Wildlife Conservation in India Essay Example for Free

Wildlife Conservation in India Essay Nature is the major part that gave plenty of chances to flourish mankind. When it comes about doing justice, it’s all what nature do, but not us. We learnt from childhood to save others, to think for others first, and rest all the things. In fact, we are living all because of the nature. And when our turn came to save the nature, we are simply sitting back, relaxing as if nothing has happened. Therefore, the government of India started giving advertisements to save the nature or in easy language ‘Save Wildlife’. Many wildlife organizations are there who try to save and flourish the wildlife. Many natural projects and programmes have been undertaken by the Indian Government like Project Tiger, Nature Camps, and Jungle Lodges. These have been organized to promote the wildlife awareness among the people in every remote areas of India. All of these projects help preserving the natural heritage as well as encourages the eco-tourism. The wild beings are the gift of the nature that helps decorate the natural beauty by their exceptional ways of existence. Today, due to the rising deforestation and negligence, wildlife is receiving a threat that needs special attention from every human being. The green heritage of this world could only be saved by joining hands together. The population of tigers is day-by-day diminishing, and so to preserve and protect them government has taken some initiatives. It is today very important for every individual to know this major issue of wildlife. The education and awareness will at least help people to stop killing more animals or birds. The major example of efforts to save the endangered Rhinoceros is in the Kazirange Sanctuary in Assam. To protect wildlife like Elephants, Periyar in Kerala is also doing exceptionally well, where as, the Dachigam National Park is also joining its hand to save the Hangul or Kashmiri Stag. Gir National Park that is located in Gujarat is the only surviving home for the almost wiped out Asiatic Lions in India. Wildlife Conservation in India covers some 3.29 million square kilometers of area including the floral and faunal species, mammals, reptiles, insects, and birds. Today, the Wildlife Conservation in India has become the most renowned holiday destinations due to its diverseness. In India, you will get total 571 sanctuaries and reserve parks, sheltered by the Indian Government. Some of the significant Wildlife Sanctuaries that could be found in India are: * Bandhavgarh National Park in Madhya Pradesh * Corbett National Park in Uttar Pradesh * Kaziranga National Park in Assam * Sariska Wildlife Sanctuary in Rajasthan * Sunderbans National Park in West Bengal * Manas Tiger Reserve in Assam * Gir National Park Sanctuary in Gujarat * Kanha National Park in Madhya Pradesh * Periyar Wildlife Sanctuary in Kerala * Dachigam National Park in Jammu Kashmir Besides this, there are many other NGOs are also working on the wildlife conservation like Wildlife Society of Orissa, Rhino Foundation for Nature, Friends of Forests, North Eastern Society for Preservation of Nature and Wildlife, Nature’s Beckon, Nature Conservation Society Amravati, The Friends of the Doon and Bali Nature, and Wild Life Conservation Society. Wildlife aids in sustaining the balanced living systems of earth that as a result guarantees survival of life. In fact, by studying about the wildlife further, Scientists achieved lots of precious information about different life processes and discovered significant medical products. Tourists when throng to India to see the major attractions and make some memorable time, they make sure that the nation could offer them good sights of wildlife as well. So be the one to save our environment and wildlife and make India a thriving place for these living beings. Active conservation projects in India Tiger Conservation Programme Geographical location: Asia/Pacific Southern Asia India The project aims at conserving the tiger and the species that cohabit its habitat. Project activities primarily focus on conservation efforts within the protected areas and their adjoining forests. There is also a major effort to work with the local communities; primarily to mobilise support for the cause of tiger conservation, and at the same time bring economic benefits to the communities by means of innovative mutually benefitting activities. Objectives Provide support to protected areas to strengthen their anti-poaching activities. Play a facilitators role to develop, ratify and adopt strategies. Protect high priority landscapes and the biodiversity therein. Restore critical habitats. Solution The project relates to conservation action in the 3 priority tiger landscapes in India, i.e. the Sunderbans, Satpuda Maikal and the Terai Arc. In addition to working in the landscape, WWF will also provide support to protected areas to strengthen their anti-poaching capabilities. The proposed activities in the selected landscapes will involve working closely with the governmental and non-governmental agencies along with the local communities. WWF will play the role of catalytic role in facilitating the agencies to collaborate to develop, ratify and adopt strategies, protect important biodiversity areas, conserve landscapes of high priority and restore critical habitats. Asian Rhino and Elephant Action Strategy (AREAS) Geographical location: Asia/Pacific Asia General Asia/Pacific Southeast Asia Indonesia Asia/Pacific Southeast Asia Malaysia Asia/Pacific Southern Asia India Asia/Pacific Southern Asia Nepal Asia/Pacific Southern Asia Sri Lanka  © WWF Laos Summary WWF’s Asian Rhino and Elephant Action Strategy (AREAS) was set up to focus on the conservation of these iconic flagship species. The programme was developed on the back of priorities defined by WWF Asia/Pacific Regional Strategy. This project is concerned with the next phase of the AREAS programme and priorities will be further developed. Background With a few notable exceptions, populations of the 3 Asian rhino species (Greater One-horned rhinoceros (Rhinoceros unicornis), Javan rhinoceros (Rhinoceros sondaicus) and Sumatran rhinoceros (Dicerorhinus sumatrensis) and the Asian Elephant (Elephas maximus) have experienced major declines over the past few decades as a result of habitat loss, fragmentation, and poaching. Large mammals, like rhinos and elephants, are wide-ranging and require extensive areas to support viable populations. It is possible that rhino and elephant populations in several of Asias relatively small protected areas have reached carrying capacity, and the areas have inadequate ecological resources to support larger populations. The animals are unable to use the surrounding areas as habitat fragmentation of their natural habitat has led to the reserves becoming isolated. In many areas, the only chance to maintain or rebuild viable rhino and elephant populations is to include the larger landscape in conservation planning. Objectives 1. Expand existing reserves and creating new reserves where possible. 2. Link proximal protected areas by corridors. 3. Manage buffer zones so that wildlife conservation activities and other natural resources provide more benefits to the local communities than irreversible extraction of resources. 4. Encourage low-intensity land use throughout the conservation landscape that are compatible with wildlife use and dispersal, yet provide equivalent benefits. 5. Re-establish the traditions of the local people that once allowed a relatively benevolent coexistence with wildlife. 2. Conservation of Red Pandas 3. Geographical location: 4. Asia/Pacific Southern Asia India 5. 6.  © WWF-Canon / Martin HARVEY 7. Summary 8. Scientific information on the status of the red panda in Sikkim is very scant. While large areas are shown as red panda distribution areas, the reality is that only small pockets are available for the species. Authentic information on where exactly these animals are ranging and how exactly these places are connected and or what threatens these linkages is vital for creating strategies for effective conservation interventions. The Khangchendzonga landscape itself is a large area and the number of stakeholders is huge. Among them are government and non government agencies and influential individuals. These also include educational and research institutions that make key inputs into decision making. Bringing all of these together on a platform to make an alliance for conservation is expected to go a long way in achieving larger conservation goals. It is clear that the entire landscape including the Khangchendzonga Biosphere Reserve (Sikkim, India) is facing various threats. But there is no scientifically documented information that actually identifies the threats as well as shows levels of damage each one of them is causing or the potential of the damage that is waiting to happen. While this kind of dataset will appraise us of the level of interventions that are needed, it will also help in generating opinion among decision makers. 9. Background 10. Though the red panda (Ailurus fulgens) is the state animal of Sikkim and reported to be found in six protected areas (PAs) within the state (Choudhury 2001), its status in the wild is thought to be steadily declining (Lachhungpa 1997). Choudhury (2001) also reports that a 1,000 times increase in tourists in Sikkim between 1980 and 1995 and their subsequent requirement for firewood has accelerated habitat loss. In addition to this, he mentioned that construction of roads, over-grazing, etc. have also had their toll on the red panda habitats in Sikkim. The ecology of this species has been studied by Pradhan et al. (1999) in Singhalila National Park, West Bengal, an area that is adjacent to the state of Sikkim and has contiguous patches to this state’s largest PA, i.e. the Kanchenjunga National Park. The state of Sikkim is also likely to hold about 20% of the potential red panda habitat in India (Choudhury 2001). Therefore, in order to propose a conservation action plan for the species, the foremost activity to be carried out is to estimate the current status and distribution of the red panda in Sikkim. This activity will identify the PAs and other areas of red panda habitat that need immediate attention. 11. Objectives 12. 1. Understand the conservation status of the red panda in Sikkim. 2. Strategise for long-term conservation of the red panda. 3. Conduct feasibility for reintroductions of the red panda in order to create populations in identified sites. 13. Solution 14. It is known that the red panda inhabits sub-tropical and temperate forests (Choudhury 2001) wherein they are threatened from habitat loss and habitat fragmentation, competition from domestic livestock, reduction of habitat quality by removal of maternal den trees (Glatstone 1994). Hence, conservation needs for this species in Sikkim is to be determined and addressed. The weaknesses of the red panda habitats within and outside PAs are to be quantified and specific strengthening measures are to be implemented. All these activities will require to build-up a partnership with different government authorities like the Forest Department, the Indian army and NGOs like the Mountain Institute, Resources Himalaya and the International Centre for Integrated Mountain Development (ICIMOD). A broad-based awareness programme will also be initiated at the middle of the first year to make the people of the state aware about the conservation issues for this species. In due course of time, a tie up could be done with the Padmaja Naidu Himalayan Zoological Park, Darjeeling, which has successfully carried out an ex-situ conservation programme of red panda, by breeding this species in captivity and releasing them in the wild. Interestingly, one of the two individuals that were radio-collared and released in the Singhalila National Park, has mated in the wild and given birth to offspring. 15. Terai Arc Landscape securing corridors, curbing poaching and mitigating HWC 16. Geographical location: 17. Asia/Pacific Southern Asia India 18. 19.  © WWF-Canon / Helena Telkanranta 20. Summary 21. The Terai Arc Landscape contains spectacular forests, savannahs and grasslands, providing vital habitat for three endangered large mammals: tiger, elephant and rhinoceros. This project will focus on restoring wildlife corridors, poaching and mitigation of human/wildlife conflict (HWC). These activites will have an overall positive impact on wildlife and will be focused on the states of Uttarakhand and Uttar Pradesh. 22. Background 23. The Terai Arc Landscape (TAL) is spread over approximately 49,500 sq km and stretches from Nepal’s Bagmati river in the east to India’s Yamuna river in the west. TAL in India covers approximately 30,000 sq km across the states of Uttarakhand, Uttar Pradesh and Bihar. This area of India is about 50% forested. Vegetation in TAL-India consists of sal forests, sal mixed forests, riverine forests, mixed forests, grasslands and open scrubs. Some of the charismatic mega-fauna in TAL-India includes tiger (Panthera tigris), Asiatic elephant (Elephas maximus), great Indian one-horned rhinoceros (Rhinoceros unicornis), swamp deer (Cervus duvauceli duvauceli) and the Gangetic dolphin (Platanista gangetica). TAL is also drained by major rivers such as Sharda, Kosi, Ramganga, Gandak, Bagmati, Sonanadi, Rapti, and Saryu. TAL in India has 9 protected areas (PAs) which are Rajaji National Park, Corbett National Park and Tiger Reserve, Sonanadi Wildlife Sanctuary, Kishanpur Wildlife Sanctuary, Dudhwa National Park and Tiger Reserve, Katerniaghat Wildlife Sanctuary, Suhelwa Wildlife Sanctuary, Sohagibarwa Wildlife Sanctuary and Valmiki National Park and Tiger Reserve covering a total area of 4,500 sq km. TAL in India is among the most densely populated rural areas in the country as more than 20 million people reside here (2001 census). During the last two decades the population in TAL has increased by as much as 54.2%, which is 9% above the national average. Most of the poorer communities depend on the forest for their subsistence. Firewood, fodder and grass for thatching and rope making are the most significant resources extracted from the forests. Wild fruits, honey, medicinal plants, and leaves are some non-timber forest products (NTFPs) which are also extracted from the forests and these also contribute to the household economy of rural populations. Natural resource based occupations are predominant across TAL-India. Only 7% of the population uses purchased fuel such as liquefied petroleum gas (LPG), coal and kerosene in the entire TAL-India, the remainder using fuel wood collected from the forests. This landscape faces several threats like loss of wildlife and its habitat at an alarming rate. Habitat degradation and fragmentation due to biotic pressures and developmental activities are causing immense damage to the TAL. Livelihoods of millions of people are also at risk, as the natural resources in the TAL provide a means of income as well as vital ecological services, which are being lost as the landscape is further degraded. There are direct threats to wildlife in terms of poaching and conflicts with humans. There are tribes who have been hunting animals as a tradition and many of these still continue to do so. Meager amounts are offered to the villagers residing near forests by organized poachers to kill animals. On the other hand when the wild animals move out of the forest areas due to shrinking of natural habitat and come in conflict with the local people, most of the time it is the animal which loses out in the fight. Species which are already stripped of their habitats often face retaliatory killing. The main threats to wildlife conservation in the Indian part of TAL include corridor degradation; poaching, illegal extraction of natural resources and wildlife trade; high levels of human wildlife conflict; lack of participation from the local people; inappropriate policies and inadequate infrastructure support for implementing the wildlife conservation measures by the state departments. The root causes of some of these problems include limited capacity within the Forest Department (particularly staff outside the PA system, i.e. in the territorial forest divisions) to undertake effective wildlife conservation measures in the critical wildlife corridors and tackle the illegal wildlife trade. Another underlying cause of habitat degradation is weak community institutions and limited alternative livelihoods which lead to over-extraction of forest resources. 