Understand How to Set Up a Home Based Child Care Service Task Essay Example for Free

Understand How to Set Up a Home Based Child Care Service Task Essay Understand how to set up a home based child care service 1. Outline the current legislation covering the home based childcare, and the role of regulatory bodies. Current Legislation There are many different Legislation being brought out in place to help maintain and improve services, for example; Every Child Matters In 2003, the Government made a new legislation called Every Child Matters. This was published due to a report into the death of Victoria Climbie. There was a wide discussion between people working in childrens services, with parents, children and young people. Following the discussion, the Government published Every Child Matters: the Next Steps and passed the Children Act 2004, providing the legislative spine for developing more effective and accessible services focused around the needs of children, young people and families. Every Child Matters: Change for Children was published in November 2004. This is a new approach to the well-being of children and young people from birth to age 19. The Governments aim is for every child, whatever their background or their circumstances, to have the support they need to: †¢ Be healthy Stay safe †¢ Enjoy and achieve †¢ Make a positive contribution †¢ Achieve economic well-being Meaning that every organisation involved in providing services to children, from hospitals, schools, the police and voluntary groups. Where they will be teaming up in new ways, sharing information and working together, to protect children and young people from harm and help them achieve what they want in lif e. Childcare Act 2006 The Childcare Act, passed into law on 11 July 2006, is pioneering legislation – the first ever exclusively concerned with Early Years and childcare. The Act will help transform childcare and Early Years services in England for generations to come, taking forward some of the key commitments from The Ten Year Strategy published in December 2004. Measures in the Act formalise the important strategic role Local Authorities play through a set of new duties. These duties will require authorities to: †¢ Improve the five Every Child Matters (ECM) outcomes for all pre-school children and reduce inequalities in these outcomes †¢ Secure sufficient childcare for working parents provide a better parental information service The Act also reforms and simplifies Early Years regulation and inspection arrangements providing for a new integrated education and care quality framework (for pre-school children) and the new Ofsted Childcare Register. The sufficiency, information and outcomes duties came into effect from 1 April 2008 and the remaining provisions from September 2008. Other legislation is; Early Years Foundation Stage (EYFS), The Play Strategy, The Charter for Children’s Play, Children’s Centres, Extended Services and Childrens Trusts. Ofsted Ofsted is the office for standards in Education, childrens services and skills. They make sure that people achieve excellence in care for adults, children and young people. Ofsted inspect the following services: †¢ Maintained schools and academies †¢ Some independent schools †¢ Early years and childcare †¢ Children’s centres; children’s homes †¢ Family centres †¢ Adoption and fostering services and agencies †¢ CAFCASS †¢ Children’s services in local authorities †¢ Initial teacher training †¢ Further education colleges and 14 to 19 provision A wide range of work-based learning and skills training †¢ Adult and community learning †¢ Probation services †¢ Education and training in prisons and other secure establishments. Ofsted assess children services in local areas and inspect services for looked after children, safeguarding and child protection. Ofsteds job is to check places that adults, youn g people and children are looked after and the people who look after adults, children and young people. They check to see if people are doing a good job in looking after, if they are not they try to help them get better. Ofsted inspect children services e. g. childminders, schools, nurserys, adult learning and skill’s centres etc. to see if the standard of care for adults, children and young people, after their inspections they carry out a report of what they have found, where you will receive a grade (Grade 1 Outstand, Grade 2 Good, Grade 3 Requires Improvement and Grade 4 Inadequate) depending on your grade some inspectors will have to revisit you for a second report where you must improve your grade to stay open or in business. Ofsteds job is to make sure that all adults, children and young people who are being cared for are safe, being looked after properly, to improve childrens services, to make sure childrens services focus on the interests of the children and young people, parents, adult learners and employers who use them and also to see that the services for children are efficient and effective. Ofsted’s Strategic Plan 2011-2015 sets out how they will try to fulfil their responsibilities to inspect and regulate services for children, young people and learners. The plan sets out how they will achieve four priorities: Better outcomes Driving improvement for children and learners of all ages †¢ Better inspection and regulation Improving the way we work in order to provide sharper accountability that focuses on underperformance and drives fairness for those using services †¢ Better public involvement Ensuring that people’s views and experiences inform how and when we inspect and regulate; and empowering people with the information they need to make choices and hold services to account †¢ Better ways of working Using our resources responsibly in effective, efficient and sustainable ways that focus on the front line.

