Educated Citizenry Personal Statement Example | Topics and Well Written Essays - 500 words

Educated Citizenry - Personal Statement Example Educated masses are an important asset to any country, more so for one that follows the democratic form of government. By education, we do not simply mean the literacy rate and its level in the democracy, but the level of awareness that exists amidst them. In the words of Abraham Lincoln, "Democracy is a form of government by the people, of the people and for the people". Therefore, those people need to be aware of the way the government functions, why a certain policy is being adopted and what are the rights he or she can avail in the system. An educated citizenry, that is well-informed about the current affairs of the State, the rights and the duties it needs to perform and the process of give of take, can be of crucial help to the government and the democracy, as a whole. Therefore, this is one of the reasons why a Democracy can benefit from an educated citizenry. The second reason stated deals with the fact that the citizenry should be well informed and educated, since it needs to identify and recognise where the democracy is headed.

Applying to Northern Ontario School of Medicine Essay

Applying to Northern Ontario School of Medicine - Essay Example 2. How have your academic, work and life experiences prepared you for being a student at Northern Ontario School of Medicine and for studying and working in rural, remote and/or northern urban communities? I was born in Ghana, an under-developed country where majority of the population live in poverty. People had little to no access to resources such as good schools, libraries, computers, tutoring, and activities pertinent to health care. My family migrated to Toronto in 1994 when I was 13. Being a minority my parents had to settle for low income jobs. As the oldest child, I was compelled to work odd jobs to contribute to the household earnings while in high school. We were forced to live in ‘ghettos and remote areas,’ with very poor housing and health care services. Many of my peers dropped out of high school, became pregnant and some turned to selling drugs. While growing up, and to some extent today, I lack the basic resources needed to develop academically and profes sionally. Despite all of this, I acclimatized very well into my environment and have been successful in my educational choices. The hardships that I have overcome have only made me a better person and I would not be here today if it were not the same. With my diverse background I believe I am ready to study and to work at rural communities where I could give back in some way.4. List activities and interests outside academic and work environments not detailed elsewhere in the application.

The Role Of Theory And Practice Facilitated By Reflection Nursing Essay

The Role Of Theory And Practice Facilitated By Reflection Nursing Essay Question Dewey (1938) stated that all genuine education comes through experience. Certainly, in practice-based professions such as the health care professions, clinical experience should be the basis for learning. To extract learning from experience, we need to create meaning from our experiences as we interact with and react to, them. We cannot allow any experience to be taken for granted; once we do so, actions become routine and habitual, we stop noticing and enter into a rut (Stuart 2007). Critically discuss this quotation by focusing on the complexity of learning in practice, the complexity of supervisory process and the end goal of creating a competent practitioner. Table of Contents Introduction It is in the interest of both the university and the clinical areas to ensure that newly qualified nurses are perfectly competent to take on the responsibilities of their new jobs. The big question is; which area should play the best part in ensuring that this feat is accomplished? Conversely, could it be a perfect balance between the two domains? Considering the changing face of nursing education to keep up with modern times, it is also useful to contemplate the challenges that students and educators, both academic and clinical are faced with. In order to establish if the goal of producing a competent practitioner is reached, it is important to determine what exactly constitutes a competent practitioner. As a final thought the concept of competency shall be pondered to see if it is sufficient to produce competent professionals when todays employers demand high standards and excellency of care. The changing nature of nursing Countless times nursing has been referred to as both an art and a science. Clearly, this is to delineate that it is a combination of both academical knowledge and practice skill. Through the years nursing education has shifted from hospital training (skills) to higher education (academic) namely university baccalaureates, masters and also doctorates (Wilson, 2008). Jarvis (2005) explains that this change is occurring