Strategic Management Essay Example | Topics and Well Written Essays - 1500 words - 5

Strategic Management - Essay Example Human capital development according to them entails such activities as hiring contingency workers and outsourcing of labor in non-core areas so as to focus the regular human capital to the most important areas (core competencies). This serves two purposes namely: Contingency workers and outsourcing can provide certain technical and professional skills at very reduced costs. However the authors also highlight the several shortcomings that come with outsourcing. These include: The authors conclude that outsourcing, as a strategy must be used with great care, failure to which less beneficial static flexibility may result. Another area outlined in the development of human capital is training and other forms of skill development. Better-trained employee are usually highly motivated as well as empowered to play an even more important role when it comes to innovativeness. The discussion is largely relevant today since the trends identified in their day continue to this day. This is not to say that the environment has not changed, Indeed it has and many organizations are now focusing on more strategic training which is basically acquiring knowledge, skills, and approaches needed to initially do a job or to perk up upon the performance of a particular task. Today’s management authorities are eager to measure the impacts of these strategies and to design programs of continually advancing this knowledge. Today’s executives clearly understand the relationship between results and the people in the organization. They more often than not seek to recruit the most talented, individuals developing and deploying them in the most crucial areas in the organization. Progress is analyzed and challenges constantly evaluated with the view of coming up with strategies that best match the core values of the organization. The subject of human capital management has

W2 Assign Human Capital Essay Example | Topics and Well Written Essays - 750 words

W2 Assign Human Capital - Essay Example ess, then changing the procedure or process to enhance the output, boost efficiency and also the efficiency of the procedure or process (Cokins, 2009). The link between PM and improvement of performance is that their main goals of are to boost organisational efficiency and effectiveness to enhance the ability of the company to deliver services and/or goods. Another area, at times, targeted for both PM and improvement of performance is organisational efficacy, which concerns the process of setting organisational objectives and goals (Cokins, 2009). Performance management and improvement normally concern processes like statistical quality management and other softer forms of assessment like customer satisfaction surveys that are applied in obtaining qualitative information on performance from the stance of customers (Cokins, 2009). Traditional HR measurement systems mainly center on efficiency, but in order to transform this into strategic human capital management, they should attention paid to efficiency and effectiveness by measuring turnover, bench strength and attitudes (Merkle, 2011). Rarely do human resource leaders think about the impact and relative effect of diverse talent pools on organisational performance (Merkle, 2011). More significant, traditional HR measurements are hardly ever directed particularly to where they are most prone to have the utmost impact–on key/vital talent. Traditional HR management systems need to pay more concern to nonfinancial impacts, as well as sustainability needs to be improved, and strategic human resource management can persuade these, as well (Merkle, 2011). The key activities that HR managers need to participate in to be successful have to do with how corporate strategies associate with human capital management. Studying the organisations keenness to implemen t diverse strategies and supporting the execution of the corporate strategy should be activities that are conducted much more often by efficient HR functions

Evaluation of Barclays Bank in india Essay Example | Topics and Well Written Essays - 2000 words

Evaluation of Barclays Bank in india - Essay Example Due to the high interest rate and the increasing purchasing power of the Indian economy, the banking sector is on high demand. During this period, many foreign banks expanded their business to India as the economy of the country was growing at a very high rate of 8% per annum. The country provides ample opportunity for corporate banking, retail banking, micro finance and consumer financial banking sector (Bosworth, Collins & Virmani, 2007, p.23). Barclays took the opportunity of the growing economy in India and adopted the expansion strategy by introducing retail banking in the country. India is expected to grow massively in the coming years and since the bank has started from scratch, it has a big advantage as it does not have any legacy systems. In retail sector, the bank has introduced personal loans and cards business and also NRI business plans within few days of launch. Though the bank doesn’t have many branches in India with the advancement of technology like internet b anking, the Indian customers are ready to operate with the branchless foreign banks which helped Barclays to explore more and more (Sciglimpaglia & Ely, 2010). 2. Analysis of environment 2.1 PESTLE Analysis The Pestle analysis is mainly done by the companies in order to find the environmental influence of the country on a business sector. Indian Banking sector is not much affected by the political government policies as compared to other developing countries because of the robust framework policy of free trade of the Reserve Bank of India. Indian economy has had a growth rate of around 8-9% during the last 3 years. 54% of the GDP of India was contributed by the service sector during 2006-2007 (Cetorelli & Gambera, 2002, p.617-648). The socio-cultural factors are also changing people’s lifestyle and their behavior continuously. The people of any developing country often demand high class products leading to the requirement of money from banks, thus ensuring a good prospect for Barclays bank. India with second highest population (1.17 billion) with literacy rate of 61% is very advanced technologically thus giving a great opportunity for Barclays to implement core banking system in India (Kamath et. al, 2003, p.84). Barclays use latest technologies like internet & mobile banking, CMA, NEFT, RTGS, INFINET, and Core Banking to get an extra edge over its competitors (IDRBT, 2004). But the Indian Government’s legislature and the farming policy for providing short term agricultural loans affects the banking sector on its profit in India. Indian environmental factor is very favorable for the agricultural development and thus the farmers’ needs are provided by Barclays through several customer centric schemes (Mohan, 2005, p.1106). 2.2 Industry life cycle The Indian banking sector can be broadly divided into two major categories i.e. nationalized and privatized bank. With the development in technology and product the nationalized bank are currently in transition stage while on the other hand the privatized bank like Barclays have crossed the transition phase with the implementation of technologies into their system. Since there is constant growth in technological and product it’s very difficult to determine a specific industry life cycle in banking sector. Thus taking into consideration the major areas of advancements, Roussakis

