Health and Social Care Essay Example for Free

Health and Social Care Essay Explain how a working relationship is different from a personal relationship 1. A working relationship is different because of boundaries, professional codes of conduct, employer policies and procedures. In your working relationship you would be friendly have a different approach treat with equality you would know your role and responsibility you would not share personal information as you friends. 2. You work with different people doctors family colleagues give examples of how these are different 3. As this sets out boundaries in your job role , enables you to know your role and responsibilities, knowing your own level of competence and skills, to know your job description Describe two types of working relationship in health and social care settings Relationships are probably the most involved and emotionally charged area of our lives. From the moment we are born we form relationships, each one requiring something different from us and giving us something different in return. In the health and social care setting there are many different working relationships. These relationships will include: colleagues, manager, other professionals such as doctors/district nurse, service users and their family and friends Describe why it is important to adhere to the agreed scope of the job role It is important to adhere to the agreed scope of the job role as this sets out boundaries in your job role, enables you to know your role and responsibilities. Knowing your own level of competence and skills, knowing your job description. How do you access full and up to date details of agreed ways of working in your line of work? Agreed ways of working is working within the rules set out by your employer. Following policies and procedures of the company. Important to have up to date agreed ways of working as there may be changes in policies within the law. Your company may have to implement them to help protect the vulnerable Explain two way it is important agreed ways of working at your work place When people are deeply upset about something, they need to get their story out. This is a basic principle of mediation and one that’s important to remember. Often in a conflict, the parties are so focused on minutiae that they lose sight of the big picture and its implications. As the mediator, you need to bring people back to reality by wrenching their attention away from the grain of sand and having them focus on the whole beach. Doing so may help resolution arrive at a startling speed. Explain two way it is important to work in partnership with others Partnership can be formed between a number of individuals, agencies or organisations with a shared interest. Partnerships are often formed to address specific issues and have a common reason for working together and could often formed to target a short or long term issues. In order to achieve a good partnership partners need to communicate, co-ordinate, co- operate. There are two types of partnership working: multi agency working and integrated working. Multi agency working and an integrated working Identify skills and approaches needed for resolving conflicts Increased understanding: The discussion needed to resolve conflict expands peoples awareness of the situation, giving them an insight into how they can achieve their own goals without undermining those of other people. Increased group cohesion: When conflict is resolved effectively, team members can develop stronger mutual respect, and a renewed faith in their ability to work together. Improved self-knowledge: Conflict pushes individuals to examine their goals in close detail, helping them understand the things that are most important to them, sharpening their focus, and enhancing their effectiveness. Define person centred values Person centred values means the people whom we support are able to be involved and included in every aspect of their care and support. For example: * their needs,* Assessments, * Care delivery, and, * Support planning. EXPLAIN WHY IT IS IMPORTANT TO WORK IN A WAY THAT EMBEDS PERSON CENTRED VALUES. It is important to do this as person centred approaches, policies and procedures, as well as care practices should always put the people whom we support at the centre of the day-to-day activities, as well as including the residents and their families in the planning and maintaini ng of this. Explain why risk taking can be part of a person centred approach Taking risks means that you are able to choose and be in control of what you do. You need to ensure that concerns about taking risks is not stopping you living the way you want to. A risk assessment can always be carried out to see if it is possible for someone to do something that they thought would not be possible. Explain how using an individual’s care plan contributes to working in a person centred way Using an individuals care plan will ensure that the persons own needs and wishes are being met, rather than offering them a choice of what is available. Using their care plan, you can build on what they want and see where there are gaps that need to be addressed. How do you find out the history, preferences, wishes and needs of the individual? 1. You need to know their history because it may affect their care plan for example a client (service user) who has been abused will need extra support. This also includes all past health issues and possible behaviour. 2. Part of working for equality and a high standard of care it is essential that client’s wishes are expressed. This is like anyone else on the planet. A major part of the wishes possess involves their deaths i. e. , would they like to buried, would they like someone to have some of their possessions. 3. To be able to formulate a care plan you must first find out what level of care a client needs going on their individual needs. Some clients may need extra support with washing/dressing. Other may need extra therapies such as hydro or music. How do you apply person centred values in day today work taking into account the history, preferences, wishes and needs of the individual? Government policy should be founded on a clear, ambitious and measurable goal to improve the experience of patients and service users and to be delivered by a defined date. Setting an ambitious goal to improve patient experience should be reinforced by enhanced guarantees to patients with complex needs. These guarantees would include an entitlement to an agreed care plan, a named case manager responsible for co-ordinating care, and access to tableware and a personal health budget where appropriate. Explain the importance of establishing consent when providing care or support It is important to establish consent because it is a basic human right for everyone to have the choice. Much of the treatment or support the individual receives is either invasive or personal, so consent is essential as it protects providers against legal challenge. Asking for consent is also part of the codes of practice for social care. Explain what steps to take if consent cannot be readily established A capacity assessment by a qualified professional should be carried out to see if the individual has the capacity to make decisions. These steps should be taken by professionals as stated in five principles set on in the Mental Capacity Act 2005. Describe how active participation benefits an individual Active participation is an approach that enables individuals to be included in their care and have a greater say in how they live their life in ways that matter to them. The benefits of active participation can be divided into primary benefits and secondary benefits. Identify three possible barriers to active participation Physical benefits including greater activity levels. Increased independence and autonomy in what people do. An opportunity for individuals in health and social care settings to have a say in matters of direct concern to their lives. Support an individual to make informed choices Learning to communicate in an effective way and using this to inform the client of all possible choices. Everyone on this planet can communicate in one form or another you need to take the time to learn how every individual client communicates. Explain how you can use agreed risk assessments Process to support the right to make choices People who work in health and social care constitute a large and diverse workforce looking after a predominantly vulnerable population. Employees have the right to work in a healthy and safe workplace, and the people using services are entitled to care and support that is safe and takes their needs, freedom and dignity into account. Explain why a worker’s personal view should not influence an individual’s choices The consequences are that the individual making the choice may make a decision that they might later regret or worse, that has a devastating impact on their life. A person should never make a decision based purely on the personal views of others but should instead gather all the available