Environmental Kuznets Curve definition and usage

Environmental Kuznets Curve definition and usage The Environmental Kuznets Curve (EKC) is a pragmatically, relationship that is assumed to trace the pollution path followed by countries as their per capita gross domestic product (GDP) grows and describes the relationship between per capita income and indicators of environmental degradation (Unruth and Moomaw, 1998). In the infant stages of development, the levels of some pollutants climb with increases in per capita income, while at advanced levels of development, environmental degradation follows a downward trend as income per capita is moving upwards. These results give rise to a bell shaped curve relating economic growth to environmental degradation, redolent of the relationship hypothesized by Kuznets (1995) between economic and income inequality (Nahman and Antrobus, 2005). The concept of EKC came out in the early 1990s with Grossman and Kruegers (1991) path-breaking study of the potential impacts of NAFTA (North American Free Trade Agreement). Origins of the EKC The environmental Kuznets curve is a hypothesized relationship between different indicators of environmental degradation and income per capita. At first stages of economic growth degradation and pollution increase, but further than some level of income per capita, the movement reverses, so that at high-income levels economic growth leads to environmental improvement. This means that the impact of environmental indicator is an inverted U-shaped function of income per capita (David, 2003) In other words, the distribution of income becomes more asymmetrical in early stage of income growth and then the distribution moves towards greater equality as economic growth continues (Kuznets, 1955). This liaison between income per capita and income inequality can be represented by a bell-shaped curve. This is viewed as an empirical phenomenon known as the Kuznets Curve (Dinda, 2004). The link between per capita income and income inequality is shown on Figure 1(refer to appendix) Criticism and drawbacks of the Kuznets Curve The Kuznets Curve has helped in studying the relationship between environmental pollutants and GDP of countries but it does have drawbacks too. Even Kuznet (1955) himself indicated that the Kuznets Curve Theory is not a perfect one and the relationship between income inequality and economic development cannot be assumed. He also declared that lot information in the paper has been speculated and thus further research work must be carried out. The reason behind the development of the Environmental Kuznets Curve Since the last decades, the increasing threat of global warming and climate change has been of major continuing concern. Organisations such as the United Nations have been trying to diminish the unfavourable impacts of global warming through intergovernmental and binding accords. After immense negotiations, the agreement namely the Kyoto protocol was signed in 1997. This protocol has the objective of reducing greenhouse gases (GHG) that cause climate change. The Kyoto protocol recognises limitations to environmental pollutants and necessitates a timetable for realisation of the emission reductions for the developed countries. During 2008 2012 periods the demands reduction of the GHG emissions to 5.2 % lower than the 1990 level. In 2005 it came into force: 178 states have signed and approved the protocol since April 2008 (Halicoglu, 2008). Greenhouse gas emissions particularly carbon dioxide (CO2) emissions, are considered to be the core causes of global warming. Consequently, to pre vent global warming a number of countries have signed the Kyoto Protocol and agreed to diminish their emission levels. Galeotti and Lanza (1999) indicated that some developing states refused to sign the Kyoto Protocol based on the argument that the industrialisation and development process should be subject to no constraints, particularly for energy production and consumption. One probable foundation for this position is the belief that while pollution increases with growth in GDP, it happens a point where pollution goes down. This view calls for a careful analysis of the relationship between economic growth and pollution. This relationship is obviously very complex as it depends on numerous different factors such as: The countrys size, The sectoral structure, including the composition of the demand for energy, The vintage of the technology, The demand for environmental quality, The level and quality of environmental protection expenditures. Shafik (1994) reports that the relationship between economic growth and environmental quality has been a source of great disagreement for a lengthy period of time. On one side it has been observed that greater economic activity unavoidably leads to environmental degradation and finally to possible economic and ecological collapse. At the other side is the view that those environmental nuisances worth solving will be tackled more or less automatically as a consequence of economic growth. Previous to 1970, there was a conviction that the raw materials consumptions, energy and natural resources were growing at the same pace as economy grows. In the early 1970s, the Club of Romes Limits of Growth view (Meadows et al., 1972) was brazen about the concern for the accessibility of natural resource of the Earth. They argued that the finiteness of ecological resources would prevent economic growth and advocated for a solid state economy with zero growth to avoid striking ecological circumstances in the future. This view has been criticised on both hypothetical and empirical grounds. Experimental works shows that the ratio of consumption of some metals to income was falling in developed countries during the 1970s, which brings divergence with the predictions set out in the Limits to Growth view (Maleness, 1978). Natural environment not only provide natural resources important for economic development but also execute the vital function of supporting life, if man persist to exp loit environment recklessly, then it would not be able to sustain life any longer. Environmental Kuznets Curve definition and graphical illustration The EKC follows the name of Nobel Laureate Simon Kuznets who had remarkably hypothesized an inverted U income-inequality relationship (Kuznets, 1955). In the 1990s economists detected this relationship between economic growth and environmental degradation. Since then this relationship is known as Environmental Kuznets Curve. According to the EKC theory as a country develops, the pollution increases, but after reaching a specific level of economic progress (Y*) pollution begin to decrease as in figure 2. The EKC hypothesis suggests that environmental degradation is something unavoidable at the first stage of economic growth, so a developing country is forced to tolerate this degradation in order to develop. The x-axis symbolize the economic growth which is measured by GDP per capita and the y-axis represents the environmental degradation which is measured by many different pollution indicators such as carbon