Equal Pay Act 1970 Equality And Diversity - 963 Words

Equality To me this means treating everyone with respect and fairness whilst recognising their individual needs. Diversity Recognising, valuing and acknowledging difference and similarity. Inclusion Providing opportunities to everyone, in its simplest term it is the ‘state of being included’. The Equality act 2010 replaced nine primary legislations and over 100 bits of secondary legislation to make it simpler to understand and ensure that everyone is treated fairly and brings together a number of previous legislations including the: †¢ Equal Pay Act 1970 †¢ Sex Discrimination Act 1975 †¢ Race Relations Act 1976 †¢ Disability Discrimination Act 1995 †¢ Employment Equality (Religion or Belief) Regulations 2003 †¢ Employment Equality (Sexual†¦show more content†¦From another perspective, it is only in recent years that I have been honest with potential employers during the recruitment process as I had experienced discrimination upon disclosure in previous applications. Even today I am still cautious as to the point of should I or when I disclose my disability especially as I am also in the older workers category which on its own is prone to discrimination. Vedas recruitment training are a ‘disability confident’ employer which means we positively engage with persons who may normally feel excluded from applying for our vacancies by using a range of application techniques and advertising in a wide range of places not normally used. The workforce is naturally diverse and closely represent the social makeup of the community therefore doesn’t need positive discrimination. Within Vedas Recruitment Training the policies relating to equality, diversity and inclusion are not specifically measured in terms of performance of employees. One incidents of unfair treatment occurred within Vedas Recruitment Training which came about when one individual was promised a promotion should a bid be successful. This caused resentment in others who felt theyShow MoreRelatedManaging Diversity Within An Organization1674 Words   |  7 PagesManaging Diversity is often defined as a â€Å"management philosophy of recognising and valuing heterogeneity in organisations with a view to improve organisational performance† (Ozbilgin and Tatli, 2011). Hence recognising the wide variety of qualities possessed by people within an organisation and creating an environment that understands, values and utilises the differences within people. Due to the rapidly growing trends of a more diverse workforce, diverse market and globalisations of businesses,Read MoreUnti 12 Nvq Leve l 3 Health and Social Care803 Words   |  4 PagesNVQ level 3 unit 12 Outcome 1 1.1 a) diversity is the differences between people based on culture, ethnic origin, nationality, gender, race, religion, beliefs, age, ability, sexual orientation etc. b) equality is giving everyone equal opportunities and treating everyone fairly but not the same. c) inclusion is including everyone in the activity and not leaving anyone out. d) discrimination is being prejudice about certain factors of someones life such as gender, sexual orientation, raceRead MoreChampion equality, diversity and inclusion1712 Words   |  7 PagesChampion equality, diversity and inclusion          1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility. Equality is to treat all as individuals; to respect race, disability, age, gender, religion, beliefs ,culture and sexual orientation. For all to be open to opportunities, to be treated fairly and respectfully, have rights and equal status in society and for all to reach their full potential. Diversity is to value that we are all uniqueRead MorePromote Equality and Inclusion in Health and Social Care Task 303763 Words   |  4 PagesPromote equality and inclusion in health and social care 303 task bi Induction information leaflet. The Equality Act is a legislation that is in place to ensure that people are given equal rights and opportunities regardless of their age, gender, disability, race, religion or belief and sexual orientation. This legislation promotes diversity, equality and inclusion by making it a requirement that they are commonly practiced and incorporated into the health and social care setting, makingRead MorePRINCIPLES OF DIVERSITY, EQUALITY AND INCLUSION IN ADULT SOCIAL CARE SETTINGS863 Words   |  4 Pagesï » ¿Unit 303: PRINCIPLES OF DIVERSITY, EQUALITY AND INCLUSION IN ADULT SOCIAL CARE SETTINGS. 1.1 Diversity means difference. Diversity recognises that though people have things in common they are also different and unique in other ways. Diversity is about recognising these differences and valuing them. Diversity is in the form of visible bind, non-visible differences which include personal characteristics such as background, culture, personality and race disability, age, gender belief and religionRead MoreEssay on Unit 3683 Words   |  3 Pagesmeant by: Diversity? Diversity means although people differ from each other it is accepting this difference and its value that brings richness and variety to society. Equality? Equality is about each person being equal and entitled to their rights and being treated the same regardless of their age, gender or religion Inclusion? The aim of inclusion is to embrace all people irrespective of age, race, gender, and disability, medical or other need. It is about giving equal access andRead MoreDiversity in the Workplace1452 Words   |  6 PagesIntroduction As a general statement diversity refers to the prevention of discrimination in conjunction with the