Human Resource Management Is A Shared Function

Human Resource Management Is A Shared Function In the whole Task, is talking about the Human Resource Management running in Marks Spencers company. The Human Resource Management function developed as a result of the industrial revolution which began in the United Kingdom and quickly spread to Europe and the United States of America. Human Resource Management is defining as a development and implementation of system in an organization designed to attract, develop and retain a high performing workforce. Human Resource Management is importance in a company because in an organization need a well-managed workforce to achieve their goals. The importance of Human Resource Management that adapt into MS that are in the case of MS, it can be seen that the company deliberately set out to change the basis on which it competed by reinventing itself as a service-based organization. Human resource management is a shared function. Some of the related tasks are implemented by human resources specialist while others are undertaken by managers, especially heads of departments. To avoid conflict between line managers and human resource specialist clear guidelines should be drawn up so that each party knows its responsibilities and authority. However, Human resource management position may be general or specific. General position requires the job holder to multi task and carries out a variety of human resource related functions. Specialized job may allow the job holder to focus on one human resource function at a time, perhaps recruitment or training or even safety and health. In many organizations, human resource department are responsible for a number of functions. These functions are properly categorized under corporate administration as they are not directly related to the management of the employees in the organization. 2.0 Introduction to Task 1(Question 1) The definition of Human Resource Management is to retain people to implementing the system and develop the system to attract people. Human Resource Management is also a function within an organization that focuses on recruitment and management. The objective of the Human Resource Management is the goals to which individual or in group activity in an organization. The importance of Human resource management is an organization need a well manage workforce to achieve the goal. In every company need a human resource department to hire employees to the company. Human resource management is very importance because it can help a company to hire people and easy to know the entire employee in a very details way. 2.1 Task 1 (Question 1) Managing People are dealing with the change that tend to be an inborn, with some people that are having greater of capacity of others people. However, there have few ways of skills of managing change can learn. The first ways that the skills of managing change is to spend the time of reflecting your own core values and own mission in life. This means that it is a purpose of essential to successes and with effectiveness to do the rights things. However, those who are without any idea for what they are doing and what they should do and it will not have the foundation to face in the change. Being persistent is also the where of the skills of Managing People. To be success it is the way to be more tenacity that what you are thinking. It is only show that you are clarified values and to be able to build out the bedrock of purpose and finding a new and creative ways to achieve more positive outcomes in the organization. Think outside the box is also the way of managing change. Think outside the box are mean that youre thinking should be more positive and more creative that think how to face in change. The definition of Human Resource Management is to retain people to implementing the system and develop the system to attract people. Human Resource Management is also a function within an organization that focuses on recruitment and management. The objective of the Human Resource Management is the goals to which individual or in group activity in an organization. The objective of Human Resource Management is the following, to create and to exploit an able motivated workforce and to complete the basic organization goal. To set up and to preserve the sound organizational structure and desirable working relationship within all the member of the organization. To be more security and to conform of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization. To verify and content individual and group needs by providing suitable and impartial wages, and to encourage employee benefits and social security and measures for challenging work. Therefore, to create facilities and opportunities for individual or group development so as to match it with the growth of the organization.To provide fair, acceptable and efficient leadership.To maintain high employees morale and sound human relations by sustaining and improving the various conditions and facilities. 2.1.1 Question 2 The importance of Human Resource Management that adapt into MS that are in the case of MS, it can be seen that the company deliberately set out to change the basis on which it competed by reinventing itself as a service-based organization. People are being required to reconsider their attitudes towards how work is performed and their attitudes to their counterparts externally. Whatever form it takes, it is to be successful. Therefore, MS have to make people fully aware of the pressure for such change during the trading period, giving them an on-going feedback on the performance and areas of activity within the organization, and understanding staffs fears and concerns. To become more flexible MS decided to apply a more horizontal management organization style. Through a clear leadership role of appointed heads of business units. However, effective of Human Resource Management is seen necessarily to involve a focus upon fostering employee motivation, commitment and development. It is an approach that acknowledges the importance of Human Resource Management to the aims of the business, whilst reflecting attempts by management to create a work environment that emphasizes employee development. 