because nursing is undergoing a process of professionalization (professionalism). Another important change is that, whereas the student nurses before were all young recruits nowadays the classroom is a mixture of ages either due to mature students entering nursing or due to continuing education (Jarvis, 2005). These adult learners may thus have different learning needs. The fact that nursing has distanced itself from the medical model, in favour of a holistic, patient centered approach, it has also inevitably changed the way nurse education is planned and delivered nowad ays. Alongside the study of anatomy and physiology, nurse educators had to include the nursing process and humanistic subjects like the concept of care, psychology, sociology and ethics. Meurier, Vincent Parmar (1997) maintain that this process was necessary for nursing to become an autonomous profession that has research underpinning its practice. Evidence based practice became a means of gaining credibility with both clients and other professions. Greater autonomy has been given to nurses locally by the issuing of the nursing warrant. However, autonomy also translates into increased accountability. Patients abroad are now personally suing individual nurses when they are thought to be personally responsible for errors. Never before has it been more important to produce competent, efficient and effective nurses in order to avoid costly litigations and avoidable patient suffering and harm. The emphasis is now on which type of learning is best at producing competent nurses, theoretical, academic or possibly a mixture of both. The great debate One of the main objectives of this assignment is to critically discuss the quote provided. In this quote Dewey is said to put great emphasis on the role that experiences plays in providing a genuine education. Experience is defined in the Longman (2010) dictionary as knowledge or skill that you gain from doing a job or activity. Experience is an important component of practice development (Lyneham, Parkinson Denholm, 2009). However, nursing is not only about doing but also about thinking. In the quote provided, Deweys seems to be subjective when he omits to recognize the role that theory plays in the learning process. However Dewey, in his own book states that the belief that all genuine education comes about through experience does not mean that all experiences are genuinely or equally educative (Dewey, 1998, p. 13). Knowles, Holton III, Swanson, (2005) believed that many Deweys ideas were misinterpreted through the years and emphasised the importance of direct quoting. Hence, to evaluate properly Deweys quote, one must assess it in the whole context not just a short quote. Peplau (1988, p. 13) asserts that the art and science aspects of nursing should always be kept interconnected if not inseparable. This statement suggests that experience and academical knowledge, should complement each other in order to achieve optimal learning. The clinical environment is a rich learning ground full of learning opportunities. On the other hand, this knowledge can be in a tacit f orm and hard to translate into words. Eraut (2004) maintains that when these situations arise, the practitioner needs to find alternate ways of unlocking and sharing this knowledge. Reflection, which is widely taught in nursing curriculae nowadays may be a means of articulating knowledge that is embedded in practice (McBrien, 2006). Thus, this is an example of theory complimenting experiential learning. Furthermore, without nursing developing its own theoretical body of knowledge the quest for professionalization would have been unreachable. In order to advance the nursing profession and provide the tools to increase the body of knowledge, critical thinking and research modules have been added to the nursing curriculae. This enabled nursing to move away from the dominancy of other professions and empowered nurses to be able to make their own competent decisions based on well researched evidence. Clinical experience includes also the practicing of skills, which are primarily learnt through role modelling strategies and perfected through repetition thus increasing competence. Consequently, habitualisation runs the danger of becoming a ritualistic practice when it is taken for granted and done without thought (Stuart, 2007). Heath and Freshwater (2000) regard proficiency in skill, achieved through repetitive practice as positive. They explain that nurses will require less thought whilst performing procedures and their attention may be dedicated to answering the patients questions or observing his behaviour. However, practice without reflection truly risks becoming a rigid, habitualised and ritualistic vicious circle. Experience is not just about performing skills well and in good timing. It is also an opportunity to be faced with different clinical situations and challenges that equip the nurse with the necessary knowledge to deal with similar situations