improvement of equality. It’s about valuing differences and inclusion; this is the act of spanning such areas as ethnicity, age, race, culture, sexual orientation, physical disability and religious beliefs. In a global marketplace diversity is theorised as a corporation that employs a diverse workforce in that includes both genders, people of many generations and those from ethnicallyRead MoreUnit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings Outcome 1: Understand the importance of diversity, equality and inclusion1112 Words   |  5 PagesUnit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings Outcome 1: Understand the importance of diversity, equality and inclusion 1. Explain what is meant by: Diversity – In the literal sense the word ‘diversity’ means different. Through diversity we recognise the uniqueness of the individual and value these differences. Diversity can consist of factors which include personal characteristics such as background, culture, personality and work-styleRead MoreSch 33 Equality and Inclusion in Health Essay1552 Words   |  7 PagesSHC 33 Promote Equality and Inclusion in Health, Social Care or Children’s and Young People’s Settings 1. Explain what is meant by: Diversity Equality Inclusion Mean by Diversity the differences between individuals and groups in society arising from gender, ethnic origins, social, cultural or religious background, family structure, disabilities, sexuality and appearance. Our society is made up of people with a wide range of characteristics. Where people vary in a multitude of ways, includingRead MoreLevel 5 Health and Social Care 503 Essay1458 Words   |  6 PagesUNIT 503 Learning outcome Understand diversity, equality and inclusion in own area of responsibility 1.1.1 There are two models that link with equality, diversity and inclusion, the first one is the social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitude’s and their surrounding environment. The social model focuses on who the adult is as person not what their disability or diagnosis is, the focus is on how to improve and empower

Objectives and Measurement Free Essays

The main goals that hard core will be aimed at achieving for a period of one year are:- 1. To improve the health statues of people by serving a minimum of 50customers per day.   The main objective of hard core is to improve the health status of the people. We will write a custom essay sample on Objectives and Measurement or any similar topic only for you Order Now    For the start a minimum of 50 customers will be served within one day.   People will be advices on the diets to take so that their health status improves.   Teachings on maintaining the required weight shall also be offered. Our customers shall be taught on the kind of lifestyle to lead in order to keep their bodies strong and free from preventable diseases.   Also our customers shall be educated on the kind of exercised to carry out regularly so as to maintain their bodies and remain strong.   Also educate our customer about nutrition values of various foods.   We shall ensure that a minimum of 50 customers have been served per day. 2. To ensure 99% efficiency in offering quality services.   We shall ensure that any service offered by hard core is within the best standards.   Health issues are very crucial and sensitive to somebody’s life.   A small mistake can lead to the death or deterioration of the health of a customer.   Therefore we look forward to offering the best services to our customers. 3. To buy 30 equipments by the end of the year for the start hardcore shall be having the basic equipments for weight measurements, skin treatment, and body massage to ensure a smooth running during the start.   But as time will go by hardcore targets at buying 30 equipments for offering our trainings. 4.To reduce the cost of services by 10% compared to our competitors for hardcore to expand and have more customers it will be charging lower prices to all the services it will be offering our prices will be lower by 10% compared to those charged by our competitors. 5. To build one big recreational hall for practicing by the year 2009.   Hardcore has got many professionals like nutritionist, dietitians, naturopathic doctors, dermatologist, the rapist, personal trainers, fitness instructors, physical therapist and psychiatrist.   Each and everyone of this professional require his own room. This room should be enough and spacious to accommodate at least four people and some equipments.   So for hardcore to be efficient in offering all its services a recreational hall should be build by the year 2009. 6. To buy at least five televisions sets for our customers to be watching while waiting to be served by the end of year 2008.   Hardcore should buy at least five televisions that will be installed at the halls to keep customers busy as they wait to be served.   These television sets should also be used to offer basic teaching to customers to issues like diets, nutrition, prevention of diseases, the importance of maintaining health bodies.   Therefore these televisions will assist offering some basic teachings to our customers. 7. To increase our monthly sales by 10% by the year 2009/ hardcore will have its own retail shop.   This shop will be selling equipments for homes, clothing, other supplements and nutritional valued light foods and drinks to compliment the services it offers.   Hardcore will target at increasing its monthly sales by 10% as from the year 2009. 8. To own our own  ½ acre piece of land by the year 2009. For hardcore to offer its services efficiently it need to won  ½ on acre piece of land by 2009. 