The film ‘Migrante’ Essay Example for Free

The film ‘Migrante’ Essay The scenes leading to Frida’s departure to Israel is all too familiar since many Filipinos, including me, have relatives working abroad. But it is an entirely new experience when viewing it from a different perspective. One could almost sense the pain that characters were feeling as Frida’s departure neared, most especially when the children were begging desperately for their mother not to leave was one of the scenes that struck me. If they had a choice, who would want to go out of this country to work? Knowing our Filipino culture for strong family ties, no one would. If there is anything that makes ‘Migrante’ stand out from other OFW films is the fact that they spent a significant amount of time showing what pushed Frida, like other Filipinos, to work abroad. Many Filipinos leave the country in the hope that working abroad could help them uplift their living conditions, be able to send loved ones to a good school, buy medicines for family members who are sick and secure a decent future, especially for the children, only to end up as a victim of maltreatment. Another highlight of the film is how other OFWs, who, too, have their own problems, are willing to lend a helping hand to their fellow Filipinos in dire need. As portrayed in ‘Migrante’, government agencies abroad were hardly of help to the unsung heroes of the country. Those who played the role as members of the real-life migrant rights group Migrante International expressed their reservations on how their fellow Filipinos landed in a much worse fate when embassy o fficials intervened, or the lack thereof, in their respective cases. The film is another gripping portrayal of the continuing poor working conditions of overseas Filipino workers. It was a film on one individual’s life. But now, (in this film) you will see the bigger problem. It also focuses on how groups few non-government organization are helping OFWs in other countries. There is accumulating number of cases of OFWs being maltreated. The number of reported incidents have increased tremendously that people think that it is just an ordinary case. It projects the many faces of being an overseas Filipino worker. The fates of the OFWs in the film were intertwined by the tragic incident that has befallen Frida and her family. This film is one of the most effective ways to educate the people about what we are going through. This is not just a lecture. The film would be of big help in the migrants’ rights advocacy. It is very timely because the labor export policy is being intensified. It reflects what Filipinos are going through abroad becaus e the story did not just focus on one family. As the film concluded, a question is sure to linger in one’s mind: What is there to do to stop this cycle?