2.1.2 Conclusion to Task 1 In my conclusion, I think human resource is a good department and it is very importance in a company. Every company needs human resource management to manage the organization to achieve the goal. Human resource management teaches us how to manage people in a company and in an organization. In this task, I have learn the importance of human resource and how the human resource department running in a company. 3.0 Introduction to Task 2 In task 2, there are talking about the flatter organization structure, the flexibility of workplace in MS and the advantages and disadvantages of implementing the flexibility of workplace. An organizational structure in which most middle-management levels and their functions have been remove, thus bringing the top management in direct contact with the frontline promoter, shop floor employees, and customers. However, no matter there are tolerant, flat organizations can benefit from most of the advantages enjoyed by small companies, such as faster response time to change the conditions and customer preferences. 3.1 Task 2 (Question 1) The definition of the flatter organization structure is an organizational structure in which most middle-management levels and their functions have been remove, thus bringing the top management in direct contact with the frontline promoter, shop floor employees, and customers. However, no matter there are tolerant, flat organizations can benefit from most of the advantages enjoyed by small companies, such as faster response time to change the conditions and customer preferences. In MS the flexibility of the workplace there is provide a range of options for the employee to choose in flexible working, be it part-time work, job sharing or term-time working. Therefore, MS also always give support for staff wishing to study or to take a complete break with the career break plan of up to nine months unpaid leave. The benefit of the model of flexibility is the flexibility exercises, whether motionless or dynamic condition, are important for maintaining the best range of motion in joints. The dynamic flexibility of the workplace offer the exercise benefit of letting jointly move through all range of movement which will make the employees have a perfect warming up before the physical activity. For the flexible exercise are use to increase to the maximum range of motion of joints. This activity is good for all the employees to make sure that the company is arranging a good activity. This activity is providing to all member in the company and hope the employees would not get bored in their job. Therefore, the flexibility for the employee that can offer the employee that a better work life balances is to being able to meet both work and personal commitments. Reduced travelling time and cost, increased sense of control leading to increased sense of well-being, have a greater job satisfaction and a happier person all round. Being able to remain in the workforce longer, and greater loyalty, trust and respect towards employers. 3.1.1 Question 2 Workplace flexibility are implemented effectively business to creates benefits to all employees and employers. This all benefits will implement for all of the employees and employers in the company. Therefore, the flexibility for the employee and employer can give the employee a better work life. So that the employee can be able to meet the work and commitment. However, reduce all the travelling time and cost so that can increase the sense of control leading. To make sure that the entire employee have a greater job satisfaction, make sure they are working happy with others people to remain their workforce longer, loyalty, trust and respect each other towards employers. In the workplace flexibility policy, there are provide a framework for an organization is to deliver its commitment and set the right and responsibility. However, the flexibility policy is a document describing the rights and responsibility of the employees and employers. In relation with the flexible work arrangement. The advantages of the flexibility on the workplace are include, there must have a schedule is easy to arrange your time table workday around the personal obligations. For an example, instead with the working hours that company had given are 8a.m to 5p.m shift, you can choose to work 7a.m to 4p.m and you can use the extra hours for appointment or others personal matter. Addison Simmons quote that, According by the Human Resource Department at Northern Arizona University, others benefits of a flexible schedule are include that increase the productivity and satisfaction of the employee. The disadvantages of the flexibility of work place are the downside to a flexible schedule is the responsibility for time management is more pressing. The supervisor will consider all the implication. Although there are many employees in the company, if the employee didnt give up their team work, there will not be success. Some of the employees that work with the inconsistent schedule and cannot spend much time in collaboration with others co-workers. For a very huge company, every employee for the collaboration may only work for few hours a day. However, when working at the office with the flexible hours, but difficulties also can arise. 3.1.2 Conclusion to Task 2 In this conclusion, I have learned that the flexibility of workplace. The flexibility of workplace are good for employees because they can be more concentrate in their work even they din have the workforce to work longer for the company. I think this is work for every company, because every staff can enjoy with their work and work satisfaction in the company. 