information and decide for themselves what course of action is right for them its a case of what is good for the goose isnt always good for the gander. Describe how support an individual to question or challenge decisions conceding them that are made by others They have the right to make their own choices and decisions under the Human Rights Act, as long as the decisions they make do not put them at risk of harm or injury and they have the mental capacity to make them. You could support them to question or challenge by speaking on their behalf but you would need to know exactly what their wishes are, and record it for them to sign. Explain how individual identity and self-esteem are linked with well being Because if you dont feel good about yourself or dont have a sense of purpose or identity you tend to feel more depressed therefore your wellbeing will be effected Describe attitudes and approaches that are likely to promote an individual’s well being Using what service in adult care? Do you mean the service OF adult care? Those who give care should show respect for the elderly; be courteous, but also be friendly. Call the person by his/her last name unless invited to use the first. Dont assume that ALL elderly people have forgotten everything they ever knew and are only good at bingo anymore. Support an individual in a way that promotes a sense of identity and self-esteem The first thing is that the person is an individual in their own right you need to understand what they are about and not judge, pick the bright nuggets of information and use this as a a springboard to encourage self-esteem and their self-image. As they talk about themselves you will be able to get a sense of self and where they are in their image. You need to feedback to them what was said as positive rather than the negative if they say Ii am always failing reply with really, you at least have the guts to try something out of your comfort zone not everyone can do it the negatives must be turned to positives but it takes time and consistency and as their self-worth and esteem improves you will find they will need less and less re-enforcing Demonstrate ways to contribute to an environment that promotes wellbeing Donation centres have drop-off points for returning old things for sale to help charitable areas. The scouts, Goodwill stores do these things. Roadside, creek, gulley, beach and parks welcome clean-up crews: volunteers who help together to pick up careless refuse, windblown trash. Identify legislation relating to general health and safety in a health or social care work setting Legislations/codes of practice relating to general health and safety in a health or social care work setting are: The Health and Safety at Work Act 1974; Riddor 1995, COSHH (Control of Substances Hazardous to Health); Manual Handling operations regulations 1992; Health And Safety (First aid regulations 1981); Fire protection (Workplace) Regulations 1997; Food Safety Act 1990; Personal Protective Equipment and Management of Health and safety at work regulations 1999. Describe two main points of the health and safety policies and procedures agreed with the employer The Health and Safety at Work etc. Act 1974 is the main piece of legislation that covers work related health and safety in the workplace. The main points of the health and safety policies and procedures agreed with the employer are Minimum handling and lifting; Ensure handling and lifting is carried out correctly and safely; Making sure all materials/equipment that is needed to be used is handled, stored and used safely; To be aware of any potential hazards and risks and how to reduce to liability of any accidents occurring; To be responsible for your own welfare and the welfare of others you are looking after; To wear the correct PPE at all times; Outline the main health and safety responsibilities of: Self The employer or manager Other in the work setting The main responsibilities for yourself whilst at work in a health and social care setting are to not put yourself or others at risk, to report any hazards or unsafe conditions, to co-operate with your employers, to not tamper with or misuse equipment provided, to attend training, be aware of and follow policies and procedures. Identify tasks relating to health and safety that should not be carried out without special training It generally takes special training to repair teeth. Prescribing medicine takes special training also. Explain how to access additional support and important relating to health and safety 1. Protect service users from harm and abuse 2. Be personally fit at work 3. Maintain health and safety at work 4. Assess risk associated with work 5. Report incidents at work Exampling why it is important to access health and safety hazards posed but the working set or by particular activities Than the individual will know how to behave when it comes to that specific situation Explain how and when to report potential health and safety risks that have been identified You should report it immediately to your supervisor. You do not need to wait for an inspection team to come by. In fact, health and safety legislation requires employees to report hazards to their supervisor. Explain how risk assessments can help address dilemmas between rights and health and safety concerns This follows from the previous dilemma question. Carrying out a risk assessment supports the individual to have their choice met in the safest way possible. For example, Freda doesnt want to use her Zimmer frame any more. A risk assessment might show her that she cant walk safely without some support, however she can manage with two sticks and she agrees to compromise. You have supported her rights of choice and kept her as safe as you can under your duty of care. Describe different types of accidents and sudden illness that may occur in own work setting Cuts and burns etc. in the kitchen, falls, back injuries though poor lifting techniques, strokes, heart attacks, diabetic emergencies, asthma attacks, allergic reactions and so on. Outline the procedures to be followed if an accident or sudden illness should occur Procedures to be followed: ensuring and maintaining safety for individuals concerned and others e. g.clearing the area, safely moving equipment if possible; remaining calm; sending for help; assessing the individual for injuries; administering basic first aid if necessary and if trained to do so; staying with the injured/sick individual until help arrives; observing and noting any changes in condition; providing a full verbal report to relevant medical staff or others; completing a full written report and relevant documentation e. g. acci dent report, incident report; understanding the policies, procedures and agreed ways of working for the work setting Identify legislation that relates to moving and handling This remains the basis of health and safety legislation, and Sets out the general duties which employers have towards employees and members of the public, and employees have to themselves and to each other (HSE, 1996) HSE leaflet Health and Safety Regulation (HSC 13) 1996 The Act states that employers must ensure, as far as reasonably practicable, the health, safety and welfare of their employees whilst at work and any other persons affected by their business activities. The Act is a general piece of legislation and not specific to moving and handling so is not considered here in detail. Explain principles for moving and handling equipment and other objects safely The Manual Handling Operations Regulations define it as any transporting or supporting of a load (including the lifting, putting down, pushing, pulling, carrying or moving thereof) by hand or by bodily force. In effect, any activity that requires an individual to lift, move or support a load, will be classified as a manual handling task. Identify three hazardous substances and materials that may be found in the working setting Asphyxiates Pesticides Medicines Cosmetics or Substances produced in the chemical processes Storing hazardous substances Using hazardous substances Substituting it with another substance which presents less, or no risk; Using another process which doesnt create a hazardous form of that substance. Disposing of hazardous substances and materials asbestos lead-acid batteries used engine oils and oil filters oily sludge’s solvents and solvent-based substances chemical wastes pesticides fluorescent light tubes Starting Good practice in health and safety is good for your business – and its the law. HSE is here to help – our online advice and tools can help save you time and effort getting started. Spreading Outline emergency procedures to be followed in the event of a fire in the work setting How you react in the event of fire depends on how well you have prepared for a fire emergency. Therefore, departments should ensure that all employees are familiar with the procedure to follow in the event of an emergency as outlined in the Universitys Emergency Plan. Explain why it is important to have security systems for