White-tailed deer Essay Example for Free

White-tailed deer Essay Hunting, one of the oldest activities known to man, is being debated by two extremely strong-willed sides. The subject of deer hunting is one topic on which many people have strong emotional opinions either for or against. Some redneck people feel that â€Å"my pa hunted and taught me that if I can kill it, I can eat it†. While the tree huggers feel that â€Å"it is awful because you’re killing Bambi†. Although both are entitled to their own opinion, neither of these reasons comes across as noteworthy enough for a solid case. Do not get me wrong, I am very passionate about the thrills of hunting and will get to that later, but the examples that are most significant to look over are the facts of deer hunting. These imperative facts include the basic ecological population biology and the economic revenues of deer hunting. With all emotional views aside for now, try to look at deer hunting for what it is. It is just a way of leveling out the deer population in place of natural predators. Wolves and mountain lions, the only two true natural predators of adult deer, were basically eradicated from the South-East United States as soon as man settled. This being the case, the only wild animals that pose any sort of threat to deer are coyotes and bobcats, and they are only threatening for a 3-4 month period in young fawns lives. That leaves it up to the humans to keep the populations in balance. If humans did not balance out the deer population, it would be absolutely devastating to the group as a whole. Each ecosystem has a limit to how many organisms of a specific species it can hold. This maximum amount is called the carrying capacity. If the carrying capacity of an ecosystem is surpassed, it is utterly detrimental to the population. This is called overpopulation. Usually, though, the prey species has a predator species to keep the amount in check. This means that the quantity of organisms increases very rapidly until reaching the carrying capacity, and then it levels out. On the other hand, if there are no predators for a species, there is nothing to stop exponential growth. It will soon skyrocket above the carrying capacity thus leading to an inevitable collapse. When a population goes over its carrying capacity, horrifying things happen to the population such as disease and starvation. I personally would rather not be walking in the woods and come across multiple, disease-stricken, hairless deer carcasses that had suffered for months before dying a slow and immensely excruciating death because of its lack of predators. The first time anyone really experimented with deer populations without predators was when Theodore Roosevelt created the Grand Canyon National Game Preserve on the Kaibab Plateau. Here, he ordered all predators of deer to be killed and then banned hunting in the area. He had 4,000 deer placed here and then permitted them to live without restraint while some scientists supervised this process. The total population sprung up to 100,000 and from then on, almost all of them deceased from overpopulation. This is where scientists first began to comprehend the dangers of a lack of predators. One of the main scientists in charge of these observations said, â€Å"The removal of the deers natural predators, which had been done in the interest of preserving the deer population, had allowed the deer to over reproduce, and quickly overwhelm the plateaus resources. †(Kaibab). After learning this, I believe the question that the people who are mad about â€Å"killing Bambi† need to pose to themselves is, â€Å"Would I rather have a small amount of deer killed by people and still get to appreciate the deer that I do see, or would I rather have all the deer killed by disease and there be no more deer around for my children or grandchildren to see? †. As well as hunting being a biological necessity for the deer, it is also a tremendously hefty source for economic revenue. In 2006, the state of Georgia said that it made 1. 8 billion dollars from deer hunting while supplying people with around 15,000 jobs. A typical hunting rifle is around $500. 00 with the scope being an extra $200. 00. That doesn’t even include the ammo people will have to purchase in order to shoot. Deer lockers are also a huge profit in Georgia, as are the appropriate hunting clothes. Also, an average deer processer probably processes around 10,000 deer at $65 per deer. One of the two main profits from hunting, though, is the mandatory hunting licenses. Although they are only $9. 00 for a Georgia in-state resident, they are $135. 00 for out of state people. With the number of travelers who come to Georgia every year for hunting season, these numbers truly add up fast. Because there is so much money made from hunting, it is able to finance a lot of other programs of the Department of Wildlife Resources. A good comparison would be how college football makes so much economic revenue that it pays for most of the other college sports. The other massive economic stimulation as a result of deer hunting are land leases. When farmers are incapable of growing crops anymore for any reason, like old age or droughts, many farmers end up making deals with hunters so they can hunt on the farmer’s unusable soil. This way, the farmers, who would otherwise have land just sitting there with no source of income, would make a much needed profit. If not, the kind, old farmer that always dreamt of letting his kids inherit the plot of land that he spent his whole life on, instead would be forced to sell this stunning terrain to a greedy cooperation and watch them erect a brand new Wal-Mart or Kroger on the land he spent countless hours tending. I’m not sure about you, but I think that I would rather want to allow people to pay the needy farmer to hunt on the land, rather than to watch him reluctantly sell it. Although facts for deer hunting are inevitable, some people still have doubts that deer hunting is good. Some say that it is a very hazardous activity. If that was true, why do you need to pass a rigorous hunting safety course to even obtain your hunting licenses? This was one of many things designed so people could hunt safely, not to even mention the laws they have passed for hunting safety. Some of these laws require you to wear a vibrant orange vest at all times and also deem it highly illegal to have any alcohol in your body while operating weaponry. Also, others may brainlessly argue that people might kill too many deer if hunting is allowed, even though the hunting season is only roughly 80 days out of 365. That’s around twenty-two percent of the days of the whole year. During those eighty days, people are only legally allowed to kill twelve deer total. To the opposing side, this may seem like a colossal amount. In reality though, it is not much at all when you contrast this total to the million-plus deer in this state alone. Also, people might assume that if people don’t hunt them, deer will have happy, fruitful lives in the wild. Unfortunately, if they have no natural predators, it will end badly for them. If people do not hunt deer, they will overpopulate and die. It is just the way biology works. Besides, there is nothing more tranquil then to just take the weight off your feet in the deer stand and to be absorbed by the gripping splendor of nature, all in the flawlessly cool breeze of the early morning. Then when you see the deer approach, you pull the trigger, sending earsplitting sound waves of satisfaction into the silence of the woods, and then beam with the knowledge that, by terminating this one deer, you helped all the other deer in the area live a longer and healthier life. You also know that by killing this animal, you not only saved others from gruesome deaths, but also know that by bringing it home for eating purposes, you are continuing one of the world’s longest lasting human activities.

