adventure Diving * Shark Dives * Reef Dives * Wall Dives * Wreck Dives * Both Adventure and Family Vacations Neither Adventure or Family Vacations, continuing current strategy Also view Coral Divers’ business strategy diamond in exhibit 1. 2. Arenas * Bahamas * Vacations Vehicles * Rascals in Paradise * Adventure Diving Exhibit 1. 2 Economic Logic * Cost control * Growing Margins Staging * Focused on diving resort, moving slowly to family and/or adventure Differentiators * Small * Non-Crowded * Beachfront * Safe Knowledgeable Exhibit 1. 3 We can determine whether Coral Divers current situation is positive or negative by viewing a SWOT Analysis shown in exhibit 1. . Based on the SWOT analysis, Coral Divers has a fairly attractive position, as it has some strength. However, weaknesses and opportunities available provide a great deal of potential for Coral Divers to gain market share. In this case, many of the weaknesses are the opportunities availab le, and with success in opportunities combat threats. Coral Divers performance to date is steady. Based on balance sheets provided, Coral Divers assets are slowly declining, and liabilities are increasing. This is assumingly due to inflation in the market and no increased market share. Coral Divers revenues are also declining since 2005, I believe due to increasingly competitive markets and no strong differentiators. After analyzing the company, it is clear that Coral Divers needs to use opportunities and strengthen their differentiators. However, it is essential to analyze costs involved with new opportunities compared to potential revenues. The alternatives for Coral Divers includes: Alternative| Cost| Revenue Potential| Family Vacations / Rascals in Paradise| * $40,000 in renovations on rooms * Children’s play structure = $15,000 * Babysitter = $7/hr @ 5 hrs/week = ~$2000/yr| * Return client base * 90% annually * Higher prices for families * ~$1600 per family vacation * 90% rooms booked per week @ $3500 per special family week= $18,900/week = $982,800/yr| Adventure Diving| * $10 per dive = shark dive * Employee discouraged * $15,000 Chain mail suit| * Extra $50 per dive per person| Both| * Large upfront cost| * Good long term investment| Neither| * Differentiators in market| * None * Current operations| Exhibit 1. 4 As a consultant to help assess Coral Divers strategy, I recommend that Coral Divers add the family vacation element to their business and utilize Rascals in Paradise. By adding the Rascals Paradise, Coral Divers will be able to service families more efficiently and easily. In addition, Coral Divers should add adventure diving once family vacations is established. This will create more buzz, activity, and reason for families to stay at Coral Divers. I recommend this due to the lack of success Coral Divers has had in the past. Since they have established themselves, people will be able to trust and want to use Coral Divers for family vacations and know there is knowledge for adventure diving. We can create a new market for family vacations and adventure diving by looking at exhibit 1. 4. Creating New Markets Reduce * High costs * Inconveniences Create/Add * Adventure Diving * Family Vacation friendly Raise * Low cost * Good Service * Convenience for customers and families * More activity enjoyment * Eliminate Distasteful service * Average resort The plan of action I would suggest Coral Divers to take is to first implement Rascals in Paradise’s consulting service and bookings program. Coral Divers should take on packaged and prepaid vacations to provide convenience to customers. In addition, with Rascals experience, Coral Divers can utilize the specialty service and return client base. Higher revenues for the resort because of prepayment and packaged vacations are essential to the success. After about a half year to a year of implementing family vacations would suggest Coral Divers to take a look at how family vacationing impacted their revenue. Based on this result, I would suggest starting to implement adventure diving. I would start with one type of adventure per month. Perhaps offer only certain adventures at certain times until each excursion is mastered with no flaws. After each excursion is tested and analyzed, determine which adventures make the most money and offer them more often. Incorporate adventure diving into family packages.