24. Objectives 25. Secure critical wildlife corridors within TAL-India; Curb wildlife poaching and illegal wildlife trade in TAL-India; Mitigate human-wildlife conflict in TAL-India; and Build strong community based institutions. 26. Solution 27. WWF-India proposes to work with the forest department and other government agencies securing critical corridors and curbing poaching and illegal wildlife trade. It will work with the forest department, local administration and with local communities and community based organizations to mitigate human-wildlife conflict. WWF will also work on the building of a community based institution for wildlife conservation. 28. Achievement 29. 1. Moved the Central and State Government to secure Gola wildlife corridor. 2. Working with different stakeholders for reducing wildlife trade. 3. Human wildlife conflict mitigated substantially around the Corbett Tiger Reserve.

Learning Difficulties: Causes

Learning Difficulties: Causes Learning Difficulties LO. 1 Explain what is meant by learning disabilities, and outline their possible causes and manifestations. The term and definition of learning disability has its controversies and ambiguousness and the term means different things to different people having various cultural and medical connotations. Individuals identified as having learning difficulties are recognized and understood by the communities in which they live, the personal services they need, and the kind of support they expect. Yet, generally Learning Disability can be defined as a cognitive disorder that adversely affects peoples ability to interpret visual and auditory information or to link different pieces of information from different parts of the brain to integrate them in a coherent manner. There is thus an apparent lack of integration and coordination of information (see Emerson et al., 2001). These limitations as revealed through learning disabilities can be manifested as specific difficulties with coordination, attention, spoken and written language, or even self-control. Difficulties in learning also affect schoolwor k and can lead to impediments in learning to read and write. According to the Department of Health, Learning Disability can be defined as A significantly reduced ability to understand new or complex information, to learn new skills (impaired intelligence), with, a reduced ability to cope independently (impaired social functioning) and which started before adulthood, with a lasting effect on development. (DOH, 2001 p14) Specifically in Scotland the term learning disability is used to describe: those with a significant, lifelong condition that started before adulthood, that affects their development and which means they need help to understand information, learn skills and cope independently. (Scottish Executive, 2000) According to the British Institute of Learning Disabilities, (BILD), Learning Disability is just a label. BILD points out that the term learning disability is being increasingly replaced by the term learning difficulties and as given by the Warnock Committee learning difficulties is a term used to cover specific problems with learning in children that might arise as a result of a number of different factors, eg medical problems, emotional problems, language impairments etc (BILD, 2005). There can be different types of learning disabilities that can be categorized into three broad groups:Learning Disabilities related to developmental speech and language disorders. Learning Disabilities associated with academic skills disordersLearning Disabilities associated with coordination disorders, learning handicaps and problems in integration of informationFor deciding that someone has learning disabilities, three diagnostic criteria are used: Intellectual Ability Legislative definitions of learning disability Social competence. Learning disability can also be classified into two main categories and the causes can be genetic or environmental. Learning disability can occur due to several different types of causes. Impairments causing learning difficulties can occur before, after or during birth. Before birth reasons can be congenital and include Down syndrome, Turner syndrome, Hurler syndrome or Fragile X syndrome. Oxygen deprivation during birth and postnatal illnesses, brain injury or meningitis can lead to learning disabilities and impaired cognitive development. Environmental factors leading to learning disabilities can include infections, trauma, drugs or social deprivation and neglect (Watson, 2003). As we have already mentioned particular types of learning disabilities are associated with particular kinds of manifestations and specific learning characteristics. LO.2 Estimate the prevalence of learning disabilities and appreciate the impact that this may have on professional health care practice. The incidence and prevalence of learning disability is difficult to determine as the only manifestations of learning disability that can be detected at birth are clear syndromes like Down syndrome and the majority of infants with learning disabilities go undetected till much later. Delays in childrens cognitive development help ascertain whether they have learning disabilities. Prevalence of a disease or a general condition is the estimation of the number of people affected as a proportion to the general population. If IQ is used as an indicator of learning disability, then many people with learning disabilities go unaccounted for. Administrative prevalence of any such condition refers to the number of people that are provided with some form of service from caring agencies. The general consensus is that the overall prevalence of moderate and severe learning difficulties are 3-4 people per 1000 in the general population (DoH, 1992). The prevalence of severe to moderate disability has been recorded at 3.7 per 1000 population whereas the prevalence of mild learning disability seems to affect 20-30 per 1000 of the general population. Further it has been observed that among 3-4 persons in 1000 within UK suffering with learning disabilities nearly 30% report severe or profound learning problems. Within the group of individuals suffering from severe learning difficulties most also suffer from multiple physical and sensory impairments as also behavioral difficulties. These individuals require lifelong support to maintain themselves and to achieve a level of lifestyle. Emerson et al (2001), have suggested that within UK there are some 230,000-350,000 persons with severe learning disabilities, and around 580,000-1,750,000 persons with mild learning disabilities. They also suggest in their study that there are differences in male and female prevalence rates and incidence of disabilities with males showing higher prevalence than females. Enable et al. (2003) have suggested that the number of people with learning disabilities has increased by 1.2 % a year over the last 35 years and since 1965 the number of people with severe learning disabilities has increased by 50%. There are many controversies on the validity and use of epidemiological data and on prevalence and incidence rates of learning disabilities. All children with learning disabilities are not reported and in most cases it is difficult to understand the symptoms of learning disability until at a much later stage. One of the major problems is the argument that collection of data on disabled individuals invariably leads to labeling and brings in concerns as to whether such discrimination is useful or necessary. However some scholars have argued that labeling helps in identifying the disabled individuals and ensures that special needs of such people are met through adequate care provisions. Incidence rates