Oroonoko and Gullivers Travels Essay - 1166 Words

Oroonoko and Gulliver’s Travels By Melissa Eason Mrs. Sarbani Bose Eng 232-69 February 18, 2011 Oroonoko and Gulliver’s Travels Gulliver’s Travels and Oroonoko shatter the myth that European culture was more civilized than â€Å"newly discovered† savage countries. The most prominent examples in Oroonoko are their treatment of the slaves and how they are punished. In Gulliver’s Travels the evidence revolves around how petty, destructive, illogical, and unreasonable human beings act. Though the authors of these stories differ on many levels from their writing style to the very reason why their story was written they have a common theme. They show glaring evidence that European culture is actually more savage than the countries†¦show more content†¦320]. This is Oroonoko’s response to the captain’s betrayal upon their arrival to Surinam. The captain sold Oroonoko to the first bidder when they arrived and not only that they also sold him to a different owner than his other men. But this is only the tip of how savage the Europeans behaved. After Oroonoko, known by this time by his slave name Caesar, had given rise to a revolution he was put to death. The manner in which he was killed is the saddest and most savage display of cruelty. Oroonoko was publicly dismembered and then his body parts were to be distributed to the plantations in order to scare the other slaves into submission. â€Å"And the executioner came and cut off his members, and threw them into the fire. After that, with an ill-favored knife, they cut his ears and his nose, and burned them; he still smoked on, as if nothing had touched him - - - - - - - - - - he gave up the ghost, without a groan, or a reproach,† [p. 341]. Though some of the gory details are omitted in this quote, it is easy to see the cruelty used in his dismemberment and also the desire to inflict as pain as possible. Something that caught my attention while reading of his death was the choice of words used to describe how Oroonoko’s body was â€Å"hacked† apart. To hack at something is to cut it with crude, harsh, and irregular swings. The words mutilate and mangle are commonly used in the definition of hack. In Gulliver’s Travels the authorShow MoreRelatedWilliam Gulliver s Travels And Oroonoko1687 Words   |  7 PagesNeoclassicism in Gulliver’s Travels and Oroonoko Penned sometime between the mid-1600s and late-1700s, a literary genre defined by artificiality and formality, neoclassical literature reflected the style of literature adopted from the Greeks and the Romans. As such, the literature tends to focus on glib characters who were preoccupied with appearances rather than genuineness. In addition, having good manners and public comportment was essential. The literature during the Neoclassical era is characterized

Essay about Human Child Growth and Development - 693 Words

From preschool into early elementary school, children have begun to develop their gross motor skills. They have developed a â€Å"mature pattern of walking† and are ready to test their physical abilities to the limits. Also fine motor skills have begun to develop, however more slowly. Along with motor skills children are developing their visual, tactile, and kinesthetic senses. A child’s sensory skills are helpful in learning language. A child’s proper growth depends greatly on their nutrition and health. A healthy diet is essential to the developing child. Food should never be used to reward, punish, or bribe a child. Instead children should have three healthy meals with snacks in between. It is also important for children to have good†¦show more content†¦Those who believe there are multiple intelligences rather than just one factor consider there to be 9 â€Å"distinctive intelligences that interact.† Other theories and concerns include intell igence as a process (operations involved with thinking), and intelligence as information processing (how we manipulate information). While many psychologists have taken on the contemporary scientific consensus where no extreme view is currently justified, there are those whom believe different. Hereditarians use methods such as the IQ test to ask how much. Environmentalists on the other hand believe that ones mental abilities are learned. John Piaget theorized preoperational thought where the child has developed the ability to use symbols in order to internally represent the external world. During this time however children don’t comprehend the reversibility of operations. Piaget also believed that children are egocentric, which became a major critique of Piaget’s theory. Piaget also said that children under 7 or 8 can’t grasp the concept of causality (cause and effect), and that counting was â€Å"merely verbal knowledge† where children had not acquired the actual ability to count. Another aspect of a child’s cognitive development is language acquisition. By 3 years of age children are able to master phonology and are understanding use of syntax. By ages 3-5 children are able to understand in which type of social context certain types ofShow MoreRelatedSocial Isolation, Neglect And Child Development964 Words   |  4 PagesSocial Isolation, Neglect and Child Development Social isolation is defined by Nicholson (2009) as a state in which the individual lacks a sense of belonging socially, lacks engagement and social contact with others and is unable to form quality relationships (as cited in Nicholson, 2012). Social isolation and neglect can have detrimental effects on a child’s overall physical, cognitive and emotional development. According to Kendall, Murray and Linden (2007), the initial love and nurturance weRead MoreThe Theories Of Human Mind And Behavior1138 Words   |  5 PagesPsychology refers to the scientific study of all the aspects of human mind and behavior. Psychology is broadly categorized in various branches that deeply analyze different concepts of human behavior. In Human Growth and Development, full perceptions of the process of human development are covered in detail evaluating various stages of human growth. As such, this aspect provides an overview of the stages of human life from birth through the middle stages to th e adult stage. Some various theoriesRead MoreEducation As A Social Function991 Words   |  4 Pageseducation plays a large role in the development of an individual and it is an element that separates humans from other animals. 