dioxide, sulfur dioxide, nitrogen oxide, deforestation etc. The shapes of the Environmental Kuznets Curves. The relation between income and environmental pressure can be sketched in a several ways; firstly one can distinguish monotonic and non-monotonic curves. Monotonic curves may show either mounting pollution with rising incomes, as in the case of municipal waste per capita or decreasing. But, non-monotonic patterns may be more probable in other cases and two types have been recommended, namely inverted-U and N-shaped curves. The pattern discovered in experiential research depend on the types of pollutants scrutinised and the models that have been used for inference. Four speculative opinions are presented in favour of an inverted-U curve for (local) air pollutants, which can be listed as: Positive income elasticitys for environmental quality, Structural changes in production and consumption, Rising information on environmental consequences of economic activities as income rises and More international trade and more open political systems with increasing levels of income (Selden and Song 1994). Others, for example Pezzey (1989) and Opschoor (1990), have argued that such inverted-U relationships may not hold in the long run. They anticipated a so-called N-shaped curve which demonstrates the same pattern as the inverted-U curve initially, but beyond a certain income level the relationship between environmental pressure and income is positive again. Delinking is thus considered a temporary phenomenon. Opschoor (1990), for example, argues that once technological efficiency enhancements in resource use or abatement opportunities have been exhausted or have become too expensive, further income growth will result in net environmental degradation. Despite these considerations empirical evidence so far has been largely in favour of the inverted-U instead of the N shaped relationship (de Bruyn et al., 1998). The shortcomings of EKC analysis A number of critical studies of the EKC literature have been published (e.g. Ansuategi et al., 1998; Arrow et al., 1995; Ekins, 1997; Pearson, 1994; Stern et al., 1996; Stern, 1998). Theoretical critique This section discusses the criticisms that were raised against the EKC on theoretical (rather than methodological) grounds. One of the main criticisms of the EKC models is the assumption that environment and growth are not interrelated. In simple words the EKC hypothesis assumes no feedback between income and the pollution of environment. Fare et al., (2001) refer that due to the non-availability of actual data on environmental quality is the major restriction of all EKC studies. Environmental quality is something that is not measured accurately. Therefore, a guide of environmental quality, which could be a better measurement, should be developed and used to examine the EKC hypothesis. According to Ekins (2000), consideration in assessing the strength of the estimation is the reliability of the data used. However, there is little sign that the data problems are serious enough to shed doubt on the basic environment-income link for any particular environmental indicator, but the results in fact imply that this might be the case. Stern (2004) draws his attention to the mean median problem. He underlines that early EKC studies showed that a number of indicators: 2 SO emissions, x NO, and deforestation, peak at income levels around the current world mean per capita income. A hasty glimpse at the available econometric estimates might have lead one to believe that, given likely future levels of mean income per capita, environmental degradation should turn down from the present onward. Income is not yet, normally distributed but very skewed, with much larger numbers of people below mean income per capita than above it. Hence, this shows a median rather than mean income that is the relevant variable. Another problem related with the EKC studies is the little attention that has been paid to the statistical properties of time series. Very few studies in the past investigated the presence of unit root in time series of variables used to investigate the validity of the EKC. 2) Econometric critique Stern (2004) in a survey argues that the econometric criticisms of the EKC fall into four main categories: heteroscedasticity, simultaneity, omitted variables bias, and cointegration issues. Perman and Stern (2003) investigate the data and models for unit roots and cointegration respectively. Panel unit root tests designate that all three series log sulfur emissions per capita, log GDP capita, and its square have stochastic trends. Results for cointegration are less definite. About half the individual country EKC regressions cointegrate but many of these have limitations with incorrect signs. Some panel cointegration tests point out cointegration in all countries and some accept the non-cointegration hypothesis. However, even when cointegration is found, the form of the EKC relationship varies radically across countries with many countries having U-shaped EKCs. In case there is a common cointegrating vector in all countries it will be strongly rejected. Coondoo and Dinda (2002) carried out an analysis for Granger Causality between CO2 emissions and income in various individual countries and regions. In general model that emerges is that causality runs from income to emissions or that there is no significant relationship in developing countries, while in developed countries causality runs from emissions to income. Still, in every case the relationship is positive so that there is no EKC type effect. Data and Time Series Properties To study the relationship between the GDP of Mauritius and the C02 emission in Mauritius the annual data that are being used are; total C02 emission from 1976 to 2008, the real GDP from 1976 to 2008, and the population of Mauritius from 1976 to 2008. From these sets of data it can be clearly seen that while population and C02 emission has been increasing, during these years the real GDP has been fluctuating a bit. In mid 1970s after the independence there has been a lot of development and transformation in our country. Our economy was diversified and more jobs were created. Furthermore we received more foreign aid. By the late 1970s our economy deteriorated a bit mainly due to the increase in petroleum price in the world market and this lead to less government subsidies and devaluation of our Mauritian Rupees. Then by late 1980s the economy experience steady growth and also a high level of employment, declining inflation and more domestic savings. This period was also marked by the boom in the sugar industry. Though the development slowed down in the 1990s there was a gradual development of the local financial institutions and at the same time our domestic information telecommunication industry boomed. By the start of the 21st ce ntury there our financial services sector became a very important pillar of the economy with an increasing number of offshore enterprises. Finally our economy developed a lot due to the seafood processing and export during the last 10 years.