in the future. A report compiled by the Department of Health (1999) entitled Making a difference outlined that many newly qualified nurses lacked the necessary skills to function as confident and competent practitioners in their new professional roles. Therefore, although nurses might possess the academical knowledge to pass their final exams, they lacked the experience to operate confidently on the wards. Another shortfall was that newly qualified nurses were observed to lack the critical thinking skills necessary to function in the increasingly complex clinical environment (Aronson, Rosa, Anfinson Light, 1997). Many argue that this is the result of the shift from hospital based training to university centered education, creating the theory pra ctice gap phenomenon (Evans, 2009). In the following paragraphs, the theory practice gap and means of reducing it shall be discussed. Theory- Practice Gap In the past, nurses had more clinical hours than study hours as part of their nurse education. Furthermore, the students of the past were counted as part of the nursing compliment. This may explain why they found the transition from a student to qualified nurse less problematic. However, this kind of training sucked the students into a circle of ritualistic practice concentrating on efficiency rather than effectiveness. In contrast todays student is provided with all the theoretical knowledge to ensure that practice is guided by evidence thus shifting the balance onto effectiveness. Wilson (2008) explains that teaching should not just be the imparting of facts but that students must learn how to adapt this information to each unique clinical setting. Therefore, it is empirical to bridge the gap between what is known and what is practiced. The gap between theory and practice is not something of the present and will persist through the ages. Haigh (2009) considers this gap to be important as it portrays nursing as a vibrant and dynamic profession (p. 1). Notwithstanding this, the theory practice gap has inspired theorists to introduce learning models in the clinical environment and mostly included the participation of a clinical supervisor (Beinart, 2004 and Lynch, Hancox, Happell, Parker, 2008). Furthermore, no model has managed to eradicate the theory practice gap (Baxter, 2007). Whichever model may be used, the importance of having a clinical supervisor with exceptional qualities must not be overlooked. An advantage of the local nursing scene is that although the Institute of Nursing has now become a faculty, its basis is still within the general hospital. The significance of this is not only that the two domains are not physically separated, but that also academical staff and other resources such as the library are easily accessible. However other measures are also necessary in order to amalgamate theory and practice. The areas of reflection and clinical supervision as a means of reducing the gap shall be discussed in the following paragraphs. Reflection and learning Schà ¶n (1983) in his book regarding the reflective practitioner states that reflective practice enables a person to learn from both his actions and experiences. Jarvis (2005) maintains that the role of a teacher may include facilitating reflective practice for practitioners in order to crystallize the ideas generated in practice. Moreover, Schà ¶n established that nurses reflect upon their actions and through this, knowledge about practice is generated as opposed to just the application of knowledge to practice. Rolfe (1997) supports this statement by asserting that reflective practice is a systematic and thoughtful process that allows nurses going about their daily work to make sense of their practices. Reflection is a means of identifying areas that need improvement. However, reflection should also take place in instances that went well to identify the key principles that contributed to success. Surgerman, Doherty, Garvey and Gass (2000) point out that if reflection is taken awa y from practice, the practitioner might not be able to learn from these experiences. Unfortunately staff shortages and the overcrowding of wards often leave little time for nurses to think (Weaver, Warren Delaney, 2005). However, this should not be an excuse not to engage reflective practice. Reflection on action may be more suitable and should be greatly encouraged amongst supervisees as a means of making sense of practices being undertaken. This form of reflection was also used by Florence Nightingale as a means of generating knowledge from practice and the start of evidence based practice (McDonald, 2001). Another way would be to organise group reflections. The group may include a mixture of supervisors and supervisees in order to facilitate discussion and the sharing of knowledge (Lee, 2009). The process of reflection is also very useful in helping students and qualified staff alike to develop critical thinking skills. Further on, a problem solving attitude may be instilled, which