Agency Review Expectations

Agency Review Expectations Introduction This paper explores the United States (US) Equal Employment Opportunities Commission (EEOC) as the main federal agency that enforces TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. In detail, this paper presents an overview of the agency, its successes, criticisms, tasks, and its usefulness to the workplace environment.Advertising We will write a custom essay sample on Agency Review Expectations specifically for you for only $16.05 $11/page Learn More To have a balanced analysis, this paper also evaluates employer responsibilities in the enforcement of TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. A careful assessment of these analyses shows that although EEOC has its challenges, it is highly beneficial to prospective and existing employees in the American workplace. The Agency The EEOC reserves the right to enforce TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. Among other federal laws, this agency reserves the mandate to enforce other federal laws touchin g on employment in America. Since 1980, the agency has experienced significant fluctuations in the number of employees. Understandably, the workforce has been shrinking from a high of 3,390 employees in 1980 to 2,346 in 2012 (because of budget cuts) (U.S. Equal Employment Opportunity Commission, 2013). As of 2013, the agency’s budget was $370,000,000. This is the highest budget allocation for the agency (U.S. Equal Employment Opportunity Commission, 2013). The diagram below shows the budgetary and staffing statistics for the last four years. Year President’s Request (Value in millions) Enacted (Value in millions) Approved Staffing ceiling Actual End of Fiscal year Staffing 2010 $367,303 $367,303 2,556 2,385 2011 $385,303 $366,568 2,470 2,505 2012 $385,520 $360,000 2,571 2,346 2013 $373,711 $370,000 2,354 The annual increments in the number of employees and budget allocation have largely stemmed from the increased workload and cost of operations of the agency. The EEOC’s headquarter is in Washington D.C, but the agency also has more than 53 field offices around the country (U.S. Equal Employment Opportunity Commission, 2013). List of Major Legislations Enforced by EEOC As a federal agency, EEOC enforces several legislations including TITLE VII OF THE 1964 CIVIL RIGHTS ACT, the PREGNANCY DISCRIMINATION ACT, and the 1963 EQUAL PAY ACT (U.S. Equal Employment Opportunity Commission, 2013). The AGE DISCRIMINATION IN EMPLOYMENT ACT, TITLE I OF THE AMERICANS WITH DISABILITIES ACT, SECTION 102 AND 103 OF THE CIVIL RIGHTS ACT OF 1991, SECTION 501 AND 505 OF THE 1973 REHABILITATION ACT, AND THE 2008 GENETIC INFORMATION NON-DISCRIMINATION ACTS are also other laws enforced by the agency (U.S. Equal Employment Opportunity Commission, 2013). Most of these acts aim to uphold antidiscrimination laws in America. Monetary Awards and Concluded Cases EEOC has helped thousands of employees to receive fair compensation for unlawful employ ment practices. Regarding complaints raised against the improper administration of TITLE VII OF THE 1964 CIVIL RIGHTS ACT, the EEOC has helped aggrieved employees to secure monetary benefits of 258, 600,000 (2012), 247,800,000 (2011), and 229,800,000 (2010) over the last three years (U.S. Equal Employment Opportunity Commission, 2013).Advertising Looking for essay on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employees have realized these benefits through the settlement of 79,310cases in 2012, 82,980cases in 2011, 77,644 cases in 2010 (U.S. Equal Employment Opportunity Commission, 2013). The diagram below shows these statistics. Fiscal year FY 2010 FY 2011 FY 2012 Resolutions 77,644 82,980 79,310 Monetary Benefits (Millions) $229.8 $247.8 $258.6 Besides the enforcement of cases involving the infringement of Title VII of the 1964 civil rights act, EEOC has also won other cases involving other infringements of employment law. For example, in 2012, the agency settled 977 cases involving sexual harassment charges (amounting to $43,000,000 in benefits). In 2011, the agency settled 1039 cases involving sexual harassment cases (as well) and secured $45,000,000 in damages for aggrieved employees. In 2010, the agency secured $41,200,000 for aggrieved employees through the settlement of 995 sexual harassment cases. Monetary benefits involving age discrimination have been slightly higher than those of sexual harassment have because in 2012, EEOC secured $91,600,000 in damages for aggrieved employees (U.S. Equal Employment Opportunity Commission, 2013). This figure was slightly higher for 2011 and 2010 because the agency secured $95,200,000 and $93,600,000 in damages for age discrimination cases. These figures accumulated from the resolution of 27,335 cases in 2012, 26,080 cases in 2011, and 24,800 cases in 2010. There have been equally high monetary rewards secured by the agency for race-based cases. In 2012, EEOC secured $100,900,000 for aggrieved employees through the resolution of 38,426 cases. In 2011, the reward was equally high because the EEOC secured $83,300,000 after it resolved 40,534 cases. In 2010, the EEOC resolved 37,559 cases and secured $84,400,000 in damages (U.S. Equal Employment Opportunity Commission, 2013). These statistics show that the agency has been relatively effective in undertaking its mandate. Discussion of Additional Responsibility to Employers Employers have different responsibilities in their organizations to ensure the full compliance with TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. Most of these responsibilities come at an additional cost to the employers. A notable cost is