HRM For Hospitality And Tourism Industries

HRM For Hospitality And Tourism Industries Introduction  · Human resource management (HRM) is the tactical and logical approach to the management of an organizations most esteemed property the people working there who independently and together contribute to the achievement of the objectives of the business.  · All methods and functions concerning the recruitment and development of personnel as human resources, with the aim of efficiency and greater output in a company, government administration, or other organization  · Human resource management (HRM) is the perceptive and application of the policy and procedures that directly involve the people working within the task team and working group. These policies include recruitment, maintenance, repayment, personal development, training and career development.  · is the effective use of human resources in order to improve managerial performance.  · The management of the workforce of a business to ensure satisfactory staff levels with the right skills, properly satisfied and motivated.  · Staffing function of the business. It includes the activities of human resources planning, recruitment, orientation, selection, , training, performance, payment, appraisal and safety. What is HRM? Human Resource Management (HRM) is a way of management that links people-related behavior to the tactic of a business or organization. HRM is often referred to as strategic HRM. It has numerous goals: To meet the needs of the business and management (rather than serve the interests of employees); To bond human resource strategies / policies to the company goals and objectives; To find ways for human resources to add value to an industry; To help a business gain the obligation of employees to its values, goals and objectives Human Resource Management for the Hospitality and Tourism Industries This takes an incorporated look at HRM policies and practices in the tourism and hospitality industries. Utilizing existing human resource management (HRM) theory and carry out, it contextualizes it to the tourism and hospitality industries by looking at the specific employment practices of these industries, such as how to manage tour reps or working in the airline industry. It initially sets the picture with a open review of the facts of HRM practice within the tourism and hospitality industries. Having identified the broader picture, the text then begin to focus much more plainly on a variety of HR policies and practices such as: Recruitment and selection: the effects of ICT, skills required specific for the industry and the nature of advertising Legislation and identical opportunities: illegal intolerance and managing assortment Staff health and welfare: aggression in the workplace, working time orders, smoking and alcohol and drug misuse wage strategies in the industry Human Resource Management for the Hospitality and Tourism Industries will be illustrated throughout with both examples of best practice for dictatorial training and discussion, and international case studies to put into effect problem solving techniques and contextualize learning. It incorporates a user friendly design and includes educational features such as: chapter outlines and objectives, HRM in practice The nature of HRM in hospitality and tourism; executive culture and the search for service quality; Labor markets; staffing and selection; equivalent Opportunities; Training and improvement; Staff health and welfare; Employee relations, involvement and participation; Performance management; compensation strategies in hospitality and tourism; Disciplinary and complaint procedures. Development in HRM in hospitality and tourism It is common knowledge that the performance of human resource management ( HRM ) is established in most organizations ranging from small- to medium- to large-scale corporations. The current-day human resource ( HR ) manager has direct control on the strategic direction and judgment of both private and public sector organizations. Tourism is the broad umbrella that drives related indicators within local and national economies. Hospitality organizations are motivated by public and private sector tourism policies and practices. The increase of telecommunication technologies along with the development of multinational hospitality organizations has generated an understanding of tourism policies on a global level. Sustainable tourism is a long-term mutual systems approach to establishing and maintaining pleasant-sounding relationships among hospitality/travel-related organizations and the social, cultural and environmental aspects associated with tourist destinations. While the process of sustainable tourism involves the establishment and maintenance of harmonious relationships, the goal is the creation of continued possibility and development of tourism-related entities. Proponents of sustainable tourism slot in in a process of creating a mutually favorable balance between the microenvironment (social, cultural and environmental aspects) and the microenvironment (internal workings of a specific organization). The objective of this process is the institutionalization of the tourism industry as a contributor to the sociocultural welfare and development of each and every destination. In essence, this aim seeks what might be called a triple win outcome. Successful sustainable tourism initiatives result in positive outcomes for consumers (guests, travelers and customers), organizations (commercial enterprises) as well as the society (indigenous people and cultures). But how does the practice of hospitality human resource management fit into this picture? CAREER PATHS As part of the commitment to the social environment of the community, human resource practitioners in sustainable tourism-based organizations must agree on the career goals and desires of host country citizens. While certain individuals will exist who do not