Pros and Cons of Tidal Energy

Pros and Cons of Tidal Energy As the worlds energy crisis progresses, renewable energy sources like tidal power are being explored. Tides, the rise and fall of sea levels, are created by changes in the gravitational forces of the sun and moon as well as the earths rotation. Tidal Energy is generated by converting gravitational potential energy of high tides into hydroelectricity. Most ocean environments experience two high tides and two low tides everyday. There are three main ways to harness tidal energy, each with their own pros and cons. The first method of tidal energy generation is the tidal stream generator, the second is the tidal barrage and lastly there is dynamic tidal power. Tidal energy is not yet widely used but many people believe that it has great potential for future energy generation. This paper will examine the environmental effects of the different methods. The concept behind the tidal stream generator method is very similar to that of an underwater windmill; as the tide flows in and out of a bay it spins an underwater turbine which generates power. Tides move slowly, but because water is much denser than air, it can move much slower while providing the same power. The environmental benefits of this technology are numerous. Tides are always either flowing in or out allowing tidal stream generators to supply constant, consistent and emission free power. This is a benefit over other the other methods of tidal generation that can only generate power when the tide moves in a specific direction. Also, tidal stream generators are much, much cheaper than other methods of tidal generation allowing them to be easily implemented and tested. Although very few studies have been done, it would seem fish avoid the turbines used in tidal stream generators resulting in almost no aquatic fatalities. This means tidal stream generators have no known impacts on the surrounding ecosystem. There are not many environmental disadvantages to tidal stream generators. The turbines may cause some minor disruption to aquatic animals, but this is yet to be proven. The only environmental damaging aspect of this technology would be the work involved with maintaining and installing the underwater turbines. However, as a relatively unknown source of power, there is much of time for improvements. The tidal barrage is a large dam-like structure built at the mouth of a bay, stream, or estuary which experiences a large tidal range. It allows water to flow into the basin through the sluice gates during high-tide and during low tide releases the water through turbines. Turbines trap the energy from the movement of water in and out of the basin. This method of collecting energy has many environmental benefits. Firstly, because tides come twice a day, a tidal barrage will supply predictable, consistent and emission free power. This method is able to collect more energy than tidal stream generators because it essentially converts the potential gravitational energy of the tidal range in an entire region into electricity. Although barrages are expensive to build, they can be conveniently built under existing bridges. This reduces cost and some impact on the natural surroundings. There are, however, many environmental concerns with this kind of operation. Barrages have a great effect on the surrounding ecosystem. One of the main problems with the construction of a tidal barrage is it can halt the flow of saltwater into and out of estuaries. This can negatively affect the resident marine life. Also, migrating fish are only able to pass through the sluice gates as the basin fills with water. When the gates close, the fish will swim through the turbines. Currently even the safest designed turbines kill fifteen percent of the fish that pass through. This can have a signification effect on the fish population. Finally, tidal barrages block sediment movement. This can causes an accumulation of sediment around and in the barrage which could impair its functionality. Also, by blocking sediment movement it decreases the turbidity in the basin allowing for an increase in phytoplankton which effects the food chain of the ecosystem. Lastly there is dynamic tidal power, a promising new idea with great potential. A large barrier, perpendicular to the coast, is built out from the shore and an adjoining barrier is built along the far end of the first barrier making a â€Å"T† shape. This barrier blocks the acceleration of the tides parallel to the coast creating a difference in the water levels on each side of the barrier. A series of turbines installed in the dam can convert the potential energy of the higher water into electricity. The main difference between this source of tidal generation and the others is that to be economically viable it must be over 30 km in length. This is because the power output is proportional to the square of the dam length. The idea was proposed by Dutch coastal engineers Kees Hulsbergen and Rob Steijn. It has only been tested in computer simulations. Dynamic tidal power like the other types of tidal generation is emission free and resource independent. The environmental benefits of this method over the others boil down to the huge amount of energy that can potentially be generated in coastal regions. Even though it must be built on such a large scale, simulations project that it could potentially generate and 8GW of installed capacity which is thirty percent more power than the Bruce Nuclear Generating Station. If two are built around 200km apart an almost constant stream of power can be generated. Also beneficial is that the dams dont require a naturally high tidal range like both tidal barrages and stream generators. So countries like China, Korea, and the United Kingdom could potentially generate huge amounts of power. It is estimated China alone could generate over 100 GW of power. The environmental risks of dynamic tidal power is mostly in the construction of such a large structure. The building of something so massive wastes a lot of fossil fuels. Also, a barrier of that size could disrupt migration patterns of aquatic animals. Although as the barrier does not seal anything off sea creatures can always swim around. Each method has its own benefits and detriments. Tidal Stream power although not harming to the environment returns the least power, tidal barrages have the capability for large scale power generation they can hurt the ecosystem they are uses in, and dynamic tidal power which can be used to generate large amounts of power in many coastal locations is very very costly to implement and has never been tested. One method does not replace the other as they all are operate in different conditions. Development of this new technology is important and must be continued.