training. Employers have to ensure their staff and administrators are knowledgeable about the provisions of the act to ensure they do not infringe on them (Solotoff Kramer, 1994). Such training may include an understanding of gender, race, and identity disability laws (among other provisions covered by the act). It is also an additional cost to employers to keep records of their employees (and their possible demographics) (Solotoff Kramer, 1994). Such additional documentation may act as evidence to show how an employer complies with the provisions of the act, whenever there is a need to do so.Advertising We will write a custom essay sample on Agency Review Expectations specifically for you for only $16.05 $11/page Learn More In extreme cases (when employers are found culpable of employment discrimination), they may have to pay litigation costs to the aggrieved parties. It may also come as an additional cost to employers if they have to investigate discrimination cases in their organizations (if they have an in-service dispute resolution mechanism before the issue escalates to the EEOC or any other external body). Generally, these costs outline additional obligations to employers under the enforcement of TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. Challenges Experienced by the Agency Like other government agencies that experience the kind of work that EEOC does, a huge backlog of cases is an ordinary problem. This problem is a historical one that has plagued the agency for decades. For example, Keeney (2012) says in 1972, the backlog of cases reached 100,000. These cases forced former president Gerald Ford to request for additional funding for the agency to clear this backlog. The backlog has been a persistent problem since then. The 2007/2008 financial crisis further deepened the agency’s problems because it led to budget cuts and staffing cuts. Consequently, observers say the Federal government is rendering EEOC to be inefficient because the agency has to outsource the services of third parties to help it clear its case backlog, while such parties may lack the training and standards of quality upheld by EEOC (Keeney, 2012). The year 2006 is a perfect example of how the federal government al most incapacitated the agency when a partial budget freeze made it impossible for the agency to seek new recruits to fill vacant positions in the organization (Lee, 2006). This problem arose when the agency had realized a 20% reduction in staff size in the last decade (the Bush Administration justified the budget cuts to increased defense spending). Since 2008, the agency has experienced significant challenges in investigating and concluding its cases, especially because its staff size had reduced by almost 25% and it was unable to pay most of its experienced investigators (Lee, 2006). Consequently, the backlog of cases grew by 26% from 2006 to 2008 (the current case backlog is about 80,000) (Lee, 2006). This analysis therefore shows that most of the challenges facing the agency have been cyclic (bordering inadequate budgeting, low staffing, poor investigations, and increased case backlogs). Conclusion After weighing the findings of this study, it is important to acknowledge that, l ike other government agencies, EEOC has its unique challenges. However, so far, EEOC has eliminated systemic patterns of discrimination by creating a punitive environment for employers who may want to perpetrate discriminatory practices in their organizations.Advertising Looking for essay on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Based on the analysis of the number of solved cases, the EEOC has provided relief to thousands of employees. Indeed, through its administrative enforcement activities, more than 23,400 employees have received compensation through mediation, settlement, and conciliations. The downside to the existence of EEOC regulations is the need for lengthy and costly investigations to investigate baseless accusations. These lengthy and costly investigations affect employers and the EEOC alike because both parties automatically become part of the investigations. Particularly if the investigations affirm that an employer is innocent, they would amount to unnecessary wastage of time and resources for businesses. The existence of malicious employees who want to defame employers highlights the need to have a high threshold for cases brought before the EEOC. This situation could however lead to the inclusion of new standards for recruitment in the job market. Nonetheless, such an improvement should di scourage employees who claim damages when they have no basis for doing so. References Keeney, J. (2012). Enforcing the Civil Rights Act: Fighting Racism, Sexism and the  Ku Klux Klan. The Story of the Miami EEOCs First Class Action Trial. Sarasota, FL: Civil Rights Publishing. Lee, C. (2006). EEOC Is Hobbled, Groups Contend: Case Backlog Grows as Its  Staff Is Slashed, Critics Say. Retrieved from washingtonpost.com/wp-dyn/content/article/2006/06/13/AR2006061301418.html Solotoff, L., Kramer, H. (1994). Sex Discrimination and Sexual Harassment in the  Workplace. New York, NY: Law Journal Press. U.S. Equal Employment Opportunity Commission. (2013). Laws Enforced by EEOC. Retrieved from https://www.eeoc.gov/laws/statutes/

HIPAA and Security Breaches Annotated Bibliography