possess progressive career aspirations, there will be others who will view the organization as a means to pursue professional development activities. For this reason, job design processes should provide a clear snapshot of knowledge, skills, abilities and attitudes for every position within the organization through job descriptions and job specifications. The job descriptions and job specifications provide foundational information to track logical paths of career progression among the many disciplines found within the operations and administrative areas of a medium-to-large hospitality enterprise. Once these paths are discovered, human resource practitioners may engage in career counseling activities aimed at communicating activities to attain the necessary job requirements for internal promotions. Human resource practitioners may choose to take this one step further through formal succession planning programs coupled with training development activities. Many cases of global expansion within hospitality organizations include the placement of expatriate managers from home nations into positions at host country locations. STO strategies might be aimed at the temporary placement of such individuals until citizens of the host nation are adequately prepared to assume senior management positions. An advantage to this strategy would be the assimilation into the mainstream culture of the host nation by establishing a representation of senior management positions that are held by qualified host nationals. PROPORTION OF LOCAL STAFF MEMBERS It makes good business sense for human resource practitioners to scan the external environment of the host nation to determine the statistical representation of various groups of individuals by ethnicity, age, sex, race, national origin and in some cases religion. Once the demographics for the locale are discovered, the human resource manager would enact strategies aimed at a statistical representation within the organization that is somewhat similar to those evident within the region. Some reactive hospitality organizations might claim to have sufficient numbers of represented groups within their companies. Upon further inspection, however, it could be determined that the representation exists exclusively for lower-level position holders.   OPTIONS AVAILABLE TO HR MANAGERS TO IMPROVE THEIR RELATIONSHIP WITH THEIR STAFF Career options: Human Resource Management human Resource Management professionals are employed in medium large enterprises across all sectors of the workplace. The Australian Human Resources Institute defines the diverse roles of human resource practitioners as follows: They provide a support service and serve as technical advisers to line managers on issues such as recruitment, training and safety. They play an important role in defining the personnel policies that guarantee fair treatment of all employees, recognition of staff needs and democratic organization. They serve an audit role ensuring that managerial decisions agree with the personnel policies and are consistent across the organization. They explore ways of improving employee productivity and satisfaction, and keep managers informed about changes in employment legislation. They manage changing business processes brought about by a dynamic business environment, for example business restructures. They provide an ethical and legal understanding of the frameworks required for managing people in various types of business. Senior HR managers provide strategic input into the decision-making processes within their organizations. They build the corporate wisdom of their organizations through staff development and managing human resource information systems. They assist the organization to be customer focused by aligning the needs and requirements of the employees with those of the customers. In addition to knowledge and skills directly related to your program of study, you have also developed a range of other skills (e.g. teamwork, analytical, communication) through academic study, employment, voluntary work, sporting activities and life experience. These are often referred to as transferable skills because they can be utilized in different environments. Recognizing the value employers place on these skills is an important factor in your graduate job search. Positions and employers Many graduate employers recruit from a wide range of disciplines. The major directory of graduate recruitment in Australia, Graduate Opportunities, lists employers by the disciplines from which they are recruiting. You might be surprised by the range of employers recruiting from your degree and the sectors of the workplace where you might establish a career. Synopsis Human Resource Management is very important in business management. Management is an organizational function, like sales, marketing or finance. It doesnt necessarily mean managing people. We can manage ourselves or the material assigned to us at work. If you managed a project very well on your own, it would mean that you did the job in a well-organized, efficient manner, making good use of all resources at your disposal. Human resource management is fundamentally about ensuring that the right person with the right personality, knowledge base and skill set is best matched for a particular role within the company. Human resources professionals may also be responsible for organizing training needs, advertising vacancies, interviewing, selection, aptitude testing and disciplinary procedures in the event that an employee is not meeting expectations. When the company expands, production and cost management is very important to the existence of organization when considering about more profit, the executive level has to manage variety of resources of the organization. To have a efficient use of the physical resources of the organization, there should be a proper control of staff management. Thats what we call Human Resources Management.