Aztec Civilization Essay -- essays research papers

The Aztec Indians created a great civilization in Central Mexico, reaching its peak in the 1500’s. Being late arrivals to the area, and because of their strong neighboring nations, they were forced to live in the swampy western areas of the Lake Texcoco. Because of the swampy surroundings, the Aztecs used mud to create miniature islands in the swamps. These islands are called chinampas, or “floating gardens,'; and were used as farming lands. On these fertile islands they grew corn, squash, vegetables, and flowers. Being an agriculturally dependant empire, the Aztec’s religion was based highly on the forces of nature and worshipped them as gods. The god of war, Huitzilopochtli, was the most important deity. They had many other important gods, such as Tlaloc, the god of rain, Quetzalcoatl, the god of wind and of learning, and Tenochtitlan, the sun god. The Aztecs believed in order to appease these and many other gods that they needed to perform human sacrifices. The main purpose of the great Aztec pyramids was, in fact, human sacrifices. They also believed that there were “lucky'; and “unlucky'; days for baptism and to declare war on, which were decided by a priest. Most art and architecture in the Aztec civilization was based on their religion. There are many brightly colored murals and paintings on walls and on bark which depict religious ceremonies, along with large idols of gods. One of the most amazing and famous of the...

Graduation Speech -- Graduation Speech, Commencement Address

Welcome, class of 2012. Today I'm earning my Associate of Science degree [and let me tell you it feels great]. This fall I'll be studying physics at State University. I'm so proud to be graduating with you here at Northern Community College. Tonight, we're here to celebrate our accomplishments [and you know we deserve it!] May we not forget how far we have come, and let us look to the future and continue to push ourselves to reach for our dreams and goals. Some time ago we took that all so important first step. We recognized the VALUE and significance of our educations and determined to better ourselves, and today each one of us has achieved an important goal. Congratulations to all of you. I know that it was not easy. Many of us had our doubts when we came to this campus. We worried that we were too young or too old. We may have been afraid because it was the first time we'd ever been on a college campus. Maybe we didn't think we could handle the math, or the writing or the computers or what ever it was we told ourselves we could not do. However, we took the first step and came here to Northern Community College because we saw an opportunity: to learn, to grow, to stretch ourselves in order to improve upon our abilities and rise to that next level. Today, Northern will award approximately 1900 degrees or certificates. These students reflect a great diversity, something we should be very proud of here at Northern. We have students graduating tonight that represent many different cultures, and the one thing we all have in common is that we all had hopes of a better life for ourselves and our families and we knew that self-improvement was the only way to achieve this goal. And we stuck with it. We overcame; we so... ...orth your precious time to do what you love. So what is it that you're passionate about? Are you pursuing your passions? Are you passionate about what the future holds for you in your new career? Only you can answer this question. I have agonized for quite some time over this and have concluded that I will NEVER, ever, regret following my heart. In closing, I want to acknowledge that we could not have done this without the instructors and staff here at Northern Community College or our family and friends. So, thank you to all those people on campus who gave us their time. Thank you to friends who believed in us. Thank you to family members who encouraged us. Thank you to community members who supported us with scholarships and other opportunities. Thank you all! Again, Congratulations to the 2005 Graduating Class of Northern Community College!

Impact of Social Networking Sites on First Year Multimedia Arts Program

Introduction Today, young people around the world have been using social networking sites with their own different purposes. The main purpose of social networking sites is communication. It is likely believed that social networking sites have greatly improved communication especially for people who have their loved ones abroad. Some people spend most of their time on social networking sites, specifically Facebook and Twitter. Studies show that most young people or teenagers are addicted to these social networking sites. Needless to say, it is not healthy to spend most of our time on social networking sites, especially for teenagers who are supposedly using their time to study. As Coyne (2010) mentions in his research paper â€Å"It’s hard for most college students to remember a time before social networks. Half of Facebook’s 500 million users will log-in on any given day. On the same day 65 million tweets are sent. The last 10 years have witnessed major advancements in global commu nication. It appears fiction has become a reality.† Social networking sites can also affect social behavior. It can either improve or hinder an individual’s social behavior. In the Philippines, where most teenagers use social networking sites, such as Facebook covered 12 percent of all active users according to statistics. Most of these teenagers are dependent on social networking sites in engaging any kind of relationship with someone. It is often that an individual would be socially awkward in public if he/she is dependent on social networking sites and reluctant to personal interaction. Regardless of being so dependent on social networking sites, this may also improve an individual’s relationship with one another. As said by Boyd (2007), internet... ...ocial Network Sites: Definition, History, and Scholarship. Journal of Computer-Mediated Communication. 13(1) Coyne, E. (2010). http://ecoyne.blogspot.com/ Haythornthwaite, C. (1996). Social network analysis: An approach and technique for the study of information exchange. Library and Infor ¬mation Science Research, 18, 323-342. Kuppuswamy and Shankar. (2012). http://www.infotoday.com/searcher/jul07/reid_grey.shtml Ruffes, V. (2010). http://jhands.wordpress.com/2010/12/08/social-networking-research- paper/ Sundà ©n, (2003). Social Network Sites: Definition, History, and Scholarship. Journal of Computer-Mediated Communication. 13(1) Trusov, M., Bucklin, R.E., Pauwels, K. (2009). http://www.emeraldinsight.com/bibliographic_databases.htm?id=1819982 Wiley and Sisson (2006). http://scholarworks.umass.edu/cgi/viewcontent.cgi?article=1279&context=gradco nf_hospitality