10. To have a well trained team of 90 professionals within the first 6 months of starting.   Hardcore should have at least 90 well trained professionals like nutritionists, dietitians, naturopathic doctors, dermatologist, therapist and many more others.   These professionals are the once to ensure that hard core is fulfilling its main mission of improving the health status of its customers. Performance Measurement Performance measurement is vital in all organizations because the organizations need to verify the validity of the selection methods; they also need to do performance measurement in order to improve productivity of the organization. As much as this may seem an important and key aspect of management, still it has a lot more difficulties associated with it. Some of the main factors that may make performance measurement to be more challenging are the measurement problems that make it impossible the supervisors (those in charge of the performance measurement) to tell the juniors or subordinates that they are below the average standards. How should the organization deal with such situations? In order for organizations to do performance measurement well, then they should carefully study the job, systematically and scientifically, in order to determine the nature and characteristics of the job, knowledge, skills and experience required for the successful performance of the job. They should collect all the vital information related to the job. They should then look at the specific individual tasks that comprise the job and qualifications necessary to do the job. This is called job analysis that involves determining the content of the job in terms of what the worker is expected to do, methods and techniques used, and lastly, the conditions and skills required for the job. For proper job measurement, the management must adopt the following process and the methods of job measurements that follow: Management should identify and isolate the component tasks of the job. They should examine when, why and the tasks are done. Find out the duties and responsibilities involved in the job. Identify the working conditions involved in the job. Determine the demands which the job has on the job holder. Know the job relationships. After gathering all these, management can now use the methods of job measurement to know whether the job is being done s it is supposed to be done. The various methods of job measurement include: Performance rating Critical incident MBO Performance Rating Under performance rating values such as creativity, initiative, dependability, knowledge etc assigned to the job and the rating is presented on a scale like this and questions are asked. To what extent does this person demonstrate creativity and then the scores given for the question give the rating of the employee. This method has a number of problems like: a) Managers may be inclined to give everyone a high rating and hence failure to differentiate them. b) Managers may tend to be influenced by most recent performance rather than general performance. Critical Incident Good and bad performance incidents are recorded at the end of the period. The more the good performance incidents the better the employee. The major problem is that this type of job measurement is comparative and qualitative and cannot determine the actual performance on the job. MBO Here the performance of the job is rated as per the objectives set at the begging of the period i.e. sales targets set as 15% and then the sale representative gets 15%, he will get a positive sales performance order and vice versa. For this method of appraisal to be effective there must be a clear understanding between the employer and the employee at the point of setting the objectives. The authority and recourses necessary to achieve the objectives must be delegated to the managers. References Lnick F. John and WillinLee Ziegler, sales promotion and modern Merchandising, McGraw Hill. How to cite Objectives and Measurement, Essay examples

Management of a Team for Flavored Milk - myassignmenthelp.com

Question: Discuss about theManagement of a Team for Flavored Milk. Answer: Introduction The firm taken into consideration produces dairy products. The plant where the production of the dairy products takes place has been upgraded recently to support the growing demands. A wide range of dairy products are produced such as cream, yoghurt, butter, types of milk as skim, powdered, evaporated or flavored milk. A team has been formed and the members of this team have been assigned respective roles for the production program goes on without any problem. The following team members are the manager, the team leader, the production head and the operational manager. There is interdependence within the team. The team leaders perform their respective tasks by guiding the employees. The business manager reflects upon the stimulation round and comments on the decisions that the team has made. Discussion The team members have specific tasks according to the roles they have been assigned. According to their role, the team members have responsibilities to perform so that there is enough production to meet the growing demands of the products. The four-team members have certain responsibilities, which have been discussed below: The Manager The manager is the most important member of this team. The project manager is the person who has the responsibility for the successful initiation of this project. The manager