The Ipswich Womens Centre Against Domestic Violence Social Work Essay

The Ipswich Womens Centre Against Domestic Violence Social Work Essay The Ipswich Womens Centre Against Domestic Violence (IWCADV) is a feminist community based organisation committed to working towards the elimination of domestic and family violence throughout the community. The primary focus of IWCADV is to provide support to women and children survivors of domestic and family violence. This includes telephone information, referral and support services, court support for women, counselling services, group work and childrens work. During my placement experience as a womens counsellor at IWCADV I first spent a few weeks developing my understanding of the issues involved in domestic violence and the systems that are in place to support women and children who are survivors of domestic and family violence. My knowledge of the issues affecting women and children experiencing domestic and family violence includes an understanding of the emotional impacts of abuse (such as feelings of grief and loss, anger, guilt, depression, trauma), the loss of personal and physical security, safety concerns, the financial costs, family law and other legal issues, and power and control imbalances in relationships. I have developed my knowledge of the issues affecting women and children experiencing domestic and family violence in my university studies and my work experience. The understanding that I gained from my University studies was enhanced during my student placement at the Ipswich Womens Centre Against Domestic Violence. It was here that I developed my understanding of feminist perspectives on domestic and family violence, including the individual, familial, legal and social issues. In this role I was able to develop my understanding of feminist informed practises and techniques. I support this framework for practice as it can empower women and help them find their voice, encouraging women who have experienced the loss of control to make choices about their own life and to take responsibility for their life choices and to take back control. I worked from within a feminist framework to empower the client to find her voice and to discover her worth and make her own choices. In my role as a student counsellor at IWCADV I provided crisis support and advocacy work to women who have experienced domestic and family violence. During the beginning counselling sessions, I found it was quite difficult to always follow the story and set direction for the counselling. I took a strengths based narrative approach and usually after 2 -3 sessions a clearer picture had developed of the clients experience with domestic violence, and this continued to unfold throughout the counselling sessions. One of the most personally rewarding aspects of my counselling experience was the opportunity to explore and experience symbol and sand tray therapy. I spent some time reading Sandplay and Symbol Work Emotional healing and personal development with children, adolescents and adults by Mark Pearson and Helen Wilson to prepare for my personal experience with symbols and sand tray therapy during my professional supervision sessions. I then had the opportunity to introduce one of my counselling clients to the sand tray. Whilst I did have feelings of uncertainty about my ability to facilitate the process, I did feel comfortable enough with the setting and with my client to create a safe place for self-discovery and self-awareness. She was very open to the process and we both found this to be an enjoyable and meaningful experience. My client reported that this was a very positive experience for her and allowed her to process some of her experiences with domestic violence and that it was a breakthrough for her in terms of learning to accept and value herself. I felt that it was an honour to share this part of my clients journey. With another client who was directed by the Department of Child Safety to attend counselling, setting the direction for each session was more difficult. I did not believe that this woman was ready to explore some of the emotional issues related to the trauma that she had experienced as a result of long term domestic violence. I was encouraged by her regular attendance and I believe that this was a result of my increasing ability to develop rapport. I was able to develop good rapport with my clients by being non-judgemental, using open ended questions and appropriate body language. I believe that my skill in developing rapport is reflected by the feedback and regular attendance to counselling sessions by my clients. I did struggle with ending the sessions on time and frequently found that sessions with some clients were running over 1.5 hours long. I spoke with some of the other workers at the service about this and they agreed that it could be difficult especially when women are exploring very painful issues and that it was important to be sensitive but direct when closing a counselling session. The group supervision times that I was included in at IWCADV were also very rewarding and inspiring times for me. The other workers at the service were all very passionate women with a strong commitment to empowering women and changing community attitudes about violence towards women. During group supervision there was opportunity and support for workers to reflect on their own feelings of despair and helplessness, and there was encouragement to extend and share your knowledge and understanding of the issues relating to domestic and family violence. The group times were also very rewarding team building occasions and there is a strong commitment at the service to supporting one another. For example, I found that after long phone calls or after a counselling session, another worker would check-in with me to provide any support and to answer any questions that I had.

Christian Morals versus Barbaric Customs in Hamlet Essay -- Shakespear

Christian Morals versus Barbaric Customs in Hamlet   Ã‚   Hamlet, by William Shakespeare, is a tragic play set in Denmark during the early seventeenth century. It was written at the same time the Bible was being translated by King James. Like the Bible, Hamlet is full of problems that all humans experience. These problems are best seen through the internal struggle of Prince Hamlet. The source of Hamlet's internal struggle, which is the direct contrast of his Christian education versus Denmark's barbaric customs, is developed throughout the play through the use of imagery, characterization, and theme.    Imagery is used to show how Hamlet's Christian morals differ from Denmark's customs.    Ay, marry, is't; But to my mind,-though I am native here, And to the manner born,-it is a custom More honour'd in the breach than the observance. This heavy-headed revel east and west Makes us traduc'd and tax'd of other nations: They clepe us drunkards, and with swinish phrase Soil our addition; and, indeed, it takes From our achievements, though perform'd at height, The pith and marrow of our attribute. (I,iv,13-22)    Hamlet is referring to Denmark's custom of drinking alcohol just to get drunk. Claudius is whimsically toasting to Denmark while Hamlet tells Horatio that Denmark is known as a country of drunkards. For this reason Hamlet is not proud of his origins. "'Tis given out that, sleeping in my orchard, A serpent stung me; so the whole ear of Denmark Is by a forged process of my death Rankly abused: but know, thou noble youth, The serpent that did sting thy father's life Now wears his crown." (I,v,35) King Hamlet is telling his son that his murderer is wearing the King's crown. Shakespear... ...6.    Boklund, Gunnar. "Hamlet." Essays on Shakespeare. Ed. Gerald Chapman. Princeton, NJ: Princeton University Press, 1965.    Epstein, Norrie. "One of Destiny's Casualties." Readings on Hamlet. Ed. Don Nardo. San Diego: Greenhaven Press, 1999. Rpt. of The Friendly Shakespeare: A Thoroughly Painless to the Best of the Bard. New York: Viking Penguin, 1993. p. 332-34.    Gooch, Bryan N. S. "Review of The Shapes of Revenge: Victimization, Vengeance, and Vindictiveness in Shakespeare." Early Modern Literary Studies 4.1 (May, 1998): 5.1-6   http://purl.oclc.org/emls/04-1/rev_goo6.html.    Jorgensen, Paul A. "Hamlet." William Shakespeare: the Tragedies. Boston: Twayne Publ., 1985. N. pag. http://www.freehomepages.com/hamlet/other/jorg-hamlet.html    Shakespeare, William. Hamlet. Ed. T. J. B. Spencer. New York: Penguin, 1996.   

