Early Intervention in Childrens Services free essay sample

Analyse why there is a policy emphasis on Early Intervention in childrens services. What are the implications of this for different types of services for children, young people and families? This essay will begin by explaining what social policy is, briefly identifying the history behind it. In order to demonstrate why there is a policy emphasis on Early Intervention, there will be a focus on the underpinning values and assumptions of the different political parties, whilst analysing factors that influence social policy such as media influence, social constructions of children, young people and families, government spending and evidence based research. The implications of this on different types of services will be examined by identifying the impact of early intervention on priority funding, restructuring and retraining workforces and stigmatisation. Also different government priorities and varying implications on the same service provisions across the UK will be considered, as well as the effects of labelling and exclusion resulting from early intervention. Finally the diversity of childrens experiences will be discussed. Social policy deals with social issues, through local and national government guidelines, principles and legislation. Therefore politics influences social policy, which determines the services of our welfare state. The post-war 1942 Beveridge Report was significant in developing social policy in the UK with the introduction of health reforms based on universality and the ideology of a social democratic welfare state. Fundamentally the state took responsibility for the welfare of children and families. Conservatives were in power from 1979-1997, during which they sought to change public reliance on the state through encouraging them to take more responsibility for their own welfare, by reducing the provision of state services. When Labour came in to power in 1997, they attempted to find a balance between state and market provision. At the end of power in 2010, New Labour left a legacy in a major development of social policy, that being Early Intervention in childrens services. There is a policy emphasis on early intervention in childrens services due to underpinning government values which affect how resources are distributed and who in society is deemed to need these resources. New Labours value in the child as citizen-worker-of-the-future (Lister,2003) influenced their social policies, which prioritised early intervention as a more preventative, long term solution to social problems such as crime, unemployment and poverty. For example, the introduction of the Green Paper, Every Child Matters(ECM), an initiative formed to improve childrens lives, shaping the EYFS curriculum to ensure every childs right to grow up safe; healthy; enjoying and achieving; making a positive contribution; and with economic well-being'(DfES,2008). This portrays how social policy contributes to shaping childrens lives and why there is an emphasis on early intervention, for example, the need for children and families to understand the value of education in the wider world will be advantageous to their development and future. As highlighted in MP Graham Allens (2011) Early Intervention report discussed in Appendix 1, it was believed that such initiatives would establish a healthy social and emotional development in infancy and therefore would break the intergenerational cycle of dysfunction and under-achievement. Department for Work and Pensions,2009 in Appendix1) Therefore it could be said that early intervention policies do not take the wider social structural context into consideration. This indicates how the media is indirectly responsible for shaping social policy, through influencing thoughts about support and services affecting children, young people and families. For example, the introduction of ECM and the Children Act 2004, a legislative base for many reforms, focussed on improving professional support for vulnerable children and those in need. These initiated from the Laming Report (2003), the inquiry after the death of 8 year old Victoria Climbie in 2000, due to debates arising in media discourses.. focussed upon a general criticism of Social Services as a controlling body. (William-ThomasFound,undated in Appendix1) In addition, the media also contribute to the social constructions of children, young people and families by the type of language used, describing youths as hoodies for example, stereotyping and providing exaggerated discourses, such as what is classed as anti-social behaviour. Such ideas and assumptions influence society and governments social policies reflect this. The effects of the mass media is therefore an example of why there is an emphasis on early intervention policies. The importance of child-centred practice in Early Years, multi-agency working and parenting support are clear government values that underpin early intervention policies. Evidence of cross political party support is portrayed through the New Labour Sure Start initiative surviving a change of government. The Sure Start childrens entres programme is an example of effective multi-agency working and parent support, underpinned by the idea that childrens experiences at a young age affect their quality of life and also their future lives. This initiative was launched in 1999 in a belief that such early intervention would tackle inequalities and social exclusion, whilst lifting children out of poverty and promoting social mobility. This supports the theory that every social problem common in developed societies. has a single root cause: inequality. WilsonPickett,2009) For example, by offering core services such as childcare and before/after school clubs, more people could work, providing an income to improve child poverty and social mobility. This would also mean people would require less state benefits, freeing up government spending in this area to put into early intervention for example. Services offered through Sure Start are delivered using evidence-based interventions, for example the Family Nurse Partnership which originated from the U. S. Nurse Family Partnership with proven results in promoting child development and offering parenting support to new parents. (Department for Work and Pensions,2009 in Appendix1) Sure Start itself was evidence-based from the success of the U. S. Head Start programme, driving forward New Labours parenting agenda based on a principle from their 1997 election campaign that what matters is what works (Davies et al,2000). Therefore there is an emphasis on early intervention due to researched evidence that early intervention policies work and have been successful. However the parenting agenda could actually be responsible for contributing to the change in the state from a welfare state to a therapeutic state, therefore it could be said that this policy emphasis on early intervention has prioritised the future of children over their immediate welfare requirements. For example, funding for the universality of Child Trust Funds may have been better spent on more targeted and specialist services for children in need. There are many such implications on different types of services for children, young people and families. For example, some early