4.0 Introduction to Task 3 In Task 3, there is talking about the mainly women and culture in MS. The culture in MS is mean that the company should have to care about the culture and must to take more attention for this. Culture is a very important things in the world, every nation have their own culture. Like Chinese, Malay and Indian, also have their own culture. System designed to manage employee performance rely on effective recruitment and selection. No performance management system can assist workers to do a good job if the employee is not suitable for the positions to which they are assigned. To protect MS of business against workplace discrimination claim are using the employee act to protect. For an example, the company can use The Civil Rights Act of 1964 (Title VII) prohibits employment discrimination based on race, color, religion, sex, or national origin; in this article The Pennsylvania Human Relations to protect MS. 4.1 Task 3 (Question 1) For Task 3, the definition of managing employee performance and performance appraisal is mean the employee performance management system. Employee performance management system is mean that a system design by Human Resource Management in order to ensure that the work done carry down by the employee to achieve organization goal and also to help them to improve their performance. There are many cultures in MS Company. In MS there are sell different types of cultures things. MS is a very great Company, it sells many things, and it has it product itself. Therefore, the opportunities of MS, you might be very surprised of the scope and scale of the opportunities offer on MS. Marks Spencer have a range of roles at the Head Office in London and they also have positions in our Shared Services team (based in Manchester), who provide human resources and finance services support to the entire Marks Spencer group. The culture and value of Marks and Spencer has sat of company values that the employee should bear in mind during the application process during any future employment with the company. The quality to guarantee that Mark Spencer sell good quality product and have provide good customer service.However, the management of Mark Spencer uses SWOT analysis to provide equal opportunities within the workplace. SWOT is mean that it measure the strength, weakness, opportunities and threats. The strength of MS is the succession of their employee attention in details in terms of supplier control, store layout and others. The success of MS are often understand their customers need and want and provide high quality products and they are also having the best supplier in hand. The weakness for the company is the stock of clothing with wide appeal to public. Opportunities for the company have a wide range of opportunities to expand the brand globally and also have the opportunities to consider more overseas supplier. While, the threats of MS is they have the strong competition with gap, who offering similarly products. 4.1.1 Question 2 The threat of discrimination claims has become a basic part of the landscape for businesses both small and large. Particularly since Anita Hill became a household name, many if not most personnel decisions pose at least some risk of being construed, or misconstrued, as evidencing an employers intent to illegally discriminate against one or more employees. MS is a big company that have created a discrimination-free workplace, but one complaint from a disgruntled employee could end with the company facing stiff legal and financial penalties, bad publicity, low employee morale and much more. The government prohibits many types of workplace discrimination-not just discrimination based on race, color, religion, sex, or national origin. Therefore, there are some employment act that can protect the discrimination claims. The few various laws: The Civil Rights Act of 1964 (Title VII) prohibits employment discrimination based on race, color, religion, sex, or national origin; in this article The Pennsylvania Human Relations Act and Title VII of the federal Civil Rights Act of 1964, as amended, generally prohibit an employer from discriminating against an employee in hiring, firing, tenure and the terms, conditions and privileges of employment on the basis of race, color, religious creed, ancestry, age (defined to include persons between the ages of 40 and 70), sex or national origin. The Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older. Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; However, ADA claims involve considerations very different from race and gender-based discrimination, and are beyond the scope of this article. 4.1.2 Conclusion to Task 3 In this conclusion, I have know that, Employee performance management system is mean that a system design by Human Resource Management in order to ensure that the work done carry down by the employee to achieve organization goal and also to help them to improve their performance. The employee act for the company is very important. Every company needs it. 5.0 Introduction to Task 4 In Task 4, there are talking about the practice of Human Resource Management. Human Resource Management has implemented the flexibility of the workplace in MS. human resource management development and implementation of system in an organization designed to attract more customers to retain high performing workforce. 