is a valuable tool for the nurses in their career (Jarvis, 2005) thus leading to t he development of a competent practitioner. The generation of ideas from reflection is not sufficient. The greatest challenge is to put these ideas into practice. Clinical supervisors can be an asset in helping students to engage reflective practice whilst helping them articulating and implementing the ideas generated. Clinical supervision Wong and Lee (2000) define the roles of clinical supervision as to help students develop their clinical skills, help to bridge theory and practice and assist students with their socialisation into nursing. McBrien (2006) states that clinical supervision acts as an extension of classroom teaching. In other words, the clinical supervisor works alongside the university to maximize the educational activity gained from the ward experience. In the wards, the supervisor, helps to safely monitor students, whilst they practice what they have learned in the classroom thus bridging the afore mentioned gap. Supervisors may teach supervisees by being good role models, and help novice students acquire knowledge through emulating their behaviour. As supervisees progress the supervisor must then give greater freedom to the student whilst challenging their practices in order to develop their reflective and critical thinking skills. Supervisors must be well prepared and supported (Lynch, Hancox, Happe ll, Parker, 2008). Furthermore, their practices have to be grounded in evidence as supervisees at this stage will healthily challenge what the supervisor is imparting. Supervision takes up different forms in different hands depending on the intent and emphasis of the supervisor (Johns 1996, p.1142). Staff shortages, overcrowding and high patient turnover may result in ward nurses looking at students in an inappropriate manner, especially if supervision was forced on them. Consequently, they may look at students as a burden, an extra duty or a waste of their free time. Moreover, they may view them as an extra pair of hands which can be easily manipulated to do their every bidding. McBrien (2006) warns that faced with such negative attitude student nurses may be inclined to abandon their learning objectives in order to fit in. Furthermore, nurses may be hostile and uncooperative towards their colleagues who are trained clinical supervisors who take on students for supervision in their wards. The clinical supervisor thus has an important role in creating an environment conducive to learning on the wards. This should include measures to make students feel welcome and accepted by the rest of the ward staff in order to safeguard the students self esteem and potential for learning (Franke, Garssen, Huijer Abu-Saad, 1995). Moreover, good relationship is of utmost importance in obtaining the desired goals in the supervisory process. The relationship between the supervisor and the supervisee is the key for successful clinical supervision (Lynch, Hancox, Happell, Parker, 2008 and Sloan, 1999). The above points strongly indicate that clinical supervisors have to be willing and dedicated to undertake the teaching role in the ward. Supervisors must undergo specialised training. However, in order to move a further step, full collaboration with the academic body has to be in place. Sloan (1999) stated that on-going training for supervisors helps them to construct their own supervision models, to develop interpersonal skills and facilitate supervisory support besides others. One training module is not enough to last a life-time, hence update courses and meetings should be held yearly. By this means not only knowledge is updated but also an opportunity for the sharing of ideas is provided. Introducing regular meetings with the academic supervisor ensures not only a bridging of the theory practice gap but also that the desired student goals are made clear and achievable. Unfortunately, the number of nursing students by far outnumbers the amount of clinical supervisors who have been formally trained. This lack of supervisors may be the result of the absence of a good reward system such as monetary or professional. Alternatively, the quality of supervision might deteriorate with its introduction. This can be due to applicants applying for the rewards, rather than a keen interest in supervision. In this event, a rigid vetting process and performance appraisal should be introduced. The concept of collaborative learning has been explored by Jeffries (2005) as a means of compensating for the lack of supervisors. The main advantages were an increased sense of teamwork, student bonding and richer discussions. However, Evans (2009) points out those students who are less eager to participate may hide within these groups thus limiting the development of their potential. Moreover, large groups may contribute to certain students getting away with not performing d uties that they might consider not to their liking (Evans, 2009). An important role that