HIPAA and Security Breaches - Annotated Bibliography Example This failure was established by an investigation carried out by OCR that made an observation that this failures were in existence for a long time. The OCR’s actions have widely shown that the agency is continuing to heighten its enforcement efforts which can impose significant financial penalties for those entities not following to the laid down producers by the HIPAA This article clearly out line the HIPAA security rules making it informative, additionally, the information is supported by clear evidence. This information can be used for further studies and research since its present real life ongoing issue especially in medicine field After the HITECH act was affected which provided for the amendment of HIPAA privacy and security rules, the penalty charge for breach of patient information which is under the violation of patients’ right under HIPAA the penalty was revised with a maximum of $250,000. The author notes that covered entities should ensure they are in compliance with the HIPAA privacy and security rules. To show how this venture is the OCR is imposing penalties in the millions all to protect patient information Medical employees are also involved in the breach of security this information is stolen and sold to identity theft conspirators. This article is used to show explain how OCR view the patient information with much serious than depicted by many. This penalties which can be called harsh, are mainly used as a wake up call to medical institutions and everybody. Certain law and standards are put in place in health care business. The healthy portability and accountability HIPAA was established to improve the effectiveness and efficiency of health care system, among the HIPAA law includes a privacy rule and security rule. These rules are used to protect individuals’ medical records and other personal health information. The rule also gives the patients’ right over their health information, which includes

Pensions and Retairement Future Trends and Options Essay

Pensions and Retairement Future Trends and Options - Essay Example Pension is generally calculated depending on the Basic Pay and the Dearness allowance of the employee's salary. An employee gets his pension till his life time, after which the amount is given to their spouse. In some companies, pensions come with an additional insurance coverage which helps the pensioners or the disabled beneficiaries. Pension ensures the employee with a standard income that helps the family. The amount is based on his last designation. It is beneficial to the employee as it is tax free. Pension is a sort of moral support and security which helps them to lead a peaceful life. A government employee should retire from the organization at the age fixed by the respective departments. The age of retirement may differ from one company to another. Retirement is of various types like retirement on Superannuation and Voluntary Retirement Scheme. Superannuation is a form of retirement where the employee gets retired at the age as fixed by the organization. Voluntary retirement scheme is a form in which the employee leaves the organization after some 10 or 20 years, depending on the norms of the organization. (Mendel 2009).In this scheme the employee need not work till his retirement age. If an employee opts for this, he will get the pension amount and the proportionate lump sum amount for the remaining years of service. The government has changed this procedure and the employee retiring before his retirement age will get only the gratuity and other benefits in addition to the pension. In the normal retirement scheme, the person serves in the organization till the fixed age and then retires. He will then get the Provident fund amount. Retirement benefits include leave encashment, retirement gratuity and his contribution to the provident fund. Senior citizens are also eligible for all these benefits that help them to lead a problem free life after their retirement. There are other types of pension like extraordinary pension scheme which is given to disabled employees or in case an employee loses his life during his job tenure, the amount is given to his family. Retirement pensions are a guaranteed form of income for the people. Defined benefit and Defined contribution are the two classifications of retirement plans. Defined benefit plan ensures a certain amount at the time of retirement which is fixed based on the person's salary and years of service. Defined contribution plan gives an amount on retirement which depends on the money that he has contributed and his investments are included. (Copeland 2003). In some countries, defined benefit and defined contribution plan are combined and offered to the people after retirement. Defined benefit plans comes as a package inclusive of early retirement options. This allows the employee to get retirement before their retirement age is attained. Most of the employees prefer the defined contribution plan instead of defined benefit. Here the money a person gets is purely based on his investments and contributions and the employer does not assure a specific amount. This is an advantage to the employers as they need not guarantee an amount. When compared to this defined benefit plan is more beneficial since the employee gets a certain amount based on the average salary and this does not depend on the individual's investment. Defined contribution gives the amount as one lump sum where as defined benefit

Reasons for and Against Intervention in Syrian Civil War Essay

