Religion and New Age Movements Free Essays

Using material from item A and elsewhere, assess the view that most people today see spirituality and religious belief as purely private and personal matters. In society today religion can be seen in two different ways, as a private and personal matter or something to share with your community. Some sociologists would argue that religion and spirituality is a private matter because of televangelism, which is where people watch their religions services on television or go on online churches in the comfort and privacy of their own home when we have free time but other sociologists argue that this does not mean that religion and spirituality is a private matter, but that we have to use televangelism due to the fact we live in a postmodern society which means society is constantly changing and causes us to lead hectic lifestyles. We will write a custom essay sample on Religion and New Age Movements or any similar topic only for you Order Now This also links in with vicarious religion, which is where a small group of people practice for the wider community. Another reason why sociologists would argue that religion and spirituality is a private matter is that there has been a large increase in new age movements, such as; horoscopes, tarot cards and Wicca. Which focus on individualistic beliefs and self-healing, increasing amounts of these springing up indicates that because we live in a postmodern society we are starting to focus on ourselves more meaning that our beliefs are becoming privatised. Other sociologists would argue against this by saying that they are not a true picture of our religious beliefs, and are in fact, just fads, which we can pick and choose whether, we believe in them and don’t necessarily believe in them throughout our whole lives. This is linked to spiritual shopping, which is where we pick and choose which parts of different religions we believe in. Our beliefs are not a set structure and we have personal choice in what we believe. Also, another reason why religion may have become privatised is because of industrialisation, which caused us to no longer live in small tightknit communities. Before industrialisation churches and other religious organisations were often the centre of small tightknit communities and also, there was social stigma attached to not going to church before industrialisation. Industrialisation caused people to go from living in extended families to living in small nuclear families so that they could move round and find work where it was available, This lead to more hectic lifestyles and less time for people to go to churches meaning that they had to practise privately. Because of this, industrialisation also therefore decreased the amount of social stigma around not attending church allowing people to choose whether they actually wanted to go or not. You could argue that this means that religion is now more pure because we chose what we believe and don’t just ‘believe’ so that we fit into the rest of society. On the other hand, other sociologists argue that there are still other religious people about that still live in tightknit communities such as Muslims. Muslims tend to use their religion as a form of cultural defence to protect their identity from scrutiny from outsiders of their religion. But other sociologists would argue that this is a Eurocentric argument because Muslims do not use their religion as a form of cultural defence outside of Europe, and the reason they do it here is because of how they are represented in the media and because people connect them with fundamentalist attacks that happen causing ‘islamaphobia,’ Which is the irrational fear of Islam. Structural differentiation has meant that religion has become more privitised because we now live in a multi-cultural society we now have more choice in what we believe in allowing us to ‘spiritual shop’ Lyon did a study called ‘Jesus in Disneyland’ believes that we have become religious consumers, meaning that me pick and choose what we believe from all the different religions in the world. This has been made possible because of globalisation creating stronger links between different countries and allowing us to have access to multiple types of religions with all different norms and values. This gives us greater choice between what we believe in and what we don’t. There are many methodological problems with measuring whether religion has become privatized, on of these problems is that ‘ how do you measure how many religious organisations there are? ’ this is a problem because it is near impossible to count every single religious organisation in the world because of the amount of cults and sects that exist that not everybody may now about. Sociologists argue that there has been a decrease on the number of religious organisations, and therefore religious belief is decreasing, but they do not take into account that it may not be religious belief that is declining, but that lack of funding has meant that the religious beliefs could not remain forcing people into practise privately, Also, how do you define what a religious organisation is. Another problem with measuring whether religion has become privatised is that you can’t know what people are thinking, just because they don’t visit a religious organisation, it doesn’t necessarily mean that they are not religious, they may just not have the time to visit the organisation so instead use things like televangelism to practise at home. Also, just because people don’t attend religious organisations often, Stark and Bainbridge believe that the decline in traditional religions has created a demand for newer religions, this includes new age movements that focus on private practice. They believe this is due to people being naturally religious and needing religion as a compensator during times of crisis. They think that people still turn to religion for rites of passage and in times of life crisis, so, when people feel their life is unstable and they need something to make them feel better. How to cite Religion and New Age Movements, Papers

Staffing norms by inc and ana free essay sample

Every organization is primarily depends upon its human resources than any other single factor. The core determines of staffing in the hospital organization are quality, quantity and utilization of its personnel keeping in view the structure and process. The staffing norms should aims at matching the individual aspiration to the aims and objectives of the organization. On the other hand practice standards in the organization also play an important role in providing quality service and elimination of malpractices among staff. This term paper tries to give brief outline about the staffing norms and practice standards set by INC and ANA. MEANING OF STAFFING Staffing is a systematic approach to the problem of selecting, training, motivating and retaining professional and nonprofessional personnel in any organization. It involves manpower planning to have the right person in the right place and avoid ‘square peg in round hole†. Staffing is a logical operation that consists of several interdependent actions as given below. We will write a custom essay sample on Staffing norms by inc and ana or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 1. Identify the type and amount of services needed by agency client 2. Determining the personal categories that have the knowledge and the skills to perform needed service measures. 3. Predicting the number of personnel in each job category that will be needed to meet and anticipated service demands. 4. Obtaining, budgeted positions for the number in each job category needed to service for the expected types and number of client. 5. Recruiting personnel to fill available positions. 6. Selecting and appointing personnel from suitable applicants. 7. Combining personal into desired configurations by unit and shift. 8. Orienting personnel to fulfill assigned responsibilities. 9. Assigning responsibilities for client services to available personnel. MANPOWER PLANNING Manpower planning may be defined as a strategy for the accusation, utilization, improvement and preservation of the human resources of an organization. The objective of manpower planning is very wide and varied. The most important once are as follows, 1. Ensuring maximum utilization of the personnel. 2. Assessing future requirements of the organization. 3. Determining the recruitment sources. 4. Anticipating from past record. 