the clinical supervisor must play, which is sometimes overlooked is the development of self awareness. Heath and Freshwater (2000) maintain that the supervisor must help the student to develop an awareness of self, and an acceptance of responsibility for ones own actions. Thus the supervisor must instil the concept of accountability, which greatly contributes to the development of a competent practitioner. Todd Freshwater (1999) assert that through this process the supervisee becomes less dependent on the clinical practitioner because an internal supervisor is developed. Hence, the supervisee develops a professional conscience whilst becoming more capable to assume more responsibility for ones own learning. When this is achieved, the seed of life-long learning is planted ensuring that the supervisee will continue to self direct learning even after graduation. Jarvis (2005) states that if this had to be universal for all students, continuing education programme s could be drastically reduced. Competent practitioners Weaver, Warren and Delaney (2005) explain that nursing care affects a range of health care outcomes namely; mortality, morbidity and costs. For this reason, an emphasis is now being placed on high quality care, avoidance of errors, cost effectiveness and elimination of wastages. A competent practitioner is someone who is able to conduct tasks safely on their own. Moreover, competency is defined by the Nursing Council of New Zealand, (2008, p.12) as, the combination of skills, knowledge, attitudes, values and abilities that underpin effective performance as a nurse. Conversely, Lofmark, Smide, Wikblad, (2006) state that competency must be achieved in all areas and not just in clinical and technical skills. Furthermore, it is difficult to find a person who is competent in all areas. Having stated all this, a doubt arises, whether being a competent practitioner is enough to meet these growing healthcare demands. Nurses are faced daily with items that are out of stock, staff shortages and unexpected and unplanned occurrences. In these situations, knowledge and standard practice are not sufficient to meet healthcare demands. Heath and Freshwater (2000) explain that a nurse that goes beyond the competent phase not only can demonstrate greater technical proficiency but is also able to correct and adapt her actions according to the unfolding situations. Benner (1984) asserts that for competent practice to become proficient, a qualitative change must occur. Benner, Tanner, Chesla, (2009) believe that some nurses may never develop beyond the competent stage. Given the complex clinical situations that every single nurse is faced daily on the wards, this transition should be avidly cultivated. Improvisations and solutions must be effected in order to ensure that patients still receive good quality care. Drawing up on past experiences, knowledge new or old and utilizing reflection and problem solving skills are a means of coming up with new solutions. The clinical supervisor is an invaluable asset in helping the supervisee to make this transition. This can be done by being a role model, providing meaningful experiences that can be utilized in future practice as well as supporting the supervisees in developing their own problem solving skills. A universal responsibility Although an emphasis has been made that the clinical supervisors should be formally trained, every single nurse in the clinical setting should take an interest in the education of student nurses. These same students will in the future become nursing colleagues and further on nursing administrators and lecturers. Making sure that they receive the best possible education is a means of safeguarding the future of nursing. On a more egoistical note, these same students will be the nurses in the wards taking care of us and our loved ones. Therefore, ensuring that they develop their full potential is a guarantee of receiving excellent quality care to the highest standards. Conclusion It has been established that experience and theoretical knowledge both play a pivotal role in the formation of competent practitioners. The phenomenon of the theory practice divide occurs, when academical knowledge is not successfully adapted into the working environment to achieve meaningful practice. In order to bridge these gaps important assets were identified namely clinical supervision, experience and the use of reflection. Clinical supervision is a challenging area of nursing that should involve specific training and utmost dedication. Collaboration with the academical supervisors ensures that the goal of achieving competent practitioners is achieved. However, exceptional practice should be the ultimate goal that should be shared by all clinical practitioners in order to safeguard the future of nursing.

journal :: essays research papers

