Responsibilities of an Authorized Supervisor Essay

Responsibilities of an Authorized Supervisor - Essay Example The Regulation necessitates facilities to install safety glass – if the Building Code of Australia necessitates the area to be furnished with safety glass, or put on glass treatments to glass installed on the buildings below 75 meters in areas reachable to children. As an all-purpose rule this would only be valid for glass – in doors, windows however, where there is other glass in these areas that is deliberated to pose a threat to children, the facility should safeguard the glass from breakage, put a an obstruction in front of it, or take it away from the area (Services, 2004).1.3 Maintaining the Group sizesThe largest group size for children from three to five years of age is condensed from 25 to 20. This does not alter necessary recruitment numbers, just the way children are systematized. Maintaining the group size is another responsibility of the supervisor.1.4 Mobile servicesThe Guideline presents a procedure indicated as a ‘venue management plan’ by w hich mobile child care facilities give a plan telling how the security and comfort of children at the school premises will be dealt with.1.5 Numbers of School Age Children Child care centers that offer care for school children on their approved premises can take bigger numbers of very young school children. If the children being taken care of are in Playgroup or Year 1, a center may take 20% of their authorized numbers. In classes above Year 1, the 10% maximum endures to relate. Where the above proportions of school age children appearing in the service.

F. Scott Fitzgeralds The Great Gatsby Essay -- Fitzgerald Great Gatsb

F. Scott Fitzgerald's The Great Gatsby The greatness of an individual can be defined in terms far beyond tangible accomplishments. In F. Scott Fitzgerald's classic American novel, The Great Gatsby, Jay Gatsby's greatness comes from his need to experience success and his will to achieve his dreams. Nick Carraway narrates the story, and his cousin, Daisy Buchanan, is Gatsby's love. Daisy, however, is married to Tom Buchanan, a wealthy, arrogant womanizer who despises Gatsby. Gatsby feels the need to be successful and wealthy, and his participation in a bootlegging operation allows him to acquire the wealth and social status needed to attract Daisy. In his narration, Nick focuses on Gatsby's fixation of Daisy and how he longs for her presence in his life. Gatsby's greatness comes from his power to dream, his competence in turning dreams into reality, and his absolute love for Daisy. In The Great Gatsby, Jay Gatsby uses his dreams as motivation for his existence. Fitzgerald uses wealth and social status to define Gatsby?s character, which is exemplified by his lavish parties and the dignitaries who attend them. In his formative years, Gatsby was employed by a wealthy yachtsman, Dan Cody. It is from Cody that Gatsby develops his appreciation for wealth. ?To young Gatz, resting on his oars, looking up at the railed deck, that yacht represented all the beauty and glamour in the world? (Fitzgerald 106). Fitzgerald uses this quote to mark the point at which Gatsby encounters wealth and power for the first time, and also, he uses it to symbolize Gatsby?s social standing and economic status. By comparing Gatsby?s rowboat with the luxurious yacht of Cody?s, Fitzgerald presents the idea that money and power translate into bigger and better things. The event is symbolic in that it illustrates Gatsby?s perception that wealth is a necessity. By saying that he was ?looking up? to ?all the beauty and glamour in the world,? Fitzgerald makes it evident that Gatsby idolized this lifestyle. Also, he shows that Gatsby views beauty as a materialistic quality. Gatsby?s materialistic view of beauty can be seen in his love for Daisy when Gatsby says, ?her voice is full of money? (127). This quote by Gatsby shows how he identifies his love for Daisy with his love for money. Gatsby and Daisy met in Louisville, where they fell in love with each other, however, when Gatsby lef... ...life ensconced in their very essence. Nick says that Gatsby, ?represented everything for which I had an unaffected scorn? (6). However, he is able to see through this dislike of Gatsby?s character to tell him, ?you?re worth the whole damn bunch put together? (162). In other words, Gatsby possessed the qualities of a great individual, but his reliance on material objects to show his love and his corrupt ideology prevent him from reaching his full potential as an honorable character in the work. Gatsby?s greatness is not contained in noteworthy accomplishments, his wealth, or even his pursuit of love. Gatsby possesses the power to dream. Gatsby dreamed of being wealthy and reuniting with Daisy. He fulfilled his dreams, but unlike his dreams, Gatsby?s reality was hollow. His money was made illegally and his love for Daisy was based on only that which he could buy. Gatsby?s greatness is not only present in what he dreamt for, but also, he possessed the ability to grasp his dreams and turn them into reality. Gatsby may not be a perfect character, but by living for a purpose, he is able to extract greater meaning from life, making him superior to the other characters in the novel.