5.1 Task 4(Question 1) The above scenario that Human Resources Management that can be best implemented that are flexibility on the workplace of MS. In MS the flexibility of the workplace there is offer a range of options for flexible working, be it part-time work, job sharing or term-time working. We also offer support for staff wishing to study or to take a complete break with our career break scheme of up to nine months unpaid leave. The benefit of the model of flexibility is the flexibility exercises, whether static or dynamic, are important for maintaining optimal range of motion in joints. Empowerment is a management practice of sharing information, rewards and power with employees so that they can take their initiative and make decision to solve problems and improve service and the performance. Empowerment also are base on the idea that giving by the employees skill, resources, authority, opportunity, motivation as well as holding the responsible for outcomes of their action. The flatter organizational structure also is based on the scenario of Human Resource Management practice. There are the few advantages of the flatter organizational structure. Flatter organizational structure is less costly because it has only few managers in the company. There have quick decision and actions can be taken because it has only few level of management. However, there are also fast and clear communication is possible among those few levels management. It subordinates are free from close and strict supervision and control. The disadvantages of flatter organizational structure are, there are chances of loose control because there are many subordinates under one manager. The discipline in the organization may be bad due to lose control, and the relations between the superiors and subordinates may be bad. If there are close and informal relations may not be possible. There will be many problems of a team work because there have many subordinates under one manager. Sometimes flatter organizational structure has to create problems of coordination between various subordinates. Therefore, efficient and experienced superiors are required to manage a large number of subordinates. At last, the quality of the performance may be bad. 5.1.1 Question 2 After the implementation of the Human Resource Management, there must have the job description in the performance. The organization must provide good performance. So that the performance itself should have to know about the performance standard. A sample performance standard for an executive assistant is: Record and transcribe minutes and disseminate copies to the board of directors within two weeks after each meeting. According to Ruth Mayhew 2012 Performance management is a workplace program that helps employees understand their job duties and their employers expectations. The executive assistant is exceeding expectations by distributing copies within a week; however, if directors receive copies of minutes a month later, the employee is not meeting the job expectations. For rating purposes during an annual evaluation, managers compare the employees actual performance to the performance standards. However, there will be a training to train a leader, manager or supervisor to lead a group of people in the organization. Therefore, Training supervisors and managers how to control performance appraisals is another functional responsibility of the human resources department is a training specialist develops the learning objectives to make the company more successful. 5.1.2 Conclusion to Task 4 In this conclusion, I have learned the flexibility of workplace. The flexibility of workplace are good for employees because they can be more concentrate in their work even they din have the workforce to work longer for the company. I think this is work for every company, because every staff can enjoy with their work and work satisfaction in the company. 6.0 Conclusion In my conclusion, I think human resource is a good department and it is very importance in a company. Human resource management teaches us how to manage people in a company and in an organization. I have learn the importance of human resource and how the human resource department running in a company. In task 2, I have learned the flexibility of workplace. The flexibility of workplace are good for employees because they can be more concentrate in their work even they din have the workforce to work longer for the company. I think this is work for every company, because every staff can enjoy with their work and work satisfaction in the company. I have know that, Employee performance management system is mean that a system design by Human Resource Management in order to ensure that the work done carry down by the employee to achieve organization goal and also to help them to improve their performance. The employee act for the company is very important. Every company needs it.

Effective Human Resources Leadership for Nursing Home and Assisted Living Facilities Essay

Management Style for Assisted Living and Nursing Home Facilities Human Resource Management in Healthcare Organizations The type of organization I chose to discuss is an independent the assisted living facility and nursing home. They both provide some of the same functions, although the name of the facility may be slightly different. While these are separate types of organizations now, in the future, they will blend due to the fact that the longer the clientele is a â€Å"resident† of the Assisted Living Facility (ALF), the more likely they will be in need of full-time nursing care. (NursingCenter). I chose this particular type of organization because it is one that I am interested in due to the fact that such a large portion of our population will be served by these organizations in the near future and for some time to come based on our aging population statistics. Forty-two percent of the population that lives until the age of seventy will spend time in a nursing home before they die. (Knickman). Residents, or patients, in those facilities will receive services from a variety of providers like physical and occupational therapists, medication management for mental and physical ailments and perhaps social service support services as they move toward the nursing home in lieu of assistance from family members when they have none to call for assistance. Because the environment is clinical and service oriented over longer periods of time, it is important to examine what kind(s) of management style is