Hamlet: Act 2 Scene 2 :: Shakespeare Hamlet

Hamlet: Act 2 Scene 2 - Compare Hamlet's Reaction to Arrival of Rosencrantz and Guildenstern and To the Players Compare Hamlet's reaction to the arrival of Rosencrantz and Guildenstern with his reaction to the arrival of the Playyers. Account for his reactions.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   By comparing Hamlet's reaction to the arrival of   Rosencrantz and Guildenstern  Ã‚   with his reaction to the arrival of the Players, we can observe the different perspectives of Hamlet's character. His reaction to the arrival of his old friends is similar to his reaction to the arrival of the Players in as he is happy to see them all and he reveals his sanity to them all. When Rosencrantz and Guildenstern arrive, Hamlet is overjoyed to see his   "excellent good friends" (2.2.227) with whom he grew up. Hamlet is also delighted to meet with the Players. But this is where all the similarities end. In his conversations with Rosencrantz and Guildenstern, Hamlet becomes suspicious of the purpose of his old friends' visit and he is perceptive enough to see through the outer disguise into the interior motives. He forces them to reveal that they have been sent by the King to find out what is causing Hamlet's "transformation" ( 2.2.5). Hamlet admits his sanity by telling his good friends that his "uncle- father and aunt mother are deceived." (2.2.348)   Why does Hamlet admit his sanity to Rosencrantz and Guildenstern? Is it an another attempt to at deception, or is it to implant a sense of trust between Hamlet and his old friends? Hamlet could possibly be furthering his plans for revenge by admitting his sanity. Hamlet's friends would relay the message to the King and Claudius may think that Hamlet really is mad for admitting that he was supposedly feigning madness. On the other hand, at the conversation with the Players, his behavior is spontaneous. He welcomes his "good friends" (2.2.431) and it seems that he is "glad" (2.2.430) to see them again. He is friendly, funny and very open in his communication with the Players. Hamlet notices that one of the young players who plays female roles has grown a beard and he makes a joke about it. It also indicates that Hamlet has known them for a long time. The young Prince Hamlet also demonstrates his sanity when meeting with the Players. Hamlet shows that he is still capable of reasonable thought when he recites the lines to a play that he has heard only once. Hamlet reestablishes his friendship with the Players and shows his sanity to the Players so that he can further his plan for revenge.

Comparing My Twin Cousins Essay -- comparison compare contrast essays

Comparing My Twin Cousins For years I have been fascinated by that mysterious quirk of nature called twins. In my family, there are several sets of identical twins, and I have always concentrated on their similarities. I did not realize that identical twins also have many differences. My identical twin cousins, Sue and Heidi, appear to be perfect mirror images. They love to dress alike. They can feel each other's pain. They sound alike and can complete each other's sentences. But upon taking a closer look, I have found that they are as different as day and night. Aside from Sue and Heidi's outward characteristics, they possess several distinguishing traits that allow them to be viewed as two separate, independent individuals. Sue and Heidi are total opposites intellectually. Sue is not a very good student. She absolutely hates school and does only enough work to get by. She does not study and refuses to apply herself. She has a bad habit of procrastinating when it comes to her school work. For example, one of her class assignments was a Black History report on anyone of her choice. The assignment was given on a Monday and was due the following Friday. Sue did not begin working on her report until Thursday evening. As a result of her not allowing herself enough time to prepare her material, she received a low grade on her report. Heidi, on the other hand, is an exceptional student. She does more than what is expected from her by her teachers. She asks for extra assignments to keep her busy in her spare time. She takes her studies seriously. She prepares well in advance for each assignment and takes her time in completing her work. For instance, her class received the same Black History assignme nt as ... ...away from home. She has several pets of her own: two cats, a dog, four hamsters, and a ten-gallon aquarium of fish. She also loves to read. She makes it a habit to read daily, whether it's a newspaper, a magazine, or a book. She especially loves to read novels; she is even a member of a mail-order book club. She plans to attend Texas Southern University and major in veterinary medicine with a minor in business administration. Her future goal is to own a veterinary clinic. Sue and Heidi have as many differences as they have similarities. But they do not compete with each other and are like built-in best friends. Sometimes they communicate with one another by an unspoken means, telepathy. Identical twins, Sue and Heidi are a remarkable creation. On the outside they are a perfect mirror image, but, on the inside, they are as different as night and day.

Mr Joseph

UNIT 5001 – PERSONAL DEVELOPMENT AS A MANAGER AND LEADER EA Unit 5001 v01 Page 1 of 4 | LEARNING OUTCOMES |ASSESSMENT CRITERIA | |1. Be able to assess and plan for personal professional development |1. 1 Explain the importance of continual self-development in | |800 words |achieving organisational objectives | | |1. Assess current skills and competencies against defined | | |role requirements and organisational objectives | | |1. 3 Identify development opportunities to meet current and | | |future defined needs | | |1. Construct a personal development plan with achievable | | |but challenging goals | |2. Be able to plan for the resources required for personal professional |2. 1 Identify the resources required to support the personal | |development . |development plan | | |2. Develop a business case to secure the resources to | |D |support the personal development plan | |3. Be able to implement and evaluate the personal development plan |3. 1 Discuss the processes requ ired to implement the personal| |include copy of appraisal |development plan | |Look at advantages and disadvantages of doing the self development |3. Evaluate the impact of the personal development plan on | | |the achievement of defined role requirements and | | |organisational objectives | | |3. Review and update the personal development plan | | | | | | | | | | Be able to promote healthy and safe working practices |4. 1 Discuss the relationship(s) between healthy and safe | | |working practices and organisational objectives | | |4. 2 Explain the process for conducting a risk assessment | | |4. Identify the actions taken by the manager in dealing | | |with a breach in healthy and safe working practices | | |4. 4 Describe how to communicate responsibilities for healthy| | |and safe working practices to the team | | |4. Discuss relevant records that are maintained to | | |demonstrate that healthy and safe working practices are met | My name is Karl Joseph and I am Con tract Manager working for Hygiene Group at Walkers Snack Foods in Peterlee. I lead a team of 4 supervisors and 36 operatives and in my role I manage day to day industrial cleaning within the plant, and manage Health & Safety, Personnel issues, Quality Standards. I also plan and organise daily and weekly activities, training etc and also complete daily records and sign off.Other duties include maintaining existing business and assist in developing new business with the client and I work to maximise operational effectiveness and recognise budgetary requirements and follow and maintain company procedures and safe working practices. In this report I will be looking at being able to assess and plan for personal professional devlopment, Be able to plan for the resources required for personal professional development, Be able to implement and evaluate the personal development plan, Be able to promote healthy and safe working practices. | | | | | | | The importance of continual self-devel opment in achieving organisational objectives is to improve knowledge and understanding within my role and to progress as a manager to suit individual and meet business needs. Our company objectives that we will treat our staff as individuals, training, promoting and involving them in changing the business. For example I have done external training such as :IOSH managing Safety which has helped my objectives as I have passed on my knowledge to staff within Health & Safety within briefings and have also reviewed and updated risk assessments to suit site specific tasks. This has helped my objexctives by reducing accidents on site and increasing near misses along with staff having a better understanding of Health & Safety and working safer within their role. Self development is important for example. Training within new equipment that we have on site. Skills to recruit the best staff for the job Consequences of having no training at all would be more accidents.Also we will seek mutual dependence with our individual clients and we will also expand our client base and develop independent strength in the marketplace and we also wish to be the leading suplier of cleaning services within the food industry. Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity.This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organisation as a whole. My role requirements are as follows : Performance Standards This job profile relates to a Contract Manager whose performance standards will be measured against agreed targets in the following four critical areas: Business Development Human Resources Good Service Pra ctice Finance and Administration These critical areas of the job requirements will be referred to as Key Result Areas (KRAs).Using the descriptive competency sets relating to each KRA a consistent subjective analysis of performance can be reached. |Man manage contract supervision |Good at managing this | |Maintain existing client business and assist in developing new | | |business with the client. |Good at this and just secured a new contract | |Work to maximise operational effectiveness and recognise | | |budgetary requirements. | |Ensure operation of the contract and one-off work is in line |Working within budget and avoiding overspends. | |with the company procedures and be responsible for company | | |assets and facilities. |All staff are trained and work to company procedures by | |Oversee training requirements of service and supervisory staff. |supervising. | |Embrace new developments and co-operate in introducing change | | |within the service contract. | | | | | |Trai ning completed by supervisors and staff from training | | |co-ordinator of which I have regular meetings with co-ordinator| | |and set out training plan. | |Introducing cleaning equipment to achieve better standards. | |Involve staff at all levels to maximise the benefits to the |Regular meetings with staff, supervisors and senior managers | |organisation. | | |Be incisive and strong willed in focusing upon regional goals |Not sure what this is. | |and understand that leadership needs are linked to the Regional| | |Business Plan. | |Be confident and able to lead through a variety of situations. |Leading through chairing Health & Safety meetings | |Enable others to develop their leadership styles and |External training Train the trainer and Team leader training | |competencies. | | |Ensure the regional objectives are understood by all |Regional objectives set out in appraisals to all | Understand medium to long-term issues for the current |No current issues | |client. | | |Ens ure satisfaction is achieved in all aspects of the |Satisfaction surveys carried out six monthly and kpi | |service and work towards the renewal of the existing |meetings monthly | |contract. | |mplement sales procedures and ensure new work is carried |Costs implemented through manning hours and train and | |out satisfactorily by the service teams. |supervise all new work | |Assist in achieving long-term objectives and developing |Through key performance indicators | |new business with the existing client. | | Work to maximise operational effectiveness and recognise |Regularly monitor and review cleaning equipment and keep to | |budgetary requirements. |strict spending costs | |Develop staff who understand the operational procedures and are|Training involved with supervisors and training co-ordinator | |able to work towards the aims and goals of the region. | | |Embrace ideas and opportunities to ensure profitability is |Look at different methods within cleaning that could be more | |maintained or increased. cost effective | |Participate in all aspects of forecasting and budgeting and |Forecasting costs, wages, cleaning materials to ensure | |work to ensure that Hygiene’s minimum objectives are met. |objectives are met | |Participate in the preparation and presentation of monthly |Prepare , timesheets and wage tracker and budget costs for | |accounts. cleaning materials for account manager | |Anticipate the needs of the client and advise upon the most |Regular meetings with client to advise | |effective methods of carrying out tasks. | | |Ensure operation of the contract and one-off work is in line |Assess one of tasks before commencing making sure in line with | |with the company procedures and be responsible for the |company procedures and maintain assets and facilities | |associated company assets and facilities. | |Audit contract work on a scheduled basis to produce Key |Hygiene Audits, Health & Safety audits, lock off audits | |Performance Indic ators (KPIs) and recommendations for | | |improvement. | | |Where necessary introduce change to improve regional |Introducing new tools to the business | |capability, capacity and excellence. | |By monitoring schedules on a regular basis, carry out reviews |Reviews carried out every month at site meetings with client. | |of the service process to evaluate delivery and recognise | | |mistakes. | | |Ensure all operations satisfy the standards set out in Good |Work to achieve Grade A within our GSP audits | |Service Practice and encourage staff to do the same. | |Ensure buildings, offices, equipment and vehicles are |Daily cleaning of offices and buildings | |maintained. | | |Oversee training requirements of service and supervisory | | |staff. | |Give training support to cover training and development |Evaluate training and development to measure the benefit | |needs. |to the business and the individual. | | | | |Review the skill base and needs across the contract and |Provide su pport to staff throughout the contract who are | |the Regional Business Plan to determine basic and |enrolled upon an internal development programme. |longer-term requirements. | | Embrace new developments and co-operate in introducing change within the service contract. Be realistic and constructive in implementing new processes, methods and procedures and plan to use these effectively. Be aware of future competitive advantage and technological change. Be flexible and willing to adapt to changes in emphasis, or aspects of, the regional business requirements.On the basis of this I have assessed my own skills and competencies within my role and I meet all the above criteria as I have received all training within my responsibilities and all of these standards are met other than regional business plan which I am not sure of. |Review the skill base and needs across the contract and the |Monitoring procedures and safe working practices across the | |Regional Business Plan to determine ba sic and longer-term |contract and set out a training plan that is generic through | |requirements. the business to individuals in order to achieve basic and long | | |term requirements. | |Provide support to staff throughout the contract who are |I provide staff training to individuals within theory and | |enrolled upon an internal development programme. |practice in working procedures, Health and Safety, and company | | |safe working practices through appraisals. |From this table and assessment then you can identify what development opportunities you have now and those needed in the future and this would allow you to produce a personal development plan eg: |What I need to learn |How I will achieve this |When I will complete it by | |Advanced food hygiene |Course |Oct 2013 | |Management Diploma |By completing all set tasks |31-08-2013 | Personal Development Plan – Karl Joseph 2013 | |Areas to be Developed |Relevant Training |Output |Support | |Heighten personal profile |CMI Level 5 in Management & |K. J. needs to attend planning/briefing |C. J. to attend a number of meetings with K. J. and | |with key stakeholders on |Leadership – Working productively meetings for the major clean days and |provide guidance on delivery of information | |site |with colleagues and stakeholders |provide an overview of Hygiene's | | | | |planned activities | | |Publicise cleaning plans |CMI Level 5 in Management & |K. J to issue daily work/update plan to |C. J. to work with K. J. o understand the key | |to keep all stakeholders |Leadership – Developing and |be publicised on Hygiene information |information required by the Walkers team and | |informed |evaluating operational plans for |board |develop an appropriate format for the plan | | |own area of responsibility | | | |Make more time available |CMI Level 5 in Management & |K.J. to dedicate more time to |C. J. to work