intervention policies aim to move responsibility for childrens services to education, therefore childrens welfare, family and community issues have essentially become a focus for schools. (Department for Work and Pensions,2009 in Appendix1) However combining care and education involves being able â€Å"to recognise the difference between the world of the family and the world of the classroom† (Evans,2006), but not all educational practitioners are well enough trained to do this. Surely, if Social Services, dedicated to safeguarding and child protection failed on several occasions with cases such as Climbie, Holly and Jessica, and Baby P, then maybe combining care and education could be too complex and therefore less effective. This indicates there could be some disadvantages in the emphasis placed on these policy directions, as there is more pressure on childrens services to implement the new strategies, and follow additional policy guidance and frameworks, whilst undertaking workforce reforms to retrain educational practitioners to be skilled care practitioners too. Department for Work and Pensions,2009 in Appendix1) This inevitably also effects funding available for other services. For example, the Welsh Assembly Play Policy implemented under New Labour government in 2002 to provide a universal service for children to access a broad range of quality freely chosen play opportunities (Play Wales,undated), based on the value of play in childhood and the importance of children in our society. (Welsh Assembly Play Policy, 2002) However in 2010 the Coalition government has frozen grants to 132 councils (Richardson,BBC2010), which indicates that there are other priorities in government spending. Similarly there are also current proposals to close down some Sure Start childrens centres, (BBC,2011) whilst also decreasing the provision of different types of services they offer, more specifically universal services, as Coalition government values suggest that Sure Start services should be more targeted and specialist, therefore available to those that really need them. (The Conservative Party,2010). New Labour failed to do this by wanting it to be non-stigmatising through its universality (Clarke,2006), hence the socially excluded and lone parent families it was aimed at didnt get as involved as they wouldve liked. Therefore an implication of government emphasis on early intervention is the fact that New Labour didnt hit their core constituency, as middle class families took advantage of its universality. However under Coalition government it may now become stigmatised, hence services becoming more prone to not being used, thus ineffective. The implications on the governments emphasis on early intervention is evidently effecting targeted services for youth offenders in Wales. Due to a lack of money to accommodate youth offenders in institutions n Wales, they are isolated by being housed in secure units based in England, for example Ashfield, in Gloucestershire. The Welsh Childrens Commissioner believes this separation from their families adds to the pressure. This suggests that other services, such as Youth Justice, are seen as less worthy than early intervention. For example, Wales was the first country in the UK to appoint a Childrens Commissioner in 2001, with the first one not being appointed in England until Professor Al-Aynsley Green in 2005. Childrens Commissioner for England,2010) Therefore Welsh children and young people have benefited from this universal service of a childrens commissioner, acting in their best interests from the influence of the UNCRC, four years before English children and young people, which also portrays the priorities of government spending in early intervention in different areas of the UK. There is therefore an indication that implications on the same childrens services varies across the UK. For example Parenting Orders, a New Labour initiative introduced in 1998, targeted at youth offenders and their parents to offer support by first attending court. However in Scotland this never materialised, as local authorities found it to be punishing, therefore ill-suited to welfare reform. Other implications on targeted services such as Parenting Orders, resulted in parents feeling labelled as a bad parent, having poor parenting skills and therefore it made little impact on their relationships with their families, nor on their childs level of offending. Targeted services also tend to include and exclude certain members of society. For example, Parenting Orders tend to be issued to mothers, lone parents and those most socially and economically disadvantaged. Just as Sure Start initiatives provide services more tailored around mothers, for example breast-feeding sessions and therefore fathers feel excluded as the childrens centres are womens places (NESS,undated). Therefore government emphasis on early interventions, although proposed to be advantageous, are not always beneficial to those children, young people and families that they are aimed at and doesnt always reach all children either. It is therefore important to consider the diversity of childrens experiences too, as not all children experience services the same. For example, early intervention was thought as a solution to give all children a good start in life, but there are children in society who through disability, ethnicity or culture for example may experience early intervention differently. Such as gypsies and travellers, whose culture fears outsiders of their own communities, hence there is a resistance to accessing the early intervention services available to them. Therefore early intervention policies are not always meeting aims to access those who need it most and maybe concerns of discrimination and awareness of diversity should be more significantly addressed within social policies, in order to make them more effective, thus services more accessible to all. However, on the other hand the government has recognised this and proposes to do more. For example, there are plans to improve outcomes for disabled children through three priority areas; empowerment, responsive services and timely support, and improving quality and capacity. Department for Education,2010 in Appendix1) Not only will more specialist services such as the Transition Support Programme be implemented, but the government also want disabled children to be able to benefit from universal services, by improving the benchmarking of early intervention practices. Therefore the implications of government emphasis on early intervention is increasingly considering the diversity of childrens experiences and therefore a more effective and efficient provision of policy, practice and services to address inequalities and promote childrens rights. Department for Education,2010 in Appendix1) In light of this analysis, it is evident that government emphasis on early intervention is underpinned by ideas and values that are shaped by various influences in society, the discourses of which are portrayed in social policy. Although political parties share some of the same values, their manifestos are produced with differing ideas on how best to implement early intervention and often with conflicting priorities surrounding the types of services which should most benefit children, young people and families.