and prevalence data on learning disabilities are helpful in clinical practice as it provides an estimate of the nature and extent of support that healthcare services should be prepared to provide. LO.3 Describe how people with learning disabilities have been misunderstood in the past and how this may affect contemporary provision of health care for them. Attitudes and beliefs about people with learning disabilities have changed rapidly in the last few decades and have consequently shaped healthcare provisions available to this group of people. Models of social inclusion and community care have replaced traditional models of institutional care and there is more emphatic appreciation of civil and human rights of individuals with learning disabilities. It has been argued that the rate of change in services to disabled individuals has been slow in Scotland as compared to other parts of Britain, but this has also helped enable accurate assessment and greater response to fulfilling needs of people with learning disabilities. Social care policies by the Department of Health, legislative definitions of learning difficulties along with human rights campaigning for such people and increased spread of awareness that learning disability is more of a convenient label, have altogether led to improved conditions and stronger commitments to provide a more person centered approach to care than before. People with severe or moderate learning disabilities were regarded as mentally deficient or retarded and since the implementation of the Mental Deficiency Act in 1913, it was recommended and all mentally retarded be categorized according to the level of disability and by 1929 100, 000 mentally retarded individuals were institutionalized in the UK. Although in the early 19th century, institutional care for patients with learning disabilities aimed at modifying or changing mental defect, this was quickly replaced by a philosophy of control and coercion in custody. The initial institutionalized colonies were changed to long term hospitals following the NHS 1946 Act. By the 1950s and 1960s the concept of custodial institutionalized care for learning disabilities was questioned and there was an eventual introduction of community care. In 1971 the White Paper Better Services for the Mentally Handicapped was introduced in Great Britain and the care philosophy was led by the concept of normalization rather than segregation. This was aimed to increase social participation and greater social roles of individuals with learning disabilities to integrate them in mainstream society. The contemporary provision of health care as set by the Department of Health or NHS gives emphasis to schedules of community care, social inclusion and social participation of individuals with learning disabilities and discourages institutionalization. LO.4 Define the concept of inclusion and identify barriers that serve to exclude people with learning disabilities from mainstream services. Introducing the strategy for services supporting people with learning disabilities in England, the Department of Health (2001) has described social inclusion in the following words:Being part of the mainstream is something most of us take for granted. We go to work, look after our families, visit our GP, use transport, go to the swimming pool or cinema. Inclusion means enabling people with learning disabilities to do those ordinary things, make use of mainstream services and be fully included in the local community.'(p24) People with learning disabilities have long been marginalized and excluded from society not only regarding social issues but also indirectly on decisions about their own lives. The Human Rights Act 2000 has also stressed on the basic fundamental rights of such individuals and this has given them a voice and strength in society. Whether it is choice of career or access to health services, the individuals with learning disabilities now have many options, and varied preferences. According to Jenkins et al (2003), an inclusive approach recognizes that formal and informal elements of the wider society need to change or adapt to enable excluded people to use opportunities and services. This explains the general approach in providing care to individuals with learning disabilities and the aim is to help them adapt and merge with the mainstream society with increased opportunities and special services. Yet there are major barriers to providing such individuals with the advantages of normal provisions and services. Some of these barriers include the nature of the problems that can involve severe physical or mental impairment. Factors identified as impediments to social inclusion of learning disabled individuals can be the process of labeling itself which discriminates socially healthy individuals from the disadvantaged ones. Although labeling has it won advantages, identifying individuals as disabled can lead to special exclusion and discrimination in areas of jobs, lifestyle or social participation. Although the situation has drastically improved after recognition of human rights needs of the learning disabled, the disadvantaged peoples own low levels of motivation, heightened social anxiety, discomfort in social participation, feelings of inferiority and practical problems in not being able to perform normal physical activities are common barriers to a health social life for these individuals. The mindset of people towards disadvantaged individuals may be changing but needs to change even further. Several associated illnesses, physical, visual, language deficiencies, special health needs such as weight problems, requirements in special schools and education needs are also some of the barriers that impede the active participation of such individuals in mainstream society. LO.5 Identify the main additional health problems faced by people with learning disabilities, and the consequent challenges posed to mainstream health services. Some of the associated health problems in people with learning disabilities are Mental illness such as schizophrenia, anxiety and depression and also challenging behavior such as aggression and self-injury. Prevalence rates of mental health illnesses are greater among individuals with learning difficulties than among the general population. Learning-disabled persons are also categorized as mentally deficient or retarded as they may not be able to perform intelligence tests due to their learning problems. Thus such people may be categories as having severe intellectual difficulties resulting in subnormality or abnormality. Abnormal conditions are however more of psychopathic disorders found widely in these individuals. Epilepsy shows higher prevalence rates in persons with learning disabilities than in the normal population. The British Epilepsy Association has estimated that there are nearly 200,000 people with learning disabilities severely affected by the learning disability disorder. (BILD, 2001) Physical and Sensory disabilities are common in people with learning disabilities as visual and auditory impairments are common in such conditions. Hearing impairment is found in individuals with Downs Syndrome and these additional disabilities are also associated with the fact that the persons with learning problems do not get support as far as using other devices are concerned. Complex health needs are common among people with learning disabilities and issues such as weight problems, or lack of a balanced diet are barriers in the betterment of such individuals. Significant numbers of people with such conditions do not engage in required amounts of physical activities and there is also a general lack of awareness about the amount or nature of diet that should be taken for a sedentary life. This leads to further complications such as heart problems, kidney problems etc at a young age. Chronic dental problems, poor oral health and unhealthy teeth and gums are some of the common problems. Such individuals have untreated tooth decay that is prolonged and causes damage, as well as a very poor sense of oral hygiene with irregular or