Movie Scene: White Chicks Marcus: You sure this is gonna work? Kevin: Just trust me, follow my lead. Marcus: What up, you got a problem? What you lookin at my butt for? Nah, hey   Ã‚  Ã‚  Ã‚  Ã‚  hold my poodle. Hey yo, what up you got a problem? Ya’ll wants some a   Ã‚  Ã‚  Ã‚  Ã‚  this, you want some of this? What, boy what? I’ll take the both of you! - Kevin: Marcus, cut it out- Marcus: What, he’s lookin at me like I’m some kind of girl, man- Kevin: You are a girl, and you better start acting like one or your gonna be an   Ã‚  Ã‚  Ã‚  Ã‚  unemployed girl. Man: Dang, I’d sure like to cut that cake... Kevin: Hey yo, hold this! (Hands dog to Marcus) Hey yo, you trying to look at my   Ã‚  Ã‚  Ã‚  Ã‚  lumps? I’ll take off my g-string and handle mine; I’ll handle mine dog- Marcus (whispers) its Gomez. Gomez: Welcome to the Royal Hamptons Hotel (gestures to hotel). Kevin: The bags in the car Jose. Gomez: The names Gomez Kevin: Whatever!... Marcus: And yeah here, take Baby. Clean out his bag, poor thing just pooped   Ã‚  Ã‚  Ã‚  Ã‚  everywhere. And teach him how t o say yo quiero Taco Bell. Thanks a lot   Ã‚  Ã‚  Ã‚  Ã‚  Rico Suava- Kevin: Gratsi Marcus: Thanks Julio. Gomez: Right away maam. Walks into hotel lobby. Kevin: (Marcus trips) Sweetie, you’ve gotta slow up with those Cosmos. (Giggles)   Ã‚  Ã‚  Ã‚  Ã‚  Brittney and Tiffany Wilson... (Bumps rack on counter with her boobs) Sorry,   Ã‚  Ã‚  Ã‚  Ã‚  um, um there new. Dr. Drorphman did an amazing job! Marcus: They feel sooo real! (Kevin giggles) Harper: Hi, yeah, I, I, I just need to see, uh, a credit card, and some I.D. please. Kevin: Credit Card? I.D.? I am so fricken pissed! - Harper: Maam, I, I- Kevin: First of all, I go to Dr. Drorphmans, he totally messes up my nose job. I ask   Ã‚  Ã‚  Ã‚  Ã‚  him to make me look like Gweneth Paltrow; I get off the surgery table lookin   Ã‚  Ã‚  Ã‚  Ã‚  like fricken Shrek! (Marcus sympathizes for her) Then I get here, and Mr.   Ã‚  Ã‚  Ã‚  Ã‚  Harper makes me feel like some dumb blonde with fake boobs, going to a   Ã‚  Ã‚  Ã‚  Ã‚  Hue Hephner party! Harper: I didn’t mean to offend you, it’s just that, it’s protocol- Kevin: I’m gonna have a B.F! Marcus: Oh my god! Harper: No, no, no, no, no, don’t, don’t, have, uh, uh B.F. now- Kevin: I want to speak to your supervisor, better yet, I'm gonna write a letter...(Harper trying to calm her down)

Organizational Buying Behaviour Essay

These are marketing intermediaries such as wholesalers and retailers who buy finished goods for resale at a profit. ? Government markets This comprises of national and local governments, seeking to provide the public with education, water, energy, national defense, road systems and health care. ? Institutional markets o Organizations that seek to achieve charitable, educational, community or other non-business goals make up institutional markets. o They include churches, hospitals, museums, libraries, universities and charitable organizations. 2. DIFFERENCES BETWEEN ORGANIZATIONAL AND PERSONAL BUYING. These can be compared on the unique characteristics of organizational buying. a) Business markets have fewer buyers than consumer markets. b) In business markets, there are a few large buyers c) There is close supplier-customer relationship in business market due to o Smaller customer base o Contracts go to suppliers who co-operate with the buyers on technical specifications and delivery requirements o Suppliers are expected to attend special seminars organized by buyers so as to be familiar with the buyers’ quality specifications. d) Geographically concentrated buyers ) Derived demand The demand for business goods is ultimately delivered from the demand for consumer goods f) Inelastic demand The total demands for industrial goods are not much affected by the changes in the environment. g) Fluctuating demand Demand for organizational goods tend to be more volatile than the demand for consumer products. o This is especially true for the demand of new plant and equipment o A giv en percentage increase in consumer demand can lead to a larger percentage increase in the demand for plant and equipment necessary for additional output. h) Professional purchasing Business goods are purchased by trained purchasing agents, who must follow the organizations, o Purchasing policies o Constraints o Requirements. i) Several buying influences o More people typically influence business buying decisions than in consumer buying decisions. o Buying committees consisting of technical experts and even senior managers are common in the purchase of major goods. j) Direct purchasing Business buyers often buy from manufacturers rather through intermediaries, especially those items that are technically complex and/or expensive. k) Reciprocity Business buyers normally buy from suppliers who buy from them. ) Leasing. o Many industrial buyers lease their equipment instead of buying it. o Advantages – Conserves capital – Gets sellers latest products – Receives better services – Gains some tax advantages. 