5. Determining training requirements for management’s development and organizational development. The major activities of manpower planning includes, a) Forecasting future manpower requirements. b) Inventorying present manpower resources and analyzing the degree to which the resources are employed optimally. c) Anticipating manpower problem by projecting present resources into the future and comparing them with forecast of requirements to determine the adequacy, both quantitatively and qualitatively. d) Planning the necessary programme, recruitment, selection, training, development, motivation and compensation, so that the future manpower requirements will be met. To achieve the above objectives, manpower planning involves the following steps, 1. Scrutiny of present personnel strength 2. Anticipation of manpower needs 3. Investigation of turnover of personnel 4. Planning job requirements and job description The following are the sequential steps of staffing responsibilities, although each step has interdependence with all staffing activities. 1. Determine the number and the types personnel needs to fulfill the philosophy, met fiscal planning responsibilities, and carry out the chosen person care management organization 2. Recruit, interview, select and assign personnel based on established job description performance standards. 3. Use organization resources for induction and orientation. 4. As certain that each employees is adequately socialized to organizational value and unit norms. 5. Use creative and flexible scheduling based on patient care needs to increase productivity and retention. 6. Develop a programme of staff education that will assist employees meeting the goals of the organization. STAFFING POLICIES The word â€Å"policy† has a greater significant in the organization for giving a direction to the activities in the field of finance, marketing, production, personnel etc. policy is a predetermined and accepted course of thoughts and actions established as a guide towards accepted goals and objectives. The following things needed for the personal policies This is a predetermined course of rules or actions. Policies guide the performance of objectives. Policies provide the standard or ground for the objectives. The process of developing personnel policies involves the assessment of the following factors. 1. Identification of the purpose and objectives, which the organization wishes to attain with regard to its workforce. 2. Analysis of all the factors under which the organizations personnel policy will be operating. 3. Examining the possible possibilities in each area in which the personnel policy statement is necessary. 4. Implementation of the policy through the development of procedures to support the policy. 5. Communication of the policy and procedures adapted to the entire organization. 6. Auditing the policy so as to reveal the necessary changes. 7. Continues re-evaluation and revision of policies to meet the current needs of the organization. FORMULATION OF PERSONNEL POLICY Formulation of personnel policies is a top management decision, affecting the operation of the organization. The formulation of these policies is different according to the level of expertise and the skills of the staff. In certain organization, the personnel manager may be totally responsible for the entire process. In other organizations, the groups of line managers and employees representing the various departments assemble to formulate the policies with the personnel staff. All personnel policies should be flexible enough to offer sufficient scope for the developmental managers to meet different situations. The steps of formulating the personnel policy includes, 1. Fact finding: fact finding is usually a job delegated to the committee who through interviews and conferences collect data from inside and outside of the organization. The facts should be dependable, diverse and qualitatively superb. When the investigation is over the committee proceed further in this matter. 2. Reporting Of Proposed Policy: Policy formulation committee shall report to the top management it’s considered opinions integrating the committee’s judgment and findings. The personnel manager plays a key role in this matter. He may be the principal spokesman of the committee. He should take adequate precautions to ensure correct timings and presentation of the report so that management finds it acceptable. 3. Writing the proposal policy: Policies should be always in writing. There are two compelling reasons for it. Firstly, the policy will be vague unless it is written down. Secondly, if the policy is in writing, it will show what exactly the management means. Special skill is required to adhere to policy language which will state the synthesis principles, commitment for actions and scope for discretion. 4. Discussing the proposed policy: A proposed policy should always be discussed with the participation of those who use and live with the result it gives. The discussion stage offers an opportunity to gauge the thoughts of the employees. Management can reasonably expect that those who have not testified against the proposed policy will abide by it. If a group of employees is not convinced, the management should examine their views in detail. Opportunity for upward communication should be given to the employees to respond constructively to the policy. 5. Adopting and launching the policy: Adopting and launching the policy rest on the top management who can decide whether the policy adequately represent the organizational objectives or not. 6. Communicating of policy: The issuance of formal personnel policy is limited by the management. The Personnel policy manual or handbook should be maintained by the personnel department on all policies and procedure of all personnel matters. Booklets on personnel policy giving important points of interest to employees should be issued. 7. Appraising the policy: Policy formulating committee consisting the representatives of management and their employees who are affected by a given policy decision can develop the experience to appraise its appropriateness and usefulness. Any serious difficulty in overcome the new or revised policy should be reported to the top management along with the constructive suggestions. FACTORS INFLUENCING PERSONNEL POLICY The following factors will influence determining of personnel policies of an organization. 1. Law of the country: the various laws and labour legislation govern the various aspects of personnel matters, Policies should be conformity with the laws of the county. 2. Social values and customs: There are codes of behavior of any community which should be taken into account in framing policies. 3. Management philosophy and values: Management cannot work together for any length of time without clear broad philosophy and set of values which influence their actions on matters concerning the workforce. 4. Stage of development: All changes such as size of operations, scale of technology, innovations, fluctuations in the composition of workforce, decentralization of authority and change in financial structure influence the adoption of personnel policies. 5. Financial position of the firm: The personnel policies cost money which will be reflected in the price of the product. Because of this, prices set the absolute limit to organizations personnel policies. 6. Union objectives and practices: How well employees are organized? What is their bargaining capacity? What are their pressure techniques? All these factors are responsible to personnel policy. 7. Type of workforce: The assessment of characteristics of workforce and what is acceptable to them is the responsibility of the effective personnel staff. CHARACTERISTICS OF PERSONNEL POLICIES Personnel policies should possess the following characteristics: They should present the principle that will guide the organizations actions and reflect a faith in the ethical values of employees. They should be stated in the broadest possible terms so as to serve as a guide in practice now and in future. They should be formulated after taking the long range plans and needs of the organization. They should be flexible to cover a normal range of activity. They should be stable to produce excessive alterations. They must be developed with the active participation of the management and employees. They should be definite so that it is easy to understand. They should be communicated in writing so as to remove any confusion. ADVANTAGES OF PERSONNEL POLICIES Personnel policies set up by the management for the following advantages: Helps managers at various levels of decision centers to act with confidence without the need for consulting the superiors every time. Ensures promote action for taking decision within the overall framework of the objectives of the organization whenever any situation arises. Provide a rational and continues system of achieving results through better control. Clearly lies down liberate the management from their personal bias and self-interest. Ensures long term welfare of employees and makes good relation between management and workers. Makes the employees aware of where they stand in the organization and creates confidence in them. PHILOSOPHY OF STAFFING IN NURSING Nurse administrators of a hospital nursing department might adopt the following staffing philosophy; 1. Nurse administrators believe that it is possible to match employee’s knowledge and skills to patient care need in a manner that optimizes job satisfaction and acre quality. 