successful in order to manage the intensive daily clinical needs and the ongoing relationships that develop among the staff and residents. One report on the study of leadership styles suited for nursing homes and assisted living facilities reported that a consensus leadership style had a strong association with quality of care. (Castle). Models indicate that consensus leadership style is also the best approach in limiting staff turnover, which is essential in how the residents rate their satisfaction of service. (Donoghue). Consensus management style is not a majority vote. After management has  reached a decision, consensus approach seeks to determine if all the team members find it acceptable and if they are in support of the decision. In this management style we would ask what could be changed in order to obtain staff support. All members of the group should feel that their ideas and views were heard and that they heard the others in the group as well. The idea is that the team will support the management because decisions were arrived at fairly. (Mayoclinic). To meet all the demands of infection control, government regulations, service to the residents, clinicians, families and inherent risks associated with the geriatric population, management must not only be task oriented, but people-centered. Management must develop clear and effective strategic plans, but with a humanistic approach of consensus so that all the team members that serve the clientele are happy and effective. It is truly an environment where management must foster employee relations which will decrease risk, and improve patient satisfaction which should in turn also reduce marketing needs as each point of contact that the staff has with a family member is also an ambient sales opportunity. In order to meet the patient needs in such a high demand environment where a majority of the time the patient/customer is in contact with a lower educated, less clinical staff such as a certified nurse assistant making a low wage, that staff must have a voice to understand that they make a huge impact on the organization. When they feel valuable, the organization will run much more smoothly. My first job and customer training out of high school was working the front desk of a four star hotel. We were the lowest paid on the totem pole, but management and human resources through incentive programs and awards recognized our achievements and solicited our input of ideas at all times. WORKS CITED Castle, N., & Decker, F. (2011), Top Management Leadership Style and Quality of Care in Nursing Homes. doi: 10.1093/geront/gnr064. Epub 2011 Jun 30. Donoghue C, & Castle NG, (2009), Leadership Styles of Nursing Home Administrators and Their Association with Staff Turnover, doi: 10.1093/geront/gnp021. Epub 2009 Mar 27. Knickman JR, & Snell EK, (2002), The 2030 problem: Caring for Aging Baby Boomers. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/12236388 Kreofsky, B., & Vrtiska T., & Rego S., & Lewis T., & Chihak A., & Spurrier B., & Larusso N., & Farrugia G. (2011), Using Innovative Idea Management Tools in a Large Health Care Organization: Lessons Learned. Retrieved from http://www.mayo.edu/mayo-edu-docs/center-for-innovation-documents/wp-cfi-lessons.pdf Nursing Center. Nursingcenter.com. N.p. n.d. Web. 1 Sept 2013. Olson, Dana. (2007). Effective leadership in long term care: the need and the opportunity. Retrieved from http://www.achca.org/content/pdf /ACHCA_Leadership_Need_and_Opportunity_Paper_Dana-Olson.pdf

Choosing Disability

Exceptionally: Disability and Giftedness Dry. Stuart Sameness's Parents all over the world have one great thing In common, wanting the best for their children and giving them great opportunities to pursue their dreams. Children are considered special blessings from God, especially for couples that were bestowed with this blessing after much patience. Furthermore, women who could not conceive were known to be cursed and inferior to other fertile women.Although, there are still any couples whose attempts to conceive a child naturally go vain, medical science has allowed these problems to be resolved through various interventions, such as; infertility treatments, intrauterine insemination, in vitro fertilization, surrogacy or even sperm donor clinics. There are many things to be considered when it comes to family planning, before a couple decides to bring a child Into this world. For some, It may to Walt until they are financially well off, moving to a family friendlier neighborhood, or possibly visiting a fertility clan to weigh out their options.Fertility lining are also beneficial If the couple Is Interesting In knowing the probably of passing a disease with a family history or a disability off to their offspring. Moreover, possess preferential characteristics such as; eye color, hair color, height, race, and/or education. As one might say, conceiving through sperm donors is the safest alternative precisely because donors with congenital disabilities are screened out long before they would ever make the catalogue, as the sperm banks are aware that the probability of such a withdrawal is very low.But as strange as deliberately assign a disability to an unborn child may seem, there are many advocating for the allowance of such services. Some parents have taken steps to ensure that they have children with a desired disability. What is meant by ‘disability is subject for considerable debate, however. For many, disability is something undesirable, as it signif icantly reduces the individual's quality of life and social opportunities. This scenario is particularly relevant to the Deaf Culture who consider themselves a part of a minority group.This paper intends to explore the controversy regarding the ethics of deliberately choosing a disability and implementing it on the case study of James Kittle and wife and discussing why they should not be allowed to deliberately select an embryo with a