3. BUYING SITUATIONS OR TYPES OF BUYING DECISIONS. Three types of buying situations have been identified; a) Straight Rebuy ? The purchasing department orders on a routine basis e. g. office suppliers. ? The buyer chooses from the suppliers on its approved list, giving weight to past satisfaction with the various suppliers. b) Modified Rebuy The buyer wants to modify the: – Product specification, Prices, – Delivery requirements and – Other terms This usually involves additional discussions and more participants on both the buyer and the seller’s side. c) New task Rebuy ? A product is being bought for the first time. ? The greater the cost and/or risks, the lager will be the number of decision participants and the greater their information gathering. The time take to make a decision also increases. ? This situation offers the marketer the greatest opportunity and challenge. ? The marketer tries to reach as many key buying influencers as possible and provides helpful information and assistance. Because of the complicated nature of selling, many companies are usi ng missionary sales force consisting of their best sales people. 4. BUYING ROLES/PARTICIPANTS IN THE ORGANIZATIONAL BUYING. I. e. the decision making unit (DMU) or buying centre. a) What is the buying center? It is composed of all those individuals and groups who participate in the purchase-decision process. It includes members of the organizations who play any of the following roles in the purchase-decision process. b) Buying roles i) Initiators – Those who suggest that an item be purchased – They may be users or other organizations. i) Users – Those who will use the product. – In most cases, they initiate the buying, write proposals and help define product specifications/requirements. iii) Influencers – Are persons who influence the buying decisions – They help define product specifications and provide information for evaluating alternatives. – Technical personnel are important as influencers. iv) Deciders Are the persons who have t he power to decide on product requirements and/or suppliers. v) Approvers Are the persons who must authorize the proposed actions of deciders or buyers. vi) Buyers Are persons with formal authority for selecting the supplier and arranging terms of purchase. vii) Gate-keepers Are persons who have the power to prevent information from reaching members of the buying center e. g. – Purchasing agents – Receptionists and – Telephone operators. They may prevent sales persons from talking to users or deciders. 5. BUYING DECISION PROCESS Eight stages in the buying decision process have been identified by marketers. These are described as:- i) Problem recognition The buying decision process starts when someone in the company recognizes a problem or need. This may arise from, ? Internal stimuli e. g. o The company decides to develop a new product and needs new equipment o There may be a machine break-down which may require replacement or new parts o Purchased material may turn out to be unsatisfactory and the company needs another supplier. ? External stimuli e. g. o New ideas from trade shows. ii) General need description ? Buyer determines the general characteristics and quality of the needed item. ? He may not be aware of different product characteristics ? The marketer should help the company to define its needs. iii) Product specifications At this stage, item’s technical specifications are developed. The decision makers may use of product value analysis. They may ask such questions as; o Does the use of the item contribute value? o Is its cost proportionate to its usefulness? o Can it be found elsewhere? iv) Supplier search Sources of suppliers may include ? Trade directories ? Business directories ? Word of mouth ? Experience. v) Proposal solicitation In this stage, the buyer invites qualified suppliers to submit proposals. vi) Supplier selection In selecting suppliers, decision makers, may use of vendor analysis. The following attributes, may be used; Delivery capability; Quality ; Price;Repair service;Technical capability;Performance history;Reputation;Financial position. vii) Order routine specification Buyer now writes final order with the chosen suppliers, listing – Technical specification – Quantity needed – Expected time of delivery – Return policies, e. t. c. viii) Performance review Buyer reviews performance of a particular supplier(s) The buyer can contact end users and ask for their evaluation and then rate suppliers on several criteria. The review may lead the buyer to; Continue, – Modify or – Drop the supplier. 6. FACTORS INFLUENCING ORGANIZATIONAL BUYING DECISIONS. a) Environmental factors E. g. – Level of primary demand – Cost of money – Technology – Political/legal forces – Competitive developments – Organizational factors: Objectives, Policies, Procedures – Organization structure, e. t. c. b) Interpersonal factors Participants in their buying center have different statuses, authority, persuasiveness, e. t. c. c) Individual factors Each individual in the buying centre has; Personal motivators; Perceptions; Education; Personality, e. t. c.

