The United Kingdom, Manchester, A Boeing 737-236 Crashes Assignment

The United Kingdom, Manchester, A Boeing 737-236 Crashes - Assignment Example This was 9 seconds later. The commanders reported that the acceleration of the left engine was acceptable. This was seconded by the first officer who thought it was better than the previous day. The auto-throttle was selected and the engines achieved the required take-off. The controller then confirmed the fire with the air traffic control and warned the crew on an evacuation that was to be done through the right side of the aircraft. The aircraft was then brought to a stop at the entrance to the link delta (Gero, 2011). Investigations showed that the accident was caused by failure of the left engine which was brought about by failure that occurred at combustor 9 which had been the subject of a repair. The fire developed as a result of adverse orientation of the parked aircraft relatively to the wind though the wind was not strong. The main cause of the accident was recorded to be caused by the ignorance that was done to the thud and the accelerator that was ignored to be working. The pilots and the 4 cabin crew reported to take the flight at 0500hrs on Thursday August 1985. The flight was scheduled to take off at 0600hrs. The pilots and the commander who was a training captain completed their preflight preparation and the crew was also briefed on the duties they were to undertake before they boarded the aircraft. The external check was carried out by the commander while the co-pilot carried out pre-flight check on the flight deck (Gero, 2011). Documents of the aircraft were examined and an entry was made on the previous day’s technical problem that related to reduction in acceleration of the left engine. There had been no problems reported on the two flights and the commanders signed the acceptance of the aircraft in the technical log. Starting the engines was done by the co-pilot and there were no problems that were observed during the start (Gero, 2011). The cabin crew carried out their roles through

Counselling and Psychotherapy Ethics Essay Example for Free

Counselling and Psychotherapy Ethics Essay Practitioners should give careful consideration to the limitations of their training and experience and work within these limits, taking advantage of available professional support. If work with clients requires the provision of additional services operating in parallel with counselling or psychotherapy, the availability of such services ought to be taken into account, as their absence may constitute a significant limitation. Good practice involves clarifying and agreeing the rights and responsibilities of both the practitioner and client at appropriate points in their working relationship. Dual relationships arise when the practitioner has two or more kinds of relationship concurrently with a client, for example client and trainee, acquaintance and client, colleague and supervisee. The existence of a dual relationship with a client is seldom neutral and can have a powerful beneficial or detrimental impact that may not always be easily foreseeable. For these reasons practitioners are required to consider the implications of entering into dual relationships with clients, to avoid entering into relationships that are likely to be detrimental to clients, and to be readily accountable to clients and colleagues for any dual relationships that occur. Practitioners are encouraged to keep appropriate records of their work with clients unless there are adequate reasons for not keeping any records. All records should be accurate, respectful of clients and colleagues and protected from unauthorised disclosure. Practitioners should take into account their responsibilities and their clients rights under data protection legislation and any other legal requirements. Clients are entitled to competently delivered services that are periodically reviewed by the practitioner. These reviews may be conducted, when appropriate, in consultation with clients, supervisors, managers or other practitioners with relevant expertise. Maintaining competent practice All counsellors, psychotherapists, trainers and supervisors are required to have regular and on-going formal supervision/consultative support for their work in accordance with professional requirements. Managers, researchers and providers of counselling skills are strongly encouraged to review their need for professional and personal support and to obtain appropriate services for themselves. Regularly monitoring and reviewing ones work is essential to maintaining good practice. It is important to be open to, and conscientious in considering, feedback from colleagues, appraisals and assessments. Responding constructively to feedback helps to advance practice. A commitment to good practice requires practitioners to keep up to date with the latest knowledge and respond to changing circumstances. They should consider carefully their own need for continuing professional development and engage in appropriate educational activities. Practitioners should be aware of and understand any legal requirements concerning their work, consider these conscientiously and be legally accountable for their practice. Keeping trust The practice of counselling and psychotherapy depends on gaining and honouring the trust of clients. Keeping trust requires: attentiveness to the quality of listening and respect offered to clients culturally appropriate ways of communicating that are courteous and clear respect for privacy and dignity areful attention to client consent and confidentiality Clients should be adequately informed about the nature of the services being offered. Practitioners should obtain adequately informed consent from their clients and respect a clients right to choose whether to continue or withdraw. Practitioners should ensure that services are normally delivered on the basis of the clients explicit consent. Reliance on implicit consent is more vulnerable to misunderstandings and is best avoided unless there are sound reasons for doing so. Overriding a clients known wishes or consent is a serious matter that requires commensurate justification. Practitioners should be prepared to be readily accountable to clients, colleagues and professional body if they override a clients known wishes. Situations in which clients pose a risk of causing serious harm to themselves or others are particularly challenging for the practitioner. These are situations in which the practitioner should be alert to the possibility of conflicting responsibilities between those concerning their client, other people who may be significantly affected, and society generally. Resolving conflicting responsibilities may require due consideration of the context in which the service is being provided. Consultation with a supervisor or experienced practitioner is strongly recommended, whenever this would not cause undue delay. In all cases, the aim should be to ensure for the client a good quality of care that is as respectful of the clients capacity for self-determination and their trust as circumstances