with K. J. to identify all tasks that | |to oversee staff |Leadership -Providing leadershi p |overseeing the cleaning process on |can be delegated to Ivana to release more time to | | |and direction for own area of |major clean days and be more visible to|oversee work in progress. Also to provide guidance| | |responsibility & Planning change |Hygiene and Walkers teams |on how to structure any necessary changes. | |in own area of responsibility | | | |Improve Health & Safety |CMI Level 5 in Management & |K. J. to undertake a project to identify|K. F. to support K. J. in the development of this | |management |Leadership -Managing Health & |any potential â€Å"weak spots† particularly|project, and C. J. to assist K. J. n producing and | | |Safety across an organisation |relating to staff behavioural issues, |implementing the plan to address â€Å"weak spots† | | | |and put a plan in place to address | | Resources needed to support the PDP will communications with other members of the planning meetings such as the engineering manager and the hygiene specialist a nd also the planning scheduler.I will also need resource from Carl Jones to help me develop in all other areas. I will achieve these by getting support from my line manager within my next appraisal Which I will need funding costs in order to achieve these and I will need time off work on a weekly basis in order to achieve. Business Case to secure the resources for the personal development plan The goal of staff development is improvement in staff and organizational effectiveness.This is a process that affects interpretations of job requirements, relationships with colleagues, and perspectives on the methods of education. Staff development occurs in a social context and emphasizes teamwork, built on a foundation of collaboration. Staff development is a process that demonstrates the commonness of purpose of all staff and the crucial nature of individual knowledge and skills to perform assigned duties in relation to the achievement of these larger goals.Benefits in doing these for the company would be to pass on my knowledge within management, Health and Safety and food hygiene to supervisors and service staff and also further training for them and also to benefit the client as this gives me a broader understanding within food hygiene within the food industry. I have developed a business case which is to attend a advanced food hygiene course with HSF training for the cost of ? 425 plus VAT IN September 2013 so I can achieve this qualification Advantages of self development are :Train all staff within Level 1 of Food Hygiene Safety. More knowledge of the below in order to increase confidence with the client : †¢ Introduction to  Food Safety †¢ Contamination hazards and control  (microbiological, chemical,  physical,  allergenic) †¢ Bacteriology †¢ Food poisoning and  food borne disease and its control †¢ Non-bacterial food poisoning and its control  (chemical, metal, fish, poisonous plants) †¢ Personal hygiene controls and   management †¢ Pest control †¢ Education and training of food  handlers HACCP and controls from purchase to service †¢ Management control techniques and  developing a food safety culture †¢ Overview of food safety legislation Disadvantages are as follows. Week taken from work to do course so loss of management on site which could cause a number of issues on site without management cover. My personal development will be reviewed and updated through my appraisal with carl jones account manager for hygiene group and we have also set targets that all the above will be completed by October 2013 with regular reviews set out.Myself and Carl Jones will discuss and agree work objectives and they will be measured by the support of Alan Ridley Hygiene Specialist The relationship between health & safe working practices and organisational objectives within our business are good as our objectives are to give all our staff all the correct training and involving them in c hange within the business that is closely linked to our safe working practices as all staff are trained to these safe working practices which helps us reach our objectives.Our other health and safety objectives are closely monitored and are set by our client within our KPI’S Which are accidents, near misses, hipo’s and high risks activites were we need to improve year on year and these all involve our health and safety working practices on site, again training is need with staff in order to achieve these objectives. A risk assessment is simply a careful examination of what, in your work, could cause harm to people, so that you can weigh up whether you have taken enough precautions or should do more to prevent harm.Workers and others have a right to be protected from harm caused by a failure to take reasonable control measures. Accidents and ill health can ruin lives and affect your business too if output is lost, machinery is damaged, insurance costs increase or you ha ve to go to court. You are legally required to assess the risks in your workplace so that you put in place a plan to control the risks. Identify the hazards Decide who might be harmed and how Evaluate the risks and decide on precautions Record your findings and implement them Review your assessment and update if necessaryA risk that we had in the past was that we were using goggles to protect your eyes from chemical splashes which could seriously burn and cause permanent damage. I then reviewed the risk assessment and conducted a new one for the use of chemicals as I found there was more risks involved as chemical could also splash onto the skin causing burns also so I identified the hazards and put in control measures which was to use face visors and neck and chin guards as well as the use of chemical suits, gloves and Wellingtons to prevent burns to the body which eliminated the risks.I have identified and evaluated control measures that have been put in place within our organisat ion which was to wear a face visor at all times and not goggles when using corrosive chemicals and also a chin and neck guard so it eliminates any risk of the chemical splashing any part of the body which could cause severe burns.As a manager we have recently had one guy working for us who was fully trained within this safe working practice within working safely with chemicals and the wearing of hard hat and face visor but due to a behavioural issue he decided not to follow this practice and wore in incorrectly which resulted in temporary chemical burns to his eyes. A accident investigation was carried out and he received a warning for this due to not following company safe working practices.He also received further training and all other service staff were briefed on the accident that occurred and were re trained within working safely with chemicals. With regards to responsibilities for health and safety working practices to my team I communicate this at our S. A. T meetings were w e have four members of our team that spend 1 full day each month reviewing health and safety working practices and updating were needed and then I communicate with the rest of the team on a monthly basis their responsibilities within their role for the task that they are carrying out.I also have a safety marshal on a daily basis with whom I liase with and brief so he can delegate health and safety working practices for our high risk tasks which is lock off, working at height, chemicals, confined space and roof work. Relevant records that are maintained to demonstrate that healthy and safe working practices are met are our sign off sheets were we have a working procedure with regards to what we are cleaning and how to clean and on this procedure and a health and safety practice on the procedure.We then have staff trained to this procedure and signed to say they have full knowledge of how to clean it and to follow the health and safety practicce and once complete they sign off our sig n off sheet to say they have followed the correct procedures after commencement of cleaning of each clean that they do and this is cross referenced against quality and training Mr Joseph UNIT 5001 – PERSONAL DEVELOPMENT AS A MANAGER AND LEADER EA Unit 5001 v01 Page 1 of 4 | LEARNING OUTCOMES |ASSESSMENT CRITERIA | |1. Be able to assess and plan for personal professional development |1. 1 Explain the importance of continual self-development in | |800 words |achieving organisational objectives | | |1. Assess current skills and competencies against defined | | |role requirements and organisational objectives | | |1. 3 Identify development opportunities to meet current and | | |future defined needs | | |1. Construct a personal development plan with achievable | | |but challenging goals | |2. Be able to plan for the resources required for personal professional |2. 