Nvq 5 Equality and Diversity Essay

Champion Equality, Diversity and Inclusion Unit 503 1.) Understand Diversity, Equality and Inclusions in own area of Responsibility 1.1) Explain Models of practises that underpin equality, and diversity and inclusions in own area of responsibility. see more:models of practice that underpin equality diversity and inclusion The social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitudes and their surrounding environment. Society often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. Medical model of disability which views adults has having an impairment or lacking in some way Person centred – views the person as individual and unique and places the person at the centre of there care whether this be physical, psychological, social, spiritual. Qualities, abilities, interests, preferences and needs. Offering the personal whole involvement in there care and input to completing there support plan and how they like to receive this, where they want to live and who with. As a manager I am responsible for ensuring that the ethos within the home promotes equality and diversity through training, policy and procedures, support plans and health files. In line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998 And enable staff to have the confidence to challenge discrimination. Ensure that all care and support is personalised – individual having control of own personal budgets. There is partnership. Support is delivered in partnership with individuals from communities. Voluntary and private sectors the NHS and housing. Protection. Safeguarding against the risk of abuse or neglect 1.2) Analyse the potential effects of barriers to equality and inclusions in own area of responsibility Lack of finance Independence Language Attitude Isolation/Segregation Lack of Access Fear/Ignorance BARRIERS Social Myths Offensive Images of Disabled People. Lack of education Adapted housing Lack of employment Over protective families Labelling Prejudice Lack of anti Discrimination Legislation 1.3) Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility As a manager the impact of legislation on any service can only mean good things in promoting good quality care ensuring that all staff, families, friends and professionals are working together and putting the service user at the heart of service provision, eg providing active support, promoting individuals’ rights, choices and wellbeing, anti-discriminatory practice, empowering service users; dealing with tensions and contradictions; staff development and training; practical implications of confidentiality, eg recording, reporting, storing and sharing of information. Active promotion  of anti-discriminatory practice: ethical principles; putting the service user at the heart of service provision, eg providing active support consistent with the beliefs, culture and preferences * supporting individuals to express their needs and preferences, empowering individuals, promoting individuals’ rights, choices and wellbeing; balancing individual rights with the Rights of others ; * dealing with conflicts; identifying and challenging discrimination Personal beliefs and value systems: influences on, eg culture, beliefs, past events, socialisation, * environmental influences, health and wellbeing; developing greater self-awareness and tolerance of differences; committing to the care value base; careful use of language; working within legal, ethical and policy guidelines 2) Be Able to Champion Diversity, Equality and inclusion 2.1) Promote equality, Diversity and inclusion in policy and practise. PCP- Support plans- This is to ensure all care is given as the service user would like to be supported and how they would like to be supported, when they would like to be supported, where they would like to receive support, by whom they would like to support them and there chosen way of support Regular Supervisions every 6-8 weeks- this is to monitor each staff member individually and monitor there practises and ensure that policy and procedures are being followed at all times and challenge this when staff are not following job description and guidelines and policies. Yearly Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. Staff Training and yearly updates- Staff training is very important in providing staff with the tools to complete there roles in line with the care standards and the safety of all staff and service users. And ensure that the staff demonstrate this in there role and performance which is monitored  through supervision and appraisals Regular updating of policy and procedures- it is important that all policies are monitored and regularly review of the contents to reflect the care standards, Health and safety, the Law and updates are made to reflect any changes in the standards and Law All staff to read and sign all policy and procedures yearly – Its important that staff read and sign the policy and procedures as this outlines there responsibility in health and social care to follow the standards set out and that there actions are lawful and in line with the health and social care act. They must be made aware of any changes and updates and they must demonstrate that they can follow the policies in there role they must read and sign every year to keep updated Weekly service users meetings- staff are encouraged to support all service users to plan and be involved in weekly service users meeting the meeting must be set out with clear goals all service uses must be given the opt unity to have input in the meeting and express themselves in a form of communication that they are familiar with and all meetings must be documented and must reflect on any completed actions from the last meeting .the meeting must contain sections on organisational changes, Home changes, changes to the staff team, health and safety, menu planning , activities planning, Personal section for service users to raise anything they would like to raise that is specific to them, any other business, and a good news section, service users forum Quarterly staff meetings –staff are informed of any o rganisational information, Health and safety, changes to policy and procedures or cqc information, service users information, staff forum feedback, any other business. Good news section Regular managers meetings-to keep the manager updated on organisational information,CQC information, look at paper work or new paper work to be implemented , staffing, HR, Training, Finance, Purchasing and supplying each meeting will include all manger from each home and area managers, operations manager, managing director, maintenance manager, finance manager, training manager, and HR manager, Regular senior meetings – this is to maintain consistency between