The interlopers

It has been three years since we started our label in december of 2009. After eleven releases we are now reaching our anniversairy release. Hence number ten comes in a nice IOinch format. And again a new artist is on board! Essay is his name and he's from Heidelberg. Additionally the two exceptional artists Nocow and Desolate are contributing two fantastic remixes as a thank you for an awesome collaboration with Fauxpas Musik. Vocals are coming from stunning norwegian singer Ida Dillan.Vinyl tastes better†¦ maybe some people remember one of my first uploads â€Å"crying at day† ; â€Å"crying at night† on soundcloud last year, finally they will be released on august 6th together with â€Å"old times† via Glyph Recordings. the 2 tracks has been edited a bit and mastered 🙂 you can pre-order the ep here: This story is set on the eastern edge of the Carpathian Mountains in Romania family feud over a strip of forest has reached fevered pitch between Ulri ch Von Gradwitz and Georg Znaeym.Ulrich's family had won the lawsuit many years ago that had settled the dispute, and Georg's family had lost. The dispossessed family has never accepted the ruling of the courts and continues to poach on the land. The victorious landowners have continued to punish the interlopers. To be too proud or having too much pride can lead stubbornness, which can destroy friendships and families. The characters in â€Å"The Interlopers,† Ulrich von Gradwitz and Georg Znaeym, have been enemies since birth.Their grandfathers feuded over a piece of forestland. While the courts ruled in the Gradwitz family's favor, the Znaeym family has never accepted this ruling. Throughout the course of Ulrich and Georg's lifetime, the feud has grown into a personal, bloodthirsty one. As boys, they despised each other, and by the evening that the story takes place, the two grown men are determined to bring a final end to the feud by killing their enemy. Ulrich von Gradwit z is a wealthy landowner.He has legal right to a disputed stretch of land but knows that Georg continues to hunt on this land. On the night the story takes place, he has organized a group of men to find Georg, whom he plans to kill. He considers Georg his enemy and calls him a â€Å"forest-thief, game-snatcher. † After the men get trapped under the tree, Ulrich offers Georg some of his wine and is the first one to put forth the idea of making amends. Ulrich is also the one who sees wolves approaching. Throughout this journey looking The interlopers By annecik

Critically discuss the differences in the view of conflict between ... - Free Essay Example