permit. Working with young people requires specific ethical awareness and competence. The practitioner is required to consider and assess the balance between young peoples dependence on adults and carers and their progressive development towards acting independently. Working with children and young people requires careful consideration of issues concerning their capacity to give consent to receiving any service independently of someone with parental responsibilities and the management of confidences disclosed by clients. Respecting client confidentiality is a fundamental requirement for keeping trust. The professional management of confidentiality concerns the protection of personally identifiable and sensitive information from unauthorised disclosure. Disclosure may be authorised by client consent or the law. Any disclosures should be undertaken in ways that best protect the clients trust. Practitioners should be willing to be accountable to their clients and to their profession for their management of confidentiality in general and particularly for any disclosures made without their clients consent. Practitioners should normally be willing to respond to their clients requests for information about the way that they are working and any assessment that they may have made. This professional requirement does not apply if it is considered that imparting this information would be detrimental to the client or inconsistent with the counselling or psychotherapeutic approach previously agreed with the client. Clients may have legal rights to this information and these need to be taken into account. Practitioners must not abuse their clients trust in order to gain exual, emotional, financial or any other kind of personal advantage. Sexual relations with clients are prohibited. Sexual relations include intercourse, any other type of sexual activity or sexualised behaviour. Practitioners should think carefully about, and exercise considerable caution before, entering into personal or business relationships with former clients and should expect to be professionally accountable if the relation ship becomes detrimental to the client or the standing of the profession. Practitioners should not allow their professional relationships with clients to be prejudiced by any personal views they may hold about lifestyle, gender, age, disability, race, sexual orientation, beliefs or culture. Practitioners should be clear about any commitment to be available to clients and colleagues and honour these commitments. Teaching and training All practitioners are encouraged to share their professional knowledge and practice in order to benefit their clients and the public. Practitioners who provide education and training should acquire the skills, attitudes and knowledge required to be competent teachers and facilitators of learning. Practitioners are required to be fair, accurate and honest in their assessments of their students. Prior consent is required from clients if they are to be observed, recorded or if their personally identifiable disclosures are to be used for training purposes. Supervising and managing Practitioners are responsible for clarifying who holds responsibility for the work with the client. There is a general obligation for all counsellors, psychotherapists, supervisors and trainers to receive supervision/consultative support independently of any managerial relationships. Supervisors and managers have a responsibility to maintain and enhance good practice by practitioners, to protect clients from poor practice and to acquire the attitudes, skills and knowledge required by their role. Researching The Association is committed to fostering research that will inform and develop practice. All practitioners are encouraged to support research undertaken on behalf of the profession and to participate actively in research work. All research should be undertaken with rigorous attentiveness to the quality and integrity both of the research itself and of the dissemination of the results of the research. The rights of all research participants should be carefully considered and protected. The minimum rights include the right to freely given and informed consent, and the right to withdraw at any point. The research methods used should comply with the standards of good practice in counselling and psychotherapy and must not adversely affect clients. Fitness to practise Practitioners have a responsibility to monitor and maintain their fitness to practise at a level that enables them to provide an effective service. If their effectiveness becomes impaired for any reason, including health or personal circumstances, they should seek the advice of their supervisor, experienced colleagues or line manager and, if necessary, withdraw from practice until their fitness to practise returns. Suitable arrangements should be made for clients who are adversely affected. If things go wrong with own clients Practitioners should respond promptly and appropriately to any complaint received from their clients. An appropriate response in agency-based services would take account of any agency policy and procedures. Practitioners should endeavour to remedy any harm they may have caused to their clients and to prevent any further harm. An apology may be the appropriate response. Practitioners should discuss, with their supervisor, manager or other experienced practitioner(s), the circumstancess in which they may have harmed a client in order to ensure that the appropriate steps have been taken to mitigate any harm and to prevent any repetition. Practitioners are strongly encouraged to ensure that their work is adequately covered by insurance for professional indemnity and liability. If practitioners consider that they have acted in accordance with good practice but their client is not satisfied that this is the case, they may wish to use independent dispute resolution, for example: seeking a second professional opinion, mediation, or conciliation where this is both appropriate and practical. Clients should be informed about the existence of the Professional Conduct Procedure of this Association and any other applicable complaints or disciplinary procedures. If requested to do so, practitioners should inform their clients about how they may obtain further information concerning these procedures. Responsibilities to all clients Practitioners have a responsibility to protect clients when they have good reason for believing that other practitioners are placing them at risk of harm. They should raise their concerns with the practitioner concerned in the first instance, unless it is inappropriate to do so. If the matter cannot be resolved, they should review the grounds for their concern and the evidence available to them and, when appropriate, raise their concerns with the practitioners manager, agency or professional body. If they are uncertain what to do, their concerns should be discussed with an experienced colleague, a supervisor or raised with this Association. All members of this Association share a responsibility to take part in its professional conduct procedures whether