2. Nurse administrators believe that the technical and humanistic care needs of critically ill patients are so complex that all aspect of care should be provided by professional nurses. 3. Nurse administrators believe that the health teaching and rehabilitative needs of chronically ill patients are so complex that direct care for chronically ill should be provided by professional and technical nurses. 4. The nurse administrators believe that patient assessment, work qualification and job analysis should be used to determine the number of personnel in each category to be assigned to care for patients of each type. 5. Nurse administrators believe that a master staffing plan and policies to implement the plan in all units should be developed certainly by the nursing heads and staff of the hospital. 6. Nurse administrators believe that staffing plan should be administered at the unit levels by the head nurse, so that selected plan details, such as shifts start time, number of staff assigned on holidays, and number of employees assigned to each shifts can be modified to accommodate the unit work load and workflow. OBJECTIVES OF STAFFING IN NURSING 1. Provide an all professional nurse staff in critical care units, operating rooms, labour and delivery units, and emergency room. 2. Provide sufficient staff to permit a 1:1 nurse patient ratio for each shift in every critical unit. 3. Staff the general medical, surgical, obstetrics and gynecology, pediatric units to achieve a 2:1 professional practical nursing ratio. 4. Provide sufficient nursing staff in general medical, surgical, obstetric, pediatric and psychiatric unit to permit a 1:5 nurse patient ratio on a day and afternoon shifts and 1:10 nurse patient ratio on night shifts. 5. Involve the heads of the nursing staff and all nursing personnel in designing the departments overall staffing programme. 6. Design a staffing pattern that specifies how many nursing personnel in each classification will be assigned to each nursing unit for each shift and how vacation and holiday time will be requested and scheduled. 7. Hold each head nurse responsible for translating the department master staffing plan to sequential eight weeks’ time schedules personnel assigned to her/his unit. 8. Post time schedules for all personnel’s at least eight weeks in advance. 9. Empower the head nurse to adjust work schedules for unit nursing personnel to remedy any staff excess or deficiency caused by census fluctuation or employee absence. 10. Inform each nursing employee that requests for specific vacation or holiday time will be honored within the limits imposed by patients care and labour contract requirements. 11. Reward employees for long term service by granting individuals special time requests on the bases of seniority. RECRUITMENT PROCESS Recruitment is a process of securing applicants to fill vacant positions. It covers both the filling of new and replacement of previously established posts which fall vacant. Sources of recruitment In general, there are two sources of recruiting employees Internal External 1. Internal sources: Many organizations completely overlook the value of recruitments from within. It is not only reasonable but wise to let the existing employees know of vacancies by internal advertisement. But now it is being realized that the best source of supply for higher posts is the personnel already in the organization. The existing talented employees may be given the adequate training to be eligible for promotion to higher positions in the organization has an advantage of stimulating and preparing possible transfer or promotion, increasing the moral of the employees and simplifying selection and placement problems. 2. External sources Any business undertaking has to go to external sources for lower entry jobs, for expansion and for positions whose specification cannot be met by the present employees. The commonly used outside sources are: Advertisement Employment exchanges Educational institutions Recommendations Casual callers Labour contractors Employment STEPS IN RECRUITMENT PROCESS Recruitment has been described as the process of getting potential employees willing to apply for job or jobs in the organization. If recruitment is successful, several candidates will apply and out of these, the most suitable candidate will be selected. But this selection is not an easier process. It is a problem of matching a man to the job. Thus selection process involves choosing individuals who possess necessary skills, abilities and personality to specific jobs in the organization. Thus, proper and thorough selection policy must be followed by the management. There must be definite selection procedure established for screening out the undesirable candidates. The following are the important steps involved in the satisfactory selection procedure. A. Preliminary interview B. Application blank C. Employment tests D. Employment interview E. Reference check F. Physical examination G. Final selection A. PRELIMINARY INTERVIEW The preliminary interview is generally quiet brief and has the object of eliminating the obviously unqualified or unsuitable candidates. Lack of certain requirements in education, training or experience may determine unsuitability. Appearance, ability in communication, impression etc. of the candidates are quickly evaluated and the candidates salary requirements are obtained. If the applicant appears to have some chance of being selected, he is given the application blank to fill in. B. APPLICATION BLANK This is one of the important steps in hiring a man for the organization to get a written record of qualifications, experience or any other specialization of the candidate. There is a high degree of similarity between the applications blanks of various organizations because of the basic information about the individuals to which all organizations give importance. Application blank is used to obtain information in the applicant own handwriting sufficient to properly identify him and to make tentative inferences regarding his suitability for employment. C. EMPLOYMENT TESTS The use of tests is perhaps, the most controversial of all personnel selection procedures. ADVANTAGES A test is an objective and standardized behavior sample, and tends to be less subject to bias. Test can help to uncover talent that may otherwise be overlooked and also to differentiate between the ability required for the present job and those required by new once. A great deal of personal information about a person can be collected in a relatively short period of time using tests. Tests reduce the cost of selection and placement because large number of applicants can be evaluated within lesser period of time. Tests provide a healthy basis for comparing applicant’s background. DISADVANTAGES It measures only a part of the total amount of information needed to make an accurate selection. Tests are sometimes cannot predict changes of success of an applicant because he was nervous. But this is valid only when the test results of the entire group are not valid. CLASSIFICATION OF TESTS It is possible to classify the tests that have been used in the selection of workers into the following categories. I. Intelligence test It is the test used to judge the mental capacity of an applicant. It measures the individual learning ability, ability to catch or understand instructions and also the ability to reason and make judgment. There are various verbal as well as nonverbal intelligence tests designed by many psychologists for different jobs. II. Aptitude tests Aptitudes are the potentialities which the individuals have for learning the skill required to do a job quickly. Tests designed to measure such potentialities are called aptitude tests. Aptitude tests are one of the most promising indices for predicting workers success. Their continued