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Most people do not realize how big of an impact adolescenceRead MoreObservation of Child Growth Essay1435 Words   |  6 PagesIntroduction red - Development blue – Conclusion orange Individualism– Giving priority to one’s own goals over group          goals and defining one’s identity in terms of personal attributes          rather than group identification.       For the first time in my life I am being an individualist. I am giving greater priority to my own personal goals. I honestly don’t know what I was thinking changing careers at the age of 42 but I am determined to get my nursing degree. For the next 2 years it will beRead MoreHuman Development Paper854 Words   |  4 Pages Human Development James West PSY/280 September 26 2012 Robert Keele Human Development Human growth and development starts from the moment a child is conceived and continues until the day we die. There are many different stages of development all depending on the person’s beliefs on how we develop. All theories explain a specific growth and development for a specific time for an individual starting from birth to the time of their death. Not all the theories are agreed on becauseRead MoreLifespan Development1516 Words   |  7 PagesLifespan Development and Personality Luis Cervantes PSY/103 January 11, 2016 Susanne Nishino Lifespan Development and Personality Developmental psychology is the study of how human beings age and transform throughout the eight major stages of life. This paper will focus on the physical, cognitive, social, moral, and personality development of individuals found in stage two, (early childhood 1-6 year olds). Through exploring, and examining the countless influences that affect their growth development

Management in Lean Manufacturing Implementation †MyAssignmenthelp

Question: Discuss about the Management in Lean Manufacturing Implementation. Answer: Introduction In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists. The above quoted lines of Eric Hoffer clearly indicate the importance of the concept in the management of the various sections of the business. The process of change forms an important aspect of any company or business organization. The concept of organizational chance forms an important part of the overall process of strategic management and therefore the diverse companies as well as the business organizations use this process to bring about the overall process of their growth and development (Adeniji, Osibanjo and Abiodun 2013). Strategies can be defined as the tactics or the policies which are formulated as well as implemented by the various companies and the business organizations for the achievement of a particular objective or goal (Kempster, Higgs and Wuerz 2014). These goals can be short term ones or the long term ones depending in the needs as well as the requirements of the business of the companies or the business organizations concerned. Therefore, in the opinion of Max M cKeown articulated in his book The Strategy Book With a clever strategy, each action is self-reinforcing. Each action creates more options that are mutually beneficial. Each victory is not just for today but for tomorrow. The concept strategic management, on the other hand, can be defined as the process by means of which the various companies as well as the business organizations formulate and implement the necessary strategies which are essential for the achievement of the goals or the objectives set by them. An effective strategy can lead to the overall development as well as the growth of the business organization or the company concerned (Kempster, Higgs and Wuerz 2014). However, a misplaced strategy, on the other hand, can lead to a decline in the performance of the company or the business organization concerned (Kempster, Higgs and Wuerz 2014). Therefore, in the opinion of Clayton Christensen articulated in his book The Innovators Dilemma (1997) There is something about the wa y that decisions get made in successful organizations that sows the seeds of eventual failure. Many large companies adopt a strategy of waiting until new markets are large enough to be interesting. But this is not often a successful strategy. It is to be noted that the concept of organizational change is one such policy which the various companies as well as the business organizations often take the help of in order to bring about an overall growth and development of their business (Lozano, Nummert and Ceulemans 2016). This report intends to give an overview of the concept of organizational change and its related aspects. Organizational Change Organizational change is defined as the process by means of which the various companies as well as the business organizations change their existing strategies, processes, culture, technology and other aspects in order to bring about an effective growth of their business (Adeniji, Osibanjo and Abiodun 2013). It is to be noted that the diverse companies and business organizations use the concept of organizational change in order to counteract the pressures from the internal and the external environment in which they operate (Lozano, Nummert and Ceulemans 2016). The internal as well as the external environment in which a company or a business organization operates has an important role in the business of the company or the business organization concerned and an effective management of both the environments is essential for the overall growth and the development of the company