as the person complained against or as the provider of relevant information. Working with colleagues The increasing availability of counselling and psychotherapy means that most practitioners have other practitioners working in their locality, or may be working closely with colleagues within specialised or multidisciplinary teams. The quality of the interactions between practitioners can enhance or undermine the claim that counselling and psychotherapy enable clients to increase their insight and expertise in personal relationships. This is particularly true for practitioners who work in agencies or teams. Working in teams Professional relationships should be conducted in a spirit of mutual respect. Practitioners should endeavour to attain good working relationships and systems of communication that enhance services to clients at all times. Practitioners should treat all colleagues fairly and foster equality opportunity. They should not allow their professional relationships with colleagues to be prejudiced by their own personal views about a colleagues lifestyle, gender, age, disability, race, sexual orientation, beliefs or culture. It is unacceptable and unethical to discriminate against colleagues on any of these grounds. Practitioners must not undermine a colleagues relationships with clients by making unjustified or unsustainable comments. All communications between colleagues about clients should be on a professional basis and thus purposeful, respectful and consistent with the management of confidences as declared to clients. Awareness of context The practitioner is responsible for learning about and taking account of the different protocols, conventions and customs that can pertain to different working contexts and cultures. Making and receiving referrals All routine referrals to colleagues and other services should be discussed with the client in advance and the clients consent obtained both to making the referral and also to disclosing information to accompany the referral. Reasonable care should be taken to ensure that: the recipient of the referral is able to provide the required service; any confidential information disclosed during the referral process will be adequately protected; the referral will be likely to benefit the client. Prior to accepting a referral the practitioner should give careful consideration to: the appropriateness of the referral; the likelihood that the referral will be beneficial to the client; the adequacy of the clients consent for the referral. If the referrer is professionally required to retain overall responsibility for the work with the client, it is considered to be professionally appropriate to provide the referrer with brief progress reports. Such reports should be made in consultation with clients and not normally against their explicit wishes. Probity in professional practice Ensuring the probity of practice is important both to those who are directly affected but also to the standing of the profession as a whole. Providing clients with adequate information Practitioners are responsible for clarifying the terms on which their services are being offered in advance of the client incurring any financial obligation or other reasonably foreseeable costs or liabilities. All information about services should be honest, accurate, avoid unjustifiable claims, and be consistent with maintaining the good standing of the profession. Particular care should be taken over the integrity of presenting qualifications, accreditation and professional standing. Financial arrangements Practitioners are required to be honest, straightforward and accountable in all financial matters concerning their clients and other professional relationships. Conflicts of interest Conflicts of interest are best avoided, provided they can be reasonably foreseen in the first instance and prevented from arising. In deciding how to respond to conflicts of interest, the protection of the clients interests and maintaining trust in the practitioner should be paramount. Care of self as a practitioner Attending to the practitioners well-being is essential to sustaining good practice. Practitioners have a responsibility to themselves to ensure that their work does not become detrimental to their health or well-being by ensuring that the way that they undertake their work is as safe as possible and that they seek appropriate professional support and services as the need arises. Practitioners are entitled to be treated with proper consideration and respect that is consistent with this Guidance.

What is coaching? learning specific skills

What is coaching? learning specific skills Coaching is about learning specific skills, to improve performance or to prepare for advancement. To an outsider, coaching situations may look similar. All are based on an ongoing, confidential, one-on-one relationship between coach and learner. Yet each teaching situation can be quite diverse and some of these distinctions are important to recognise, if only to foster informed choice by everyone involved. Therefore this essay defines and explores key distinguishing features amongst coaching. Furthermore taking account of these factors, this essay will discuss and suggests different coaching roles. Any instructional strategy should be based on learning theory because without an understanding of how athletes learn, one cannot expect to achieve intended learning goals (Griffin et al, 2005). The use of student and athlete has been used interchangeable throughout this essay to reflect its meaning. So focusing on this I will look from a behaviourist perspective on how people learn best an d what certain influences can facilitate learning, by briefly discussing the place of feedback will identify influential factors this can make to a pupils education and overall learning experience. Watkins and Mortimer define pedagogy as ‘any conscious activity by one person designed to enhance learning in another (1999; 3). With coaching being recently reconceptualised as a pedagogy (Cassidy et al., 2004), it is imperative for a coach/teachers to ensure learners are facilitating in their learning, so rather than just teaching a certain skill, they also teach when this skill should be used. By being a coach, in other words, implies being a ‘certain kind of teacher (Hacking, 1986; Gee, 2001), but exactly what such being entails remains covered in uncertainty (Richardson, 2002). The role for the coach or teacher has been very directive, instructional or prescriptive (Cassidy et al. 2004, Kidman, 2001). For instance, the coach or teacher deciding when and how athletes/students should perform specified skills or movements. This has led to the coach being regarded as the sole source of knowledge, transmitting this in a unidirectional way with learners having a passive ro le in the learning process (Potrac and Cassidy 2006). Furthermore, this occupies a position of centrality and influence in the sporting environment (Cushion et al. 2006, Smith and Smoll 2007). Therefore, Lyles (2002) research suggests there is a strong belief that the quality of coaching is one of the most important