Urban Space Development Project in Bayraklı

Urban Space Development Project in BayraklÄ ± Within this framework, I will be observing the development path of an emerging subcentre through pin-pointing the development of BayraklÄ ±, in relation to the perception of sustainability, enquiring whether urban redevelopment is regarded as a strategic term or a contextual element that has been embedded in architectural planning and in urban forms. Recently, urban development projects have taken a central dominance over the production of urban spaces within the metropolitan cities. With the implementation of such developments, regenerated urban areas, newly developing business sectors, tourism-orientated facilities, malls and many other amenities have risen. This document critiques the sustainability tendencies within a regeneration programme and their building clusters situated in emerging recent subcentres of metropolitan areas. Through this context, this document will observe and interrogate whether or not sustainable buildings are utilized as a means of strategic branding, enticing such firms, or as an essential design element wherein satisfies the social, political and environmental concerns within architectural integrity, the design of the buildings and their association within the urban context of the newly developing region of Izmir. The significance in examining the ideologies in all contexts are essential as the effect of these mega-scale developments, will form long-term impacts on the urban landscape ecologically, socially, and physically. BayraklÄ ± is regarded as a district with a high seismic rate within Turkey. Whilst the devastations are associated with damage and loss, the destructive outcomes are exacerbated by the capacity of non-compliant buildings, poor infrastructure and workmanship. As a large scale redevelopment, Izmir has recently embarked upon a challenge of reinforcing high-risk surroundings within the region of BayraklÄ ±. The historical, yet strategic significance of the district is evident and is critical for the future urban development of the city. Based on this supposition the site has a central location along the coast, enclosing the Izmir Cove with a surface area of 35km2, and is regarded as a high-rise development zone by the local government. Sustainability embraces the environmental limits of living; in a broader term, a healthy society. Increasing public green spaces both within and around the clusters of high-rise, managing air and waste pollution, BayraklÄ ± has been listed in such ratings to obtain international certifications from LEED (Leadership in Energy and Environmental Design) and BREEAM (Building Research Establishment Environmental Assessment Methodology), amongst many others. The site, accommodates, residential and commercial facilities such as leisure and offices amongst a six-storey high mixed-use tower. With a complete floor area of 150,000m2, the project was entitled to two 40-storey mixed-use towers, erected on a six-storey horizontal shopping mall. The wind resistant, curvilinear form of the Folkart towers, have enabled penetration from the sea breeze into its adjacent urban area, a field designated as a green belt. With a high coverage ratio of 90%, the design of the public green area connects the neighbourhood to the axis that reaches the shore. The development of the public green spaces between the Folkart Towers, (so called the Twin Towers) have enhanced such opportunities; outdoor sports and recreation, visual amenity and biodiversity, amid the improvement of a derelict land. The available green space amongst the twin towers have attracted more visitors than expected in Summer 2016], as the Republic of Turkish Ministry of Culture and Tourism have announced. The facilities were mainly introduced to locals of BayraklÄ ±, though has experienced a high desire from such citizens neighbouring from nearby districts and even those who have willed to travel from further distances. The landscaping, as opposed to the modern street lighting, street furnishings, outdoor and indoor sports facilities have been an attraction point for those who have less experience and access to such spaces within their boroughs. The coastal development encourages a range of such outdoor facilities; wider and efficient bicycle lanes, public fitness parks, children play centres, amongst many isolated pathways for joggers, sprinters and those whom enjoy their slow pace walks. A zone is specially dedicated for picnic activities, including fire places, seating areas, manageable recycling bins, and parking lots for attendances with vehicles. There is a substantial, indication of benefits the district has aroused; a major increase on health care within the last decade. These benefits include better self-rated health, lower body mass index, a decrease in overweight levels; a substantial improvement of mental health and an increased longevity. By increasing the access to available public spaces, BayraklÄ ± has tackled the notion of community cohesion and reduced social isolation. Through the regeneration projects, industrial heritages have been maintained within the district and derelict areas have been implemented with modern, contemporary architecture. However the design of the district had been challenging for the urban planners in embracing the zonal division between the shore and situated inner settlements. As a critique of the area, I believe the problem of transportation should be withheld and considered. The historic AltÄ ±yol Highway connecting the districts of Alsancak to BayraklÄ ±, in conjunction with the contemporary subway transportation Izban, running parallel to the highway, shapes a barrier, disabling the physical connection between the pedestrians to the shore. Yet, there is access for an insufficient single pedestrian bridge directed above the highway. CONCLUSION Urban transformation specifies a combination of multilateral, integrated, and extensive actions that have been intended to problem solving and relating to a citys living spaces, in the context of spatial, economic and social aspects. Consequently, the aim of such development, is not restricted to spatial improvement. Though, it is vital that the concepts are identified from diverse perspectives with urban renewal, preservation, improvement and revitalisation. Sustainable towers have been amid the debated matters of contemporary high-rise building designs in Turkey. Urban development has had a matter of significant dispute within Izmir, as newly constructed urban projects have been experiencing protests against the redevelopment of traditional settlements or rezoning of farmland for new constructions. Whilst, the re-shaping of BayraklÄ ± is still in progress, the urban morphology of this region has started to take form by the high-rise and mixed- use developments that are currently under construction, already in use and many still in the initial design stages. The redevelopment within the area, together with the high-rises, are aimed for the upper-classed residents. With the majority of citizens from a middle-classed background, the programme is certainly improving BayraklÄ ±s economy, and the style of living with luxury condos, office spaces, residents and high-end malls shaping the district. Though, debates have aroused as to whether t he district could experience a social division within classes, as oppose to its physical division between the districts and the coast. Accordingly, social sustainability, in regards to the social interaction, the function of public green areas and access to possible public transportation routes are issues for BayraklÄ ± to consider as oppose to the environmental concerns related to large-scale developments. It is noteworthy to take a look at the past few decades of the region, with no collaboration between the local authorities and contractors regarding the sustainability-related concerns. Since the public realm foundations of private sectors are typically directed by land development codes and conditions for construction permissions, such collaborations are essential for the future of the developing metropolitan.

Suggested market strategy for Nandos restaurant chain

Suggested market strategy for Nandos restaurant chain It is an individual report outlining a suggested marketing strategy, focusing in detail on one of the target markets, for the future marketing direction of the chosen organisation(NANDOS) in dealing with the issues and problems identified. It is based on the swot and twos analysis done on nandos. According to the earlier research done on nandos the formulation of appropriate aims and objectives and critically discussion of the strategic choices is done. IdentifIcation and discussion of the image and positioning strategy is also done which is described by a tactical marketing plan, discussing in detail any relevant marketing mix activity. The swot analysis and marketing mix plans of its competitors is described. The aim is to concentrate on marketing strategies rather than focusing on wider corporate strategic management issues. The main focus of this assignment is on developing an appropriate tactical marketing mix plan for a recommended strategy and demonstrating evidence of wider research and reading. Nandos is one of the fastest growing restaurant chain with a portugese/Mozambique theme. Nandos is known as the home of legendary grilled peri peri chicken. Nandos was born in 1987.earlier it was named as chicken land, but was renamed again after its founder Mr. Fernando Duarte. Started in Southern Johannesburg, South Africa with a Portuguese/Mozambican theme. It was formed by two friends Fernando Duarte and Robert Broz in africa. It has specialty of fresh-flamed grill chicken spiced with Periphery sauce, indigenous Its growth can be seen with the fact that there are around 700 restaurants in 29 countries. It launched its first restaurant in UK in 1992 and now has more than 200 Nandos in here. . FUNCTIONS It is a restaurant dedicated to people with an craving for life, people who love to laugh and exist to eat. At Nandos we believe in our flame-grilled Periphery Chicken, we believe its the best in the world. Taste the only one of its kind essence and fire of our Periphery chicken which is only one of its type. Nandos is of the finest restaurant chain in the world as it promises to offer a world class chicken experience at reasonable prices with unfailing quality, value and dedication to its consumers. Human Resource Team: Nandos earlier known as chickenland originated from South Africa.It is chain of chicken restaurants, which arrived in the UK in 1992. Nandos has around 137 restaurants with a staff of 2,000 and an HR team of 30. Each restaurant has a team of two buddies who are in charge of HR department . (http://www.nandos.com) Nandos management focuses on giving friendly and prompt services to customers.It also focuses on placing a strong emphasis on staff motivation, believing that happy employees are the key to provide good customer service. Every restaurant manager is known as a Patraos meaning Portuguese for head of the family. Area managers are known as MDs and each has a fun budget to hold parties and days out for staff.The management is considered to be very important in running the restaurants. FINANCE Nandos has been growing as a restaurant at a rapid rate.it has about 700 eateries in about 29 countries with the operating profits of about $140 million. iIt was launched in the UK and Ireland itself in 1992 and now has 217 restaurants here, all directly owned and operated.Whereas in its originating