1 Identify the resources required to support the personal | |development . |development plan | | |2. Develop a business case to secure the resources to | |D |support the personal development plan | |3. Be able to implement and evaluate the personal development plan |3. 1 Discuss the processes requ ired to implement the personal| |include copy of appraisal |development plan | |Look at advantages and disadvantages of doing the self development |3. Evaluate the impact of the personal development plan on | | |the achievement of defined role requirements and | | |organisational objectives | | |3. Review and update the personal development plan | | | | | | | | | | Be able to promote healthy and safe working practices |4. 1 Discuss the relationship(s) between healthy and safe | | |working practices and organisational objectives | | |4. 2 Explain the process for conducting a risk assessment | | |4. Identify the actions taken by the manager in dealing | | |with a breach in healthy and safe working practices | | |4. 4 Describe how to communicate responsibilities for healthy| | |and safe working practices to the team | | |4. Discuss relevant records that are maintained to | | |demonstrate that healthy and safe working practices are met | My name is Karl Joseph and I am Con tract Manager working for Hygiene Group at Walkers Snack Foods in Peterlee. I lead a team of 4 supervisors and 36 operatives and in my role I manage day to day industrial cleaning within the plant, and manage Health & Safety, Personnel issues, Quality Standards. I also plan and organise daily and weekly activities, training etc and also complete daily records and sign off.Other duties include maintaining existing business and assist in developing new business with the client and I work to maximise operational effectiveness and recognise budgetary requirements and follow and maintain company procedures and safe working practices. In this report I will be looking at being able to assess and plan for personal professional devlopment, Be able to plan for the resources required for personal professional development, Be able to implement and evaluate the personal development plan, Be able to promote healthy and safe working practices. | | | | | | | The importance of continual self-devel opment in achieving organisational objectives is to improve knowledge and understanding within my role and to progress as a manager to suit individual and meet business needs. Our company objectives that we will treat our staff as individuals, training, promoting and involving them in changing the business. For example I have done external training such as :IOSH managing Safety which has helped my objectives as I have passed on my knowledge to staff within Health & Safety within briefings and have also reviewed and updated risk assessments to suit site specific tasks. This has helped my objexctives by reducing accidents on site and increasing near misses along with staff having a better understanding of Health & Safety and working safer within their role. Self development is important for example. Training within new equipment that we have on site. Skills to recruit the best staff for the job Consequences of having no training at all would be more accidents.Also we will seek mutual dependence with our individual clients and we will also expand our client base and develop independent strength in the marketplace and we also wish to be the leading suplier of cleaning services within the food industry. Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity.This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organisation as a whole. My role requirements are as follows : Performance Standards This job profile relates to a Contract Manager whose performance standards will be measured against agreed targets in the following four critical areas: Business Development Human Resources Good Service Pra ctice Finance and Administration These critical areas of the job requirements will be referred to as Key Result Areas (KRAs).Using the descriptive competency sets relating to each KRA a consistent subjective analysis of performance can be reached. |Man manage contract supervision |Good at managing this | |Maintain existing client business and assist in developing new | | |business with the client. |Good at this and just secured a new contract | |Work to maximise operational effectiveness and recognise | | |budgetary requirements. | |Ensure operation of the contract and one-off work is in line |Working within budget and avoiding overspends. | |with the company procedures and be responsible for company | | |assets and facilities. |All staff are trained and work to company procedures by | |Oversee training requirements of service and supervisory staff. |supervising. | |Embrace new developments and co-operate in introducing change | | |within the service contract. | | | | | |Trai ning completed by supervisors and staff from training | | |co-ordinator of which I have regular meetings with co-ordinator| | |and set out training plan. | |Introducing cleaning equipment to achieve better standards. | |Involve staff at all levels to maximise the benefits to the |Regular meetings with staff, supervisors and senior managers | |organisation. | | |Be incisive and strong willed in focusing upon regional goals |Not sure what this is. | |and understand that leadership needs are linked to the Regional| | |Business Plan. | |Be confident and able to lead through a variety of situations. |Leading through chairing Health & Safety meetings | |Enable others to develop their leadership styles and |External training Train the trainer and Team leader training | |competencies. | | |Ensure the regional objectives are understood by all |Regional objectives set out in appraisals to all | Understand medium to long-term issues for the current |No current issues | |client. | | |Ens ure satisfaction is achieved in all aspects of the |Satisfaction surveys carried out six monthly and kpi | |service and work towards the renewal of the existing |meetings monthly | |contract. | |mplement sales procedures and ensure new work is carried |Costs implemented through manning hours and train and | |out satisfactorily by the service teams. |supervise all new work | |Assist in achieving long-term objectives and developing |Through key performance indicators | |new business with the existing client. | | Work to maximise operational effectiveness and recognise |Regularly monitor and review cleaning equipment and keep to | |budgetary requirements. |strict spending costs | |Develop staff who understand the operational procedures and are|Training involved with supervisors and training co-ordinator | |able to work towards the aims and goals of the region. | | |Embrace ideas and opportunities to ensure profitability is |Look at different methods within cleaning that could be more | |maintained or increased. cost effective | |Participate in all aspects of forecasting and budgeting and |Forecasting costs, wages, cleaning materials to ensure | |work to ensure that Hygiene’s minimum objectives are met. |objectives are met | |Participate in the preparation and presentation of monthly |Prepare , timesheets and wage tracker and budget costs for | |accounts. cleaning materials for account manager | |Anticipate the needs of the client and advise upon the most |Regular meetings with client to advise | |effective methods of carrying out tasks. | | |Ensure operation of the contract and one-off work is in line |Assess one of tasks before commencing making sure in line with | |with the company procedures and be responsible for the |company procedures and maintain assets and facilities | |associated company assets and facilities. | |Audit contract work on a scheduled basis to produce Key |Hygiene Audits, Health & Safety audits, lock off audits | |Performance Indic ators (KPIs) and recommendations for | | |improvement. | | |Where necessary introduce change to improve regional |Introducing new tools to the business | |capability, capacity and excellence. | |By monitoring schedules on a regular basis, carry out reviews |Reviews carried out every month at site meetings with client. | |of the service process to evaluate delivery and recognise | | |mistakes. | | |Ensure all operations satisfy the standards set out in Good |Work to achieve Grade A within our GSP audits | |Service Practice and encourage staff to do the same. | |Ensure buildings, offices, equipment and vehicles are |Daily cleaning of offices and buildings | |maintained. | | |Oversee training requirements of service and supervisory | | |staff. | |Give training support to cover training and development |Evaluate training and development to measure the benefit | |needs. |to the business and the individual. | | | | |Review the skill base and needs across the contract and |Provide su pport to staff throughout