environmental factors in determining performance improvement with success. Signifying not only the behaviour of the coach being an influential socialising agent but might also impact on performance, learning, and a range of many other psycho-social outcomes. Coaches and teachers can be implicitly or explicitly, by their beliefs about learning. By practicing and behaving according to their own beliefs, directly impacting on how the coachs role is perceived and enacted within the coaching process, such as tradition of the sport taught, socialisation experiences etc. Research suggests knowledge and practice, remains largely based on experiences and the interpretation of those experiences (Cushion, Armour, and Jones 2003; Cushion 2006; Gilbert and Trudel 2006). This however, is regardless of the implementation and availability of education programmes and courses. Furthermore, Douge and Hastie (1993) believe that the accumulating years of involvement doesnt necessarily guarantee that an agent will become an effective coach. Chelladurai also expands suggests that â€Å"future research could focus on generating items based on the experiences and insights of both coaches and athletes† (1990; 340). Indicating that there is no single behavi our, role or approach that is either a defining or essential component to an athletes/students centeredness (Popkewitz, 1998; Cain, 1989). In fact, the amount that a coach feels compelled to act in a single way; the more likely they are to impose limits on their athletes because their own behaviour is constrained (Daniels 2001, Cain 1989) not only implementing interventions but could interfere with coaching preparations. There are many different ‘building blocks which aid coaches in the effectiveness of their coaching and improve their coaching practice, although there are a number of reflective cycles to assist coaches, Gibbs (1988) offers a model of coaching effectiveness ideal for the beginner coach involving the following six elements: 1) Description Describe as a matter of fact just what happened during your critical incident or chosen episode for reflection. 2) Feelings What were you thinking and feeling at the time? 3) Evaluation List points or tell the story about what was GOOD and what was BAD about the experience. 4) Analysis What sense can you make out of the situation. What does it mean? 5) Conclusion What else could you have done? What should you perhaps not have done? 6) Action Plan If it arose again, what would you do differently? How will you adapt your practice in the light of this new understanding? This framework is an ideal excellent starting point for coaches/teachers in their investigations of the coaching process itself, not only this but Bandura states People not only gain understanding through reflection, they evaluate and alter their own thinking (1986; 62) enticing coaches to un-earth their theory in use, inevitably extending learning in both coach and athletes. Paradoxically focusing on this, coaches and teachers have varied roles to consider, whereby they can aid the need for the following specific knowledge and skills: Interpersonal skills. Communicating and establishing trusting relationships with whom they are trying to change their practices. Coaches must be able to observe accurately and provide appropriate feedback. Content knowledge. Having an understanding of their subject matter, this includes how knowledge of a discipline is developed through curricula and learning materials. Experience with others coaches at the different level indicates that a certain level of content-area expertise is necessary to be a subject area coach. However, expertise also may create tension when coaches are labelled experts. Most important is for a coach to establish a collaborative, reflective relationship. Pedagogical knowledge. To lead, coaches need to understand how students and athletes learn, including knowledge of the tasks, questioning strategies, and structures that can help students/athletes develop their own ideas. Knowledge of the curriculum. Familiarity with the structures and experiences offered by a curriculum is important, including understanding the fundamental ideas behind a curriculum and how those ideas connect across different ability levels. Awareness of coaching resources. Aware of specific knowledge of professional development materials, literature, and resources that can be used to support development of subject or pedagogical knowledge and better understanding how to teach. Knowledge of the practice of coaching. Coaching strategies and structures, such as how to use pre and post observations or on-the-spot coaching; the role of questioning and effective strategies; how to use resources of teaching practice (curriculum materials, student work, scripts of classroom dialogue, etc.); and the pros and cons of demonstration lessons and coaching sessions. All specify a requirement of the coach/teacher, however, athletes have been shown to have different preferences and different responses to coach behaviour (Reiman, 2007) and in complex social and interpersonal settings, individual differences are sure to play an important role (Smith and Smoll, 2007). However, not all people are the same, nor are circumstances and contexts, and consequently a one size fits all approach will not work for all learners and in all situations (Amorose, 2007). Moreover, Jonassen (1999; 235) suggests possible ideas â€Å"by starting the learners with the tasks they know how to perform and gradually add task difficulty until they are able to perform† therefore facilitates learning in both coach and learner encouraging decision making roles. There are four components which influence: the coach, the athlete, knowledge and the learning environment. Focusing on these statements further and the literature researched indicate many influential factors one in particular being feedback which the following section discusses. Indeed, all coaching is based upon some theory about how we learn with behaviourism strongly informs coaching, resulting in an instructional approach that emphasises the use of feedback and rewarding behaviour. Feedback from coaches is an essential aspect of learning. Whereby coaches use feedback to encourage pupils to respond to their own learning by discovering where they are now in relation to where they would like to be, and to determine how to do better next time (Hargreaves, 2005). Fundamentally feedback can be used as a tool to support and enhance learning (Ofsted, 2008) in both education and coaching practice. More recently, it has become the source of heated debates and has seen a dramatic increase in the amount of literature relating to feedback and in particular operant conditioning approach (Skinner, 1958) which is based on the well established principles of individual learning that behaviour is a function of its consequences. Although some citations are dated in this section however; it is still relevant today as there are many expectations and implications which are placed on coaches and teachers to provide meaningful support and feedback to enhance learning. Its believed