Sample details Pages: 6 Words: 1934 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Introduction The employment relationship refers to a fundamental antagonism between an employer and employee. Therefore, the intrinsic characteristic of employment relationship is conflict (Blyton and Turnbull, 2004). Actually, conflict is inevitable at work. Don’t waste time! Our writers will create an original "Critically discuss the differences in the view of conflict between " essay for you Create order The key lies with how to manage conflict so that it can develop positive effects. However, there are different views against conflict in the theoretical circle. Generally speaking, there are three major theoretical perspectives such as Unitarist, Pluralist and Marxist perspective to view employee relations. In this essay, it will firstly introduce those three perspectives and then critically discusses the differences in the view of conflict among them on employee relations. Secondly, it will describe the development of employee relations in the UK before elaborating appropriate perspective for the analysis of employee relations in the UK. It considers that Pluralist perspective is the most suitable perspective rather than other two perspectives for analyzing the British employee relations. At last, it will make a conclusion in a few words. Theoretical perspectives on employee relations Unitarist, Pluralist and Marxist perspective have been described for understanding and analyzing employee relations. Each of them provides a different interpretation towards workplace conflict, the role of unions and job regulation (Edwards, 2003). In other words, those three perspectives hold different views against conflict in the employee relations. The following paragraphs will introduce three perspectives one by one. After that, it will summarize the differences among them. Unitarist perspective Seeing from the Unitarist perspective, the organization is regarded as an integrated and harmonious group of people with one loyalty culture. Specified explanations are as follows. Such an organization attaches much importance to mutual cooperation. Moreover, all employees within the organization share a mutual purpose. In addition, this perspective similar to paternalism has a high requirement for the loyalty of all employees. The management of such an organization is outstanding due to its emphasis and application. For this reason, it has been concluded that trade unions are not necessary for the mutual exclusiveness of the loyalty between organizations and employees. However, the conflict on employee relations is considered pathological and disruptive outcome caused by interpersonal friction, communication breakdown, as well as agitators (Kaufman, 2004). Pluralist perspective From the perspective of Pluralist, organization is made up of various sectional groups. Each group has its legal loyalties, goals and leaders. Particularly, management and trade unions are two remarkable sectional groups in the Pluralist perspective. As a result, the main job responsibility of management is not enforcement and control but persuasion and coordination. However, trade unions are acted as lawful delegates of employees. The conflict is inevitable here and the conflict in the Pluralistic perspective is solved by collective bargaining. Generally speaking, conflict is always associated with bad things. However, conflict if being managed well can also take place evolution and positive change from the perspective of Pluralism (Kaufman, 2004). Marxist perspective Marxist perspective is also called radical perspective. This perspective is to reveal the nature of the capitalist society. It thinks that workplace relations are against the history. It recognizes inequalities in power in the employment relationship and in wider society as a whole. Consequently, conflict is perceived as an inevitable result. Whatacirc;â‚ ¬Ã¢â€ž ¢s more, a natural response regarding workers against the capitalism exploitation is seen as trade unions. The managementacirc;â‚ ¬Ã¢â€ž ¢s position would be improved by institutions of joint regulation from the view of Marxism if having the periods of acquiescence, because they suppose rather than challenge the proceeding of capitalism (Hyman, 1975). Differences among three perspectives According to the descriptions toward three perspectives, it is obviously that they have different understandings against conflict. The Unitarist view perceives conflict as a word with derogatory sense and it puts forward three reasons of generating conflict such as agitators, interpersonal friction and communication breakdown. It employs a paternalistic approach, so it is short of the conflict between capital and labor which is the focus of Marxist perspective. Moreover, it does not refer to the solution. On the contrary, the Pluralist view indicates that collective bargaining is the way of tackling conflict. Another difference lies in that sometimes conflict can be positive. It implies the importance of conflict management. It can be seen that the Pluralist view pays much attention to conflict resolution and how to how to manage conflict. Moreover, it considers that the power between parties with different interests is equal, which is just opposite to the Marxist perspective. Actu ally, the Marxist view is very radical. From its point of view, the inevitability of conflict comes from the inequalities of powers caused by capitalism exploitation. That is to say, different from Unitarist perspective, the Marxist perspective gives different reasons of bringing about conflict. Appropriate perspective for analyzing employee relations in the UK In this part, it will firstly describe the development process of employee relations in the UK. Afterwards, it will prove that three perspectives can be applied to analyze the British employee relations but the Pluralist perspective is the most appropriate view for analyzing British employee relations. According to the definition of collective bargaining by International Labor Organization, one party of collective bargaining is one employer, some employers or one or several employer organizations while the other party is one or several worker organization (Herman, 1998). It is obviously that the collective bargaining is not feasible without the union of workers. In Medieval England, the relationship between employers and employees was equal but not class relations. As usual, most of competent employees would live in a separate house or married the daughter of employers. The sprout of the capitalist way of production provided possibility for the emergence of industrial