the contract who are | |the Regional Business Plan to determine basic and |enrolled upon an internal development programme. |longer-term requirements. | | Embrace new developments and co-operate in introducing change within the service contract. Be realistic and constructive in implementing new processes, methods and procedures and plan to use these effectively. Be aware of future competitive advantage and technological change. Be flexible and willing to adapt to changes in emphasis, or aspects of, the regional business requirements.On the basis of this I have assessed my own skills and competencies within my role and I meet all the above criteria as I have received all training within my responsibilities and all of these standards are met other than regional business plan which I am not sure of. |Review the skill base and needs across the contract and the |Monitoring procedures and safe working practices across the | |Regional Business Plan to determine ba sic and longer-term |contract and set out a training plan that is generic through | |requirements. the business to individuals in order to achieve basic and long | | |term requirements. | |Provide support to staff throughout the contract who are |I provide staff training to individuals within theory and | |enrolled upon an internal development programme. |practice in working procedures, Health and Safety, and company | | |safe working practices through appraisals. |From this table and assessment then you can identify what development opportunities you have now and those needed in the future and this would allow you to produce a personal development plan eg: |What I need to learn |How I will achieve this |When I will complete it by | |Advanced food hygiene |Course |Oct 2013 | |Management Diploma |By completing all set tasks |31-08-2013 | Personal Development Plan – Karl Joseph 2013 | |Areas to be Developed |Relevant Training |Output |Support | |Heighten personal profile |CMI Level 5 in Management & |K. J. needs to attend planning/briefing |C. J. to attend a number of meetings with K. J. and | |with key stakeholders on |Leadership – Working productively meetings for the major clean days and |provide guidance on delivery of information | |site |with colleagues and stakeholders |provide an overview of Hygiene's | | | | |planned activities | | |Publicise cleaning plans |CMI Level 5 in Management & |K. J to issue daily work/update plan to |C. J. to work with K. J. o understand the key | |to keep all stakeholders |Leadership – Developing and |be publicised on Hygiene information |information required by the Walkers team and | |informed |evaluating operational plans for |board |develop an appropriate format for the plan | | |own area of responsibility | | | |Make more time available |CMI Level 5 in Management & |K.J. to dedicate more time to |C. J. to work with K. J. to identify all tasks that | |to oversee staff |Leadership -Providing leadershi p |overseeing the cleaning process on |can be delegated to Ivana to release more time to | | |and direction for own area of |major clean days and be more visible to|oversee work in progress. Also to provide guidance| | |responsibility & Planning change |Hygiene and Walkers teams |on how to structure any necessary changes. | |in own area of responsibility | | | |Improve Health & Safety |CMI Level 5 in Management & |K. J. to undertake a project to identify|K. F. to support K. J. in the development of this | |management |Leadership -Managing Health & |any potential â€Å"weak spots† particularly|project, and C. J. to assist K. J. n producing and | | |Safety across an organisation |relating to staff behavioural issues, |implementing the plan to address â€Å"weak spots† | | | |and put a plan in place to address | | Resources needed to support the PDP will communications with other members of the planning meetings such as the engineering manager and the hygiene specialist a nd also the planning scheduler.I will also need resource from Carl Jones to help me develop in all other areas. I will achieve these by getting support from my line manager within my next appraisal Which I will need funding costs in order to achieve these and I will need time off work on a weekly basis in order to achieve. Business Case to secure the resources for the personal development plan The goal of staff development is improvement in staff and organizational effectiveness.This is a process that affects interpretations of job requirements, relationships with colleagues, and perspectives on the methods of education. Staff development occurs in a social context and emphasizes teamwork, built on a foundation of collaboration. Staff development is a process that demonstrates the commonness of purpose of all staff and the crucial nature of individual knowledge and skills to perform assigned duties in relation to the achievement of these larger goals.Benefits in doing these for the company would be to pass on my knowledge within management, Health and Safety and food hygiene to supervisors and service staff and also further training for them and also to benefit the client as this gives me a broader understanding within food hygiene within the food industry. I have developed a business case which is to attend a advanced food hygiene course with HSF training for the cost of ? 425 plus VAT IN September 2013 so I can achieve this qualification Advantages of self development are :Train all staff within Level 1 of Food Hygiene Safety. More knowledge of the below in order to increase confidence with the client : †¢ Introduction to  Food Safety †¢ Contamination hazards and control  (microbiological, chemical,  physical,  allergenic) †¢ Bacteriology †¢ Food poisoning and  food borne disease and its control †¢ Non-bacterial food poisoning and its control  (chemical, metal, fish, poisonous plants) †¢ Personal hygiene controls and   management †¢ Pest control †¢ Education and training of food  handlers HACCP and controls from purchase to service †¢ Management control techniques and  developing a food safety culture †¢ Overview of food safety legislation Disadvantages are as follows. Week taken from work to do course so loss of management on site which could cause a number of issues on site without management cover. My personal development will be reviewed and updated through my appraisal with carl jones account manager for hygiene group and we have also set targets that all the above will be completed by October 2013 with regular reviews set out.Myself and Carl Jones will discuss and agree work objectives and they will be measured by the support of Alan Ridley Hygiene Specialist The relationship between health & safe working practices and organisational objectives within our business are good as our objectives are to give all our staff all the correct training and involving them in c hange within the business that is closely linked to our safe working practices as all staff are trained to these safe working practices which helps us reach our objectives.Our other health and safety objectives are closely monitored and are set by our client within our KPI’S Which are accidents, near misses, hipo’s and high risks activites were we need to improve year on year and these all involve our health and safety working practices on site, again training is need with staff in order to achieve these objectives. A risk assessment is simply a careful examination of what, in your work, could cause harm to people, so that you can weigh up whether you have taken enough precautions or should do more to prevent harm.Workers and others have a right to be protected from harm caused by a failure to take reasonable control measures. Accidents and ill health can ruin lives and affect your business too if output is lost, machinery is damaged, insurance costs increase or you ha ve to go to court. You are legally required to assess the risks in your workplace so that you put in place a plan to control the risks. Identify the hazards Decide who might be harmed and how Evaluate the risks and decide on precautions Record your findings and implement them Review your assessment and update if necessaryA risk that we had in the past was that we were using goggles to protect your eyes from chemical splashes which could seriously burn and cause permanent damage. I then reviewed the risk assessment and conducted a new one for the use of chemicals as I found there was more risks involved as chemical could also splash onto the skin causing burns also so I identified the hazards and put in control measures which was to use face visors and neck and chin guards as well as the use of chemical suits, gloves and Wellingtons to prevent burns to the body which eliminated the risks.I have identified and evaluated control measures that have been put in place within our organisat ion which was to wear a face visor