each shift and ensure information is being passed between shifts and that both shifts are receiving the same information this can be organisational, changes to care, input or changes from professionals changes in support plans. Structures changes ensuring that all QA is being maintained ensuring that the cleanliness of the home is maintained and is kept safe. 2.2) Challenge discrimination and exclusion in policy and practise. Support plans- ensuring that all support pan reflect a person desires and wishes and are regularly monitored and challenge staff when record are not kept appropriately or followed correctly in line with the service users wishes and that there are no bad practises reflected in the care being given ensure that all support plan are written to reflect the persons dignity and that there wishes are respected at all times. Training- All staff complete training around discrimination and the effect this has on them as a staff member and how this is to be reflected in the care they will be providing to service users and give them the information to be able to challenge when practises are not followed or they suspect discrimination or abuse may be taking place. Staff must then demonstrate there knowledge in there working practise which is monitored in the home and the training is updated yearly and this will also work alongside our organisational policy and procedures. Supervisions-all staff receives supervisions every 6-8 weeks or weekly and monthly if the need arises this is to monitor performance and challenge any bad practise and helping to work on resolving any concerns in performance this allows the manager to support the staff to set up a training programme and look at expanding on there knowledge also look at working towards progression in there role. Concerns and complaints policy- all staff are trained on concerns and complaints and will read and sign the complaints policy we also follow our policy by providing a complaints and concerns file and guidelines to follow when making a complaint or raising a concern or supporting some with a compliment or a complaint if they so wish to make one this is without prejudice and is maintained with full co-operation and will be fully investigated and the person will be fully notified of any outcomes. Team meetings-reminding staff in staff meetings about policy and practises and informing the team of any changes to practises reminding staff about the complements and complaints file reinforcing the importance of the policy and the whistle blowing policy and what as a manager I espect from each team member in there role to providing support from discrimination or conflict. Reminding the team about our no tolerance to discrimination and  that all service users, staff, visitor must be supported in a professional manner in line with the policy and procedure and that this is monitored by managers and shift leaders and any concerns or complaint in this area will be taken very seriously and will be dealt with following the policy which could lead to disciplinary action being taken against staff member if it is found that they are found to be involved. Appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a pe rsons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. 2.3) providing others with information about * The effects of Discrimination * The impact of inclusion * The Value of Diversity Staff meetings Valuing People white paper Department of health Shift meetingsCare standards frame work Human rights act Job DescriptionEquality Act Policy and procedures Service users weekly house meetings CQCstaff forum Meetings Internet Managers meetings GSCCservice users forum Training local authority 2.4) promote others to challenge discrimination and exclusion Ensuring through recruitment that no applicant or employee receives less favourable treatment on the grounds of someone race, ethnic origin, religion, nationality, disability, gender, sexuality or responsibility of dependence this is reflected through the organisation through vigorous recruitment and selection procedures training in policy’s, supervision and appraisal processes Ensuring good levels of abilities and strengths and dynamiques in staff teams while Promoting diversity amongst the team. Good clear staff job descriptions and working guidelines Regular staff meeting and senior meeting to challenge areas of concerns and offer support and encouragement to other senior staff. Quality assurance. The impact and ongoing reviews of all policy and procedure are monitored on a regular basis by our quality assurance manager who completes 6 monthly audits on all the homes with in the organisation to ensure that all areas of the standards are being met and are regularly reviewed and clear evidence and record are shown. as a quality assurance manager they are responsible to ensure that the company is regularly updating on the latest information from the government and local authorities etc as a manager it is my responsibility to ensure they are implemented in to the home to maintain high levels of health and safety and good practises and high levels of care are received in line with the care standards. Legislation and key points| Policy and Procedures| Example of how policy and procedures are implemented in practise| Example of How Compliance is monitored in the work place| CARE STANDARDS CARE ACT 1990| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment | * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings * staff meetings * service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation meetings *  Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks | HEATH AND SOCIAL CARE ACT 2008| * Medications policy * Fire * Environmental health * Confidentiality * Health and safety * Finances * Food hygiene’s * Compliments and complaints * Infection control * Staff conduct * Pcp * Cosh * Abuse * Of vulnerable adults * Human rights policy * Bullying and harassment| * Compliment and complaints file abuse policy and risk assessment * Better food better business staff training * service user care plan * staff supervisions * medication policy * service user meetings staff meetings service users guide | * Monthly training updates * Monthly health and safety audits * Monthly quality assurance monitoring * Service users meeting and menu planning * Supervisions recording of daily menu in care plan * Daily completion of better food better business file * Team meetings * Regulation 18 meetings * Monthly service users audits * Monthly care plan audits * Monthly risk assessment audits * Monthly standardisation meetings * Monthly supervisions * Weekly medication audits * Weekly finance audits * Yearly service user health checks * Yearly service user reviews * Six monthly checks on hoisting facilities * Fire evacuations * Weekly vehicle checks medication signing in and out of control medication * Monthly monit oring of risk | INDERPENDENCE WELL BEING AND CHOICE 2005| * Care standards act * Valuing people * Advocacy * Health and safety * Finances * Abuse * Human rights| * Advocacy * Pcp care plan * Individualised finance plans * Activity time table * Service users meetings * Transition reports * Risk assessments * Involved in recruitment and selection * Personalised bedrooms * Choice of GP * Yearly medical reviews| * Yearly care reviews * Weekly finance audits * Monthly risk assessment and care plan reviews * service users questionnaires * Yearly medical reviews * Service users meetings * Health and safety audits * Monthly quality assurance audits * Monthly service user reports * Staff training | CODES OF CONDUCT| * Codes  of conduct * Human rights * Record keeping * No secrets policy * health and safety * coshh * Drug and alcohol policy * discrimination * Confidentiality * Bullying and harassments * Recruitment and selection * Disciplinary * equal opportunity * Abuse * finances| * Codes of conduct * Policy and procedures * Staff training * Supe rvisions * Induction * CRB * Staff references * Compliments and complaints * Statements of purpose * Risk assessments * Care plans * Team meetings * Red crier| * Monthly supervisions of all staff * Staff 12 week induction * Recruitment and selection * CRB * Yearly policy revise * Monthly staff file monitoring * Health and safety audit * Monthly quality assurance audits * Monthly training * Red crier training| DEPRIVATION OF LIBERTY SAFEGUARDS| * Deprivation of liberty * Human rights * Abuse of a vulnerable adult * Health and safety * Whistle blowing policy * Confidentiality policy * Discrimination | * Service users meetings * Choices of gender support * Pcp care plan * Mca assessments * Abuse risk assessments * Activity timetable foe each service user * Service users questionnaires * Advocacy * Policy and procedure * Staff training in deprivation of liberty and abuse of vulnerable adults * Incident accident reports * | * Monthly audits on accident incident reports * Monthly training and yearly updates for staff * Monthly reviews of all care plans and risk assessment * Policy and procedure revisited yearly * Monthly service users reports * Monthly health and safety audits * Advocacy * Yearly service user care reviews * Yearly health checks | SUPPORTING PEOPLE | * Advocacy * Pcp * Human rights * Deprivation of liberty * Compliments and complaints| * Pcp care plan * Weekly service user meetings * Advocate * Compliment and complaints file * | * Staff training in deprivation of liberty, human rights, pcp, complaints, safeguarding, * Monthly audits on abuse policy and service user risk assessments * Monthly care plan audits * Monthly meeting with advocates * Yearly service users reviews| VALUING PEOPLE | * Discrimination * Equality and diversity * Equal opportunities * Abuse of a vulnerable adult * Bullying and harassment * Human rights * Advocacy * Deprivation of liberty| * Pcp care plan * Advocacy * Risk assessments and care plans around family and friends * Communication care plan * Pcp finance  file * Key working meetings * Key working file and goals| * Advocacy meetings * Monthly reviews of care plan and risk assessments * Staff training * Health and safety audits * Family contact * Service users meetings * Service users and family and friends questionnaires * Monthly key working meetings | 3.) Understand how to develop systems and processes that promote diversity, equality and inclusion 3.1) Analyse how systems and processes can promote quality and inclusion or reinforce discrimination and exclusion * Using relevant legislation; ant discriminatory practice to combat Racism, -Help to provide and implement policy and procedure by following legislation provided by government and cqc * Ageism-as an organisation we can monitor this by providing a policy and awaness amongst the staff team and ensure our own practises reflect this by ensuring a robust recruitment process that promotes the policys * Sexism-the organisation will combat this by providing a robust policy and reflect this in our practises and processes with regular monitoring and providing good systems to challenge sexism with in the company. * In-house policies-all in house policies will be written and implemented with a no tolerance to discrimination with in the organisation with clear procedure to combat any discrimination that may be suffered by a vigorous complaint and whistle blowing procedure , all staff will work and follow all guidelines set out, training will provided with yearly updates * Codes of practice- support organisations to provide clear working guidelines for staff to prevent discrimination and providing quality care while ensuring that all staff and service users are supported in a diverse environment and are respected and provided with full support in an environment that is of benefit to there support and needs and promotes there wishes and desires without discrimination and all information and care is supplied in a confidential manner in line with the data protection act. * Audit of practice-As the manager I am responsible to ensure that all care is monitored and the quality of care and service provided is to a high standard in line with care standards. and this is monitored regularly by revaluating policy and procedure updating information in line with care standards 6 monthly visits from quality assurance manager who will look through everything and evaluate against cqc requirements to ensure we are covering all areas. If we comply then we are given a percentage if we are not fully compliant we are given dates to ensure that this is completed then revisited by QA manager. * Staff appraisals- This is to monitor yearly progress of each support worker and offer a planned goal set for the following year to promote a persons abilities and training needs also to support progression in there role. the appraisal looks at the progression over the year looking at training and performance and encourage support on areas of weakness. * Client/family questionnaire actions from questionnaire results – yearly questionnaires are sent out to families to monitor the quality of the care provided .service users also are supported to complete this questionnaire also a questionnaire about the menu and choices available ect once the questionnaires are gather as the manager I will look at any areas that require actions or areas that may be of concerns and look at rectifying this staff are also given a questionnaire to look at what support is provided and how we can make changes to provide better support to staff. * Sharing good practice and partnership working- communicating clearly with other managers and homes and sharing ideas. proving support to outside agencies providing information working tom consistent plans when supporting service users this can be done during managers meeting, QA visits etc professional meetings friends an family visits. 