The Key Elements of A Portrait of the Artist as a Young Man Essay

The Key Elements of A Portrait of the Artist as a Young Man  Ã‚  Ã‚  Ã‚  Ã‚   James Joyce's A Portrait of the Artist as a Young Man provides an introspective exploration of an Irish Catholic upbringing. To provide the reader with a proper interpretation, Joyce permeates the story with vivid imagery and a variety of linguistic devices. This paper will provide an in-depth of analysis of the work by examining its key elements. The central theme of A Portrait of the Artist as a Young Man is Stephen Dedalus' alienation and separation from his trinity of family, country and religion. Stephen's separation from his family is evident when he literally flees from his father by "walking rapidly lest his father's shrill whistle might call him back." Stephen's separation from his clique is demonstrated by his adoration of the poet Byron, who his schoolmates (Boland & Heron) deem as a "heretic and immoral." Boland and Heron then proceed to attack Stephen with "a fury of plunges" that leaves Stephen "half blinded with tears." Other violent disagreements with his peers can be found when while attending Clongowes Wood College he is pushed into a ditch by Wells (a class bully) and catches a fever. The illness results in Stephen's desire to "go home" The theme of Stephen Dedalus' alienation with his religion is evident in his connection with the church. The Dedalus family live a resolute Catholic life and expect Stephen t o share their beliefs. Stephen directly questions the authority of the church when he asks.    "Is baptism with a mineral water valid? How comes it that while the first beatitude promises the kingdom of heaven to the poor of heart the second beatitude also promises to the meek that they shall possess the land? Why was the sacram... ...foreshadowing's importance, can be found in the fact that the story begins with a flashback to when Stephen was a very young child. As the narrative of his life continues, flashbacks are implanted.    A Portrait of the Artist as a Young Man by James Joyce is a well written exhibition of the Irish Catholic life of an artist. Stephen Dedalus, infamously connected to the mythical Deadalus, becomes independent of his family, religion, and nation. To adequately illustrate his life, actual Irish dialect is used and intense images are presented. Thereby creating an introspective analysis of an artist. Works Cited and Consulted Bloom, Harold. Modern Critical Interpretations: James Joyce's A Portrait of the Artist as a Young Man. New York:Chelsea House Publishers, 1988. Joyce, James. A Portrait of the Artist as a Young Man. New York: New American Library, 1991