Reasons for and Against Intervention in Syrian Civil War - Essay Example The intricate state of affairs in the Middle East has encouraged President Al-Assad to cling onto power and instigate a bloody onslaught against his populace. The Syrian citizenry has continuously demanded that been demanding that President Al-Assad steps down, in order to facilitate the setting up of a government with a solid democratic foundation. Even though President Al-Assad has lost a solid power base, it is apparent that he has exploited the intricate regional state of affairs which has destabilized the capacity of the United Nations (U.N) to firmly counter the Syrian crisis 2. In order to comprehend the complex state of affairs, it is appropriate to take a broader look at this region. This may help in understanding why the U.N seems incapable of being decisive against President Al-Assad. However, as the president of the world’s superpower, there is urge of considering whether to intervene or not and save the Syrian people. This crisis that started on 15th March 2011, h as claimed very many lives as protesters all over the country call for the resignation of president Bashar Al-Asad in favor of political rights and freedom. However, Bashar has consistently ignored the grievances of the people and continuously used violence to protesters as well the rebels with the urge of overthrowing the government 3. Therefore, the United States of America should not and cannot stay oblivious to the abominable mass killings in Syria. It is thus with this regard that the government needs a strong and firm decision on the Syrian crisis so as to restore peace and stability in a country where the two attributes have long been forgotten. Moreover, The Syrian regime’s violent reaction to protests since March 2011 has led to the death of approximately 5,400  people, according to the UN Office of the High Commissioner for Human Rights (OHCHR).  

Power Politics And Change In Social Work Social Work Essay

Power Politics And Change In Social Work Social Work Essay Following a referral to childrens social care, the local authority has a statutory obligation to consider whether there are concerns about impairment to the childs health and development or the child is suffering harm which justifies an initial assessment to establish whether this child is a child in need (HM Government 2010: 5.34). Regardless of the length and breath of the case itself, assessments have to be completed within set statutory timescales. An initial assessment has to be completed within 10 working days and core assessments within 35 working days. This essay proposes that removing current distinction between initial and core assessment and the associated fixed statutory timescales for their completion will improve the quality of assessment reports completed by childrens social workers. A development of a single assessment form to replace initial and core assessment form would give social workers additional time to reflect and review historical information collated and collaborate with other agencies before completing the assessment thus improving practice. Although it is acknowledged that there may be challenges in implementing this proposal, this essay pre-empts that this change would give social workers greater opportunities to complete direct work with children and incorporate their views and feelings into the assessment (Munro and Lushey 2012). In the view of the above proposal, the essay explores the influence of the wider national and European policy agenda on the change proposed and explores some of the potential challenges from social work context which may impact on the implementation of the proposed changes. Finally, drawing on Change Theory, I critically discuss how my proposal could be implemented, meeting the challenges previously identified. But first, initial and core assessments are defined. An initial assessment is a brief assessment completed on each child referred to the local authority within a maximum of 10 working days of the referral date. Where necessary, it determines whether the child is in need; whether there is reasonable reason to suspect that the child is suffering or likely to suffer from significant harm; whether the child requires any services and if so what types; finally, a recommendation is made whether a more detailed core assessment should be undertaken (HM Government 2010: 5.36). The meaning of need is explored under section 17 of the Children Act 1989. A child is said to be in need if: [He] is unlikely to reach or maintain a satisfactory level of health or development, or [his] health and development will be significantly impaired without the provision of servicesà ¢Ã¢â€š ¬Ã‚ ¦[or he] is disabled, (HM Government 1989). Section 47 of the Children Act 1989 places a duty on local authorities to make enquires when there is a reasonable cause to believe that a child who is found or lives in their municipality is suffering, or likely to suffer from significant harm. A completion of the core assessment is the means in which a section 47 enquiry is initiated and should be completed within 35 working days. In these circumstances, the aim of the local authority is to determine what form of intervention is required to safeguard and promote the welfare of the child (Ibid; Brown et al. 2012). A core assessment refers to an in-depth assessment which addresses key aspects of a childs needs. This assessment may be completed at different junctures depending on the childs needs; an existing child protection concern is not a requirement (Brown et al 2012). According to Department for Education (2011) 40% of core assessments bare no relation to section 47 enquiries. Harm under section 31(9) of the Children Act 1989 is defined as ill-treatment or the impairment of health or development; development means physical, intellectual, emotional, social or behavioural development; health means physical or mental health; and ill-treatment includes sexual abuse and forms of ill-treatment which are not physical (HM Government 1989). Completion of both an initial