minimal brushing and cleaning of the mouth etc. This aggravates other associated health problems. Facing and consequently overcoming health problems are the major barriers and also the major challenges not only for individuals with learning disabilities but also for social workers, community healthcare professionals and the Department of Health as a whole.The concept of social inclusion necessitates that these related health problems should be considered. LO.6 Discuss the importance of working in partnership with people with learning disabilities, using advanced communication skills, and the concept of capacity to give informed consent, along with the potential impact this may have on professional health care practice. According to Dunbar, working in partnership with people with learning disabilities is an essential first step towards social inclusion of such individuals. He wrote, people with learning disabilities or a mental illness should be treated in the same way as other people, not in side rooms. this lessens the chance of the person being out of sight, out of mind (Dunbar, 2003). This possibility of discrimination of such individuals have led to the recognition of the need for improved training, services and communication skills to effectively support and help these individuals. Health care professionals caring for persons with learning disabilities are required to have positive attitudes towards their patients. However within the healthcare setting negative attitudes and discriminatory practices are common and several studies have reported that such individuals are deprived of health care facilities and do not receive the care they should receive. In certain cases, inappropriate and derogatory language is also used to describe such patients and there have been reports of denied access to aids such as glasses or hearing equipment that can improve the quality of life for such individuals. The NHS Executive (1998) has stated that nursing staff require special training opportunities to face and overcome their fears or prejudices towards people with learning disabilities in order that they may learn to treat them with respect and equally as they treat other normal patients. Nurses and other health professionals should always try to go beyond social obstacles and try to meet or associate with such individuals in normal social situations and recognize their needs and shed any notion of stereotypes. The White Paper The same as you (Scottish Executive, 2000) has placed great emphasis on the needs of individuals with learning disabilities and to treat them equally. These are: being at the centre of decision making and have more control over their care; being included, better understood and supported by the communities in which they live; having information about their needs and the services available, so that they can take part, more fully, in decisions about them; having the same opportunities as others to get a job, develop as individuals, spend time with family and friends, enjoy life and get the extra support they need to do this; and being able to use local services wherever possible and special services if they need them. (Scottish Executive, 2000) It is recommended that specialized training should be provided to nurses to help them explore strategies of care for learning disabled individuals. Assisting in enabling inclusion and stressing on a holistic improvement of health and lifestyle of the individuals are areas of focus in nursing for such people. However as individuals with learning disabilities usually show auditory or speech difficulties, communicating with them effectively is a major challenge for nursing professionals and requires special skills and training. Communication is essential as according to legislative policies informed consent of the individual as to what treatment he should be subjected to and what his decisions are, lie as the primary focus of treatment. This is both an ethical and legal requirement that individuals with learning disabilities should be made aware and be allowed to express their opinions on any treatment or health care procedures (Eldridge, 2003). Conclusion: In this article we discussed 6 learning outcomes related to the health care needs, definitions, legislative policies, social implications and challenges of individuals with learning disabilities. Bibliography Human Rights Act (1998) London: HMSO. Mental Deficiency Act (1913) London: HMSO. Mental Health Act (1959) London: HMSO. Department of Health (2001) Valuing people: a new strategy for learning disability for the 21st century. London: The Stationery Office.Disability Discrimination Act (1995) London: HMSO. Scottish Executive (2002) Promoting health, supporting inclusion. Edinburgh: Stationery Office. National Health Service and Community Care Act (1990) London: HMSO. Department of Health (1999) Once a day. London: NHS Executive. DOH (1998) Signposts for success in commissioning and providing health services for people with learning disabilities. London: NHS Executive. DOH (1989) Caring for people: community care in the next decade and beyond. Cm.849. London: HMSO. DoH (1992) Social care for adults with learning disabilities. (Mental Handicap (LAC (92)15). London. HMSO. Dunbar, I. (2003) Inquiry under the fatal accidents and sudden death inquiry (Scotland) Act1976 into the death of James Mauchland. Sheriffdom of Tayside, Central and Fife at Dundee, Scotland. Emerson, E.; Hatton, C.; Felce, D. and Murphy, G. (2001) Learning disabilities: the fundamental facts. The Foundation for People with Learning Disabilities. London. Jenkins, R.; Mansell, I. and Northway, R. (2003) Specialist learning disability services in the UK. In: Gates, B. Learning disabilities: towards inclusion. Edinburgh: Churchill Livingstone. pp349-367. World Health Organization (1993) Describing developmental disability. Guidelines for a multiaxial scheme for mental retardation (learning disability), 10th revision, Geneva: WHO. Gates, B. (2000) Knowing: the importance of diagnosing learning disability. Journal of Learning Disabilities, 4(1) pp5-6. Enable (7 Oct 2002) Adults with Incapacity Act (2000). Available at, http://www.enable.org.uk/ld/awi/ Also Adults with Incapacity (Scotland) Act (2000) London: HMSO. Eldridge, P. (2003) Ethics and research involving people with learning disabilities. In: Markwick, A. and Parrish, A. Learning disabilities: themes and perspectives. Edinburgh: Elsevier Science pp65-80. Department of Health (2001) Valuing people: a new strategy for learning disability for the 21st century. London: The Stationery Office. Hogenboom, M. (2001) Living with genetic syndromes associated with intellectual disability. London: Jessica Kingsley. Scottish Executive (2000) The same as you? A review of services for people with learning disabilities. Edinburgh: Scottish Executive. Watson, D. (2003) Causes and manifestations of learning disabilities. In: Gates, B. (ed) Learning disabilities: toward inclusion. Edinburgh: Churchill Livingstone. British Institute for Learning Disabilitieshttp://www.bild.org.uk/links/ Department of Healthhttp://www.doh.gov.uk The Scottish Executivehttp://www.scotland.gov.uk/ National Health Servicewww.nhs.uk

Job Analysis Questionnaires Are Structured Tools Psychology Essay