Revenge In Hamlet Essays - Characters In Hamlet,

Revenge In Hamlet Revenge. Revenge causes one to act blindly through anger, rather than through reason. It is based on the principle of an eye for an eye, but this principle is not always an intelligent theory to live by. Young Fortinbras, Laertes, and Hamlet were all looking to avenge the deaths of their fathers. They all acted on emotion, and this led to the downfall of two, and the rise to power of one. Since the Heads of the three major families were each murdered, the eldest sons of these families swore vengeance, and two of the three sons died while exacting their acts of vengeance, revenge is a major theme in the Tragedy of Hamlet. There were three major families in the Tragedy of Hamlet. These were the family of King Fortinbras, the family of Polonius, and the family of King Hamlet. The heads of each of these families are all slaughtered within the play. Fortinbras, King of Norway, was killed by King Hamlet; slain by sword during a man to man battle. "?our valiant Hamlet-for so this side of our known world esteem'd him-did slay this Fortinbras." This entitled King Hamlet to the land that was possessed by Fortinbras because it was written in a seal'd compact. Polonius was an advisor to the King, and father to Laertes and Ophelia. He was nosy and arrogant, and he did not trust his children. He was killed by Young Hamlet while he was eves dropping on a conversation between Hamlet and his mother. "How now! A rat? Dead, for a ducat, dead!" King Hamlet was the King of Denmark, and Hamlet's father. He had killed King Fortinbras, only to be killed by his brother, Claudius. "?My offense is rank, it smells to heaven; A brother's murder?" Each of these events effected the sons of the deceased in the same way, it enraged them. Every one of the three eldest sons had one thing in common, they all wanted revenge for a slaughtered father. In the time in which this play is set, avenging the murder of a father was part of one's honor, and had to be done. All of the three sons swore vengeance, and then acted towards getting revenge for the deaths of their fathers. Young Fortinbras was deeply enraged by the death of his father, and he wanted revenge against Denmark because of this occurrence. Fortinbras wanted to, by force, regain the lands that had been lost by his father to Denmark. "?Now sir, young Fortinbras?as it doth well appear unto our state-but to recover of us, by strong hand and terms compulsative, those foresaid lands so by his father lost?" Claudius sends messengers to talk to Fortinbras' uncle, the new King of Norway. He forbid Fortinbras to attack Denmark, and instead convinced him to attack the Poles to vent his anger. "?His nephew's levies, which to him appear'd to be a preparation 'gainst the Polack; But better look'd into, he truly found it was against your highness?On Fortinbras; which he, in brief, obeys, receives rebuke from Norway, and, in fine, makes vow before his uncle never more to give the assay of arms against your majesty." Laertes found out about his father's death, and immediately returned home. He confronted the King and accused him of the murder of his father. Claudius told Laertes that Hamlet was responsible for his father's death. He then decides to kill Hamlet to avenge the death of his father. He and Claudius concoct a plot to kill Hamlet. Hamlet dies of wounds from the poisoned tipped sword Laertes used. "?Hamlet, thou art slain?The treacherous instrument is in thy, unbated and envenom'd?" Hamlet was deeply sorrowed by his father's death. He spoke to a ghost, and this ghost stated that his father's death was a murder, by the hand of his uncle, Claudius. "The serpent that did sting thy father's life now wears his crown." Hamlet was astonished, and then swore vengeance for his father's death. He then proceeded to try and prove his uncle's guilt, and then finally kills him while he himself is dying of poisoned wounds inflicted by Laertes during their duel. "The point envenomed too! Then venom, to thy work?Here, thou incestuous, murderous,