use is assured because of the ever changing nature of occupations in an industrial society under continues fluctuations occurring in the labour market. III. Trade tests Proficiency or trade tests are those tests which are designed to measure the skills already acquired by the individuals. These are also known as the performance tests. I. e. tests of level of knowledge and proficiency in certain skills about a particular job. IV. Motor tests Dotting- these tests emphasize speed and precision of movement. The individuals makes a single dot in each of a series of small squares or circles which are likely to be arranged in irregular order. Tapping- tapping tests are similar to dotting tests except that the emphasis is on speed alone. Finger dexterity- the individual is requires picking up small pins and inserting them in holes. Complex reaction- these tests are frequently used with motor vehicle operators. In complex reactions several stimuli are presented serially to the individual and he must make differential response to them. D. EMPLOYMENT INTERVIEW Although application blanks, tests and group discussions provide much valuable information about the candidate, yet they do not provide the complete set of information, required of the applicant. Interview may be of great help in such cases. Interview may be taken to secure much information about a candidate to enable the organization to know about the applicant and vice versa. Purpose To find out the suitability of the candidate To seek more information about the candidate To give the candidate an accurate picture of the job with details of terms and conditions and some idea of organization policies and employer employee relations. Limits Interview is an expensive device and sometimes, it is interpreted as having greater meaning and validity than is justified. Interview can test only the personality of the candidate and not his skills and ability for the job. Interviewer many not be an expert and many not be in a position to extract maximum information from the candidate. It depends too much on the personal judgment of the interviewer which may not always be accurate. E. REFERENCE CHECK A referee is potentially an important source of information about a candidate’s personality if he holds a responsible position in some organization or has been the boss or employer of the candidate. Prior to final selection, the prospective employer normally makes an investigation on the reference supplied by the applicant and undertakes more or less a thorough search into candidates past employment, education, personal reputation, financial condition, police record etc. F. PHYSICAL EXAMINATION The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Objectives It serves to ascertain the applicant physical capabilities to meet the job requirement. It serves to protect the organizations against the unwarranted claims under workers compensation laws. It helps to prevent communicable diseases entering the organization. G. FINAL SELECTION Based on all the above procedures, successful candidates fit for the job is selected and appointed to the job. INC (Indian Nursing council) The Indian Nursing Council is an Autonomous Body under the Government of India and was constituted by the Central Government under the Indian Nursing Council Act, 1947 of parliament. It was established in 1949 for the purpose of providing uniform standards in nursing education and reciprocity in nursing registration throughout the country. Nurses registered in one state were not registered in another state before this time. The condition of mutual recognition by the state nurse’s registration councils, called reciprocity was possibly only if uniform standards of nursing education were maintained. FUNCTIONS OF INDIAN NURSING COUNCIL To establish and monitor a uniform standard of nursing education for nurses midwife, Auxiliary Nurse-Midwives and health visitors by doing inspection of the institutions. To recognize the qualifications under section 10(2)(4) of the Indian Nursing Council Act, 1947 for the purpose of registration and employment in India and abroad. To give approval for registration of Indian and Foreign Nurses possessing foreign qualification under section 11(2) (a) of the Indian Nursing Council Act, 1947. To prescribe the syllabus regulations for nursing programs. Power to withdraw the recognition of qualification under section 14 of the Act in case the institution fails to maintain its standards under Section 14 (1)(b) that an institution recognized by a State Council for the training of nurses, midwives, auxiliary nurse midwives or health visitors does not satisfy the requirements of the Council. Sister/ANS for Emergency Unit depending on emergency casualty etc. the No. of beds OUT PATIENT DEPARTMENT-BASE ON ACTUAL OBSERVATION. NO OF STAFF Minor Operation Theatre 1 Staff Nurse for every 13 Patients Injection Room 1 Staff Nurse for every 86 patients Surgical 1 Staff Nurse for every 120 patients Medical 1 Staff Nurse for every 140 patients Gynac. 1 Staff Nurse for every 35 patients Children (Pediatric) 1 Staff Nurse for every 85 patients Orthopedic 1 Staff Nurse for every 120 patients Dental 1 Staff Nurse for every 120 patients ENT 1 Staff Nurse for every 120 patients Eye 1 Staff Nurse for every 86 patients Skin 1 Staff Nurse for every 100 patients Similarly other outpatient Department need to be staffed based on actual observation. JUSTIFICATIONS: 1) Needs may vary from hospital to hospital depending on the size of hospital and servicerendered more staff than anticipated will be required. 2) Special attention is needed for supervision of patient care on the evening and night shift. 30% leave reserve is suggested because nurses get 2 off, 30 Earned Leave and 12Casualleave/24 days off in a year. Also it has been observed that on any working day 25% ofthe staff on casual leave etc. Differentiate intensity of care among definite classes Measure and quantify care to develop a management engineering standard. Match nursing resources to patient care requirement. Relate to time and effort spent on the associated activity. Be economical and convenient to report and use Be mutually exclusive, continuing new item under more than one unit. Be open to audit. Be understood by those who plan, schedule and control the work. Be individually standardized as to the procedure needed for accomplishment. Separate requirement for registered nurse from those of other staff. Purposes The system will establish

Toxic Chemicals from Peeing in the Pool

Toxic Chemicals from Peeing in the Pool Lets face it. Its not just babies who pee in the pool! Is that guy on the other side of the pool trying to look cool or is he concentrating on a little public urination? You dont know, because there isnt a chemical you can put in the pool as a urine indicator that wouldnt be toxic or respond to a whole host of other fluids. The Water Quality and Health Council conducted a survey that revealed one in five Americans admit to urinating in the pool. So, unless that pool was filled an hour ago, youre swimming in pee. But, urine doesnt just sit there in the water or harmlessly disperse. It reacts with chemical treatments in the water. For the same reason you dont want to rinse out a really nasty kitty litter box with bleach, you might not want to inhale too deeply in a pool full of people. The chemical reactions form two particularly nasty compounds: cyanogen chloride (CNCl) and trichloramine (NCl3). In high concentrations, these are chemical warfare agents. In the minute quantities produced in a pool, you wont die, but youre not doing your lungs any favors, not to mention your nervous and circulatory systems. Chlorine treatments, in particular, react with uric acid from urine to form toxic chemicals. The pool treatments themselves often aggravate respiratory and other health problems, since chlorine is (you guessed it) a toxic chemical agent. Its really not something to worry about, as researchers have found levels of the chemicals are lower than the World Health Organization (WHO) limits for public drinking water. However, if it bothers you, you have a few options. Swim in an outdoor pool rather than an indoor one, so vapors become diluted in the air rather than trapped in an enclosed space. Switch to a different pool disinfection method. Or, you can build your very own private pool and resist the urge to pee in it. Reference:  Volatile Disinfection Byproducts Resulting from Chlorination of Uric Acid: Implications for Swimming Pools,  Lushi Lian, Yue E, Jing Li, and Ernest R. Blatchley , III,  Environ. Sci. Technol.,  2014,  48  (6), pp 3210–3217.