Job Analysis Questionnaires Are Structured Tools Psychology Essay Kevin Leon Menezes , wrote an article in 2009, in which he said that : Pakistan is actively participating to rename our Personnel Departments as Human Resources, the remaining developed markets are literally asking that : Is HR a career in crisis ? The best answer lies here that HR has an important role and is evolving and we have to move forward and leave behind the traditional administrative functions and to contribute dynamically n positively accordingly. A research conducted by Elina M. Antila Anne Kakkonen in 2008 depicts that the top level management believes that the participation of the HR managers is of due importance and they agree upon that there should be a common policy in this regard. Certain factors which explain the roles in the case organizations mainly focused on certain factor groups and they were found similar across the respective cases. Now, the problem lies here that our situation is completely different than that of the developed markets and this is primarily because of the fact the HR here is mainly practices by the multinational companies. Paucity of the Pakistani firms has developed their HR factions to a great extent but on the contrary these factions are the concepts being borrowed from the West or Japan. However, criticizing the HR seems to be the main issue around the globe respectively. Every organization has jobs and it has to go through the process of staffing. Job analysis is the main process through which one determines the duties of the required positions and the credentials of the people in order to hire them. Job analysis leads to write job descriptions and job specifications. A job description entails the information of what the job involves. In addition to this. Job description brings harmony to the work functions, support to maintain a well constructed salary structure and help the employees to understand their jobs in an easy manner. The main objective of the job analysis is that it focuses on the knowing of the different components of a workers job. The gist of job analysis is mainly effectiveness and efficiency that is to do the right thing in a right manner respectively. The prime motive we get from the job analysis is that it increases companys profitability, productivity and sustainability. A job description is a calligraphy which provides certain information on all the required duties and responsibilities assigned to the individuals performing a job. Clear, accurate and thorough job descriptions are important to the performance of the organization and for the employees as well. Job description is important for every position in the organization. It is a contract with the employee and it must be provided to him. It should be simple and precise and on the contrary if its not precise, it will affect the overall performance of the employee. Mostly, job analysis provides the information in the job description. The job analysis should be accurate and complete. Job description describes the job irrespective of the persons who hold that job. A well constructed job description should be kept specific, manageable and it should also have a direct relationship with the performance review in order to measure the performance management using ones job description. 2.1Job Analysis Tools THE CONTEXT OF WORK (REALISTIC JOB PREVIEW-RJP) Nowadays it is common for human resource professionals to recognize that job interviews are now a two-way process. In order to make this statement simpler, the hiring organization assesses the candidates while the candidates assess the hiring organization and the job respectively. This is mainly the understanding and thus it develops the Realistic Job Preview (RJP). It is now an essential part of the process of recruitment process in which the different organizations provide both favorable and unfavorable work information to their candidates. 2.2 What is a Realistic Job Preview? Realistic Job Previews (RJPs) are devices which are used in the initial stages of personnel selection in order to provide the potential candidates with information on the pros and cons of the job. This does not include the duties of the job but also what the job is exactly like and what are the working conditions to be considered. This type of preview certainly happens in the initial stages of the selection process. It provides a realistic picture of the ambience to the candidate and also covers: Norms of the organization The environment in which the candidates will work The ordinary tasks that the potential candidates may face RJP provides the candidate detailed information regarding the job so that they can decide for their suitability for the job. RJP shall portray a clear picture to the candidates informing them about the positive and negative aspects of the job in order to be successful. It is an essential part of the process of selection in which it gives the clear idea of the job to the candidates after being hired. Some experts believe that if the information provided to the candidates during an RJP is accurate, then it will be easy for the candidates to decide whether the job is right for them or not. By using the process of RJP, it reduces the expectations of the candidates who dont think that certain conditions will meet their requirements. This helps the organization a great deal as when the individuals accept the job, their expectations are not too high from the organization and thus it results in fewer apprehensions. Fleishman Job Analysis Survey F.jas is a hand book for ability requirement. It is a taxonomy which has detailed description of different kind of abilities required for a job. F. Jas contains specific job analysis scale. Functional Job Analysis Scale FJA was first used in 1940. Now days it uses seven scales to find out the performance of the workers Things Data People Worker Instructions Reasoning Math Language F.JA was used for a long time in USA as a part of the DOT. This has now been replaced by O.NET MOSAIC The office of the personal Management (OPM) is using multipurpose occupational system Analysis. Inventory close ended for information on federal court job. The OPM has started different projects; each project is working on different occupation. Two types of description are used, which are Tasks and Competency. MOSAIC is in fact working in all Govt Jobs. OCCUPTIONAL ANALYSIS INVENTORY (OAI) It was designed to yield mal job information It has five categories. 1 information received 2 Mental Activities 3 work behaviors 4Work Goals 5 Work Context. OAI has been used to gather information on 1400 jobs. However the reliability has been lower as compared to PAQ. Position Analysis Questionnaire (PAQ) It is a study of job characteristic against human characteristics. The item of study has five catagories. Information input Mental process Work output Relationship with other persons Job context The researchers have collected a large data which has given reasonably good results. Work Profiling System (WPS) The system was developed to help employees to help accomplish human resources functions. The WPS has computerized system which records symbols of qualities related to personality like hearing skills, sight, taste , smell, touch, Body coordination, verbal skills, Number skills, complex Management skills, personality and Team Role. DICTIONARY OF OCCUPATIONAL TITLES In 1930, the occupational information was local so there was no co-ordination in different affairs. In 1934 a national database was developed and so in 1939 the first dictionary of occupation data DOT was published. However in 1990 it has become less useful due to many reasons. When in 1991 the published fifth edition, it was discovered that the new technological change are making the job more complicated, so the DOT approach was developed by US Employment service, despite that DOT is extensively used in social Security and immigration adjudication within the united state. Job analysis questionnaires are structured tools used to gather information about work as it is performed in each organization. Questionnaires may be used by the job analyst in an interview or completed by the job incumbent. Preparation of a job analysis questionnaire takes both time and skill of individuals knowledgeable of the jobs being analyzed and the development of questionnaires. Job analysis questionnaires may be hardcopy or electronic. They may be designed specifically for an organization, or more general to collect information from a large number of people working in many different organizations. Some conventional job analysis programs ask job incumbents to complete a preliminary questionnaire describing their jobs. The purpose is to provide the job analyst with a first draft of the necessary job information. It is also meant to be a first step in obtaining incumbent and supervisor approval of the final job description. Of course, not all employees