Justify the Need for Keeping Records and Describe the Types of Record You Would Maintain

Record keeping enables the teacher to provide evidence of individual student’s charter from the start to finish of a course. It enables to plan, organize and to create best learning environment for the learners. This is classified depending on the subject taught, organization and any other records needed as per UK regulations. JUSTIFICATION FOR RECORD KEEPING Accurate records taken throughout the course facilitates both teacher and student to continuously assess the effectiveness of the teaching and learning relationship. Gravells, (2008) states â€Å"you need to keep records of how your learners are progressing. Being organized with an accurate record for every student helps me in assessing the student’s need and to give a positive feedback on â€Å"how things are going. † On another level, it also keeps me in check as to whether or not I need to refine any aspect of my teaching. Record keeping also helps in taking key decisions when assessing the learner for s uccessful completion of the course (ie) assignments, lab test reports, etc. It is also noteworthy that every individual has different learning needs which needs to be accommodated by a single teacher. Without proper planning and accurate record keeping, it is impossible to deliver results. In short, record keeping, helps me and the learner to set goals and track progress. TYPES OF RECORDS: There are different types of records to maintain depending on what we need them for. As a lecturer, I would maintain three different types of records. 1. Teacher’s records 2. Learners records 3. Mandatory records Teacher’s records: This constitutes of all the records that is needed by me to deliver a course within a subjective frame of time. As a Lecturer, this is usually my first record and plan to deliver the subjects allotted to me. I will be explaining this more in the following sections: Scheme of Work: This is a framework prepared by me based on the syllabus to teach throughout the course. It contains teaching methodology, when, what and how to teach, tutorials, discussion details and assessment plans. It contains a plan of how to assess the learners understanding and making sure that all learning outcomes are achieved. Lesson plan: I always ensure that I have a lesson plan for every subject I teach. This plan contains all details of every day activity. It contains learning objectives for that particular day, teaching procedures, required materials, assignment and details about learner’s appraisal for that day. This level of detailed planning from a teacher’s end is required for a consistent delivery of any course material. Both scheme of work and the lesson plan will enable the teacher and the learner to spread the weight of the lessons into sizable chunks to ensure the required understanding and subject knowledge is achieved. LEARNERS RECORDS A learner’s record helps to track individual student’s performance. It clearly identifies the area of strengths and weaknesses of a learner. From a lecturing perspective, it gives me focus as to where the learners need more or less. The different types of learner records are classified as below: Individual Learning Plans (ILPs): ILPs are developed in conjunction with the learner to assess strengths, performance, progression and barriers to learning. According to this, I can plan to support their developmental needs. Progress report: Progress reports are nothing but scorecards. The progress report gives us the exact percentage/numbers in each area though not in any details. Both teachers and the students get pointers from this, which can lead into development of ILPs. This is by far the most widely used record in all types of learning environment. Assessment course forms: Assessment course forms are usually developed by the awarding bodies for individual courses. These are then given to tutors to assess competencies of students for that particular course. It is mainly used for scoring/giving feedback in exams/assessments. It provides the assessor, the learner’s grasp for the subject and helps tutors to refine the ILPs accordingly. MANDATORY RECORDS Attendance Register: It is used to monitor learner’s presence. This helps to improve learners overall academic performance and to get higher grades and reassessing the teaching methods. Personal details records: This is a basic record required by any organization to admit candidates to a course. It contains contact details, next to kin, previous qualification, experience and achievements. It enables the institute to match candidates to right course. These details are maintained and managed according to the confidentiality agreement and Data Protection act 1998. Health and safety records H&S records are maintained by both organizations and teachers respectively. These contain any risk assessments done for individual classrooms and/or buildings to maintain safety and security for all accessing the site.