recording and storing information in a health and social care setting Mainly because of HIPPA (Health Insurance Accounting and Portability Act) laws, which are designed to protect the medical records information of all patients. Because of HIPPA, hospital computer systems are accessed by employees via passwords, and unless an employee is entering or legitimately looking up information on a patient, that employee is not allowed to snoop through that patients records on a whim. Describe how to access guidance information and advice about handling information in your line of work ineffective or insufficiently trained management unfair treatment unclear job roles poor communications poor work environment lack of equal opportunities bullying and harassment unresolved problems from the past an increase in workload Explain what actions to take at working when there are concerns ever over the recording, storing or sharing of information The Data Protection Act requires you to process personal data fairly and lawfully. This section explains how to comply with this requirement, and gives examples of good practice in handling personal data. Explain employee’s roles and responsibilities in relation to the prevention and control of infection Prevention and control of infection The employee’s role and responsibilities include: To ensure that their own health and hygiene not pose a risk to service users and colleagues To ensure effective hand washing is carried out when working with service users, giving personal care, handling/preparing food. To ensure they use protective clothing provided when needed and appropriate. Explain employer’s responsibilities in relation to the prevention and control of infection Employers’ roles and responsibilities include: making sure employees are aware of the health and safety aspects of their work (e. g. posting information on notice boards, keeping an information file such as COSHH, training, and providing supervision) the need to keep records in relation to infection control using appropriate documentation to ensure that the relevant standards, policies and guidelines are available within the workplace Outline current legislation and regulatory body standards when are relevant to the prevention and control of infection relevant to the preventions and control infection The Health and Safety at Work Act 1974 and Management of Health and Safety at Work Regulations 1999 Both employers and employees are responsible for their own actions in the Work place. All reasonable steps should be taken when carrying out your work duties and all staff should have adequate health and safety training, and measures should be taken to ensure that policies and procedures are in place and adhered to. Describe how local and organizational policies relevant to the prevention and control of the infection Employees rights and responsibilities in the relation to the prevention and control of infection are to follow company’s policies and procedures, keep themselves safe and others, report any hazards which could lead to infection, attend relevant courses, use the PPE provided, keeping the work environment clean and tidy and to maintain good personal hygiene Describe procedures and systems relevant to the prevention and control of infection Food handling, waste disposal, cross infection through skin contact or unclean equipment etc., but mainly poor practice. Illness or death, inquiry, loss of registration, criminal charges. Think about PPI, waste disposal, hand washing, cleaning and decontamination, risk assessments etc. Infection protection and control policy, health and safety policy, dealing with accidents and emergencies policy, first aid policy, food hygiene policy, medica tion (handling meds) policy etc. Explain the potential impact of an outbreak of infection on the individual and the organizational Individual Short or long term illness, secondary conditions or further complications, depression, loss of trust in setting, death. Organisation sanctions, loss of reputation and trust, closure, prosecution. Environment distress of staff, individuals and families, unsettled atmosphere though loss of trust, disruption e. g. through an investigation and inspection or decontamination. Define the term risk A situation involving exposure to danger. Outline potential risks of infection within the workplace the first part of your question relates to local policies which are dictated by local peoples views on what is important to them as well as what the professionals think is important local and organisational policies have to consider local need and available local facilities. Describe the processes of carrying out a risk assessment 1. Identify the hazards 2. Decide who might be harmed and how 3. Evaluate the risks and decide on precaution 4. Record your findings and implement them 5. Review your assessment and update if necessary Explain the importance of carrying out a risk assessment Identify hazards. Analyse or evaluate the risk associated with that hazard. Determine appropriate ways to eliminate or control the hazard. In practical terms, a risk assessment is a thorough look at your workplace to identify those things, situations, processes, etc. that may cause harm, particularly to people. After identification is made, you evaluate how likely and severe the risk is, and then decide what measures should be in place to effectively prevent or control the harm from happening. Describe three different types of PPE and three USE PPE is equipment that will protect the user against health or safety risks at work. It can include items such as safety helmets, gloves, eye protection, high-visibility clothing, safety footwear and safety harnesses. It also includes respiratory protective equipment (RPE). State current relevant regulations and legislation relating PPE * Gloves- protect hands * Gowns/aprons-protect skin and/or clothing * Masks and respirators- protect mouse/ * Respirators- protect respiratory tract from airborne infectious agents. * Goggles- protect eyes * Face shields- protect face, mouth, nose, and eyes. Describe employer’s responsibilities regarding the use of PPE * It is the responsibility of employees to Ensure that they take reasonable care to protect their own health and safety and that of their co-workers and other persons in or near the workplace; * Report to management any hazardous or potentially hazardous conditions or risks that they identify in their work environment. * Participate in training provided by the employer, regarding the appropriate use, care, and maintenance of PPE. Describe employees in the application and removal of PPE The primary methods for preventing employee exposure to hazardous materials are engineering and administrative controls. Where these control methods are not appropriate or sufficient to control the hazard, personal protective equipment (PPE) is required. A work area assessment is required to determine the potential hazards and select the appropriate PPE for adequate protection. Employees must receive training which includes the proper PPE for their job, when this PPE must be worn, how to wear, adjust, maintain, and discard this equipment, and the limitations of the PPE. All training must be documented. Describe the current practices in the application and removal of PPE PPE such as gloves, aprons and masks are single use items and should be disposed of after each procedure or activity to prevent cross-transmission of micro-organisms. When these items are worn primarily to protect the wearer, the importance of their prompt removal between tasks on the same patient/client or between patients can easily be overlooked and give rise to the possibility of contamination. Describe the current procedures for disposal of used PPE Personal protective equipment – known as ‘PPE’ – is used to protect health care workers while performing specific tasks that might involve them coming into contact with infectious materials. Describe key principles of good personal hygiene Their hands are washed after theyve used the toilet Their genitals and anal area are washed every day Their face is washed daily They’re fully bathed or showered at least twice a week Describe the correct sequence for hand washing and when and why hand washing should be carried out the beginning of the shift preparing, handling and eating food donning gloves any patient contact clean/aseptic procedures entering/leaving clinical areas entering/leaving isolation cubicles preparing/giving medications using a computer keyboard in a clinical area Describe the types of products that should be used for hand washing The main products currently in use are: Soap Aqueous antiseptic hand wash solutions Alcohol-based hand rubs Others including emollient soap substitute, tea tree-oil based solutions, water-based solutions and hand wipes. Describe correct procedures that relates to skin care Work-related skin problems are very common. Although skin problems can happen in most workplaces, certain jobs present a higher risk, e. g. the health and social care sector.