The First Reptiles and Their Evolution

The First Reptiles and Their Evolution We all know how the old story goes: Fish evolved into tetrapods, tetrapods evolved into amphibians, and amphibians evolved into reptiles. Its a gross oversimplification, of course- for example, fish, tetrapods, amphibians,  and reptiles all coexisted with each other for tens of millions of years- but itll do for our purposes. And for many fans of prehistoric life, the last link in this chain is the most important, since it was the dinosaurs, pterosaurs and marine reptiles of the Mesozoic Era that all descended from ancestral reptiles. Before we proceed any further, though, we need to define what the word reptile means. As far as biologists are concerned, the single defining characteristic of reptiles is that they lay hard-shelled eggs on dry land (as opposed to amphibians, which are constrained to lay their softer, more permeable eggs in water). Secondarily, compared to amphibians, reptiles have armored or scaly skin (which protects them from dehydration in the open air); larger, more muscular legs; slightly bigger brains; and lung-powered respiration (though no diaphragms, which were a later evolutionary development). Depending on how strictly you define the term, there are two prime candidates for the first-ever reptile. The first is the early Carboniferous (about 350 million years ago) Westlothiana, from Europe, which laid leathery eggs but otherwise had a distinctly amphibian anatomy, especially pertaining to its wrists and skull. The second (and more widely accepted) candidate is Hylonomus, which lived about 35 million years after Westlothiana and resembled the kind of small, skittery lizard you run across all the time in modern pet stores. This is all simple enough, as far as it goes, but once you get past Westlothiana and Hylonomus, the story of reptile evolution gets much more complicated. Three distinct reptilian families appeared during the course of the Carboniferous and Permian periods. Anapsids like Hylonomus had solid skulls, which provided little latitude for the attachment of robust jaw muscles; the skulls of synapsids sported single holes on either side and the skulls of diapsids had two holes on both the left and right sides. These lighter skulls, with their multiple attachment points, proved to be a good template for later evolutionary adaptations. Why is this important? Well, anapsid, synapsid and diapsid reptiles pursued very different paths toward the start of the Mesozoic Era. Today, the only living relatives of the anapsids are turtles and tortoises (though the exact nature of this relationship is hotly disputed by paleontologists). The synapsids spawned one extinct reptilian line, the pelycosaurs (the most famous example of which was Dimetrodon), and another line, the therapsids, evolved into the first mammals of the Triassic period. Finally, the diapsids evolved into the first archosaurs, which then split off into dinosaurs, pterosaurs, crocodiles, and (probably) marine reptiles like plesiosaurs and ichthyosaurs. Lifestyles of the First Reptiles But were getting ahead of ourselves; much of this information is discussed in  Before the Dinosaurs - Pelycosaurs, Archosaurs, and Therapsids. What were interested in here is the obscure group of lizard-like reptiles that succeeded Hylonomus and preceded these better-known (and much larger) beasts. Its not that solid evidence is lacking; plenty of obscure reptiles have been discovered in Permian and Carboniferous fossil beds, especially in Europe. Its that most of these reptiles look so similar that it can be an eye-rolling exercise to attempt to distinguish between them. The exact classification of these animals is a matter of continuing debate, but heres our attempt to cut through the froth: Captorhinids, exemplified by Captorhinus and Labidosaurus, are the most basal, or primitive, reptile family yet identified, only recently evolved from amphibian ancestors like Diadectes and Seymouria. As far as paleontologists can tell, these anapsid reptiles went on to spawn both synapsid therapsids and diapsid archosaurs. Procolophonians were plant-eating anapsid reptiles that (as mentioned above) may or may not have been ancestral to modern turtles and tortoises; among the better-known genera are Owenetta and Procolophon. Pareiasaurids were much larger anapsid reptiles that counted among the biggest land animals of the Permian period, the two best-known genera being Pareiasaurus and Scutosaurus. Over the course of their reign, the pareiasaurs evolved elaborate armor, which still didnt prevent them from going extinct 250 million years ago! Millerettids were small, lizardy-looking reptiles that subsisted on insects, and also went extinct at the end of the Permian period. The two most well-known terrestrial milleretids were Eunotosaurus and Milleretta; an ocean-dwelling variant, Mesosaurus, was one of the first reptiles to de-evolve to a marine lifestyle. Finally, no discussion of ancient reptiles would be complete without a shout-out to the flying diapsids, a family of small Triassic reptiles that evolved butterfly-like wings and glided from tree to tree. True one-offs, and well out of the mainstream of diapsid evolution, the likes of Longisquama and Hypuronector must have been a sight to see as they fluttered high overhead. These reptiles were closely related to another obscure diapsid branch, the tiny monkey lizards like Megalancosaurus and Drepanosaurus that also lived high up in trees, but lacked the ability to fly.

MENTORS AND TEACHERS ARE VITAL TO THE PREPARATION OF THE NEXT Essay

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Research Essay Example | Topics and Well Written Essays - 500 words - 27

Research - Essay Example This data is utilized to explore the existing correlation between variables of interests and diseases. In other words, cross-sectional methodology presents an image of the occurrence of a disease in a population in any time interval. This research technique is preferable in the assessment of diseases that pose as a burden to the population. The information gathered by this technique will assist in the allocation of resources related to health and planning. It entails the study of purely descriptive information. It is utilized in the assessment of occurrence and distribution of a given disease in a specified population. For example, schools randomly sampled across New York can be utilized to assess the prevalence or the burden of Yellow Fever among 12-17 years old. Analytically, the study data may also be utilized to investigate the relations between an alleged risk factor and an outcome of health. Nevertheless, this type is limited in the drawing of valid conclusion regarding possible casualty or association since the presence of outcomes and risk factor are determined simultaneously (Blade, 2001). This makes it hard to evaluate which of the exposure or disease came first. Therefore, it requires a combination of more than one methodology for the technique to be rigorous. Information collection regarding the risk factor is retrospective, hence likelihood of biasness. Information collected regarding outcomes; exposure and disease is not reliable in drawing conclusion in reference to the health status of the sample population. Simultaneous evaluation outcomes and risk factor pose the risk of biasness of the results obtained in the analysis (Pine, 1997). Therefore, it will be difficult to trust that the data obtained is of desired accuracy and precision. Another hindrance of the technique lies in the fact that, the mystifying factors in most cases will not be similarly distributed amongst the various sets of interest in the research. The inequality causes

HR Management Policies Across Business Types