and core assessment has to be undertaken in accordance with Framework for the Assessment of Children in Need and Their Families (DOH 2000) and information regarding childrens needs should be obtained within the three general domains of that form the assessment triangle: the childs developmental needs; the parents and/or caregivers ability to respond to those needs; and wider family and environmental factors (HM Government 2010: 5.36, 5.62; Turney et al. 2011). Current statutory guidance on the completion of initial and core assessments are criticised for the following reasons: Firstly, imposition of a rigid timescale means that there is little time for social workers to meaningfully engage with children. This drive to meet performance targets may thus be at the expense of the quality of assessments, engagement with children and families and multi-agency collaboration with professionals (Hawkes 2005; Holland 2010; Munro and Lushey 2012). Secondly, current statutory assessment timescales are unrealistic especially the 10 working days set for the completion of initial assessment. It does not take into account that there might be some difficulties in engaging with certain families and assessments may as a result be form-led rather than needs led (Horwarth 2002). Turney et al. (2011) argued that the pressure to meet statutory timeframes set for initial and core assessment may lead to the developments of short cuts which may provide latent conditions for error and in turn increase the risk factors posed to vulnerable children. An assessment which is child-centred contains thorough, concise and accurate information; includes chronological information about family and wider history and makes good use of information from a wide net of sources is considered a good assessment (Turney et al 2011). A good assessment is crucial in improving outcomes for children as it can contribute to maintaining the welfare of children by preventing delays in the provision of support and services. Despite the Assessment Frameworks copious guidance in completing good assessment, (DOH 2000) research evidence continues to highlight on-going concerns of social workers assessment analysis (Dalzell and Sawyer 2007). Holland (2010) contends that strict imposition of tight timescales combined with high caseloads does not allow for in-depth analysis through critical reflection of available evidence. The need for the proposed change Replacing child in need initial and core assessment timescales with a single assessment form and removing fixed statutory timescales for the completion of initial and core assessment will improve quality of childrens social workers practice and increase the scope for practitioners to exercise their professional judgement. Although the single assessment forms will still retain the structure of Framework of the Assessment of Children in Needs and their Families (DOH 2000), it is hoped that this development will allow social workers to exercise their professional judgement about what information to record. Research studies and enquiries into child deaths and analysis of serious case reviews consistently report that the quality of social workers assessment reports have at times fallen short of the expected standard particularly in the following areas: failure to engage with the child, differential thresholds, inadequacies in information gathering, shortcomings in critical analysis, and shortfalls in inter-professional working (Turney et al. 2011). Whilst it is acknowledged that the implementation of a single assessment form may not necessarily eradicate some of the shortcomings of the current assessment forms highlighted above, it is hoped that removing timescales for completing assessment will improve quality of completed reports by creating an environment where workers are under less stress to extract all information during the first visit to the family and thus more attention can be paid on what is happening for the child. Moreover, reducing prescription concerning timescales would enable social workers to arrange to meet with children and families at a convenient time for the family rather than at short notice to meet statutory timescales. For cases whereby parents are reluctant to engage in services or cases where there are linguistic or cultural barriers to overcome, flexibility in timescales can be used as a mechanism to improve practice (Munro and Lushey 2011). Collaborative working relationship between social care services and families is essential in promoting the welfare of the child (DOH 2010). Having sufficient time to work at the childs pace is therefore crucial to improving practice. Moreover, assessments may take longer if family members have special needs which have to be met so that they can meaningfully contribute to assessment (Holland 2010). Whilst there is a need for assessments not to lose focus and direction, assessments need to be completed jointly by both social worker and the family within a context which takes into account issues of power, inequality and discrimination. Lack of flexibility within assessment is almost inevitably going to come at the cost of key principles such as partnership and empowerment. Hawkes (2005) suggests that there is just as much evidence about the impact of partnership and empowerment upon the outcomes of children as there is for the need to prevent delay and drift in assessment which may be c aused by flexibility measures of assessments. Influence of wider national and European policy agenda The need for a thorough assessment of children and families where there are child protection concerns is a key focus of many national policies in the