by Smoll and Smith (1989) that coaches must have extensive task knowledge so that they can issue proper instruction about desired behaviours and reinforce individuals when they do well. However, findings by Komaki et al (1989) illustrate the need for consistency in verbal reinforcement and feedback to initiate an increase in the frequency of desirable behaviours and decrease the frequency of undesirable behaviours. Thus, according to Mayer (1983) can elaborate and expand on learners knowledge, building on existing cognitive schema (Mayer, 1983), this can be reinforced by way of feedback. There are, however further expectations placed on teachers. Piagets work is concerned with the expansion of knowledge and understanding, with ways in which new information is dealt with by learners. However, Pritchard (2009) has identified concern in the amount of time coaches have available to give sufficient feedback, more so with coaching and teaching in groups rather than one on one. Although Boud (1999) suggests that when pupils take responsibility of their own learning this will allow them to deepen their understanding.   Not only does insufficient time have implications but a message (feedback) can also have the potential to be misinterpreted. It is generally accepted that certain feedback might be taken personally by pupils, and lead to defensiveness and loss in confidence. ‘We judge too much and too powerfully, not realising the extent to which pupils experience our power over them (Boud, 1999; 43). Self-esteem, it is believed, is affected by receiving negative or unexpected feedback. Research by Young (2000) suggests, however, considerations should be made from the opposite perspective: it is the students level of self-esteem that affects the messages they receive—both positive and negative. Those with low self-esteem tend to view all feedback as a judgement of ability, whilst those with high self-esteem do not. Indicating certain implications which could severe interpersonal problems Certainly, teachers and coaches if they are truly person centered should be continually open to learning and how their athletes/students learn and achieve effectively as shown throughout this essay, however there are so many areas and this essay has only covered a few. It might be valuable that by creating the best possible atmosphere for learning and performance, coaches and teachers can and would be less concerned about a certain coaching style or behaviour and more concerned about whether whatever they do impairs or facilitates learning. In this sense, receptivity, flexibility and differentiated responses in coaches and teachers are likely to maximize the outcome (Cain, 1989). In reality, the teacher or coach has a role to play in identifying and addressing certain problems and assisting, deconstruct knowledge relating to aspects of sporting performance (Potrac and Cassidy, 2006). Finally, this then provides the learner with the personal and informational resources for learning (C ain 1989), giving a unique opportunity to make significant changes in a person life. The purpose of this paper is to provide a reflection and example of such a structured session using an approach whereby learners work out solutions to tactical problems themselves with the coach facilitating their learning. In the UK there are thousands of individuals who are qualified coaches because of the availability of coaching courses. However, research into coaching have shown that coaching courses only act as a starting point, with coaches in Jones et al.s (2004) review points to the fact that the immensity of learning actually occurs through experience. Thus this alone does not guarantee capability this is elaborated in these words: ‘It is not enough just to do, and neither is it enough just to think †¦ Learning from experience must involve linking the doing and the thinking Gibbs (1988; 9). The process of reflection is linked between doing and thinking (Martens, 1997; Gibbs, 1988) moreover, Bandura believes People not only gain understanding through reflection, they evaluate and alter their own thinking (1986; 62). Reflection has its origins in Schà ¶ns (1983) work, where he defined a reflective conversation as the following cycle: appreciation; experimentation and evaluation. Later, other reflective models were put forward. Johns (1995) model consists of 26 questions that the coach must ask themselves, whereas Gibbs (1988) model consists of six. This reflection will use the Gibbs model to reflect upon a situation that arose during one of my coaching practices. The basis for this is because its uncomplicated and allows a beginner coach like myself to follow, whereas Johns tends to be more complex decision-making (Johns, 1995). Before moving on to the process of reflection, its important to note that this paper will take a pedagogical approach. Watkins and Mortimer describe pedagogy as ‘any conscious activity by one person designed to improve learning in another (1999; 3). With coaching being recently reconceptualised as a pedagogy (Cassidy et al., 2004), it is important for coaches to ensure learners are facilitating in their learning, so rather than just coaching a certain method, they also teach when this skill should be applied. Therefore, I will reflect upon a coaching experience of my own, using Gibbs (1988) model, to access whether learners were given the possibility to progress in their learning. Description I decided to coach a basketball session, focusing on shooting techniques and positioning. The games for understanding (TGfU) approach (Bunker and Thorpe, 1982) was used opposed to the more traditional coaching/teaching model. Teachers in the traditional model teach skills first and tactics later. As Light and Fawns (2003) have articulated, ‘knowing the game is to play it and demonstrate knowledge-in-action (Schà ¶n , 1983). Advocates of the TGfU model endorse tactics first, while skills are introduced afterwards (Bradley, 2004; Turner et al, 2001). So basically, what to do comes before how to do it. A mini game was introduced at the beginning of the session along with a brief explanation of certain rules required to give shape to the game and determine the variety of tactics and skills required for a successful performance. The session was going well with players participating with enthusiasm by contributing to certain questions then furthering their decisions. However, after a while I ran out of certain ideas for further progressions. Feelings Having sensed with apprehension that some learners were getting uninterested and even slowed down and eventually stopped playing. Research has suggested this is because players can lack challenges and so therefore their intrinsic motivation to participate decreases (Ryan Deci, 2000). Conversely feeling the pressure to make a change or how to put in challenges to be successful in their performance, dismay started to set in as I didnt have a further plan. Evaluation The TGfU approach was effective in increasing enthusiasm because it was fun. This was backed up by Griffin et al (1995) who said that the TGfU approach may be more