Establishment Of The European Works Councils

Establishment Of The European Works Councils The importance of the subject matter for setting up a European Works Council (EWC hereafter) stems from the necessity to identify, evaluate and manage problems that come from the pragmatic aspect of employment relations. As Hoffmann and M ller (2001) note that the adoption of the EWC Directive in 1994 represented a turning point for EWC practice in which interested bodies saw EWCs as an institution to enhance trade union cooperation on a transnational level. However, less attention had been paid to the possibility of management using EWCs to its own ends (Hoffmann and M ller 2001). In addition, the threats and opportunities caused by the diverse nature of employment relations and practice both on national and international level has made setting up EWCs important to look into bearing in mind also the legal implications involved as well. Therefore, this topic is important because of the priority given to organisations by the EWC directive on the flexibility to engage in negotiations (EWC Directive 2009/38/EC Article 13) between management and employee representatives on a European level for the benefit of improving employment relations. Historical/Dynamics Background of EWC A EWC is a body that represents employees and provides for the information and consultation of employees in Community-scale undertakings and Community-scale groups of undertakings as required by the 1994 EWC Directive (94/45/EC, Article 1.2). It is the first authentic European body of interest represented at enterprise level which has a status defined by law that cannot be avoided or dissolved by employers especially in most European countries. Although they are forbidden in law to organise industrial actions, they have legal rights to redress through courts when they consider their right has been violated. The emergence of the EWC is as a result of the need for organisations to respond to the Europeanization of business evolving from the Single European Market. The establishment of EWCs took place in successions as a result of legal changes made to the directive. Initially, the directive focused on a German influenced hard law type of employee participation administered by civil sanctions but aroused opposition which then initiated the shift to a soft law type of employee participation without a firm sanction (Falkner 1996). Although efforts to introduce EWCs in the 1970s proved unsuccessful due to the joint oppositions made by employer s organisations and the governments of member states, about 46 organisations mainly operated by French, German and Scandinavian countries voluntarily adopted the directives centred on the Vredeling directive between 1983 and 1994. The next event occurred between 1994 and 1996 when 386 companies adopted the Directive 94/45/EC to exploit the loophole that Article 13 created. Later, from 1997 to 2008, the establishment of newer EWCs reduced because of guidelines stated in article 6 of the Directive 94/45/EC which led to strictly employee representatives and trade unions (Ko hler and Begega 2010). Finally, In 2009 a recast Directive 2009/38/EC was made because of a legislative proposal put forward by the European commission to address a number of concerns spotted from observing the practice of the Directive in reality. Also, the issue of Europeanization led to the changing aspects of EWCs. From, a mixed institution of employee and management representatives headed by an HR executive or member of the board of directors (French model) to only employee representatives as in the Continental European model (Ko hler and Begega 2010. How EWCs are organised EWC Directive requires business entities hiring more than 1,000 individuals in member states, of which 150 must be employed in each of two member states, should establish a European Works Council (EWC Directive 1994: Article 2) and this is mandatory for Multi-National Companies (MNC) under the European Union Law. Employees can elect work councillors or trade unions can nominate candidates according to procedures stipulated by the country s legislation. EWCs in Practice Telljohann (2005) points out that managers and trade unions have diverse interests, opinions and expectations. Lecher et al (2001), also emphasizes on the diverse nature of operations occurring within EWCs as an attribute to the organisations that manage them as well as the directive which covers them. Therefore, these factors represent, determine the development and differentiate the operationalization of EWCs enabling them obtain their structure from interactions with management, national employee representation, trade unions and also within the works council (Lecher et al 2001). However, the standard of relationship is defined by the degree of information and extent to which information is given coupled with the rate at which information is provided and the level of adequate consultation between EWCs and management. EWCs and Management Telljohann (2005) identifies four systematic plans of action taken by management in their dealings with EWCs. First of all, managers use a minimalist approach to conform to directives and avoid legal actions taken by employee representative. Secondly, managers apply a combination of manipulative and control approach in relating with EWCs to achieve their objectives. The downside of this approach is that it causes disunion between EWCs and makes them less important in the process of employment relations. Lastly, managers employ a constructive approach to propose improved or enhanced employee relations by offering to go outside the contents of the directive. The advantage of this type of approach is that both parties benefit in that managers demonstrate effective consulting process that is seen by worker representatives as a favourable time to influence management decisions. It can be argued that the mutual benefits achieved from a constructive approach make it an acceptable strategy f or managers to relate with EWCs. EWCs in practice: Management views and usage In the process of internalising organisational activities and HRM practices on a transnational level, managers encounter difficulties that vary from restructuring organisations at European level to aligning employees objectives with the strategic objectives of the organisation along with sustaining a responsible autonomy at work at a national level. The extent to which management use EWCs in dealing with these difficulties depend on how they perceive EWCs in practice. Again, management perception differs from one organisation to the other in that some managers misconstrue EWCs as an avenue for sightseeing and are sceptical about increasing their importance (Vitols 2003). However, most managers appreciate the beneficial role EWCs play in communicating information to employees and consulting with managers effectively (ibid). It is beneficial because keeping employees well informed on management decisions enables them to clearly understand, accept and put a high value on management deci sions. Managers in turn do not only win trust, acceptance and value for the decisions they make, they also gain respect. As a result, the tendency for managers to seek more strategic ways of enhancing the efficacy of EWC activities in the future is definite. Indeed, it is no surprise that management that fall under this category seem to be increasing in size (Vitols 2003). Case Study: EWCs in Practice According to a research carried out by Fulton (2005) on British Airways, it is evident that management adopted a minimalist approach in that although they tried to abide by the contents of the signed agreement, they limited information shared with employee representatives and were reluctant in entering into an open consultation with EWC. Also, based on the notion that management did not respect employee representatives, it is obvious that they also implemented a manipulative and control approach in relating with EWCs. These approaches in turn led to distrust between management and members of the EWC along with employees as a whole. Similarly, another example can be found in an Italian agro-food industry (Telljohann 2005) where management used a manipulative approach to show off itself to the public (corporate identity) and a control approach to limit the activities of the EWC. EWCs and Trade Unions In contrast to how management use EWCs, pluralistic unions tend to be more complicated in their dealings with EWCs. Trade unions interrelate with EWCs by appointing their international office or the collective bargaining department as delegates over the task of providing support to the EWCs. This approach helps Trade Unions facilitate the regulation of policies on a European level and enable the collective bargaining department concentrate on issues particular to its sector. Another approach is the delegation of supporting task to national bodies or territorial bodies. Telljohann (2005) demonstrates that it is beneficial to choose territorial bodies because it strengthens the relationship between EWCs and Trade Unions. However, delegating support tasks using the above approaches can be problematic and because of the tendency for delegates to be partial in representing the unions placed in their care on international level or the inclination to follow EWCs of their own country on national level. Whatever the case may be, it is ironic to see that whilst the rationale behind this approach is to meet the demands of members of the EWC on organisational level as regards European policies, it ends up thwarting information and resources that is of value to the organisation and EWC activity. Also, even though some unionists take up roles externally, complications occur when Trade Unions participate as full members in EWCs activities. For instance, pluralistic trade unions (e.g. French and Italian) assume that conflict in pursuit of the same entitlement as the