enjoy filling out questionnaires. Also, employees vary in verbal and reading skills and may overstate or understate their work activities. Usually, the job analyst follows up the questionnaire by interviewing the employee and observing his or her job. Position Analysis Questionnaire The best-known quantitative approach to job analysis is the Position Analysis Questionnaire (PAQ). Developed by Dr. Ernest J. McCormick* and associates at Purdue University, the position analysis questionnaire is a structured job analysis questionnaire containing 194 items called job elements. These elements are worker-oriented. Using the terminology of the Department of Labors 1972 job analysis formula, they would be classified as worker behaviors. The items are organized into six divisions: (1) information input (2) mental processes (3) work output (physical activities and tools) (4) relationships with others (5) job context (the physical and social environment) (6) other job characteristics (such as pace and structure) Each job element is rated on six scales: extent of use, importance, time, possibility of occurrence, applicability, and a special code for certain jobs. (*During and after WWII, Dr. McCormick worked for the Federal Government contributing to the Dictionary of Occupational Titles.) These descriptors flow from McCormicks model of the operational functions basic to all jobs: sensing (information receiving), information storage, information processing, and decision and action (physical control or communication). These functions vary in emphasis from job to job. Job analysts or supervisors usually complete the position analysis questionnaire. In some instances managerial, professional, or other white-collar job incumbents fill out the instrument. The reason for such limitations is that the reading requirements of this questionnaire is at the college-graduate level. Analyzing Job Analysis Questionnaire Data Data from the position analysis questionnaire can be analyzed in several ways. For a specific job, individual ratings can be averaged to yield the relative importance of and emphasis on various job elements, and the results can be summarized as a job description. The elements can also be clustered into a profile rating on a large number of job dimensions to permit comparison of this job with others. Estimates of employee aptitude requirements can be made. Job evaluation points can be estimated from the items related to pay. Finally, an occupational prestige score can be computed. Analysts can have position analysis questionnaire data computer-analyzed by sending the completed questionnaire to PAQ Services. Position Analysis Questionnaire Uses The position analysis questionnaire has been used for job evaluation, selection, performance appraisal, compensation planning, assessment-center development, determination of job similarity, development of job families, vocational counseling, determination of training needs, and job desig The Position Analysis Questionnaire (PAQ) developed by McCormick, Jeanneret, and Mecham (1972) is a structured job analysis instrument to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that represent in a comprehensive manner the domain of human behavior involved in work activities. The items that fall into five categories: Information input (where and how the worker gets information), Mental processes (reasoning and other processes that workers use), Work output (physical activities and tools used on the job), Relationships with other persons, and Job context (the physical and social contexts of work). Over the course of many studies, PAQ researchers have aggregated PAQ data for hundreds of jobs; that database is maintained by Purdue University. A wealth of research exists on the PAQ; it has yielded reasonably good reliability estimates and has been linked to several assessment tools

My Monday Essay -- Descriptive Essay Day Mondays Essays Papers

My Monday Faint, distant voices echo through the dense, plastered walls. Only seconds later, I hear the ear-splitting clamor, resonating from my jet-black alarm clock. Twisting and turning around, fighting my way through the entangling satin sheets, I find my way to the source of the bellowing sound, and then I clumsily hit the snooze button. Eight peaceful minutes pass until the same obnoxious sound calls out again. This time, I willfully hit the tiny, round off button. Stretching my stiff arms towards the stars, and yawning like a bear after waking from a long, deep hibernation, I stumble out of bed and put my fuzzy, red and black ladybug slippers on my tired, cold feet. A look of horror appears on my face when I see my frazzled hair in a far away mirror. Regaining my composure, I continue onward to the subdued, vacant bathroom, to get ready for another unpredictable, manic Monday. First things first, I flip the light on to activate the dormant bathroom, and I answer nature's call. After washing my hands in the tepid water, I grab my nut-brown hairbrush, and battle my way through the overwhelming tangles. Completing that formidable task, I pull the round, blue bottle of Noxzema out of the golden, oak cabinet to wash my face. Scents of menthol, camphor, and eucalyptus filter through my head and awaken my senses. Now fully awakened, I scamper to the kitchen, grabbing my blue and yellow bag of doughnuts, and pouring myself a cup of cold milk. Chocolate tickles my nose when I open my bag of delicious doughnuts. While enjoying my savory breakfast, the bong of the grandfather clock warns me that it is almost time to depart from my comfy home. Immediately I gather all of my belongings, jump in my red Oldsmobile, and rush to ... ...me wish the end of the day came faster, so I can go to work. Coincidentally enough, the dismissal bell rings, and I am off to work. When I get to work, my boss sends me to the warehouse to plant an endless amount of tiny, green petunias. The smell of fertilizer and cocoa mulch gives me a splitting headache that rests at the base of my head. After three long hours of tedious work, I exhaustedly drive home. My mom greets me when I arrive at home, and I watch television with her for a short time. I then help her grill a thick, juicy steak, and bake russet potatoes for dinner. After dinner I take a long, hot, invigorating shower. I finish up my chores and eat a snack before turning in. Finally, I tell my parents goodnight, and I crawl into my maroon, satin sheets, pulling my soft, down comforter over my tired head, already dreaming of what's in store for tomorrow.

The Killing Game Essay -- essays research papers

â€Å"The killing game† Before reading â€Å"The killing game† by Joy Williams, I considered myself a â€Å"non-hunter†. However, after reading â€Å"The killing game†, I had mixed feelings of how I felt about hunting. I think Williams unjustly stereotyped all hunters as being â€Å"immoral† without consideration for another point of view. I decided to look equally at both sides of this issue to determine which side, â€Å"non-hunter† or â€Å"anti-hunter†, I would support. I interviewed my friend, Dona Mayo, about hunting. I believed that she would know about hunting since she had hunted in the past and her father is an active hunter. She considers herself to be a â€Å"non-hunter† now but does support the rights of a limited amount of hunting for appropriate reasons. Her family always takes home and eats all the animals they kill. Any left over meat is donated to church or given to other families. Every edible part of the animal is eaten. The head is kept as a trophy if it has a good rack. They prefer to hunt deer, turkey and squirrel. At one point, in 1985 lots of people were laid off from work. They had to rely on hunting to supply them with meat when they could no longer afford to buy any. She did have a friend of hers that was involved in a hunting related accident. His name was Chris, when he was thirteen he had accidentally shot and killed his father by laying a gun that had a bullet lodged in the rifle while climbing a fence. It is illegal to hunt in state parks in Mississippi. Taxpayers pay extra for l...