relations. The distinction of manufacturing rights and power of management, the division of employers and employees, as well as the existence of a great many permanent labors provided soil for the generation of the trade union. At the early stage of capitalism, there was not law or system to guarantee the basic life of employees. In order to make a living, workers must negotiate with employers. Although a lot of inequalities existed between them, workers did not have enough countervailing power through individual negotiation or signing contract with each worker. In order to improve life and working conditions, labors gradually united and struggled with employers. At the end of 1600s, trade union emerged as the times require. Because the industrial workers did not form strong hierarchy, the primary labor movement was only limited to the range of manual workers. One of important role of the early trade union on behalf of workers was to negotiate with employers for salary, employment conditions and so on. At the end of 1700s, the collective agreement between employment labor organizations and employers came to the UK, which is the earliest collective agreement in the world (Fraser, 1999). The UK as the source origin of Industrial Revolution is also a country developing trade union movement earliest in the world (Williams and Smith, 2006). Therefore, the British labor relations system is with distinctive characteristics. In the development history of British Labor Laws, collective bargaining is regarded as an effective way to resolve labor disputes. Before the Second World War, the collective bargaining in the UK was mainly a national negotiation. The national collective agreement covered most of workers. Until 1970s, some local collective bargaining emerged. More and more employers started to withdraw from national collective bargaining. Corporate-level collective bargaining gradually occupied dominant position replacing national collective bargaining (Gospel, 1998). Mo reover, the government also supported decentralized collective bargaining and the regulatory institutions such as wages council were abolished. In addition, the British law fully protected the interests of members of trade union and stated a variety of immunities against trade unions so that they would not be charged owing to strikes or other industrial actions. However, collective bargaining has begun to suffer multifarious criticisms since 1980s. Someone criticized that the collective bargaining was too disruptive, because the breakdown of collective bargaining brought about too frequently industrial actions so as to weaken domestic economic competitiveness. As a result, the coverage of collective bargaining gets smaller and smaller. According to the statistics, the coverage has already decreased from 70% in 1984 to 41% in1998 (Addison and Siebert, 2002). In any way, collective bargaining was the basis of the British employee relations for much of the 20th century. Based on the introduction of employee relations in the UK, it can be seen that the British collectivism has already went through the development process from sprout to be legal. In Medieval England, the relationship between employers and employees can be explained with the paternalistic approach. Employers and employees were loyal with the ideal of acirc;â‚ ¬Ã…“a happy familyacirc;â‚ ¬Ãƒâ€šÃ‚  and did not need the trade union to solve conflicts, which is the emphasis of the Unitarist perspective. Consequently, the inequalities existed between employers and employees at the beginning stage of capitalism. Employees were exploited by employers, but they had not enough strong power to solve them. For this reason, the inequalities in power in employment relationship can be analyzed by the Marxist view. After that period of time, the trade union came into being and was firstly responsible for negotiating with employers regarding the issues of wage and employment condition. Afterwards, the co llective agreement emerged in the UK with the improvement of trade union. Moreover, the diversification of employees created conditions for the expansion of trade unions and members. As a result, the form of collective bargaining was more common and was regarded as an effective solution to conflict in labor disputes, which is identical with the view of the Pluralist perspective. Employers gradually found the disadvantages of collective bargaining and less took part in the collective bargaining. As a matter of fact, the decline of collective bargaining can also attribute to the shortcomings of the Pluralist perspective which focused too much on the solution to conflict and the accommodation to change and power differences. In other words, it neglects the government influences and power differences at all employee relations levels. As a whole, the deficiencies of collective bargaining lead to its declination in the British employee relations, but its role can not be substituted for an y other kind of conflict resolution. It can be concluded that the Pluralist perspective has greatly influenced the employee relations in the UK and will continue to develop its effects, which is natural to be the most appropriate perspective for analyzing the British employee relations compared with other two perspectives. Conclusion To sum up, different people have different minds. The Unitarism, Pluralism and Marxism have already expressed their views against the conflict on employee relations. However, there are some differences in their views. Three perspectives are from different angles and have different emphases. After discussing the differences among three perspectives, it has elaborated my own opinion that the Pluralist perspective is the most appropriate for the analysis of employee relations in the UK based on the development process of the British employee relations. It can be concluded from the analyses that collective bargaining with irreplaceable role is playing a less and less important role in the British employee relations with the various changes in employment and the labor force. In addition, conflict management is extremely significant for the sustainable development of organizations. People should not only focus on the conflict resolution but also pay attention to the influences of other f actors. As a result, it is very crucial and indispensable for every organization to establish positive employee relation so as to attract and retain high-quality staff, to improve employee productivity, to increase employee loyalty, to enhance working morale, to elevate business performance, as well as to reduce absence rate (Lewis and Saunders, 2003). (1973 words)