Square Root Using Sequential Cordic Essays

Square Root Using Sequential Cordic Essays Square Root Using Sequential Cordic Essay Square Root Using Sequential Cordic Essay Square root using Sequential Cordic Assignment-2 Submitted to: Dr. Sumam David Dept. of Electronics Communication Engineering NITK Surathkal Submitted by: Rakshith Sharma 10EC87 Vikas Majjagi 10EC107 Mullapudi Srinivas 10EC99 Algorithm: This is implemented for a range of input values 0. 75 since Xin should be less than 1 for the bit notation we used. Here we use the vectoring Mode of CORIC and its Hyperbolic subcase to calculate Xout=sqrt(xin2 -yin2 ) And yout= 0 Bit notation: [MSB(sign bit)] . (bit 1 to 15 for +ve fraction)] If we use xin=M+ ? and yin=M -1/4 we can compute xout=sqrt(M). The other equations of the cordic remain the same ie, X(i+1)=x(i)+d(i)*y(i)*2-i Y(i+1)=y(i)+d(i)*x(i)*2-i Z(i+1)= z(i) – d(i)*a(i) where a(i)=tan-1 (2-i) In this case we use 16bit fixed point notation with one sign bit and 15 bits in Q15 notation. A total of 12 iterations are used to reach the result where y(i) is sufficiently close to 0 and x(i) is approximately equal to sqrt(M). In case of hyperbolic, it is necessary to repeat shift iteration number for 4 th and 7th iterations in order to make the series to converge. The final obtained x(i) is to be multiplied by 1. 207534056 to get the result. The flow chart for the algorithm implement in the VHDL code is as shown in the following page. d(i)=1 if x(i)*y(i)0 Y(i) has gone to 0(apprx) input M=0. 63998413 output X(i)=0. 80035533 Y=0? sh ift12 Yes No Yes X(i)=sqrt(M) Yes Check iteration number Shift=4 or 7? Shiftrep= 0? No No Shiftrep+1 Shift+1 d(i)=-1 No x(i)*y(i)

Hitlers first photograph Essays

Hitlers first photograph Essays Hitlers first photograph Paper Hitlers first photograph Paper In the second poem Hitlers first photograph, Szymborska is mulling over the infinite opportunities with which a child is presented. She, and we, know the outcome for this particular child, but the persona in the poem is unaware; this is why we call this type of poem a dramatic irony: Will he grow up to be an L.L.D.?, Where will those tootsy-wootsies finally wander?. She uses this to make us think that had he developed differently, the world might have been a very different place. The poet uses an innocent, naà ¯Ã‚ ¿Ã‚ ½ve and ironic tone in this poem to reflect that the persona is unknowing of what is going to happen: Spring sun, geraniums in windows; it is, however, sinister in some way: No one hears howling dogs, or fates footsteps and it therefore makes us feel a bit uncomfortable, even though we already know the outcome. Another way of expressing the unconsciousness of the future is by using simple and clear language, very maternal and innocent vocabulary: whose teensy hand is this, whose little ear and eye and nose, precious little angel, mommys sunshine, honey bun. As Szymborska does very often, simple language is used to describe more complex ideas such as this situation where she is trying to explain, despite her Polish roots, that Hitler was not evil when he was born, but he transformed along the years. She also uses Hitler because it is a famous example which everyone can understand, but it can be attributed on anybody: we all start being normal little babies, but with the years can turn to be anything just depending on chance and on being in the right/wrong place at the right/wrong moment. The structure of this poem shows the different aspects of life when Hitler was being born. The first stanza is asking questions about little Adolfs future, talking about normal jobs: printers, doctors, merchants, priests?; in this stanza all the lines are question except for one: Whose tummy full of milk, we just dont know, this emphasizes the uncertainty of his future, how in his early childhood he wasnt evil. The second stanza is about how was Germany when Hitler was being born: While he was being born, a year ago, a lucky fortune wrapped in rosy paper again shows uncertainty of the future, the poet is showing how there were no signs in the world that he was going to be the person who killed so many innocent people, it was just a normal spring day. The third stanza talks about a photograph that was being taken in the moment the persona is describing: the camera will click from under the black hood. The final stanza shows once again the unawareness of what was going to happen: Braunen is a small but worthy town- honest businesses, obliging neighbours, no one hears howling dogs, a history teacher loosens his collar and yawns over homework., this last sentence is trying to express that Hitler has changed History radically, but no one knew at the moment he was being born. Another way Szymborska is showing us that he was a normal child is by comparing him to other boys, using metaphors: looks just like his folks, like a kitten in a basket. By doing this she is demonstrating that he was, in fact, just normal, and that his parents had the same worries than any other parent.  With all these aspects in the poem Szymborska is basically trying to say that we are not born evil, but we might get to be evil with time and experience. It is a way of explaining that what happens to everybody during childhood and adolescence might change what we become.  In these poems, both poets are looking at the inevitable. One is saying that youth will fade and people become old, and that people will look nostalgically at their lost youth; the other makes us think that choices made in childhood and throughout our youth affect not only the person we become, but also the way we influence others, in this particular case the whole world.