UK. The Framework for the Assessment of Children in Need and Their Families (DOH 2000) for example acknowledges that improving assessment process is a critical aspect in improving social work practice with service users and ensuring multi-agency working. Although the framework offers guidance to social workers on how to meet the needs of children through a comprehensive process of assessment leading to action, its imposition of rigid timescales to complete assessments challenges some of the principles of the Children Act 1989. The guidance fails to take into account that the time it may take longer to engage with some families who may be initially hostile towards intervention. Moreover, due to lack of time to engage fully with children, social workers may be unable to ascertain and incorporate the childs feelings into assessment (Calder 2003). Similarly, the importance of timely and clear assessment was highlighted in Lord Laming report into the death of eight year old Victoria Climbie (DOH 2003). Lord Lamings enquiry led to the implementation of Children Act 2004 which emphasised the need for improve outcomes for all children. For children who come into attention of social services, these outcomes could be explored further in assessments. These outcomes are: being healthy, staying safe, making a positive contribution; and achieving economic wellbeing (HM Government 2004). As well as national policies, international legislations including the European Convention on Human Rights Act (1998) and United Nations Convention on the Rights of the Child (1989) influenced the proposed change as enshrined within these legislations is the need to protect child and their interests (ECHR 1998:Article1, 2; UNCRC 1989: Article 2, 3, 12) and advocating for a single assessment form is a means of ensuring childrens voices remain the central focus of assessments. Potential challenges from the wider social work context which could impact on the implementation of the proposed changes Although this essay has highlighted some of the potential benefits of having a single assessment form and removing fixed statutory timescales, some potential challenges which could impact on the implementation of the proposed changes are critically discussed here. First, increased flexibility concerning timescales does not necessarily mean that the potential benefits discussed previously will be realised because a key aspect in realising these benefits largely depends on the skill and capacity of individual social worker and wider organisational contexts in which they are working. Although the aim of a flexible timescale was proposed in this essay to enhance social workers understanding of childrens needs, should the proposal be implemented, some social workers may use it as an excuse to postpone complex decisions (Turney et al. 2011). Secondly, in the absence of timescales social workers may spend longer time completing assessments. Whilst it is acknowledged that the more information gathered, the longer it may take to analyse, however, in the absence of additional staffing, the extra time social workers are seemingly spending on direct work with children and families may place greater demands on the team. This in turn may lead to the following: longer working hours to compensate for the additional time spent on assessments; prioritising child protection cases which may result in delay and drift in cases, which based on the presenting issues appear less serious; or changes to the threshold for intervention (Broadhurst et al. 2010; Holmes et al. 2010). The effect of such challenges may therefore inhibit workers ability to conduct additional visits, engage in more direct work with families and therefore undermining the intended aim of the single assessment proposal (Monro and Lushey 2012). Change Theory Change is inevitable; it can be threatening, disruptive and difficult to manage as it involves adapting to new settings, working practices or personal circumstances (Hayes 2010). Although one of the core values of a social worker is to advocate for change on behalf of their service users (Dolgoff et al. 2008) as a profession, it has been quite resistant to change (Munson 2012). Whilst there is no standard formula in managing change, there is a body of useful theories which that can help analyse how to manage the challenges of change in order to improve on practice and ensure better outcomes for service users. Here, I draw on Kurt Lewins(1951) theory of change and discuss how developing a single assessment form to replace current initial and core assessment forms can be implemented meeting some of the challenges previously identified. Lewin (1951) argued that implementing change involves managing competing forces and actively facilitating the driving forces to achieve the desired change while seeking to reduce or eliminate restraining forces (Russell and Russell 2006). In the first step of his three step change model, Lewin contends that to implement change, change leaders will need to unfreeze the status quo. Individuals who will be affected by the change must be led to recognise why the change is necessary (Griffin and Moorhead 2011). Next, the change itself is implemented. Finally, refreezing involves reinforcing and supporting the change so it becomes a part of the system. Using Lewins model, the first step (unfreezing) implementing my proposed change would involve convincing Michael Gove, current Secretary of State for Education to grant local authorities dispensation of Working together to Safeguard children guidance because of its capability to improve social work practice with children and families. After this unfreezing is