other unions is inevitable and tend to replicate this approach within the EWC. As a result, full members of such pluralistic unions are likely to adamantly support this act of conflict thus causing problems when this approach is adopted as a controlling method of participating in activities within the EWC. Again rather than satisfying the objective of this strategy, it weakens the effectiveness of activities within the EWC and creates an atmosphere of confusion thus failing to meet the expectations of parties involved. Typologies of EWCs Lecher (2001) demonstrates four typologies of EWCs based on the divergent prospects, strategies and practices of actors, classifying them as symbolic, service, project oriented and participative. Differentiation between these typologies is made based on the analysis of interactions among the different actors such as management, trade unions, employee representatives and its internal capacity. While the symbolic typology ranks the least preferred, the participative typology is mostly admired because of its quality to exchange information and induce management to engage in negotiations. In fact, Lecher (2001) was right when he affirmed the constructive quality of a participative EWC. Advantages of EWCs According to Vitols (2003) the effectiveness of EWCs does not depend on whether the organisation is headquartered in a country with strong work councils and worker representation (e.g. Germany or Denmark) or weak tradition of partnership (e.g. France or UK). Although Streeck and Vitols (1995) and Marginson (2000) claimed that the effectiveness of EWC activities depended on the influence of strong work councils and worker representation in the home country, Terry (2003) builds on Vitols argument showing that organisations from weak tradition of partnership are hopeful about the future of stakeholder approach. Therefore it can be argued that so far as countries endeavour to improve the operations of their EWCs and apply lessons learnt from inaccuracies made in the past, the efficacy of their EWCs will continue to depend on their willingness to make things work. Therefore, the opportunity EWCs create in improving employment relations through the exchange of information and the improvement of communication within companies gives companies a valuable reason to establish their EWC (European Foundation for the improvement of living and working conditions 2008). All the same, Vitols (2003) highlights specific benefits of EWCs on a European level which demonstrate that: Employees appreciate the policies and vision of the organisation and managers are well furnished with useful information which helps them make better decisions. Developments at national levels are well understood and specific. Also, communication channels are clear and effective and representatives identify their operations as being international in scope. It enhances the spirit of teamwork and strengthens social relationships through interacting across borders and builds trust between central management and representatives at national level. Representatives based in countries with weak tradition of partnership are able to bring into operation the stakeholder approach while top management are conversant with the issues surrounding social responsibility and Human resource management. To this end, it is evident that the objective of the EWC Directive to improve employment relations succeeded in several areas. Disadvantages of EWC The genesis of the hindrances in establishing a EWC stems from the adjustable and vague nature of the directive. To begin with, the loose guidelines of the directive expose it to exploitations from a management representative level and reverse the objective of the directive to curb management-seeking interests. Also, as a result of its nature, it paves way for a bureaucratic setting leaving companies lose focus on their objective and benefits of the directive. Moreover, such a directive sets confusion in the organisation of activities amongst participants (Lucio and Weston (2000). According to Waddington (2011) the politics of labour representation and the possibility of managers to exploit the guidelines set in the Directive for their own self-interest can hamper establishment of EWCs. Managers defend their resistance underlining the cost of setting up EWCS, the impact on company decision making of EWCs and the transparency that may result from a EWC (ibid). For instance, the confusion on appropriate timing to involve the EWC in decision making with too early and too late dilemmas involved. In addition, transnational organisations incur huge costs in setting up EWC meetings through administrative costs such as travel and accommodation, feeding, preparation and organisation of meetings, real-time translation services, and remunerations for delegates and managers. More so, some managers claim that setting up a EWC will prolong the process of decision making (Waddington 2011). On the contrary, Vitols (2003: 2006) indicated that managers in companies that have established EWC do not subscribe to that view. To that end, it could be argued that managers see EWCs as instruments that diminish their powers and so they use the excuse of bureaucracy to manoeuvre their way into resisting the necessity to establish a EWC and fulfil their selfish interest. Besides, some managers also claim that EWCs will make known the employment conditions of the organisation and pave way to possible matters on collective bargaining (Waddington 2011; Whittall et al. 2008). Again, this is a tactic used by managers to strategically meet their needs at the detriment of employees as regards to improving employment relations. The EWC directive is meant to improve relations based on information and consultation and not to force decisions from actors and so it is not a valid excuse to reject requests made by employees to establish EWC because managers are too myopic to see the benefits it brings. Furthermore, differences in language, culture, behaviour, traditions, industrial relations and legal systems caused problems the diversity in structure and Human resources of EWCs. What is more is the lack of understanding of business terms, balance sheets, etc. by many delegates and reluctance of some delegates to take responsibility for decisions or points of view. Problems with EWC From a trade union perspective, EWCs are vehicles for competition between industrial sites in that union representatives exploit the opportunity for exchanging information selfishly. The information obtained is used strategically by union representatives to strengthen the position of their own site while ignoring the requests or concerns of their branches. Therefore it can be argued that the gap in the directive to provide a legal context to avoid such competition in employment relations gives room for the misuse of its activity hence producing a corrupt inter-industry competition effect. Consequently, this argument does not agree with shifting the blame onto the union representatives as Hanck (2000) reasons in a study of the automobile industry. On the other hand, management see EWCs as an instrument to align organisational change projects with decision making instead of concentrating on concerns pertaining to employment relations. e.g. as in the automobile industry Hanck 2000. Although one can argue that this is because of the weakness of the directive as pertaining to the inevitable issues of organisational restructuring, Miller and Platzer (2003) point out that the absence of an in-depth and specific directive and EWC agreements does not make it weak rather the practical functioning of EWCs determines its efficiency. Therefore, it can be argued that regardless of how loose the directive is, management representatives should align relations issues with structural changes and seek the cooperation of worker representatives on decisions that will benefit all parties. HR Challenges From the above analysis, it is apparent that HR managers are likely to face some challenges. These include but are not limited to; the establishment of a well-integrated organisational culture one employee voice aligning employee objectives and values with that of the organisation ensuring that employees understand and are regularly updated with the strategies and objectives if the organisation Making a strategic choice between converging HR policies or diverging them with a focus on national backgrounds and as well as widespread Stimulating movement across national borders while cultivating the spirit of cooperation. Also, since dealing with employee relations would require ethical considerations based on corporate responsibility and sustainability, it is the responsibility of HR Mangers to ensure that both the organisation and its employees are well protected. Recommendation and conclusion: Majority of the problems linked with setting up EWCs is as a result of lack of training. To this end, in order to reduce language barrier and considering the fact that English is widely used by many countries and an official language, representatives on all sides should seek training to boost their fluency in English. Also, in order to get acquainted with business terms and instruments, delegates should also undergo training this will in turn prepare them to participate effectively and take responsibility for valuable decisions. Furthermore the problem of distinctions in culture, behaviour, traditions, industrial relations and legal systems can be addressed by encouraging meetings to be held outside the home country at other times. This will help delegates familiarise themselves with the norms and values of other nations. It will also create an avenue to improve employment relations between companies, although this may imply a convergence in HR issues as regards industrial relations. In so far as this improves the situation, management should utilise it as a means to achieve the aim of the directive.

A Report On Sky Diving

A Report On Sky Diving Sky Diving A New Era of Indian Adventure Skydiving is a very old and most popular sport. It is a diversion from the normal parachuting which was discovered some centuries ago. Basically sky diving is an adventure sport wherein the diver jumps from an aircraft from at least an altitude 1500 m. The participants experience a free fall and they even do different stunts in the air before they release their parachutes and are safely on the ground.   Sky diving requires average levels of fitness. If you are in doubt you can ask for medical clearance before setting out for this journey. The best things about sky diving is the advantage you have due to such high altitude. You do not feel any sort of motion sickness like you would experience if you were in a roller coaster ride. It is the closest experience humans can have to flying. Most popular Sky diving destinations in the world Today skydiving is a dear activity the world over. For some of the best sky diving experiences you will have to travel the corners of the world. Nevertheless here is a list of few places which give you that complete experience that you are looking for. The first destination is Guam which is one of the several pacific islands. The place is commendable for its coast to coast view and blue skies. The views of the islands are fantastic and incomparable. Next on the list of the best sites is the Swiss Alps. Being a few thousand meters high above the ground and surrounded by white snow everywhere, decked up in a warm winter jacket and jumping of an airplane to float in the air above the Alps is an unforgettable experience.   In summers the views get even lovelier with the glaciers melting and the summer sun peeking fro between the mountains.   So far the best sites are still owned by the country of kiwis-Australia and its neighbor New Zealand. They are an adventure lovers haven.   And why not, if you have aerial view of the Great Barrier Reef and the vast rainforests in the east or the profiles of Queensland or Mission beach in the west, Sky Diving in India Skydiving in India began way back in 1994 when Agni Aviation promoted sky diving as a recreational activity. At that time people were clueless about aero-sports in India. The first sky diving was carried out in Jakkur near Bangalore on a 900 meter tarred airstrip.   Ever since Sky diving has started at many other location in India. If we speak of sky diving and do not talk about Rachael Thomas then the discussions is incomplete. Rachael is the first and the only civilian sky diver of India. Her journey as a sky diver began in the year 1979 after she signed up for sky diving lessons with a French woman.   Since then she has had a record of more than 700 jumps in all. It has been more than 25 years now and she has won several accolades for her stints. She is the winner of Padma Shri for having a successful sky diving career of more than 25 years. She is also the first Indian to receive a national Adventure Award in 1994 which is an equivalent of Arjuna Award. She is doing her best to promote sky diving culture in India. She has also started Women Sky Divers of India league which promotes sky diving among women. This institute is on its way to turns it visions of being the first skydiving civilian school of India into reality.

economic Essay -- essays research papers

Globalisation - Economic Growth and Development and development indicators. â€Å"Outline the differences between economic growth and economic development. Discuss how economic development may be measured. Outline how globalisation may impact upon a nation’s development. Where appropriate make reference to a relevant case study.† Although economic growth and development are similar in meaning, they have some essential differences. Economic growth refers to the increasing ability of a nation to produce more goods and services. Economic development basically implies that individuals of that nation will be better off and takes into account changes in economic and social structures that will reduce or eliminate poverty. Economic development can be measured in a number of different ways including the Human Development Index, a Gender Empowerment Measure, a Human Poverty Index and a Human Freedom Index. All of these measures were developed by the United Nations Development Program. The World Bank also has its own indicator called the World Bank Development Indicator. Globalisation can have both negative affects on a nation. It can impact on the levels of economic growth a country may experience, impact on levels of unemployment or it may impact on a country’s quality of life. Economic growth is the expansion of a country’s productive capacity. This leads to a rise in total national output. Growth can occur in two different ways; the increased use of land, labour, capital and entrepreneurial resources by using better technology or management techniques and increased productivity of existing resource use through rising labour and capital productivity. While theoretically having an increasing national output means greater material welfare and a rise in living standards, it does not equate to having higher levels of well being for individuals in that nation. Economic growth can, in fact, have negative impacts on a nation including environmental degradation and the loss of traditional cultural values. It also may mean there is greater inequality between different classes in society, that is, the gap between the rich and the poor may grow. It is for these reasons that economic development measurements are also used. Economic growth as a measure fails to account for other important social and economic factors such as the size of the black market, domestic work ... ...e strong progress. Although in the very early nineties Poland experienced a sharp decline in GDP, it has since resumed steady growth. In 1999 its GDP growth was 4.1%. The private sector now accounts for over 55% of the total GDP. In early 1990, Poland was experiencing hyper-inflation with levels of up to 1200%. In 1999 the inflation rate was lowered to 7.3%, which although is still high by developed world standards, is slowly dropping. Also in the early nineties, Poland had huge unemployment rates with most sectors at around 30%. This has now been lowered to 13%, which again is high by developed nations’ standards but is a lot less than the rates experienced early in the decade. Essentially, the difference between economic growth and economic development is that one is a quantitative measure (growth) and the other is a qualitative measure (development). Economic development can be measured using a variety of indicators, mostly developed by the United Nations Development Program (UNDP), though another widely used indicator was developed by the World Bank. Globalisation can have many affects on nations, depending on their government policies and also on their economic status.

The Behavior of Cult Leaders and Members Explained by using Psychologic

This essay will examine and describe the behavior of cult leaders and cult members by using and applying psychological principles. I will specifically highlight the behavior of Jim Jones and his followers and explain what factors that caused them to believe wholeheartedly in the doctrine of Jim Jones. I will also explain what psychological tactics were used to influence his believers to be participants in mass suicide and the psychological factors that contributed to the belief that this was their only option. What is a cult? According to (Pratkanis & Aronson, 2001,p.307) the term cult is used to described to describe a pattern of social relations within a group† and that cults can be â€Å"centered on a range of issues, including race, politics, therapy, self-help as well as spirituality and religion.† Another distinctive feature of cults or new religious moments are that they have â€Å"distinctive religious rituals and beliefs related to its god or a person, they also practice isolation from the surrounding culture and have a charismatic leader† (Myers, 2011, p.197). Cults are by no means new phenomena; they have been around since before the beginning of written history. Some of the earliest cults were recorded by the ancient Mesopotamian, Greek and Egyptian civilizations. There were also early Christian cults, such as the Essenes and the Gnostics. There are also the examples of modern cults, such as The Children of God, Heaven’s Gate and the Branch Davidians. In addition to cults, there are also modern new age organizations and movements. These groups tread a fine line between being an authentic religious organization and have some of the same characteristics of being a cult. In these types of organizations; it is often di... ...al psychological principals for his own purposes. I firmly believe that in the very end Jones used the power of informational social influence to gain obedience and conformity. This was the decisive factor that caused his followers to drink the cyanide laced Kool- aide and commit what Jones called a â€Å"revolutionary suicide.† Works Cited The Ford Foundation. (96-10). PBS,The American Experience . Jonestown the Life and Death of Peoples Temple. Retrieved 4/6/2012, from http://www.pbs.org/wgbh/americanexperience/features/general-article/jonestown-california/. Myers, D. G. (2002). Exploring psychology (5th ed.). New York, NY: Worth Myers, D. G. (2012). Exploring social psychology (6th ed.). New York, NY: McGraw-Hill. Pratkanis, A. (2002). Age of propaganda: the everyday use and abuse of persuasion. New York: W.H. Freeman.

MIS group assignment- Mydin Essay

1.0 Introduction 1.1 Background of Mydin In the year 1918 marks the year Mydin was found by one Mr. Gulam Husen Jamal who was the father of Mr. Mydin. Mr. Gulam was managing his shop until ward world 11 which saw the end of Mr. Gulam’s shop in Penang which was burnt down by fire incidents and left them with nothing. In 1957 Mydin out of a strong determination and his ability to persist in life pushed forward and with the help of his immediate son in the year 1979 and 1989 respectively continue the trade his father started and his first shop selling toys and general merchandise with his own sweat he continued the trade of wholesaling, the business skyrocketed to different branches in the land of Malaysian. Today Mydin is now one of the largest discount retailers in the whole Malaysians with over 17 Mydin supermarket and wholesalers emporium’s centers located across the country and also among the competing supermarket with Tesco, Carrefour and others. 1.2 Mydin vision Mydin is the world leading distributor of competitive Halal goods and service. 1.3 Mission The mission of Mydin is to target the overall leading in the local wholesale and retail supermarket by his constant provision of service to his customers, provision of best valuable for money and assortment of goods and services through Excellency. Also they aim to encourage more Malaysians to open different outlet with their own proven success formula. 1.4 Product Mydin has so many products such as Softline for apparel, together with home furnishing and muslimin. They also specialize in hardline (do-it –yourself), household, electronics including all stationary and general merchandise, all types of gifts and Deco, sports, toys and games. Fresh; ready to eat and fresh produce of meat and poultry equally, all kinds of vege and fruits, chilled and frozen Grocery: different kinds of food and health including beauty material. 1.5 Mydin objectives The following are the objectives of Mydin Company To provide its products at the right time and at the right price to the right customer while ensuring excellent service. Secondly, achieve marketing speed, and overall efficiency of operations. And supply chain management, from the suppliers to the logistics and warehouse, to Mydin’s ground staff and to the management team, Thirdly to achieve efficiency and productivity which are important factors for timely and accurate decision making. Fourthly With so many strong competitors in the local retail outlets, one cannot afford to be tardy to differentiate itself, Mydin aim at redefining the value it brings to its customers Lastly to maintain it brand name which signifies convenience, quality and value for money through it looks into Information and Communications Technology (ICT) to achieve these goals. 1.6 Organizational of Mydin structure 2.0 External and Internal Analysis 2.1 SWOT Analysis Based on the studies of Gorener A., Toker K., and Ulucay K., they mentioned that with SWOT analysis the regulated arrangement technique for estimating the internal and external environment of the business as well as analyze both environments in order to achieve systematic approach and support for decisions. Strength Low price strategy Mydin is famous designed for getting local and overseas goods with the reasonable pricing supplying into Malaysia. â€Å"Why pay more? Buy at wholesale price† and this is one of the advertisement slogan of Mydin as well as Mydin had already set their pricing strategy in a low price strategy to compete with the existing competitors (Danny Y., 2011). Government`s support According to the Prime Minister Najib Tun Razak, he mentioned that the government will inject RM386 million to make sure that the prices of needed goods and products in Sabah and Sarawak are sold at lower prices through the opening of 57 KR1M stores (Shukry A, 2012). Customer Loyalty The low pricing strategies not merely attract the new customers, but it helps also the Mydin to build a strong customer loyalty for their hypermarket, as their slogan, â€Å"Why pay more? Buy at wholesale price† Weaknesses Less Space and the Layout of Shop The limited space of Mydin causes a decline in numbers of customers. These customers will feel not comfortable enough while shop with a place where too crowded. Customer Services It is a provision of service to customers before and after purchases and it is significantly important for goods and services business, like Mydin. The weak customer services of Mydin could not satisfy the customers and it will ruin the reputation of Mydin and lead the consumers flee to competitors like TESCO and GIANT. Opportunities Online Market In this era of internet technology widespread, the users of the internet are increasing very rapidly. So if Mydin can follow this trend and caught these opportunities to explore online market successfully, Mydin will definitely obtain a benefit from this online market. International Expansion It is well known that their vision from Mydin for this short term to become the world’s top supplier of competitive â€Å"Halal† products. Therefore, the Muslim countries, like Indonesia are the great market for the Mydin to explore as it has a large number of populations. Threats Intense Competition In Malaysia hypermarket industry, there are variety choices for customers such as Mydin, Tesco, Giant, Carrefour, and Econsave. It goes without saying that it is an intense competition for the industry and it will lead the Mydin lose market share when the competitors offer a better promotion or privilege. Substitute product The customers could satisfy their needs or wants in mini mart, grocery shop, wet market, or convenience store instead of the Mydin. 2.2 PESTEL Analysis Based on the PESTEL structure it delivers a complete list of external effects on the potential achievement to every single strategy or either could lead to failure. It is where standpoints for the factors from Political, Economic, Social, Technological, Environmental as well as Legal (Ivory, 2005). In this research is where based on observation on Mydin, this analysis can actually help to avoid the unwanted outcomes to their future plans like expands of the branches in overseas countries with the situations and regulations that need further consideration. Politic highlights to the role of governments involved, as Mydin is deciding for expanding their branches in Indonesia, therefore the management team involved required to have more research on the government restriction with the trading and how the security control of the country is. Economic factors are refers to the macro-economic factors in the foreign country such as the exchange rates, the inflation rate and differential economic growth rates around the world (Ukessays, nd). These are important factors as will directly influence to Mydin Profit where involves of cost of gain or loss with the exchange rates. As rising inflation rates mean rising prices for goods and services, the CEO needs to know the forecast of inflation rate because consumers would tighten their spending as goods become more expensive. Besides, it also means retailers have to bear a higher expenditure. Social influences the employment patterns of the country and behaviors of the consumers. The employment patterns simply mean that the numbers working hours, working days, employment benefits and other factors where Mydin need to have better study before decide the locations to expand their branches (Slideshare, 2012). Besides, having updated and accurate information about consumers buying patterns and behavior helps to have a clear direction of where the future consumption trends are heading to in order to know how to satisfy customer’s needs and desire. On food taste or packaging that will bring effects on the sales volume. The factor of technology referring to improvements in both internet retailing and trading (Ivory, 2005). There is a study that to the grocery business implemented to the advance technology is able to benefit Mydin to decrease expenditures but improve on efficiency. It is in strengthening their customer service, improving operations and retain pace with the competitors. Therefore, this is where the early twenty-first century operators in the industry. Environmental it is more concerned to eco-friendly viewpoints with main concern to the ‘green’ issues, like the occurrence of pollution and local waste issues (Slideshare, 2012). It can be one of the company strategy for advertising their product with go green issue or recyclable of products which will benefit their local surroundings. Legal holds governmental restrictions or modifications, it is where the well-being and security legislation with the Mydin’s mergers and acquisitions (Antonio, 2010). This aspect plays the important role especially with food and beverage products that are illegal for consumers to consume due to the religion issue. Therefore, it helps the CEO to understand well about the company marketing plan and thus can make a better decision. It is important for Mydin to understand and survey of how these factors are fluctuating currently and changes in future. Therefore, it is required of  the management to generate of solutions that would be likely to bring benefits or failure to the organizations. For instance, Mydin is to be expected to implement of advance technology changing. Therefore, usually generates of PESTEL analysis but it is actually without the offering of the forecast to the changing in the environment.

Benzathine Benzylpenicillin

There are many people around the globe who would benefit from an injectable drug designed to release small amounts of medication over the course of a month. This is particularly necessary for people suffering from bacterial meningitis as they are required to receive injections on a regular basis. Additionally, there are countless other populations that would benefit from the availability of injectable medication. This type of medication dispension is useful for third world populations since they don’t have access to doctors on a regular basis.An injection that lasts for one month would ensure that these people were receiving necessary medication on a regular basis. At the same time, an injectable form of medication increases patient compliance since they are only responsible for getting the injection once a month instead of on a more regular basis. Similarly, injectable forms of medication allow patients to receive constant therapeutic levels of drug maintenance that ensures t hey get well.Finally, making medication available in injection form eliminates the need to refrigerate drugs and also reduces the number of trips a patient must make to a clinic to receive necessary medication. Therefore, this researcher aims to look at benzathine benzylpenicillin and its usefulness as an injectable drug. The lab already purchases benzathine benzylpenicillin but it is not in pure form. As a result, the job of this researcher would be to coat the benzathine benzylpenicillin with different polymers in order to slow down the dissolving process.If successful, this process would improve the lives of sick people all over the world who are required to receive frequent doses of penicillin. Penicillin is known to be unstable in liquid formations (Ogunleye, et al, 2004). Therefore, the first goal this researcher would have is to work with one type of polymer that uses heat rather than water. This polymer will be used to coat the penicillin so particles will not clump up. It i s essential to develop a way to keep penicillin particles from clumping so they can be released on a consistent basis after the initial injection.Further, benzathine benzylpenicillin will be injected using a needle and PVA is hydrophilic so clumping must be avoided in order to successfully inject the medication. The polymer this researcher will use is called polyvinyl alcohol. Establishing a way to prevent penicillin from clumping will contribute much to the research being conducted around the possibilities and benefits of using injectable benzathine benzylpenicillin. The second aim this researcher has is to develop a way to slow down the dissolving process of the benzathine benzylpenicillin in order to ensure that it releases constant dosages for an entire month.The main goal in slowing the dissolving process is to achieve a minimum level of concentration in order for the drug to be effective at a low level for a very long time. Discovering a way to slow this process is essential f or may patients, particularly those suffering from bacterial meningitis because benzathine benzylpenicillin cannot be given orally as the gastric acid and absorption of the intestinal tract is too slow to deem the oral form of the drug effective (Shaheen, 2004).There are several steps this researcher will take in preparing penicillin to be coated in order to make an injectible form of benzathine benzylpenicillin successful and worthwhile. After successfully determining the polymer concentrations that would be most effective, this researcher would use a fluid bed coater to apply the polymers to the penicillin. A fluid bed coater looks like an upside down bottle where the drug particles are dried as they travel in a clockwise circular motion. The penicillin will go into the machine and the polymers will go into a spray gun.The penicillin will be blown up into the upside down bottle and as it passes the spray gun it will be coated with the two different polymers. The inside of the bott le is hot so that the penicillin can dry before being sprayed with the polymers subsequent times. This process goes on until the researcher stops the machine. This allows the researcher to control how much polymer is allowed to coat the penicillin. The final step in this process is a dissolution test on the polymer coated penicillin. This researcher will place the penicillin in water (used as a medium of blood) and stir until dissolved.Then, this researcher will use a visible spectrospectry to determine the concentration of the drug in the water. This process allows the researcher to figure out how much of the drug was dissolved based on the amount of polymer coating the penicillin. In order to calculate the exact concentration, a sample of the water is placed in a cubbet and a UV light is shined on the sample. Concentration rates are determined based on how much light is able to come through, what type of light is coming through and the wavelength of the light coming through.Any gi ven molecule has a characteristic spectrum for a specific concentration of the drug, so by looking at the spectrum you can find drug concentration. This researcher is right for the job based on an in depth understanding of benzathine benzylpenicillin and the process it must go through to become safe and effective as an injectible drug. Additionally, this researcher is enthusiastic about the possibilities such an injectible drug will have to positively impact the lives of many people required to take constant doses of medication.The penicillin family of medication is an important tool in the arsenal for fighting illness (Wright, 1999). They are of low toxicity, they are highly effective and they are easily distributed through the body (Wright, 1999). This work won’t be accomplished quickly and there will be challenges along the way. However, this researcher is willing to persevere in order to discover new and innovative ways to make drug administration easier and more effectiv e for people required to take benzathine benzylpenicillin.When a correct mixture of polymers is discovered and dissolution is slow, this researcher will consider the project a success. Ogunleye, D. S. ; Kolawale, J. A. ; Okaroh, I. & Okeniyi, S. O. Effects of Thawing Methods on the Stability of Cloxacillin Sodium and Benzathine Benzyl Penicillin Injections. Nigerian Journal of Health and Biomedical Sciences 2004, 3, 51 – 55. Shaheen, Rubina. Penicillins. Indian Journal for the Practicing Doctor 2004, 1, 11 – 12. Wright, Alan J. The Penicillins. The Mayo Clinic Proceedings, 1999, 74, 290 – 307.