HR Management Policies Across Business Types HR Management Policies 1Thessalonian 2:6-12 (Life Application Study Bible) we were not looking for praise from men, not from you or anyone else. As apostles of Christ his people could have been a burden to you, but his people were gentle among you, like a mother caring for her little children. Our own selves loved you so much the we were delighted to share with you not only the gospel of God but our lies as well, because you had become so dear to us. Surely you remember brothers, our tail and hardship; we worked night and day in order not to be a burden to anyone while we preached the gospel of God to you. You are witnesses, and so is God, of how holy, righteous and blameless we were among you who believed. For we know that we dealt with each of you as a father deals with his own children, encouraging comforting and begging you to live lies worthy of God, who calls you into his kingdom and glory. In trying to persuade people, we may be tempted to alter our position just enough to make our message more pala table or to use flattery or praise. Paul never changed his message to make it more acceptable, but he did tailor his methods to each audience and did not compromise. Organizations practice human resource management and development for at least one of three reasons: (1) To avoid fines and lawsuits; (2) to maximize and protect the investment they have made in employees; (3) because they are dealing with human beings. All three are legitimate, but only the third reason is a constant. Abused employees may or may not sue or file complaints. It may or may not cost an organization anything to replace them. But they are always human. It is a core Christian belief that humans, created in Gods likeness and redeemed through the death of Jesus Christ, are priceless custody of Almighty God. How then should leader approach managing and developing them when they have been assigning to us? When leaders consider how they think and act toward employees whose lives and careers are under their control whether in the area of benefits and wages, advancement and development opportunities, safety and comfort. Gods Word exhorts them to treat those followers as human beings. Paul defined his relationship to the Thessalonians both as a mother (v. 7) and a father (v. 11). Paul made decisions concerning particular followers in Thessalonica by asking him, If this were my son or daughter, what would I do? Not a bad starting point. Jesus told his follows, in John (15:5). I am the vine; you are the branches. If you remain in me and me in you, you will bear much fruit; apart from me you can do nothing. The severity of the words is like a slap in the face. Without Jesus we can do nothing. Well, we could build a business and a comfortable nest egg. But from Jesus perspective, those things are nothing. Only the things done with and for him are worthwhile and have any chance of lasting. The marvelous part of Gods administration is that he has gifted each of us and equipped us to engage in something that really will echo throughout eternity. By taking the Word of God, which will last forever, and investing it in human beings, who will last forever, we can leave an indelible mark on the halls of history. What higher calling can there be than to become like Jesus and equip others to do the same? This is our glorious privilege: to assist others in developing their Christ like potential. Business description: A.B.C. Daycare Center/Preschool/ before and after school program in Colorado Springs, Inc., a nonprofit organization. The business got started in March of 2015; we are also part of the church, Word of Truth Worship Center. Our current location is at 3613 Betty Dr. Colorado Springs, Colorado 80917. Hours of operation are Monday-Friday from 6:00 to 5:30. Families that are in need of child care, we teach group time, ABCs, writing, art and crafts. Also, we take the kids on field trips. We started out as a small daycare, now we are becoming a much larger daycare center. Milestone Two Policies Human resources (HR) Management philosophy: The fairness of process and procedure Processes used to make decisions, allocate rewards, and resolve disputes are fair and unbiased, Six criteria related to procedural justice 1. Consistency across people and over time 2. Bias suppression -suppression of self-interest and blind allegiance 3. Accuracy of information and opinion used in decision making 4. Correct ability of decisions made in error or with inaccurate information 5. Representativeness of all affected subgroups and individuals 6. Ethicality processes are compatible with prevailing moral and ethical standards (Rousseau, 1995). Organizational structure: by Lucky Friend, Organizational structure is a system used to define a hierarchy within an organization. It identifies each job, its function and where it reports to within the organization. This structure is developed to establish how an organization operates and assists an organization in obtaining its goals to allow for future growth. The structure is illustrated using an organizational chart. Tasked of human resource management: Conducting job analysis Planning labor needs Orienting and training new employees Managing wages and salaries Providing incentives and benefits Appraising performance Communicating Training and developing Building employee commitment (Garris, 2017). Duties of positions in HR department; Recruiter, Benefits and Training. CEO is the governing broad, excusive director, administrative staff, teacher staff, parents, and support staff. A.B.C. Daycare Center Organizational Chart Director Assistant Director Teaching Staff Administrative Staff Support Staff The Categories three types; Transactional, Tactical, or Strategic? 1. Entering applicant resumes for an open position 2. Aligning reward systems with organizational goals 3. Creating new-hire orientation 4. Interviewing candidates for an open position 5. Conducting performance reviews 6. Managing supply and demand for labor 7. Cross-training employees 8. Forecasting employee competency needs 9. Maintaining workplace safety programs 10. Documenting disciplinary actions Paul summarized the core of Christian living in Romans 12:17-21. We love someone the way Christ loves us, we will be willing to forgive our sisters, brother, co-worker and friends. If we have experienced Gods grace. We will want to pass it on to family, friend and others. And remember, grace is undeserved favor. By giving an enemy a help, we not excusing his misdeeds, were recognizing him, forgiving him, and loving him in spite of his sins just as Christ did for his people. Policies and procedures regarding EEO, harassment, and discrimination. What is Harassment? Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). The harasser can be the victims supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee. The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. Unlawful harassment may occur without economic injury to, or discharge of, the victim. What is Discrimination? Discrimination is dealing with human resources issues of discrimination requires a combination of proactive and reactive measures. Proactive measures include demonstrating good faith efforts to prevent workplace discrimination and harassment and embracing HR best practices for addressing discrimination. Discrimination is an inevitable and unfortunate consequence, given the level of diversity, varied work styles, generations and personalities in the workforce. However, employers develop ways to deal with HR issues of discrimination through creating basic workplace principles based on mutual respect and adherence to laws that prohibit discrimination. A.B.C. Child Development Center admits children of any race, religion, disability, national, and ethnic origin. To all the rights, privileges, programs and activities made available to students at the school. We do not discriminate in any way within the administered program. A multicultural curriculum is offered. The special needs of a child or children; A.B.C. Child Development Center is here to support you and your family. Services and programs may be provided for handicapped child / children when: The special needs of the particular child can be reasonably accommodated by our facility. Accommodation in such cases (alone, or together with other such cases) is not reasonable if it would impose an undue hardship on the operation of the facility and staff members. At the time of registration parents will be asked if their child/children have any special needs. Based upon the response of the parent, the child/children placement may or may not need to be reviewed by our facility Health Nurse. The three job descriptions that A.B.C. Daycare Center has are Assistance Director: wide variety of responsibilities, including managing staff, interacting with parents, working with children and wants to provide the students best possible experience, skilled at CPR, first aid and other routine emergency treatments, very organized, detail-oriented, trustworthy and responsible. Daily staffing schedules, changing toddlers diaper, checking children attendance daily, evaluate staff member and training. A. B.C. Daycare Center requires a minimum education required to work as an assistant director of a day care center is a high school diploma or equivalent. Candidates with a two-year degree in early childhood development, some accounting or another related subject area will have a competitive edge. We require a minimum of six months to one year of experience working in a day care facility. A.B.C. Daycare Center Job descriptions for Teaching Staff: supervising and disciplining children, organizational duties change toddlers diaper, group time, keep records, responsible for setting up classroom work. The lead teacher develops both long- and short-term lesson plans based on the curriculum and philosophy of the daycare center. While a day care lead teacher doesnt give