Great Gatsby Empathic Response

Empathic Response You are Tom at the moment you recognize the attraction between Daisy and Gatsby. What are your thoughts? That is absolutely preposterous! I cannot believe this; especially after all I have done for her! All of the money spent on her, the dinners we enjoyed, the Jewelry I bought and all the useless crap I spoiled her with. All wasted, thrown down the drain. She would honestly be nowhere without me. To be completely frank with my self, I expected this.How could I have not, with my relationship with Myrtle, I felt the strong sense of Jealousy grow between us. If it were not for Pam, I doubt we would still be together? This could be some sort of payback. Myrtle had a purpose, there was reason I escaped my boring life of Daisy. Although who would even dare to cheat on me, after all I have done. The most disgusting part is Gatsby. He is a wastrel polluting the very community we live in. Such an arrogant man who has none of the slightest it of morals.His parties are a meet ing place of the sickest members of our society who mean nothing to me. How could anyone find love in this man? His arrogant and egotistical personality could turn anyone off, yet Daisy is blind. I will get revenge. I would do anything to watch Gatsby suffer after what he has done. He is trying so hard to turn her against me yet she will never leave my side. Deep down inside she loves me and she knows it. I'm going to love to see how this ends.

Is There a Price for Being too Nice? Essay

1. Do you think there is a contradiction between what employers want in employees (agreeable employees) and what employees actually do best (disagreeable employees)? Why or why not? I do believe there is a tremendous contradiction between what employers look for and what employees are actually good at. Most employers look for people who are agreeable; people who are easily to be liked and pleasing to be around and people who are willing or are ready to agree or consent very easily. Agreeable people are more comfortable to have around and are easier to work with; this is why employers prefer and look for agreeable people to hire. I understand why employers prefer to look for people who are more agreeable but it makes no sense why they would hire people who are not better job performers and they are less successful in their career. This is why there is a contradiction; people look for a job that they are good at and a job where they can grow and develop their personal and technical skills. The main reason why I believe you pursue a job is because you have knowledge on it and you would like to apply your knowledge and grow. Even if you’re not an agreeable person, you are very capable to perform the job with excellence. This contradiction is not good at all because employers look for agreeable employees but what if they are less successful at their job? Being less successful at your job could cost the organization or company a lot of money and also it could lead to many other problems such as customer service or financial matters. On the other hand, what if a disagreeable person knows how to do his or her job efficiently but she doesn’t get hired because he/she is a little uncomfortable to be around with? As informed in classed, behaviors are influenced by moods and moods by feelings. Feelings can be transmitted to people when they are surrounded by them. They can be able to change someone’s feeling and therefore change their mood and behavior towards their coworkers. This way, they are less unpleasant to be around, and they are still good at job performing. Having this in mind could lead to less contradiction between employers and employees because they can hire people who are going to be good at their job and somehow be pleasant to be around. Even though it has been proven that people like to have a good relationship with their coworkers and be socializing at work, it is necessary to have a balance of personalities and traits in the work environment. In order for the organization to succeed or improve, they need employees who are going to work hard and be successful at what they do, but also combine them with agreeable people to keep a nice and comfortable environment for the employees. 2. Often, the effects of personality depend on the situation. Can you think of some job situation in which agreeableness is an important virtue? And in which it is harmful? Under stressful moments or circumstances, agreeableness becomes a virtue; when things are going bad at an office or the main vault of a bank doesn’t balance at the end of the day. This is a situation where stress hits and your brain stops making sense. Having an agreeable person at that moment helps to swallow better the situation, calm down, and try to identify the problem. I was stuck in a very similar situation; working in a bank and having money missing is scary and when you have unpleasant people around you who are not helping the situation it becomes even worse. When this happens, you tend to lose control, your brain stops making sense, you get mad and it becomes harder to find a solution to the problem. When a more pleasant coworker showed up, she was able to calm down the situation, and change all of our feelings and moods, and we were able to find the problem and with-in the solution. Obviously, in these situations the agreeable person was very important to us, and they can also affect many customer service work. In customer service the client looks for someone who’s going to tolerate them and help them in everything. Agreeable people are great for customer service; they are capable of being passive at stressful situations and very warm and welcoming to others. They are also pleasant people to have around; they help control the mood of the environment and with that help others to be calmer and happier in order to give the customer the best service they can get. As written on the case, when people are agreeable they tend to not be very good at their job, and they tend to be less success at their careers. They are also characterized for being very passive and easier to manipulate. For people who work on sales, for example financial institutions selling and buying stocks, this trait is harmful for them. For these types of jobs you need to be aggressive and straight to the point, and unfortunately your coworkers become your enemies because they need you to sell and move fast; completely the opposite from an agreeable person. This trait could harm them in many ways. If they are the sales person, they could lose many customers for the organization and make them lose profit. Also, their coworkers can manipulate them and keep them from selling and they can also take away their clients. Sometimes being so agreeable can open a door for people to take advantage of them or even stepping on them to steal their clients or opportunities. I guess that when the situation requires for you to be aggressive in order to perform your job, being agreeable could be harmful. Also, when your job position is extremely important and you have a high expectation of the results, being agreeable would be a harmful for you too. It important to have this trait, because this way you are able to transmit your good vibe and emotions to the people that surround you, but if you’re not able to perform your job then I don’t see the point of having them as part of the organization or corporation. 3. In some research we’ve conducted, we’ve found that the negative effects of agreeableness on earnings is stronger for men than for women (that is, being agreeable hurts men’s earning more than women’s). Why do you think this might be the case? By nature, men tend to be more aggressive than women, meaning they are more forceful than women. Men tend to attack their client’s in a way that they push them into buying their products while women confront the situation by being more sensitive and persuasive. I’m guessing that if men are agreeable they lose their hostility and it becomes harder for them to sell their products. I believe that men are characterized for being so aggressive and passionate for the things they do that when they become passive, people misunderstand them which unfortunately leads to them loosing opportunities. On the other hand, women are more passionate but in a sensitive and emotional way. Women have a way to speak to customers that it makes the customer feel safe and not pressured to do anything they perhaps don’t want to do. Although that is a good thing for the customers, sometimes that loses opportunities for women in these situations. This, although, doesn’t apply to all women or men. There are some women, just like men, that have that extra edge and aggressive approach and at the end of the day, could save the company in earnings and there are men who have that sensitive and soothing approach. Like previously mentioned, it all depends on the person. On average, yes, men have the advantage over women because they have that aggressive approach and can work themselves out of any situation, good or bad. Women can do the same but in their own special way and at times can make them succeed or fail, just like men.