Complementary and Alternative Medicine Essay example -- Health, Medici

Introduction In recent years, there has been an increasing interest in complementary medicine, and indeed alternative medicine (Lee-Treweek 2002, Andrews 2004, Barry 2006). Moreover the number of professionally trained therapist and practitioners has increased giving the patient/client a better choice and at more competitive rates (Smallwood, 2005). In this essay a critical assessment of the view that ‘patients use of complementary and alternative medicine, can be understood as part of the individualisation of responsibility for health’ will be made and argued, that there are many aspects which influence the uptake of such therapies. Responsibility for health has changed and this will be discussed by examples of sociological theories. Medical sociologists have been previously concerned with illness rather than health. Functionalists such as Parsons (1951) suggested illness was a deviance and had the effect of disruption on society which had to be controlled. He used the sick note to illustrate that the sick person was excused from performing normally, but this had to be kept to a minimum and the sick person had to want to get better. The function of the medical profession was to socially control the use of the sick note to those genuinely sick (Webb, Westergaard, 2004). However in today society the working pers on aims to keep working during some illnesses or at least limit the time spent away from work. To do this it involves taking some responsibility for keeping healthy and reducing the time actually being ill. Therefore by choosing to use CAM and alternative medicine, it could provide an additional method which may combat illness and help speed up recovery (Lett, 2000). 08015960 Possible reasons why patient/clie... ...t approach of dictating the direction the Nation Health Service should follow. This caused a vast change in how services were delivered, with cost influencing many decisions. Clinical governance emerged in the late 1990’s when New Labour took power, and evidence based practise became the norm. Netteleton (2010) likens clinical governance to Foucault’s term of ‘governmentality’ whereby collective objectives are kept in check. Evidence- based practise is an aspect that has been the most difficult for CAM and alternative practises to combine with, as measuring and gathering quality evidence is difficult to obtain. The integration into conventional health care will depend upon finding a balance between the two disciplines. However if individualism proves to favour CAM and alternative methods then social pressure may yield quicker than the academic struggle.