or the business organization concerned (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the concept of orga nizational change forms the central fulcrum of the process of strategic management of many companies and business organizations. In the opinion of many people the process of organizational change is all about reviewing and modifying structures specifically management structures and business processes (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the various small business organizations or companies use this particular concept to develop strategies to compete with their larger competitors and the large business organizations, on the other hand, use the concept of organizations in a bid to compete their smaller competitors who often take the help of innovative strategies as well as tactics to stay in the business. Thus, in order to outrival their competitors the various companies as well as business organizations take the help of the concept of organizational change to develop new strategies as well policies which are cost friendly and also easy to implement. It is to be noted that there are various kinds of organizational change which the diverse companies as well as business organizations often take the help of in order to bring about an overall growth and development of their entire business process. However, the most popular kinds of organizational change which the various companies as well as business organizations resort to are listed below- Strategic change Transformational change Organization-wide change Personnel change Remedial change Structural change Development change Others Strategic change It is to be noted that strategic change is one of the most common kinds of changes which is noticed among the various companies as well as the business organizations (Newman 2012). It is often seen that the various companies and the business organizations need to realign their goals and objectives in the course of time in order to gain more profits. This particular change is generally done in order to adjust the needs and the requirements of the company and the business organization concerned as per the demands of the internal as well as the external environment of the business organization or the company concerned (Newman 2012). Therefore, this particular kind of change often requires a change in the marketing policies of the company and the business organization, the products or the services offered by them and others. It is to be noted that this change often involves a realignment of the target customer base of the company or the business organization concerned. This kind of chang e might even involve a change in the level of global activity by the company or the business organization concerned as well as the merger and joint business collaborations undertaken by the company or the business organization (Newman 2012). Therefore, it will not be too far-fetched to say that this kind of change involves a realignment of the entire strategy of the company and the business organization concerned. The various companies and the business organizations in order to achieve the process of overall growth as well as development constantly modify their strategies. The various companies or the business organizations which take the help of the help of the transformational change generally bring about a change in their cultural and social atmosphere (Pollack 2012). It is to be noted that these changes are in accordance with the internal as well as the external environment requirements of the company or the business organization. These changes generally aim to effect a change in the social as well as cultural environment of the company or the business organization concerned and thereby increase the productivity and also the performance of the employees (Pollack 2012). It is to be noted that this particular kind of organizational change is usually implemented in companies or business organizations where employees from diverse cultural as well as social backgrounds work and form an essentia l part of the work environment. According to a research conducted by the MIT, maturing digital businesses are focused on integrating digital technologies, such as social, mobile, analytics and cloud, in the service of transforming how their businesses work (Pollack 2012). Therefore, it would not be too far-fetched to say that the social as well as cultural factors form an important part of this particular change. Organization-wide change It is to be noted that these kinds of organizational change are likely to affect the company or the business organization in the long term. This kind of organizational change is concerned with the overall change of the structure of the organization or the company concerned or their business activities (Godemann et al. 2014). This might even include a change in the goals and the objectives of the company or the business organization concerned or the area in which they used to conduct their business. Therefore, this particular kind of change is likely to have a long term effect on the company or the business organization concerned. However, it is generally seen that this particular kind of organization sometimes affects the performance of the employees and therefore a thorough consideration of all factors is necessary before the implementation of this particular kind of organizational change (Godemann et al. 2014). It is to be noted that this particular kind of organizational change af fects the culture of the organization and therefore is directly related to the performance as well as the productivity of the employees. The various companies and the business organizations undergo this kind of change when they are planning to expand or shrink (Georgalis et al 2015). Therefore, this kind of change is commonly seen to be applied by the company or the business organizations when they are trying to hire a lot of new employees or are firing a lot of existing employees. It