accomplished, a pilot scheme conducted with several local authorities analysing the likely impact of implementing my proposed change on practice will be introduced. If the results of the pilot scheme are positive, the scheme will be rolled out nationally (implementation). Following implementation, regular training, robust supervision and support systems will be introduced to support social workers in writing assessments (refreezing) in order to meet challenges previously identified. As influential as Lewins model of change is, some critics have argued that the model is too rigid and assumes change occurs in static steps. It is argued that Lewins theory lacks the flexibility required to fit with the chaotic process of change (Longo 2011). In relation to my proposed change, Lewins theory fails to.. Similarly, Williams et al. (2002) argue that whilst Lewins model of change is useful in conceptualising how to bring about change, it fails to explore how what causes individuals to accept or resist change. Similarly to Lewin (1951), Beckhard and Harris (1987) change model provide a useful analogy of what motivates individuals to change. They argue that for change to happen, the forces of change must outweigh the perceived costs of change (in terms of emotions, energy financial costs etc). Beckhard and Harris suggest that to successfully implement change, individuals need to be convinced that the present is problematic; individuals need to perceive desirable vision of the future and that there is a means of achieving it (Williams et al. 2002). Although this model is valuable to understanding how to manage planned change, similarly to Lewins (1951) theory, Beckhard and Harris (1987) also assume that that there is a logical, linear process to achieving change. Burke (2002) argues that in practice, planned change occurs in a spiral fashion rather in a linear line as suggested by both Lewin and Beckhard and Harris. According to Deutsch et al. (2006) there are many unintended and unanticipat ed consequences which may affect and be affected by planned, change efforts and neither of the change theories discussed above explore this in depth. Whilst a change in current policy of how initial and core assessment are being completed may appear irrational, a recommendation for such change was recently proposed by Eileen Munro in The Munro Review of Child Protection (Munro 2011). The Secretary of State for Education granted eight local authorities (Hackney, Knowsley, Cumbria, Kensington and Chelsea, Hammersmith and Fulham, Wandsworth and Islington) between March and September 2011 permission to carry out flexible assessment practices. Although a vast majority of social workers and managers were in favour of the single frame assessment form and findings from the pilot study reported that flexibility of assessment timescales improved practice and quality of assessments (Munro and Lushey 2012), this proposal has yet to be implemented nationally. This recommendation is good example of some of the challenges implementing change. As simply put by Chaudry et al. (1994) a good idea that is very difficult to implement is, after all not that good an idea. In conclusion, this essay has highlighted some of the potential benefits of developing a single assessment form which replaces current initial and core assessments and the associated fixed timescales for their completion when completing assessments children. Whilst this essay acknowledges that implementation of the proposal does not necessarily guarantee improvement in the quality of assessments produced by social workers or the amount of direct work completed with children and families, it is felt this flexibility in timescale will enhance social work practice with children (Munro 2011). Importance of supporting social workers via training and adequate supervision was also acknowledged in ensuring completed assessments are of good standard. As well has exploring the influence of national and European policy agenda on the proposed change, the essay also critically analysed how the proposal could be implemented drawing on Lewins (1991) model of change.

John Smith Essay -- essays research papers

John Smith is one of the most famous people in American literature history. He was a dedicated man to his country of England, and wanted nothing more than to claim America in the name of the king. During his adventures to the new land he encountered many new things and people including a young Native American woman named Pocahontas. He also wrote many journals enticing people to want to come to America. This shall tell you the story of John Smith from his journeys as a young man all the way to when he finally came to America, and how his writings still influence people to immigrate to America still today. John Smith was born in Lincolnshire, England to a farmer and his wife in 1580. He only had a grammar school education, but with this education he was able to join the British volunteers fighting in the Dutch war of independence from Spain. While in the military, he was captured by the Turks and sold as a slave. He eventually escaped and came back to his mother land of Great Britain in 1605. He then became interested in settling Virginia in the new world. The following year, Smith sailed to Virginia with the Virginia Company’s first colonist as one of seven councilors. This was the first of many voyages to the new world for him. Smith spent much time exploring the land. By this time, the governor of Jamestown was executed for treason and Smith was then elected president of Jamestown colony. He then began building houses, churches, and fortifications. He also had a policy th...