at all times and not goggles when using corrosive chemicals and also a chin and neck guard so it eliminates any risk of the chemical splashing any part of the body which could cause severe burns.As a manager we have recently had one guy working for us who was fully trained within this safe working practice within working safely with chemicals and the wearing of hard hat and face visor but due to a behavioural issue he decided not to follow this practice and wore in incorrectly which resulted in temporary chemical burns to his eyes. A accident investigation was carried out and he received a warning for this due to not following company safe working practices.He also received further training and all other service staff were briefed on the accident that occurred and were re trained within working safely with chemicals. With regards to responsibilities for health and safety working practices to my team I communicate this at our S. A. T meetings were w e have four members of our team that spend 1 full day each month reviewing health and safety working practices and updating were needed and then I communicate with the rest of the team on a monthly basis their responsibilities within their role for the task that they are carrying out.I also have a safety marshal on a daily basis with whom I liase with and brief so he can delegate health and safety working practices for our high risk tasks which is lock off, working at height, chemicals, confined space and roof work. Relevant records that are maintained to demonstrate that healthy and safe working practices are met are our sign off sheets were we have a working procedure with regards to what we are cleaning and how to clean and on this procedure and a health and safety practice on the procedure.We then have staff trained to this procedure and signed to say they have full knowledge of how to clean it and to follow the health and safety practicce and once complete they sign off our sig n off sheet to say they have followed the correct procedures after commencement of cleaning of each clean that they do and this is cross referenced against quality and training

Past, Present, and Future Trends Essay

Policing as defined by Merriam Webster is to control, regulate, or keep in order by the use of police. Since the early years of its existence, policing has taken on several changes some historically. Policing has made momentous changes since its implementation. Policing has changed form a one sheriff community to a multi-agency department of law enforcement officials sworn to protect and serve. The changes made in policing have varied from race and gender. The development of policing within each level of government has proven to be an every growing entity with major obstacles. The changes in criminal activity, the age of those breaking the law, and the changing laws has made policing and ever changing agency. Past trends like gangs always have been an issue, but pose serious challenges for law enforcement today. â€Å"More and more juveniles are transferred to adult court systems, greater demands will be placed on correctional institutions and their staff (Muraskin & Roberts, 2009, pg. 3, Para 5)†. With the threat of urban terrorism, these aggressive gangs control the social lives of many neighborhoods, becoming more of a threat than foreign terrorists (Muraskin & Roberts, 2009) Past trends like the large use of illegal drugs that are still causing high incarceration rates is proving that incarceration is not working. These offenders, which were incarcerated for these crimes once released relapse into the same criminal behavior, leaving many victims behind. There have been several changes in policing from the mid 1800s. With the continued changes and growth within many communities, the law enforcement community needed to change and grow with the communities. There were many changes that needed to take place to serve the community and society. Many changes have occurred from the 1960s on into the 1990s. One major change in policing has been the representation of African American officers in many police departments (Walker, Katz, Ch.2). The process to the present policing was a slow and effective process, which has changed over the years to create a more effective policing system. To this day, in many communities there are problems within policing. The present problems still include corruption and many political influences from within the community. Policing today has become more effective with little discrimination. The future produces many different avenues for change in police organizations. Technology has grown, times have changed and people are different today when it comes down to policing in the United States. Almost everything will be digital, accurate and there will no longer be a need for as many officers. The use of our satellites in space will be more common and crime will be detected easier and response times will be faster. The communication with fellow officers will be better. With the future so bright, technology evolving by the day, policing organization can only progress. This will also have a positive impact on the community and maybe it will place trust in our judicial system again. . The changes policing has endured over the course of years has evolved policing into a multifunctional agency of dedicated men and women who have promised to protect and serve. For policing to be effective, agencies of the criminal justice system must continue to work hand-in-hand to provide the best protection for its citizens. Policing will be ever changing because of the differences of criminal activity presented and by the type of criminals involved. Reference: Chapter 2 The History of the American Police by, Samuel Walker, Charles M. Katz https://ecampus.phoenix.edu/content/eBookLibrary2/content/TOC.aspx?assetdataid=a8b78864-484e-4b62-b701-f4fe1ceab16e&assetmetaid=861d2838-2f16-4997-b003-4b80c855c78b

Outline the concepts of just war and pacifism Essay

Outline the key concepts of Just War and Pacifism. A01 [21] The Just war theory maintains that war may be justified if fought only in certain circumstances, and only if certain restrictions are applied to the way in which war is fought. The theory that was first propounded by St Augustine of Hippo and St Ambrose of Milan ( 4th and 5th centuries AD) attempts to clarify two fundamental questions: ‘when is it right to fight?’ and ‘How should war be fought?’. Whereas Pacifists are people mainly Christians who reject the use of violence and the deliberate killing of civilians but claims that peace is intrinsically good and ought to be upheld either as a duty and that war can never be justifiable. However, Realists agree that, due to the nature of humans, force is a necessary action to be used to maintain a just and ordered society. Therefore, since the Second World War, people have turned their attention to Just War again establishing rules that can serve as guidelines to a just war- the Hague and Geneva conventions. Many Christians had taken the view that war may be justifiable under certain circumstances, and only if fought observing certain rules of conduct. Wars against the Muslim control of Jerusalem in the 11th-13th centuries were sometimes seen as holy wars which were popularly regarded as Crusades. Some philosophers based their justifications on the stories in the Bible. For example, St Paul in Romans 13:4 wrote that rulers are servants of God ‘†¦for he is the minister of God, a revenger to execute wrath upon him that doeth evil’. In the 13th century, Thomas Aquinas gave an outline (the first three criteria of a just war) on the Justification of war and the kinds of acts that are allowed in a war in Summa Theologica. His ideas became the model of later scholars such as Franciso Suarez and Francisco de Vitoria. The first three conditions necessary for a just war were listed by Aquinas which included right authority, just cause and just intention. These and the three additional conditions that were later included, were referred to as ‘Jus ad Bellum’-rules about when it is right and just to go to war. Aquinas asserted that just authority meant that war could only be started by legitimate authority: ‘the authority of the sovereign by whose command the war is to be waged’. He wrote that sovereign authority which has been elected legitimately has the sole authority to declare war. This meant that, there can be no private armies of individuals who can start a war and, equally, an incompetent government or sovereign does not have the authority  to initiate war. Just cause, is considered to be one of the most important conditions of jus ad bellum. Aquinas once stated that, ‘†¦those who are attacked, should be attacked because they deserve it on account of some fault’. It was considered that self defence against physical