country i.e South Africa,it has about 250 outlets which are franchises. Most of its other markets are populated by franchises. (Business Times Online, UK) One of the most important marketing tool is 7 ps of marketing: 7 Ps of MARKETING: 7 ps of marketing include physical evidence, place, price, product, process, promotion and people. PHYSICAL EVIDENCE: Nandos popularity could be easily judged by looking through its ongoing increasing locations around the globe.Its roots can be seen in almost all growing nations. It is spread in around 31 countries which include: Australia, Bangladesh, Bahrain, Botswana, Canada, Cyprus, Fiji, India, Ireland, Kuwait, Lebanon, Lesotho, Malawi, Malaysia, Mauritius, Namibia, New Zealand, Nigeria, Oman, Pakistan, Qatar, Singapore, South Africa, Turkey, UAE, UK, USA, Zambia and Zimbabwe. Nandos is doing extremely good and spreading its spreading very fast around the globe. . PLACE: Place is reffered as the locations around the globe.It aims at describing the the total number of outlets. Nandos is positioned in around 31 countries with more than 700 restaurants and is still growing rapidly. PRICE Penetration pricing: It is based on keeping the offering low priced to grab the maximum market share Competition pricing:- In this the focus on price is less as compared to  non price competition  items such as location and service Psychological pricing:- This is market based approach where the customer psyche is intensely affected. PRODUCT Nandos Product portfolio primarily comprises of flame grilled Periphery chicken which is the main focus of customers.The chicken is mainly served in quarters,halves and wholes. Cold drinks, shakes, ice tea , appetizer are also served at a nominal price. Nandos also serves burgers, pitas, salads, wings and wraps. In some countries, Nandos sells chicken livers, Espetada (a large stand with a skewer of chicken breast and grilled peppers) and the Cataplana (a chicken and rice dish served in a traditional Portuguese copper dish). (www.nandos.com) It also manufactures a range of sauces which include Peri-Peri sauces, marinades, cooking sauces and a Peri-Peri Essence. (www.nandos.com). PROCESS Amazing taste with nutrition -The chicken provided is lower in fat with great taste and high on protein. Freshly prepared Premium chicken are selected for Nandos. Then they are trimmed for excess fat and marinated in Peri-Peri sauce for 24 hours for the amazing taste. Thrilling Grilling Chicken is properly grilled naked on an open flame resulting in lower cholesterol and fat. And is basted on customer preference like lemon and herb, mild or extra hot Peri-Peri. Uses 100% natural ingredients and no preservatives, flavors, colors and no added MSG. PROMOTION 360 ° promotional techniques are used. For winning prizes and discounts scratch cards are given when an order is placed on various combo meal. Special offers like value meals offer greater value for money for the customer PEOPLE Friendly and prompt services to customers. Appropriate interpersonal skills, aptitude, and service knowledge. Responsiveness, reliability, assurance, empathy are the KRAs Transforming the transaction value to the customer life time value. OPERATIONS Nandos is known for its overwhelming staff. They give their best to make it a lifetime experience for the customers. I interviewed some crowd to judge about their experiences in nandos and according to the people it was one of the best restaurants experience for them. Best known for its peri-peri chicken which is really mouth watering. Even if the restaurant is busy the order placed comes to you in less than 10 -15 minutes. Unlike other restaurants the staff cooperates instead of annoying the guests. One of the best part about nandos is that it has options for vegetarian people too.There are some varieties of options to choose from pastries and other desserts priced between  £2 to  £3.The service is very quick and wonderful. One can choose from different varieties of menu. So nandos could be an lifetime and mouthwatering experience for the people. COMPETITOR ANALYSIS POSITIONING OF COMPETITORS: MC DONALDS It positions itself as the leader in quick service restaurants. In order to maintain dominance, they market to a younger set of persons, much in the same way that our Im Lovin It campaign does. KFC KFC corporation positions itself as the worlds most popular chicken restaurant chain, specializing in extra crispy fried chicken, Twister and Colonels Crispy Strips chicken with home style ideas which are different from others SWOT MATRIX OF McDonalds Here are some major strengths,weakness,oppurtunities and threats of mc donalds are described. Strengths McDonalds is considered as a market leader in both the domestic and international markets. It has an efficient food preparation style that follows the process in a systematic way The food is cheap and lots of variety is available. Weaknesses High renting cost and high fixed cost. Price competition with the competitors resulting in low revenue. There is lack of product innovation as the same menu is being used from a long time. Opportunities It can adapt to the needs of the societies and undergo an innovative product line McDonalds still has plans for more international expansion. Threats The companys aggressive international expansion. Foreign currency fluctuation as it uses standard pricing for its food items. SWOT ANALYSIS OF KFC Strengths KFC has strong trademark recipes. Ranks highest among all chicken restaurants for its convenience and menu variety. Distribution strategy. Weaknesses Admitted inability to provide quality service. Lack of knowledge about their customers. Conflicts between KFC and PepsiCo cultures. Opportunities Overseas expansion with the rapid economic growth. Updating restaurants. Threats Increasing wage rates directly affect menu prices. Changing customer demands. BRAND AUDIT KFC McDonalds Brand image Bucket chicken, wings of chicken, their mascot Chicken burgers, cone ice cream, Ronald What is your perception towards the customer Enjoy Crispy Chicken Experienced service which is the industry standard. Roles these brand play in your life Global Appeal Global appeal with providing best service in industry What is the reason for going there To have chicken served A multi fast food choice Level of awareness High High PESTLE Pestle is an abbreviation for the factors that should be understood by a company as part of its environmental analysis. It is described as: P Political E Economic S Social/Cultural T Technological L Legal E Environmental. OPPORTUNITIES THREATS Opportunities Threats People are more open to experiment with food now a day. Rapid growth in food industry International expansion Demographic trends Rapid economic growth Strength of competition. Rising sale of substitute goods. ex- Mc Donalds cheap chicken mayo burger (99p). Mature/overstored industry. More health-conscious consumers. Loyalty enjoyed by the present competitors. Economic downturn Internal Factors (IFAS Table) External Factors (EFAS Table)TOWS MATRIX Strengths (S) Branching (29 countries) Its fresh (never frozen) marinated for 24 hours Grilled to order (healthy) Customer able to choose level of spice in food. In the UK itself 214 restaurant Every restaurant is unique individually design 2010 one of the worlds top 30 hottest marketing brands Weaknesses (W) Menu updating cycle is too long Less care for religion and vegetarian costumer High renting cost , fixed cost Relatively high food price Health problem about grilling food Traditional grill food cant satisfy all the costumers. Does not provide online ordering Opportunities (O) People are more open to experiment with food now a day. Rapid growth in food industry International expansion Demographic trends Rapid economic growth S-O Strategies There are room for more international expansion (S1, O3) Increase number of outlet in current market (S1, S5, O1, O2) Increase marketing effort on healthy food (S2, S3, O1) Adding new menu items (S3, O1) W-O Strategies Add more food categories (w1 w2 w6 o1) Add online service with home delivering (w7 o2) Decrease the fixed cost of the food (w2 w3 05) Threats (T) Strength of competition. Rising sale of substitute goods. ex- Mc Donalds cheap chicken mayo burger (99p). Mature/overstored industry. More health-conscious consumers. Loyalty enjoyed by the present competitors. Economic downturn. S-T Strategies Open more outlets/Expand internationally (T1, T5, S1, S5) Cut the product prices (T1, T2, T6, S2, S3, S4) Start Home-delivery. (T1, S5, S7) Increase marketing efforts (T1, T3, S1, S5, S7) Attract more customers. (T3, T5, S1, S2, S3, S4, S5, S6, S7) Enhance the food making standards. (T1, T4, S2, S3, S4) W-T Strategies 1. Should come out with some cheap products to compete with others.(w4,t2) 2. Must use more healthy ingredients to attract the health conscious population.(w-5,t-4) 3. Need to focus on strategies to gain more profit in economic downturn position(w3,t6) 4. must come with more vegetarian products to attract the crowd.(t1,w2) TARGET MARKET PROFILE: Age: 18 30 year old (Generation y) Gender: Male and Female Income: Moderate to high Occupation: Students and Young Independent People Social class: Middle to Upper Class Risk perception: Low risk Needs-motivation: Sports and independent images Brand loyalty: Strong STRENGTH Branching (31 countries) Its fresh (never frozen) marinated for 24 hours Grilled to order (healthy) Customer able to choose level of spice in food. In the UK itself 214 restaurant Every restaurant is unique individually design 2010 one of the worlds top 30 hottest marketing brands CSF/CA MARKETING Critical Success Factors (CSFs) are the critical factors or activities required for ensuring the success of the business. The term was initially used in the world of data analysis , and business Analysis.( http://rapidbi.com/created/criticalsuccessfactors.html) Critical Success Factor (CSF) Marketing can help Nandos in the following areas of their business: SEO and SEM Social Media Marketing QR Codes Email Campaigns Trade Magazine Advertising Mobile Marketing Lets take the example of the famous social networking website and see how it can benefit Nandos and how the brand name can be promoted using the World Wide Web: Social Media Marketing on Facebook, Twitter, LinkedIn, etc is huge right now. Facebook has over 500 million active users and uses a targeting system for delivering ads that works. More than 500 million active users. 50% of active users log on to Facebook in any given day. Average user has 130 friends. People spend over 70 0 billion minutes per month on Facebook. Average user is connected to 80 community pages, groups and events Average user creates 90 pieces of content each month More than 30 billion pieces of content (web links, news stories, blog posts, notes, photo albums, etc.) shared each month. More than 70 translations available on the site Using demographics and geographic analysis, ads should be targeted to the right sex, age group, metropolitan or national areas Facebook really delivers. Setting up smart campaigns for your wall posts and ads is crucial.. Custom pages can also be built listing your services, promotions, and more. Facebook determines the location of a user based on IP (Internet Protocol) addresses, which can help identify the country or city where a user is physically located. If a user has listed a current address on their profile, they may see ads targeted to that location, regardless of where they are currently located. So masses can easily be reached and brand can be promoted easily with the direct technique.