Development and frameworks support development influence current practice Essay

Jean Piaget’s theory of cognitive development focusses on how children acquire knowledge and learn. He believed that when a child and an adult are given the same logical question children gave less sophisticated answers, not because they were less competent than the adults but because children are born with an extremely simple mental structure which is the basis for the child’s knowledge and learning ability. He suggests that children go through four stages of intellectual growth: 0-2yrs – Sensorimotor, i.e. motor control and learning about objects, the child explores the environment around them using their senses; 2-7yrs – Preoperational, verbal skills development, the child understands the use of symbols and language; 7-11yrs – Concrete Operational, beginning to grasp abstract concepts, shows logical thinking; 12yrs to adulthood – Formal Operational, logical and systematic reasoning skills, is able to work through abstract problems. One of the basic components of Piaget’s theory is ‘Schemas’. Each schema is a building block of intelligent behaviour and a way of a child’s brain organising the knowledge they have gained. Children will develop new schemas as they learn and experience more to allow them to retain this knowledge, as well as modifying their existing schemas as new information about them emerges through additional knowledge. We can effectively plan the development of a child by taking his ideas of ‘schemas’ into practice and using Piaget’s stages we can assess where and how a child is currently learning. From assessment it becomes possible to plan activities to help them to develop onto the next stage. Psychoanalytical Sigmund Freud (1856 1939) An Austrian neurologist Freud believed that each stage of a child’s development directly related to specific needs and demands, each based on a particular body part and was rooted with a sexual base. Freud outlined these stages as oral, anal, phallic, latency and genital. Each stage involves the satisfaction of a desire and can later play a role in the adult personality. Freud suggested that if a child does not successfully complete a stage, they could develop a fixation that would later influence adult personality and behaviour. According to Freud the mind can be split into two halves, the conscious (mental processes we are aware of) and the unconscious mind (mental processes we are unaware of), and has three separate aspects – the Id (the conscious mind), Ego and Superego (unconscious mind) which all need to be balanced to have good mental health. The Id is about basic needs and feelings, the pleasure principle. The Ego is the reality principle and the Superego is the moral part of the mind. Freud’s theories about unconscious actions can still be witnessed, for example when a child is caught hurting another child. The aggressor may deny it and tell a lie, but may start to cry because he knows what he has done is wrong, and that he has lied about it. Whilst Freud’s psychosexual theories do not fit well with today’s more scientific standards and are considered not to be very accurate, they have been influential because it was original thinking about human development, and many other theorists used his ideas as a starting point. He has also helped those working with children by understanding there is a link between our conscious and unconscious actions. Humanist Abraham Maslow (1908-1970) An American psychologist Abraham Maslow was a humanistic psychologist who is most famous for his ‘Hierarchy of Needs’, which is relevant to all ages, not just for children. The five-stage hierarchy of needs is often visually displayed as a pyramid with the largest most important needs at the bottom and the more advanced needs at the top We are born with basic needs for survival, food, water, shelter and sleep which is represented in the first layer. Without these nothing else is possible. Once these needs are met we can progress to the next level which consists of a need for feeling safe and secure. We seek safety from others and strive to be in an environment that keeps us safe and free from harm. The third level is our need for love, our desire for acceptance and our need to fit in. At this level we seek out love, friendships and intimacy. The fourth level is our need for esteem, achievement, education and respect. At this level we focus our attention on self-respect and respect from others. We seek information and knowledge through education, strive to make advancements in our careers and work towards an overall higher self-worth. The fifth and final level in the hierarchy is our need for self-actualisation, the need to reach our fullest  potential with complete understanding of ourselves. According to Maslow very few people if any, master this level. Our basic needs (1st level) are essential for our survival. We need to feel safe (2nd level) before we can develop friendships which will give us a sense of belonging (3rd level). Once we have developed friendships we seek the esteem of self and others (4th level). This demonstrates how each layer must be fulfilled before moving up to a higher level. Maslow’s theories are very relevant to child development and care. Based on his hierarchy of needs a child would find it very hard to learn if their basic needs are not being met, for example a hungry or thirsty child would find it difficult to focus their attention to learn as the most basic need must be met first. A simple solution of snack time in between lessons and having drinking water available would help to overcome this problem. Addressing a child’s most basic needs will help them to grow, learn and develop. Social learning Albert Bandura born 1925, an American psychologist Bandura states that behaviour is learned from the environment, i.e. behaviours of others, and then imitated. His famous experiment in 1961 – the Bobo doll study – involved a film being shown of an adult beating up a Bobo doll and shouting aggressive words. This was then shown to a group of children and after watching the film they were allowed to play in the room that held the Bobo doll. All the children began to beat up the doll and were physically and verbally aggressive towards it, even though nurturing toys were available to play with the doll. They were apparently imitating the actions of the adult they had seen in the film. This was seen as an important break away from the behaviourist theory that behaviour is directed by reinforcement or rewards. The children simply copied the adult’s behaviour. They received no encouragement or reward. Bandura’s theories have an influence on current practice today in the form of positive role modelling. Recognition that child carers have a responsibility to demonstrate positive role modelling, as children will often imitate their behaviour. If aggressive behaviour or frustration is exhibited by the adult it is likely to be imitated by the child. Learning  is acquired by observation and imitation. Operant conditioning B.F. Skinner (1904-1990) An American psychologist. Skinner’s theory of operant conditioning can be described as a process that attempts to modify a behaviour through the use of positive and negative reinforcement. The child will make the association between a particular behaviour and a consequence. The fundamental idea behind this is that behaviours that are reinforced will tend to continue while behaviours that are punished will eventually stop. Positive reinforcement is when a desired behaviour is rewarded positively: for example, when a child completes a set task they would receive a positive response e.g. a sticker, positive praise or maybe free play. Negative reinforcement is more about focussing on the negative behaviours that are to be changed and instilling a sanction or removal of a positive event: for example, a child that is continually exhibiting a negative behaviour, such as disobeying house rules will be told that if this behaviour continues they will lose their gaming machine or similar sanction. In summary if we reward good behaviour we expect that behaviour to continue and if we punish negative behaviour we hope that behaviour will cease. Importantly adults using this theory must make sure that they consistently carry out what they have intended otherwise the system becomes completely ineffective. Skinner’s theories are used widely in childcare today, we actively praise children for positive behaviours and for performing actions correctly; additionally we use the ‘time out’ method for negative behaviour. Behaviourist John B Watson (1878-1958) An American psychologist. Watson believed all learning was gradual and continuous. Development is a sequence of specific conditional behaviours with the main emphasis on the environment not heredity. Observable behaviours were considered to be more important rather that internal events such as thinking because external/observable behaviours could be witnessed and monitored. Watson believed that everyone is born as a ‘blank canvas’ and with the same abilities as each other and that they can be taught and trained to become anything they wish to be. Individuals can be trained to behave in a certain  way. He believed all behaviour is a result of the environment and a response. His work was heavily influenced by physiologist Ivan Pavlov who is famous for his theory based on dogs. Pavlov learned that dogs would begin to salivate in response to seeing a care giver in anticipation of food, rather than just in the response of receiving food. He named this response the ‘Classical Conditioning Theory’. It was Watson’s and Pavlov’s ideas which impacted on that of Skinner’s. We use Watson’s theories today by rewarding good behaviour and punishing negative behaviour. Good behaviour in our classrooms today is often rewarded with stickers, privileges or other positive motivators. To discourage negative behaviours often a stepped warning system is used. A system of planned ignoring is beneficial and often used for dealing with attention seeking behaviour. Social pedagogy Social Pedagogy is a framework that influences current practice by creating a holistic way of working with children by seeking to bring together theories and concepts from education, psychology and sociology. It aims to treat the child as a whole, making sure all their needs are met especially those children with additional needs.