enjoyable for players than traditional technique drills; are, and so theyre more motivated to participate. Also, by probing the players to answer questions about faults in their technique, I was also facilitating the development of players critical thinking and decision-making skills; two important cognitive skills (Kirk and MacPhail, 2002). However, when the session started to become less interesting I was unable to make certain changes due to a lack of experience of different activities. There was also concerned in stopping and re-starting the game as research also suggested that learners feel this interrupt the flow of the game (Lieberman, 2008). Analysis Id realised that in the early stages learners were going through a learning process. The game allowed them to obtain physical skills and techniques, whilst the questions and communication with peers facilitated their cognitive development (Kirk MacPhail, 2002). However, being unable to enforce new activities the learners learning process began to even out. This is believed to be because of a lack of challenge denting their motivation to continue (Ryan Deci, 2000), thus decreasing or stopping participation would further the opportunity to learn. Conclusion I felt I had developed well through this session but was always looking at ways to improve through listening, reading and reflection. Thinking over my lesson, Id realised that there were certain ‘blind spots in my coaching.   Although the tasks enabled the players to learn, success by progressing further questioning enabled decision-making skills and communicating with each other to solve meticulous problems. Therefore, incorporating a cognitive based learning approach; where learners were required to solve realistic problems (Dolmans et al., 2005). In relation, structured scenarios where players would need to decide whether it was best to shoot, which pass to use and dribbling techniques and enticing communication amongst their team to score or win. It was also vital that learners understood why they were carrying out and practising certain drills. If players understand why they were doing something, their motivation to change their practice in order to improve their skills and team play could then be improved. Therefore encouraging players to question and communicate the varying drills and by asking what it is going to be useful; for what reason. Action Plan Games have an essential cognitive dimension that has been to some extent limited by the traditional coaching/teaching model (Light, 2002; Light and Fawns, 2001). The TGfU approach utilises open ended questioning however it is believed to be more time-consuming in the early stages and errors are likely to be a plenty (Kroll, 2004; Prawat, 1992) but giving learners greater ownership of decision-making process would enable them to think for themselves in a game that is largely based on making appropriate decisions. Therefore, when planning future sessions I will account for various problems that may arise and the activities that Ill put into practice to solve them (e.g. how and when to modify the games, when to stop play and question, when to bring players out of the game for individual questioning etc.) Finally the issue being the use of open ended questioning with learners. Such questioning would also enable students to make a cognitive leap, particularly when teaching invasion game s trategies (Butler, 1997). To conclude, the process of reflection has allowed me to notice that my session had both positive and negative aspects. The positive aspect was that the TGfU approach was effective and enjoyable (Griffin et al., 1995), but the negative aspect was after a while, my session became tedious. Gibbs (1988) model also made me question why certain things happened, with me putting this down to challenges for the learners. Finally, Gibbs model really assisted me in thinking what I could do in the future. After reading Schempp et al.s (2006) literature on certain planning, I realise that I could create certain plans for the different problems that can arise during teaching.

Object-Oriented Database Management Systems Essays -- Computers Techno

Object-Oriented Database Management Systems The construction of Object-Oriented Database Management Systems started in the middle 80's, at a prototype building level, and at the beginning of the 90's the first commercial systems appeared. The interest for the development of such systems stems from the need to cover the modeling deficiencies of their predecessors, that is the relational database management systems. They were intended to be used by applications that have to handle big and complex data such as Computer Aided Engineering, Computer Aided Design, and Office Information Systems. The area of the OODBMSs is characterized by three things. First, it lacks a common data model. There is no common data model although many proposals can be found in the literature. This is a more general problem of all the object-oriented systems not only the database management systems. Since the data model determines the database language of the system, which in turn determines the implementation of the system, we can understand that the differences between the various systems with different data models can be big and substantial. Second is the common theoretical framework. Although there is no standard object-oriented model, most object-oriented database systems that are operational or under development today share a set of fundamental object-oriented concepts. Therefore the implementation issues in OODBMSs that arise due to these concepts are universal. The third characteristic is that of experimental activity. Plenty of prototypes have been implemented and some of them became commercial products. There is really a need for applications to handle very complex data and that is why the interest of people in building such systems is... ... D.K. Practical Application of Object-Oriented Techniques to Relational Databases. Wiley/QED, 1994. Chorafas, D.N. and H. Steinmann. Object-Oriented Databases. Prentice-Hall, 1993. Delobel, C., C. Lecluse, and P. Richard. Databases: From Relational to Object-Oriented Systems. ITP, 1995. Gray, P.M.D., K.G. Kulkarni, and N.W. Paton. Object-Oriented Databases: A Semantic Data Model Approach. Prentice-Hall, 1992. Hughes, J.G. Object-Oriented Databases. Prentice-Hall, 1991. Kemper, A. and G. Moerkotte. Object-Oriented Database Management: Applications in Engineering and Computer Science. Prentice-Hall, 1994. Kim, W. Introduction to Object-Oriented Databases. MIT Press, 1990. Loomis, M.E.S. Object Databases: The Essentials. Addison-Wesley, 1995. Rao, B.R. Object-Oriented Databases: Technology, Applications, and Products. McGraw-Hill, 1994. Object-Oriented Database Management Systems Essays -- Computers Techno Object-Oriented Database Management Systems The construction of Object-Oriented Database Management Systems started in the middle 80's, at a prototype building level, and at the beginning of the 90's the first commercial systems appeared. The interest for the development of such systems stems from the need to cover the