Article Review Research Paper Example | Topics and Well Written Essays - 1250 words

Article Review - Research Paper Example Choosing this specific forensic discipline is because there are significant flaws in the justice system that needs repair. Many innocent people end up in prisons unfairly. There is no sufficient evidence to put them behind bars. It requires the government to act because they have a duty to protect the citizens. There are cases where inmates commit suicide. It is against the constitution for a person to take away his life. There are people who bear the blame for the suicides of the inmates. The common reason is convicting them for the wrong reason. The government always arrest people who involve themselves in drug abuse. To correct the criminal system, the government should categorise drugs as a national problem rather than a crime. According to (Lozoff, 2013), there are many drug inmates in prisons. The best idea is for the government to consider taking these inmates to a rehabilitation centre. Furthermore, making drugs a health problem is the main solution rather it being a justice problem. According to statistics, 62% of inmates are in prisons because of drug related issues. The drug problem is too complex for the government to tackle. It is common with the rich people. They have the necessary resources to bribe the law enforcers. In the end, the problem will never cease. The government has to find the cause of the drug problem. There are many reasons like poverty, loneliness, level of economy, etc. The government should address these issues. The lawmakers should change the laws concerning drugs. It will clean the justice system becoming efficient. It is important to separate serious offenders from petty offenders. It will create violent scenes in the prisons. Furthermore, it will make the non-violent prisoners turn to be violent. The state allocates resources to correct inmates behaviour. It will be a loss to the taxpayers money if the inmates learn bad behaviour

Web 2.0 and a Small or Medium-sized Business Essay

Web 2.0 and a Small or Medium-sized Business - Essay Example 19). One of the major and most important advancements of technology is the internet which has significantly changed people’s lives and how they do business. Specifically, internet has facilitated the development of social media and related developments under the banner â€Å"Web 2.0† which has been central to business operations in the recent times. Web 2.0 refers to the concept that uses internet network (World Wide Web) as a platform for sharing information, collaboration, user-centered design, and interoperability among individuals and companies (Lincoln, 2009, p. 11). Web 2.0 platforms give users the opportunity to collaborate as well as interact with one another as creators and users of content that is user-generated. This technology is revolutionary in the sense that it allows collaboration and interaction among users in a virtual community unlike other websites that limit consumers to passive viewing of the contents that have already been created for them (Elliot t, 2004, p. 27). Web 2.0 platforms include social networking sites, web applications, blogs, hosted services, and video sharing sites among others. The fact that social media has grown exponentially over the years means that no business can ignore it, as it is very critical to the success and performance of businesses (Shah, 2010, p. 16). This paper will discuss the potential of social media and related developments under the banner â€Å"Web 2.0† for helping a medium-sized business (Proxar IT Consulting) to communicate with customers and to share knowledge between its staff. Web 2.0 technologies use internet network (World Wide Web) as a platform for sharing information, collaboration, user-centered design, and interoperability among individuals and companies. Several studies have shown that Web 2.0 has a wide range of generic business benefits that emanates from the adoption of developments in web services, software as a service, and interpersonal computing (Nair, 2011, p. 46). The first generic benefit is that Web 2.0 can help a business improve its ranking particularly in the search result and therefore extend its presence onto other sites. This is important to any business in the sense that it builds high quality links to the company and therefore increases the exposure of the business (Chaney, 2009, p. 35). However, for this to be more efficient, the content should be made relevant to staff and existing and potential customers. The second generic benefit is that it helps in the brand management of the business and helps them to protect their reputation. Proactive use of Web 2.0 can remarkably help to build and find relationships with customers, as well as improve relationship between employees (Lincoln, 2009, p. 19). In addition, Web 2.0 is beneficial to businesses because it enhances relationships between the business, its partners, customers, and staff. Through social media, customers, employees, investors, and partners find the platform to inte ract and collaborate (Lee, 2010, p. 114). Another generic business benefit of Web 2.0 is brand awareness; it presents businesses with incredible opportunity to generate content that brands the company in good light and therefore generate brand awareness to the targeted audience (Elliott, 2004, p. 44). Social media has proved to be fundamental in building consistent presence and therefore enhances brand awareness for any business that uses it. More importantly, Web 2.0 technolog