plans, designs, executes, monitors, controls the project (Kerzner, 2013). The manager of this company looks into the production of the diary products by the plant that has undergone changes to support the growing demands. The manger recognises the risks that may have an impact on the production and distribution of the products. These risks arise from uncertainty and focus on it is the primary concern of the manager. The manager makes decisions, which are both large and small. The manager should communicate with the other members of the team and the employees so that there is smooth production at the plant (Kim, Kumar Kumar, 2012). The manager organises his task through project management. He produces reports and charts and guides the other team members. The manager should have the ability of monitoring and repo rting about the progress at the plant regarding the production and distribution of the diary products. The manager has to have a strategic planning to allocate the resources and use control mechanisms to guide the implementation of strategy at the production plant (Bryson, 2012). The market segmentation of the diary products is among the wholesaler, families, distributors, dairy VAP and the health centres. The manager decides this market segmentation of the dairy products. The Team Leader The Team leader is the second most important member of the team. The team leader is the person who leads the team and guides it about how to progress (Schoemaker, Krupp Howland, 2013). The team leader just like the manger develops a strategy for the team to reach the goal that has been set by the manager. He provides training and full understanding to the team members providing them with clear instructions. The team leader is aware about the production capacity, the target group and the research and development of the products (Northouse, 2015). He monitors the team members participation to ensure they work accordingly. He also manages the flow of day-to-day operations. The team leader creates reports about the progress of the team and keeps the manager updated. The reports are to be distributed by the team leader to the team members so that they have an idea about the production. The Production Head The production manager is responsible for technical management, supervision and is in control of the production processes. He plans and organizes the schedule for quarterly production of the milk products and the desserts range .The production head may build a cost leader strategy. The cost leadership strategy is used to enable the lowest cost of operation in the industry. There has to be a substantial reduction in the cost of the products so that the products have a high market value in the market than its competitors (Martinelli Milosevic, 2016). The production head oversees the production process at the plant. He is in charge of the selection, ordering and purchasing of the materials required for production. The production head should have communication with each of the team members and keep the manager and the team leader informed about the production report. He is also in charge of the marketing and sales. The Operational Manager The operational manager has a broad role to perform. He monitors and analyses the present system of the production and works out a strategy to improve it if it is necessary. The operational manager plays a vital role in the company (Dozier, Grunig Grunig, 2013). He plans and controls the changes and makes research and development regarding the dairy products (Hill Hill, 2012). The operational manager also looks after the promotion of the products. The promotion of the dairy products is by advertising mainly. It is either through small advertising campaigns, moderate advertising campaigns or major advertising campaigns. The operational manager also looks after the production capacity of the plant 1, lite milk and chocolate flavor milk. The advertising is mainly for the family, infant, health, organic, dairy, wholesalers and distributors. He oversees the inventory, the distribution of the goods and the layout facilities. Conclusion Thereby, the following report discusses and explains the role and the responsibilities of the team members. Each of the team members perform their responsibilities and the tasks assigned to them. The production and the operational managers look after the production by plant 1 of full cream milk, lite milk, chocolate flavor milk and the desserts range. The cost of the products is kept in mind by the production head so that the value of the products is at par with the products of the competitors in the target market. The manager keeps overall information of the other team members duties and success of the project. References Bryson, J. M. (2012). Strategic Planning and.The SAGE Handbook of Public Administration, 50. Dozier, D. M., Grunig, L. A., Grunig, J. E. (2013).Manager's guide to excellence in public relations and communication management. Routledge. Hill, A., Hill, T. (2012).Operations management. Palgrave Macmillan. Kerzner, H. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Kim, D. Y., Kumar, V., Kumar, U. (2012). Relationship between quality management practices and innovation.Journal of operations management,30(4), 295-315. Martinelli, R. J., Milosevic, D. Z. (2016).Project management toolbox: tools and techniques for the practicing project manager. John Wiley Sons. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Schoemaker, P. J., Krupp, S., Howland, S. (2013). Strategic leadership: The essential skills.Harvard business review,91(1), 131-134.