disability via the use of pre-implantation diagnosis. James Kittle is a congenital deaf married to a wife of 5 years. James and wife are both belonging to the Deaf Culture and seem very content with their ‘disability.Their main mode of communication is American Sign Language and do not consider their condition as a defect or a disability, rather a different viewpoint of life that differs only slightly from the norm. Both James and his wife were raised in a typical nuclear family with hearing parents and siblings. Once they learned that they were expecting their first child, they were thrilled. This excitement, however was short-lived as they soon found out that he was born hearing with no signs of partial deafness.They were hoping for a deaf child like themselves so that he could easily be integrated into their culture and so they could set a new generation of the Deaf in the family. As Jimmy, their son, turned four, they started fearing that they would eventually lose their son, o the hearing world. They decided to consult their family doctor who referred them to an ideologist with whom they could discuss the possibility of surgically deafening their son by removing his cochleae from both of his ears.As this was illegal in America, James took it upon himself to take Jimmy to Brazil where this type of surgery is permissible. Jimmy refused once he learned of his parents' intention but was told that he would have no problem adjusting and was not given much of an option. The surgery was successful and James and his wife now co nsider Jimmy a ‘special blessing. They are now ready for their second child, but instead of simply hoping for that child to be deaf, they are considering the possibility of conceiving through pre- implantation diagnosis, since they do not want to take their chances as they did with Jimmy.This case study raises many ethical issues about deliberately choosing deafness over normality and why it should never be permissible to do so on the basis of fundamental human rights. The choice to seek deaf children cuts across the grain of virtually all discussion in bioethics about prenatal interventions involving the traits of children. It is not prenatal interventions regarding producing super kids, with superior qualities not commonly observed in their peers of the same age.These qualities usually exceed their peers and even parents in sight, hearing, intelligence, athletic skills, immunity to disease, strength and many more among the list of desirable traits. If options to select these enhanced traits were available, why would the parents not want these for their children? There seems to be no logical reasoning behind limiting their children of these beneficial traits. In addition, these traits should be equal to everyone and not Just the wealthy that already have the most advantages many people lack.From time to time, bioethics forums are flooded with such debatable issues and concerns when it comes to ‘designing' babies through the use of medical interventions. By contrast, however, parents going through the extra mile to ensure their children are born with a congenital disability, particularly deafness, take the debates and the controversies surrounding these issues in an entirely different direction. Two contrasting views of deafness exist in today's society.Most people insider deafness as a pathological condition resulting in profound hearing loss, followed by the viewpoint that deafness is a sensory deficit. People diagnosed with this condition are se en to be at a great disadvantage and strongly deviant from the norm. Moreover, the minority viewpoint regards deaf people as belonging to a culture paralleling themselves with racial groups such as Blacks, Hispanic and others who are bonded together by shared values, and a common language (Wagner, 2008).Those that belong to this culture consider the property of being deaf to be a highly ascribable characteristic and a unique cultural identity. The couple mentioned above takes great pride in being a part of such a culture and feel their motives of wanting deaf children through various means to be misunderstood. James and his wife wanted children like themselves and did not see their preferences as a moral offence. In addition, James felt so strongly connected with this culture that he wanted to see in his children the deafness that was so central to his identity.While the decision of this couple to want a deaf child grew out of their own moral intuition, Teresa Burke is amongst the m any commentators that as offered a defense of such a practice, as long as certain conditions are met. Teresa Burke (2005) argues that parents may be allowed to have deaf children only if they are deaf themselves and are able to work on offering language or some means of communication to their children. She argues that deafness is compatible with the ability to pursue a rewarding life.Furthermore, she feels that eliminating many environmental issues, such as stigma and discrimination can offset its disadvantages and a society where the deaf and the hearing live alongside one another, coexisting peacefully is not entirely unattainable (Burke, 2011). The counterparts of this argument, which is much more relatable to the norm suggest that parents have an obligation to enhance the capacities of their children to the extent that is within their power.Julian Cupules (2001) feels that there is a certain obligatory force to treat and prevent diseases and that we have an obligation to try to manipulate these characteristics to give an individual the best opportunity of the best life, not the other way around. To fail to treat our children's disease is to harm them. In general, he mental, and psychological capacities. Failing to do so is harming them, Just as it is to elaborately reduce these capacities and limiting them of a state of well being, regardless of how it is done (Cupules, 2001).From a perspective like this, it is evident that