is to be noted that with both these processes the culture of the company or the business organization is likely to get affected and can have a significant impact on the morale of the employees as well as their productivity and performance (Georgalis et al 2015). It is commonly seen that when the companies or the business organizations hire a lot of new employees there is a shift of culture in the organization or the company concerned and the new employees need to get adjusted with the older ones and vice versa and also to their job roles. Therefore, this is one of the most important kinds of organizational changes and if not properly tak en care can hamper the performance as well as the morale of the employees. Remedial change is another common change which the various companies as well as business organizations often take the help of in order to improve their performance and also productivity. This particular kind of change is implemented when there is an issue with the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, before the implementation of this kind of change the company or the business organization concerned needs to find out the root cause of that particular issue and then implement the remedial changes which is likely to not only remove the root cause but also improve the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, it will not be too far-fetched to say that performance is the major focus of this particular kind of change. It is to be structural change is another kind of change which the majority of the companies or the business organizations often take the help of in order to bring about an overall growth as well as development. Structural changes are carried out by the various companies or the business organizations when they need to redesign their entire business structure or alignment (Pollack and Pollack 2015). Therefore, this particular kind of change requires not just the redesigning of the internal structure of the company or the business organization concerned but also involves a change in the entire management of the company or the business organization starting from the vision or the mission statement to the various individuals who hold position of power within the company or the business organization concerned. Importance of Organizational Change in Australia As already mentioned, organizational change forms an important part of the business plan of any company or business organization. It is to be noted that the primary reason why the various companies or the business organizations use the process of the organizational change is to adapt themselves to the internal as well as the external environment in which they operate (Pollack, Costello and Sankaran 2013). The other benefits associated with the process of organizational change are listed below- One of the primary benefits which the process of organizational change renders to the various companies or the business organizations is the incorporation of the latest technologies as well as the innovations into the framework of their organization or the company (Pollack, Costello and Sankaran 2013). It is generally seen that the various companies or the business organizations take the help of the process of organizational change to enhance the process of communication which they use for the process of conveyance of the information which are essential for the purposes of the conduct of business. It is also seen that the various companies or the business organizations by means of this kind of organizational change incorporate the latest technologies as well as innovations to achieve the process of overall growth and development. A typical example of this is the switch over of the company Dominos Pizza Inc from the traditional process of delivery of their products to the drone system of delivery. Customer needs as well as requirements are another important factors which dictate the process of the organizational change which the various companies as well as the business organizations often undergo (Boohene and Williams 2012). Therefore, it is often seen that the process of organizational change helps the various companies as well as the business organizations to incorporate the needs and the requirements of the customers into their business plan A typical example of this is the change in the operational plan of the company McDonalds in the nation of Australia. It is to be noted that initially the company McDonalds used to sell sandwiches and other eatables to the customers of Australia. However, to incorporate the changing needs as well as the requirements of the customers the company now provides various new products and also has undergone collaborations with the other companies like Coca Cola and others in a bid to serve the needs as well as the requirements of the customers in the best possible manner. It is to be noted that economy is another significant driver for the process of the organizational change which the various companies as well as the business organizations often undertake (Bamberger et al 2012). Therefore, with the help of the process of the organizational change the various companies as well as the business organizations realign their goals and objectives keeping in perspective the ever changing economic condition of the present day world. A typical example of this kind of organizational change is the policy adopted by the company IKEA who in order to overcome the economic factors associated with the business deliver the furniture to the customers without assembling them. Another advantage which the process of organizational change renders to the various companies as well as the business organizations is that it provides them with various growth opportunities (Contrafatto and Burns 2013). It is commonly noticed that the various companies and the business organizations often try to achieve the process of their overall growth and development by means of the process of organizational change