aggression was the only sufficient reason for just cause. Finally, Aquinas wrote that the war fought with just intention, was to be for ‘the advancement of good, or the avoidance of evil’. Kant once said that sovereigns could not fight wars for immoral intentions only for good motives. During a state of conflict, right intention should mean for peace and reconciliation. Therefore, soldiers cannot use or encourage a hatred of a minority in war. Their intentions must always be virtuous. In the 16th and 17th century, Suarez and de Vitoria added three additional conditions: proportionality in the conduct of war, only entering war as a last resort, and only fighting when there is a reasonable chance of success. Hence when dealing with proportionality, a state should never wage war that causes relatively more suffering and destruction than the actual wrong done by the enemy. Therefore, in any case, excessive violence, death and damage should be avoided. For example, it was not proportionate for the atomic bombings of the cities of Hiroshima and Nagasaki in Japan that were conducted by the United States during the final stages of World War II in 1945. Additionally, all peaceful attempts at resolution must have been exhausted before violence is used. War cannot be chosen as a first response but as the last resort. Also, there should a reasonable chance of success during a war. It’s immoral to enter into a hopeless war, thus magnifying the suffering and loss for no constructive reason. There have always been rules of conduct in war, although such rules have often been ignored. In Christian tradition, there are conditions of conduct that limit the degree of destruction and who may or should not be killed. These conditions were referred to as Jus in Bello- rules governing how war should be fought. The principles include: only legitimate targets should be attacked, proportionality and that, agents of war should be responsible for their actions. An act of war aimed indiscriminately using chemical/biological weapons at the entire cities or of extensive areas along with their populations, is not only a crime against God but one against humanity and should be condemned. Also, it is unfair and unjust of attack non-combatants (civilians, or innocents) because it is against their right  and therefore they cannot be justly attacked. However, the Just war theory comes under criticism from those who advocate pacifism. They maintain that war is always wrong. Pacifism is described to be the opposition of all forms of violence as a means of settling disputes, either between individuals or between countries. The Christian argument for pacifism is based on Jesus’ teaching in the Sermon on the Mount where he rejected the option to use physical force even in defence of himself against unjust aggressors. An example includes the incident at Gethsemane where Jesus ordered Peter to drop his sword and not to resist the authorities (Matthew 26:52). Mennonites and Quakers are two groups that emphasise pacifism. Members of this group conscientiously object to violence and have been often persecuted as a result. They believe that Just war theory ignores the essential pacifist stance taken by Jesus. An absolute pacifist claims that it is never right to take part in war, even in self-defence. They believe that peace is intrinsically good and should be upheld whether as a duty or on that it is better for humans to live at peace than war. They think that the value of human life is so high that nothing can justify killing a person deliberately. These pacifists claim that they would prefer to die rather than raise their fists to protect themselves. This is because; killing in self-defence is ‘an evil that makes the moral value of the victim’s life less important than our own’. They rely on the fact that there can be no justification for killing which stems from the scriptures of the bible ‘thou shalt not kill’ (Exodus 20:13). Absolute pacifists usually hold this view as a basic moral or spiritual principle, without regard to the results of war or violence, however they could logically argue that violence always leads to worse results than non-violence in other words, there can never be any good that comes out of war or violence. On the other hand, Conditional Pacifists offer a more flexible approach which allows the use of violence under certain circumstances. Pacifism is a word defined by Martin Caedel to describe those who prefer peaceful conditions to war but accept that some wars may be necessary if they advance the cause of peace. Conditional pacifists usually base their moral code on Utilitarian principles – it’s the bad consequences that make it wrong to resort to war or violence. These pacifists accept that sometimes our duties to uphold peace and non-violence may conflict with the duty to save or defend lives against aggression.  Utilitarian pacifists claim that wars generally do not produce favourable results but in certain circumstances, they can be acceptable. Such examples may include wars to protect people from genocide. To conclude, the Just war theory accepts that human nature is evil and most often use force to maintain a just and ordered society. Therefore, past philosophers and the present generation have offered moral guidelines that serve as justifications for the act of war. Whereas, pacifism which firstly originated from Christians believe that war and the act of violence is intrinsically evil and that peace should be the resolution of all conflicts in the society. Comment on the views that a pacifist can never accept the principles of Just war A02 [9] Pacifism can never accept the principles of Just war due to their firm belief that, all violence or force should be forbidden. Additionally, some pacifists would argue that the advantages of the just war theory does outweigh the disadvantages simply on the ground that there is no morality towards violence and that there is no place for ethics in war. Firstly, the criteria for a just war is considered to be unrealistic and pointless because, once the combatants have gone into battle the results of the war are unpredictable and such soldiers are unlikely to adhere to any conditions of a just war making the moral guidelines irrelevant. Pacifists argue that the results of war will always be bad since there can never be any positive outcome in war because; it leaves more damage on peoples’ lives. For example, the holocaust that occurred during the Second World War left more harm on the victims rather than the justice the so-called Nazis were supposed to achieve. A pacifist would argue that it will be inhumane to the point of cruelty to suggest such an incident like the Holocaust was just to serve for the greater good. Therefore a pacifist would argue that war is a waste of resources given by God, a cause of immense suffering, including suffering of innocent people and they believe that war encourages greed, hatred and prejudice. Secondly, Pacifists believe that life has an absolute value. They argue that the indiscriminate mass destruction brought about by the use of nuclear and biological weapons violates the sacredness of human life. It is though that the social and moral damage caused by war is too great, and that it should be abandoned. They maintain that non-violence and non-resistance will change the minds of, or disarm those who use violence. Hence, Pacifists encourage non-violence  resistance will goes against the principles of a just war. However, the deontological objection to a just war is favoured by absolute pacifists. Similar to Reihnold Neibuhr’s (1932) claim; it is inevitable that humans are prone to violence or the act of violence simply because , human nature is evil(imperfect). This means that most Pacifists are most likely to have a consequential approach towards the matter. Jeff McMahan once pointed out that Pacifism is difficult to maintain as it places extraordinary limitations on individual rights and self-defence which, in an era of weapons of mass destruction and the practice of genocide, may ultimately appear unacceptable. For this reason, Pacifists may claim that wars generally do not produce more favourable results, in specific examples. They can be acceptable. Additionally, most Pacifists accept that if someone is threatened by a dangerous person then the use of violence can be permitted since it would be considered to be self-defence. Therefore, due to the inconsistencies evident in Pacifism, most Christians still accept that the use of violence can be justified in the society. To conclude, Pacifists do believe that the weaknesses of a just war theory does outweighs its strengths simply because, it lacks purpose and morality. However , others do have different views; which means that they actually accept the principles of the just war theory.