How to Motivate Employees

In today’s world managers face challenge in making employees perform his or her task efficiently. Employee satisfaction is utmost important in successful completion of work in an organization. For job satisfaction apart from monetary value job motivation is important. Each person has different motivation for working. Some people work for money, some work for recognition and some may work since they have passion towards they do. However whatever be the personal causes for job motivation may be the bottom line fact is that everyone works for money, whatever it may be called compensation, salary, bonuses, benefits or remuneration. But money is not the sole factor to motivate an employee towards the work. For example manager might increase salary or may give bonus to an employee but it may not motivate the employee, reason is that unless and until the employee is satisfied with his or her job he would not be dedicated towards the job. Managers need to think of innovative ways to motivate employees. When an employee achieves something managers need to give recognition and praise the same. It helps if he/she acknowledges the performance of the employee in front of the entire work force in the office. Awarding appreciation certificate, ‘Keep it Up’ notes on a regular basis helps a mile to keep an employee engaged, which monetary benefits may not achieve. These acts as recognition and matter of pride for the employee. Recognition can be given at meetings or company-sponsored social gatherings, office lunches, outbound etc. Employers can create an employee newsletter to share updates and recognition. They may also post a bulletin board for employees to share news, hobbies, and recognition. Managers need to hold periodical staff meetings and should communicate openly with the employees. One to one coaching is important for career development. Employees need to know what is potentially ahead for them, what opportunities there are for growth. Regular monitoring process should be done to set the career path for the employee. Employees are human beings so managers need to treat them patiently. Employers can congratulate the employees on life events such as new babies and can wish them on their birthdays, marriage anniversary, Diwali and Christmas by giving them cards. Managers can call an employee into office just to say thank you without discussing any other issue. If any task is fulfilled by the employee, managers can write a thank you card or e-mail. They may send a card to the employee's spouse/family thanking them for their support. Employers should take employees for an informal lunch and dinner once a week. Managers should call for frequent parties to motivate the employee throughout the year. This will create a bond of togetherness among the employees. Employers should make employees understand that how much he or she is important resource for the organization and if possible should arrange some interaction with the company’s customers. These non-monetary ways motivations are small acts on the part of management but they make huge impact on an employee’s job career. Apart from getting attracted towards money when an employee is motivated to do his or her job then only a sense of bonding and high levels of commitment is developed and an employee thus will perform efficiently. How to Motivate Employees In today’s world managers face challenge in making employees perform his or her task efficiently. Employee satisfaction is utmost important in successful completion of work in an organization. For job satisfaction apart from monetary value job motivation is important. Each person has different motivation for working. Some people work for money, some work for recognition and some may work since they have passion towards they do. However whatever be the personal causes for job motivation may be the bottom line fact is that everyone works for money, whatever it may be called compensation, salary, bonuses, benefits or remuneration. But money is not the sole factor to motivate an employee towards the work. For example manager might increase salary or may give bonus to an employee but it may not motivate the employee, reason is that unless and until the employee is satisfied with his or her job he would not be dedicated towards the job. Managers need to think of innovative ways to motivate employees. When an employee achieves something managers need to give recognition and praise the same. It helps if he/she acknowledges the performance of the employee in front of the entire work force in the office. Awarding appreciation certificate, ‘Keep it Up’ notes on a regular basis helps a mile to keep an employee engaged, which monetary benefits may not achieve. These acts as recognition and matter of pride for the employee. Recognition can be given at meetings or company-sponsored social gatherings, office lunches, outbound etc. Employers can create an employee newsletter to share updates and recognition. They may also post a bulletin board for employees to share news, hobbies, and recognition. Managers need to hold periodical staff meetings and should communicate openly with the employees. One to one coaching is important for career development. Employees need to know what is potentially ahead for them, what opportunities there are for growth. Regular monitoring process should be done to set the career path for the employee. Employees are human beings so managers need to treat them patiently. Employers can congratulate the employees on life events such as new babies and can wish them on their birthdays, marriage anniversary, Diwali and Christmas by giving them cards. Managers can call an employee into office just to say thank you without discussing any other issue. If any task is fulfilled by the employee, managers can write a thank you card or e-mail. They may send a card to the employee's spouse/family thanking them for their support. Employers should take employees for an informal lunch and dinner once a week. Managers should call for frequent parties to motivate the employee throughout the year. This will create a bond of togetherness among the employees. Employers should make employees understand that how much he or she is important resource for the organization and if possible should arrange some interaction with the company’s customers. These non-monetary ways motivations are small acts on the part of management but they make huge impact on an employee’s job career. Apart from getting attracted towards money when an employee is motivated to do his or her job then only a sense of bonding and high levels of commitment is developed and an employee thus will perform efficiently.

Imperial Rule During The Twentieth Century - 891 Words

Imperial government ruled from as early as ancient Rome to the twentieth century. Imperialism has taken many forms of rule such as colonization and the civilizing mission during the scramble for Africa. However, many imperial governments were discredited and questioned after nationalists commented on the corrupt ruling under the European governments. The questioning of the imperial rule resulted in the decolonization of the colonies. Many of the colonies had to make forms of governments themselves and build their own country. Some colonies became successful after being separated from their colonizers. However, there were also the colonies that were unable to rise up after being left alone. Around the seventeenth century, the North American settlers were dependent on their Mother Country, Great Britain. The colonies were dependent economically and politically. Great Britain maintained the colonies dependence with mercantilism. 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