as the process of change provides them with various kinds of growth opportunities. Another benefit which the process of the organizational change entails with itself is that it enables the various companies as well as the business organizations concerned with the advantage of changing the status quo of their organizations (Contrafatto and Burns 2013). It is often seen that the various employees of a particular company or a business organization often get used to their particular habits or routines. Therefore, changing their job roles or shift often helps the companies as well as the business organizations concerned to break the status quo and bring about the process of the overall growth and development of the company or the business organization concerned. These are in short some of the key benefits of the process of organizational change which the various companies and the business organizations often resort to adapt themselves to the internal and the external environment in which they operate. Success rate of change in Australia and the factors which impact them Although organizational change forms an important part of the entire strategic management of any company as well as business organization the success rate of the process is not very high. According to a survey conducted by McKinsey it was found that only 33% of all the organizational changes implemented by the various companies as well as the business organizations showed signs of success. According to the results of another survey conducted by IBM only 41% of the participating members thought that the process of organizational change added any considerable value to the entire organization and the rest though that the process was not that essential. It is interesting to note that according to yet another survey conducted by Balogun and Bailey (2004) it was found that around 19-46% of the participating members of the survey considered that the process was not an essential part of the entire process of strategic management and though that the process did not add much value to the entir e organization. Therefore, it would not be too far-fetched to say that the process of organizational change although considered essential by the various professionals is not considered an essential part of the entire process of strategic management by the various employees belonging to diverse companies or business organizations(Millar, Hind and Magala 2012). It is generally that there are several factors which influence the success rate of the process of organizational change which the diverse companies as well as the business organizations often take the help of in order to adapt themselves to the internal and the external environment in which they operate (Millar, Hind and Magala 2012). These factors are broadly grouped under the hard and the soft factors. It is to be noted that the process of changing the mindset as well as the attitudes of the employees and the individuals belonging to the company or the business organizations forms one of the core precepts of the entire process of organizational change. However, it is often seen that the various employees as well as the individuals belonging to the company or the business organization do not take this change in a positive manner (Nordin et al 2012). Therefore the success rate of the process is very low. Another factor which affects the success rate of the process of organizational c hange is the factor of the shortage of resources. It is to be noted that any significant change in the organizational structure or its related processes is bound to entail with itself a demand for the additional use of resources. However, it is often seen that the various companies or the business organizations are not able to cope up with the demand for the additional requirement of resources and therefore the entire process of organizational change becomes a failure in that particular context. It is to be noted that the process of organizational change if not properly timed can hamper the prospects of the company or the business organization concerned instead of leading to their overall growth and development (Nordin et al 2012). Ineffective leadership is another is reason for the lack of success of the process of organizational change (Nordin et al 2012). It is to be noted that the process of organizational change requires an effective leader to manage the chaos which is caused d uring the process of the change and also the calm down the nerves of the individuals involved in the process. However, it is generally seen that the various companies and the business organizations does not pay much heed to the process of effective leadership and thus the entire process of organizational change backfires. Another significant factor which affects the process of organizational change is the discrepancy between the expectation which the change is likely to cause and the actual change the process of organizational change actually brings in (Grant 2014). This is often called by the name of change gap and it is interesting to note that during the time period 2006-2008this particular gap almost tripled from 8% to 22% (McKay, Kuntz and Nswall 2013). These in short are some of the factors which affect the success rate of the entire process of organizational change. Leadership and Organizational Change Leadership is the process or the ability of leading a particular individual or a group of employees within a particular company or business organization towards the achievement of a particular goal or objective (Kaiser, McGinnis and Overfield 2012). In the opinion of Cogner (1992), Leaders are individuals who establish direction for a working group of individuals and who gain commitment from this group of members to established direction and who then motivate members to achieve the directions outcomes. Therefore, the process of leadership is often considered to be one of the most important aspects of the entire process of