children grades, she does assess their developmental growth. She maintains a record of that growth and keeps parents up to date communicating with parents is a routine part of the teachers job. The lead teacher is also responsible for setting up her classroom to reflect the lessons she is currently teaching. For example, she might create a bulletin board with labeled colors when teaching the class about colors. Routine record keeping, such as attendance, is the lead teachers responsibility as well. As she keeps records, she must keep in mind the information is confidential. Milestone Three Description A.B.C. Daycare Center Job descriptions for Administer Staff: Record keeping of documents, business information system, finances and information about the children in the daycare, keep records of all the purchases, parent information, and pay roll. The Sources of candidates, methods of recruiting, the candidates that I am looking for are experience in daycare working with kids, they need to be certified in child care or license, the methods used are craigslist, indeed.com, bulleting broad, new paper, and by word of mouth. General outline of the application process including a list of any documents required from the applicant and how the information will be used. For all applicants applying for jobs and business organization it is significant to know how the job application procedure works. This continuous guide to the job application performance includes information on applying for jobs: cover letters and resumes, completing job applications, testing and employment screening, background and reference checks, interviewing and the hiring performance. Selection process of testing and interviewing including what you hope to learn about the candidate through the process. Interviewing candidates for a position within the organization is one of the final steps in the hiring methods. Before you get to this step, the company wants to make sure that you have completed all of the recessing steps since each of these steps will have a direct impact on how effective the interview stage will be. At this stage you hope to learn what their strengths, personality and experience. Additional selection techniques you may choose to include (background check) in the Job of the Daycare, the State requires a background check of anyone hired to work with children, having a felony will disqualify anyone to work with children. According to Leman and Pentak, Each one of us has been hardwired with a distinct personality, Neumann continued by saying, some of us are wired to be extroverts; others, introverts. Some people love repetition. They love knowing that theyre going to do the same thing in their job tomorrow that they did today (p.37). According to Dessler, (2013), Employers use tests to measure a wide range of candidate attributes, including cognitive (mental) abilities, physical abilities, and interests, and achievement (p.106). In conclusion, this paper introduced Policies and procedures regarding EEO, harassment, discrimination, discrimination, three or more job descriptions application process, processing of testing and interviewing and learn about the candidate through the process. Suppose one of you wants to build a tower. Will he not first sit down and estimate the cost to see if he has enough money to complete it? (Luke 14:28). When a builder does not count the cost or estimates it accurately, the building maybe left incomplete. Will we disregard the Christian life after a little while because we did not count the cost of commitment to Jesus? What are those costs? Christians may face loss of social status or abundance. We have to give up control over our family, and even put to death. Following Christ does not mean a trouble-free life. We must carefully count the cost of becoming Christs disciples so that we will know what we are getting into, so we would not be tempted later to turn back. According to Luke 16:11, So if you have not been trustworthy in handling worldly wealth, who will trust you with true riches? Our integrity often meets its match in money matters. God calls us to be honest even in small details we are more valuable than earthy wealth. If we are not trusted with our money here on earth, no matter how much or little we have, we will be unfit to handle the vast riches of Gods kingdom. Do not let your integrity slip in small matters and it will not fall on you in crucial decisions either. Policies and rationale regarding Training and Development: Policy: There are several forms that make up the A.B.C. Daycare Center enrollment packet. This enrollment packet must be completed and in our possession before we can assume the responsibility of caring for your child. This is to ensure that the child will get the very best care possible and satisfies the record keeping requirement of the state licensing guidelines. All forms will be reviewed annually. If there are changes to any of the forms in the enrollment packet, please notify the director to update the parent records. If they have any questions regarding the completion of these forms, please feel free to ask the director. Registration Fees: There is a $75.00 for two children and $50.00 for one child Non- Refundable registration fee per family at time of enrollment. If they terminate childcare services and are gone more than 90 days and wish to return to A.B.C. Daycare Center, they must re-submit the application and the registration fees of $75.00 for two children and $50.00 for one child. Last week security deposit: upon enrolling their child/children all parents are require to pay an amount equal to one weeks childcare as a last week of care security deposit. Milestone Four: Procedures The specific rates will be outlined in the Contract and Rate Agreement. Fees is payable in advance and is due no later than 12 oclock noon on Friday, each week for the following weeks daycare, unless other arrangements has been agreed upon. Payment may be made by check, money order or cash. There will be a late fee of $10 for failure to pay by noon on Friday. The success of our center depends upon the prompt payment of charge/fees in order to take care of day-to-day incurred expense. Parents Vacation, you must continue to pay your tuition on your vacation to hold your daycare spot. Maternity Leave, to hold a spot you must continue to pay while you are on maternity leave. Some Daycare have procedure list are: The number of children in the daycare is governed by the Community Care Licensing Regulations. Children of Young Parents returning to school to continue their education are accepted and if a space is not available the last child into the daycare will be given 2 weeks notice of losing their space. . Children are accepted into the daycare on a first come basis. The childs name is entered on the data according to the date of the initial phone call. When an opening for the daycare occurs, the group Leader will contact the parents or guardians of the first child on the waiting list by telephone. Children will be removed from the waitlist upon the following reasons: à ¯Ã‚ Ã‚ ¶ Parents or guardians request à ¯Ã‚ Ã‚ ¶ Child is over 36 months of age à ¯Ã‚ Ã‚ ¶ Family has moved away or phone number is out of order (the client is then unreachable). Compensation and Benefits Child-care workers who are employed at preschools organization or daycare organization are sometimes likely to receive benefits such as medical insurance, 401k retirement packages, depending on the type of school, collage grand, or two week vacation. Nannies and au pairs tend not to receive such asset, but are often qualified to buy their own assistance, such as insurance plans and retirement packages before taxes, as they can be paid as independent contractors. According to Gary (2013), Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment (p.188). Title VII of the Civil Rights Act makes it unlawful for an employer to discriminate against any individual with respect to hiring, compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin (p.189). Performance management Define the purpose of the job, duties. Define performance goals with measurable outcomes. Define the priority of each job responsibility and target. Define production standards for key components of the job. Hold interim discussions and provide assessment about employee performance, preferably daily, summarized and discussed, at least, quarterly. Provide positive and constructive reaction. Maintain a record of performance through critical incident reports. Provide the opportunity for broader response. Use a 360-degree performance reaction organization that incorporates reaction from the employees peers, people, and customers who may report to him. Develop and administer a coaching and improvement plan if the employee is not meeting expectations. According to Gray (2013), performance management means different things to different people. Some use performance management as synonymous with performance appraisal. Others say performance appraisal represents just the appraisal step-by-step goal-setting/appraisal/feedback performance management cycle (p.159). Each of the functions of Human Resource Management (HRM) really plays a vital role in the effectiveness of any organization. Work system that can bring many advantages to Organization they mainly include: Policies and rationale regarding Training and Development, Compensation and Benefits, Performance management. Jeremiah (29:11) for I know the plans I have for you, declares the Lord, plans to prosper you and not to harm you, plans to give you hope and a future. God people are encouraged by leaders. Who stirs us to move ahead? Everyone who believes can do the task he has given and who will be with us unto the end. God is that kind of leader. He knows the future and plans for his people are good and full of hope. As long as God, who knows the future, provides our agenda and goes with us as we fulfill his mission here on earth. We can have boundless hope. This does not mean that his people will be spared plan, suffering or hardship, but that God will see his people through to a glorious conclusion. I Chronicles (28:20) David also said to Solomon his son, the one whom God has chosen, is young and inexperienced. The task is great, because this palatial structure is not for man but for the Lord God. David encouraged Solomon his son not to be frightened about the size of his job as king and builder of the temple. Fear can immobilize leader. The size of a task, its risks, or the pressure of the situation can cause leader to freeze and do nothing. Dont focus on the fear; instead, get to work. Getting stared is often the most challenging and frightening part of a job. Hiring employees is just a start to creating a strong work force. Next, you have to keep them. High employee turnover costs business owners in time and productivity. Try these tactics to retain your employees. Offer a competitive benefits package that fits your employees needs. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives. Provide some small perks. Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, theyll appreciate it and may be more likely to stick around. Use contests and incentives to help keep workers motivated and feeling rewarded. Done right, these kinds of programs can keep employees focused and excited about their jobs. How to Improve Employee Retention: Attracting the Right Candidates Over the years, Engage has implemented a number of policies that serve the dual purpose of attracting potential employees and keeping current ones passionate and committed. Here are a handful of examples: Engage gives hiring priority to people who live near the office because they believe that long commutes are detrimental to work-life balance. Instead of a traditional vacation policy, the company lets employees take time off from a leave bank, in which they can accumulate as many as 60 days off to use as they see fit. This policy has helped with employee retention, particularly by making it easier for female employees starting families to take time off and ultimately return to work. During the hiring process, Engage administers the DISC Personality test, which charts the four characteristics, drive, influence, steadiness, and compliance, to build personality profiles for new hires. All employees test results are public knowledge, which Hoffman feels helps people understand one another and get along. By setting quarterly goals with rewards attached, such as iPods for the whole team or a trip to a nice restaurant, Engage can encourage employees beyond the competitive and potentially divisive realm of salary bonuses. The group nature of these rewards is important, says Hoffman, because somebody who is not motivated by getting an iPod knows that other people in his or her group are and doesnt want to let them down. Why Engagement is Important According to Gary, (2013). Employee engagement is important because countless employee behaviors, including turnover and withdrawal, echo the degree to which employees are engaged.(p.239). Discipline in the Workplace Discipline in the workplace is the means by which supervisory personnel correct behavioral deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behavior. It is not designed to punish or embarrass an employee. Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behavior is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behavior. In general, discipline should be restricted to the issuing of letters of warning, letters of suspensions, or actual termination. Employers should refrain from disciplining employees by such methods as altering work schedules, assigning an employee to do unpleasant work, or denying vacation requests. Examples of Misconduct Examples of misconduct which could result in discipline: 1. Excessive tardiness 2. Failure to notify of an absence 3. Insubordination 4. Rude or abusive language in the workplace 5. Failure to follow Departmental Rules or Policies , i.e., not wearing safety equipment, not following correct cash handling procedures 6. Dishonesty 7. Theft Of course, discipline may be required for a number of other misconducts. The question that needs to be asked is if the Employer has just cause to impose a form of discipline. As a Director at Daycare Center wait I work we have safety check list: Child-to-staff ratio of 4 to1 for 2-year-olds, 7 to1 for 3-year-olds and 15 to 1 Children should be supervised at all times. Center thats licensed and regularly inspected for health and cleanliness Safe sleep and play environments Limited or no TV viewing Clean toys in good condition with no sharp edges Written policy on caring for ill children Diapering area separate from childrens play areas Cleaning supplies and other toxic materials in locked cabinet Electrical outlets covered with protective caps Security gates at top and bottom of stairs Easily accessible first-aid kit and posted emergency numbers Window guards on all windows except designated fire exits All outside play areas enclosed; soft surfaces under all equipment Smoke alarms and fire extinguishers An emergency evacuation plan Perishable food refrigerated Conclusion: In conclusion, Human Resource Management is the calculated and reasoned method of managing for an organizations most valued assets. Human resources management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As stated throughout this paper human resources can be classified into some categories we studied during this class, for example: HR management philosophy, organizational policies, and Regulatory Compliance. Other categories were Recruitment, Training, Development; Compensation, Benefits; Performance Management, Employee Retention, Engagement, Discipline, and Safety. Reference Brown, Denise, (2017). What Are the Lead Teachers Responsibilities in a Daycare Center? http://work.chron.com/lead-teachers-responsibilities-daycare-center-14609.html Dessler, Gary, (2013). A Framework for Human Resource Management Florida International University Doyle, Alison, (2016).https://www.thebalance.com/job-application-process-2061600 Employee Retention How to Retain Employees, 2016. http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/ Equal Employment Opportunity Commission [US] https:// www.eeoc.gov Find Law. The Interview Process: Selecting the Right Person, (2017). http://smallbusiness.findlaw.com/employment-law-and-human-resources/the-interview-process-selecting-the-right-person.htm1 Friend, Lucy, (2017). http://smallbusiness.chron.com/meaning-organizational-structure- 3803. Htm1 Josh Spiro, (2010).How to Improve Employee Retention http://www.inc.com/guides/2010/04/employee-retention.html Leadership Qualities, (2017). https://bible.org/seriespage/27-human-resources Leman, Kevin Dr. and Pentak, Bill, (2004). The Way of the Shepherd 7 Ancient Secrets to Managing Productive People Life Application Study Bible, (NIV) (1988). Tyndale House Publishers, Inc. Carol Stream, Illinois and Zondervan Grand Rapids, Michigan. Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and Unwritten agreements. Thousand Oaks, CA: Sage publications. Little Angles Daycare and Preschool, (2017). www.ladc.us/policies.asp Heathfield M. Susan, (2016). Performance Management Process Checklist, Step-by-step to a The University of British Columbia, (2015). Performance Management System, https://www.thebalance.com/performance-management-process-checklist-1918852 Samuel Hamilton, (2017). Child Care Worker Responsibilities, Hours, Salary, Benefits, Etc., http://work.chron.com/child-care-worker-responsibilities-hours-salary-benefits-etc-25603.html Ruth Mayhew, How to Deal with HR Issues of Discrimination, (1985) http://yourbusiness.azcentral.com/deal-hr-issues-discrimination-1394.html