Born Too Early Essay -- essays research papers

According to the American Association of Premature Infants (AAPI), over 400,000 babies are born prematurely or at a low birth weight. As a result of being born early they are more likely to require high-technology intensive and specialized care in the hospital and follow-up care as infants and children. As a result, many have chronic medical problems and developmental problems. Some of the problems consist of respiratory distress, feeding issues, language delays and several other problems.   Ã‚  Ã‚  Ã‚  Ã‚   As a mother of a premature infant, I know these issues are a major concern when the baby is born and the stress that it can put on the families. In order to be able to deal with the situation effectively you have to acquire information and learn the good and the bad that come with having a premature infant.   Ã‚  Ã‚  Ã‚  Ã‚   When a baby is born prematurely there are a number of tests that the baby has to go through. First the doctors and nurses have to assess the baby’s heart, lungs, color and temperature. If the baby is having trouble with any of these things then it is taken into what is called the neonatal intensive care unit. In some of the smaller hospitals they aren’t equipped with the technology that is needed to keep the baby alive and the baby has to be transported to a bigger hospital, usually to a hospital in a metropolitan city in order to get the proper care. After the baby has been assessed for problems then it is watched closely ...

Mass Extinction Essay -- K-T Extinction

ABSTRACT Several mass extinctions have occurred during the Earth’s history. The Cretaceous – Tertiary Boundary (K-T) Extinction caused the loss of at least three-quarters of all species known at that time including the dinosaurs. The cause of this mass extinction is a controversial subject among scientists but the fossil evidence of it’s occurrence is abundant. INTRODUCTION The K-T Extinction occurred 65 million years ago. Many species perished in that extinction. Today evidence for this extinction can be seen in the fossil record. Biological, botanical and geological evidence at the Cretaceous – Tertiary Boundary show that some enormous event occurred that caused mass extinction of life on the Earth. Controversy about the cause of the K-T extinction exists with two main theories currently being in favour. One theory is called Intrinsic Gradualism and believes the cause of the K-T Extinction was a slow and gradual Earth generated event, caused by intense volcanic activity and the effect of plate tectonics. The second theory is known as Extrinsic Catastrophism and proposes that the K-T Extinction was caused by a sudden and violent catastrophic event such as the Earth being struck by a meteor or asteroid. The K-T Extinction supports the concept of Punctuated Equilibrium in evolution because surviving species evolved and others were exterminated. Th is creates the stepladder effect of evolution seen in the fossil record . THE K-T EXTINCTION The Cretaceous period occurred between 144 and 65 million years ago. The K-T Extinction is an event that happened at the end of this period 65 million years ago. By the beginning of the Tertiary period eighty-five percent of all species disappeared, making it the second largest mass extinction event in geological history (â€Å"The End-Cretaceous (K-T) Extinction†, accessed 2000). Among the species that perished were the dinosaurs, pterosaurs, belemnoids, many species of plants, except ferns and seed-producing plants, ammonoids, marine reptiles and rudist bivalves. Severely affected organisms included planktic foraminifera, calcareous nannnoplankton, diatoms, dinoflagellates, brachiopods, mollusca, echinoids and fish. Mammals, birds, turtles, crocodiles, lizards, snakes and amphibians fared much better and were mostly unaffected by the End-Cretaceous mass extinction (â€Å"The End-cretaceous (K-T) Extinction†, accessed 2000... ...pdated 1995, accessed 3 Sept. 2000), Dino Buzz – What killed The Dinosaurs ? – Current Arguments, http://www.ucmp.berkeley.edu/diapsids/extinctheory.html Lowood, H. 1998 (updated 7 Sept 1999, accessed 30 June 2000), Stanford Presidential Lectures and Symposia in the Humanities and Arts, Stephen Jay Gould, http: //prelectur.stanford.edu/lecturers/gould/index.html Smith, P.L. 1997a (updated 1997, accessed 3 Sept. 2000), Biological Evidence, http://www.science.ubc.ca/~geol313/lecture/kt/biol/biol.htm Smith, P.L. 1997b (updated 1997, accessed 3 Sept. 2000), The Marine Realm, http://www.science.ubc.ca/~geol313/lecture/kt/biol/marine/marine.htm Smith, P.L. 1997c (updated 1997, accessed 3 Sept. 2000), The Terrestrial Realm, http://www.science.ubc.ca/~geol313/lecture/kt/biol/terres/terres.htm Smith, P.L. 1997d (updated 1997, accessed 3 Sept. 2000), Geological Evidence, http://www.science.ubc.ca/~geol313/lecture/kt/geol/geol.htm â€Å"Speculated Causes of the End-Cretaceous Extinction† (accessed 3 Sept. 2000), http://www.wf.carleton.ca/Museum/cretcause.htm â€Å"The End-Cretaceous (K-T) Extinction† (accessed 3 Sept. 2000), http://www.wf.carleton.ca/Museum/cretmass.htm

Motivation Theory

Needs – drives – behaviour – goals – reduction or release of tension Behaviour is both directed to, and results from, unsatisfied needs. The word unsatisfied is most important. As Maslow says, â€Å"If we are interested in what actually motivates us and not what has or will, or might motivate us, then a satisfied need is not a motivator. † Kelly’s model of motivation presents a sort of chicken-egg dilemma. Which comes first, the goal or the need? When we talk about behaviour being goal-oriented, we mean that individuals feel a need, want, desire or drive to do something that leads to the achievement of a goal.But is the goal, as part of the self, already there? Is it the factor that stimulates the need? Are goals and needs the same thing? It is useful to separate the two concepts. We can define a goal as that outcome which we strive to attain in order to satisfy certain needs. The goal is the end result, the need the driving force that spurs us towards that result. A student might have a goal to get an A in a course, but this goal may reflect a number of different needs.He or she may feel a need to confirm his or her competence; friends may all be getting A’s; he or she may wish to have the esteem of others; simply to do the best possible: to keep a scholarship. It is difficult to infer needs from goals. We talk about money as a motivator. Money represents so many different things to different people that saying that individuals â€Å"work for money† is meaningless. What we have to know is what needs the money is satisfying. Is it survival, status, belonging, achievement, a convenient scorecard for performance?Remember, behaviour is both directed to, and results from, unsatisfied needs. Every individual has a number of needs which vie for satisfaction. How do we choose between these competing forces? Do we try to satisfy them all? Much like a small child in a candy store, faced with the dilemma of spending his or her allowance, we are forced to decide what we want the most; that is we satisfy the strongest need first. Although there is general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are – and their relative importance.There have been a number of attempts to present models of motivation which list a specific number of motivating needs, with the implication that these lists are all-inclusive and represent the total picture of needs. Unfortunately, each of these models has weaknesses and gaps, and we are still without a general theory of motivation. In this article, I will describe the four main theories of motivation. These are Maslow’s Hierarchy of Needs, Herzberg’s Dual-Factor Theory, The Need for Achievement and David McClelland’s work and Vroom’s Expectancy Motivation Theory. Hierarchy of Needs – Abraham MaslowOne model of motivation that has gained a l ot of attention, but not complete acceptance, has been put forward by Abraham Maslow. Maslow’s theory argues that individuals are motivated to satisfy a number of different kinds of needs, some of which are more powerful than others (or to use the psychological jargon, are more prepotent than others). The term prepotency refers to the idea that some needs are felt as being more pressing than others. Maslow argues that until these most pressing needs are satisfied, other needs have little effect on an individual’s behaviour.In other words, we satisfy the most prepotent needs first and then progress to the less pressing ones. As one need becomes satisfied, and therefore less important to us, other needs loom up and become motivators of our behaviour. Maslow represents this prepotency of needs as a hierarchy. The most prepotent needs are shown at the bottom of the ladder, with prepotency decreasing as one progresses upwards. SELF-ACTUALISATION – reaching your maxim um potential, doing you own best thing ESTEEM – respect from others, self-respect, recognitionBELONGING – affiliation, acceptance, being part of something SAFETY – physical safety, psychological security PHYSIOLOGICAL – hunger, thirst, sex, rest The first needs that anyone must satisfy are physiological. As Maslow says: â€Å"Undoubtedly these physiological needs are the most prepotent of all needs. What this means specifically is that in the human being who is missing everything in life in an extreme fashion, it is most likely that the major motivation would be the physiological needs rather than any others.A person who is lacking food, safety, love and esteem would probably hunger for food more strongly than anything else†. Once the first level needs are largely satisfied, Maslow maintains, the next level of needs emerges. Individuals become concerned with the need for safety and security – protection from physical harm, disaster, illness and