strategic management. The process of effective leadership becomes specifically significant during the process of organizational change. As already mentioned the success rate of the process of organizational change is very low and it is here that the concept of effective leadership becomes especially important. It is to be noted that during the process of the organiz ational change a lot of confusion as well as chaos ensues which requires the presence of an effective leader for its mitigation. Therefore, the primary role of a good leader at this particular point of time is the control of the situation and also to provide his or her support to the various employees belonging to the company or the business organization for the process of calming down their nerves (Bucolo, Wrigley and Matthews 2012). It is to be noted that the various companies and the business organizations also depend on the feedback and the suggestion of the leaders for the formulations and the implementation of the strategies which are required to bring about the change in the structure of the company or the business organization concerned. The role of the leader also becomes significant in the process of the execution of the strategies developed for the overall growth as well as the development of the company or the business organization. These in short are some of the key rol es or the benefits which the process of effective leadership renders at the time of organizational change. The best kind of leadership style which is the most suitable for the process of organizational change is the Organizational Leadership. Organizational leadership is defined as the kind of leadership which is a dual focused management approach that works towards what is best for individuals and what is best for a group as a whole simultaneously (Dubey, Gunasekaran and Ali 2015). In other words it can also be defined as the attitude or ethic which enables an individual or employee to lead the other members of the company or the business organization concerned not only from the top but also from the lower ranks of the organization or the company as well (Muchiri, Cooksey and Walumbwa 2012). Therefore, it will not be too far-fetched to say that the process of organizational leadership becomes the most effective kind of leadership during the time of organizational change. It is to be noted that the best part about this particular kind of leadership is that the leader in this particular ki nd of leadership works towards the achievement of the thing which is not only the best for the company as well as the business organization concerned but also for the individual employees of the company or the business organization concerned (Jones et al. 2012). Another kind of leadership which becomes especially important during the time of organizational change is the visionary kind of leadership (Taylor Cornelius and Colvin 2014). It is to be noted that in this particular kind of leadership the leader is motivated by his vision or the desire for the overall growth as well as the development of the company or the business organization concerned. It is to be noted that one of the significant aspects of the entire process of leadership is the way he or she deals with the employees belonging to the different levels of the company or the business organization concerned. This aspect of the process of leadership becomes especially significant during the phase of the organizational change. It is to be noted that the process of organizational change entails with it a significant amount of confusion as well as chaos. It is obvious that each member of the company or the business organization will take the process of organizational change in the same manner. Therefore, the leader will have to adjust his or her style when he or she is dealing with a manager or other members of the company or the business organization belonging to the higher authority and vice versa. It is interesting to note that at the same time the same leader will have to adopt a different style when he or she is dealing with an employee or individual belonging to th e lower ranks of the company or the business organization concerned. Therefore, it will not be too far-fetched to say that the role of the leader becomes very significant during the time of the organizational change. Recommendations As already mentioned the success rate of the various organizational changes which the various companies as well as the business organizations often resort to is very low. Therefore, the various companies as well as the business organizations need to develop effective strategies and policies in order to improve the success rate of the process of organizational change. Firstly, the various companies as well as the business organizations should take into consideration the cultural and the social background of the employees and the individuals whom the change is going to affect. The various companies as well as the business organizations develop strategies and policies without taking into consideration the people whom it is about to affect. Another factor which the various companies as well as the business organizations need to take into consideration is the timing of the change. It is to be noted that timing is very important for the success of a particular strategy or policy. Therefore , it would not be too far-fetched to say that an ill-timed strategy is likely to hamper the prospects of a company or business organization in a significant manner rather than leading to their overall growth as well as development. Effective leadership is another factor which the various companies as well as the business organizations need to take into consideration for the process of organizational change. These in short are some of the recommendations which the various companies as well as the business organizations in the nation of Australia can follow to bring about an effective organizational change. Conclusion Therefore, from