prevention of suffering is central to anyone's moral belief. James and his wife were definitely not selfless, as they disregarded Jimmy's refusal and went ahead with the surgery anyway. Despite the fact that deafness does not disable the possibility of a meaningful life, moral considerations suggest that parents should not be choosing this alternative intentionally. All in all, deafness is a disability in the ensue that it represents an inhibition in a major life function and James committed a strong moral transgression by making a choi ce for his son that cannot be undone.Typically, the search for genes that cause or contribute to an undesirable medical condition is followed by the hope of finding a cure for that condition, or eradicating it in general (Wagner, 2008). Deafness differs from most disabilities precisely because it is not universally viewed as an undesirable medical condition, and according to many advocating this point; there is no need to even find a cure, since it is not a problem. This is not to say that deaf people deny their tautological status but it illustrates their importance of culture over pathology.The current popularity of cochlear implant surgery today among hearing parents of deaf children with its post rehabilitation oral skills, has led to a reduction in the number of deaf children attending special residential school for the deaf at an early age. When the FDA announced its proposal in 1990 to provide children with cochlear implants, the members of the deaf community reacted negative ly and even referred to it as ‘cultural genocide' (Sculls, 2011).Now, many years later, the ethical issues of cochlear implant surgery seem to not be a problem anymore because of the advances in genetic engineering that has allowed people from this community to genetically ‘design' their babies to their preferences. Although this technology is meant to eradicate any form of disability altogether, it has recently been used to Just do the opposite. Many of these deaf community members have been shifting their focus to prenatal genetic diagnosis (PIG) in tandem with in vitro fertilization (IVY) for embryo screening.A study released in 2008 found that 3 percent of in vitro fertilization-PIG lining in the United States have provided PIG to select for a disability (Wagner, 2008). In addition to PIG, other technologies may soon be available to people wanting to have deaf children, such as gene replacement therapy. In other words, deafness could be ‘created' by deliberatel y inserting a deaf gene. This goes back to the topic discussed earlier regarding genetically creating a super kid, with extraordinary characteristics.PIG is an expensive procedure currently offered only to couples at risk of having a child suffering from a serious genetic disease, but there is nothing inherent in the technology that limits it to such uses. This means couples wealthy enough to afford such practices will be given full freedom to genetically create babies with preferable qualities whereas their less fortunate counterparts, who will not be able to afford these types of procedures, will always be at a disadvantage (Murphy, 2009). This leads to an entirely broad debate regarding eugenics and why it should not be practiced.Authors such as John Harris (2000) argue that intentionally selecting into this world who has a disability using technology in ways that it was not meant or, it significantly violates the child's right to an open future (Harris, 2000). It is a known fact , which neither the deaf community itself cannot deny, that people suffering from a hearing loss lead more difficult lives than hearing counterparts, partly because there will always be more hearing people in this world than deaf and there will never be enough accommodations.Loss of hearing, therefore, in such a linguistic society can become dangerous when a deaf person is unable to detect nearby hazards thereby affecting their sense of independence and security and limiting social opportunities. Alternative viewpoints proposed by Albany Lucas (2012) contend that selection for a particular disability is as problematic as selection against, since both are based on the assumption that a single genetic characteristic should be the determining factor in the decision to have a child (Lucas, 2012).Opponents of this point assert that although they value the existence of living disabled individuals and believe in giving these individuals equal respect and opportunities as any other human be ing, it is morally wrong to knowingly bring a disabled child into the world and limiting their opportunities. In addition, the harm of genetically harming children can be clearly seen when considering how the same harm without genetics involved would be viewed. Genetics, reproductive technologies and techniques such as PIG are simply tools.Tools are used to accomplish things; whether the use of the tool is ethical depends on what it is that we are trying to accomplish. If something is morally wrong, it does not matter what tools or what method is used to accomplish that, it still remains wrong. In the case of James, who deliberately deafened his first hearing child, by racially removing his cochlea so he could become a part of their culture, now wants to create a second deaf baby using genetic engineering techniques.Preventing a child from hearing harms the child; it limits and disadvantages the child and therefore should not be permissible for medical personnel to carry on with thi s kind of procedure, especially for Jimmy and his wife, who are evidently putting their own happiness ahead of their children's since they disregarded their son's refusal. Jimmy was 4 years old when he was forced into such an irrational decision, which means he ad experienced the hearing world and had therefore chosen to stay in it. All the facts are the same and lets say, via PIG with in vitro fertilization Jimmy and his wife have their congenital deaf child.But