3.2) evaluate the effectiveness of systems and processes in promoting equality and diversity and inclusion in own area of responsibility. * Specific improvements to individual Service Users/staff –monitoring through team meeting and supervisions, reviews * Health- this can be monitored through regular heath checks and monthly service users reports staff meetings and supervisions, service users meeting and key working meetings. care plan reviewing * Self esteem-evaluating changes to service users moods and input in to involvement and challenge this look at this with gp as could be medical set some goals have a review meeting with care manager and possible advocacy maybe an agreement to how the service users is involved and participates. * Self-concept-this can be monitor through questionnaires and family questionnaires , family communication, service users meeting, key working meeting * Staff happiness and productivity- this is monitored through evaluating paper work and structure with in the home. Supervision, appraisals questionnaires , sickness levels and staff moral * Timescales-are monitored through regular meetings and supervision to monitor progress * Effective communication of others- checking that the system in place are being used correctly and that staff are following guidelines set out reviewing this through team meetings and supervision monitoring performance of individuals etc * Evaluations and use of for reforms in processes and systems- regular monitoring and evaluating team meeting getting staff on board with system monitoring to ensure that they are working and that staff are finding them useful tools or reviewing the way they are used 3.3) Propose improvement to address gaps or shortfalls in systems and processes. As a manager I am responsible for monitoring and making changes in areas that require changes in the care we are supporting, I do this by evaluating weekly monthly and arranging meetings encourage staff involvement ensuring any shortfall mare addressed to a timescale and making sure that the team are involved to make it productive * Plans * Team meeting * Roles and responsibilities * Timescales * Audit policy reform * Allocation of resources 4.) Be able to manage the risks presented when balancing individuals rights and professional duty of care. 4.1) Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. As the manager I have the responsibility and duty of care to ensure the service users are receiving good quality care in line with the care standards while promoting independence and PCP, I am also responsible for positively representing Dolphin homes and I do this by ensuring that all staff , visitors and service users are fully supported in a positive manner in line with care standards and staff are provided with guidelines and policy and procedures that maintains there safety and the safety of the service users and home while promoting individuality, friendly supportive environment and offer guidance freedom of speech and offer support to staff to grow in there role and promote progression . Providing and supporting staff with training ensure all staff receive 6-8 weekly supervisions and yearly appraisals often there are areas of conflict but as a manager I have to manage this in a professional manner that is non detrimental to the service users and staff where possible. Below are areas where this can happen and the impotence of following policy and procedure available and regular monitoring? * Confidentiality versus disclosure * Protection issues relating to individuals and to communities * Sharing data between professionals * Conflicts between principles of good practice and the values of others this can be very apparent where families are heavily involved in there child’s care * Rights and responsibilities of users of the service versus care workers and others * Challenging behaviour * Conflict * Facilitator * Advocate * Advisor * Counsellor * Mentor * Personal values and beliefs; * Legal responsibilities 4.2) explained the principles of informed choice. Is that everyone has the opportunity to make choices that will effect them as a manager it is very important that all service users are given this opportunity to do this in a form of communication that they understand. And judgment should not be considered informed choices must be proven to be provided where possible and be non conflicting from other individual unless proven to be in the best interest of the service users however evidence should support this. Below is a list of people who may be involved in making choices and what is considered when making choices and how the choices will be implemented . * Professional * Family * Individual * The elderly * Enabling environment * Supporting others to make informed choices about the services they receive making an informed choice * Implementing an informed choice * Decision making for both short term and long term * Culture * Values * Views * Unbiased information * Evidence-based information * Options 4.3) Explain how issues of individuals capacity may affect informed choice. Below is a list of concerns that may contribute to the capacity of an individual around making informed choices and how this would be considered. This is done in the best interest of the person and is without prejudice. * Physical health * Mental health * The law * Social class * Culture * Religion * Age * Ability * Gender * Location * Family support * Carer support * Social mobility * Communication and interpersonal skills * Education * Financial situation * Criminal background * Social Background 4.4) propose a strategy to manage risks when balancing individual’s rights and duty of care in own area of responsibility As the manager it is my responsibility to ensure that in the interest of the service users choices are considered in the interest of the individual and that this process in only followed once the following have been assessed first, this provides evidence that the person has been fully supported in all areas by the home before decision are made * Risk assessment * Appropriate procedures * Action plans * Team meetings * Monitoring and review; * Relevant legislation; * Roles and responsibilities; * Partnership working to include family and friends * Staff job description * Quarterly questionnaires * Compliments and complaints * Staff forum meetings * Monthly service users meetings * Training * Policy and procedures * Supervision * Appraisals * Service user’s reviews * PCP Meetings * Health Review * Advocacy

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