the above discussion it becomes clear that the process of organizational change forms an important aspect of the entire part of the entire process of strategic management. It is often noted that the various companies and business organizations take the help of the process of organizational change to bring about their overall growth as well as development. However, it should be noted that there are various factors which the diverse companies as well as business organizations need to take into consideration before the implementation of the process of organizational change. It is to be noted that there are several kinds of organizational change and the success or the failure of a particular one depends on the context in which they are applied. The role of leadership in the process of organizational is also a significant one. References Adeniji, A.A., Osibanjo, A.O. and Abiodun, A.J., 2013. Organisational Change and Human Resource Management Interventions: an Investigation of the Nigerian Banking Industry.Serbian Journal of Management,8(2), pp.2-16. 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Race Relations Act Essay Example

Race Relations Act Essay There has been a great deal of pressure on the government and on the police after the Stephen Lawrence murder to get things right and bring justice to the murders, in spite of this the Damilola case was not conducted properly. Some people blame the system and the police for not providing enough protection for the main witness and checking out the statements fully before the trial. Some people think that the amount of money spent on this case could have been used for safety and prevention measures, as children should be brought up in a safe environment, not in constant terror. Others believe that the local community let Damilola down by not answering to police enquiries. The police are not to blame for not getting the answers needed, but his neighbours and local area for refusing to help to solve his murder. Legislation in themselves do not stop discrimination just like speed cameras do not stop people speeding. The existence of a law does send out a very clear message that discrimination is not acceptable under any circumstances and there are consequences for those who decide to disregard the laws. All policies are only effective in promoting their aims if staff are committed to implementing them, if they are properly resourced and regularly evaluated, reviewed and updated. Policies can increase awareness, but will not in themselves, change attitudes or practice. Beaver et al. (1999) This quote shows that policy guidelines need to be carried out with good practice; just having the policy is not enough to prevent racism occurring in the future. Good practice is essential for children to enhance their social, physical, emotional, intellectual and linguistic development. We will write a custom essay sample on Race Relations Act specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Race Relations Act specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Race Relations Act specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Even with all these Acts, policies and legislation present in the current law, if racism related cases are taken to court, according to Beaver (2001) Successful prosecutions are comparatively rare. The law in its current state needs to be amended so that the legal system defends the accused more than witnesses and the suffering families. The criminal judicial service needs to be reformed so that prosecutions are more achievable. As the strongest way of promotion the media should encourage anti-discriminatory practice. Race Relations Act 1976 The passing of this Act makes it illegal to discriminate anyone on grounds of race, colour, nationality (including citizenship), ethnic origin or national rights in housing, education, employment, entertainment and provision of services and goods. This Act also set up the Commission for Racial Equality (CRE), which carries out research, sends out information, and carries out investigations into cases of alleged racial discrimination both directly and indirectly. Method This is how I carried out my investigation. 1. I asked my supervisor for permission to do an investigation about racism and anti-discrimination / bias. 2. I photocopied the Equal Opportunities Policy 3. I devised a resources tick chart for all the rooms at the nursery 4. I devised a questionnaire for the staff at the nursery 5. I used textbooks to help me with theory With the resources tick chart I walked around all the rooms of the nursery checking whether each room had all the resources on the list. If they did it got a tick, if not then a cross. I showed the manager a copy of the questionnaire for approval before I gave them out to each member of staff. I asked politely if they could fill them in if they had time over the next few days. I collected the completed questionnaires and compiled the results together with the results from the resources. Presentation of my Results Only one person knew of any relevant legislation out of the 6 people I asked, but still could not name any. This shows that more training is needed to promote the awareness of Racial Equality within the day nursery so that adults know they can be protected against racial allegations and also be a good role model for the children in their care. All 6 people were aware of any posters or statements, but only half of staff knew where the Equal Opportunities Policy was kept. The majority of people knew there was a poster promoting children from different cultures. There could be more staff meetings to discuss and refresh staff on the whereabouts of important policies. 60% of staff thought that the resources were adequate but these opinions were from the staff from rooms of the older children 3-5years, where they appear to use the resources more than the under 2s children. The staff from the baby unit felt dolls with disabilities were missing.