Mexican Immigrants in the United States Essay Example for Free

Mexican Immigrants in the United States Essay Abstract Choosing to focus on the Mexican Immigrant in the United States workplace will help to develop an understanding of how organizational decisions insure the acceptance and inclusion of the group with those of the organization’s in-group creating a unified work environment. Chao and Willaby (2007) theorized that everyone had their own vision of how the world works and acting upon it based on what they have perceived as being true; sometimes the visions of others are difficult to understand or accept, which can cause strife and alienation in the workplace. According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee awareness; thus, beginning the journey for an all-inclusive and unified work environment. Mei and Russ (2007) identified that management’s objective should be to help organizational employees to establish a foundation of developing the core and cultural competencies that are critical to developing effective methods for advocating change and cultural blending. The results of this essay and the completion of employee interviews will help to heighten areas of self-actualization and ethnic and linguistic competencies of the author and all cultural groups she will be accountable. Mexican Immigrants in the United States Workplace Introduction Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their perception of the right way to live as a part of that world. Greenwood (2007) contends there are differing perceptions of how the world operates creates complex challenges when working to blend differing beliefs toward a unified environment. The following literature review focuses on raising the level of diversity consciousness as it relates to Mexican immigrants in the workplace. Deaux, Reid, Martin, and Bikmen (2006) identified that the Hispanic sociohistorical perspective provided significant information reflecting an independent group that is dedicated to their families and struggling to survive in an environment that often resents them being in the workplace. Parrado and Kandel (2010) contend the Hispanic group is one of the fastest growing minority groups that has magnified the supply of low-skilled workers. The author also identified the group’s struggle with linguistic challenges as being what prevented many from achieving educational needs, which exacerbates the group’s equality in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability have created diverse ethnic and linguistic challenges felt around the globe. Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a higher quality of life; others made their decisions based on a lower cost of living and others came only to make an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the onset and will become more complex in nature as the number of ethnic and linguistic minorities continue to grow. The qualitative study performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and unsafe working conditions, illegal methods of pay, work related injuries, and, finally, a consistent loss of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multicultural identity. Impact of Global Economy deCastro, et al (2006) provided that the impacts of a global economy are far reaching and have served to change the very fabric of cultural beliefs and community structures. The authors explain that many of the in-migrants see the expanding economies as a new and promising dimension of prosperity; while many of the native group believes it to be the portent of doom. For better and worse, everyone will have to learn about and from one another. Rizvi (2009) theorized the impact of a global economy as being realized in everyday activities such as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiri’s (2006) contentions of the global environment included the potential for cultural erosion due to a lack of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cultural norms in a manner that creates workplace inclusion. Chao and Willaby (2007) echoed Adu-Febiri’s thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world; the authors maintain, â€Å"†¦has no geographic, political, or cultural bounds† (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup: Globalization has encouraged many to dress the way the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups. Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic bias requires the expansion of diversity consciousness in the form of implicit cognitive awareness of management and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does not exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a significant understanding of all ethnic groups in the workplace. Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of diversity has worked to create demands that organizations determine and implement methods for effectively coping with workforce diversity. A number of theoretical viewpoints and studies identify common threads that include perceptions of inclusion or exclusion, fairness, social and organizational commitment, job satisfaction, and the overall sense of well-being. Another study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The study resolved there was a higher potential for bias and discriminatory practices when there was a lack of diversity consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from imbalanced group powers. The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more positive way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employee’s psychological sense of well-being and job satisfaction as it relates to employee performance. Echautegui-de- Jesus, et al (2006) identified that minority groups often perceive themselves as being threatened with the loss of their interpretation of the world; the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinson’s (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding diversity and the relationship between achieving a sense of well-being will be critical to the Hispanic group’s continued growth as a part of a global world. The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that greatly enhances an organization’s ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees raise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment. Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it required training, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding needs of diversity consciousness requires the identification of attitudes and implemented plans that will maintain and increase the common ground between all related to the workplace. The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating opportunity for shared diversity experiences that will increase diversity consciousness over time. The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees’ sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers’ job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult; however, establishing strong leadership that is committed to ensuring prior underrepresented groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munir’s (2009) article argued that the multifaceted workforce environment of the United States requires transformational management, laws ensuring equitable equality, and strong diversity training practices: Practices that encompass the perceived challenges of a Hispanic workforce. Most can agree the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the world’s workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups; the objective is to welcome and support each group equally so as to create a new unified environment. Robinson (2008) provided that efforts to blend diverse cultures can have both negative and positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical first step toward understanding how to make diverse cultures work together. The interviewing of three separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes. Greenwood (2008) explicated that cultural diversity affected each member of a work group; he also identified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects. Each of the three organizations interviewed believed strongly that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tap for contributions resulting from the perceptions of a multicultural workforce that is focused on one objective; the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011). Employer Attitudes The three organizations interviewed for the review work in the service delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a definition of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves. Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization; some of the differences are due to a lack of prior experience dealing with multicultural groups within the workplace. Appalachian Community Services (ACS) of western North Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program Manager for ACS was open to allowing a review and discussion of agency published agency policies as it relates to diversity initiatives of the organization. The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organization’s code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not seem to have a diverse base of employees within the agency. Mr. Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to even be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, â€Å"The organization holds what comes their way and whether or not it balances diversity initiatives is secondary† (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). ACS professionals participate with one another and with their communities to create a strong sense of inclusion and well-being; the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experienced represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape; however, the organization has been unsuccessful with attracting minority groups to the organization. ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris Regional Hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization. Janet Millsaps, Vice President of Human Resources explained the hospital’s objective for being ‘the place to work’ in western North Carolina. To fulfill the hospital’s objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the position or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented. Finally, all employees must read and sign an agreement to uphold the organization’s code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to share in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group; employees are expected to share and respect each other’s cultural beliefs as well. Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice House Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms. Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or four multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that outnumber the other organizational groups. Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organization’s diversity consciousness; however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures’ for guiding their respective organizations toward a balanced multicultural environment. ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education; however, the organization’s management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organization’s processes, nor was there a lot of organizational diversity noted at the time of the interview. The organization does not offer ongoing diversity training to their employees or professional staff members; however, the organization is supportive of community event attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospital’s commitment to diversity and individual needs is readily evident. The hospital’s staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being; the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities. Each of the professionals interviewed understood the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome linguistic barriers. Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would unify all employees (Ruane, 2010). Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice. Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment; both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups; the other two organizations claim they have not had applicants apply for available positions and both agreed they had not pursued any recruiting initiatives. Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group. Nielson and Munir (2009) recognized that the opening of dialogue in the workplace that addresses cultural myths and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally. An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an exception to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children. The stereotype of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican women’s abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted. Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body language represents the foundation of all cultures and it represents self-identification. Bernstein’s (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and somehow lacking; the group has been stereotyped by others believing the differences in language integrity means the group is less intelligent. Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entering the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned. Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more harmful forms of stereotyping; a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being representative of a cycle. First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups; most often, the competition is in the perspective of an in-group rather than the minority group. The next step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home. Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group. Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce; between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes. Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups. Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought; thus, bringing awareness of individual beliefs and value systems that can be blended with others. Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping. Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another. The objective of bringing everyone together in a workshop should be to make certain no one is alienated; it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received. Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. Conclusion As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world; the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States. The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group; some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran