Governmental Crimes Research paper Example | Topics and Well Written Essays - 1750 words

Governmental Crimes - Research Paper Example The increasing rates of governmental crimes are often neglected by the policymakers intentionally or unintentionally. It should be noted that governmental crimes do not only involve the national constituencies where nation faces the influences but it also crosses the borders and creates transnational influences (Rothe et al., 2006). This paper focuses on the discussion of governmental crimes, the implications of such crimes and their scope. It also recommends various ways to curb the issue of governmental crimes. The conventional crimes have been widely considered by the scholars, researchers, governments, policymakers, law enforcers, social workers and public representatives. The impact of such exposure and importance given to conventional crimes may be a factor which resulted in huge reduction of those crimes. However, the governmental crimes are often neglected by the authorities as well as the public (Rothe & Mullins, 2006). The reason may be lack of knowledge among general publi c but the impact of governmental crimes is larger and more extensive than conventional crimes. The influence of exposure to conventional crimes and increasing pressure by media, public and other groups influenced the policymakers and regulatory bodies to divert their attention towards resolving the conventional crime issues. ... The 20th century governmental crime incidents are real life examples of the effects this ignorance has caused. The Nazi Germany, Maoist China and many other such events which had devastating impacts on people, society and the states. Genocidal actions (in case of Bosnia and Rwanda) of tribunals were one of the major steps taken to curb the issue of governmental or state crimes in the late 20th century. The matters associated with Afghanistan, Iraq, Palestine etc. also gave rise to the objection on the massive usage of mass destruction weapons. There are many opponents of America, Israel and other nations who qualify these states as criminal due to the policies and activities that led to the invasion of less powerful states. All these cases are clearly lack of controlled authority over the actions of nations involved and had transnational effects. However, there are a few criminologists who sought these issues as worth mentioning and debated on them (Mathew & Kauzlarich, 2007). Govern mental Crimes should be debated about and controlled for the reason that Governments are generally believed to enact and impose laws. They are responsible to maintain a sound law and order situation and prevent crimes in the state. The body that is responsible to prevent crimes from occurring should not be involved in that act itself. The history of governmental or state crimes is old enough to associate it with the emergence of states themselves. Chambliss () asserted during the presidential lecture almost twenty years back and claimed that economic and political well being is so important to the states and governments that they often go beyond the borders set by them in the form of laws and regulations. The basic theme was to put forward the idea of violating one’s own laws

Understanding and Teaching the Jewish Life Assignment

Understanding and Teaching the Jewish Life - Assignment Example This is why in this unit; the teacher will emphasize the importance of life events among the Jewish people. Judaism does not recognize these events as passages that are ordinary to normal human life. They are all considered extraordinary, therefore, given extraordinary methods of commemoration and remembrance (Marcus, 2013). Each lesson will take50 minutes. In order to understand one of the Jewish life cycle events, it is important to discuss what life cycle events are. This lesson will introduce the unit by first defining life cycle events, and discussing with the students to ensure that they understand. From then I can introduce the Jewish life cycle events and discuss briefly. Give a take home assignment to enhance understanding. All students are to ask their parents or guardians about any life cycle event that they may know, and the student note two or more activities that are associated with it. The delivery of a child is a wonderful event. The Jewish believe in the bible command that says, they should be â€Å"fruitful and settle the world† (Wein, 2003, p. 13). When a child is born into the world, the Jewish are happy because it is a fulfillment to God’s command. Because of this command, the Jewish have a general rule that seeing children and welcoming children to the world is a blessing. The birth of a Jewish is a national joy as well as personal satisfaction. From the knowledge of the birth of a child as a national joy and personal satisfaction, the teacher can deduce the reasons why a child is valued among the Jews. These reasons are described below, and these can be classified as personal or communal. A child is valued because: Inherent in the link are thousands of years of beliefs, practices, traditions, and a sense of humanity, which the Jewish belief and know, that it is a mission and privilege to carry. The newborn carries hope of bearing the Jewish heritage. The teacher should

How working environment can impact on motivation Essay Example for Free

How working environment can impact on motivation Essay (A) Describe, with examples, how working environment can impact on motivation and contribute to an effective workplace in travel and tourism, covering:- * Job location In travel and tourism, the holiday atmosphere at resort contributes to a sense of well-being. Customers are happy to be on holiday and it is relatively easy to have a positive attitude to work. Whereas if you were working in a call centre where you are office bound and have to spend most of the talking to customer on the telephone. The organisation has to consider how this poorer environment can be improved so that staff remains motivated. * Working conditions and Hours of work Hours of work vary tremendously throughout the industry- some people are happy to work unsocial hours because it fits in with their lifestyle or they wish to have time off when everyone else is working. However, the overall number of hours per week should not exceed 40. * Health and safety Safety and security factors must be considered in the workplace, and legislation such as the Health and Safety at Work Act 1974 must be adhered to. Specific regulations also apply where food is served or where the chemical hazards, for example in a swimming pool. All these requirements are important. For some organisations a lapse in safety procedures can mean the collapse of the business and even a prosecution. Companies that organise activity holidays for children, for example must make health and safety a priority. Health and safety is important for both customers and employees. Employees need to know that they can go about their work in a safe environment and work together to ensure their customers are safe. * Equipment and Resources Sate-of-the-art equipment and a pleasant environment are important to motivate staff. * Social event Most companies have a Christmas party or social outgoing for staff. These are useful events to create camaraderie amongst staff and build teams. * Theories of motivation The motivation and commitment of employees is key to success of a team and therefore to the company. Several theorists have come up with models of motivation. The two of that we will look at are Maslow and Herzberg. 1. Maslow Abraham Maslow was an American who in the 1940s developed a theory of motivation. The theory is valid still for understanding how people are motivated in the workplace. Employers can use it to provide conditions that fulfil peoples needs at the different levels. Maslow theory is displayed as a pyramid because employees can only move up the levels once the lower levels are fulfilled. So, an employee cant achieve level 4 at work if they are having problems in their personal life or working with colleagues (level 3). Similarly, if they have just been made homeless (level 1) their concern will be finding shelter not performing at work. 2. Herzberg Herzbergs theory is also known as the hygiene theory. Herzberg identified characteristics which make people satisfied with their jobs and those which make them dissatisfied: satisfiers and dissatisfiers. The satisfiers are factors which give people long-term motivation and enable them to enjoy their work: * The type of work * Promotion prospects * Having responsibilities * Sense of achievement * Personal development * Gaining recognition This dissatisfiers or hygiene factors need to be operating well in an organisation but according to Herzberg do not ultimately motivate people. These are: * Salary * Working conditions * Relationships with others- colleagues and managers * Company policy (B) Describe, with examples, how working relationships can impact on motivation and contribute to an effective workplace in travel and tourism, covering:- * Management style Management is about motivating people to act in certain ways so that the team can achieve its common goal. A good manager must inform, motivate and develop the team. The four types of manager/management I will be talking about are:- 1. An autocratic manager An autocratic manager makes all the decisions and announces them to the team. This person is the boss and so has full control. The main advantage of this kind of leadership is that decisions are made quickly, as no consultation is involved. Its other advantages include:- * Where there is a need for urgent action the autocrat will take control * Some team members gain security from being told what to do. Disadvantages include:- * Team members may become frustrated at their lack of control * There may not be room for the team to express creativity * There may be over-dependence on the leaders Autocratic management belongs in a traditional hierarchical structure. 2. Consultative management With consultative management, the leader still makes the decisions but discusses them with the team. The advantages include:- * The team is informed of what is going on * Open discussion is encouraged * The manager spends time with the team The disadvantages are that the team feel involved but frustrated by having no real power. 3. Democratic management With democratic management, the decision-making is shared among the team. The advantages include:- * Ideas are encouraged from everyone * There is greater involvement and commitment from team members * The team is likely to be supportive of the leader * The team is fully informed The disadvantages include:- * Some team members may not be able to cope with being involved in decision-making * The democratic process can take too long * The leader may not agree with the decisions of the team * Powerful team members may take over 4. Laissez-faire management With laissez-faire management the team is left to sort itself out and get on with its work. The manager does not get involved and therefore is not leading the team. The advantages include:- * Highly motivated and skilled people are able to get on with their tasks * The team is empowered The disadvantages include:- * New team members will be uninformed * The team may be left with little or no direction * Teamwork Teamwork skills are essential in the workplace. You must be able to work with other people in a team even if you dont happen to like them. A team is a group of people who are working together to achieve common objectives. Even when you are not physically with other members of your team, you can work together by contributing to a sequence of activities with a common aim. If you were working as a resort representative in Spain, you would still be working in a team with colleagues in head office in the UK. 1. Team roles Good teams achieve synergy; that is, together they can achieve more than the members could individually. More ideas, energy and resources are generated as a group because:- * The team solves problems and makes decisions together * The team focuses on the priorities, with everyone working towards the same aim * The team provides a sense of belonging and a sense of status * The team provides a support network Not everyone in a team is the same- each person has their own strengths and weaknesses. If each person had the same weaknesses, the team could not work; there needs to be a balance of skills. A method of recognising individuals strengths and weaknesses is needed in order to build an effective team. The management expert R.Meredith Belbin has outlined nine team roles necessary for a successful team. One person can represent more than one role, as most people have strengths in more than one area. Belbins roles:- Chairperson/ co-ordinator = The group leader, likely to be relaxed and extrovert, also likely to be a good communicator. They will build on the strengths of team members and give them encouragement. Plant = The ideas person in the team, a person who is creative in looking for solution to problems, but not always good at details, and so may make careless mistakes. Shaper = The task leader, who unites ideas and effort. Needs to be dominated and extrovert in order to make things happen. Monitor/ evaluator = The team analyst, who is not so good at ideas but pays attention to details, thus keeping the team directed towards its target. Implementer = The organiser of the team, who is able to make the ideas of the plant and shaper and turn them into manageable and realistic tasks. A practical, stable and disciplined person. Resources investigator = The person who is outgoing and will explore and report on ideas and developments outside the group; is sociable and enthusiastic and good under pressure. Team worker = A very people-oriented person, sensitive to others needs. The team worker has good communication skills and will be good at motivating other. A natural mediator, who will deal with any conflict within the team, this person is very good to have around in a crisis. Finisher = A person who sticks to deadlines and likes to get on with things. Will probably be irritated by the more relaxed members of the team. Specialist = This person is single-minded and a self-starter and provides knowledge and skills in specialist areas each of Belbins roles acquires a different level of important according to the objectives of the team and the stage in the teams life. 2. team development Formal teams are part of the structure of an organisation and are planned in order to meet that organisations objectives. The formal team will follow rules and regulations and may meet on a pre-arranged schedule and complete administrative procedures. Examples in travel and tourism includes sales teams and marketing teams Informal teams work within or outside formal teams. They are sometimes based on personal relationships between members rather than on work roles. When you complete group work for assignments, you often choose the colleagues you wish. You choose to work with people you like and ones you know will be as committed as you are to the work. This is an informal team. There are several theories of team structure and development, which will help you to understand the effectiveness of teams. Bruce Tuckman (1965) identified four main stages of team development:- * Forming at this stage, team members form their first impressions of each other and establish identities. They are sounding each other out and finding out what is expected of them. * Storming- the team members have, by now, become more used to each other. Members are prepared to put forward their ideas forcibly and openly; they are also prepared to disagree and so there may be some conflict and hostility. * Norming the team now begins to establish co-operation. Conflict is controlled, views are exchanged and new standards introduced. * Performing the team is now working together; it begins to arrive at solutions and achieve objectives. There can also be a fifth stage, called adjourning or mourning, where the team has disbanded and the members miss being part of the team. * Job roles and lines of responsibility An organisation chart shows the structure of the company and how the work is divided into different areas. It also shows the lines of responsibility between staff, so that it is apparent who is responsible to whom. An employee studying a chart will find the possible promotions routes. The chart may show a hierarchical structure or line relationship. This is a very traditional structure and shows a chain of command with each person responsible to the person above them. It is sometimes referred to as a pyramid structure. Many organisations today would be depicted in a chart with a flatter structure. There are fewer layers of management, and each manager has a broader span of control. Restructuring of organisations often involves getting rid of middle managers, hence the flattened structure. * Channels of communication Open communication must be encouraged and ideas should be freely expressed in the workplace. There should be trust and support between team members. An effective leader can encourage good communication and shape the way the team works. * Verbal Verbal communication is the process of sending and receiving messages with words, including writing and there are different ways a person can do verbal communication 1. Telephone 2. Word of mouth 3. Video conference 4. Face to face 5. Presentation 6. Walkie-talkie 7. Meetings 8. Bluetooth/ headset (mobile phone) 9. Radio 10. Sign language * Written Written communication guarantees that everyone concerned has the same information and it provides a long-lasting record of communication for future such as 1. Books 2. Brochures/ leaflets, newspaper 3. E-mail 4. Text (written + electronic + verbal) 5. Fax (written + electronic) 6. Notice boards 7. Minutes of meetings * Electronic Electronic communication means any method used to convey a message that has been transmitted via electronic means such as e-mail, video conferencing, radio, TV, mobile phone, internet, fax etc. * Equal opportunities Legislation exists to ensure that personal receive equal opportunities and that there is no discrimination. The arts of parliament that you should be aware of are:- * Race relations Act 1976 This act makes discrimination on racial grounds unlawful in employment, training, education and the provision of goods, facilities and services. The two main type of discrimination involved in this Act are:- 1. direct discrimination:- discrimination against colour disability, citizenship 2. indirect discrimination:- discriminating a racial group * Sex discrimination Act 1975 This act makes it unlawful to discriminating against someone on the ground of gender, marital status, Gender reassignment or sexual orientation. The act was updated in 1986 to remove restrictions on womens hours of work and then it allowed women to take h=jobs with flexible hours. This act not only covers discriminations in the workplace but in job advertisements and interviews. * Disability discrimination act 1995 This act makes discrimination against people with disabilities unlawful in respect of employment, education and access to goods, facilities, services, and premises. Employers are required to make reasonable adjustments to accommodate people with disabilities. Examples include providing specially adapted keyboards for arthritis sufferers, facilitating wheelchair access and relocating people with limited mobility to the ground floor. * Equal pay act 1970 This act was introduced to address the problem of women being paid less than men for the same work. It allows employees to claim equal value in terms of demands made on them, such as effort, skills and decisions made. There is also an EU Directive that state that for the same work or work of equal value, sex discrimination must be eliminated in all aspects of pay. * Other forms of discrimination Discrimination at work is a very serious issue and can result in large amounts of compensation being awarded following successful tribunals, not to set up policies to ensure that the workplace is free from discrimination. Measures to be taken include:- 1. Setting up a comprehensive equal opportunities policy covering all aspects of discrimination 2. Training staff in discrimination legislation and on how to implement the equal opportunities policy 3. Setting up complaints procedures for instances of discrimination * Employment rights act 1996 When someone gets a job they can aspect to receive a contract of employment. This is a legally binding agreement between the employer and the employee. Under the Employment Rights Act, the employer must give the employee a written document including the following information, in writing within 2 months of starting work:- 1. Name of employer and employee 2. Date employment began 3. Rate of pay and interval of pay 4. Hours of work 5. Holiday entitlement and pay 6. Job title and brief description of duties 7. Place of work 8. Notice entitlement and requirements 9. Sick leave entitlement and sick pay 10. Pension and pension scheme 11. Disciplinary procedures and grievance producers 12. Date of end of employment it fixed term 13. Additional details about working aboard if appropriate. * Notice board After one month of continues employment an employee is entitle to one week of notice if the employment ends. After 2 years employment they are entitle to 2 weeks notice, after 3 years, 3 weeks notice and so on. After 12 years the legal maximum 12 weeks notice is reached. A employee must also give notice of leaving to an employer. After one month of continuous employment, an employee must give a minimum of one weeks notice. Employees are entitled to normal pay during notice periods as long as they are working or available for work. * Redundancy Redundancy pay is calculated according to the employees age, length of service and salary. Employees can claim for unfair dismissal if they suspect: 1. There is no real redundancy 2. They were unfairly selected for redundancy Dismissal is treated as redundancy if the whole business is closing or a particular job disappears or requires fewer employees. An employer may offer alternative employment. If the employee unreasonably refuses it they are not entitled to redundancy pay. * EU Directives on hours and pay The European Working Time Directive was enacted in the UK through the Working Time Regulations 1998. This lays down the following: 1. A maximum 48-hours week, averaged over 17 weeks 2. at least 4 weeks paid annual leave 3. a weekly rest period of at least 24 hours in each 7-day period 4. a daily rest period of at least 11 consecutive hours between each working day 5. an in-work rest break of 20 minutes for those working hours or more per day Some sectors are excluded from the regulations; one of theses is transport. * National Minimum Wage Act 1998 This Act provides workers with a minimum hourly rate below which their wages will not fall. Those who work part time benefit most, because they are often badly paid. The Low Pay Commission advises the Secretary of State on the value of the minimum rate. A special lower rate applies to 18-to 21years-olds. * Maternity and paternity leave The Employment Relations Act 1999 provides for basic rights for maternity leave. There are three periods of maternity leave. Ordinary maternity leave is for a period of 18 weeks which coincides with the period for statutory maternity pay. This applies to all employees. Compulsory maternity leave extends to a period of 2 weeks after the birth; the employer must not permit the woman to return to work during this period. Additional maternity leave follows immediately after the original 18-weekperiod and must end within 29 weeks of the birth. Employees with at least one years service with an employer are eligible for the additional maternity leave. Under the same Act there are provisions to allow parents 3 months leave in order to care for a child. This is intended to be taken before the child is five. It is intended to be available to men and to women, in addition to maternity leave. Paternity leave is available to men to: 1. Have or expect to have responsibility for the childs upbringing 2. Are the biological father of the child, or the mothers husband or partner 3. Have worked continuously for their employer for 26 weeks ending with the fifteenth week before the baby is due. Eligible employees can choose take either 1 week or 2 consecutive weeks paternity leave (not odd days) * Statutory sickness pay An employer must pay Statutory Sick Pay to employees who become sick and who normally earn at least à ¯Ã‚ ¿Ã‚ ½79 per week. After 28 weeks, Incapacity Benefit or Income Support must be claimed instead. * Grievance and disciplinary procedures These must be included in the employees written statement or contract, or at least there must be a reference to where they can be found. Disciplinary producers deal with such maters as warnings to be given before dismissal. Warnings might arise from the following:- 1. Lack of capability or qualifications-although the employer has a responsibility to give training 2. Misconduct-which includes habitual lateness 3. Gross misconduct (for example, assault or theft) leads to instant or summary dismissal. Grievance procedures deal with complaints by employees who are not satisfied with aspects of their employment. Employees must be given the name of a person to whom a complaint can b made and should be informed of right of appeal. * Investors in people Investors in people is a UK quality standard development in 1990. Those companies who gain the award have proved that they invest in the training and development of their staff. This is beneficial to employees and also to customers and suppliers. The standard for Investors in people is based on four key principals: 1. Commitment from the top to develop all employees 2. Regular review of training and development needs 3. Taking relevant action to meet those needs throughout peoples careers 4. Evaluating training and development outcomes for individuals and the organisation in order to continuously improve These principals are subdivided into 24 indicators of effective practise, and the organisation provides evidence for assessment against the indicators. Once the organisation gets the award it is entitled to display the Investors in People logo on company literature. * Buddies and mentoring Mentoring schemes are growing in popularity. They offer employees a one-to one relationship with a mentor, someone with greater experience and a willingness to listen and advice. The mentor and the mentee meet regularly and discuss aspects of the mentees job, such as career development. The mentor does not act as a line manager or superior and is never judgemental, but acts as a sounding board and is able to offer ideas and a different outlook on work issues. The Hilton hotel chain runs a mentoring scheme for its staff at all levels. Its purpose is to support staff in their career development. Mentors at the Hilton chain are often colleagues of the mentees doing similar jobs, which departs from the traditional model. All of the mentors have had mentoring training. Some companies have similar, but sometimes less formal, schemes where a new member of staff is given a buddy as a source of information and help. * Job security Many contracts today are fixed term, especially in areas such as visitor attractions. This means that the period of employment is not indefinite but lasts for a period of months or a year or two. The reason for such contracts is flexibility for employers- they can lose staff on fixed contracts at the end of the period without penalty. However, such contracts are demotivating for staff as they worry about their future income and job prospects. C) Describe with examples, how incentives can impact on motivation and contribute to an effective workplace in travel and tourism including: * Remuneration Remuneration means how much you get paid. You would imagine that this is very important as a motivator. In fact, it is an important factor in attracting people to a company but research shows that it is not the most important incentive. * Performance related pay Bonuses are often based on overall profits and awarded to all employees- usually performance related. * Incentive scheme An example of an incentive scheme could be a competition that staff are invited to enter. The competitions may be based on generating new ideas within the company, or how to boost sales, customer satisfaction or commissions on sales. * Discounts Discounts may be given on holidays or travel for those working in the industry. Many who work in travel and tourism receive cheap travel, perhaps by going on standby if they work for an airline or by going on fact-finding trips to a destination if they work for a travel agent. * Holiday entitlement In the UK employees can expect around 4 weeks paid holiday per year. In the public sector more holiday is often given, but this may be balanced against lower pay. * Pension schemes A good pension scheme can act as an incentive for many people who are concerned about security in retirement. * Perks As a perk, employees in the travel and tourism industry are often provided with a uniform. They may get to travel or live aboard and be paid to live there. They may be provided with a company car. * Opportunities for promotion and progression Many employees need a challenge and if they are in the same position, doing a job they find easy, they may become bored and less efficient. Thus, opportunities to move on and face new challenges are an important incentive. Opportunities may arise within an organisation and good people are quickly promoted. You may wish to let it be known that you are interested in progression and ask to be sent on relevant training courses and conferences. D) Described, with examples, how training can impact on motivation and contribute to an effective workplace in travel and tourism including: * Training Those employers who wish o ensure an effective workplace will offer ongoing training and development to staff. There are several benefits to organisations add to their workforces. Training can: * Improve individual performance * Improve team performance * Allow staff to be better informal * Equip staff to deal with change and emergencies * Make for a more flexible workforce * Improve morale * Allow managers more time to manage through delegation of other tasks. * Induction training Employers have to provide instruction and training to ensure health and safety, and this is usually a part of induction training. The induction is the first stage of training and is given to new employees; it is important as new employees need to be made welcome and become effective in their work as quickly as possible. Induction covers: * The nature of the job * Introduction to the workplace and to staff * The lines of responsibility * Facilities such as toilets, lockers, canteen * Health and safety basics * Training opportunities * In-house training Large companies offer their own in-house training and may even write their own materials. These training courses are very beneficial as they are tailor- made to meet the needs of the company. * External courses Thousands of external courses are available. These may be specific to travel and tourism or other professional qualifications in areas such as marketing or human resource management. They may be offered by colleges, by travel associations or by private companies. Companies may allow individuals or groups to attend such courses. Some may be long term, leading to advanced qualifications, so a great deal of commitment is required on behalf of the individual.

The Social Model Of Disability Health And Social Care Essay

The Social Model Of Disability Health And Social Care Essay In this essay I will be looking at models of disability, focusing mainly on the social model of disability and drawing upon the academic writing of disabled people and others as well as looking at a case study of David; a fifty five year old male who was admitted to hospital six months ago from having being diagnosed with a mild stroke. I will then go on to discuss the social models relevance to the practice of therapists. Disability is a major issue faced by our society. An attempt to describe the term disability can be very challenging. At present, there is no legal definition of disability as described in the social model of disability. Under the Equality Act, (2010) a disabled person is described as someone with a physical or mental impairment that has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities. This also covers people with progressive conditions such as HIV, cancer or Multiple Sclerosis, and those with hidden disabilities like dyslexia. There are two main models of disability, the medical model and the social model. The medical model of disability, sees disabled peoples inability to join in society as a direct result of having an impairment and not as the result of features of our society which can be changed (Swain, French, and Cameron, 2003).The World Health Organisation (1980) categorises disability into three main groups; Impairment, Disability and Handicap. They state impairment is different to disability, from this it is easy to see how people with disabilities might become stigmatised as lacking or abnormal. The medical model of disability, assumes that the first step solution is to find a cure or, using the World Health Organisation Classification (1980) to make disabled people more normal (cited in Reynolds,2005). When policy makers think about disability in this individual way they tend to focus on compensating people with impairments, for example, targeting specific benefits such as the Disability Living Allowance (1992) for those individuals and providing segregated special services for them. This model of disability has been criticised as it does not offer a realistic perspective from the viewpoint of disabled people themselves, disabled people can be led to believe that their impairments automatically prevent them from participating in social activities. This view was rejected by disabled people who then advocated a different way of looking at disability (Oliver, 1983). In 1983 lecturer Mike Oliver, proposed the social model of disability. He adapted the model from the Fundamental Principles of Disability published by the Union of Physically Impaired Against Segregation (1975), where an impairment is defined as lacking all or part of a limb, or having a defective limb, organ or mechanism of the body and disability as the disadvantage or restriction of activity caused by contemporary social organisation which takes no or little account of people who have physical impairments and thus excludes them from participation in the mainstream of social activities.(Swain and Cameron,1999, p.69). Central to this model is the belief that individuals with disabilities have a right to access, belong to, contribute to, and to be valued in society. The social model focuses on the strengths, abilities, and experiences of people with disabilities. Supporting individuals with disabilities in this model does not mean helping them to become normal, but instead focuses on tackling the social or physical barriers the individual faces in daily living (Oliver, 1983). In contrast to other models of disability, the social model is based on knowledge of the experiences, views, and practices of people with disabilities. The model understands individuals with disabilities as experts on their own lives and as experts on disability; it does not necessarily see difference as problematic or necessarily negative. Oliver (2004) goes on to argue that people with disabilities have faced prejudice and discrimination, therefore those who support this model believe that attention should be focused on restructuring society, not treating the individual. The social model views disability as a consequence of structural, environmental and attitudinal barriers that prevent people with a disability or impairment from maximum participation in society (Oliver, 2004, cited In Swain, French, Barnes and Thomas, 2004). For example, short-sighted people living in the United Kingdom are not classified as disabled. Eye-tests and visual aids, which are available means that this impairment does not prevent them participating fully in life. If, however, they live in a third world country where such eye care is not available they are severely disabled. The inability to read, subsequently learn, and gather information would be considered as a severe impairment in any society. If we apply the social model to the case study of David: Adapting to life after stroke, we are able to identify hidden attitudinal barriers that may exist in support of the social model, in the way society may view individuals with disabilities as being dependant and an inability to function fully due to their impairment. An example of this is when David states sometimes in shops, if I struggle to find the right money or to put away change, I feel really patronised, he may also experience these as hidden barriers from family members, this is indicated when David states At times I think they get annoyed with me being slower than before. In addition to these barriers, David may also encounter structural barriers; this may prevent him from being able to continue drive after his stroke due to legislations in place whereby you are not allowed to drive for one month following the event. This is a legal requirement even if your symptoms have fully resolved. The Driving Vehicles Licensing Authority would need to be contacted if one month after the stroke you are still suffering from weakness of the arm or legs, visual disturbance, or problems with co-ordination, memory or understanding. (Driver and Vehicle Licensing Authority, 2011). Other structural barriers in insurance policies mean David may also have to pay more for his car insurance due to suffering a stroke, this can be viewed as society penalising him for having a disability. Environmental barriers may also exist which prevent David using public transport to get to work. Oliver (1990) argues that the removal of these structural, environmental and attitudinal barriers will improve the lives of disabled people, giving them the same opportunities as others. For example in the case study, David was able to return to his job as a Health and Safety Advisor on a part time basis under the Employers and the Equality Act (2010) employers are required to make reasonable adjustments to their policies or practices. By making adjustments, employers are removing the barriers that disable according to the social model, they are effectively removing the disability. The strength of this model lies in its placing the responsibility upon society and not the individual. At the same time, it focuses on the needs of the individual whereas the medical model uses diagnoses to produce categories of disability, and assumes that people with the same impairment have identical needs and abilities. It also offers positive solutions that have been proven in the United Kingdom (Reynolds, 2005). The social model however has limitations. Firstly, Crow (1992) criticises the model for its failure to emphasize certain aspects of disability such as the pain of impairment, both physical and psychological. In other words, the struggle may be over for disabled people in terms of obtaining human rights but the personal struggle of just getting out of bed in the morning remains. This struggle means that no matter how accommodating society is for disabled people, disabled people will always be disabled people. Morris (1991, p.10) then goes on to argue While environmental barriers and social attitudes are a crucial part of our experience of disability and do indeed disable us to suggest that this is all there is, is to deny the personal experience of physical and intellectual restrictions, of illness of the fear of dying. Further criticisms made of the social model, is its failure to take into account that as the population gets older the numbers of people with impairments will rise and making it harder for society to adjust. Lastly, the models concepts can be difficult to understand, particularly by professionals in rehabilitation. These professionals have to be persuaded that their role must change from that of cure or care to a less obtrusive one of helping disabled people take control of their own lives (Morris,2004). If we look at the relevance of the social model in the practice of therapists; Occupational therapists and Physiotherapists working with people with disabilities would be able to align themselves to the model, by identifying barriers that may exist for the client and implement interventions to overcome these disabling barriers and promote social integration. Assessments based on the social model of disability do not ask What is wrong with this person? but instead ask What is wrong for this person? At the core of an assessment based on the social model of disability. (Morris, 2004, p.24). In the case study of David, he identifies fatigue and mobility as key areas he wishes to address with the help of therapists. A therapist may assess the client in their own environment whether that is in their home or work and then suggest adaptations such walking aids or assistive aids to help enable the client to carry out occupations while removing barriers in order to live a more independent life. In the case of Speech and Language Therapists they may work towards bringing about changes in the individuals environment in order to maximise the opportunities for communication. This might, for example, involve teaching carers how to adjust their language to suit the clients level of understanding, or use gesture in addition to verbal communication when conveying their message (Coles, 2001). The social model of disability is a key mechanism for ensuring that Social Care services and resources work in partnership with people who need support. Assessments should identify the barriers, external to the individual, which are getting in the way of human rights. The planning and delivery of services should be focused on tackling these disabling barriers. All of this opens up exciting possibilities of using public resources in ways, which really make a difference to peoples lives (Morris, 2005). To conclude, models of disability are tools for defining impairment and disability, and ultimately for providing a basis upon which government and society can devise strategies for meeting the needs of disabled people. They are a useful framework in which to gain an understanding of disability issues, and of the perspective held by those creating and applying the models. Previous models of disability were essentially devised by people about other people, however the social model of disability provides an alternative perspective from those who experience disability. The social model proposed by Oliver (1990) has played a key part in promoting ways of overcoming disabling barriers for disabled people and a move forward to empower those individuals to be apart society.One of the major criticisms that have made of the social model is its detachment with having to deal with of impairment and its experiences. It is important to acknowledge that therapists play an important role in overcoming disabling barriers and adopting a holistic approach to enable individuals to carry out everyday meaningful activities as well promoting social inclusion, through adaptations to their environment. Models of disability provide us with a continuum on changing social attitudes to disability and where they are at a given time. Models change as society changes; therefore, we should develop and implement various models, which will empower people with disabilities, giving them full and equal rights as others within their society. References Coles, J. (2001) The Social Model of Disability: what does it mean for practice in services for people with learning difficulties? Disability and Society, 16(4), pp. 501-510. Crow, L. (1992). Renewing the Social Model of Disability. Coalition pp.5-9. HM Government (2011) Directgov: Driver and Vehicle Licensing Authority (2011) Available at: http://www.direct.gov.uk/en/Motoring/DriverLicensing/MedicalRulesForDrivers/MedicalA-Z/DG_185787 [Accessed on 10 November 2011]. HM Government (2011) Directgov: Employers and the Equality Act (2010) Available at: (http://www.direct.gov.uk/en/DisabledPeople/Employmentsupport/YourEmploymentRights/DG_4001071) [Accessed: 5 November 2011]. HM Government (2011) Directgov: Disability Living Allowance (1992) Available at: http://www.direct.gov.uk/en/MoneyTaxAndBenefits/BenefitsTaxCreditsAndOtherSupport/Disabledpeople/DG_10018702 [Accessed on 10 November 2011]. HM Government (2011) Directgov: Equality Act (2010) Available at: http://www.direct.gov.uk/en/DisabledPeople/RightsAndObligations/DisabilityRights/DG_4001068 [Accessed: 5 November 2011]. Morris, J.1991: Pride Against Prejudice-Personal Politics of Disability, London: The Womens Press. Morris, J. (2004) Social Model Assessment Team Pilot Project Essex Social Services: Report of Evaluation. p24 [PDF online]. Available at: www.leeds.ac.uk [Accessed: 5 November 2011]. Oliver M (1983) Social Work with Disabled People. Basingstoke, Macmillan. Oliver, M. (1990) The individual and social models of disability. Available at: http://www.leeds.ac.uk/disabilitystudies/archiveuk/Oliver/in%20soc%20dis.pdf 4 [Accessed: 5 November 2011]. Oliver, M. (2004) If I had a hammer: The Social Model in action. In Swain, J., French, S., Barnes, C. and Thomas, C. (eds) (2004) Disabling barriers enabling environments. 2nd ed. Los Angeles, SAGE Publications. Reynolds, F. (2005) Communication and clinical effectiveness in rehabilitation. Oxford: Butterworth-Heinemann. Swain, J. and Cameron, C. (1999) Unless otherwise stated: Discourses of labelling and identity in coming out. In Corker, M. and French, S. (eds) Disability Discourse. Buckingham: Open University Press. Swain, J., French, S. and Cameron, C. (eds) (2003) Controversial issues in a disabling society, London: Sage in Association with the Open University. Section B : word count 879 Juvenile Chronic Arthritis (JCA) is a condition, which causes pain and inflammation of the joints and bones. The main symptoms include pain, stiffness, restricted movements of the joints, swelling, and warmth and redness of the skin over the joint. About 12,000 children in the UK under the age of 16 have a form of Arthritis.(Arthritis care, 2011). The purpose of this leaflet is to provide information on support services available and coping strategies for Helen, a fourteen-year-old female who suffers from JCA. The leaflet focuses on three main support services which address the identified needs of Helen.The case study of Helen highlights swimming as a meaningful leisure activity, so one of the programmes offered in the leaflet is an Arthritis foundation aquatic programme, there is evidence based research to suggest swimming can help to ease stiffness, improve movement in joints, and strengthen muscles. The program incorporates the buoyancy of water and the soothing warmth of a heated pool to make a safe and ideal environment for relieving pain and stiffness (Arthritis, 2011). Other Programmes aimed at Helen and her family focus on teaching knowledge and skills to better manage JCA and providing the opportunity to meet others who share similar experiences. This acknowledges the need for support for the whole family, which is strength of the leaflet however a limitation is the lack of in depth information provided. The use of a case study of a teenager with JCA, is an effective way of providing reassurance and encouraging Helen to remain positive. Coping strategies are also included as a way of offering practical advice on how to manage JCA on a daily basis, and takes into account if reader is not ready join they can still take away some useful tips. An important factor in whether health information will appeal to this target audience is design (Houts et al 2006). According to Hoffman and Worrall (2004), a health education leaflet should be patient centred and designed with the principles of good health education material design in mind, including layout of both illustration and text. Often leaflets in clinical areas are ignored; however leaflets with pictures draw the attention of patients and encourage attention to the information contained within and as the leaflet selected is vibrant and colourful it catches the eye. There is a blue background for the leaflet, on which the text is placed on; this makes the black of the main body of the text stand out as well as the use of suitable images Helen can relate too. In terms of content of information, written material should contain accurate content and be written in a simple manner which can be understood easily. The front cover of a leaflet is particularly important as it is the main device used to initially attract the target audience (NHS,2003).To attract Helen to the leaflet an image of a group of teenagers is used for the cover as she would be able to identify more with as most leaflets on Arthritis have images of older people and can be off putting for a teenager. A logo is also used so it is clear to the reader who is responsible for producing the leaflets and if she wants to seek additional information then the logo will help her to remember the organisation. The heading If you are a teenager with Juvenile Chronic Arthritis, you are not alone is clear and written in a large front so it immediately addresses the target audience and provides reassurance. Bearing in mind that an average person will only look at a leaflet for a few minutes, this is very important as the information and the purpose of the leaflet comes across clearly and immediately on the front cover which is one of the main strengths of the leaflet. However, the contact details on the back of the leaflet with extra support services is not clear enough to the reader in regards to whom to contact if interested in joining the programme. The language used throughout the leaflet is simple in order to appeal to young teens, but a Flesch test has not been carried out to indicate this, as Standard texts should have an FK Grade level of about 7-8 which is similar to a reading age of 13-14 years, therefore suitable for the target audience. (Frances, 2005) NHS Toolkit for producing patient information (2003) recommends using a 14 point or larger for those with sight difficulties, therefore an Ariel 14 point sized font has been used in the main body of the text so that the leaflet is both clear and easy to read and a more bolder style of font is used for subheadings inside so it is more eye-catching. This takes into account the reader who has JCA may have deterioration in sight as one of the symptoms of their condition. To conclude, the overall content and presentation of the leaflet successfully addresses the needs of Helen, focusing on providing information on support services. The leaflet has been designed so it is not overly cluttered but provides basic information by including a case study, coping strategies and facts that may encourage her to join. However, Improvements can be made in the design layout and incorporating more depth of information.

The U.S. Marines and the 19th Century :: Marine Corps War Essays

The U.S. Marines and the 19th Century In the beginning of the 21st Century the U.S. Marine Corps stands at a strength of approximately 200,000 personnel. The Marines are also equipped with tanks, helicopters, fixed wing aircraft and specialized ships, manned by the U.S. Navy, to transport them to various destinations. These numbers constitute a larger force than the entire armed forces of many countries and the U.S. Marine Corps is considered the junior service of the U.S. military. The Defense Act of 1947 guaranteed the continuing existence of the Marine Corps as law. All this happened in the 20th century. During the 19th century the Marines not only fought the enemies of this country, foreign and domestic, but had to fight for their very existence. â€Å"In 1806 Marine Corps registers showed a paid strength of only eleven officers and 307 noncommissioned officers and enlisted men. Its main duties at sea focused on guarding against mutinies on U.S. Navy ships. In combat, marines fired their muskets at enemy ships’ officers and crew during battle, formed contingents to board enemy ships or attack enemy shore installations, and repelled enemy boarders. On shore, marines guarded U.S. Navy yards in several American cities.† (With Fidelity and Effectiveness: Archibald Henderson’s Lasting Legacy to the U.S. Marine Corps, Joseph Dawson, p. 271) The early 19th century saw the United States as a small agrarian society trying to build a unified country. After the Revolution the Army, Navy and Marines were disbanded as they were believed to be not needed. No one planned to go to war with anyone and any possible land conflict could be handled by the various state militias. This changed with the influx of pirac y by the French and a few North African Arab kingdoms, commonly called the Barbary pirates. The United States had a thriving mercantile marine that proudly sailed across the world to find new markets. This made them perfect targets. John Adams, the 2nd president, reconstituted the Navy and with that the Marines. New ships were built and sailors and Marines were recruited to man them. They fought against pirates in the Mediterranean and the Caribbean. This had the un-intended effect of preparing them for the 2nd war with Great Britain from 1812 to 1814.

Confidence in the Federal Government and Voter Turnout Essay -- Resear

Confidence in the Federal Government and Voter Turnout Introduction Since the presidency of John F. Kennedy, there has been a decline in American confidence in the federal government (Walker, 2000). The importance of confidence in the American federal government is immense. Political participation can be defined as â€Å"Any activity that attempts to influence public policy or the selection of government officials† (Austin Community College). One hopes that Americans do not lack confidence in the federal government because they dislike this style of government. Democracy for many years has been trumpeted and hailed by many as the best way a government can truly reflect, respect and represent her citizens. Having a great deal of confidence and participating in governance can create a more patriotic spirit in citizens, which in turn might lead to more citizens participating politically, thereby making the country more democratic. It can be a propelling force behind a nation’s success, affecting all aspects of her citizens’ lives: education, business, government, families, and community organizations (McLagan & Nel, 1997). Since the 1970’s, the level of confidence in the federal government of America has drastically decreased. To illustrate the decline in confidence, the Cable News Network (CNN) Broadcasting Company recently conducted polls on confidence of the American public. Among their results were that â€Å"4 out of 5 [American adults] lack confidence in government† (Kyoko, 1997). This is approximately 153,600,000 million Americans! According to the CNN polls, â€Å"when asked to name two or three government successes of the past 30 years, 42 percent of the respondents could not even name one† (Kyoko, 1997).... ...1985, August). Religion and political change: The impacts of institutional connectedness and religious imagery. (Bib01414). Paper presented to the American Political Science Association. New Orleans, LA. Keystone Research Center. http://keystoneresearch.org/ 90 Ihuegbu Honors College Review 2001 press.releases/pademocracy.html Kyoko, A. (1997, March 21). Four of 5 Americans lack confi dence in government. Cable News Network [On-line]. Available: http://www.cnn.com/us/9703/21/govt.poll/ McLagan, P., & Nel, C. (1997). San Francisco: Berrett-Koehler Publishers. ReadersNdex Archive [On-line]. Available: http://www.readersndex.com/imprint/000001n/00001cj/ 0000†¦/title.htm Walker, D. (2000, April 25). Improving government perfor mance and building trust. John C. Whitehead Forum [On-line]. Available: http://www.excelgov.org/whitehead/ walker_speech.htm

Elder Abuse Essay

Elder abuse or elder mistreatment occurs when a person intentionally or unintentionally brings harm to an elder person. It is also when the health and well-being of an elder is negatively affected. In a research done in the United States had shown 700,000 out of 1. 5 million elders are being mistreated. There are different forms of elder abuse varying from – physical abuse, emotional abuse, neglect, financial exploitation, abandonment and a combination of the forms stated earlier. Anyone can be an abuser, even if he/she is a family to the victim; a member of a formal care center (medical staff, caregiver etc. ; and people within the community where the elder belongs. There are no specific characteristics for these abusers; they cannot be solely distinguished from the crowd. However, we can distinguish elderly people who maybe a victim of elderly mistreatment by observing their behaviors, and by observing his/her environment. Literature Review According to the electronic copy of the â€Å"15 Questions & Answers About Elder Abuse† from the National Center on Elder Abuse, elderly mistreatment occurs when intended or carelessly actions brought harm to an elder. Abusers have different personalities and reasons for committing abusive actions to elderly people. Then how do we spot an abuser? Specially at times, when the elder being abused is physically or mentally incapable of reporting to the authorities. Some signs that may indicate occurrences of abuse is when there are visible bruises, slap markings, rashes on the victim’s body; change in behavior (fearful, more aggressive etc. ); isolating themselves; lack proper clothing & food; refuse medication; poor living quarters and so on. Other signs to look for in the abusers’ personality are whether he/she is an : alcoholic, had history of domestic abuse; mental illness; bad temper; tendency to blame other people; economic pressure and so on. The above mentioned are just a few informative facts to consider when suspecting of elderly abuse occurrences, either by the abuser or victim’s actions. We have to be aware that currently there are no federal laws protecting elders from elderly mistreatment. However, there are state laws which protect the elderly, like the institutional abuse concerning elderly people in nursing homes and the like. There is also the domestic abuse where elderly abuse falls too, abuse happens within the family. An increasing number of states are becoming responsive in enforcing laws protecting the elders. We are reminded too, to do our part as responsible citizens, that when we suspect of elderly abuse we must inform the police or an adult protective service for them to conduct investigations and provide help to the victims. NCEA also suggested ways to decrease the risk of experiencing elder abuse by – staying busy in life and acquiring a strong support from one’s family; living healthy to avoid dependence when getting old and lastly, trust your instincts when things don’t feel right. As a whole, there are actions being done by the government together with various organizations to fight and decrease the level of elder abuse thru awareness programs and elder abuse prevention activities. Methodology My topic is about elderly abuse which is currently happening around the world. It cannot be denied that more and more elders are experiencing it right now. Thus, awareness to the public must be brought regarding the definition of elder abuse, who are the victims and abusers, how to prevent it and how to report a case of elder abuse. It has come to my awareness that there are numerous organizations created to prevent elder abuse and help those who have been victims of it. Though no federal law has been made specifically for elder abuse, there are state laws present to give corresponding actions and solutions to such cases. As a citizen, I had been informed that I can make a difference, that I can help decrease the cases of elder abuse by being attentive to my surroundings and socially responsive when needed, like if I see an instance of elder abuse there are hotlines that I can call. My small gesture of notifying the authorities will start a proper investigation and will help the elder experiencing abuse. Data Analysis I had stated earlier that elder abuse can be done in many forms. I shall further elaborate how elder abuse takes place: . ) Physical Abuse – when force is used to elderly people causing them harm and injury. It may not necessarily mean that the abuser is beating or hurting the elderly victim, instead it may also be in the form of confining the elder in one place or restraining him/her to act freely. 2. ) Emotional Abuse – hurting and offending the elder verbally which may hurt one’s feeling and cause him/her stress. Forms of verbal abuse are yelling to the person, threatening and blaming the person. Examples of non-verbal abuse are when the elder is being ignored, treated carelessly & menacingly, and isolated from the society. 3. ) Neglect or Abandonment – when the elder is unable to take proper medication; lives in a poor living condition; actively or passively not being taken good care of; and when he/she does not receive proper care. 4. ) Financial Exploitation – the abuser (either a family member, caregiver or a third person) uses the victim’s possession and money without permission. This occurs when the victim’s credit card and cash are being used by an unauthorized person; forgery of the victim’s signature; identity theft; financially unable to support one’s self; pension checks being stolen and so on. 5. ) Health Care Fraud & Abuse – the abusers are from the medical staff either the doctors, nurses, caregivers and health care institutions. This case is present when there is overcharging, overmedication or opposite; kickbacks from referrals and so on. Anyone is capable of committing elder abuse for different reasons. Some of the most common reasons, however are due to financial interests; lack of patience to take care of the elder; short tempered; feeling superior over the elder since the elder can’t fight back or stand from himself; and the way of thinking of the abusers that their actions won’t be known by other people. Results In some instances though, elder abuse is really unintentional such in the cases of caregivers. When they are pushed beyond their limit and are over-whelmed with stress from work and their personal lives. Influence plays an important part as well, on why elder abuse occurs both from the abuser and victims actions. For the victim’s part, he/she may have been an abuser earlier to the people around him/her; has his/her own tendency to physically or verbally abuse people; and has a domestic history of violence in their home. On the abuser’s part, he/she has previous domestic violence involvement; may be due to drugs or alcoholism; short tempered and so on. In the end though, once it has been proven that there had been elder abuse, the abuser may either go to jail and/or pay for damages done to the victim. The victim on the other hand is given proper help to recover. If abusive actions are not recognized from the start, may cause minor to major damages to the victim. But if elder abuse is detected much earlier, it can be prevented and many will not suffer. In a 1992 article published, and re-posted on the internet, the term â€Å"Granny dumping† has been used pertaining to the abandonment of elderly people. This only shows that elder abuse had been present for a long time, and its population has increased over the years. The good thing is that in present years, proper actions and help is offered to the public, thus creating awareness. Discussion Elder Abuse, or earlier known as ‘Granny dumping’ has long been present. In America alone, according to the studies made, a day won’t pass that an elder is not brought to the emergency room because he/she has been abandoned or maltreated. It is a sad fact that not many are aware that elder abuse exists or that they are doing elder abuse by simply yelling at these elders or by disrespecting them. With the rise of nursing homes, these elderly people are becoming more vulnerable since they are exposed and involved with people whom they don’t know at all. When the family of the elder can no longer take care of him/her, they are sent to nursing institutions. Worse, if the family has no financial means they just leave their elder on the streets. There is nothing wrong in being a caregiver, but if you are becoming over-whelmed with your job you can do these things to avoid elder abuse – seek help from friends/family/institutions, take short leaves; find an adult day care program whenever you feel like your stress-out; adopt stress reduction activities; seek emotional help when needed; and maintain a healthy lifestyle for yourself too. There are numerous ways to prevent elder abuse, but it all has to start within the community we belong and by us, being observant of what’s happening in our surrounding. It may start with our uncomfortable feeling how an elder we know or see is being treated, we can speak up and report it to the authorities. It does not mean that these elderly people can no longer stand up for themselves would remain silent and just take the abuses given to them. We must speak up for them. Conclusion It is clear that elder abuse happens worldwide, the focus of my research paper has been in the U. S. alone. What’s even more disappointing is that most common abusers are the family members of the elder, have they forgotten about the times when their parents or their elderly relatives took care of them? However, the actions of these abusers are clearly wrong but they may have their reason for having committed abuse. Abusers or prospective abusers must seek help whether emotional support or medications for them to avoid improper behavior towards the elderly people. Today, awareness to the public about elder abuse is being given importance. Funds are being set aside and donations are being given to help inform the public and save abused elders. The condition in decreasing the number of elder abuse has strengthened and improved. As more volunteers and organizations are willing to help. Add too, the support obtained locally and internationally from political organizations and leaders. Let’s not forget that abusers are also faced with equivalent punishments and fines for their actions. The simplest help everyone can give, is to be socially aware and responsive to one’s surrounding. It’s like watching for each other’s back, and offering help even in the smallest means. Though the authorities are present, the policemen and various organizations, we have to act first before they can proceed and apply proper actions about the abusive cases. Second, we can apply these reminders in our lives: 1. ) listen to our seniors and their caregivers; 2. ) intervene upon suspicion of elder abuse; and 3. ) educate or inform other people about elder abuse. Lastly, how can we protect our elders and ourselves from elder abuse? By arranging our financial and legal affairs, if legal help is required, obtain one. Second, by staying in touch with our friends, family and relatives to decrease our vulnerability to abuse and the like. And we must keep in mind, that all human beings must be treated well; elders, women, men and children must be treated humanely and be given their needs in life such as proper housing, enough food, required medication, proper clothing and care.