Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome.
Assess the strengths and limitations of unstructured interviews for investigating the effects of streaming Unstructured interviews have advantages and disadvantages and as a qualitative method they are expressed through words and relay peoples thoughts and feelings. Unstructured interviews are interviews that don't have certain questions meaning its more free and relaxed. They give us a clear understanding of the interviewees because we use their answers to help us figure out the next set of questions, therefore becoming more appropriate and relevant. However, using unstructured interviews can also cause problems, for example, they take a long time to conduct. When looking at the advantages and disadvantages of using unstructured interviews to investigate streaming, we need to look at how this can effect the pupils.
It may be difficult for outsider negotiators to establish relationships of confidence and trust with members of these national cultures. Hofstede (1980) identified the United States, Scandinavia, and Singapore as having a higher tolerance for uncertainty. Members of these national cultures tend to value risk-taking, problem-solving, flat organizational structures, and tolerance for ambiguity. It may be easier for outsiders to establish trusting relationships with negotiating partners in these cultural contexts. The national culture of a member also differs in terms of the dimensions of individualism/collectivism.
If effective communication is not present in a marriage, then the relationship will suffer and slowly weaken. On the one hand, to have an effective communication with one's spouse, one should try to be as open as possible by revealing all emotions and feelings. There is nothing wrong with a little over the top appreciation which always works and is the best way to foster open, loving authentic communication, for example, using “please” or “thank you so much for doing that!” On the other hand, we have to avoid being inauthentic as we must not cover up our feelings and not trust our partner to be mature enough to manage their response to "no". What is more, focus on the negative, and being impolite, as well as a win-lose attitude that pride ourselves on being a pit-bull, taking things personally, finger-pointing, finding fault and needing to have the last word is also a maker of this lack of communication. As Zygmunt Bauman says in his book Liquid Love “We belong to talking, not what talking is about .
This may be tested by changing the philosophy. A changed philosophy should cause the objectives and goals to change and by extension, the method (or implementation strategy). The ‘learnings’ to be gained from the concepts above would tool and allow an inquirer to surgically review and contextualize the operations of an organization. The prospect of discovering whether much attention has been given to the development of goals and objectives could be easily ascertained. The process would also allow for the determination of the most appropriate methodologies for the given project.
This study has found leadership, communication and participation as three essential elements to managing resistance to change programs. All stakeholders such as leaders, suppliers and customers need to be involved for change initiative success. Transformational leadership creates important changes through inspiration to improve individual and group performance, therefore critical to effective organisational change. Transformational leaders that display emotional intelligence can expect a follower’s agreement and greater accomplishment compared to other leadership styles. A real life example of successful transformational leadership is included.
Vroom stated "people consciously chose a particular course of action, based upon perceptions, attitudes, and beliefs as a consequence of their desires to enhance pleasure and avoid pain" (Vroom, 1964). The expectancy theory of motivation has three key components and focuses on three key relationships as well. The three key components of the expectancy theory of motivation are expectancy (effort-performance relationship), instrumentality (performance-reward relationship) and valence (rewards-personal goals relationship). The first key component is expectancy, which is the belief that if a worker can output a higher level of effort they will achieve better performance. An example of expectancy would be “if I work harder at work will I produce more than my co-workers”?
2) - Fostering of transformational learning that is the critical reflection is defined as the historical, geographical and cultural reasons for one’s own needs, wants and interests. 3) - Promotion of emancipatory learning and social actions. In a workplace environment, it combats with dysfunctionality and taken for granted assumptions and therefore, enhance their work performance in unproblematic manner. Reflective thinking that directs on the concept of knowledge critically helps people in improving organizations financial bottom
As James Rachels said, “Cultural Relativism might be true, but it might lead to some consequences, such as no longer being able to say that the customs of other societies are morally inferior to ours, or we could decide whether actions are right or wrong just by consulting the standards of our society and even the idea of moral progress would be called into doubt.” Cultural Relativism has some good advantages; it helps us to keep an open mind about other people´s beliefs. On the other hand, Cultural Relativism is not a good system that should be followed by each culture separately because there are some universal rules that should be followed, for instance no murder. Laws should be created under morality, and they might not be perfect, but they are the best rules that we as humans have. Even though societies still have arguments about their beliefs because it is impossible to have complete peace because of our differences. For example, For the Greeks it was believed that it was wrong to eat the dead, whereas the Callatians believed it was right to eat the dead, or the Eskimos saw nothing wrong with infanticide, whereas Americans believed infanticide is immoral.
However, I believe this misconception distorts the truth because an introverted personality actually qualifies for leadership in our current society. From this reason, I think introverted people are good enough to become a good leader. First of all, what is introverted personality and why introverted people are blamed by other people? As we know introverted person is more consideration for other party than extroverted. But it is not a problem who wants to become a leader.