modeling deficiencies of their predecessors, that is the relational database management systems. They were intended to be used by applications that have to handle big and complex data such as Computer Aided Engineering, Computer Aided Design, and Office Information Systems. The area of the OODBMSs is characterized by three things. First, it lacks a common data model. There is no common data model although many proposals can be found in the literature. This is a more general problem of all the object-oriented systems not only the database management systems. Since the data model determines the database language of the system, which in turn determines the implementation of the system, we can understand that the differences between the various systems with different data models can be big and substantial. Second is the common theoretical framework. Although there is no standard object-oriented model, most object-oriented database systems that are operational or under development today share a set of fundamental object-oriented concepts. Therefore the implementation issues in OODBMSs that arise due to these concepts are universal. The third characteristic is that of experimental activity. Plenty of prototypes have been implemented and some of them became commercial products. There is really a need for applications to handle very complex data and that is why the interest of people in building such systems is... ... D.K. Practical Application of Object-Oriented Techniques to Relational Databases. Wiley/QED, 1994. Chorafas, D.N. and H. Steinmann. Object-Oriented Databases. Prentice-Hall, 1993. Delobel, C., C. Lecluse, and P. Richard. Databases: From Relational to Object-Oriented Systems. ITP, 1995. Gray, P.M.D., K.G. Kulkarni, and N.W. Paton. Object-Oriented Databases: A Semantic Data Model Approach. Prentice-Hall, 1992. Hughes, J.G. Object-Oriented Databases. Prentice-Hall, 1991. Kemper, A. and G. Moerkotte. Object-Oriented Database Management: Applications in Engineering and Computer Science. Prentice-Hall, 1994. Kim, W. Introduction to Object-Oriented Databases. MIT Press, 1990. Loomis, M.E.S. Object Databases: The Essentials. Addison-Wesley, 1995. Rao, B.R. Object-Oriented Databases: Technology, Applications, and Products. McGraw-Hill, 1994.

Misconceptions of Emily Brontes Wuthering Heights :: Wuthering Heights Essays

Wuthering Heights Misconceptions  Ã‚   Victorian reviewers of Emily Bronte’s classic Wuthering Heights found it to be far too harsh and dreary for their tastes.   One author, writing for the Atlas, compared Wuthering Heights to Jane Eyre saying that, â€Å"Wuthering Heights casts a gloom over the mind that is not easily dispelled† (WH 300) while Jane Eyre manages to provide some cathartic element that offers its reader a release.  Ã‚   The same author criticizes it for its lack of realistic elements saying that a â€Å"few glimpses of sunshine would have increased the reality of the picture and given strength rather than weakness to the whole† (WH 300).   Upon further comparison the author says of Jane Eyre it â€Å"lacks the power and originality of Wuthering Heights, [though] it is infinitely more agreeable† ending saying Ellis Bell (pseudonym of Emily Bronte) is an author with colossal promise (WH 300).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Some literary critics of the time preferred to ride the fence on this controversial book.   An essay published in Douglas Jerrold’s Weekly Newspaper stated it was a â€Å"strange book – baffling all regular criticism† (WH 302).  Ã‚   While not committing to actual criticisms of either story or author the writer alludes to the disturbing themes of the   piece and closes his article by saying, â€Å"We strongly recommend all our readers to who love novelty to get this story† (WH 302).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Other critics are more than willing to attack both the work and Ellis Bell.   A writer for the Examiner stated, shortly after the publication of the book, â€Å"it is wild, confused, disjointed, and improbable, and the people who make up the drama†¦are savages ruder than those who lived before the days of Homer† (WH 303).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Charlotte Bronte attempts to, in her forward to the 1850 publication of Wuthering Heights and Agnes Grey, address misconceptions about her sisters, their pseudonyms, and Emily’s infamous book.   Charlotte claims that a grievous error was done to her sister when critics attempted to claim that the same hand that penned Jane Eyre was responsible for Wuthering Heights.

Exploring the Disadvantages Catholics Faced in Northern Ireland in the

Exploring the Disadvantages Catholics Faced in Northern Ireland in the Mid 60’s In Northern Ireland during the 60’s Catholics faced a lot of disadvantages, in areas of Employment, Education, Housing, and Politics; there is evidence that even the Police Force was biased in favor of the Protestant community. Employment was a major area in which Catholics faced discrimination. Protestants held most of the civil service, government and local government posts in Northern Ireland and even if a catholic did get employment, many would simply feel too uncomfortable in the midst of all the Protestants. The main companies were privately owned and although anti-catholic prejudice was often suspected among foremen or personal managers, it was a hard thing to prove. One fact that can be confirmed however is that, of 10,000 workers in a Belfast shipyard (the biggest single source of employment in the city), just 400 were Catholic. A similar pattern of employment can be seen in Fermanagh County Council where 322 of 370 employees were Protestant, including most of those in the ‘top’ positions. Within the Education Authority, the most sought after jobs in Fermanagh were for school bus drivers because of the long rest and holidays; all but seven of these places out of 75 were given to Protestants. Such facts are made all the more astounding considering more than half of the population of Fermanagh County were actually Catholic. Education was another area where Catholics faced discrimination. Dr McChuckey’s description of the results in Dungannon in 1964states â€Å"there were two secondary schools: â€Å"St.Patrick’s†, the Catholic institution, and ... ...alled in by the Unionists, to act like a police force/army. Catholic marches were banned. Student demonstrations ended up in violence. They treated Catholic civilians harshly which increased hatred between the two religious groups. Only 14.5% of Catholics were in the police force but they formed 40% of Northern Ireland's population. In conclusion there were many differences between Catholics and Protestants in the 1960s. Most of these differences were in opinion and in Politics. Nationalist politicians were always out numbered by Unionist politicians in large Nationalist areas. Therefore, Catholics could not have their views expressed and always lost out if it came to a majority vote. This unfair treatment halted progress to achieve peace in Northern Ireland and they are still trying to achieve peace to this day.

Development organisation in an urban facility

As we venture into this major event of building a manufacturing factory, which will be situated within a major residential development area, concerns are being raised about noise and the impacts it will have on the health of the community nearby. Since relocating, the company to a different place is an uphill task and very expensive, we have involved the local community in the decisions that might affect them due to the operations of our factory.In line with our goal to embody environmental sustainability and to support economic activity that will improve the quality of life of the nearby community and the urban residents, we will engage the residents in discussions to obtain their views and to alleviate their worries. In consultation with the community, which consists of people with various economic, education and occupation backgrounds, we have brought their needs, concerns and aspirations and presented them in this strategy.PURPOSE, AIM AND OBJECTIVES OF THE CONSULTATION STRATEGYW e believe that a strategy is needed to provide a coordinated and effective approach to consulting our neighbouring residents. Industrial noise generated from stationary sources such as production plants, refineries, manufacturing facilities, factories, pumping stations, etc. can affect people in various ways depending on a number of key variables. The discussion would involve the residents nearby and not factory workers. Noise emissions from factories to the environment pose the greatest challenge to the industry and the regulators to establish and maintain appropriate limits. Noise is considered a biological stressor and excessive exposure to it is a health risk since it can contribute to the development and aggravation of stress related conditions such as high blood pressure, ulcers, migraine headaches, coronary disease and colitis.The body usually responds automatically to noise as a warning signal. Though reactions to a one time exposure to noise do not result in any irreversibl e effects, research suggests otherwise in some cases.   The purpose for this strategy is to provide clear guidelines on how to undertake the consultations and then implement the recommendations. The aim of this strategy is to minimize the noise levels that emanate from our factory into the environment by seeking the views of the neighbouring community and giving them a chance to influence our decisions. Our agreed objectives is to carry out a consultation that is inclusive, accessible and valuing diversity; communicate back the results of the consultation back to the community; implement the results of our consultation.TRANS-CULTURAL CHALLENGESWhy Culture?To determine these challenges, a framework definition of culture is important. Culture defines how we work, communicate, interact, decide, act and respond in the working world. Our backgrounds such as race, gender, or national origin shape our culture. Our economic status, groups that we join, where we live brand us with differen t cultures. Conflict resolution draws much from our cultural backgrounds. Since our factory is sited in a major urban residential area, the nearby people hail from different cultural backgrounds shaped with their economic status, place of birth etc.We expect to be misunderstood by some of our neighbours while illustrating to them our strategy, much of this might be because of different cultural values. Just as anthropologists Avruch and Black (1993) stated â€Å"†¦One's own culture provides the â€Å"lens† through which we view the world; the â€Å"logic†Ã¢â‚¬ ¦ by which we order it; the â€Å"grammar† †¦ by which it makes sense†, we expect people to respond to our solution differently. Some might also interpret it as â€Å"abnormal†, â€Å"weird†, or â€Å"wrong† (Avruch & Black, 1993).Facing the ChallengesTo carry out this consultation, the influence of culture on our communication has to be understood. As engineers, we wi ll be tasked with interpreting to the community what we believe and have tested to be low noise and with minimum or no health hazard. We will also be expected to help in the decision making process for the implementation of the consultation results. We must also involve some representatives of the community in the daily operations of the factory and the environmental safety achieved at different stages.Sample ProjectIn a survey conducted on cross-cultural challenges involved in Japanese overseas projects, 33 Japanese professionals from various organizations educational institutions in Japan responded to the survey. This research investigated the challenges faced by the Japanese workers in international projects. Most of them preferred cross-cultural training to better equip them with what to expect from other cultures.Effectiveness of trans-cultural approachesTraining for our employees is necessary for them to understand the complaints that might be raised from time to time by the r esidents during the operations of the factory. The residents will also be notified of the allowable noise levels recommended by organizations like the World Health Organization (WHO). In doing these, we expect to improve our interaction and communication with the residents and achieve our goal of environmental sustainability to improve the quality of life of the nearby community.LIST OF REFERENCES:Avruch, K. and Black, P. (1993). Conflict Resolution in Intercultural Settings: Problems and Prospects. Conflict Resolution Theory and Practice Integration and Application. Manchester: Manchester University Press.