security of income, life-style and relationships. Similarly, once these safety needs have become largely satisfied, individuals become concerned with belonging – a sense of membership in some group or groups, a need for affiliation and a feeling of acceptance by others.When there is a feeling that the individual belongs somewhere, he or she is next motivated by a desire to be held in esteem. People need to be thought of as worthwhile by others, to be recognised as people with some value. They also have a strong need to see themselves as worthwhile people. Without this type of self-concept, one sees oneself as drifting, cut off, pointless. Much of this dissatisfaction with certain types of job centres around the fact that they are perceived, by the people performing them, as demeaning and therefore damaging to their self-concept.Finally, Maslow says, when all these needs have been satisfied at least to some extent, people are motivated by a desire to self-actualise, to ach ieve whatever they define as their maximum potential, to do their thing to the best of their ability. Maslow describes self-actualisation as follows: â€Å"A musician must make music, an artist must paint, a poet must write, if he is to be ultimately happy. What a man can do, he must do. This need we may call self-actualisation †¦ It refers to the desire for self-fulfilment, namely the tendency for one to become actualised in what one is potentially.This tendency might be phrased as the desire to become more and more what one is, to become everything that one is capable of becoming. The specific form these needs take will of course vary greatly from person to person. In one individual it may be expressed maternally, as the desire to be an ideal mother, in another athletically, in still another aesthetically, the painting of pictures, and in another inventively in the creation of new contrivances. It is not necessarily a creative urge although in people who have any capabilitie s for creation it will take this form.†Several points must be made concerning Maslow’s model of motivation. First, it should be made clear that he does not mean that individuals experience only one type of need at a time. In fact, we probably experience all levels of needs all the time, only to varying degrees. In many parts of the world, hunger is a genuine reality but we have all experienced the phenomenon of not being able to concentrate upon a job because of a growling stomach. Productivity drops prior to lunch as people transfer their thoughts from their jobs to the upcoming meal.After lunch, food it not uppermost in people’s minds but perhaps rest is, as a sense of drowsiness sets in. Similarly, in almost all organisational settings, individuals juggle their needs for security (â€Å"Can I keep this job? †) with needs for esteem (â€Å"If I do what is demanded by the job, how will my peers see me, and how will I see myself? †) Given a situatio n where management is demanding a certain level of performance, but where group norms are to produce below these levels, all these issues are experienced. If the individual does not produce to the level demanded by management, he or she may lose the job (security).But if he or she conforms to management’s norms rather than those of the group, it may ostracise him or her (belonging) while the individual may see him or herself as a turncoat (esteem) and may have a feeling of having let the side down (self-esteem. ) We do not progress simply from one level in the hierarchy to another in a straightforward, orderly manner; there is a constant, but ever-changing pull from all levels and types of needs. A second point that must be made about Maslow’s hierarchy is that the order in which he has set up the needs does not necessarily reflect their prepotence for every individual.Some people may have such a high need for esteem that they are able to subordinate their needs for sa fety, or their physiological or belonging needs to these. The war hero springs to mind. There is little concern for safety or physical comfort as the seeker of glory rushes forward into the muzzle of destruction. A third, and very important point to be made about Maslow’s hierarchical model is the assertion that once a need is satisfied it is no longer a motivator – until it re-emerges. Food is a poor motivator after a meal. The point in this is clear for management.Unfortunately, many organisations and individuals still fail to get the message. Most incentive schemes are based upon needs that have already been largely satisfied. If management placed emphasis on needs that have not been satisfied, employees would be more likely to be motivated towards achieving the goals of the organisation. Human behaviour is primarily directed towards unsatisfied needs. Finally, an important aspect of Maslow’s model is that it provides for constant growth of the individual. Th ere is no point at which everything has been achieved.Having satisfied the lower needs, one is always striving to do things to the best of one’s ability, and best is always defined as being slightly better than before. There has been a great deal of debate over Maslow’s hierarchical concept of motivation. It has a basic attraction to most people because it seems to be logical, to make sense. Dual-Factor Theory – Frederick Herzberg Frederick Herzberg and his associates began their research into motivation during the 1950?s, examining the models and assumptions of Maslow and others.The result of this work was the formulation of what Herzberg termed the Motivation-Hygiene Theory (M-H). The basic hypotheses of this theory are that: 1. There are two types of motivators, one type which results in satisfaction with the job, and the other which merely prevents dissatisfaction. The two types are quite separate and distinct from one another. Herzberg called the factors wh ich result in job satisfaction motivators and those that simply prevented dissatisfaction hygienes 2. The factors that lead to job satisfaction (the motivators) are:achievement recognition work itself responsibility advancement 3. The factors which may prevent dissatisfaction (the hygienes) are: company policy and administration working conditions supervision interpersonal relations money status securityHygienes, if applied effectively, can at best prevent dissatisfaction: if applied poorly, they can result in negative feelings about the job. Motivators are those things that allow for psychological growth and development on the job. They are closely related to the concept of self-actualisation, involving a challenge, an opportunity to extend oneself to the fullest, to taste the pleasure of accomplishment, and to be recognised as having done something worthwhile. Hygienes are simply factors that describe the conditions of work rather than the work itself.Herberg’s point is tha t if you want to motivate people, you have to be concerned with the job itselfand not simply with the surroundings. In a medical sense, growth, healing and development occur as natural internal processes. They are the result of proper diet, exercise, sleep etc. Hygienic procedures simply prevent disease from occurring. They do not promote growth per se. Herzberg says that we should focus our attention on the individuals in jobs, not on the things that we surround them with.He maintains that we tend to think that growth and development will occur if we provide good working conditions, status, security and administration, whereas in fact what stimulates growth (and motivation to grow and develop) are opportunities for achievement, recognition, responsibility and advancement. Once again, this theory has a basic attraction. As Joe Kelly puts it, however: â€Å"It is always as well to bear in mind that academics, who place considerable value on autonomy and inner direction, have an obse ssion about making work meaningful.The notion that it is possible to realise man’s true nature through creative work which is its own reward is an exceedingly attractive proposition to the learned don which is rarely fully shared by his wife†. Herzberg goes further than Maslow, cutting the hierarchy off near the top and maintaining that motivation results only from some elements of esteem needs and self-actualisation. The Need for Achievement – David McClelland The one single motivating factor which has received the most attention in terms of research, is the need for achievement (n-ach). As a result, we know more about n-ach than any other motivational factor.Much of this knowledge is due the work of David McClelland of Harvard. To illustrate what he means by the need for achievement, McClelland cites the following example: â€Å"Several years ago, a careful study was made of 450 workers who had been thrown out of work by a plant shutdown in Erie, Pennsylvania. Most of the unemployed workers stayed at home for a while and then checked with the employment service to see if their old jobs or similar ones were available. But a small minority among them behaved differently; the day they were laid off, they started job hunting.They checked both national and local employment offices; they studied the Help Wanted sections of the papers; they checked through their union, their church and various fraternal organisations; they looked into training courses to learn a new skill; they even left town to look for work, while the majority when questioned said they would not under any circumstances move away to obtain a job. Obviously the members of the active minority were differently motivated†. Individuals with a high n-ach have a number of distinctive characteristics which separate them from their peers.First of all, they like situations where they can take personal responsibility for finding solutions to problems. This allows them to gain perso nal satisfaction from their achievements. They do not like situations where success or failure results from chance. The important thing is that the outcome be the result of their own skill and effort. A second characteristic of high n-ach people is that they like to set moderately high goals for themselves. These goals are neither so low that they can be achieved with little challenge, nor so high that they are impossible.High n-ach individuals prefer goals that require all-out effort and the exercise of all their abilities. Once again, the achievement of this type of objective results in greater personal satisfaction. This phenomenon can be observed in very young children. A child may be given a game of ring toss, told that he or she scores whenever a ring lands over the peg and then left alone to play the game. McClelland comments: â€Å"Obviously children who stand next to the peg can score a ringer every time; but if they stand a long distance away, they will hardly ever get a ringer.The curious fact is that children with a high concern for achievement quite consistently stand at moderate distances from the peg where they are apt to get achievement satisfaction †¦ The ones with low n-Achievement, on the other hand, distribute their choices of where to stand quite randomly over the entire distance. In other words, people with high n-Achievement prefer a situation where there is a challenge, where there is some real risk of not succeeding, but not so great a risk that they might not overcome it by their own efforts†.A third distinctive characteristic of high achievers is that they want concrete feedback on their performance. Only certain types of jobs provide this kind of feedback, however, and so some kinds of jobs are unattractive to high achievers. For instance, teachers receive only imprecise, hazy feedback as to the effectiveness of their efforts while production managers have a daily output chart to look at with either joy or disappointment . There are some additional minor characteristics possessed by high achievers. They tend to enjoy travel, are willing to give up a bird inthe hand for two in the bush and prefer experts to friends as working partners. The image is clear; the high achiever is a personality type suited admirably to certain jobs and not others. It would be wrong to treat all individuals as high achievers and attempt to motivate them by offering them challenging jobs, rapid and objective feedback on performance and personal responsibility for success or failure. The need for affiliation and the need for power McClelland has also identified two other types of need, the need for affiliation (n-affil) and the need for power (n-pow).His testing procedure is concerned with the application of what is known as the Thematic Apperception Test (TAT), a series of pictures which are presented to a subject, one at a time. The individual is asked to tell a story about each picture. The underlying assumption of the TA T procedure is that it will reveal the dominant thoughts and attitudes of subjects. For instance, an individual with high n-ach will formulate stories concerned with getting things done, challenging situations, feelings of satisfaction at having done a good job and so on.The individual with a high need for affiliation (n-affil) will reflect sensitivity to the feelings of others, a desire for friendly relationships and a reference to situations which involve human interactions. High n-power subjects will relate stories reflecting the process of influencing others, controlling and manipulating others. The need for affiliation The need for affiliation is similar to Maslow’s need to belong. It can be a dominant motivating force affecting behaviour and may manifest itself in many different ways.The novelist John O’Hara was supposedly obsessed with the fact that, not having a college degree, he was excluded from membership of certain clubs and societies. At the other end of the spectrum, James Coyne, a former Governor of the Bank of Canada, was described as the most unclubbable man in the country, as he held an aversion to joining groups. In its most straightforward form, a need for affiliation manifests itself in a desire to be liked by others, to be part of a group, to enter into warm, personal relationships.High n-affil people value relationships over accomplishments, and friendship over power. The need for power In studying the motivational profiles of North American managers, McClelland noticed that many of those who reach the top of organisations and are rated as highly effective in their positions, demonstrate a concern for influencing people. This is, in McClelland’s terms, a need for power. This need is not simply seen as the raw desire to control others or simply to exert authority.McClelland makes the point that: â€Å"†¦ this need must be disciplined and controlled so that it is directed toward the benefit of the institution as a whole and not toward the manager’s personal aggrandisement. Moreover, the top manager’s need for power ought to be greater than his or her need for being liked by people. † Power motivation refers not to autocratic, tyrannical behaviour but to a need to have some impact, to be influential and effective in achieving organisational goals. Results McClelland examined the motivational needs of a large group of managers whose units demonstrated varying degrees of morale.The most important factor, in predicting whether a manager’s subordinates would exhibit high morale, turned out to be how their need for power related to their need for affiliation. Teams which exhibited higher morale were those in which the manager’s need or power exceeded their desire to be liked. McClelland puts forward the following explanation: â€Å"Sociologists have long argued that, for a bureaucracy to function effectively, those who manage it must be universalistic in applyi ng rules. That is, if they make exceptions for the particular needs of individuals, the whole system will break down.The manager with a high need to be liked is precisely the one who wants to stay on good terms with everybody and therefore is the one most likely to make exceptions in terms of in terms of particular needs. †¦Sociological theory and our data both argue †¦ that the person whose need for affiliation is high does not make a good manager. † Organisation man? Power-motivated managers, like achievement orientated managers and the affiliators, demonstrate distinct characteristics: They are highly organisation-minded. They feel responsible for building organisations to which they belong.They believe strongly in centralised authority. They like to work. This is different from the high achiever who likes to minimise work by becoming more efficient. While the high achiever minimises effort and maximises output, the power-motivated manager enjoys work for its own sake. They are willing to sacrifice some of their own self-interest for the good of the organisation. They have a strong sense of justice, feeling that hard work and sacrifice should be rewarded. The picture of McClelland’s power-motivated manager is reminiscent of the organisation mancaricatured by William Whyte.The message seems to be that if one is dedicated to the institution, committed to the work ethic and unflagging in energy and devotion, success will follow. However, the increasing popularity of switching jobs as a method of rapid advancement and the rapidity of change in organisations somewhat contradicts this type of thinking. Expectancy Theory of motivation – Victor Vroom Victor Vroom, of Carnegie-Mellon in Pittsburgh, has challenged the assertion of the human relationists that job satisfaction leads to increased productivity.(This theory has been called the contented cow approach to management.) The assumption is that if management keeps employees happy, t hey will respond by increasing productivity. Herzberg, in a delightful film of motivation, highlights the fallacy of this assumption with an interview between a manager and a secretary. The secretary is complaining about the job, and the manager lists all the things that have been done for the secretary – increases salary, new typewriter, better hours, status and so on – at the end of which she looks straight at him and asks, So what have to done for me lately?The point may be made that satisfied needs do not motivate people Hygienes simply keep employees quiet for a time. For an individual to be motivated to perform a certain task, he or she must expect that completion of the task will lead to achievement of his or her goals. The task is not necessarily the goal itself but is often the means of goal attainment. Vroom defines motivation as: â€Å"A process governing choices, made by persons or lower organisms, among alternative forms of voluntary behaviour.†In o rganisational terms, this concept of motivation pictures an individual, occupying a role, faced with a set of alternative voluntary behaviours, all of which have some associated outcomes attached to them. If the individual chooses behaviour 1, outcome A results; if 2 then B results and so on. Knowing that individuals choose behaviours in order to obtain certain outcomes is nothing new. The question is why they choose one outcome over another.The answer provided by the motivational theories in the other articles in this short series (Maslow, Herzberg, McClelland) is that the choice reflects the strength of the individual’s desire or need for a specific outcome at a certain time. However, Vroom makes the point that task goals (productivity, quality standards or similar goals attached to jobs) are often means to an end, rather than the end in itself. There is a second level of outcomes which reflect the real goals of individuals and these may be attained, in varying degrees, thr ough task behaviour.An individual is motivated to behave in a certain manner because (a) he or she has a strong desire for a certain task outcome and a reasonable expectation of achieving that outcome and (b) because he or she also expects that the achievement of the task outcome will result in reward in terms of pay, promotion, job security, or satisfaction of individual needs – physiological, safety, esteem and so on. Let us take a look at how the model works. Imagine a manager has as a task goal, receive good ratings for internal customer service.The choice of this task goal reflects three things: The strength of the need for good ratings versus some other goal. The expectation that this goal can be achieved. The expectation that the achievement of this task goal will lead to desired rewards – promotion, increased security and so on. Vroom would maintain that we do things in our jobs in order to achieve second level rewards: â€Å"If a worker sees high productivity as a path leading to the attainment of one or more of his or her personal goals, he or she will tend to be a high producer.Conversely, if he or she sees low productivity as path to the achievement of his or her goals, he or she will tend to be a low producer†. Certainly Vroom has hit on an important aspect of motivation. We do not attempt simply to satisfy a need or even a set of needs in a straightforward, â€Å"If I do this, then I will achieve that† manner. We work with a chain of goals and rewards, where goals in one area are only a means of achieving goals in another.

Childcare and Education Essay

E1- Summarise the factors which may influence the health and development of babies in the first year of their lives Environmental factors such as not having enough space in the garden for babies to move around to play and explore will influence their development as they maynot be able to expand their fine and gross motor skills. The environment can affect babies health and development as people around the baby who may smoke can transfer that smoke to the baby even if the smoke isnt directly infront of them. By having a ward and consistant home this can help the baby feel safe and secure therefore maintaining their health and development. Parents may not be able to afford toys and equipment for their child to play with, this may affect the child as the child may not get to experience different experiences. A stimulating environment for a baby is important as they will learn according to the opportunities they get, objects such as rattles, musical toys will encourage movement and interaction. Physical- This is important as babies development can be affected by this. The mother may not be able to take the baby for walks outside or carry the baby around or upstairs/downstairs due to disabilities that the mother or parents may have in general. Genetics is another factor which may influence health and development of the child as some illnessess are inherited. An example is Downs Syndrome, this is a genetic condition that causes physical and intellectual impariments. The mothers health plays a vital role in the development of a baby as women who are in good health during pregnancy are more likely of having a healthy baby, as the baby will be getting all the nurtition it needs to develop. If the mother is not healthy the baby will be affected by this. Emotional- After having a baby some mothers suffer or develop from post natal depression and this can affect how the mother and babys bond in the first few months. After a difficult birth post natal depression may develop, some women suffer generally from depression, if it has taken a mother a while to fall pregant and have children, and some women may develop this for some unkown reason. â€Å"During the first month, some babies may develop faster or slower than average; this is only rarely a sign of a medical condition. Preterm babies born before the 37th week of pregnancy are physically younger than their full-term peers, so they may show signs of cognitive or physical delays. However, most preterm infants â€Å"catch up† to their peers during the first or second year of life. Other factors that influence a newborn’s development include genetics, environment and the caregivers’ levels of interaction. â€Å" E2/C1- Describe how indoor and outdoor environments can be made safe, reassuring and stimulating Indoor and outdoor environments can be made safe by making sure children are looked after and cared for properly and never left alone, so there must be correct ratios in the setting, ratios are stated under Ofsted and the EYFS to make sure the children have the right amount of care attention they need. If theres not correct ratios the children can be put at risk, and this may cause accidents. By following all the correct policies and procedures and checking all eqiupment is safe for the child to use. Risk assessments must be done before the children can go into the environment and the environment must be adapted for all childrens individual needs so they are able to learn and achieve. From providing the correct equipment this will help develop the childrens individual skills. By having a safe and secure environment children will feel comfortable and safe which is important. The indoor environment should feel homely so the children will feel settled and comfortable in the environment. It is important to let children to give their input in the indoor areas, such as allowing them to do a display. The indoor area must have space and room for the children can move around safely, the cupboards,draws and tables must all be at the children’s level and not high up as this could cause an accident as something could fall down from above and hit the child. Radiator guards must be in setting to protect the children. Ensuring children have new experiences helps them develop in many ways, new experiences allows babies too use their imagination and copy what they see or experience in another situation. New experiences stimulate babies into wanting to learn and do more that challenges them to see what happens. The outdoor environment must provide children to have freedom and able to run around and have independance. The outdoor environment must suit all ranges of weather so the children can go outside in all weathers. All equiptment must be suitable and age appropriate, before children can go outside risk assessments must be done, if there is any unnessesary objects outdoors such as glass, litter or waste can be removed so it is safe for the children to play. The outdoor area should provide challenge as a risk is a challenge what a child can see, and are able to undertake it or not. Free flow must be introduced so children can move freely from outdoors to indoors easily. Learning activities must be provided outdoors also. â€Å"Daily outdoor play is an important part of children’s learning and is required by the EYFS. It offers many new learning experiences, and boosts mental and physical wellbeing and confidence. Free-flow play adds further benefits, giving children more space and freedom to explore the world around them, letting them make decisions and assess risks while reducing the feeling of being rushed from one activity to the other. Children all have different learning styles and needs; some prefer to play and learn outside, and should be offered this opportunity wherever possible. Some may not have outdoor space at home, in which case it’s even more important. † http://www. teachnursery. com/nursery-management/view/qa-free-flow-play It is important that practitoners know if children have any allergies, as children under 12 months cannot talk or communicate very well so practitioners must ask parent/carers this informaation. Having allergies on recored or on view in the setting will help anyone unfamililar coming into the setting. If practitioners do not know this information then the child/baby will be at risk. There are different things that helps reassure babies in settings which could be stability and consistancy, familar staff and practitioners, good positive relationships and things which comfort the child such as a blankets and dummies. E3- Describe the expected stage of development of babies at the chosen age and how they may be expected to develop in the next two, three months of their lives At six months babies will develop gross motor skills. When a baby is lying on their back they can roll over onto their stomach. If lyin on their stomach the child will be able to llift their head and chest, supporting themselves on their arms and hands. Babies at this age can use their shoulders to pull themselves into a sittingn position. At 6 months a baby can almost handle all their own weight. They are able to move their arms purposefully and hold them up, indicating a wish to be lifted. Babies at six months are able to kick vigersously with their legs altertaning, the baby can also lift their legs into a vertical position and grasp one or both feet with their hands. Babies at this age also have social skills as they can sime and babble when given attention and enjoy social play. Also babies will be able to mimic facial expressions and repete them. In the next couple months of the babies live their emotional skills will develop more and will be able to express pleasure and displeasure also will be able to distinguish emotions by a tone of voice. Their language will also improve as the child will be able to reconigise th ecare givers voice, and is able to respond to their name also aswell as being able to respond to other words such as ‘mummy’ ‘bye bye’. Babies will be able to thurn their head in direction when spoken to. In the next few months the baby will explore more with their hands and mouth as is able to find partially hidden objects. A baby at this age will also spend longer studying and taking more interest in toys. E4- Explain how TWO different play activities/experiences can support the overall development of the baby described in E3 Treasure baskets is a good way to get babies to explore different objects and toys. From the basket having toys which are sensory this will encourage the child to use all senses. Such as having musical things in the basket which will encourage to child to listen, having toys which are colourful, and other objects in the basket which are different shapes, sizes, different textures such as a fluffy, hard, soft etc. Introducing new things will support overall experiences and have a variety of objects in basket will give the child a range of new things they can play will and learn from, having mirrors and shinny bits on the basket will attract the baby’s attention, it can help the development of fine motor skills. The child will discover that not all things are the same. This will encourage hand and eye coordination and is allowing the baby to explore and use their own imaginaton. From using treasure baskets babies will be curious and will discover that some objects feel different, look different and may be harder to hold than others, they will be curious and may try banging the toys either on the floor, the basket on against another toy. Messy play. This stimulates the senses and babies are able to use their imagination. The experience gained during messy play helps children experience a variety of textures. During messy play, babies are developing eye hand coordination and fine motor skills and is a learning experience for the child. Children can do body paint and use their bodies to do a picture or objects can be introduced such as a sponge so the child can use different materials throught the activity. This will encourage the child to see different colours and use a variety of materials. E5- Describe the role of the practitioner in meeting the particualr needs of babies in the chosen type of setting (group care or home – based care) In group based care such as pre-school, Private day nursery or schools the practitioner had an inportant role. This is to ensure that all individual needs of children are met. This is so the children will develop and grow. Communication with parents/carers is important as it gives the practitoner a chance to understand what the child’s rountine is at home and make sure it is as stress free and possible, as using as much as the child’s routine at home as possible. This routine may include feeding and sleeping. The practitioner must be aware of the childs routine as the child will be used to certain times they have a nap and sleep, what time they have meals etc so it is important that the pracftitioner must let the child sleep and eat at what times they are used to. Routines are important for babies as it helps them know what they are doing, without routines babies can be unsettled and not sleep well. Ensuring good relationships with both parents and baby will make sure information is passed between the parents and the practitioners so that both are aware of anything that could affect the care of the child. The practitioner needs to ensure that they have an honest and professional relationship with children and parents as this is vital. Practitioners and settings also must ensure that they have stimulating activities for babies to get involved in, such as an activity which will help develop the babies senses, their sight, touch, taste, and hearing, this will help babies develop and meet important milestones. Planning is very important in settings and practitooners must be able to adapt planning when needed or if needed to suuit individual needs, babies need stimulation to keep them engaged and to ensure they develop and make progress to ensure they meet milestones in the future. The environment in the setting must be open to adaptation, indoors and outdoors. Baies must have opportunities to help their development and growth. When babies start to crawl, walk they need to have a safe environment. The safety and welfare of the children should still be the main priority of the practitioner, making sure toys are age and stage ppropriate and planning to meet the needs of all the children in the practitioners care. E6- Show how the child proctection policies and procedures in the setting protect and safeguard the babies Health and safety- This ensures all equipement and resources are safe to use and clean, sterrile for babies to use. Risk assessments must be made so all environments are safe for all children. Confidentiality – This reassures parents/carers as it ensures that all the children’s information is secure and kept away, so only people who need to access it can do. Confidentiality means that all the children’s personal information must be kept in a locked cupboard or in a computter with a password to protect all the details and information. Practitioners within the setting should have up to date training to ensure they are fully aware of confidentiality and be aware if any policies and procedures have changed. Child protection policies and procedures in the settings are there to protect all children and babies. Babies cannot protect themselves so policies and procedures are to ensure children do not come to any unnessearyy harm and are cared for correctly. All babies and children must be protected from any discrimination such as gender, disability,race etc. Children must be safe and protected so practiononers must reconise abuse if they see any signs which are neglect, physical, sexual and emotional. Practitoners must know what to do if they see any of theses signs to protect the child. Child protection policies will cover all staff and those working in at setting have CRB checks, and trainign they need. Safe guarding procedures involve making sure all children are picked up from the setting by carers and not sent home with anyone without the parent/carers permission. Sharing information and team work is important when it comes to protecting babies as communication is key. If a parent tells a practitoner that another person is coming to pick their child up this must be passed on so the staff/practioners are aware of this. From working in a team this can help protect children, different professionals have different exeperiences and knowledge with children, so working together is important. It ensures a child’s welfare through having knowledge from all different areas. An example is practitioners will know the child’s day to day behaviour is, and will know the child well, as a GP will not know the child that well but will know medical knowledge which the practitoner wouldnt know, therefore for the child’s welfare it is important for all professionals to work together. E7/D1- Explaing the importance of well planned care rountines and the key worker system Care rountines are very important for babies as by meeting babies needs carers are encouraging self-eteem and the sense of feeling valued. Care rountines are benficial as they involve identifying the needs of children so they can meet them. This can be done by observation, oberving children in groups and alsone to see how they behave. When needs of babies have been identified then you are able to move forward, planning can be done to meet these needs. If children’s needs are not met this will affect the child as the child will not be able to develop, learn and meet important milestones as they should. Care routines give babies stabiltity as having a good care routine reassures the child and gives them constiancy. By having practioners around will make the children feel more secure and safe, as the practitioner adn child will develop a relatioship and bond. This will help the baby feel settled and comfortable with a bond and may not feel safe without this bond and the babies may feel unsettled, disstressed and unhappy so a good relationship will encourage the child to develop trust and overall all will be happier and learn to develop better. Relatioships with practitoners and parents is also important as the parent knows the child best. Meal times is apart of a care routine, and the practioners must ensure children are getting the nurtition they need, and help to encourage the child to eat. Aswell as giving babies food and drink, meal times can be very enjoyable and stimualte the social and emotional development as children are able to communicate with each other during meal time and interact which is good for the babies social skills. Care routines are important for babies safety as policies will identify procedures which will ensure the children are safe and exaple is safety gates, gates must be kept shut at all times so the children cannot get out. Good hygiene is also beneficial to a good care routine as this will prevent babies and practitioners from becoming ill and prevents the spread of infection. Hygiene is a big part of a care routine for babies so practitoners must was hands after using the toilet, deadling with bodily fluids, before preparing foods and bottles. From having similar care routines at home and in settings is important as this will give children security and will understand whats happening around them and be more comfortable and confident. In every early years setting children have a key worker. Key Workers are resbonsible for their child and form good realtionships. Key worker will observe their child regualy and keep a record of how the child is developing. Planning is the key workers job and must plan to what the child’s needs are. Key workers are close to their group of children and respoonsible for them, therefore will know their child more than other practitioners in the setting so key workers role is also to communicate with other professionals. â€Å"The key person plays an essential role in supporting the emotional well-being of the children in their care. In doing so they take responsibility for those aspects of the child’s day which have the greatest impact on their well-being. These include personal care routines – nappy changing, toileting, rest times and meal times. â€Å"