now a cure for this deafness is discovered, it is risk free with no side effects, which leads us to think, would the parents, in this case, be right to withhold this cure for deafness from their child? Would the child have any legitimate complaint if they did not cure his deafness? Could this child complain to his parents dismissing him the possibility of being able to listen to music, the sound f trees, the wind, the rain, the waves on the shore, or hearing a spoken word or even learning spoken language?There is no imagini ng to how the child would feel when it discovers that it lacked these experiences only because of his/her parent's deliberate denial. Furthermore, it is not plausible to say that all these things that the child could have had, but because of it's parents decision, are unimportant, so much so that their loss or absence of it is not even considered a disability to them. Different groups. Similarly, deaf community is bonded together via a signed language,American Sign Language (SSL). Although this characteristic is not the sole criterion, it is viewed as a strong distinction between them and the non-deaf community (Singleton & Title, 2000). Furthermore, the deaf community includes members with hearing losses at both levels of extreme, from those who are profoundly deaf to those normal hearing children of the deaf community. There are also people who are hard of hearing individuals that identify themselves as part of the deaf community.Therefore, acceptance and integration into the deaf community is depended upon he attitude and the use of SSL, which means that in order to belong to the deaf community, one does not need to be born deaf. Furthermore, hearing children born to deaf parents are considered bilingual and bicameral since they potentially share the language and culture of their deaf parents and they are inevitably members of the hearing community (Singleton & Title, 2000).Although there has been some concern regarding signs of spoken language delay observed in hearing children of non-hearing parents, there is not much evidence to support this claim. Therefore, elaborately removing Jimmy's cochleae was unnecessary since he did not need to be deaf to belong to the Deaf community. Many deaf parents, occasionally have the misguided notion that they should not sign with their child simply because the child is hearing. Signing with the hearing child, from its birth, not only teaches the hearing child to be fluent in SSL, but also it ensures stronger communicati on between the parents and the child.Moreover, turning normal hearing children to a deaf child overcomes the possibility of having hearing children that are bilingual and bicameral. Shift-Myers (2004) asserts that many hearing children of deaf parents evidently develop speech and language normally provided that they have some exposure to normal hearing speakers and if their family life is otherwise normal. In addition, Jimmy and his wife both belong to hearing families, which means there would be enough exposure to normal hearing from the grandparents, and the child would consequently not develop any language delay.In any case, if a hearing child of deaf parents does show signs of spoken language delay, then an appropriate practical Lana to enhance the child's spoken language input would be in order (Shift-Myers, 2004). James and his wife ought to use the best mode of communication to ensure effective parenting, and to promote natural language acquisition for the child, whether it i s spoken or signed language. â€Å"It is a simple fact that it is better to have five senses than four† Nanette Winters). Who can argue against that? Yet, what Winters calls, a ‘simple fact' may not be so simple for everyone as clearly illustrated in this paper.This is especially not a simple fact when it comes to the Deaf community. Many facts arise from those who live the oaf lives. One such fact is that they believe being Deaf should be viewed as parallel to being Black, or Hispanic. Another fact is that these Deaf community members feel no objection expanding their community by wanting deaf children, whether it may be through prenatal medical interventions or postnatal surgical procedures. This paper explored the question of whether it is morally Justifiable to use genetic technology to here is not about being supportive of people who are deaf or otherwise disabled.The basic issue is whether or not there are ethical limits to what parents can impose on a hill. Pro-c hoice campaigners and reproductive freedom supports argue that it should be the couple's choice or wish on how they want to raise their child, but through negative enhancement and achieving outcomes that are socially not preferred affects everyone in the community in general (Carping, 2008). Morally speaking, parents have a duty to use assisted technology to give their children the best opportunity of the best life, not deliberately reducing the child's welfare.

Multicultural Education, Its Purpose, Goals, And...

Banks (2012) cited the history behind multicultural education, its purpose, goals, and challenges inclusive to multiculturalism. One of the challenges’ that Banks noted was the problem was with â€Å"Ideological resistance by assimilationist is a major factor that has slowed and is still slowing the development of a multicultural curriculum† (p. 244). Bank’s literature contributed to the knowledge of historical patterns associated with multicultural education and the need for more multicultural programs in education. Jia (2015) contributed to the history by stating there was a lack of intercultural programs that were connected to English as a Foreign Language program in China. Jia argued for more multicultural programs, which could have helped students to become more self-aware, and would have aided students to comprehend ethnocentrism and racial stereotypes while reducing prejudice. 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